Employee

Handbook

Bihar Rural Livelihoods Promotion SocietyState Rural Livelihoods Mission, Bihar

JEEViKAJEEV KAi(An initiative of Govt. of Bihar for Poverty Alleviation)

Dear Colleagues,

Welcome to BRLPS!

We are happy to welcome you as part of our family and wish you success.

Bihar Rural Livelihoods Promotion Society “JEEViKA” is an initiative of

Government of Bihar for social and economic empowerment of rural poor. It has

been designated as State Rural Livelihoods Mission by Rural Development

Department, Government of Bihar for rolling out of Aajeevika (NRLM) in Bihar.

JEEViKA provides you a unique opportunity to be a part of most ambitious

poverty alleviation programme since independence.

It provides a professional and challenging work environment to its associates. This

is a good opportunity for experienced development professionals and aspiring

youngsters to associate with one another for the development of rural India.

We hope and wish you to be a partner in our endeavor. We believe that you would

find your work challenging, enjoyable and rewarding. So, let us come together, work

together and aspire that poverty would be seen only in museum and not outside.

This handbook acquaints you with the key policies, benefits and information

pertaining to your employment. Please use this handbook as a ready reference.

Once again, Hearty Welcome to you. We look forward to a successful and long term

relationship with you.

Sincerely,

Arvind Kumar Chaudhary,Chief Executive Officer, BRLPS

-cum-State Mission Director, SRLM

Dear Colleagues,

Welcome to BRLPS!

We are happy to welcome you as part of our family and wish you success.

Bihar Rural Livelihoods Promotion Society “JEEViKA” is an initiative of

Government of Bihar for social and economic empowerment of rural poor. It has

been designated as State Rural Livelihoods Mission by Rural Development

Department, Government of Bihar for rolling out of Aajeevika (NRLM) in Bihar.

JEEViKA provides you a unique opportunity to be a part of most ambitious

poverty alleviation programme since independence.

It provides a professional and challenging work environment to its associates. This

is a good opportunity for experienced development professionals and aspiring

youngsters to associate with one another for the development of rural India.

We hope and wish you to be a partner in our endeavor. We believe that you would

find your work challenging, enjoyable and rewarding. So, let us come together, work

together and aspire that poverty would be seen only in museum and not outside.

This handbook acquaints you with the key policies, benefits and information

pertaining to your employment. Please use this handbook as a ready reference.

Once again, Hearty Welcome to you. We look forward to a successful and long term

relationship with you.

Sincerely,

Arvind Kumar Chaudhary,Chief Executive Officer, BRLPS

-cum-State Mission Director, SRLM

INDEXINDEX

1. Human Resource Development 01-27

2. Communication 28-29

3. Institution Building & Capacity Building 30-39

4. Micro Finance 40-61

5. Social Development 62-71

6. Livelihoods 72-76

7. Jobs 77-79

8. Monitoring, Evaluation & Learning 80-80

9. Finance 81-90

10. Procurement 91-105

11. Joining Formats

a) Candidate Information Form

b) Details for Medical Policy

c) Nomination and Declaration Form

d) Employee Provident Form

e) Child Education Form

1. Human Resource Development 01-27

2. Communication 28-29

3. Institution Building & Capacity Building 30-39

4. Micro Finance 40-61

5. Social Development 62-71

6. Livelihoods 72-76

7. Jobs 77-79

8. Monitoring, Evaluation & Learning 80-80

9. Finance 81-90

10. Procurement 91-105

11. Joining Formats

a) Candidate Information Form

b) Details for Medical Policy

c) Nomination and Declaration Form

d) Employee Provident Form

e) Child Education Form

f) Details of Documents Produced at the time of joining

HUMAN RESOURCE DEVELOPMENTHUMAN RESOURCE DEVELOPMENT

1. ABOUT BIHAR RURAL LIVELIHOODS PROMOTION SOCIETY (JEEViKA)

Bihar Rural Livelihoods Promotion Society is an autonomous body under the Department of

Finance, Govt. of Bihar registered under Society Registration Act, XXI- 1860, has been

designated as State Rural Livelihoods Mission, Bihar under the Framework of National Rural

Livelihoods Mission to enable 1.25 crore rural poor and poorest of the poor families of Bihar to

come out of poverty with enhanced quality of life through mobilizing poor families into self

reliant institutions and promoting sustainable livelihoods as well as strengthening service

delivery mechanism.

The structural arrangement for implementing the NRLM to scale up the JEEViKA model of

poverty alleviation throughout the State of Bihar in phased manner would be through its three

tier structural unit i.e. State Project Management Unit (SPMU), District Project Coordination

Unit (DPCU) and Block Project Implementation Unit (BPIU).

1. ABOUT BIHAR RURAL LIVELIHOODS PROMOTION SOCIETY (JEEViKA)

Bihar Rural Livelihoods Promotion Society is an autonomous body under the Department of

Finance, Govt. of Bihar registered under Society Registration Act, XXI- 1860, has been

designated as State Rural Livelihoods Mission, Bihar under the Framework of National Rural

Livelihoods Mission to enable 1.25 crore rural poor and poorest of the poor families of Bihar to

come out of poverty with enhanced quality of life through mobilizing poor families into self

reliant institutions and promoting sustainable livelihoods as well as strengthening service

delivery mechanism.

The structural arrangement for implementing the NRLM to scale up the JEEViKA model of

poverty alleviation throughout the State of Bihar in phased manner would be through its three

tier structural unit i.e. State Project Management Unit (SPMU), District Project Coordination

Unit (DPCU) and Block Project Implementation Unit (BPIU).

Executive Committee led by Development Commissioner,Govt. of Bihar, members from Govt. Departments,

NABARD and Development Agencey

Executive Committee led by Development Commissioner,Govt. of Bihar, members from Govt. Departments,

NABARD and Development Agencey

SMMU / SPMU headed by CEO/Mission DirectorSupported by a thematic Expert Consultants i.e.

State Project Managers & Project Managers

SMMU / SPMU headed by CEO/Mission DirectorSupported by a thematic Expert Consultants i.e.

State Project Managers & Project Managers

DMMU/ DPCU headed byDistrict Project Manger and supported by

various thematic Managers

DMMU/ DPCU headed byDistrict Project Manger and supported by

various thematic Managers

BMMU / BPIU headed by Block Project Mangerand supported by Area Coordinator and

Community Coordinators

BMMU / BPIU headed by Block Project Mangerand supported by Area Coordinator and

Community Coordinators

Community Institutions (BLF/CLF/VO & SHGs)supported by Community Cadre i.e.CM, BM, BK, CRP, VRP and WoW

Community Institutions (BLF/CLF/VO & SHGs)supported by Community Cadre i.e.CM, BM, BK, CRP, VRP and WoW

2. Project Structure is a three Tier Structure2. Project Structure is a three Tier Structure

11

Bihar Rural Livelihoods promotion Society (State Rural Livelihoods Mission, Bihar) is led by its

General Body, from which a more functional Executive Committee has been formed for taking all

policy level decisions and advising the functionaries of the society. Representatives from the

Government of Bihar, Banks, Development institutions and civil society form the Executive

Committee of the Society.

At the state level, the State Project Management Unit (SPMU) has been formed and staffed

with a team of dedicated development professionals. The Society is headed by a Chief

Executive Officer who is also the State Mission Director,SRLM. Along with CEO, various

functional specialists are positioned as State Project Managers and Project Managers, to

oversee and manage the various functions within the Jeevika project. The CEO is assisted by

an Administrative Officer and Officer on Special Duty. The allocation of roles and

responsibilities of this State Project Team follows a matrix structure where they are

responsible for a function (specialized and thematic) and a district during project

implementation.

There are district units of the Society established as District Project Coordination Unit

(DPCU). A District Project Manager (DPM) is appointed by the Society to head each of the

district unit. To support the DPCU, Functional Specialists are placed as per the requirement

of the project. The DPCU is responsible for coordinating, implementing and managing

project activities across the blocks under project operation and in the district.

At block level, the Society places a Block Project Implementation Unit (BPIU). This is a key

unit of the project. Quality of this unit determines how effectively the project rolls out in the

field. This unit corresponds to the block coverage plan spread into phases. The Block Project

Manager is the functional head of this unit. S/he is supported by Area Coordinators,

Livelihood Specialist, Community Coordinator and a minimum number of Finance and

Administrative staff. Primarily this unit of the society works as a mirror functional unit to the

proposed Community Organization to be built up over the project period. The block unit

facilitates a graduation process of community institutions.

�

�

�

Project Structure at -State Level

Project Structure at- District Level

Project Structure at- Block Level

Bihar Rural Livelihoods promotion Society (State Rural Livelihoods Mission, Bihar) is led by its

General Body, from which a more functional Executive Committee has been formed for taking all

policy level decisions and advising the functionaries of the society. Representatives from the

Government of Bihar, Banks, Development institutions and civil society form the Executive

Committee of the Society.

At the state level, the State Project Management Unit (SPMU) has been formed and staffed

with a team of dedicated development professionals. The Society is headed by a Chief

Executive Officer who is also the State Mission Director,SRLM. Along with CEO, various

functional specialists are positioned as State Project Managers and Project Managers, to

oversee and manage the various functions within the Jeevika project. The CEO is assisted by

an Administrative Officer and Officer on Special Duty. The allocation of roles and

responsibilities of this State Project Team follows a matrix structure where they are

responsible for a function (specialized and thematic) and a district during project

implementation.

There are district units of the Society established as District Project Coordination Unit

(DPCU). A District Project Manager (DPM) is appointed by the Society to head each of the

district unit. To support the DPCU, Functional Specialists are placed as per the requirement

of the project. The DPCU is responsible for coordinating, implementing and managing

project activities across the blocks under project operation and in the district.

At block level, the Society places a Block Project Implementation Unit (BPIU). This is a key

unit of the project. Quality of this unit determines how effectively the project rolls out in the

field. This unit corresponds to the block coverage plan spread into phases. The Block Project

Manager is the functional head of this unit. S/he is supported by Area Coordinators,

Livelihood Specialist, Community Coordinator and a minimum number of Finance and

Administrative staff. Primarily this unit of the society works as a mirror functional unit to the

proposed Community Organization to be built up over the project period. The block unit

facilitates a graduation process of community institutions.

�

�

�

Project Structure at -State Level

Project Structure at- District Level

Project Structure at- Block Level

22

ORGANISATION STRUCTURE SRLM, BIHARORGANISATION STRUCTURE SRLM, BIHAR

33

Classification of Positions in the Society

For administrative and governance purposes different positions in the society are categorized as

per following :

New Positions created would be placed in the respective category and relevant salary scalewill be fixed.

When an existing staff is selected for higher position, the notified person remains in the samecategory unless the order mentions specifically that s/he has been moved into anothercategory.

�

�

Classification of Positions in the Society

For administrative and governance purposes different positions in the society are categorized as

per following :

New Positions created would be placed in the respective category and relevant salary scalewill be fixed.

When an existing staff is selected for higher position, the notified person remains in the samecategory unless the order mentions specifically that s/he has been moved into anothercategory.

�

�

44

3. Terms and Conditions of Contract

The offer made to the employee at the time of Joining is the primary slab of consolidated

remuneration prescribed for the position. The final remuneration will be fixed according to

HRD Manual of BRLPS, after verification of all education and experience being claimed by you

at the time of joining. At the time of joining, you have to essentially produce all educational as

well as experience certificates in original which have been claimed by you.

1. An annual increment of 5% of basic salary may be awarded at the discretion of the

management in lieu of increased cost of living.

2. Apart from this, the Society will also provide the Group Accidental Insurance, Mediclaim

cover, Travel allowance and Daily Allowance according to provision as and when applicable

as per the norms of the Society.

3. The employee would not be entitled to any other benefit except those mentioned above,

and others, if any, as per HRD manual of the Society.

4. Initially, staff will be on probation for three months. Your probation may further be

extended for another three months in case your performance is found not satisfactory. In

case the probation is not confirmed after one extension, your services may be terminated

as per provision of HRD manual of BRLPS.

5. Staff will undergo an induction cum training programme scheduled to be organized

immediately after the joining. Please come prepared with necessary arrangements. After

the training, your actual place of posting will be communicated.

6. As per requirement of the society, you would be assigned for any project or programme

being implemented by the Bihar Rural Livelihoods Promotion Society within or outside the

state of Bihar. In the event of the project or programme being transferred to any other

Society or the Project at a later date, your services would be transferred to that Society or

the Project or the programme.

7. Your appointment has been made on a clear understanding that you have supplied all

necessary information to enable the Society to judge your fitness for the job and that the

information provided by you are true to the best of your knowledge and belief. If at any

stage it is found that you have given wrong/insufficient information or misrepresented the

facts; your services would be terminated forthwith.

8. In case of discontinuance, either party is required to give one month notice or one month

remuneration in lieu thereof. The Society may also terminate your services in the event of

continuous absence from duty without approval from competent authority for 5 days or

more. During the probation period, your services can be terminated with 7 days notice

period from the Society. However, you have to give one month notice or one month

remuneration in lieu of notice if you intend to discontinue from services during the

probation period.

9. You will not be entitled to get your salary if you willfully neglect or refuse or due to any

other cause, be unable to perform any of the assigned duties. The Society may suspend

your salary for allowing you to provide reason for such neglect/negligence with giving

3. Terms and Conditions of Contract

The offer made to the employee at the time of Joining is the primary slab of consolidated

remuneration prescribed for the position. The final remuneration will be fixed according to

HRD Manual of BRLPS, after verification of all education and experience being claimed by you

at the time of joining. At the time of joining, you have to essentially produce all educational as

well as experience certificates in original which have been claimed by you.

1. An annual increment of 5% of basic salary may be awarded at the discretion of the

management in lieu of increased cost of living.

2. Apart from this, the Society will also provide the Group Accidental Insurance, Mediclaim

cover, Travel allowance and Daily Allowance according to provision as and when applicable

as per the norms of the Society.

3. The employee would not be entitled to any other benefit except those mentioned above,

and others, if any, as per HRD manual of the Society.

4. Initially, staff will be on probation for three months. Your probation may further be

extended for another three months in case your performance is found not satisfactory. In

case the probation is not confirmed after one extension, your services may be terminated

as per provision of HRD manual of BRLPS.

5. Staff will undergo an induction cum training programme scheduled to be organized

immediately after the joining. Please come prepared with necessary arrangements. After

the training, your actual place of posting will be communicated.

6. As per requirement of the society, you would be assigned for any project or programme

being implemented by the Bihar Rural Livelihoods Promotion Society within or outside the

state of Bihar. In the event of the project or programme being transferred to any other

Society or the Project at a later date, your services would be transferred to that Society or

the Project or the programme.

7. Your appointment has been made on a clear understanding that you have supplied all

necessary information to enable the Society to judge your fitness for the job and that the

information provided by you are true to the best of your knowledge and belief. If at any

stage it is found that you have given wrong/insufficient information or misrepresented the

facts; your services would be terminated forthwith.

8. In case of discontinuance, either party is required to give one month notice or one month

remuneration in lieu thereof. The Society may also terminate your services in the event of

continuous absence from duty without approval from competent authority for 5 days or

more. During the probation period, your services can be terminated with 7 days notice

period from the Society. However, you have to give one month notice or one month

remuneration in lieu of notice if you intend to discontinue from services during the

probation period.

9. You will not be entitled to get your salary if you willfully neglect or refuse or due to any

other cause, be unable to perform any of the assigned duties. The Society may suspend

your salary for allowing you to provide reason for such neglect/negligence with giving

55

sufficient reason during such neglect/negligence or inability as aforesaid and may take

decision as deemed fit as per the circumstances of the case.

10. You would be entitled to a total of 36 days of leave, in addition to one day weekly off on

Sundays, for one year of completed service or on a pro-rata basis. The breakup of the

leave is as follows:

a. Casual Leave: @ one leave after completion of every month of service.

b. Earned Leave: @ 2 days leave after completion of every month of service.

In addition to this, you will be provided Half pay leave, Paternity/Maternity leave/Special

leave, National Holidays, and other festival holidays as applicable under HRD Manual of

the Society.

11. You could be transferred to any of the programme Districts of the Society as and when

necessary in view the nature of work assigned and in the best interests of the Society.

Apart from work in office, you can be called upon to perform field duties as and when

required by the Society.

12. You would not be allowed to take up any part time/ full time employment or assignment

elsewhere or do any business during the period of the contract with the Society. If it is

found that you engage yourself in such employment, this contract will be automatically

terminated and appropriate action would be taken.

13. This appointment offered to you is on contractual basis and any claim for permanence on

this basis would not be acceptable.

14. You will not, during any time of your employment keep with yourself any asset or fund of

BRLPS, other than what you are entitled for.

15. During your employment or even after that Law of the land as applicable to others would

be applicable to you also.

16. While in contract with the Society or at any time thereafter, you shall not divulge any

information or knowledge gained and acquired by you during the period of contract which

could be detrimental to the interests of the Society.

17. The title rights, copyrights and all other rights of whomsoever nature in any material

produced by the Society under the period of this contract shall be vested exclusively in the

Society, unless otherwise vested in Government by virtue of project document etc.

18. During the period of contract, you shall not stand for election as Member of any Local or

Legislative Body.

19. You would conduct yourself at all times with due regard for the purposes and principles of

the Society and in a manner befitting your relationship with the Society under the contract.

You will not indulge in any action and in particular any kind of public announcement which

may adversely reflect on that relationship, or on integrity, independence and impartiality

which are required by the relationship. You will not accept any favour, gift or remuneration

from any source external to the Society without approval from competent authority.

20. You are required to bring original as well as attested copies of all your educational

certificates, experience certificate/s and caste (if applicable) as well as domicile certificate

sufficient reason during such neglect/negligence or inability as aforesaid and may take

decision as deemed fit as per the circumstances of the case.

10. You would be entitled to a total of 36 days of leave, in addition to one day weekly off on

Sundays, for one year of completed service or on a pro-rata basis. The breakup of the

leave is as follows:

a. Casual Leave: @ one leave after completion of every month of service.

b. Earned Leave: @ 2 days leave after completion of every month of service.

In addition to this, you will be provided Half pay leave, Paternity/Maternity leave/Special

leave, National Holidays, and other festival holidays as applicable under HRD Manual of

the Society.

11. You could be transferred to any of the programme Districts of the Society as and when

necessary in view the nature of work assigned and in the best interests of the Society.

Apart from work in office, you can be called upon to perform field duties as and when

required by the Society.

12. You would not be allowed to take up any part time/ full time employment or assignment

elsewhere or do any business during the period of the contract with the Society. If it is

found that you engage yourself in such employment, this contract will be automatically

terminated and appropriate action would be taken.

13. This appointment offered to you is on contractual basis and any claim for permanence on

this basis would not be acceptable.

14. You will not, during any time of your employment keep with yourself any asset or fund of

BRLPS, other than what you are entitled for.

15. During your employment or even after that Law of the land as applicable to others would

be applicable to you also.

16. While in contract with the Society or at any time thereafter, you shall not divulge any

information or knowledge gained and acquired by you during the period of contract which

could be detrimental to the interests of the Society.

17. The title rights, copyrights and all other rights of whomsoever nature in any material

produced by the Society under the period of this contract shall be vested exclusively in the

Society, unless otherwise vested in Government by virtue of project document etc.

18. During the period of contract, you shall not stand for election as Member of any Local or

Legislative Body.

19. You would conduct yourself at all times with due regard for the purposes and principles of

the Society and in a manner befitting your relationship with the Society under the contract.

You will not indulge in any action and in particular any kind of public announcement which

may adversely reflect on that relationship, or on integrity, independence and impartiality

which are required by the relationship. You will not accept any favour, gift or remuneration

from any source external to the Society without approval from competent authority.

20. You are required to bring original as well as attested copies of all your educational

certificates, experience certificate/s and caste (if applicable) as well as domicile certificate

66

(issued by SDO and above authority). Further, at the time of reporting, you have to

produce a medical fitness certificate issued by a General Physician. You also need to bring

the admit card (in original) issued to you.

21. Notwithstanding anything contained herein before, rules, regulations, bye-laws,

instructions, lawful orders, etc. as and when framed and issued by Society relating to the

conditions of the service and additions, amendments, modifications, alterations, etc made

in the said conditions of service from time to time shall apply to you irrespective of whether

these matters are provided herein or not.

4. TRANSFERS

Allowances during transfer

Transfer Allowance:

Freight & Packaging:

The Project is spread across 21 districts in Bihar up till now and will be expanded to all 38

districts in near future. Teams are placed within the districts as well – at the sub block Level. In

the interest of the project, it is expected that staff will be transferred to different locations

based on organizational requirements. The arrangements described below are intended to

facilities such moves, and provide for adequate reimbursement of expenses incurred in such

transfers. Transfers should not be made a matter of routine, but generally in order to;

transfer necessitated by the exigencies of the Project

effect lateral transfers for broader development between similar positions

transfer in a district/hub unit or division/unit having less than required cadre

effect physically removing an officer from one duty station on a personal conflict one whomade with an another officer inside or outside the organization

transfer in a district/hub unit or division/unit on disciplinary backgrounds

undertake responsibilities of a new district/hub unit or division/unit or vacant position dueto expansion

accommodate the request of one district/Block unit to another on personal request.

In this context, a transfer is defined as relocation exceeding a six month period. Such a move

would normally entail shifting of household belongings and family. In such cases, the following

expenses may be reimbursed:

In case of a transfer, one month's gross salary would be given in

advance as transfer allowance, to cover all costs of relocation (including shifting the

family, finding new accommodation, schooling of children, etc). This advance would be

payable to the staff within a week of the approval of the transfer.

The cost of relocation of personal would be reimbursed to the

employee transferred as per actual on production of bills, subject to a maximum of Rs.

2000 to 12,000 in respective case.

�

�

�

�

�

�

�

�

�

�

�

(issued by SDO and above authority). Further, at the time of reporting, you have to

produce a medical fitness certificate issued by a General Physician. You also need to bring

the admit card (in original) issued to you.

21. Notwithstanding anything contained herein before, rules, regulations, bye-laws,

instructions, lawful orders, etc. as and when framed and issued by Society relating to the

conditions of the service and additions, amendments, modifications, alterations, etc made

in the said conditions of service from time to time shall apply to you irrespective of whether

these matters are provided herein or not.

4. TRANSFERS

Allowances during transfer

Transfer Allowance:

Freight & Packaging:

The Project is spread across 21 districts in Bihar up till now and will be expanded to all 38

districts in near future. Teams are placed within the districts as well – at the sub block Level. In

the interest of the project, it is expected that staff will be transferred to different locations

based on organizational requirements. The arrangements described below are intended to

facilities such moves, and provide for adequate reimbursement of expenses incurred in such

transfers. Transfers should not be made a matter of routine, but generally in order to;

transfer necessitated by the exigencies of the Project

effect lateral transfers for broader development between similar positions

transfer in a district/hub unit or division/unit having less than required cadre

effect physically removing an officer from one duty station on a personal conflict one whomade with an another officer inside or outside the organization

transfer in a district/hub unit or division/unit on disciplinary backgrounds

undertake responsibilities of a new district/hub unit or division/unit or vacant position dueto expansion

accommodate the request of one district/Block unit to another on personal request.

In this context, a transfer is defined as relocation exceeding a six month period. Such a move

would normally entail shifting of household belongings and family. In such cases, the following

expenses may be reimbursed:

In case of a transfer, one month's gross salary would be given in

advance as transfer allowance, to cover all costs of relocation (including shifting the

family, finding new accommodation, schooling of children, etc). This advance would be

payable to the staff within a week of the approval of the transfer.

The cost of relocation of personal would be reimbursed to the

employee transferred as per actual on production of bills, subject to a maximum of Rs.

2000 to 12,000 in respective case.

�

�

�

�

�

�

�

�

�

�

�

77

The allowance and reimbursement of relocation cost during the transfer would be applicable as

per details in following table:

No allowances would be payable in case of a request for transfer from staff.

For all transfers, the CEO would be the final authority. The request for transfer could be

initiated by the State Project Managers or the District Project Coordinator, based either due to

requirements or due to a request from staff.

The request of transfers of a new employee shall be considered only after one years of

service is completed. The request should be made to the CEO cum Project Director in

writing, through the reporting authority specifying the reasons with adequate information

and documentary proof.

The request of transfers may be considered by the panel which could include CEO cum

PD, SPM – HRD and Administrative Officer. The decision of approval/ rejection should be

conveyed to the concerned staff within fifteen days of the receipt of request for transfer,

with a copy of the approval/rejection to accounts. In case approval is granted, the

accounts would release the transfer allowance equal to one month's salary of the person

transferred. This amount should be released within seven days of receiving the approval

to facilitate early relocation and ensure that work in not hampered in account of any

delays.

A staff on transfer shall join the new location of duty within specified working days (as

mentioned in table given above) of the Issue of transfer letter/ order. The specified days

5. Authority

Staff on request transfer

Process of Approval

3. Joining Period after Transfer

�

�

The allowance and reimbursement of relocation cost during the transfer would be applicable as

per details in following table:

No allowances would be payable in case of a request for transfer from staff.

For all transfers, the CEO would be the final authority. The request for transfer could be

initiated by the State Project Managers or the District Project Coordinator, based either due to

requirements or due to a request from staff.

The request of transfers of a new employee shall be considered only after one years of

service is completed. The request should be made to the CEO cum Project Director in

writing, through the reporting authority specifying the reasons with adequate information

and documentary proof.

The request of transfers may be considered by the panel which could include CEO cum

PD, SPM – HRD and Administrative Officer. The decision of approval/ rejection should be

conveyed to the concerned staff within fifteen days of the receipt of request for transfer,

with a copy of the approval/rejection to accounts. In case approval is granted, the

accounts would release the transfer allowance equal to one month's salary of the person

transferred. This amount should be released within seven days of receiving the approval

to facilitate early relocation and ensure that work in not hampered in account of any

delays.

A staff on transfer shall join the new location of duty within specified working days (as

mentioned in table given above) of the Issue of transfer letter/ order. The specified days

5. Authority

Staff on request transfer

Process of Approval

3. Joining Period after Transfer

�

�

88

will be granted as leave with pay and will not be accounted for in the staffs leave account.

If staff joins immediately and doesn't take leave, s/he will be entitled to avail this leave

within a year.

The success of this Project chiefly rests with the people who would implement it. The Project

requires high quality interaction and facilitation with the target communities, which will be

done by the Project staff. Thus remuneration and benefits for BRLPS have been designed

keeping in mind those being offered in similar Projects in other states, and based on market

realities to attract the best talent to the Project.

Those joining on deputation from Govt. of Bihar would continue to draw salaries as per the

scales in their parent department. In addition, staffs hired on deputation are eligible for a

monthly Project Allowance up to 20% of their monthly basic pay (which includes basic pay

and basic dearness pay), subject to a maximum of Rs. 4000 per month.

The package would follow a broad based pay structure, with less number of scales within

each Level, but higher range within scales. Thus most of the levels would have three

scales (two in some). The base pay would be combined with an incentive pay component

which will be performance linked.

The compensation has been divided into a The structure

for all positions except Community Coordinators is as follows.

6. REMUNERATION AND BENEFITS

Remuneration and Benefits to Staff on Deputation

Remuneration and Benefits to Other Staff (from Open Market)

�

�

monthly pay and an annual pay.

will be granted as leave with pay and will not be accounted for in the staffs leave account.

If staff joins immediately and doesn't take leave, s/he will be entitled to avail this leave

within a year.

The success of this Project chiefly rests with the people who would implement it. The Project

requires high quality interaction and facilitation with the target communities, which will be

done by the Project staff. Thus remuneration and benefits for BRLPS have been designed

keeping in mind those being offered in similar Projects in other states, and based on market

realities to attract the best talent to the Project.

Those joining on deputation from Govt. of Bihar would continue to draw salaries as per the

scales in their parent department. In addition, staffs hired on deputation are eligible for a

monthly Project Allowance up to 20% of their monthly basic pay (which includes basic pay

and basic dearness pay), subject to a maximum of Rs. 4000 per month.

The package would follow a broad based pay structure, with less number of scales within

each Level, but higher range within scales. Thus most of the levels would have three

scales (two in some). The base pay would be combined with an incentive pay component

which will be performance linked.

The compensation has been divided into a The structure

for all positions except Community Coordinators is as follows.

6. REMUNERATION AND BENEFITS

Remuneration and Benefits to Staff on Deputation

Remuneration and Benefits to Other Staff (from Open Market)

�

�

monthly pay and an annual pay.

99

All the allowances mentioned above are part of the salary to which the staff is entitled to. They

are not reimbursable to be given against claims. Some of the allowances attract tax rebates.

The same can be enjoyed by the staff on production of relevant documents. In this case, TDS

can be deducted based on the tax plan submitted by the staff. In case no documents are

produced at the end of the year, TDS based on the tax liability as per the prevailing tax rates,

would be deducted. Salary should be credited to the staff's bank account before the 5 of

every subsequent month.

All new staff recruited would be taken in at scales applicable (based on experience and

education) under their respective Positions. The CEO, however can use his/her discretion in

allowing people to join in higher scales or with higher salary to a maximum of 10% of what is

prescribed for a scale.

BRLPS aims to develop a policy which 'cares' for the employee. This plays a critical role in

building an image of a 'caring employer'. Thus apart from the salary, BRLPS would also

extend the following benefits to its entire staff:

The Mediclaim policy helps in the payment of Hospital

(and incidental medical/ surgical/ diagnostic) expenses for illness or injuries sustained by

an employee and /or their dependant through cashless transaction or through

reimbursement against hospital bills, provided they have been admitted in the hospital

for minimum 24 Hours.The staffs on deputation are not covered under.

Accident al Death Covered

Coverage against permanent total disablement, permanent partial disablement andtemporary total disablement

Weekly medical benefits.

th

7. Benefits

Group Mediclaim Insurance:

Group Personnel Accident Policy

�

�

�

�

�

All the allowances mentioned above are part of the salary to which the staff is entitled to. They

are not reimbursable to be given against claims. Some of the allowances attract tax rebates.

The same can be enjoyed by the staff on production of relevant documents. In this case, TDS

can be deducted based on the tax plan submitted by the staff. In case no documents are

produced at the end of the year, TDS based on the tax liability as per the prevailing tax rates,

would be deducted. Salary should be credited to the staff's bank account before the 5 of

every subsequent month.

All new staff recruited would be taken in at scales applicable (based on experience and

education) under their respective Positions. The CEO, however can use his/her discretion in

allowing people to join in higher scales or with higher salary to a maximum of 10% of what is

prescribed for a scale.

BRLPS aims to develop a policy which 'cares' for the employee. This plays a critical role in

building an image of a 'caring employer'. Thus apart from the salary, BRLPS would also

extend the following benefits to its entire staff:

The Mediclaim policy helps in the payment of Hospital

(and incidental medical/ surgical/ diagnostic) expenses for illness or injuries sustained by

an employee and /or their dependant through cashless transaction or through

reimbursement against hospital bills, provided they have been admitted in the hospital

for minimum 24 Hours.The staffs on deputation are not covered under.

Accident al Death Covered

Coverage against permanent total disablement, permanent partial disablement andtemporary total disablement

Weekly medical benefits.

th

7. Benefits

Group Mediclaim Insurance:

Group Personnel Accident Policy

�

�

�

�

�

1010

The Group Mediclaim Benefit and Personnel Accident Benefit will be available to staffs till their

services are continued with the Society.

In case of an unforeseen incidenttaking place with staff while performing office duty, the Project will take all steps possible tobenefit and support the employee concerned.

Provision of reimbursement of expenses incurred for purchasing books andother periodicals will be made to BRLPS staff with a limit as described hereunder.

Employees who have completed their probation will be entitled for this reimbursement. The

reimbursement will be made on production of bills and verified by the supervisor. In case of

CEO and Addl. CEO, s/he will be the self verifying authority.

BRLPS would create opportunities to build the

capacity of its staff by sending them for exposure visits to other successful Projects, by

organizing training programmes etc.

An increment of 5% of

the total remuneration would be provided to all contractual staff after completion of one

calendar year of working with BRLPS.

These rules shall be applicable to all employees of the Society including:

1. Lien holders

2. Those on deputation on Foreign Service terms, unless their terms of deputationprovide otherwise;

3. Trainees engaged under Society's own training schemes;

4. Contract Employees

�

�

�

Support to staff in case of crisis arising while on duty:

Self Learning:

Learning Opportunities for Staff:

Annual Increment (to compensate increased cost of living) :

8. TRAVEL RULES

Travel Rules

Applicability

�

�

�

The Group Mediclaim Benefit and Personnel Accident Benefit will be available to staffs till their

services are continued with the Society.

In case of an unforeseen incidenttaking place with staff while performing office duty, the Project will take all steps possible tobenefit and support the employee concerned.

Provision of reimbursement of expenses incurred for purchasing books andother periodicals will be made to BRLPS staff with a limit as described hereunder.

Employees who have completed their probation will be entitled for this reimbursement. The

reimbursement will be made on production of bills and verified by the supervisor. In case of

CEO and Addl. CEO, s/he will be the self verifying authority.

BRLPS would create opportunities to build the

capacity of its staff by sending them for exposure visits to other successful Projects, by

organizing training programmes etc.

An increment of 5% of

the total remuneration would be provided to all contractual staff after completion of one

calendar year of working with BRLPS.

These rules shall be applicable to all employees of the Society including:

1. Lien holders

2. Those on deputation on Foreign Service terms, unless their terms of deputationprovide otherwise;

3. Trainees engaged under Society's own training schemes;

4. Contract Employees

�

�

�

Support to staff in case of crisis arising while on duty:

Self Learning:

Learning Opportunities for Staff:

Annual Increment (to compensate increased cost of living) :

8. TRAVEL RULES

Travel Rules

Applicability

�

�

�

1111

�

�

Travel:

Reimbursement of Journey Fares

These rules are applicable when an employee travels for official work outside his/her place of posting. The area falling under place of posting for employees is given in thetable below:

The system of Tour approval and authority has been defined under administrative and

financial manual of the Society. Only if an employee travels outside the area mentioned in the

table above, would s/he be eligible for outstation travel reimbursement i.e. daily Allowances

as admissible.

�

�

Travel:

Reimbursement of Journey Fares

These rules are applicable when an employee travels for official work outside his/her place of posting. The area falling under place of posting for employees is given in thetable below:

The system of Tour approval and authority has been defined under administrative and

financial manual of the Society. Only if an employee travels outside the area mentioned in the

table above, would s/he be eligible for outstation travel reimbursement i.e. daily Allowances

as admissible.

1212

�

�

Reimbursement of Conveyance Charges

Local Travel – Mobility Expense

These norms are applicable in case of the field staffs (at DPCU & BPIU) that travel within the

place of posting (as defined earlier) on official duty. BRLPS staff, who possess a motor bike of

their own and use it for Project purposes, will be entitled for mobility expense @ Rs. 3.50/ km.

�

�

Reimbursement of Conveyance Charges

Local Travel – Mobility Expense

These norms are applicable in case of the field staffs (at DPCU & BPIU) that travel within the

place of posting (as defined earlier) on official duty. BRLPS staff, who possess a motor bike of

their own and use it for Project purposes, will be entitled for mobility expense @ Rs. 3.50/ km.

1313

� Daily Allowances and its admissibility:

Daily allowance will be admissible at the following rate for Outside State:

Daily allowance will be admissible at the following rates for Inside State:

An employee on official tour will be entitled todaily allowance intended to cover expenses incurred on food and incidentals in the course oftravelling and for boarding and lodging at places other than headquarters, as providedhereinafter.

Actual room rent paid to Govt./Semi govt./Corporation guest houses to reimbursable, subject

to maximum of column 1, 2 or 3.

The calculation of Daily allowances will be done in accordance with the period/hours ofabsence from the station of posting/residence on the following basis.

� Daily Allowances and its admissibility:

Daily allowance will be admissible at the following rate for Outside State:

Daily allowance will be admissible at the following rates for Inside State:

An employee on official tour will be entitled todaily allowance intended to cover expenses incurred on food and incidentals in the course oftravelling and for boarding and lodging at places other than headquarters, as providedhereinafter.

Actual room rent paid to Govt./Semi govt./Corporation guest houses to reimbursable, subject

to maximum of column 1, 2 or 3.

The calculation of Daily allowances will be done in accordance with the period/hours ofabsence from the station of posting/residence on the following basis.

1414

For prolonged halts, full daily allowance may be drawn for a period of 15 days and for a further

period of 28 days, half daily allowance will be admissible. These limits relate to stay at any

one station only. The CEO may relax these conditions in special circumstances for an

additional period up to 60 days with half daily allowance as different entitlements, as the case

may be, irrespective of the place of stay. Notwithstanding the above provision, actual

accommodation charges as per entitlement will be reimbursed, when daily allowance is not

claimed.

If an employee is provided with both boarding and lodging free of cost, he will be entitled to

draw 1/4 of the DA as per entitlement. If only lodging is provided free of charge, he will be

paid allowance as per entitlement as the case may be. If only boarding is provided free of

cost, he will be paid 1/4 of the amount of the entitlement, in addition to charges for

accommodation as per entitlement, subject to actual as the case may be.

The reimbursement of conveyance charges for journeys performed by the employees of

various categories by different means of transport shall be as per the following

entitlement, subject to actual.

In exceptional cases, on merits, the CEO/Addl. CEO may permit employees to travel by a

class/mode higher than their entitlement. The CEO/ Addl. CEO shall have the powers to

permit an employee to travel by a mode higher than his entitlement in other special

circumstances on merits of individual cases, for reasons recorded in writing.

1. Incidental expenses incurred while on tour can be self verified for bills up to Rs 100. In

such cases, two signatories, who were on tour, have to attest the bill. Incidental expenses

on account of meetings with field staff, consultants and with other stakeholders is

permitted up to a limit of Rs 1000 per trip for SPMs, CFO, AO, and Rs 500 per trip for PMs

and DPMs.

2. Decision by CEO will be final and binding in case of any discrepancy.

3. If boarding and lodging is organized and paid for by BRLPS or the host agency, only 25%

of the applicable DA can be claimed.

th

th

� Travelling Entitlement

For prolonged halts, full daily allowance may be drawn for a period of 15 days and for a further

period of 28 days, half daily allowance will be admissible. These limits relate to stay at any

one station only. The CEO may relax these conditions in special circumstances for an

additional period up to 60 days with half daily allowance as different entitlements, as the case

may be, irrespective of the place of stay. Notwithstanding the above provision, actual

accommodation charges as per entitlement will be reimbursed, when daily allowance is not

claimed.

If an employee is provided with both boarding and lodging free of cost, he will be entitled to

draw 1/4 of the DA as per entitlement. If only lodging is provided free of charge, he will be

paid allowance as per entitlement as the case may be. If only boarding is provided free of

cost, he will be paid 1/4 of the amount of the entitlement, in addition to charges for

accommodation as per entitlement, subject to actual as the case may be.

The reimbursement of conveyance charges for journeys performed by the employees of

various categories by different means of transport shall be as per the following

entitlement, subject to actual.

In exceptional cases, on merits, the CEO/Addl. CEO may permit employees to travel by a

class/mode higher than their entitlement. The CEO/ Addl. CEO shall have the powers to

permit an employee to travel by a mode higher than his entitlement in other special

circumstances on merits of individual cases, for reasons recorded in writing.

1. Incidental expenses incurred while on tour can be self verified for bills up to Rs 100. In

such cases, two signatories, who were on tour, have to attest the bill. Incidental expenses

on account of meetings with field staff, consultants and with other stakeholders is

permitted up to a limit of Rs 1000 per trip for SPMs, CFO, AO, and Rs 500 per trip for PMs

and DPMs.

2. Decision by CEO will be final and binding in case of any discrepancy.

3. If boarding and lodging is organized and paid for by BRLPS or the host agency, only 25%

of the applicable DA can be claimed.

th

th

� Travelling Entitlement

1515

� Fixed Local Travel Allowance* for field Staff

9. Advance for purchase of Cycle and Motorbike for Field Employees

10. Laptop Policy

BRLPS has a provision of Fixed Local Travel allowance to Livelihoods Specialists, AreaCoordinators and Community Coordinators for local travel in the field operation area forproject/program purposes.

For purchase of cycle Rs 2500/ as interest free financial assistance (loan) is provided to Areacoordinator and Community Coordinator which is recoverable in ten equal instalments. Anallowance of Rs 500/ a monthly conveyance allowance subject to tour dairy recommended byoffice in charge are also available to such employee using cycle.

An advance of Rs 25,000 (Rupees Twenty Five Thousand only) shall be provided forpurchase of motor bike. This amount would be recoverable from salary in a maximum of 20equal instalments for CCs and for other staff it will be recoverable in maximum 10 equalinstalments.

Those employees who have purchased their motor bikes after joining BRLPS can also avail ofadvance as mentioned above for prepayment of their loans taken from other sources.

To increase the efficiency of staff and equip the institution with better communication facilitiesand also with a view to ensure easy access to keep personnel of the society to MIS facilities, ithas been decided by the project to provide laptop facilities to its officers up to BPMs and otherhigher level positions.

Laptops are used by the individual employee and one has to keep it on one's ownresponsibility.Hence, project is proposing the purchase of laptop by the employee bychoosing either options.

As per this proposal cost of laptop would be fully recovered in two years and it would bebeneficial for the employee and BRLPS, as far cost and efficiency are concerned.

SPMs, PMs, DPMs, BPMs or other higher level officials, may opt for either of two options in

the prescribed format and can submit their option.

Please refer Office Order- BRLPS/Admin./04/06/1482/10, Dated 15.09.2010 & Office Order-

BLPS/Admin./04/ Part-iii/2010-1345 Dated-17.07.2012 for more detail. *Revised in 26 EC

meeting 28.06.2012, Order w.e.f. Feb.2012

th

� Fixed Local Travel Allowance* for field Staff

9. Advance for purchase of Cycle and Motorbike for Field Employees

10. Laptop Policy

BRLPS has a provision of Fixed Local Travel allowance to Livelihoods Specialists, AreaCoordinators and Community Coordinators for local travel in the field operation area forproject/program purposes.

For purchase of cycle Rs 2500/ as interest free financial assistance (loan) is provided to Areacoordinator and Community Coordinator which is recoverable in ten equal instalments. Anallowance of Rs 500/ a monthly conveyance allowance subject to tour dairy recommended byoffice in charge are also available to such employee using cycle.

An advance of Rs 25,000 (Rupees Twenty Five Thousand only) shall be provided forpurchase of motor bike. This amount would be recoverable from salary in a maximum of 20equal instalments for CCs and for other staff it will be recoverable in maximum 10 equalinstalments.

Those employees who have purchased their motor bikes after joining BRLPS can also avail ofadvance as mentioned above for prepayment of their loans taken from other sources.

To increase the efficiency of staff and equip the institution with better communication facilitiesand also with a view to ensure easy access to keep personnel of the society to MIS facilities, ithas been decided by the project to provide laptop facilities to its officers up to BPMs and otherhigher level positions.

Laptops are used by the individual employee and one has to keep it on one's ownresponsibility.Hence, project is proposing the purchase of laptop by the employee bychoosing either options.

As per this proposal cost of laptop would be fully recovered in two years and it would bebeneficial for the employee and BRLPS, as far cost and efficiency are concerned.

SPMs, PMs, DPMs, BPMs or other higher level officials, may opt for either of two options in

the prescribed format and can submit their option.

Please refer Office Order- BRLPS/Admin./04/06/1482/10, Dated 15.09.2010 & Office Order-

BLPS/Admin./04/ Part-iii/2010-1345 Dated-17.07.2012 for more detail. *Revised in 26 EC

meeting 28.06.2012, Order w.e.f. Feb.2012

th

1616

�

�

�

�

�

�

�

�

�

�

�

�

The laptop with prescribed configuration will be purchased by the staff within a week aftergetting 75 % of contribution amount from BRLPS.

Configuration of laptop will be verified by system Analyst of SPMU.

In case of leaving the organization within two years, outstanding amount will be depositedin form of Demand Draft by staff in favour of BRLPS, otherwise it will be deducted in fromemployees outstanding salary.

Photocopy of the invoice with one year warranty and 2 years AMC will be submitted inSPMU Office.

If employee wants to purchase his own laptop with prescribed minimum or higher

configuration with any make or any cost, for reindering services for official purpose,S/he may

do so and a lumpsum amount of Rs-1500/- will be given to employee as computer

maintenance expenses every month till the employee continues in the office and cost of

maintenance and spare parts would be borne by the employee.Once the employee,purchase

his laptop and gets the computer maintenance expenses,a photocopy of invoice in respect of

cost of laptop would be submitted for inspection and verification of laptop configuration by the

office.

As per the provision,an amount of Rs-34,500/- is to be given as advance to such willing staff who

have aptitude and knowledge of working on computer and who apply for getting advance for

purchase of laptop.This amount of advance would be recoverable in 20 equal monthly

installements.The concerned staff will have to submit one signed and updated account payee

cheque in favour of Bihar Rural Livelihood Promotion Society along with application for approval

of advance for purchasing laptop.S/he will have to purchase laptop within one month from date of

getting the advance and submit photocopy of invoice thereof to the office concerned.

For female staff, an additional 25% over and above the prescribed rates for lodging wouldbe permissible in case they are travelling alone outside place of posting.

In cases when they have to stay at work after office hours due to meetings, etc, the officialvehicle would be made available to drop them home.

Leave in BRLPS is to be regarded as a privilege, and not as a right. It will be allowed bothin the interest of the employee and the organization.

All leave is granted subject to exigency of services and leave already granted can becurtailed or cancelled at any time by the authority granting the leave. However, this

Option 1

Option 2

Laptop Advance for Support Staff (Office Assistants/Accountants/Steno-cum-PA/DTPOperator-cum-Designer) at BPIUs/ DPCUs/ SPMU and Field Staff (Area Coordinators andLivelihood Specialist).

Additional Benefits for Female Staff

11. Leave Rules

�

�

�

�

�

�

�

�

�

�

�

�

The laptop with prescribed configuration will be purchased by the staff within a week aftergetting 75 % of contribution amount from BRLPS.

Configuration of laptop will be verified by system Analyst of SPMU.

In case of leaving the organization within two years, outstanding amount will be depositedin form of Demand Draft by staff in favour of BRLPS, otherwise it will be deducted in fromemployees outstanding salary.

Photocopy of the invoice with one year warranty and 2 years AMC will be submitted inSPMU Office.

If employee wants to purchase his own laptop with prescribed minimum or higher

configuration with any make or any cost, for reindering services for official purpose,S/he may

do so and a lumpsum amount of Rs-1500/- will be given to employee as computer

maintenance expenses every month till the employee continues in the office and cost of

maintenance and spare parts would be borne by the employee.Once the employee,purchase

his laptop and gets the computer maintenance expenses,a photocopy of invoice in respect of

cost of laptop would be submitted for inspection and verification of laptop configuration by the

office.

As per the provision,an amount of Rs-34,500/- is to be given as advance to such willing staff who

have aptitude and knowledge of working on computer and who apply for getting advance for

purchase of laptop.This amount of advance would be recoverable in 20 equal monthly

installements.The concerned staff will have to submit one signed and updated account payee

cheque in favour of Bihar Rural Livelihood Promotion Society along with application for approval

of advance for purchasing laptop.S/he will have to purchase laptop within one month from date of

getting the advance and submit photocopy of invoice thereof to the office concerned.

For female staff, an additional 25% over and above the prescribed rates for lodging wouldbe permissible in case they are travelling alone outside place of posting.

In cases when they have to stay at work after office hours due to meetings, etc, the officialvehicle would be made available to drop them home.

Leave in BRLPS is to be regarded as a privilege, and not as a right. It will be allowed bothin the interest of the employee and the organization.

All leave is granted subject to exigency of services and leave already granted can becurtailed or cancelled at any time by the authority granting the leave. However, this

Option 1

Option 2

Laptop Advance for Support Staff (Office Assistants/Accountants/Steno-cum-PA/DTPOperator-cum-Designer) at BPIUs/ DPCUs/ SPMU and Field Staff (Area Coordinators andLivelihood Specialist).

Additional Benefits for Female Staff

11. Leave Rules

1717

condition will apply to an employee on casual and vacation leave only.

Any leave not covered under these rules shall be referred to the Executive Committee ofBRLPS for consideration through the CEO.

An employee when on leave shall not take up any paid service/ employment elsewhereunless approved by the CEO.

Altogether an employee of BRLPS will be entitled to 36 days leave with pay on completionof one year of service on following basis. These leaves are over and above the holidaysdeclared as per the Government of Bihar.1. Casual Leave (CL) earned @ 1 day after completion of every month of service.2. Earned Leave (EL) earned @ 2 days after completion of every month of service3. Half Pay Leave (HPL) earned @ 10 days for completing every six months. This Leave

can be availed only after completion of One Year with the Society.

Any employee joining in between the calendar year will be entitled to leave on a pro ratabasis.Casual leave lapses at the end of each calendar year and cannot be carried forward or usedfor encashment.

During leave, the salary of the staff shall be disbursed as per norms during normal period of work.Earned Leaves (EL) not availed will be carried forward to the next financial year subject to amaximum of 12 days in one financial year. For staffs joining in the middle of a financial year,number of leaves carried forward will be calculated on a pro-rata basis. The maximum limit foraccumulation of leave shall not exceed 240 days.

In calculating Casual Leave, government declared holidays, Saturdays and Sundays should beexcluded. Earned leave when it is to be spent outside the station includes Saturdays, Sundaysand government declared holidays falling within the period of such leave.

Unutilized HPL of staff in a calendar year shall accumulate and shall be carried forward to the nextcalendar years and accumulate up to the year of completion of the SRLM Project or separation ofthe staff, whichever is earlier. The maximum limit for accumulation of HPL shall not exceed 200days.

An employee shall not be absent herself/himself from duty, without prior approval except undermedical emergencies. If an employee is absent without intimation to his superior officer for morethan five days and s/he does not report for duties he shall be deemed to have vacated his post. Inextreme cases, the CEO could decide whether the staff should be allowed to join back.

Normally, leave without pay will not be granted if leave with pay is due to a staff. Undernormal circumstances, leave without pay shall not be granted in excess of 30 days in oneoccasion.

�

�

�

�

�

�

�

�

�

Leave Entitlement

Absence without Leave

Leave without Pay

condition will apply to an employee on casual and vacation leave only.

Any leave not covered under these rules shall be referred to the Executive Committee ofBRLPS for consideration through the CEO.

An employee when on leave shall not take up any paid service/ employment elsewhereunless approved by the CEO.

Altogether an employee of BRLPS will be entitled to 36 days leave with pay on completionof one year of service on following basis. These leaves are over and above the holidaysdeclared as per the Government of Bihar.1. Casual Leave (CL) earned @ 1 day after completion of every month of service.2. Earned Leave (EL) earned @ 2 days after completion of every month of service3. Half Pay Leave (HPL) earned @ 10 days for completing every six months. This Leave

can be availed only after completion of One Year with the Society.

Any employee joining in between the calendar year will be entitled to leave on a pro ratabasis.Casual leave lapses at the end of each calendar year and cannot be carried forward or usedfor encashment.

During leave, the salary of the staff shall be disbursed as per norms during normal period of work.Earned Leaves (EL) not availed will be carried forward to the next financial year subject to amaximum of 12 days in one financial year. For staffs joining in the middle of a financial year,number of leaves carried forward will be calculated on a pro-rata basis. The maximum limit foraccumulation of leave shall not exceed 240 days.

In calculating Casual Leave, government declared holidays, Saturdays and Sundays should beexcluded. Earned leave when it is to be spent outside the station includes Saturdays, Sundaysand government declared holidays falling within the period of such leave.

Unutilized HPL of staff in a calendar year shall accumulate and shall be carried forward to the nextcalendar years and accumulate up to the year of completion of the SRLM Project or separation ofthe staff, whichever is earlier. The maximum limit for accumulation of HPL shall not exceed 200days.

An employee shall not be absent herself/himself from duty, without prior approval except undermedical emergencies. If an employee is absent without intimation to his superior officer for morethan five days and s/he does not report for duties he shall be deemed to have vacated his post. Inextreme cases, the CEO could decide whether the staff should be allowed to join back.

Normally, leave without pay will not be granted if leave with pay is due to a staff. Undernormal circumstances, leave without pay shall not be granted in excess of 30 days in oneoccasion.

�

�

�

�

�

�

�

�

�

Leave Entitlement

Absence without Leave

Leave without Pay

1818

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

CEO at her/his discretion may sanction such leave in excess of 30 days in event of anyemergency. During the period of leave the staff is not entitled to any kind of salary orallowances.

No unutilized leave can be encashed while the staff is employed with BRLPS.Encashment of leave will only be allowed only when the staff is separated from theservices of BRLPS.

Any staff leaving BRLPS is entitled to full encashment of Earned Leave only subjected tomaximum limits prescribed under conditions. For encashment of leave, amount payablewill be calculated as:

Amount Payable = (current basic pay/30) x No. of days of due leave.

All female staffs are eligible to avail Maternity Leave upon production of a medicalcertificate.

The period of leave granted may extend up to 3 months, subsequent to its date ofcommencement or six weeks subsequent to the date of confinement, whichever is earlier.

The leave would be considered as leave with pay This leave is applicable even in case ofa miscarriage, including abortion – supported by a medical certificate to that regard.

Maternity leave may be combined with any other leave.

Maternity leave shall not be debited against the leave account.

Such leaves will be limited to two occasions subjected to the maximum number of 2 livingchildren. Prior written approval must be taken from the CEO before availing maternityLeave.

All women staff is eligible to avail two days of special leave every month because of biologicalreason. This is in addition to all the other eligible leaves.

Male staff may be granted Paternity Leave on production of medical certificate of spouse.A male staff with less than two surviving children may be granted paternity leave by theauthority competent to grant leave for a period of 15 days during confinement of his wifefor child birth that is up to 15 days before or up to six months from the date of delivery.It should be availed within 6 months of birth of the child.

The maximum leave applicable is 7 days.

It cannot be availed on request transfer.

Should be availed within 6 month of transfer.

Leave Encashment

Maternity Leave

Special Leave to women

Paternity Leave

Transfer Leave

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

CEO at her/his discretion may sanction such leave in excess of 30 days in event of anyemergency. During the period of leave the staff is not entitled to any kind of salary orallowances.

No unutilized leave can be encashed while the staff is employed with BRLPS.Encashment of leave will only be allowed only when the staff is separated from theservices of BRLPS.

Any staff leaving BRLPS is entitled to full encashment of Earned Leave only subjected tomaximum limits prescribed under conditions. For encashment of leave, amount payablewill be calculated as:

Amount Payable = (current basic pay/30) x No. of days of due leave.

All female staffs are eligible to avail Maternity Leave upon production of a medicalcertificate.

The period of leave granted may extend up to 3 months, subsequent to its date ofcommencement or six weeks subsequent to the date of confinement, whichever is earlier.

The leave would be considered as leave with pay This leave is applicable even in case ofa miscarriage, including abortion – supported by a medical certificate to that regard.

Maternity leave may be combined with any other leave.

Maternity leave shall not be debited against the leave account.

Such leaves will be limited to two occasions subjected to the maximum number of 2 livingchildren. Prior written approval must be taken from the CEO before availing maternityLeave.

All women staff is eligible to avail two days of special leave every month because of biologicalreason. This is in addition to all the other eligible leaves.

Male staff may be granted Paternity Leave on production of medical certificate of spouse.A male staff with less than two surviving children may be granted paternity leave by theauthority competent to grant leave for a period of 15 days during confinement of his wifefor child birth that is up to 15 days before or up to six months from the date of delivery.It should be availed within 6 months of birth of the child.

The maximum leave applicable is 7 days.

It cannot be availed on request transfer.

Should be availed within 6 month of transfer.

Leave Encashment

Maternity Leave

Special Leave to women

Paternity Leave

Transfer Leave

1919

12. Performance Management System

Objective of Performance Appraisal

Guiding Principles of Performance Management System

Measuring Performance

What would be assessed?

How will Performance be assessed?

�

�

�

�

�

�

�

�

�

�

�

�

Help the employee to overcome his weakness and improve over his strength and thusenable him to improve his performance and that of the department.

Generate adequate feedback and guidance from the reporting officer to theemployee.

Contribute to the growth and development of the employee through helping him inrealistic goal setting.

Help identifying employees for the purpose of motivating, Training and developingthem.

As far as possible, the System should be based on clear and simple Key PerformanceAreas (KPA), each of which will be defined with Key Performance Indicators (KPI).These should be linked with the action plan for the State/ District/ Block Levels.

The methods of verification of Key Performance Areas should be developed to makethe process transparent.

The system should look at the team as a unit of assessment as well. The rewardsshould be based on the performance of the individual as well as that of the team.

The Project Implementation Plan lists three broad objectives for the Project. Thereare a number of activities which would be performed to achieve these three broadobjectives. These are:

1. Building and strengthening inclusive Organizations of the Poor

2. Improving their access to credit & Livelihoods Opportunities

3. Supporting capacity enhancement of public, private and nongovernmentalservice providers for credit & livelihoods support services for Poor & theirorganizations.

The Performance Management System would focus on monitoring the performance ofthe Project on these three broad objectives which would be the basis of defining the KeyResult Areas for the staff. The Performance Management system would also monitor howwell the business processes are conducted.

The role of the district and the state teams are more in the realm of building the capacity ofthe rest of the staff, ensuring technical resources are available to the Block and the Villageinstitutions, while the key role of the Block Teams is 'action' which will be measured toassess performance.

1. By collecting secondary data from the MIS Reports. As far as possible, allquantitative data related to performance (viz. no. of groups formed, amount ofmoney disbursed etc) would be collected directly from the Monitoring & Evaluation

12. Performance Management System

Objective of Performance Appraisal

Guiding Principles of Performance Management System

Measuring Performance

What would be assessed?

How will Performance be assessed?

�

�

�

�

�

�

�

�

�

�

�

�

Help the employee to overcome his weakness and improve over his strength and thusenable him to improve his performance and that of the department.

Generate adequate feedback and guidance from the reporting officer to theemployee.

Contribute to the growth and development of the employee through helping him inrealistic goal setting.

Help identifying employees for the purpose of motivating, Training and developingthem.

As far as possible, the System should be based on clear and simple Key PerformanceAreas (KPA), each of which will be defined with Key Performance Indicators (KPI).These should be linked with the action plan for the State/ District/ Block Levels.

The methods of verification of Key Performance Areas should be developed to makethe process transparent.

The system should look at the team as a unit of assessment as well. The rewardsshould be based on the performance of the individual as well as that of the team.

The Project Implementation Plan lists three broad objectives for the Project. Thereare a number of activities which would be performed to achieve these three broadobjectives. These are:

1. Building and strengthening inclusive Organizations of the Poor

2. Improving their access to credit & Livelihoods Opportunities

3. Supporting capacity enhancement of public, private and nongovernmentalservice providers for credit & livelihoods support services for Poor & theirorganizations.

The Performance Management System would focus on monitoring the performance ofthe Project on these three broad objectives which would be the basis of defining the KeyResult Areas for the staff. The Performance Management system would also monitor howwell the business processes are conducted.

The role of the district and the state teams are more in the realm of building the capacity ofthe rest of the staff, ensuring technical resources are available to the Block and the Villageinstitutions, while the key role of the Block Teams is 'action' which will be measured toassess performance.

1. By collecting secondary data from the MIS Reports. As far as possible, allquantitative data related to performance (viz. no. of groups formed, amount ofmoney disbursed etc) would be collected directly from the Monitoring & Evaluation

2020

System of the project.

2. through assessment of quality by collecting data directly from the field. This wouldentail field visits and meetings, getting data from minutes books of people'sinstitutions promoted etc.

In case the project envisages incorporating other systems like Process Monitoring,community score cards etc, the qualitative data could be sourced from these reports to obtaindata regarding performance.

All staff working in the project including those on deputation would be assessed. Apart frommeasuring individuals, team performances too would be assessed.

In case where a system is not functional through which data on quality of performance can beassimilated, an alternative design of assessing quality of work done would be taken intoconsideration.

The quality of the institutions (SHGs, Federations, Producer Groups etc,) formed among thecommunity and the strength of the livelihoods promoted would also be assessed. At least 5%(or 10, whichever is lower) of the Institutions promoted should be visited by the assessmentteam to look at quality of work done. The design principles followed include

1. Prioritizing parameters according to the goals of the project.

2. Identifying source of data to assess and verify performance

3. Developing a range of scores to assess quality

4. Defining each score to assist panellists and standardize across Districts.

A team of 3-4 persons comprising one SPM, One DPM, One PM, one Block Project Manager(two leaders of well performing community institutions may be included as part of theassessment team in later years) would be formed for assessment. This Assessment teamshould comprise of staff from another Project district/s (than the district for which assessmentis being made).

The scores of quantitative as well as qualitative assessment would be consolidated to arriveat one final score for the individual/ team. Based on this score the performance would berewarded.

A combination of monetary and non monetary incentive system based on performance wouldbe awarded.

The following monetary incentives as will be provided.

: Three best performing Block Team Shield across the project will beinstituted and awarded. The basis for selection would be the overall performance score.

�

�

�

�

�

Who will be assessed?

Qualitative Assessment

Rewarding Performance

Monetary Incentive

“Annual Performance Pay”

Non Monetary Incentives

1. Recognition

System of the project.

2. through assessment of quality by collecting data directly from the field. This wouldentail field visits and meetings, getting data from minutes books of people'sinstitutions promoted etc.

In case the project envisages incorporating other systems like Process Monitoring,community score cards etc, the qualitative data could be sourced from these reports to obtaindata regarding performance.

All staff working in the project including those on deputation would be assessed. Apart frommeasuring individuals, team performances too would be assessed.

In case where a system is not functional through which data on quality of performance can beassimilated, an alternative design of assessing quality of work done would be taken intoconsideration.

The quality of the institutions (SHGs, Federations, Producer Groups etc,) formed among thecommunity and the strength of the livelihoods promoted would also be assessed. At least 5%(or 10, whichever is lower) of the Institutions promoted should be visited by the assessmentteam to look at quality of work done. The design principles followed include

1. Prioritizing parameters according to the goals of the project.

2. Identifying source of data to assess and verify performance

3. Developing a range of scores to assess quality

4. Defining each score to assist panellists and standardize across Districts.

A team of 3-4 persons comprising one SPM, One DPM, One PM, one Block Project Manager(two leaders of well performing community institutions may be included as part of theassessment team in later years) would be formed for assessment. This Assessment teamshould comprise of staff from another Project district/s (than the district for which assessmentis being made).

The scores of quantitative as well as qualitative assessment would be consolidated to arriveat one final score for the individual/ team. Based on this score the performance would berewarded.

A combination of monetary and non monetary incentive system based on performance wouldbe awarded.

The following monetary incentives as will be provided.

: Three best performing Block Team Shield across the project will beinstituted and awarded. The basis for selection would be the overall performance score.

�

�

�

�

�

Who will be assessed?

Qualitative Assessment

Rewarding Performance

Monetary Incentive

“Annual Performance Pay”

Non Monetary Incentives

1. Recognition

2121

(in case of a tie, the SPMU would make the judgment).

2. Similarly a best performing DPCU Shield would also be instituted. These awards will bepresented to the best teams in an event organized for the entire Project.

3. The best performing BPIU/DPCU/SPMU team members can be nominated andsponsored to attend short term courses such as MDP (management developmentprogrammes) at institutions such as IIMs, IRMA, XLRI etc. The decision on this can betaken by the CEO.

4. In case of a member/ team is awarded an overall 'A' Grade for two consecutive years, s/he(or the entire team) could be sent for an exposure visit outside the state. The decision onthis can be taken by the CEO.

5. Further incentives will be designed by CEO as and when required.

BRLPS recognizes that grievances are incidental to the work environment and that they needto be positively addressed and resolved. A Grievance Redressal Mechanism has beenformulated towards providing a channel to staff across all levels for expressing a grievanceand seeking quick redressal.

The Grievance Redressal Mechanism has the following precepts:

That every grievance needs to be heard and resolved

That redressal delayed implies redressal denied

That the mechanism is not an alternative for the normal official channels, but an additionalchannel for staff to seek redressal for their grievances when the official channel fails toprovide quick and satisfactory responses.

It is a cause or source of grief or hardship or burden or distress. In the context of the workenvironment, the aforesaid maybe of various types as:

1. Those related to terms of service and benefits and their interpretations. Examples underthis category would be issues related to leave, working beyond normal hours, workloadetc.

2. Those related to the work environment. Examples under this category would be issuesrelated to cleanliness of premises, space for functioning, furniture etc

3. Those relating to interpersonal relationships, discipline and conduct of colleagues

4. Those related to Sexual Harassment

5. Others not are falling under the above mentioned categories

A nodal person from within the team at the state as well as at the district level would be identifiedwho could be approached by all for lodging their grievance. These members could be nominatedby the CEO.

13. GRIEVANCE REDRESSAL SYSTEM

Definition of Grievance

.

�

�

�

�

(in case of a tie, the SPMU would make the judgment).

2. Similarly a best performing DPCU Shield would also be instituted. These awards will bepresented to the best teams in an event organized for the entire Project.

3. The best performing BPIU/DPCU/SPMU team members can be nominated andsponsored to attend short term courses such as MDP (management developmentprogrammes) at institutions such as IIMs, IRMA, XLRI etc. The decision on this can betaken by the CEO.

4. In case of a member/ team is awarded an overall 'A' Grade for two consecutive years, s/he(or the entire team) could be sent for an exposure visit outside the state. The decision onthis can be taken by the CEO.

5. Further incentives will be designed by CEO as and when required.

BRLPS recognizes that grievances are incidental to the work environment and that they needto be positively addressed and resolved. A Grievance Redressal Mechanism has beenformulated towards providing a channel to staff across all levels for expressing a grievanceand seeking quick redressal.

The Grievance Redressal Mechanism has the following precepts:

That every grievance needs to be heard and resolved

That redressal delayed implies redressal denied

That the mechanism is not an alternative for the normal official channels, but an additionalchannel for staff to seek redressal for their grievances when the official channel fails toprovide quick and satisfactory responses.

It is a cause or source of grief or hardship or burden or distress. In the context of the workenvironment, the aforesaid maybe of various types as:

1. Those related to terms of service and benefits and their interpretations. Examples underthis category would be issues related to leave, working beyond normal hours, workloadetc.

2. Those related to the work environment. Examples under this category would be issuesrelated to cleanliness of premises, space for functioning, furniture etc

3. Those relating to interpersonal relationships, discipline and conduct of colleagues

4. Those related to Sexual Harassment

5. Others not are falling under the above mentioned categories

A nodal person from within the team at the state as well as at the district level would be identifiedwho could be approached by all for lodging their grievance. These members could be nominatedby the CEO.

13. GRIEVANCE REDRESSAL SYSTEM

Definition of Grievance

.

�

�

�

�

2222

14. Sexual Harassment

15. DISCIPLINARY CONTROL SYSTEM

Introduction

In India, “sexual harassment” is defined as any unwelcome sexual determined behaviour(whether direct or by implication) such as

Physical contact or advances

A demand or request for sexual favors

Sexual colored remarks

Showing pornography

Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

Thus direct or implied request by any staff for sexual favors in exchange for actual orpromised job benefits such as favorable reviews, salary increases, promotions, increasedbenefits or continued employment constitutes sexual harassment.

The power to dismissal and disciplinary control of employees of BRLPS is vested with theExecutive Committee. BRLPS may delegate its disciplinary powers to the CEO cumProject Director/ Addl CEO/ and respective officers at various levels working under him inrespect the staff other than the CEO cum PD for whom BRLPS will directly exercise itspowers.

All lapses acts of misconduct fraud, neglect of duty, indiscipline discourtesy,insubordination general inefficiency and contravention of any official instructions ordirections already issued or that may be issued from time to time can therefore be dealtwith in accordance with the disciplinary powers conferred to the BRLPS .

Misconduct is an act which is inconsistent with the fulfillment of expressed or impliedconditions of service.It has a material bearing on the smooth and efficient working of thesociety or which is otherwise considered a criminal act by the law of the country.

An act of misconduct can be broadly classified as follows:

Disciplinary action is warranted only in a situation where in employee commits an act ofmisconduct. The objective of a disciplinary action is to inform the employee the type ofbehavior desired and reasons for it.

Misconduct is an act which is inconsistent with the fulfillment of expressed or impliedconditions of service of it has a material bearing on the smooth and efficient working of theconcerns or which is otherwise considered a criminal act by the law of the country.

�

�

�

�

�

�

�

�

Minor act of Misconduct-acts of misconduct which are not of a serious nature.

Major acts of Misconducts- acts of misconduct which are of serious nature.

14. Sexual Harassment

15. DISCIPLINARY CONTROL SYSTEM

Introduction

In India, “sexual harassment” is defined as any unwelcome sexual determined behaviour(whether direct or by implication) such as

Physical contact or advances

A demand or request for sexual favors

Sexual colored remarks

Showing pornography

Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

Thus direct or implied request by any staff for sexual favors in exchange for actual orpromised job benefits such as favorable reviews, salary increases, promotions, increasedbenefits or continued employment constitutes sexual harassment.

The power to dismissal and disciplinary control of employees of BRLPS is vested with theExecutive Committee. BRLPS may delegate its disciplinary powers to the CEO cumProject Director/ Addl CEO/ and respective officers at various levels working under him inrespect the staff other than the CEO cum PD for whom BRLPS will directly exercise itspowers.

All lapses acts of misconduct fraud, neglect of duty, indiscipline discourtesy,insubordination general inefficiency and contravention of any official instructions ordirections already issued or that may be issued from time to time can therefore be dealtwith in accordance with the disciplinary powers conferred to the BRLPS .

Misconduct is an act which is inconsistent with the fulfillment of expressed or impliedconditions of service.It has a material bearing on the smooth and efficient working of thesociety or which is otherwise considered a criminal act by the law of the country.

An act of misconduct can be broadly classified as follows:

Disciplinary action is warranted only in a situation where in employee commits an act ofmisconduct. The objective of a disciplinary action is to inform the employee the type ofbehavior desired and reasons for it.

Misconduct is an act which is inconsistent with the fulfillment of expressed or impliedconditions of service of it has a material bearing on the smooth and efficient working of theconcerns or which is otherwise considered a criminal act by the law of the country.

�

�

�

�

�

�

�

�

Minor act of Misconduct-acts of misconduct which are not of a serious nature.

Major acts of Misconducts- acts of misconduct which are of serious nature.

2323

�

�

�

Action by authorized officers

In the case of minor acts of misconduct

The employee may be cautioned verbally and an entry made in his or herpersonal record.

If the offence requires more than a verbal caution, the authorized official may call upon theconcerned employee to furnish his or her explanation in writing and caution or advice.

In the case of major acts (b) of misconduct where the Society considers that the interest of theSociety requires that an employee should be relieved of his or her duties it may interdict thatemployee form duty.

Where disciplinary action is contemplated against a staff of the Society, a preliminaryinvestigation would be conducted to ascertain the facts fully and collect necessary evidencein the act of misconduct. Preliminary investigating officer shall not be below the rank ofaccused officer.

Such preliminary investigation can either take the form of asking witnesses to furnish theirown written statements or of a person in authority recording their statements and having themsigned by witnesses in question.

On receipt of preliminary investigation report if the CEO is of the opinion that prima facieevidence exists against the employee, who is sufficiently serious to warrant dismissal, thens/he may be asked to proceed on leave without pay.

If a prima-faces case against the staff is disclosed in such a preliminary investigation he orshe will be issued a charge sheet. The accused officer is expected to reply to the chargesheet within a stipulated period (between one to two weeks). If s/he fails to submit anexplanation to the charge sheet within that period, it will be deemed that s/he has noexplanation to offer and action taken accordingly.

Based on the report, it is decided to hold an inquiry notwithstanding the admission made bythe accused officer action can be taken to appoint an inquiry officer for further investigation.

In the case of employees below the rank of CEO, disciplinary authority shall be the CEO.Before an employee is dismissed on disciplinary ground following procedure should havebeen followed -

�

�

�

Action by authorized officers

In the case of minor acts of misconduct

The employee may be cautioned verbally and an entry made in his or herpersonal record.

If the offence requires more than a verbal caution, the authorized official may call upon theconcerned employee to furnish his or her explanation in writing and caution or advice.

In the case of major acts (b) of misconduct where the Society considers that the interest of theSociety requires that an employee should be relieved of his or her duties it may interdict thatemployee form duty.

Where disciplinary action is contemplated against a staff of the Society, a preliminaryinvestigation would be conducted to ascertain the facts fully and collect necessary evidencein the act of misconduct. Preliminary investigating officer shall not be below the rank ofaccused officer.

Such preliminary investigation can either take the form of asking witnesses to furnish theirown written statements or of a person in authority recording their statements and having themsigned by witnesses in question.

On receipt of preliminary investigation report if the CEO is of the opinion that prima facieevidence exists against the employee, who is sufficiently serious to warrant dismissal, thens/he may be asked to proceed on leave without pay.

If a prima-faces case against the staff is disclosed in such a preliminary investigation he orshe will be issued a charge sheet. The accused officer is expected to reply to the chargesheet within a stipulated period (between one to two weeks). If s/he fails to submit anexplanation to the charge sheet within that period, it will be deemed that s/he has noexplanation to offer and action taken accordingly.

Based on the report, it is decided to hold an inquiry notwithstanding the admission made bythe accused officer action can be taken to appoint an inquiry officer for further investigation.

In the case of employees below the rank of CEO, disciplinary authority shall be the CEO.Before an employee is dismissed on disciplinary ground following procedure should havebeen followed -

2424

Before an employee is dismissed on disciplinary ground following procedure should havebeen followed :

The disciplinary order made by the Disciplinary Authentic should contain (a) whether theofficer is guilty of each charge and (b) punishments imposed in respect of charges of whichthe accused officer is found guilty.

Punishments are clarified into minor and major punishments. Minor punishment may includereprimand (a warning - serve warning is not regarded as a punishment), dismissal ordiscontinuing service contract.

Failure to report such instances by officers holding supervisory or administrative authorityalso amounts to misconduct calling for disciplinary action against the staff holdingsupervisory and/or administrative authority over the concerned staff.

The employment with BRLPS may be terminated by the Society or by employee, througha written notice as follows.

One month notice from either side or one month's salary (gross) in lieu of notice period

In case of notice period shorted than one month, salary will be deducted/ provided on abasis.

During the month of termination, the employee will be eligible to all allowances on abasis. This clause will however not be applicable to cases of termination without any

notice period.

Days in service will be calculated till the last day () presence at office.

16. Termination of Contract

�

�

�

�

�

pro-rata

pro-

rata

rounded off to lower day in case of

fractions

Before an employee is dismissed on disciplinary ground following procedure should havebeen followed :

The disciplinary order made by the Disciplinary Authentic should contain (a) whether theofficer is guilty of each charge and (b) punishments imposed in respect of charges of whichthe accused officer is found guilty.

Punishments are clarified into minor and major punishments. Minor punishment may includereprimand (a warning - serve warning is not regarded as a punishment), dismissal ordiscontinuing service contract.

Failure to report such instances by officers holding supervisory or administrative authorityalso amounts to misconduct calling for disciplinary action against the staff holdingsupervisory and/or administrative authority over the concerned staff.

The employment with BRLPS may be terminated by the Society or by employee, througha written notice as follows.

One month notice from either side or one month's salary (gross) in lieu of notice period

In case of notice period shorted than one month, salary will be deducted/ provided on abasis.

During the month of termination, the employee will be eligible to all allowances on abasis. This clause will however not be applicable to cases of termination without any

notice period.

Days in service will be calculated till the last day () presence at office.

16. Termination of Contract

�

�

�

�

�

pro-rata

pro-

rata

rounded off to lower day in case of

fractions

2525

�

�

�

�

�

�

Separation

Separation because of

Separation because of desertion

Separation due to death of employee

Employees may separate from the Society for various reasons including unfortunate case ofdeath of employee. In all cases of separation, settlement of all dues should be made fast andfair not only for the sake of appreciation of her/his services to the organisation but also as amatter of financial discipline.

In all possible cases, a process of counseling would be undertaken to understand thereasons due to which the employee is seeking separation. In case there aremisunderstandings or an issue which can be resolved, the SPM HRD would try to counsel theconcerned person.

The following procedure and guidelines will guide cases of separation:

Resignation tendered by employee

Non-renewal of contract

Dismissal due to compelling reasons

The resignation letter should be addressed to the CEO cum Project Director with a copymarked to the reporting officer.

In all cases of separation due to above causes, the employee concerned should take a '' before the last day of his/her duty from all concerned offices/department of

the Society. This certificate should be finally signed and approved by CEO for payment of alldues. Accounts unit shall prepare a final list of recoverables ( and dueswithin fifteen days of receipt of the copy of the approved resignation letter. All recoverablesmust be first settled as per the accounting norms before payment of dues.

The employee should hand over charge to her/his reporting officer or the DPC for all positionsat the district and block level. For DPC and all State level positions, the charge should behanded over to the SPM or the Administrative Officer.

In such cases the Project shall make contacts over telephone to enquire about reason ofdesertion. If suitable answers are not received the Project may serve at least two letters to thepermanent residential address as per Project records. Accounts unit shall prepare a final listof recoverables ( and dues and inform CEO. If required legalproceedings (notice through newspaper) may be initiated against the person.

In case of unfortunate death of an employee, SPM – HRD will be responsible to prepare astatus list of clearance from all offices/ departments of the Society and submit to CEO forapproval. A condolence message from the Project signed by the CEO and all the employeesmay be sent to the bereaved family. Recoverables ( may be settled as

NoDues Certificate

in case of advances)

in case of advances)

in case of advances)

�

�

�

�

�

�

Separation

Separation because of

Separation because of desertion

Separation due to death of employee

Employees may separate from the Society for various reasons including unfortunate case ofdeath of employee. In all cases of separation, settlement of all dues should be made fast andfair not only for the sake of appreciation of her/his services to the organisation but also as amatter of financial discipline.

In all possible cases, a process of counseling would be undertaken to understand thereasons due to which the employee is seeking separation. In case there aremisunderstandings or an issue which can be resolved, the SPM HRD would try to counsel theconcerned person.

The following procedure and guidelines will guide cases of separation:

Resignation tendered by employee

Non-renewal of contract

Dismissal due to compelling reasons

The resignation letter should be addressed to the CEO cum Project Director with a copymarked to the reporting officer.

In all cases of separation due to above causes, the employee concerned should take a '' before the last day of his/her duty from all concerned offices/department of

the Society. This certificate should be finally signed and approved by CEO for payment of alldues. Accounts unit shall prepare a final list of recoverables ( and dueswithin fifteen days of receipt of the copy of the approved resignation letter. All recoverablesmust be first settled as per the accounting norms before payment of dues.

The employee should hand over charge to her/his reporting officer or the DPC for all positionsat the district and block level. For DPC and all State level positions, the charge should behanded over to the SPM or the Administrative Officer.

In such cases the Project shall make contacts over telephone to enquire about reason ofdesertion. If suitable answers are not received the Project may serve at least two letters to thepermanent residential address as per Project records. Accounts unit shall prepare a final listof recoverables ( and dues and inform CEO. If required legalproceedings (notice through newspaper) may be initiated against the person.

In case of unfortunate death of an employee, SPM – HRD will be responsible to prepare astatus list of clearance from all offices/ departments of the Society and submit to CEO forapproval. A condolence message from the Project signed by the CEO and all the employeesmay be sent to the bereaved family. Recoverables ( may be settled as

NoDues Certificate

in case of advances)

in case of advances)

in case of advances)

2626

per the accounting norms and payment of dues made to the nominated member as perProject records within a fortnight.

Employees in whatever ranks are ambassadors of an organization and its culture. In all casesof separation except unfortunate death of an employee exit interviews shall be conducted.The purpose of the exercise would be gain critical feedback from the employee on areaswhich could be further improved within the BRLPS. This process shall be conducted justbefore the actual release of employee. Exit interview would be conducted only be a trainedsenior person within the BRLPS, preferably the SPM - HRD. It should be conducted bysomeone not in the direct line of command. It would be done through an in depth interview,with the purpose of seeking feedback for improvement.

All employees at BRLPS shall live up to the highest standards of conduct, accountability andperformance.The following are guiding principles by which all staffs of BRLPS shall adhereto.

17. Exit Interview

18. Professional Conduct and Accountibility of Staff

�

�

�

�

�

�

�

�

�

�

S/he will behave in a disciplined manner in all our interactions with colleagues andoutsiders.We will operate on basis of trust and mutual respect.

S/he will not indulge in any activities prejudicial to the interest and reputation of thesociety.We will abide by all the Society rules and regulations.

S/he will show respect to the dignity of all our collegues,particularilywomen,minorities,differently abled and other marginalized groups.We will not useauthority to undermine a collegeague's sensed of pride or dignity.

S/he will show due frugality in the matter of use of all the resources (funds andassets) at our disposal.We pledge that dereliction in rendering accounts will betreated as a serious breach of professional misconduct.

S/he will not have commericail dealing of BRLPS with parties in whom we, ourfriends or colleagues have a direct financial interest or connection .or indulge inany dishonesty with its funds and works,or act in a way which will procure undueenrichment for us or others.

S/he will not engage in outside employment or revea any confidential informationrelating to BRLPS work to any outsider, nor defame BRLPS or a colleague.

S/he will not smoke in the work place in the interests of the good health ad workingcomfort of all our colleagues and visitors.

S/he will not indulge in substance abuse or excessive use of alcohol or drugs.

S/he will endeavour to behave in a manner befitting BRLPS, its values andmission.

In the event that s/he does not observe the code of conduct, in the full meaning orindulge in unacceptable standard of work,action of behavior ,s/he will renderthemselves liable to disciplinary action.

per the accounting norms and payment of dues made to the nominated member as perProject records within a fortnight.

Employees in whatever ranks are ambassadors of an organization and its culture. In all casesof separation except unfortunate death of an employee exit interviews shall be conducted.The purpose of the exercise would be gain critical feedback from the employee on areaswhich could be further improved within the BRLPS. This process shall be conducted justbefore the actual release of employee. Exit interview would be conducted only be a trainedsenior person within the BRLPS, preferably the SPM - HRD. It should be conducted bysomeone not in the direct line of command. It would be done through an in depth interview,with the purpose of seeking feedback for improvement.

All employees at BRLPS shall live up to the highest standards of conduct, accountability andperformance.The following are guiding principles by which all staffs of BRLPS shall adhereto.

17. Exit Interview

18. Professional Conduct and Accountibility of Staff

�

�

�

�

�

�

�

�

�

�

S/he will behave in a disciplined manner in all our interactions with colleagues andoutsiders.We will operate on basis of trust and mutual respect.

S/he will not indulge in any activities prejudicial to the interest and reputation of thesociety.We will abide by all the Society rules and regulations.

S/he will show respect to the dignity of all our collegues,particularilywomen,minorities,differently abled and other marginalized groups.We will not useauthority to undermine a collegeague's sensed of pride or dignity.

S/he will show due frugality in the matter of use of all the resources (funds andassets) at our disposal.We pledge that dereliction in rendering accounts will betreated as a serious breach of professional misconduct.

S/he will not have commericail dealing of BRLPS with parties in whom we, ourfriends or colleagues have a direct financial interest or connection .or indulge inany dishonesty with its funds and works,or act in a way which will procure undueenrichment for us or others.

S/he will not engage in outside employment or revea any confidential informationrelating to BRLPS work to any outsider, nor defame BRLPS or a colleague.

S/he will not smoke in the work place in the interests of the good health ad workingcomfort of all our colleagues and visitors.

S/he will not indulge in substance abuse or excessive use of alcohol or drugs.

S/he will endeavour to behave in a manner befitting BRLPS, its values andmission.

In the event that s/he does not observe the code of conduct, in the full meaning orindulge in unacceptable standard of work,action of behavior ,s/he will renderthemselves liable to disciplinary action.

2727

COMMUNICATIONCOMMUNICATION

1. Disclosure of Information

2. Relationship with outside organizations

3. Channel of Communication

An employee of the BRLPS shall not, except in the proper course of his duties, whether of ageneral nature or special nature, divulge to any unauthorized person or body any informationrelating to administration, programme of work, experiment or any other informationconcerning the business or finance of BRLPS.

No employee of BRLPS shall be in possession of any minute or document circulated withinthe Society for any purpose other than those conveyed to him/her for his/her information,compliance or action.

An employee is prohibited from making use of any unpublished or confidential informationmade known to him in the normal course of his work within the Society for any purpose otherthan his normal duties.

An employee shall obtain prior approval from the CEO in writing for any publication of anybook or article or any other work, subject matter of which is connected to the official functionsof the Society

An employee shall not release any information to media and /or be involved in any interviewwith media without explicit approval of the CEO of the Society.

An employee shall not engage in any outside occupation which is likely to affect the properdischarge of his duties as an employee of the Society.

No employee may be actively associated with the management of, or hold a financial interestin any business concern, if it were possible for him to benefit from such association or financialinterest by reason of his employment in the Society. However, an employee is not debarredfrom holding shares in a public company unless such holding amounts to controlling interestof such company.

An employee shall not accept any favor or a gift for any services rendered by him on behalf ofthe Society without explicit approval of the CEO.

Reports or any submissions to the senior management or to outside parties for officialbusiness should be made through the immediate supervisory officer unless explicit approvalhas been obtained from the CEO to deviate from the normal channel. Correspondence mustfollow the norms and standards as laid down.

1. Disclosure of Information

2. Relationship with outside organizations

3. Channel of Communication

An employee of the BRLPS shall not, except in the proper course of his duties, whether of ageneral nature or special nature, divulge to any unauthorized person or body any informationrelating to administration, programme of work, experiment or any other informationconcerning the business or finance of BRLPS.

No employee of BRLPS shall be in possession of any minute or document circulated withinthe Society for any purpose other than those conveyed to him/her for his/her information,compliance or action.

An employee is prohibited from making use of any unpublished or confidential informationmade known to him in the normal course of his work within the Society for any purpose otherthan his normal duties.

An employee shall obtain prior approval from the CEO in writing for any publication of anybook or article or any other work, subject matter of which is connected to the official functionsof the Society

An employee shall not release any information to media and /or be involved in any interviewwith media without explicit approval of the CEO of the Society.

An employee shall not engage in any outside occupation which is likely to affect the properdischarge of his duties as an employee of the Society.

No employee may be actively associated with the management of, or hold a financial interestin any business concern, if it were possible for him to benefit from such association or financialinterest by reason of his employment in the Society. However, an employee is not debarredfrom holding shares in a public company unless such holding amounts to controlling interestof such company.

An employee shall not accept any favor or a gift for any services rendered by him on behalf ofthe Society without explicit approval of the CEO.

Reports or any submissions to the senior management or to outside parties for officialbusiness should be made through the immediate supervisory officer unless explicit approvalhas been obtained from the CEO to deviate from the normal channel. Correspondence mustfollow the norms and standards as laid down.

2828

�

�

�

�

�

�

�

�

�

�

�

�

�

Letters

Faxes

E-mail

All letters received must be marked when received with a date and time stamp by thereception.

Official letters/communication from BRLPS may be done by the CEO or the nominatedofficers only. If any other member of staff needs to issue a letter/fax, the relevant officershould initial these communiqués on the office copy, before it is sent out. A minimum ofone copy needs to be kept in the Office File. As far as possible standard paper, fonts,colour etc should be used for all external communication.

Signatory – All letters must be approved / signed by the relevant Authorized personnel.

All faxes should be replied (if warranted) within 24 hours of receipt.

Outgoing faxes should be filed in the relevant project file together with the SendingReceipt.

1. All faxes must be sent with a Fax Cover as given in standard fax cover sheet.

2. If the Fax is short or informal, you may write the message on the Cover Sheet itself.

3. Once a fax is sent, a delivery notice must be attached to the original Fax (or copy if theoriginal is sent by post) and then filed in a project folder

4. All faxes must include the disclaimer notice

All e-mails should be acknowledged within the course of the business day, if receivedwithin normal business hours. If e-mail is received after working hours, this is deemed tohave been received the next working day.

Staffs are requested to use the Auto reply function when out of the office for a length oftime that would prevent adherence to the policy (i.e. training days, leave etc).Alternatively, staff should allow access to their inboxes to other staff member for reviewand supervision.

All important e-mails (e.g those which announce change in rules/ policies, grant/seekapproval or authorizes action in anyway), should be printed and filed.

Signature must be added in the format as given in standard e mail signatory.

All e-mails must include the standard disclaimer notice.

�

�

�

�

�

�

�

�

�

�

�

�

�

Letters

Faxes

E-mail

All letters received must be marked when received with a date and time stamp by thereception.

Official letters/communication from BRLPS may be done by the CEO or the nominatedofficers only. If any other member of staff needs to issue a letter/fax, the relevant officershould initial these communiqués on the office copy, before it is sent out. A minimum ofone copy needs to be kept in the Office File. As far as possible standard paper, fonts,colour etc should be used for all external communication.

Signatory – All letters must be approved / signed by the relevant Authorized personnel.

All faxes should be replied (if warranted) within 24 hours of receipt.

Outgoing faxes should be filed in the relevant project file together with the SendingReceipt.

1. All faxes must be sent with a Fax Cover as given in standard fax cover sheet.

2. If the Fax is short or informal, you may write the message on the Cover Sheet itself.

3. Once a fax is sent, a delivery notice must be attached to the original Fax (or copy if theoriginal is sent by post) and then filed in a project folder

4. All faxes must include the disclaimer notice

All e-mails should be acknowledged within the course of the business day, if receivedwithin normal business hours. If e-mail is received after working hours, this is deemed tohave been received the next working day.

Staffs are requested to use the Auto reply function when out of the office for a length oftime that would prevent adherence to the policy (i.e. training days, leave etc).Alternatively, staff should allow access to their inboxes to other staff member for reviewand supervision.

All important e-mails (e.g those which announce change in rules/ policies, grant/seekapproval or authorizes action in anyway), should be printed and filed.

Signature must be added in the format as given in standard e mail signatory.

All e-mails must include the standard disclaimer notice.

2929

Community Institution Arrangement: Self-help group; Village Organization and Cluster

Level Federation.

Institutionalization of community cadres: Training and Learning Centre.

Community Resource Person: Strategy for replicating the best practices of the project.

1.1 Self Help Groups (SHGs)

Bihar Rural Livelihoods Promotion Society, (BRLPS) an autonomous body under the Departmentof Finance, Govt. of Bihar has been designated as State Rural Livelihoods Mission by theDepartment of Rural Development, Govt. of Bihar under the overall framework of National RuralLivelihoods Mission to scale up the JEEViKA model of poverty alleviation throughout the state ofBihar in a phased manner. JEEViKA is mandated to reach to 1.5 crores rural HHs and in theprocess, form nearly 10 lakh SHGs, 65000 VOs and 1600 CLFs.

Under the 3-tier Community Managed Institutional Structure, the project has mobilized 10, 00,000HHs into 91,000 SHGs, federated these SHGs into more than 5000 Village Organizations (VOs)and taken around 2500 VOs under the fold of 107 Cluster level federations.

The project core lies in the development of community managed institutions that build socialcapital and leadership, financial sustainability through member based savings and leveragingcredit/ loan from financial institutions in order to augment their livelihoods. These institutions willalso be able to access various financial and non-financial services and benefits provided underprogrammes/ schemes of the government and non-government organization.

The project envisages a three tier institutional structure at the community level for carving a pathfor empowerment of rural women drawn from poor households. The base structure is the SelfHelp Group comprising membership from the poorest and the poor community. The cluster ofsuch SHGs at a village level will be federated as the VO. These VOs would then get federated as aCluster Level Federation. Aggregation as a strategy is important for creating the critical massnecessary to influence and bring about change in the lives of the poor in a sustainable manner.

Group formation is also seen as crucial to the social empowerment process as women drawstrength from their own collective. The group provides: (a) confidence and mutual supportfor women striving for social change; (b) a forum in which women can critically analyze theirsituations and devise collective strategies to overcome their difficulties; (c) a framework forawareness raising, confidence building, dissemination of information and delivery ofservices, and for developing communal self-reliance and collective action; and (d) a vehiclefor the promotion of economic activities.

The project has adopted the Self Help Group (SHG) and its federation as the appropriatepeople's institution which provides poor women with the space and support necessary for

1. The Community Institutional Arrangement

Community Institution Arrangement: Self-help group; Village Organization and Cluster

Level Federation.

Institutionalization of community cadres: Training and Learning Centre.

Community Resource Person: Strategy for replicating the best practices of the project.

1.1 Self Help Groups (SHGs)

Bihar Rural Livelihoods Promotion Society, (BRLPS) an autonomous body under the Departmentof Finance, Govt. of Bihar has been designated as State Rural Livelihoods Mission by theDepartment of Rural Development, Govt. of Bihar under the overall framework of National RuralLivelihoods Mission to scale up the JEEViKA model of poverty alleviation throughout the state ofBihar in a phased manner. JEEViKA is mandated to reach to 1.5 crores rural HHs and in theprocess, form nearly 10 lakh SHGs, 65000 VOs and 1600 CLFs.

Under the 3-tier Community Managed Institutional Structure, the project has mobilized 10, 00,000HHs into 91,000 SHGs, federated these SHGs into more than 5000 Village Organizations (VOs)and taken around 2500 VOs under the fold of 107 Cluster level federations.

The project core lies in the development of community managed institutions that build socialcapital and leadership, financial sustainability through member based savings and leveragingcredit/ loan from financial institutions in order to augment their livelihoods. These institutions willalso be able to access various financial and non-financial services and benefits provided underprogrammes/ schemes of the government and non-government organization.

The project envisages a three tier institutional structure at the community level for carving a pathfor empowerment of rural women drawn from poor households. The base structure is the SelfHelp Group comprising membership from the poorest and the poor community. The cluster ofsuch SHGs at a village level will be federated as the VO. These VOs would then get federated as aCluster Level Federation. Aggregation as a strategy is important for creating the critical massnecessary to influence and bring about change in the lives of the poor in a sustainable manner.

Group formation is also seen as crucial to the social empowerment process as women drawstrength from their own collective. The group provides: (a) confidence and mutual supportfor women striving for social change; (b) a forum in which women can critically analyze theirsituations and devise collective strategies to overcome their difficulties; (c) a framework forawareness raising, confidence building, dissemination of information and delivery ofservices, and for developing communal self-reliance and collective action; and (d) a vehiclefor the promotion of economic activities.

The project has adopted the Self Help Group (SHG) and its federation as the appropriatepeople's institution which provides poor women with the space and support necessary for

1. The Community Institutional Arrangement

INSTITUTION & CAPACITY BUILDINGINSTITUTION & CAPACITY BUILDING

3030

enabling effective steps towards greater control of their lives at a personal and societallevel. The essence of an SHG is that it lays the foundation for self-reliance through buildingup an institution which has the capacity to continue the development and empowermentprocesses for women in the future.Member based savings and credit rotation is the initiation point for the activities of SHGs asit requires active participation and commitment of all members. It provides them with anopportunity to exercise control and participate in decision making. It also satisfies short termneeds for immediate credit (for consumption and emergency purposes), leading later to theprovision of credit for productive purposes, and removes them from exploitation at thehands of the moneylenders. The self-help group is seen as a dynamic institution, whichbuilds on the resources and management skills of its members and their increasingconfidence to become involved in issues and programs that directly affect their lives bygiving them voice.

Some of the essential features of SHGs are:Ownership of the group by the members. The group exists because the members seesome value in it in helping them to solve their problems through their collective efforts.Ownership and control of the group belongs to the members and not to the promotinginstitution.

Affinity as the base for coming together. A sustainable, cohesive group needs acommon underlying bond on which trust can be built. This may be caste, sub-caste,community, place of origin, occupation, etc. The facilitating agency (whether from theBRLPS, WDC, NGO, Bank or Government) must have the experience to identifythese natural groupings or affinity groups. It is, therefore, essential that the groups areformed naturally and by the will of the women themselves.

Mutual help as the foundation of the group's existence. The rationale for the existenceof the group is mutual help and progress towards self-reliance and not the passivereceipt of benefits.

Forum for collective learning. The groups provide a forum for collective learning whichrural people find more “friendly”, based on mutual respect/support, and which isconsequently more effective than the individual approach that is commonly adopted.

Forum for inter-agency dialogue and cooperation. The groups provide a firm base fordialogue and cooperation in programs with other institutions like Governmentdepartments, cooperatives, financial and panchayat institutions; if the groups arefunctioning well, they have the credibility and the power to ensure their participation inidentifying, planning, budgeting and implementation of programs for the overallempowerment of women with a special focus on the poor.

Cost-effective credit delivery mechanism. The group provides a cost effective creditdelivery system as the transaction costs of lending decrease sharply both to the banksand to the borrowers. At the same time, individual members maintain control over thepace, timing size and schedules of loans and programs. The group also helps to buildthe individual member's management capacity to optimize returns.

The second tier of Community Institution is the Federation of SHGs at the village, hamlet orhabitation level. They will be called the Village Organization (VO). Once the SHGs are

1.2 Village Organization (VO)

enabling effective steps towards greater control of their lives at a personal and societallevel. The essence of an SHG is that it lays the foundation for self-reliance through buildingup an institution which has the capacity to continue the development and empowermentprocesses for women in the future.Member based savings and credit rotation is the initiation point for the activities of SHGs asit requires active participation and commitment of all members. It provides them with anopportunity to exercise control and participate in decision making. It also satisfies short termneeds for immediate credit (for consumption and emergency purposes), leading later to theprovision of credit for productive purposes, and removes them from exploitation at thehands of the moneylenders. The self-help group is seen as a dynamic institution, whichbuilds on the resources and management skills of its members and their increasingconfidence to become involved in issues and programs that directly affect their lives bygiving them voice.

Some of the essential features of SHGs are:Ownership of the group by the members. The group exists because the members seesome value in it in helping them to solve their problems through their collective efforts.Ownership and control of the group belongs to the members and not to the promotinginstitution.

Affinity as the base for coming together. A sustainable, cohesive group needs acommon underlying bond on which trust can be built. This may be caste, sub-caste,community, place of origin, occupation, etc. The facilitating agency (whether from theBRLPS, WDC, NGO, Bank or Government) must have the experience to identifythese natural groupings or affinity groups. It is, therefore, essential that the groups areformed naturally and by the will of the women themselves.

Mutual help as the foundation of the group's existence. The rationale for the existenceof the group is mutual help and progress towards self-reliance and not the passivereceipt of benefits.

Forum for collective learning. The groups provide a forum for collective learning whichrural people find more “friendly”, based on mutual respect/support, and which isconsequently more effective than the individual approach that is commonly adopted.

Forum for inter-agency dialogue and cooperation. The groups provide a firm base fordialogue and cooperation in programs with other institutions like Governmentdepartments, cooperatives, financial and panchayat institutions; if the groups arefunctioning well, they have the credibility and the power to ensure their participation inidentifying, planning, budgeting and implementation of programs for the overallempowerment of women with a special focus on the poor.

Cost-effective credit delivery mechanism. The group provides a cost effective creditdelivery system as the transaction costs of lending decrease sharply both to the banksand to the borrowers. At the same time, individual members maintain control over thepace, timing size and schedules of loans and programs. The group also helps to buildthe individual member's management capacity to optimize returns.

The second tier of Community Institution is the Federation of SHGs at the village, hamlet orhabitation level. They will be called the Village Organization (VO). Once the SHGs are

�

�

�

�

�

�

1.2 Village Organization (VO)

3131

consolidated in a village and reach a reasonable level of maturity, this tier will be initiated.The VO operates as a forum or voice of the poor in the village and raises resources requiredto take up the appropriate development interventions for their member SHGs. This is theforum where the Community Investment Fund (CIF) will be disbursed for furtherdisbursement to the SHGs and its members. The VOs may also access bulk loans fromMFIs/ banks to lend to its member SHGs. The VOs will aim at building linkages with linedepartments and other agencies to access their entitlements. The VOs by virtue of theirnumber and strength, will appoint their own Para-professionals in the areas of health,livestock, education, marketing, social services etc., The VO will have a General Bodycomprising of all the group members and an RGB (Representative General Body)comprising 2 representatives from each member SHG. This will also have an EC (ExecutiveCommittee) comprising of 12 members from the RGB. The VO will have 3 to 5 office bearerswho will carry out the day-today functions and represent the VO in variousforums/institutions. The VO will be encouraged and facilitated to have its EC meeting atleast once in a month and the General Body meeting at least once in a year. The role of VOas designed in the project is as follows:

Providing technical assistance to SHG members

Problem solving and conflict resolution in SHGs

Review SHG performance

Facilitate formation of SHGs of the remaining poor in the village

Compile micro plans for the socio-economic development of its members

Review micro plans for the social and economic development of SHGs

Prepare Action Plan for the socio-economic development of its constituent area.

Network and establish linkages with resource agencies for implementing the microplans/investment plans and thus ensure the economic and social empowerment ofthe poor households.

Act as a platform for sharing experiences and concerns of SHG members

At present, village organizations are providing several financial and social services to theSHGs which include savings from SHGs, routing of Community Investment Fund (CIF),managing Community Mobilizers (CMs) and their honorarium, health risk fund (HRF), foodsecurity fund (FSF), livelihoods funds etc. Apart from this many VOs are engaged in availingvarious services and benefits of government schemes and programmes. It is envisagedthat in longer run community institutions will be engaged largely in executing the role ofidentification and implementation of livelihoods activities through themselves, and also inaffecting social change through community participation. This shall result in a wider gamutof activities that will be carried out and managed by the community themselves. Hence theprogramme needs a bigger umbrella to anchor and manage services to the SHGs andVillage Organizations. In order to achieve this, the federation of VOs will be developed andnamed as 'Cluster level federation (CLF)'.

1.3 Cluster Level Federation

consolidated in a village and reach a reasonable level of maturity, this tier will be initiated.The VO operates as a forum or voice of the poor in the village and raises resources requiredto take up the appropriate development interventions for their member SHGs. This is theforum where the Community Investment Fund (CIF) will be disbursed for furtherdisbursement to the SHGs and its members. The VOs may also access bulk loans fromMFIs/ banks to lend to its member SHGs. The VOs will aim at building linkages with linedepartments and other agencies to access their entitlements. The VOs by virtue of theirnumber and strength, will appoint their own Para-professionals in the areas of health,livestock, education, marketing, social services etc., The VO will have a General Bodycomprising of all the group members and an RGB (Representative General Body)comprising 2 representatives from each member SHG. This will also have an EC (ExecutiveCommittee) comprising of 12 members from the RGB. The VO will have 3 to 5 office bearerswho will carry out the day-today functions and represent the VO in variousforums/institutions. The VO will be encouraged and facilitated to have its EC meeting atleast once in a month and the General Body meeting at least once in a year. The role of VOas designed in the project is as follows:

Providing technical assistance to SHG members

Problem solving and conflict resolution in SHGs

Review SHG performance

Facilitate formation of SHGs of the remaining poor in the village

Compile micro plans for the socio-economic development of its members

Review micro plans for the social and economic development of SHGs

Prepare Action Plan for the socio-economic development of its constituent area.

Network and establish linkages with resource agencies for implementing the microplans/investment plans and thus ensure the economic and social empowerment ofthe poor households.

Act as a platform for sharing experiences and concerns of SHG members

At present, village organizations are providing several financial and social services to theSHGs which include savings from SHGs, routing of Community Investment Fund (CIF),managing Community Mobilizers (CMs) and their honorarium, health risk fund (HRF), foodsecurity fund (FSF), livelihoods funds etc. Apart from this many VOs are engaged in availingvarious services and benefits of government schemes and programmes. It is envisagedthat in longer run community institutions will be engaged largely in executing the role ofidentification and implementation of livelihoods activities through themselves, and also inaffecting social change through community participation. This shall result in a wider gamutof activities that will be carried out and managed by the community themselves. Hence theprogramme needs a bigger umbrella to anchor and manage services to the SHGs andVillage Organizations. In order to achieve this, the federation of VOs will be developed andnamed as 'Cluster level federation (CLF)'.

�

�

�

�

�

�

�

�

�

1.3 Cluster Level Federation

3232

A Cluster Level Federation (CLF) will be a federation of 20 to 40 VOs consisting ofrepresentatives from all member VOs to attain the goals of economic and socialempowerment of VO members. It will act as a platform for providing continuous support andguidance to strengthen the member VOs and SHGs.

To nurture and provide handholding support to VOs.

To facilitate system development at VOs.

To facilitate convergence of VOs and SHGs with Banks and other FinancialInstitutions for credit support.

To organize training programs for CLF and VO members and Community Cadres

To facilitate convergence of VOs and SHGs with different Govt. /other schemes andprograms for betterment of health, nutrition, food security and education at thehousehold level.

To manage and monitor larger scale income generating activities being carried outthrough activity based groups and to provide sufficient handholding support as thehigher federation.

The CLF will be formed by federating 20-40 VOs. The structure of CLF will consist ofGeneral Body, Representative General Body and Board of Director. The details are givenbelow:

The General Body will consist of the BOD members (12 no.) of each VO. For instance,if CLF has been formed including 30 VOs, the General Body would be of 360members.

RGB will consist of 2 representatives (President and Secretary) from each VO. Forinstance, if CLF has been formed by federating 30 VOs, the Representative GeneralBody would be consisting of 60 members. 5 SC/ST and 5 EBC/BC members will begiven priority in RGB.

The RGB members will elect Board of Directors (BOD). In BOD, there will be 12members. Out of 12 seats, 2 seats will be reserved for ST/SC and 2 seats for BC/EBCmembers. If there are no members from SC/ST or BC/EBC then it will be filled up fromother members of RGB.

The Board of Directors will elect office bearers namely, President, Secretary,Treasurer, Vice-President and Joint-Secretary for execution of day to day activities ofCLF. In OB priority will be given to one member from ST/SC.

Objective

INSTITUTIONAL STRUCTURE of CLF

General Body (GB)

Representative General Body (RGB)

Board of Director (BOD)/ Executive Committee (EC)

Office Bearers (OB)

�

�

�

�

�

�

�

�

�

�

A Cluster Level Federation (CLF) will be a federation of 20 to 40 VOs consisting ofrepresentatives from all member VOs to attain the goals of economic and socialempowerment of VO members. It will act as a platform for providing continuous support andguidance to strengthen the member VOs and SHGs.

To nurture and provide handholding support to VOs.

To facilitate system development at VOs.

To facilitate convergence of VOs and SHGs with Banks and other FinancialInstitutions for credit support.

To organize training programs for CLF and VO members and Community Cadres

To facilitate convergence of VOs and SHGs with different Govt. /other schemes andprograms for betterment of health, nutrition, food security and education at thehousehold level.

To manage and monitor larger scale income generating activities being carried outthrough activity based groups and to provide sufficient handholding support as thehigher federation.

The CLF will be formed by federating 20-40 VOs. The structure of CLF will consist ofGeneral Body, Representative General Body and Board of Director. The details are givenbelow:

The General Body will consist of the BOD members (12 no.) of each VO. For instance,if CLF has been formed including 30 VOs, the General Body would be of 360members.

RGB will consist of 2 representatives (President and Secretary) from each VO. Forinstance, if CLF has been formed by federating 30 VOs, the Representative GeneralBody would be consisting of 60 members. 5 SC/ST and 5 EBC/BC members will begiven priority in RGB.

The RGB members will elect Board of Directors (BOD). In BOD, there will be 12members. Out of 12 seats, 2 seats will be reserved for ST/SC and 2 seats for BC/EBCmembers. If there are no members from SC/ST or BC/EBC then it will be filled up fromother members of RGB.

The Board of Directors will elect office bearers namely, President, Secretary,Treasurer, Vice-President and Joint-Secretary for execution of day to day activities ofCLF. In OB priority will be given to one member from ST/SC.

Objective

INSTITUTIONAL STRUCTURE of CLF

General Body (GB)

Representative General Body (RGB)

Board of Director (BOD)/ Executive Committee (EC)

Office Bearers (OB)

�

�

�

�

�

�

�

�

�

�

�

3333

� ACTIVITIES IN CLF

Institution Building and Capacity Building

Micro Finance and Micro Insurance

Social Development

�

�

�

1. Ensuring Social Inclusion/ inclusion of left out poor HHs in the villages, ensuringsaturation and mobilizing new VOs for membership in CLF.

2. Assessing the capacity building needs and organizing modular training andexposure of member VOs and SHGs enabling them to effectively manage theiroperations.

3. Selection, orientation, capacity building and review of CRPs and cadres.

4. Organizing exposure for CRPs and cadre and coordinate development of differenttypes of CRPs through accreditation process. Also, monitoring the performance ofvarious community cadres and ensuring on time payment of honorarium.

5. Capacity building of different sub-committees at VO level and making themfunctional.

6. To review the VOs and PGs performance as per AAP and expansion andmonitoring of VO quality indicators to new member VOs.

1. Assist VOs in preparation of micro-plans for different activities including foodsecurity, ICF, HRF, Agri-based livelihoods and other income generating activitiesetc.

2. Appraisal of Micro plans submitted by VOs through organizing LCM andapproving ICF to VOs as well as newly formed SHGs.

3. Monitor the proper usage of VO funds and ensuring that the benefits reach up tothe target groups. Also to monitor and review the timely repayment of CIF fund andSHG bank loan as per repayment schedule, review Idle funds at VO and devisingstrategies for its efficient usage through re-routing to needful VOs and newinterventions.

4. Convergence with Banks and other financial and non-financial institutions toleverage funds in form of institutional credit, investment, donations etc. as perlegal norms.

5. Sensitize VOs on TFI, Life Insurance (Janshree Bima Yojana), Siksha SahyogYojana, remittance etc. and convergence with agencies for leveraging benefitsunder the schemes. Also, capacity building of SHG members for enhancedfinancial literacy to enables better financial decisions at individual and institutionallevels.

1. Sensitize member VOs on different govt. schemes and programs/social securityschemes i.e. MGNREGA, PDS, TSC, RSBY, Widow and old age pension, IndiraAwas Yojna, disability schemes, etc. Demand generation and convergence withconcerned department (Block) and line departments to leverage govt. programbenefit to members.

2. Dissemination of information and awareness generation regarding health,

� ACTIVITIES IN CLF

Institution Building and Capacity Building

Micro Finance and Micro Insurance

Social Development

�

�

�

1. Ensuring Social Inclusion/ inclusion of left out poor HHs in the villages, ensuringsaturation and mobilizing new VOs for membership in CLF.

2. Assessing the capacity building needs and organizing modular training andexposure of member VOs and SHGs enabling them to effectively manage theiroperations.

3. Selection, orientation, capacity building and review of CRPs and cadres.

4. Organizing exposure for CRPs and cadre and coordinate development of differenttypes of CRPs through accreditation process. Also, monitoring the performance ofvarious community cadres and ensuring on time payment of honorarium.

5. Capacity building of different sub-committees at VO level and making themfunctional.

6. To review the VOs and PGs performance as per AAP and expansion andmonitoring of VO quality indicators to new member VOs.

1. Assist VOs in preparation of micro-plans for different activities including foodsecurity, ICF, HRF, Agri-based livelihoods and other income generating activitiesetc.

2. Appraisal of Micro plans submitted by VOs through organizing LCM andapproving ICF to VOs as well as newly formed SHGs.

3. Monitor the proper usage of VO funds and ensuring that the benefits reach up tothe target groups. Also to monitor and review the timely repayment of CIF fund andSHG bank loan as per repayment schedule, review Idle funds at VO and devisingstrategies for its efficient usage through re-routing to needful VOs and newinterventions.

4. Convergence with Banks and other financial and non-financial institutions toleverage funds in form of institutional credit, investment, donations etc. as perlegal norms.

5. Sensitize VOs on TFI, Life Insurance (Janshree Bima Yojana), Siksha SahyogYojana, remittance etc. and convergence with agencies for leveraging benefitsunder the schemes. Also, capacity building of SHG members for enhancedfinancial literacy to enables better financial decisions at individual and institutionallevels.

1. Sensitize member VOs on different govt. schemes and programs/social securityschemes i.e. MGNREGA, PDS, TSC, RSBY, Widow and old age pension, IndiraAwas Yojna, disability schemes, etc. Demand generation and convergence withconcerned department (Block) and line departments to leverage govt. programbenefit to members.

2. Dissemination of information and awareness generation regarding health,

3434

nutrition, sanitation, education and other social issues and coordinating with localhealth institutions like PHC/APHC for increased outreach of health services towomen and children. Also, overseeing the activities of CNCCs operational withinthe CLF and converging with line departments to route health services forpregnant and lactating mothers through the centers.

3. Mobilizing VOs for construction and use of toilet by households and making thevillage open defecation free. Convergence with concerned department forconstruction of toilets and leveraging benefits from other govt. schemes to covervarious costs.

4. To facilitate job demand registration by VO for job card holders and follow up withblock and panchayat for issuance of job cards, timely payment after work andprovision of unemployment allowance.

5. Coordination with authorized agency concerning RSBY for getting health cardsissued and coordination with hospitals and doctors for timely health services tomembers.

6. Devising community based monitoring systems to monitor activities of variouspublic institutions like schools, Aaganwadi centers, PDS etc. and ensuringinvolvement of community members in reviewing these services at local level.

7. Sensitizing VOs on girl child education and marriage of daughter only afterattaining legal age.

�

�

Livelihood

Others

1. Assisting VOs in developing Integrated Livelihoods Plans for all members andensuring its proper roll out as per the approved action plan.

2. Support VOs in formation of activity based Producer Groups, their appraisal and ininfrastructure creation concerning different livelihood activities i.e. hatchery forpoultry, milk chilling plant for dairy, etc.

3. Appraisal and review of higher level federations of producer groups i.e. ProducerCompany or other similar institutions on a regular basis, resource planning forscaling up of activities under these federations, ensuring placement of requisiteworkforce at various levels, etc.

4. Coordination and liaising with departments i.e. Agriculture /Veterinary/Horticulture /Fishery departments and other agencies for leveraging requisitesupport to activity based Producer Groups.

5. Interface with agencies as well as individuals for taking necessary support/technical support/service/input concerning different livelihood activities beingimplemented at VO/CLF level.

6. Sensitize VO on Job opportunities for rural youths and mobilizing them forregistration of youth for training, participation in Job fairs and subsequentlymonitor Job training.

1. Networking and convergence with other agencies and leveraging funds toimplement programs for the benefit to members.

nutrition, sanitation, education and other social issues and coordinating with localhealth institutions like PHC/APHC for increased outreach of health services towomen and children. Also, overseeing the activities of CNCCs operational withinthe CLF and converging with line departments to route health services forpregnant and lactating mothers through the centers.

3. Mobilizing VOs for construction and use of toilet by households and making thevillage open defecation free. Convergence with concerned department forconstruction of toilets and leveraging benefits from other govt. schemes to covervarious costs.

4. To facilitate job demand registration by VO for job card holders and follow up withblock and panchayat for issuance of job cards, timely payment after work andprovision of unemployment allowance.

5. Coordination with authorized agency concerning RSBY for getting health cardsissued and coordination with hospitals and doctors for timely health services tomembers.

6. Devising community based monitoring systems to monitor activities of variouspublic institutions like schools, Aaganwadi centers, PDS etc. and ensuringinvolvement of community members in reviewing these services at local level.

7. Sensitizing VOs on girl child education and marriage of daughter only afterattaining legal age.

�

�

Livelihood

Others

1. Assisting VOs in developing Integrated Livelihoods Plans for all members andensuring its proper roll out as per the approved action plan.

2. Support VOs in formation of activity based Producer Groups, their appraisal and ininfrastructure creation concerning different livelihood activities i.e. hatchery forpoultry, milk chilling plant for dairy, etc.

3. Appraisal and review of higher level federations of producer groups i.e. ProducerCompany or other similar institutions on a regular basis, resource planning forscaling up of activities under these federations, ensuring placement of requisiteworkforce at various levels, etc.

4. Coordination and liaising with departments i.e. Agriculture /Veterinary/Horticulture /Fishery departments and other agencies for leveraging requisitesupport to activity based Producer Groups.

5. Interface with agencies as well as individuals for taking necessary support/technical support/service/input concerning different livelihood activities beingimplemented at VO/CLF level.

6. Sensitize VO on Job opportunities for rural youths and mobilizing them forregistration of youth for training, participation in Job fairs and subsequentlymonitor Job training.

1. Networking and convergence with other agencies and leveraging funds toimplement programs for the benefit to members.

3535

2. Social audit of infrastructure creation by VOs or SHGs , assets purchased by VO,agro machinery purchased by nodal VO, procurement & uses of food items underFSF, etc.

3. Facilitate grading and financial audit of member VOs.

4. Procurement of items for VOs i.e. agri. machinery etc. and distribution to VOs andverifying proper usage and maintenance of purchased items.

The current set of activities is a reflection of the annual action plans submitted by the institutions.

New additions or deletions may happen based on CLF's action plan over the years.

Achieving the above mentioned targets requires building a cadre of communityprofessionals (CPs) at an enormous scale who will not only provide a supporting hand information and nurturing of these community institutions but also in managing and leadingthese institutions to a meaningful cause by imbibing the values of equity, transparency andaccountability. The project relies heavily on 'community professionals' strategy includinguse of Community Resource Persons (CRPs) for social mobilization and capacity buildingwhich have given good results on ground. Also, the community professionals form the corefacilitation structure on ground supporting the CBOs under various thematic interventions.With massive expansion of the project area on hand, there is requirement of CRPs andother community professionals round the year. As part of this strategy, Training andLearning Centers have been envisaged at the district level to systematically identify, train,accredit and appraise CRPs and other community professionals like community mobilisers,bookkeepers, livelihood resource persons, etc. TLC will also be involved in centrallyanchoring CRP drives and other similar trainings within and outside district

is an organization at district level with representationfrom all CLFs of the district. This organization will be community owned and managed. It willbe a centre of excellence in terms of nurturing and providing custom made trainings andworking on capacity building of community professionals and community resource persons.

To identify members of the community who have experience and who have showninitiative in implementing the project and develop them into community professionals.

To develop skilled community professionals under various thematics and communityresource persons through the process of induction, training, exposure and theiraccreditation.

To support in extending outreach of community development programs into localitieswhich need them.

To provide the services of CPs and CRPs within the project and outside it inmobilization of community, building community institutions and implementation ofproject interventions and function as the central coordination hub for these activities ineach district.

To develop community managed training infrastructure that can cater to training needsof cadre as well as project staff and earn revenue for the member CBOs by providingvarious services.

*

1.4 Institutionalizing Community Cadres (TLC)

Training and Learning Centre (TLC)

Objective

2. Social audit of infrastructure creation by VOs or SHGs , assets purchased by VO,agro machinery purchased by nodal VO, procurement & uses of food items underFSF, etc.

3. Facilitate grading and financial audit of member VOs.

4. Procurement of items for VOs i.e. agri. machinery etc. and distribution to VOs andverifying proper usage and maintenance of purchased items.

The current set of activities is a reflection of the annual action plans submitted by the institutions.

New additions or deletions may happen based on CLF's action plan over the years.

Achieving the above mentioned targets requires building a cadre of communityprofessionals (CPs) at an enormous scale who will not only provide a supporting hand information and nurturing of these community institutions but also in managing and leadingthese institutions to a meaningful cause by imbibing the values of equity, transparency andaccountability. The project relies heavily on 'community professionals' strategy includinguse of Community Resource Persons (CRPs) for social mobilization and capacity buildingwhich have given good results on ground. Also, the community professionals form the corefacilitation structure on ground supporting the CBOs under various thematic interventions.With massive expansion of the project area on hand, there is requirement of CRPs andother community professionals round the year. As part of this strategy, Training andLearning Centers have been envisaged at the district level to systematically identify, train,accredit and appraise CRPs and other community professionals like community mobilisers,bookkeepers, livelihood resource persons, etc. TLC will also be involved in centrallyanchoring CRP drives and other similar trainings within and outside district

is an organization at district level with representationfrom all CLFs of the district. This organization will be community owned and managed. It willbe a centre of excellence in terms of nurturing and providing custom made trainings andworking on capacity building of community professionals and community resource persons.

To identify members of the community who have experience and who have showninitiative in implementing the project and develop them into community professionals.

To develop skilled community professionals under various thematics and communityresource persons through the process of induction, training, exposure and theiraccreditation.

To support in extending outreach of community development programs into localitieswhich need them.

To provide the services of CPs and CRPs within the project and outside it inmobilization of community, building community institutions and implementation ofproject interventions and function as the central coordination hub for these activities ineach district.

To develop community managed training infrastructure that can cater to training needsof cadre as well as project staff and earn revenue for the member CBOs by providingvarious services.

*

1.4 Institutionalizing Community Cadres (TLC)

Training and Learning Centre (TLC)

Objective�

�

�

�

�

3636

INSTITUTIONAL STRUCTURE OF TRAINING AND LEARNING CENTRE (TLC)

General Body:

Representative General Body (RGB):

Executive Committee (EC)/ Board of Director (BoD):

Office Bearers:

The Training and Learning Centre will initially be established at district level and will haverepresentation from all CLFs in the district. The institutional structure of TLC will consist ofGeneral Body(GB), Representative General Body (RGB) & Board of Director (BoD)/ ExecutiveCommittee (EC).

All the EC / BoD members of CLF will constitute the General Body of the TLC. TheGeneral body will act as the most important and empowered body within the TLC. The major rolesand responsibilities of GB is mentioned below-

It will approve the annual budget and annual action plan of TLC.It will approve the selection or dismissal of members.It will be responsible for hiring the services of a CA for the annual audit.

The general body will meet at least once a year.

Representative General Body will be consisting of 2members namely President and Secretary from each of the participating CLF. In case of smallerdistricts with lesser number of CLFs, the RGB may include all the 5 OB members of CLF. Themajor roles and responsibilities of RGB are mentioned ahead-

It will elect the members of the Executive Committee/BoD.Fixation of roles and responsibilities of BoDIt will review the work of EC / BoDReview of mobilization and utilization of resources

Twelve members elected by RGB willform the Executive Committee (EC)/BoD of the TLC. The EC/BoD will have two membersbelonging to SC/ST and 2 from BC /EBC category. The EC will elect President, Secretary,Treasurer, Vice President and Joint Secretary as office bearers. The roles and responsibilities ofExecutive Committee are mentioned below as-

It will approve staff positions, their qualification and experience, terms ofappointment, compensation and other allowances.Overseeing and finalizing all the activities of TLC as per the Annual Action Plan andapproved monthly expenditure.Preparing monthly, quarterly and annual action plans and budget for TLC.Formation and review of the performance of the sub-committees and approveaddition/removal of members as per need.Arranging for internal audit of the TLC.

Office bearers will be elected from the BoD/EC members. There will be 5 officebearers namely President, Secretary, Treasurer, Vice President and Joint Secretary for day today functioning of TLC. In OB, there will be a preference to elect at least 1 SC/ ST member. Theroles and responsibilities of Office bearers are given below as-

To represent TLC on every platform.

�

�

�

�

�

�

�

�

�

�

�

�

�

INSTITUTIONAL STRUCTURE OF TRAINING AND LEARNING CENTRE (TLC)

General Body:

Representative General Body (RGB):

Executive Committee (EC)/ Board of Director (BoD):

Office Bearers:

The Training and Learning Centre will initially be established at district level and will haverepresentation from all CLFs in the district. The institutional structure of TLC will consist ofGeneral Body(GB), Representative General Body (RGB) & Board of Director (BoD)/ ExecutiveCommittee (EC).

All the EC / BoD members of CLF will constitute the General Body of the TLC. TheGeneral body will act as the most important and empowered body within the TLC. The major rolesand responsibilities of GB is mentioned below-

It will approve the annual budget and annual action plan of TLC.It will approve the selection or dismissal of members.It will be responsible for hiring the services of a CA for the annual audit.

The general body will meet at least once a year.

Representative General Body will be consisting of 2members namely President and Secretary from each of the participating CLF. In case of smallerdistricts with lesser number of CLFs, the RGB may include all the 5 OB members of CLF. Themajor roles and responsibilities of RGB are mentioned ahead-

It will elect the members of the Executive Committee/BoD.Fixation of roles and responsibilities of BoDIt will review the work of EC / BoDReview of mobilization and utilization of resources

Twelve members elected by RGB willform the Executive Committee (EC)/BoD of the TLC. The EC/BoD will have two membersbelonging to SC/ST and 2 from BC /EBC category. The EC will elect President, Secretary,Treasurer, Vice President and Joint Secretary as office bearers. The roles and responsibilities ofExecutive Committee are mentioned below as-

It will approve staff positions, their qualification and experience, terms ofappointment, compensation and other allowances.Overseeing and finalizing all the activities of TLC as per the Annual Action Plan andapproved monthly expenditure.Preparing monthly, quarterly and annual action plans and budget for TLC.Formation and review of the performance of the sub-committees and approveaddition/removal of members as per need.Arranging for internal audit of the TLC.

Office bearers will be elected from the BoD/EC members. There will be 5 officebearers namely President, Secretary, Treasurer, Vice President and Joint Secretary for day today functioning of TLC. In OB, there will be a preference to elect at least 1 SC/ ST member. Theroles and responsibilities of Office bearers are given below as-

To represent TLC on every platform.

�

�

�

�

�

�

�

�

�

�

�

�

�

3737

�

�

�

�

�

�

�

�

�

�

�

�

�

�

To operate TLC Bank Account as per guidelines.To devise strategies and implement the TLC AAP and other decision taken by BoD.Selection and review of TLC staff, decide their roles, responsibilities and benefits.Fund management and proper updating of books of accounts and records.To assist and review Sub-committee functioning.

Having TLC as an organization dedicated solely to training and capacity building will greatly help informalizing the process and making the whole exercise logistically easier and more efficient. Majoractivities to be carried out by TLC are as follows:

To conduct training need assessment of CPs, CRPs and CBOs and preparing its annualtraining plan and budget.

Training and capacity building of leaders of CBOs and subcommittee members.

Induction, training and accreditation of the community professionals and communityresource persons.

To maintain database of community professionals and community resource persons andas per the requirement, TLC would make provision for CRPs and other cadre within district,outside district and outside state for formation of CBOs and their trainings. All theseactivities will be planned and scheduled as per the demand raised by CBOs/ DPCU/Agencies.

To coordinate the exposure visit of CBOs, community professionals and communityresource persons within and outside district.

To develop resource pool of CPs and CRPs in various themes at district level throughtrainings, TOT, exposure and accreditation.

To conduct need based skill trainings for SHG members.

To extend training and skill development support to other agencies.

Networking and convergence with other agencies and leveraging funds to implementprograms for the benefit to members.

A cadre of activists and para professionals including community activists, book keepers,community resource persons, skilled exterior workers, para veterinarians, job resource persons,health activists will be developed by the project through investment in their knowledge and skills toprovide services to and be accountable to the CBOs and be paid by them over a period of time.

Believing community to community interactions and cross learning approach as the best vehiclefor social mobilization, formation of community institution and its nurturing with sustainableapproach. The Community Resource Person (CRP) strategy is the best strategy for targeting,mobilizing, forming and nurturing of SHGs and its federation at scale. These CRPs are communityleaders, who have long experience as members of organizations and have developed the faiththat SHGs are strong tools for empowerment. These successful women have emerged as CRPs in

ACTIVITIES IN TLC

2. Community Cadre

3. Community Resource Person Strategy

�

�

�

�

�

�

�

�

�

�

�

�

�

�

To operate TLC Bank Account as per guidelines.To devise strategies and implement the TLC AAP and other decision taken by BoD.Selection and review of TLC staff, decide their roles, responsibilities and benefits.Fund management and proper updating of books of accounts and records.To assist and review Sub-committee functioning.

Having TLC as an organization dedicated solely to training and capacity building will greatly help informalizing the process and making the whole exercise logistically easier and more efficient. Majoractivities to be carried out by TLC are as follows:

To conduct training need assessment of CPs, CRPs and CBOs and preparing its annualtraining plan and budget.

Training and capacity building of leaders of CBOs and subcommittee members.

Induction, training and accreditation of the community professionals and communityresource persons.

To maintain database of community professionals and community resource persons andas per the requirement, TLC would make provision for CRPs and other cadre within district,outside district and outside state for formation of CBOs and their trainings. All theseactivities will be planned and scheduled as per the demand raised by CBOs/ DPCU/Agencies.

To coordinate the exposure visit of CBOs, community professionals and communityresource persons within and outside district.

To develop resource pool of CPs and CRPs in various themes at district level throughtrainings, TOT, exposure and accreditation.

To conduct need based skill trainings for SHG members.

To extend training and skill development support to other agencies.

Networking and convergence with other agencies and leveraging funds to implementprograms for the benefit to members.

A cadre of activists and para professionals including community activists, book keepers,community resource persons, skilled exterior workers, para veterinarians, job resource persons,health activists will be developed by the project through investment in their knowledge and skills toprovide services to and be accountable to the CBOs and be paid by them over a period of time.

Believing community to community interactions and cross learning approach as the best vehiclefor social mobilization, formation of community institution and its nurturing with sustainableapproach. The Community Resource Person (CRP) strategy is the best strategy for targeting,mobilizing, forming and nurturing of SHGs and its federation at scale. These CRPs are communityleaders, who have long experience as members of organizations and have developed the faiththat SHGs are strong tools for empowerment. These successful women have emerged as CRPs in

ACTIVITIES IN TLC

2. Community Cadre

3. Community Resource Person Strategy

3838

the project to replicate the institutional building process in the new areas with their experientiallearning and inculcating best practices in their own institution.

With the learning of successful implementation of CRP strategy for the last 5 years in JEEViKA in55 blocks of nine districts (including three districts of Kosi region) of Bihar for forming qualitySHGs and Village organizations. As an evolving strategy and learning from different stateprojects JEEViKA has also identified and upgraded different types of CRPs as Scoping,Institution building, Trainer and Thematic CRPs. Presently, JEEViKA is having more than 5000functional CRPs who are contributing their effort in social mobilization and institution buildingprocess within and outside project.

Internal CRPs would be from SHGs having an experience of conducting 52 weekly meetings andhaving excellent articulation and communication skills to work with the community, having abilityto bring change and motivate others and will be willing to give time. Initially 5-10 potential CRPsfrom each JEEViKA promoted VO from each block will be identified (based on the followingcriteria), trained and clubbed into different teams for effective result.

Initially the fresh internal trained CRPs will be selected as CRP-apprentice / trainee and will bepart of SHG CRP team for at least one round of CRP drive and will render their services in villagesof the selected blocks/ districts. For at least one round of CRP drive fresh trained internal CRPswill be considered as CRP- Apprentice. Based on their performance during the drive the BPIUteam can consider to promote them as SHG-CRP. The broad job descriptions of each team areas follows:

: will be responsible for social mobilization, targeting, SHG formation, impartingbasic modular trainings, selection of potential community mobiliser, establishment of basic booksof records and document preparation for SHG bank account opening through communitymobiliser in atleast two villages during the proposed duration of drive. Initially the role ofcommunity mobilizer/literate CRP in the team will be of doing targeting and later on with theextension of their service for one month we can expect them for establishment of basic books ofrecords and document preparation for SHG bank account opening.

: will be responsible for imparting modular trainings (M-4) to all potential SHGs (tobe taken into the fold of VO), imparting basic modular trainings, selection of potential bookkeeperand establishment of basic books of records in the formed VO (RGB) in the proposed duration ofdrive.

will be responsible for social mobilization, creating awareness andgenerating demand and desirable result for specific thematic intervention as per the plan.

Who can be the Internal CRPs?

SHG CRP Team

VO CRP Team

Thematic CRP Team:

Job descriptions of the Internal CRP team

the project to replicate the institutional building process in the new areas with their experientiallearning and inculcating best practices in their own institution.

With the learning of successful implementation of CRP strategy for the last 5 years in JEEViKA in55 blocks of nine districts (including three districts of Kosi region) of Bihar for forming qualitySHGs and Village organizations. As an evolving strategy and learning from different stateprojects JEEViKA has also identified and upgraded different types of CRPs as Scoping,Institution building, Trainer and Thematic CRPs. Presently, JEEViKA is having more than 5000functional CRPs who are contributing their effort in social mobilization and institution buildingprocess within and outside project.

Internal CRPs would be from SHGs having an experience of conducting 52 weekly meetings andhaving excellent articulation and communication skills to work with the community, having abilityto bring change and motivate others and will be willing to give time. Initially 5-10 potential CRPsfrom each JEEViKA promoted VO from each block will be identified (based on the followingcriteria), trained and clubbed into different teams for effective result.

Initially the fresh internal trained CRPs will be selected as CRP-apprentice / trainee and will bepart of SHG CRP team for at least one round of CRP drive and will render their services in villagesof the selected blocks/ districts. For at least one round of CRP drive fresh trained internal CRPswill be considered as CRP- Apprentice. Based on their performance during the drive the BPIUteam can consider to promote them as SHG-CRP. The broad job descriptions of each team areas follows:

: will be responsible for social mobilization, targeting, SHG formation, impartingbasic modular trainings, selection of potential community mobiliser, establishment of basic booksof records and document preparation for SHG bank account opening through communitymobiliser in atleast two villages during the proposed duration of drive. Initially the role ofcommunity mobilizer/literate CRP in the team will be of doing targeting and later on with theextension of their service for one month we can expect them for establishment of basic books ofrecords and document preparation for SHG bank account opening.

: will be responsible for imparting modular trainings (M-4) to all potential SHGs (tobe taken into the fold of VO), imparting basic modular trainings, selection of potential bookkeeperand establishment of basic books of records in the formed VO (RGB) in the proposed duration ofdrive.

will be responsible for social mobilization, creating awareness andgenerating demand and desirable result for specific thematic intervention as per the plan.

Who can be the Internal CRPs?

SHG CRP Team

VO CRP Team

Thematic CRP Team:

Job descriptions of the Internal CRP team

3939

1- lw{e foÙk vFkkZr~ ekbØksQk;ukUl dk Lo:i

ekbØksQk;ukUl dh mi;ksfxrk

ifj;kstuk ds varxZr ekbØksQk;ukUl

lkeqnkf;d laxBuksa ds ifjis{; esa ekbdzksQk;ukUl ds vo;o ;k mudh xfrfof/k;kWa

1- lw{e cpr

cpr dh t:jr@ egRo

ekbØksQk;ukUl fiNys dqN le; esa ,d ,sls l'kDr ek/;e ds #i es mHkjk gS ftlds }kjk lekt ds misf{kr;k oafpr leqnk; tks vc rd foÙkh; lekos'ku ls nwj jgs gksa] mUgsa foÙkh; lgk;rk iznku dj muds thouLrj esa visf{kr o`f) fd;k tk ldk gSA ekbØksQk;ukUl xjhcksa dh vkfFkZd] lkekftd ,oa thfodksiktZulaca/kh vko';drkvksa dh iwfrZ djus esa dkjxj lkfcr gks jgh gSA

xjhc ,oa fu/kZu ifjokjkas rd foÙk lac/kh lsok,¡ igq¡pk dj muds fodkl esa lg;ksx djukAxjhcksa ds chp foÙk laca/kh vPNh vknrksa dks fodflr djukAfoÙkh; laLFkkvksa rd xjhcksa dh igqWp cukukAxjhcksa dks lkgqdkjksa@egktuksa ds 'kks"k.k ls cpkuk ,oa muds vkf/kiR;@paxqy ls ckgj fudkyukAxjhcksa ds vUnj dh {kerkvksa dks fodflr dj mUgsas LokcyEch cukus esa lg;ksx djukAxjhcksa ij foÙkh; laLFkkvksa dk fo'okl c<+kukAt:jr ds le; ;Fkk chekjh] nq?kZVuk esa vkfFkZd lqj{kk dop iznku djukAviuh t#jrksa ds iwjk gksus ls vkRefo'okl dk c<+uk ,oa fu.kZ; ysus dh {kerk esa c<+ksÙkjh djukAxjhcksa dks thfodksiktZu dh fn'kk esa lg;ksx djukAvkRefuHkZj gksus ls vius gd ds fy, vkokt cqyan djus esa xjhcksa dks ijks{k :i ls enn djukA

thfodk ifj;kstuk efgykvksa ds }kjk xfBr lkeqnkf;d laxBuksa ds ek/;e ls ifjokj dh thfodksiktZulaca/kh lalk/kuksa dks c<+kus gsrq dfVc) gSA vr% efgykvksa ds lewg cukdj ,oa izf'kf{kr dj mUgssa brukl'kDr fd;k tkrk gS fd os vius foÙk laca/kh fu.kZ; [kqn ys ldsaA la{ksi esa] thfodk ifj;kstukekbdzksQk;ukUl ls lacaf/kr fofHkUu xfrfof/k;ksa dks lkeqnkf;d laxBuksa dk ,d vfHkUu vax cukus gsrqiz;kljr jgsxkA

lw{e cpr vFkkZr~ NksVh cprlw{e _.k vFkkZr~ NksVk _.klw{e chek vFkkZr~ NksVh jde dk chek

¼jfeVkUl½ vFkkZr~ jde dk izs"k.k

lewg dh lnL;ksa }kjk viuh vYivk; esa ls [kpZ gksus okyh jkf'k dh dVkSrh dj Hkfo"; laca/kh ;kstukvksads fy, tks /ku jkf'k tek dh tkrh gS] og lw{e cpr gSA

NksVh&NksVh t:jrksa ds iwfÙkZ gsrq t#jh /ku ds fy, [kqn ij vkfJr gksukA[kpZ ij fu;a=.k djukA,d fuf/k dk fuekZ.k djukA

�

�

�

�

�

�

�

�

�

�

Remittance

1- lw{e foÙk vFkkZr~ ekbØksQk;ukUl dk Lo:i

ekbØksQk;ukUl dh mi;ksfxrk

ifj;kstuk ds varxZr ekbØksQk;ukUl

lkeqnkf;d laxBuksa ds ifjis{; esa ekbdzksQk;ukUl ds vo;o ;k mudh xfrfof/k;kWa

1- lw{e cpr

cpr dh t:jr@ egRo

ekbØksQk;ukUl fiNys dqN le; esa ,d ,sls l'kDr ek/;e ds #i es mHkjk gS ftlds }kjk lekt ds misf{kr;k oafpr leqnk; tks vc rd foÙkh; lekos'ku ls nwj jgs gksa] mUgsa foÙkh; lgk;rk iznku dj muds thouLrj esa visf{kr o`f) fd;k tk ldk gSA ekbØksQk;ukUl xjhcksa dh vkfFkZd] lkekftd ,oa thfodksiktZulaca/kh vko';drkvksa dh iwfrZ djus esa dkjxj lkfcr gks jgh gSA

xjhc ,oa fu/kZu ifjokjkas rd foÙk lac/kh lsok,¡ igq¡pk dj muds fodkl esa lg;ksx djukAxjhcksa ds chp foÙk laca/kh vPNh vknrksa dks fodflr djukAfoÙkh; laLFkkvksa rd xjhcksa dh igqWp cukukAxjhcksa dks lkgqdkjksa@egktuksa ds 'kks"k.k ls cpkuk ,oa muds vkf/kiR;@paxqy ls ckgj fudkyukAxjhcksa ds vUnj dh {kerkvksa dks fodflr dj mUgsas LokcyEch cukus esa lg;ksx djukAxjhcksa ij foÙkh; laLFkkvksa dk fo'okl c<+kukAt:jr ds le; ;Fkk chekjh] nq?kZVuk esa vkfFkZd lqj{kk dop iznku djukAviuh t#jrksa ds iwjk gksus ls vkRefo'okl dk c<+uk ,oa fu.kZ; ysus dh {kerk esa c<+ksÙkjh djukAxjhcksa dks thfodksiktZu dh fn'kk esa lg;ksx djukAvkRefuHkZj gksus ls vius gd ds fy, vkokt cqyan djus esa xjhcksa dks ijks{k :i ls enn djukA

thfodk ifj;kstuk efgykvksa ds }kjk xfBr lkeqnkf;d laxBuksa ds ek/;e ls ifjokj dh thfodksiktZulaca/kh lalk/kuksa dks c<+kus gsrq dfVc) gSA vr% efgykvksa ds lewg cukdj ,oa izf'kf{kr dj mUgssa brukl'kDr fd;k tkrk gS fd os vius foÙk laca/kh fu.kZ; [kqn ys ldsaA la{ksi esa] thfodk ifj;kstukekbdzksQk;ukUl ls lacaf/kr fofHkUu xfrfof/k;ksa dks lkeqnkf;d laxBuksa dk ,d vfHkUu vax cukus gsrqiz;kljr jgsxkA

lw{e cpr vFkkZr~ NksVh cprlw{e _.k vFkkZr~ NksVk _.klw{e chek vFkkZr~ NksVh jde dk chek

¼jfeVkUl½ vFkkZr~ jde dk izs"k.k

lewg dh lnL;ksa }kjk viuh vYivk; esa ls [kpZ gksus okyh jkf'k dh dVkSrh dj Hkfo"; laca/kh ;kstukvksads fy, tks /ku jkf'k tek dh tkrh gS] og lw{e cpr gSA

NksVh&NksVh t:jrksa ds iwfÙkZ gsrq t#jh /ku ds fy, [kqn ij vkfJr gksukA[kpZ ij fu;a=.k djukA,d fuf/k dk fuekZ.k djukA

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

Remittance

MICRO FINANCEMICRO FINANCE

4040

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

vkRefo'okl esa c<+ksÙkjh AcSad ls tqM+koAfnDdr ds le; ij vkfFkZd ennAeku lEeku esa c<+ksÙkjh A

O;fDrxr cpr ,oa laLFkkxr @ lkewfgd cpr A

O;fDrxr cpr % & vke vkneh }kjk viuh nSfud vko';drkvksa dh iwfrZ djrs gq, Hkh tks jkf'kcpr gksrh gS] mls O;fDrxr cpr dgrs gSaA

laLFkkxr@lkewfgd cpr %& lewg esa loZlEefr ls fu/kkZfjr dh xbZ ekU; jkf'k ftls fuf'pr le;;k vUrjky ij ,d LFkku ij tek djrs gaS] mls lkewfgd cpr ds rkSj ij le>k tk ldrk gSA

�

�

�

�

cpr ds izdkj

lewg ds varxZr fu;fer cpr esa vkus okyh vke leL;k,¡

lek/kku

lw{e ½.k (vkUrfjd ysu nsu)

fujarj ,oa fuf'pr vk; dh jkf'k dk u gksukAfu;fer cSBd esa 'kkfey u gksukAcpr ds egRo dks u le>ukAcpr jkf'k dk fu/kkZj.k lnL;ksa dh vkfFkZd {kerkvksa ds vuqlkj u gksukAfQtwy [kpZ dk gksukAvkdfLed leL;k@vkink dk vkukA

izf'k{k.k nsdj vkthfodk ds lalk/kuksa dks c<+kus esa enn nsukA blls fujUrj ,oa fuf'pr vk; dhfn'kk r; gksrh gSAcpr ds egRo dh tkudkjh nssukAfQtwy[kpZ dks jksdus ds fy, izf'k{k.k nsuk ,oa lnL;ksa }kjk fn, x, izf'k{k.k dks vius thou esamrkjukAvkdfLed leL;k ds ckjs esa tkx:d dj mlls cpus ds mik;ksa ij vey djukA

lewg lnL;ksa }kjk dh xbZ cpr vFkok vU; lalk/kuksa ls izkIr jkf'k esa ls lewg ds lnL;ksa dks vko';drk

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

vkRefo'okl esa c<+ksÙkjh AcSad ls tqM+koAfnDdr ds le; ij vkfFkZd ennAeku lEeku esa c<+ksÙkjh A

O;fDrxr cpr ,oa laLFkkxr @ lkewfgd cpr A

O;fDrxr cpr % & vke vkneh }kjk viuh nSfud vko';drkvksa dh iwfrZ djrs gq, Hkh tks jkf'kcpr gksrh gS] mls O;fDrxr cpr dgrs gSaA

laLFkkxr@lkewfgd cpr %& lewg esa loZlEefr ls fu/kkZfjr dh xbZ ekU; jkf'k ftls fuf'pr le;;k vUrjky ij ,d LFkku ij tek djrs gaS] mls lkewfgd cpr ds rkSj ij le>k tk ldrk gSA

�

�

�

�

cpr ds izdkj

lewg ds varxZr fu;fer cpr esa vkus okyh vke leL;k,¡

lek/kku

lw{e ½.k (vkUrfjd ysu nsu)

fujarj ,oa fuf'pr vk; dh jkf'k dk u gksukAfu;fer cSBd esa 'kkfey u gksukAcpr ds egRo dks u le>ukAcpr jkf'k dk fu/kkZj.k lnL;ksa dh vkfFkZd {kerkvksa ds vuqlkj u gksukAfQtwy [kpZ dk gksukAvkdfLed leL;k@vkink dk vkukA

izf'k{k.k nsdj vkthfodk ds lalk/kuksa dks c<+kus esa enn nsukA blls fujUrj ,oa fuf'pr vk; dhfn'kk r; gksrh gSAcpr ds egRo dh tkudkjh nssukAfQtwy[kpZ dks jksdus ds fy, izf'k{k.k nsuk ,oa lnL;ksa }kjk fn, x, izf'k{k.k dks vius thou esamrkjukAvkdfLed leL;k ds ckjs esa tkx:d dj mlls cpus ds mik;ksa ij vey djukA

lewg lnL;ksa }kjk dh xbZ cpr vFkok vU; lalk/kuksa ls izkIr jkf'k esa ls lewg ds lnL;ksa dks vko';drk

4141

iM+us ij _.k fn;k tkrk gS rFkk mDr _.k jkf'k dks lewg }kjk fu/kkZfjr le; o fdLrksa esa okil fy;ktkrk gSA bl izfdz;k dks lewg ds vkUrfjd ysu&nsu ds :i esa le>k tk ldrk gSA

t:jrean lnL;ksa dks le; ij vkfFkZd ykHk igq¡pkus gsrqAlnL;ksa ds chp iSls ds ysu&nsu dh Hkkouk dks fodflr djus gsrqAlewg esa foÙkh; vuq'kklu fodflr djus gsrqAlewg dk viuh lkeqnkf;d fuf/k dks fodflr djus gsrqAfoÙkh; laLFkkvksa ds lkFk lEc)rk dh fn'kk esa dne c<+kus esa enn gsrqAckgjh Jksrksa ls fy, tkusokys dtZ dks de djus gsrqA

NksVh&NksVh t:jrksa ds le; t#jr dh jkf'k rqjar fey tkrh gSAegktu ds ikl tkus ls eqfDr fey tkrh gSALoPN cSafdax dh vknr dk fodkl gksrk gSAfoÙkh; vuq'kklu O;fDrxr ,oa lkewfgd Lrj ij c<rk gSAfu.kZ; ysus dh {kerk esa o`f+) gksrh gSAHkfo"; dh ;kstukvksa dks cukus esa lg;ksx feyrk gSA_.k dh jkf'k miyC/k gksus ls jkstxkj laca/kh lalk/kuksa dks c<+kus esa lgwfy;r gksrh gSA

2-

,d fu/kZu ifjokj esgur etnwjh djds vkxs c<+us dh fn'kk esa dne gh c<+krk gS fd dqN leL;k,W tSlschekjh] e`R;q vkfn mls ihNs dh vksj /kdsy nsrh gaSA ,slh fLFkfr esa ;g t#jh gksrk gS fd ,sls ifjokjksa dkschek ds :i esa ,d lqj{kk dop feys rkfd muds ifjokjksa ds le{k vkusokyh leL;k ds funku esa lg;ksxfey ldsA vr% fnDdr ;Fkk nq?kZVuk ,oa e`R;q tSlh phtksa ls gksus okys foÙkh; uqdlku dh HkjikbZ gsrqmBk;k x;k dne chek ds nk;js esa vkrk gSA

thfodk ifj;kstuk ds ifjis{; esa xjhcksa rd fofHkUu izdkj dh chek ;kstukvksa dk igqWpuk egRoiw.kZ gkstkrk gSA bl lanHkZ esa vke vkneh chek ;kstuk tSlh ;kstukvksa ij ifj;kstuk ds }kjk dk;Z pkyw gks x;kgS rFkk vkusokys le; esa vU; chek ;kstukvksa ij Hkh dk;Z izkjEHk gksxkA vr% ifj;kstuk ls lacaf/kr dehZlkeqnkf;d laxBuksa ds lkFk gksus okyh fofHkUu cSBdksa esa chek ds egRo dks js[kkafdr djuk lqfuf'prdjsaA pwWfd chek dh vyx&vyx ;kstukvksa esa dqN ,deq'r jkf'k lacaf/kr lnL; dks Hkh nsuh gksrh gS]vr% ;g vkSj Hkh egRoiw.kZ gks tkrk gS fd chek ds ckjs esa lnL;ksa ,oa muds laxBuksa dks igys ls tkudkjhns nh tk, ,oa chek esa Hkkxhnkj cukus gsrq mUgsa rS;kj fd;k tk,A blls xjhcksa ds }kjk chek gsrq mudhlk>snkjh dkQh gn rd c<+sxh vkSj bldk ldkjkRed vlj muds thou esa cnyko dh fn'kk r;djsxkA

blls chek djk;s gq, O;fDr dks e`R;q ;k nq?kZVuk ds pyrs gqbZ foÙkh; {kfr dks dqN gn rd de djus esaenn feyrh gSA ifj;kstuk ds varxZr ewyr% fuEu izdkj dh chek ;kstukvksa ij dk;Z gksus dh izcylaHkkouk gS %&

% blds varxZr fdlh O;fDr dks dqN jde chek fdLr ds #i esachek daiuh dks nsuh iM+rh gS vkSj mlds ,ot esa chek daifu;ka e`R;q ;k nq?kZVuk gksus ij eqvkotk

�

�

�

lewg esa vkUrfjd ysu&nsu dh t:jr

vkarfjd ysu nsu ds Qk;ns

lw{e chek

�

�

�

�

�

�

�

�

�

�

�

�

�

(Micro Insurance)

thou chek@O;fDr dk chek

iM+us ij _.k fn;k tkrk gS rFkk mDr _.k jkf'k dks lewg }kjk fu/kkZfjr le; o fdLrksa esa okil fy;ktkrk gSA bl izfdz;k dks lewg ds vkUrfjd ysu&nsu ds :i esa le>k tk ldrk gSA

t:jrean lnL;ksa dks le; ij vkfFkZd ykHk igq¡pkus gsrqAlnL;ksa ds chp iSls ds ysu&nsu dh Hkkouk dks fodflr djus gsrqAlewg esa foÙkh; vuq'kklu fodflr djus gsrqAlewg dk viuh lkeqnkf;d fuf/k dks fodflr djus gsrqAfoÙkh; laLFkkvksa ds lkFk lEc)rk dh fn'kk esa dne c<+kus esa enn gsrqAckgjh Jksrksa ls fy, tkusokys dtZ dks de djus gsrqA

NksVh&NksVh t:jrksa ds le; t#jr dh jkf'k rqjar fey tkrh gSAegktu ds ikl tkus ls eqfDr fey tkrh gSALoPN cSafdax dh vknr dk fodkl gksrk gSAfoÙkh; vuq'kklu O;fDrxr ,oa lkewfgd Lrj ij c<rk gSAfu.kZ; ysus dh {kerk esa o`f+) gksrh gSAHkfo"; dh ;kstukvksa dks cukus esa lg;ksx feyrk gSA_.k dh jkf'k miyC/k gksus ls jkstxkj laca/kh lalk/kuksa dks c<+kus esa lgwfy;r gksrh gSA

2-

,d fu/kZu ifjokj esgur etnwjh djds vkxs c<+us dh fn'kk esa dne gh c<+krk gS fd dqN leL;k,W tSlschekjh] e`R;q vkfn mls ihNs dh vksj /kdsy nsrh gaSA ,slh fLFkfr esa ;g t#jh gksrk gS fd ,sls ifjokjksa dkschek ds :i esa ,d lqj{kk dop feys rkfd muds ifjokjksa ds le{k vkusokyh leL;k ds funku esa lg;ksxfey ldsA vr% fnDdr ;Fkk nq?kZVuk ,oa e`R;q tSlh phtksa ls gksus okys foÙkh; uqdlku dh HkjikbZ gsrqmBk;k x;k dne chek ds nk;js esa vkrk gSA

thfodk ifj;kstuk ds ifjis{; esa xjhcksa rd fofHkUu izdkj dh chek ;kstukvksa dk igqWpuk egRoiw.kZ gkstkrk gSA bl lanHkZ esa vke vkneh chek ;kstuk tSlh ;kstukvksa ij ifj;kstuk ds }kjk dk;Z pkyw gks x;kgS rFkk vkusokys le; esa vU; chek ;kstukvksa ij Hkh dk;Z izkjEHk gksxkA vr% ifj;kstuk ls lacaf/kr dehZlkeqnkf;d laxBuksa ds lkFk gksus okyh fofHkUu cSBdksa esa chek ds egRo dks js[kkafdr djuk lqfuf'prdjsaA pwWfd chek dh vyx&vyx ;kstukvksa esa dqN ,deq'r jkf'k lacaf/kr lnL; dks Hkh nsuh gksrh gS]vr% ;g vkSj Hkh egRoiw.kZ gks tkrk gS fd chek ds ckjs esa lnL;ksa ,oa muds laxBuksa dks igys ls tkudkjhns nh tk, ,oa chek esa Hkkxhnkj cukus gsrq mUgsa rS;kj fd;k tk,A blls xjhcksa ds }kjk chek gsrq mudhlk>snkjh dkQh gn rd c<+sxh vkSj bldk ldkjkRed vlj muds thou esa cnyko dh fn'kk r;djsxkA

blls chek djk;s gq, O;fDr dks e`R;q ;k nq?kZVuk ds pyrs gqbZ foÙkh; {kfr dks dqN gn rd de djus esaenn feyrh gSA ifj;kstuk ds varxZr ewyr% fuEu izdkj dh chek ;kstukvksa ij dk;Z gksus dh izcylaHkkouk gS %&

% blds varxZr fdlh O;fDr dks dqN jde chek fdLr ds #i esachek daiuh dks nsuh iM+rh gS vkSj mlds ,ot esa chek daifu;ka e`R;q ;k nq?kZVuk gksus ij eqvkotk

�

�

�

lewg esa vkUrfjd ysu&nsu dh t:jr

vkarfjd ysu nsu ds Qk;ns

lw{e chek

�

�

�

�

�

�

�

�

�

�

�

�

�

(Micro Insurance)

thou chek@O;fDr dk chek

4242

iznku djrh gSaA fofHkUu chek daifu;ksa ds }kjk fofHkUu rjg dh chek ;kstuk,W pyk;h tkrh gaSAvke vkneh chek ;kstuk ^^Hkkjrh; thou chek fuxe ds ek/;e ls** cM+s iSekus ij lkekftdlqj{kk ,tsaMs ds rgr pyk;h tkrh gSaSA bl ;kstuk ds varxZr lewg lnL; dks 100 #i;s izhfe;e

nsuk gksrk gSA ;g o"kZ ds fy;s gksrk gS rFkk ;g izR;sd o"kZ djkuk gksrk gSA vkevkneh ;kstuk esa tqM+us ds fy, lnL; dh mez 18 o"kZ ls 59 o"kZ rd gksrh gSA ;fn chfer lnL;dh e`R;q gksrh gS rks nq?kZVuk e`R;q esa 75000@& #0 rFkk lkekU; e`R;q esa 30]000@& #0 thouchek fuxe }kjk fn;k tkrk gSA

% dqN chek daifu;kW nq/kk# i'kqvksa dk chek djrh gSaA i'kq chek xzkeh.kifjis{; esa cgqr egRoiw.kZ gks tkrk gS D;kasfd cgqr lkjs fu/kZu ifjokjksa dh vkthfodk tkuojksa dslgkjs pyrh gSA i'kqvksa dh gkfu gksus ij iwjs ifjokj dh vkthfodk ij [krjk eaMjkus yxrk gSAvr% tkuojksa dk chek gksuk cgqr gh egRoiw.kZ gks tkrk gSA thfodk ifj;kstuk vkus okys le; esai'kq chek ij dk;Z djus gsrq fpark'khy vkSj izfrc) gSA

% dqN chek daifu;kW ekSle vk/kkfjr Qly chek iznku djrh gSa rkfd ekSle esa gq,cnyko ls gksus okys Qly dh gkfu dk vlj iwjh rjg fdlku ij u iM+ tk,A vr% d`f"k chektSlh phtksa dh 'kq:vkr chek daifu;ksa }kjk ljdkj ds lg;ksx ls fd;k tkrk gSA

3-

;g ,d ,slh foÙkh; lqfo/kk gS ftlds }kjk fu/kZu leqnk; ds yksx iSls dk vknku iznku nwj njkt dsbykds rd dj ldrs gSaA mnkjg.k ds rkSj ij vxj ge ikrs gSa fd fdlh ?kj dk ,d lnL; vius ?kj lsnwj dekus gsrq tkrk gS rks mldh igyh fQdz gksrh gS gj eghus iSlk ?kj rd igqWpkus dh rkfd ifjokj dslnL;ksa dk lgh ikyu&iks"k.k gks ldsA cSad ;k iksLV vkfQl ds tfj, dh lqfo/kk fu/kZuifjokjksa rd igqWpkbZ tk ldrh gSA xjhcksa rd bl ek/;e dh tkudkjh igaqpuk gh igyh t:jr gS vkSjblds ek/;e ls ifjokj ds lnL;ksa esa fujarj tqM+ko eglwl gksrk jgrk gSA tkudkjh u gksus dh n'kk esaxjhc ,oa fu/kZu yksxksa dk iSlk lQj ds le; esa vkijkf/kd rRoksa }kjk ywV fy;k tkrk gSA ,slh fLFkfr esa;g egRoiw.kZ gks tkrk gS fd laxBukRed Lrj ij foÙk&izs"k.k tSlh lqfo/kkvksa dh foLr`r tkudkjh yksxksads ikl jgs rFkk mlds mi;ksx gsrq yksxksa dks mRizsfjr fd;k tk,A

% thfodk ifj;kstuk ds varxZr fu/kZu ifjokjksa ds foÙkh; lekos'ku dhifjdYiuk dh x;h gSA O;kogkfjd :i esa lkeqnkf;d laxBuksa ds ek/;e ls bl ifjdYiuk dks,d ewÙkZ :i nsus dh dksf'k'k dh tk jgh gSA foÙkh; lekos'ku ,d egRoiw.kZ igyw ds :i esa mHkjjgk gS D;ksafd fodkl dk dksbZ Hkh izk:i blds fcuk v/kwjk lkfcr gksxkA ;g loZfofnr gS fdfodkl dh fn'kk esa dksbZ Hkh eqdke foÙk ds fcuk ik;k ugha tk ldrk gSA vr% ,sls leqnk;] tksfodkl ds jkLrs esa ihNs py jgs gSa ;k NwV x, gaS] mUgsa eq[;/kkjk dh foÙkh; laLFkkvksa ds lkFktksM+us gsrq thfodk ifj;kstuk d`r ladfYir gSA foÙkh; lekos'ku dh fn'kk esa oafpr leqnk;ksa dksu flQZ izf'kf{kr djds lkeqnkf;d laxBuks ds ek/;e ls tksM+k tk jgk gS] cfYd eq[;/kkjk dhlaLFkkuksa ls fofHkUu foÙkh; lsok,W izkIr djus gsrq mUgsa gj rjg ls lg;ksx fn;k tk jgk gSAifj;kstuk ds varxZr ;g Hkh lqfuf'pr djus dh dksf'k'k dh tk jgh gS fd Lo;a lgk;rk lewgksadk foÙkh; iks"k.k ds fy, cSadksa ds lkFk tqM+ko fujarj cuk jgsA

Renewal

�

�

�

i'kq chek@tkuoj chek

d`f"k chek

cSad ds lkFk lac)rk

Remittances (jfeVkUl) (foÙk izs"k.k ;k Hksth gqbZ jde)

Remittance

iznku djrh gSaA fofHkUu chek daifu;ksa ds }kjk fofHkUu rjg dh chek ;kstuk,W pyk;h tkrh gaSAvke vkneh chek ;kstuk ^^Hkkjrh; thou chek fuxe ds ek/;e ls** cM+s iSekus ij lkekftdlqj{kk ,tsaMs ds rgr pyk;h tkrh gSaSA bl ;kstuk ds varxZr lewg lnL; dks 100 #i;s izhfe;e

nsuk gksrk gSA ;g o"kZ ds fy;s gksrk gS rFkk ;g izR;sd o"kZ djkuk gksrk gSA vkevkneh ;kstuk esa tqM+us ds fy, lnL; dh mez 18 o"kZ ls 59 o"kZ rd gksrh gSA ;fn chfer lnL;dh e`R;q gksrh gS rks nq?kZVuk e`R;q esa 75000@& #0 rFkk lkekU; e`R;q esa 30]000@& #0 thouchek fuxe }kjk fn;k tkrk gSA

% dqN chek daifu;kW nq/kk# i'kqvksa dk chek djrh gSaA i'kq chek xzkeh.kifjis{; esa cgqr egRoiw.kZ gks tkrk gS D;kasfd cgqr lkjs fu/kZu ifjokjksa dh vkthfodk tkuojksa dslgkjs pyrh gSA i'kqvksa dh gkfu gksus ij iwjs ifjokj dh vkthfodk ij [krjk eaMjkus yxrk gSAvr% tkuojksa dk chek gksuk cgqr gh egRoiw.kZ gks tkrk gSA thfodk ifj;kstuk vkus okys le; esai'kq chek ij dk;Z djus gsrq fpark'khy vkSj izfrc) gSA

% dqN chek daifu;kW ekSle vk/kkfjr Qly chek iznku djrh gSa rkfd ekSle esa gq,cnyko ls gksus okys Qly dh gkfu dk vlj iwjh rjg fdlku ij u iM+ tk,A vr% d`f"k chektSlh phtksa dh 'kq:vkr chek daifu;ksa }kjk ljdkj ds lg;ksx ls fd;k tkrk gSA

3-

;g ,d ,slh foÙkh; lqfo/kk gS ftlds }kjk fu/kZu leqnk; ds yksx iSls dk vknku iznku nwj njkt dsbykds rd dj ldrs gSaA mnkjg.k ds rkSj ij vxj ge ikrs gSa fd fdlh ?kj dk ,d lnL; vius ?kj lsnwj dekus gsrq tkrk gS rks mldh igyh fQdz gksrh gS gj eghus iSlk ?kj rd igqWpkus dh rkfd ifjokj dslnL;ksa dk lgh ikyu&iks"k.k gks ldsA cSad ;k iksLV vkfQl ds tfj, dh lqfo/kk fu/kZuifjokjksa rd igqWpkbZ tk ldrh gSA xjhcksa rd bl ek/;e dh tkudkjh igaqpuk gh igyh t:jr gS vkSjblds ek/;e ls ifjokj ds lnL;ksa esa fujarj tqM+ko eglwl gksrk jgrk gSA tkudkjh u gksus dh n'kk esaxjhc ,oa fu/kZu yksxksa dk iSlk lQj ds le; esa vkijkf/kd rRoksa }kjk ywV fy;k tkrk gSA ,slh fLFkfr esa;g egRoiw.kZ gks tkrk gS fd laxBukRed Lrj ij foÙk&izs"k.k tSlh lqfo/kkvksa dh foLr`r tkudkjh yksxksads ikl jgs rFkk mlds mi;ksx gsrq yksxksa dks mRizsfjr fd;k tk,A

% thfodk ifj;kstuk ds varxZr fu/kZu ifjokjksa ds foÙkh; lekos'ku dhifjdYiuk dh x;h gSA O;kogkfjd :i esa lkeqnkf;d laxBuksa ds ek/;e ls bl ifjdYiuk dks,d ewÙkZ :i nsus dh dksf'k'k dh tk jgh gSA foÙkh; lekos'ku ,d egRoiw.kZ igyw ds :i esa mHkjjgk gS D;ksafd fodkl dk dksbZ Hkh izk:i blds fcuk v/kwjk lkfcr gksxkA ;g loZfofnr gS fdfodkl dh fn'kk esa dksbZ Hkh eqdke foÙk ds fcuk ik;k ugha tk ldrk gSA vr% ,sls leqnk;] tksfodkl ds jkLrs esa ihNs py jgs gSa ;k NwV x, gaS] mUgsa eq[;/kkjk dh foÙkh; laLFkkvksa ds lkFktksM+us gsrq thfodk ifj;kstuk d`r ladfYir gSA foÙkh; lekos'ku dh fn'kk esa oafpr leqnk;ksa dksu flQZ izf'kf{kr djds lkeqnkf;d laxBuks ds ek/;e ls tksM+k tk jgk gS] cfYd eq[;/kkjk dhlaLFkkuksa ls fofHkUu foÙkh; lsok,W izkIr djus gsrq mUgsa gj rjg ls lg;ksx fn;k tk jgk gSAifj;kstuk ds varxZr ;g Hkh lqfuf'pr djus dh dksf'k'k dh tk jgh gS fd Lo;a lgk;rk lewgksadk foÙkh; iks"k.k ds fy, cSadksa ds lkFk tqM+ko fujarj cuk jgsA

Renewal

�

�

�

i'kq chek@tkuoj chek

d`f"k chek

cSad ds lkFk lac)rk

Remittances (jfeVkUl) (foÙk izs"k.k ;k Hksth gqbZ jde)

Remittance

4343

�

�

�

�

�

cSad ds lkFk lac)rk dh t:jr

cSad ls tqM+ko dk rjhdk

cSad esa cpr [kkrk [kksyuk

cSad [kkrk [kksyus@[kqyokus ls iwoZ dh rS;kfj;k¡

cSad [kkrk [kksyus gsrq vko';d nLrkost

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

lewg ds iSls dks lgh rjhds ls lajf{kr djus gsrqAlewg dh foRrh; t:jrksa dks iwjk djus ds fy, eq[;/kkjk dh laLFkkvksa ls tksM+us gsrqAlewg ds vanj vkRefo'okl c<+kus gsrqAlewg ds ckgj ,d ,sls laLFkku ls tqM+ko gks ftlls vkus okys le; esa vkthfodk ds lalk/kuksadks c<+kus esa gj rjg dh lgk;rk fey ldsA

cSad esa cpr [kkrk [kksydjAcSad ds lkFk ØsfMV fyadst lqfuf'pr djok djA

& ;g lewg dk cSad ds lkFk izFke Lrj dk tqM+ko gksrk gSS rkfd lewgds lnL;ksa dh igqWp eq[;/kkjk dh foÙkh; laLFkkuksa ds lkFk gks ldsA

&Lo;a lgk;rk lewg ds lnL;ksa }kjk fu;fer cpr gksuh pkfg,ALo;a lgk;rk lewg dh ys[kkadu iqfLrdkvksa dk lgh rjhds ls fy[kk gksuk pkfg,ALo;a lgk;rk lewg ds izfrfuf/k;ksa dks gLrk{kj djuk vkuk pkfg,ALo;a lgk;rk lewg dk cSad esa [kkrk [kksyus gsrq dk;Zokgh iqfLrdk dks iw.kZ :is.k fy[kk gksukpkfg,] ftlesa lHkh lnL;ksa ds gLrk{kj@v¡xwBs dk fu'kku Li"V :i ls gksALkewg ds izfrfuf/k;ksa ds QksVks dh rhu izfr dk vius ikl gksuklqfuf'pr djukAvkokl ,oa igpku dh lR;rk LFkkfir djus gsrq igpku i=

dk vius ikl lqfuf'pr djukA

&lewg ds xBu ds fnu fy[kh xbZ dk;Zokgh iqfLrdk dh Nk;kizfr¼izFke cSBd½Alewg ds }kjk cuk;s x;s ¼fu;ekoyh½ dh Nk;kizfrAcSad [kkrk [kqyokus gsrq fy;s x;s fu.kZ; dh Nk;kizfrAlewg ds izfrfuf/k;ksa dk QksVks Alewg ds izfrfuf/k;ksa dk ds0okbZ0lh gsrq izek.k i= ftlesa irkvkSj igpku nksuks dk izek.k ntZ gksA lkekU;r% ;g nksuks izek.k lewg lnL;ksa esa fuEunLrkostksa esa fey tkrs gS &1- ernkrk igpku Ik=2- eujsxk dk tkWc dkMZ3- ch-Mh-vks- }kjk tkjh vkoklh; igpku i=cSad [kkrk [kksyus okyk iw.kZr% Hkjk gqvk vkosnu i=Alewg ds lkjs lnL;ksa dk xzqi QksVks rFkk O;fDrxr QksVksA[kkrk lapkyu gsrq p;fur izfrfuf/k;ksa ds pquko lacaf/kr cSBd dk fu.kZ; ,oa ml cSBd lslacaf/kr dk;Zokgh iqfLrdk dh Nk;kizfrAlewg ds eksgj dh t#jr Hkh iM+rh gSAcSad esa lHkh dkxTkkr ij lewg dk eksgj ,oa izkf/kd`r lnL;ksa dk gLrk{kj [kkrk [kksyus dsfy, vko';d gSAlnL;ksa dh lwph ftlesa muds uke] ifr ;k firk dk uke] mez] O;olk; vkfn mfYyf[kr gksa

¼v/;{k] lfpo] dks"kk/;{k½

¼ernkrk igpku i=] eujsxkdk tkWcdkMZ] ch-Mh-vks- }kjk tkjh vkoklh; igpku i=½

¼v/;{k] lfpo] dks"kk/;{k½

Bylaws

�

�

�

�

�

cSad ds lkFk lac)rk dh t:jr

cSad ls tqM+ko dk rjhdk

cSad esa cpr [kkrk [kksyuk

cSad [kkrk [kksyus@[kqyokus ls iwoZ dh rS;kfj;k¡

cSad [kkrk [kksyus gsrq vko';d nLrkost

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

lewg ds iSls dks lgh rjhds ls lajf{kr djus gsrqAlewg dh foRrh; t:jrksa dks iwjk djus ds fy, eq[;/kkjk dh laLFkkvksa ls tksM+us gsrqAlewg ds vanj vkRefo'okl c<+kus gsrqAlewg ds ckgj ,d ,sls laLFkku ls tqM+ko gks ftlls vkus okys le; esa vkthfodk ds lalk/kuksadks c<+kus esa gj rjg dh lgk;rk fey ldsA

cSad esa cpr [kkrk [kksydjAcSad ds lkFk ØsfMV fyadst lqfuf'pr djok djA

& ;g lewg dk cSad ds lkFk izFke Lrj dk tqM+ko gksrk gSS rkfd lewgds lnL;ksa dh igqWp eq[;/kkjk dh foÙkh; laLFkkuksa ds lkFk gks ldsA

&Lo;a lgk;rk lewg ds lnL;ksa }kjk fu;fer cpr gksuh pkfg,ALo;a lgk;rk lewg dh ys[kkadu iqfLrdkvksa dk lgh rjhds ls fy[kk gksuk pkfg,ALo;a lgk;rk lewg ds izfrfuf/k;ksa dks gLrk{kj djuk vkuk pkfg,ALo;a lgk;rk lewg dk cSad esa [kkrk [kksyus gsrq dk;Zokgh iqfLrdk dks iw.kZ :is.k fy[kk gksukpkfg,] ftlesa lHkh lnL;ksa ds gLrk{kj@v¡xwBs dk fu'kku Li"V :i ls gksALkewg ds izfrfuf/k;ksa ds QksVks dh rhu izfr dk vius ikl gksuklqfuf'pr djukAvkokl ,oa igpku dh lR;rk LFkkfir djus gsrq igpku i=

dk vius ikl lqfuf'pr djukA

&lewg ds xBu ds fnu fy[kh xbZ dk;Zokgh iqfLrdk dh Nk;kizfr¼izFke cSBd½Alewg ds }kjk cuk;s x;s ¼fu;ekoyh½ dh Nk;kizfrAcSad [kkrk [kqyokus gsrq fy;s x;s fu.kZ; dh Nk;kizfrAlewg ds izfrfuf/k;ksa dk QksVks Alewg ds izfrfuf/k;ksa dk ds0okbZ0lh gsrq izek.k i= ftlesa irkvkSj igpku nksuks dk izek.k ntZ gksA lkekU;r% ;g nksuks izek.k lewg lnL;ksa esa fuEunLrkostksa esa fey tkrs gS &1- ernkrk igpku Ik=2- eujsxk dk tkWc dkMZ3- ch-Mh-vks- }kjk tkjh vkoklh; igpku i=cSad [kkrk [kksyus okyk iw.kZr% Hkjk gqvk vkosnu i=Alewg ds lkjs lnL;ksa dk xzqi QksVks rFkk O;fDrxr QksVksA[kkrk lapkyu gsrq p;fur izfrfuf/k;ksa ds pquko lacaf/kr cSBd dk fu.kZ; ,oa ml cSBd lslacaf/kr dk;Zokgh iqfLrdk dh Nk;kizfrAlewg ds eksgj dh t#jr Hkh iM+rh gSAcSad esa lHkh dkxTkkr ij lewg dk eksgj ,oa izkf/kd`r lnL;ksa dk gLrk{kj [kkrk [kksyus dsfy, vko';d gSAlnL;ksa dh lwph ftlesa muds uke] ifr ;k firk dk uke] mez] O;olk; vkfn mfYyf[kr gksa

¼v/;{k] lfpo] dks"kk/;{k½

¼ernkrk igpku i=] eujsxkdk tkWcdkMZ] ch-Mh-vks- }kjk tkjh vkoklh; igpku i=½

¼v/;{k] lfpo] dks"kk/;{k½

Bylaws

4444

uksV% ,d igpku i= dh t:jr mudh igpku ds fy, gksrh gS rFkk nwljs dh t:jr muds vkokl&laca/kh irs dsfy, gksrh gSA bl rjg nks izdkj ds igpku i= dh t#jr gksrh gSA lewg ds izfrfuf/k;ksa ds fy, ;g t#jh gS fd osbldk izca/k dj ysaA ,d gksrk gS vkoklh; lR;rk LFkkfir djus ds fy, rks nwljk gksrk gS igpku LFkkfir djus dsfy,A bl en esa pquko vk;ksx }kjk fuxZr pquko dkMZ] iz[kaM }kjk fuxZr vkoklh; izek.k i=] fctyh fcy]VsfyQksu fcy bR;kfn lh/ks rkSj ij ekU; gks tkrs gSaA

blds vykok ljdkjh ra= ls lacaf/kr vf/kdkjh@izfrfuf/k mu igpkuksa dks lR;kfir djus esa l{ke gSaA bl ckr dkmYys[k jkT; Lrjh; cSadlZ lfefr ds }kjk fuxZr izi= esa Li"V gS tks bl eSuqvy ds lkFk layXu Hkh gSA bl izi= dkmi;ksx ifj;kstuk dfeZ;ksa }kjk fd;k tkuk pkfg,A

�

�

�

lewg dk cSad [kkrk ugha [kksyus ls gksus okyh gkfu

cSad [kkrk [kksyus esa gksus okyh fnDdrsa

cSad [kkrk [kksyus esa gksus okyh fnDdrksa dk lek/kku

&lewg esa vf/kd iSlk gks tkus ij j[k&j[kko esa fnDdrAlewg esa j[ks iSlksa ds nq#i;ksx dh laHkkouk c<+ tkrh gSAcSad ds lkFk foRrh; lekos'ku ugha gks ikrk gSA blls Hkfo"; dh t:jrksa ds fy, fQj lsegktuksa ij fuHkZj gksuk iM+rk gSAcM+h t:jrksa dh iwfrZ gksus esa fnDdr dk lkeuk djuk iM+rk gSA

cSad dk 'kq:vkrh nkSj eas lewg ij fo'okl u gksukAlewg }kjk tek fd;s tkus okys nLrkostksa dk iw.kZ:i ls u Hkjk gksuk & dk;Zokgh iqfLrdk dkdk lgh <ax ls u fy[kk gksuk] nks dh txg ,d gh igpku i= dk tek djuk ¼lHkh nLrkostksadk tek u gksuk½ bR;kfnAcSad }kjk [kkrk [kksyus gsrq vk'oklu nsuk] ysfdu VkyeVksy djukA

ls lacaf/kr t:jrksa dks iwjk djus gsrq lnL;ksa ds ikl lacaf/kr nLrkost dk u gksukA

loZizFke ifj;kstuk ds iz[kaM izfrfuf/k dks cSad ¼'kk[kk izca/kd½ dss lkFk feydj ifj;kstuk dsmn~ns'; ,oa dk;Z ;kstuk ds ckjs esa iw.kZ tkudkjh nsuh pkfg,A

lHkh t:jh nLrkostksa dks iw.kZr% Hkj dj tek djuk pkfg,A

vxj cSad dk dksbZ izfrfuf/k lewg dk xzke&Lrj ij Hkze.k djuk pkgs rks mls vo'; Hkze.kdjkuk pkfg,A

ifj;kstuk ds izfrfuf/k dks 'kk[kk izca/kd ds lkFk fopkj&foe'kZ gsrq ,sls le; tkuk pkfg,tc mlds ikl i;kZIr le; gksA foRrh; ysu&nsu ds le; 'kk[kk izca/kd 'kk;n vkidksT;knk le; ugha ns ik;asA

izfrfuf/k ds :i esa ,sls O;fDr dks tkuk pkfg, tks lgh rjhds ls lHkh ckrksa dks j[k ldsA

vxj cSad izca/kd u Hkh eku jgs gksa rks T;knk mÙksftr ugha gksuk pkfg,A cSad izca/kd ds lkFkfdlh Hkh ifjfLFkfr esa lnHkkoiw.kZ fj'rk cukdj j[kuk pkfg,A dqN fcanqvksa ij lg;ksx ;klek/kku u gksus dh fn'kk esa ifj;kstuk ls lacaf/kr ftEesnkj yksxksa rd viuh ckr t#j j[ksaAifjfLFkfr ds vuq:Ik lkjh leL;kvksa dk lek/kku laHko gSA

vxj dksbZ cSad 'kk[kk fdlh Hkh ifjfLFkfr esaa dk;Z djus dks rS;kj ugha gS rc mlh cSad dsÅijh Lrj ij leL;k dks j[kuk pkfg, rkfd lacaf/kr 'kk[kk dks ekxZn'kZu fey ldsA

�

�

�

�

�

�

�

�

�

�

�

�

�

�

KYC

uksV% ,d igpku i= dh t:jr mudh igpku ds fy, gksrh gS rFkk nwljs dh t:jr muds vkokl&laca/kh irs dsfy, gksrh gSA bl rjg nks izdkj ds igpku i= dh t#jr gksrh gSA lewg ds izfrfuf/k;ksa ds fy, ;g t#jh gS fd osbldk izca/k dj ysaA ,d gksrk gS vkoklh; lR;rk LFkkfir djus ds fy, rks nwljk gksrk gS igpku LFkkfir djus dsfy,A bl en esa pquko vk;ksx }kjk fuxZr pquko dkMZ] iz[kaM }kjk fuxZr vkoklh; izek.k i=] fctyh fcy]VsfyQksu fcy bR;kfn lh/ks rkSj ij ekU; gks tkrs gSaA

blds vykok ljdkjh ra= ls lacaf/kr vf/kdkjh@izfrfuf/k mu igpkuksa dks lR;kfir djus esa l{ke gSaA bl ckr dkmYys[k jkT; Lrjh; cSadlZ lfefr ds }kjk fuxZr izi= esa Li"V gS tks bl eSuqvy ds lkFk layXu Hkh gSA bl izi= dkmi;ksx ifj;kstuk dfeZ;ksa }kjk fd;k tkuk pkfg,A

�

�

�

lewg dk cSad [kkrk ugha [kksyus ls gksus okyh gkfu

cSad [kkrk [kksyus esa gksus okyh fnDdrsa

cSad [kkrk [kksyus esa gksus okyh fnDdrksa dk lek/kku

&lewg esa vf/kd iSlk gks tkus ij j[k&j[kko esa fnDdrAlewg esa j[ks iSlksa ds nq#i;ksx dh laHkkouk c<+ tkrh gSAcSad ds lkFk foRrh; lekos'ku ugha gks ikrk gSA blls Hkfo"; dh t:jrksa ds fy, fQj lsegktuksa ij fuHkZj gksuk iM+rk gSAcM+h t:jrksa dh iwfrZ gksus esa fnDdr dk lkeuk djuk iM+rk gSA

cSad dk 'kq:vkrh nkSj eas lewg ij fo'okl u gksukAlewg }kjk tek fd;s tkus okys nLrkostksa dk iw.kZ:i ls u Hkjk gksuk & dk;Zokgh iqfLrdk dkdk lgh <ax ls u fy[kk gksuk] nks dh txg ,d gh igpku i= dk tek djuk ¼lHkh nLrkostksadk tek u gksuk½ bR;kfnAcSad }kjk [kkrk [kksyus gsrq vk'oklu nsuk] ysfdu VkyeVksy djukA

ls lacaf/kr t:jrksa dks iwjk djus gsrq lnL;ksa ds ikl lacaf/kr nLrkost dk u gksukA

loZizFke ifj;kstuk ds iz[kaM izfrfuf/k dks cSad ¼'kk[kk izca/kd½ dss lkFk feydj ifj;kstuk dsmn~ns'; ,oa dk;Z ;kstuk ds ckjs esa iw.kZ tkudkjh nsuh pkfg,A

lHkh t:jh nLrkostksa dks iw.kZr% Hkj dj tek djuk pkfg,A

vxj cSad dk dksbZ izfrfuf/k lewg dk xzke&Lrj ij Hkze.k djuk pkgs rks mls vo'; Hkze.kdjkuk pkfg,A

ifj;kstuk ds izfrfuf/k dks 'kk[kk izca/kd ds lkFk fopkj&foe'kZ gsrq ,sls le; tkuk pkfg,tc mlds ikl i;kZIr le; gksA foRrh; ysu&nsu ds le; 'kk[kk izca/kd 'kk;n vkidksT;knk le; ugha ns ik;asA

izfrfuf/k ds :i esa ,sls O;fDr dks tkuk pkfg, tks lgh rjhds ls lHkh ckrksa dks j[k ldsA

vxj cSad izca/kd u Hkh eku jgs gksa rks T;knk mÙksftr ugha gksuk pkfg,A cSad izca/kd ds lkFkfdlh Hkh ifjfLFkfr esa lnHkkoiw.kZ fj'rk cukdj j[kuk pkfg,A dqN fcanqvksa ij lg;ksx ;klek/kku u gksus dh fn'kk esa ifj;kstuk ls lacaf/kr ftEesnkj yksxksa rd viuh ckr t#j j[ksaAifjfLFkfr ds vuq:Ik lkjh leL;kvksa dk lek/kku laHko gSA

vxj dksbZ cSad 'kk[kk fdlh Hkh ifjfLFkfr esaa dk;Z djus dks rS;kj ugha gS rc mlh cSad dsÅijh Lrj ij leL;k dks j[kuk pkfg, rkfd lacaf/kr 'kk[kk dks ekxZn'kZu fey ldsA

�

�

�

�

�

�

�

�

�

�

�

�

�

�

KYC

4545

ifj;kstuk ds varxZr vkjafHkd iwathdj.k fuf/k dh jkf'k dks fofHkUu pj.kksaesa foHkDr fd;k x;k gS tks fuEufyf[kr gS %&

vkjafHkd iwathdj.k fuf/k dk eq[; edln gS lewg dh xjhc lnL;ksa dh t:jrksa ds fy, iwath dh miyC/krklgt :i ls lkeqnkf;d laxBu ds ek/;e ls lqfuf'pr djokukA bl fuf/k ls lewg ds lnL; viuhNksVh&NksVh t:jrksa tSls chekjh] 'kknh&C;kg] jkstxkj vkfn dh iwfrZ djrs gSaA pwWfd Lo;a lgk;rk lewgcukus dh izfØ;k ifj;kstuk esa LFkkfir gks pqdh gS] vr% le>k tk ldrk gS fd lewg dh fu.kZ; {kerk blLrj ij vk x;h gS fd ifj;kstuk }kjk nh x;h jde dk os lgh mi;ksx dj ldsaxsA bl fu.kZ; {kerk dksetcwrh iznku djus gsrq ifj;kstuk }kjk lewgksa dks 3 ls 4 ekM~;wy ij izf’k{k.k fn;k tkrk gSA ;g ekM~;wylewg ds lnL;ksa dk lewg dh t:jr] foÙkh; vuq'kklu] yhMj'khi tSls eqn~nksa ij {kerko/kZu djrh gS vkSj;g mEehn j[krh gS fd lnL; bl {kerko/kZu dks vius thou esa Hkh vkRelkr djsaxsA bldk vfHkizk; ;g gSfd dgh ,oa lquh x;h phtksa dks oLrqr% lewg ds lnL; O;ogkj esa yk;saxsA bUgha phtksa dks /;ku esa j[krs gq,orZeku esa vkjfEHkd iwathdj.k fuf/k ds vUrxZr vf/kdre 50]000 #- dh jkf'k r; dh x;h gSA bls ikus gsrqdqN vfuok;Z vgZrk,¡ gSa rFkk bls iwjh bZekunkjh ds lkFk mi;ksx djus ds ckn lewg dks ykSVkuh gksrh gSAlw{e fu;kstu dh izfdz;k iwjh gksus ds ckn gh dh jkf'k nh tk ldrh gSA ;g /;ku jgs dh lewg dh lw{efu;kstu izfdz;k Bhd <a+x ls gks vkSj lkjs lnL;ksa dks bldh tkudkjh vPNs rjhds ls gksA

xzkeh.k Lrj ij ;g ns[kk ,oa vuqHko fd;k x;k gS fd ,d xjhc vius ifjokj ds lkFk dM+h esguretnwjh djds vkxs c<+ Hkh tkrk gS ;k c<+us dh fn'kk esa dne c<+krk gS rks ,d chekjh ¼LokLF; lslacaf/kr dkj.k½ iwjh rjg ls mls ihNs /kdsy nsrh gSA og vkfFkZd :i ls detksj gks tkrk gS vkSj mldsckn Hkh vxj og iw.kZ:is.k Bhd u gks ik;k gks rks egktuksa }kjk nh x;h jkf'k dk cks> mls iwjh rjg rksM+nsrh gSA NksVh vFkok cM+h jde ds ,ot esa ,d xjhc vkneh dks cgqr rjg ds le>kSrs djus iM+rs gSaAmls viuh laifÙk vFkok etnwjh rd fxjoh j[kuh iM+rh gSA mldh vkokt ean iM+ tkrh gSA buifjfLFkfr;ksa ls xjhc O;fDr dks cpkus gsrq ifj;kstuk ds vuqHko ds vk/kkj ij ,d fuf/k dk xBu fd;kx;k gS ftls ^^LokLF; lqj{kk fuf/k** dgrs gSaA bl fuf/k dks xzke laxBu ds Lrj ij j[kk x;k gS rkfdbldk leqfpr mi;ksx lkewfgd lgefr ds vk/kkj ij fd;k tk ldsA bl fuf/k dk mi;ksx lewg dslnL; LokLF; laca/kh t:jrksa dks iwjk djus ds fy, djrs gSaA bl fuf/k ls lacaf/kr foLr`r tkudkjh

dh ekxZnf'kZdk esa layXu gSA

lkeqnkf;d laxBuksa ds lkFk dke djrs gq, thfodk ifj;kstuk dks bl ckr dk vuqHko gqvk fd xzke Lrjij okLrfod fodkl dh [kud rHkh lqukbZ iM+sxh tc lewg ds lnL; bl ckr ds fy, iqjtksj dksf'k'kdjsa rFkk ;g lqfuf'pr djsa fd lacaf/kr xkWo dk dksbZ Hkh ifjokj Hkw[ks isV u jgk gksA bl vk'k; dks ewrZ:i nsus gsrq ;g egRoiw.kZ gks tkrk gS fd xzke laxBu Lrj ij ,d ,slh fuf/k dk fuekZ.k gks ftldkbLrseky lnL; }kjk [kk| lqj{kk gsrq fd;k tk ldsA xzkeh.k Lrj ij [kk| lqj{kk dh ifjdYiuk dkslkdkj djus gsrq [kk| lqj{kk fuf/k dk fuekZ.k fd;k x;k gSA bl fuf/k dk mi;ksx lewg ds lnL;ksa ds}kjk [kk|kUu dh t#jrksa dks iwjk djus gsrq fd;k tkrk gSA lkeqnkf;d laxBu bl ckr ij tksj nsrs gSafd muds dksbZ lnL; [kk|kUu vlqj{kk ds Hkko ls xzflr u gksaA bl fuf/k dh foLr`r tkudkjh [kk|kUulqj{kk fuf/k ls lacaf/kr ekxZnf'kZdk esas nh xbZ gSA

(Community Investment Fund)

(ICF – Initial capitalization Fund)

ICF

(Health Risk Fund)

HRF

(Food Security Fund)

4- vkjafHkd iwathdj.k fuf/k

LokLF; lqj{kk fuf/k

[kk| lqj{kk fuf/k

�

�

ifj;kstuk ds varxZr vkjafHkd iwathdj.k fuf/k dh jkf'k dks fofHkUu pj.kksaesa foHkDr fd;k x;k gS tks fuEufyf[kr gS %&

vkjafHkd iwathdj.k fuf/k dk eq[; edln gS lewg dh xjhc lnL;ksa dh t:jrksa ds fy, iwath dh miyC/krklgt :i ls lkeqnkf;d laxBu ds ek/;e ls lqfuf'pr djokukA bl fuf/k ls lewg ds lnL; viuhNksVh&NksVh t:jrksa tSls chekjh] 'kknh&C;kg] jkstxkj vkfn dh iwfrZ djrs gSaA pwWfd Lo;a lgk;rk lewgcukus dh izfØ;k ifj;kstuk esa LFkkfir gks pqdh gS] vr% le>k tk ldrk gS fd lewg dh fu.kZ; {kerk blLrj ij vk x;h gS fd ifj;kstuk }kjk nh x;h jde dk os lgh mi;ksx dj ldsaxsA bl fu.kZ; {kerk dksetcwrh iznku djus gsrq ifj;kstuk }kjk lewgksa dks 3 ls 4 ekM~;wy ij izf’k{k.k fn;k tkrk gSA ;g ekM~;wylewg ds lnL;ksa dk lewg dh t:jr] foÙkh; vuq'kklu] yhMj'khi tSls eqn~nksa ij {kerko/kZu djrh gS vkSj;g mEehn j[krh gS fd lnL; bl {kerko/kZu dks vius thou esa Hkh vkRelkr djsaxsA bldk vfHkizk; ;g gSfd dgh ,oa lquh x;h phtksa dks oLrqr% lewg ds lnL; O;ogkj esa yk;saxsA bUgha phtksa dks /;ku esa j[krs gq,orZeku esa vkjfEHkd iwathdj.k fuf/k ds vUrxZr vf/kdre 50]000 #- dh jkf'k r; dh x;h gSA bls ikus gsrqdqN vfuok;Z vgZrk,¡ gSa rFkk bls iwjh bZekunkjh ds lkFk mi;ksx djus ds ckn lewg dks ykSVkuh gksrh gSAlw{e fu;kstu dh izfdz;k iwjh gksus ds ckn gh dh jkf'k nh tk ldrh gSA ;g /;ku jgs dh lewg dh lw{efu;kstu izfdz;k Bhd <a+x ls gks vkSj lkjs lnL;ksa dks bldh tkudkjh vPNs rjhds ls gksA

xzkeh.k Lrj ij ;g ns[kk ,oa vuqHko fd;k x;k gS fd ,d xjhc vius ifjokj ds lkFk dM+h esguretnwjh djds vkxs c<+ Hkh tkrk gS ;k c<+us dh fn'kk esa dne c<+krk gS rks ,d chekjh ¼LokLF; lslacaf/kr dkj.k½ iwjh rjg ls mls ihNs /kdsy nsrh gSA og vkfFkZd :i ls detksj gks tkrk gS vkSj mldsckn Hkh vxj og iw.kZ:is.k Bhd u gks ik;k gks rks egktuksa }kjk nh x;h jkf'k dk cks> mls iwjh rjg rksM+nsrh gSA NksVh vFkok cM+h jde ds ,ot esa ,d xjhc vkneh dks cgqr rjg ds le>kSrs djus iM+rs gSaAmls viuh laifÙk vFkok etnwjh rd fxjoh j[kuh iM+rh gSA mldh vkokt ean iM+ tkrh gSA buifjfLFkfr;ksa ls xjhc O;fDr dks cpkus gsrq ifj;kstuk ds vuqHko ds vk/kkj ij ,d fuf/k dk xBu fd;kx;k gS ftls ^^LokLF; lqj{kk fuf/k** dgrs gSaA bl fuf/k dks xzke laxBu ds Lrj ij j[kk x;k gS rkfdbldk leqfpr mi;ksx lkewfgd lgefr ds vk/kkj ij fd;k tk ldsA bl fuf/k dk mi;ksx lewg dslnL; LokLF; laca/kh t:jrksa dks iwjk djus ds fy, djrs gSaA bl fuf/k ls lacaf/kr foLr`r tkudkjh

dh ekxZnf'kZdk esa layXu gSA

lkeqnkf;d laxBuksa ds lkFk dke djrs gq, thfodk ifj;kstuk dks bl ckr dk vuqHko gqvk fd xzke Lrjij okLrfod fodkl dh [kud rHkh lqukbZ iM+sxh tc lewg ds lnL; bl ckr ds fy, iqjtksj dksf'k'kdjsa rFkk ;g lqfuf'pr djsa fd lacaf/kr xkWo dk dksbZ Hkh ifjokj Hkw[ks isV u jgk gksA bl vk'k; dks ewrZ:i nsus gsrq ;g egRoiw.kZ gks tkrk gS fd xzke laxBu Lrj ij ,d ,slh fuf/k dk fuekZ.k gks ftldkbLrseky lnL; }kjk [kk| lqj{kk gsrq fd;k tk ldsA xzkeh.k Lrj ij [kk| lqj{kk dh ifjdYiuk dkslkdkj djus gsrq [kk| lqj{kk fuf/k dk fuekZ.k fd;k x;k gSA bl fuf/k dk mi;ksx lewg ds lnL;ksa ds}kjk [kk|kUu dh t#jrksa dks iwjk djus gsrq fd;k tkrk gSA lkeqnkf;d laxBu bl ckr ij tksj nsrs gSafd muds dksbZ lnL; [kk|kUu vlqj{kk ds Hkko ls xzflr u gksaA bl fuf/k dh foLr`r tkudkjh [kk|kUulqj{kk fuf/k ls lacaf/kr ekxZnf'kZdk esas nh xbZ gSA

(Community Investment Fund)

(ICF – Initial capitalization Fund)

ICF

(Health Risk Fund)

HRF

(Food Security Fund)

4- vkjafHkd iwathdj.k fuf/k

LokLF; lqj{kk fuf/k

[kk| lqj{kk fuf/k

�

�

4646

�

�

thfodksiktZu fuf/k

vkjafHkd iwathdj.k fuf/k nsus gsrq lewg Lrj ij ekin.M)

(Livelihoods Fund)

: SRI, SWI, PVSP,

(ICF-Initial Capitalization Fund

(Community Mobilizer) Books

of Accounts

,slk vDlj ns[kk x;k gS fd lnL; viuh 'kq:vkrh t:jrksa& ftlesa miHkksx dh t:jrsa Hkh 'kkfey gSa]ds iwjs gksus ds ckn LFkkf;Ro dh vksj c<+uk pkgrh gSA lnL;x.k ;g LFkkf;Ro thfodksiktZu ds vk/kkjdks c<+kdj djuk pkgrs gSaA bldk eryc ;g gqvk fd lnL; jkstxkj ds lalk/kuksa dks c<+kus gsrqrduhdh ,oa foÙkh; lgk;rk dh t:jr eglwl djrs gSa rkfd muds thfodksiktZu ds vk/kkj dks Bsl uyxs vkSj mldk LFkkf;Ro cjdjkj jgsA pwWfd ifj;kstuk ikfjokfjd Lrj ij vkthfodk ds lalk/kuksa dksc<+kus gsrq d`rladYi gS] blfy, ,d fuf/k dk xBu fd;k x;k gS ftls thfodksiktZu fuf/k ds uke lstkuk tkrk gSA ifj;kstuk ds }kjk lnL;ksa dks lrr thfodksiktZu ds volj eqgS;k djkus gsrq fofHkUuxfrfof/k;ksaa tSls i'kqikyu] e/kqeD[kh ikyu bR;kfn ls tksM+k tk jgk gSA buxfrfof/k;ksa dk lqpk: :i ls lapkyu djus gsrq rFkk jkstxkj ds vf/kd volj miyC/k djkus ds lkFkgh lkFk vkenuh c<+kus gsrq ^^thfodksiktZu fuf/k** dh O;oLFkk xzke laXkBu Lrj ij dh xbZ gSA

Lo;a lgk;rk lewg de ls de nks ekg iqjkuk gksuk pkfg,A bl nkSjku lewg dh fu;fer de lsde 8 cSBdsa iwjh gksuh pkfg,A lewg dk cpr [kkrk cSad esa [kqyk gksuk pkfg,A

lewg dks iaplw= dk ikyu djus okyk gksuk pkfg,A bldk eryc gS fd lewg }kjk fu;fercSBd] fu;fer cpr] fu;fer ysu&nsu] fu;fer okilh vkSj fu;fer ys[kk la/kkj.k fd;k tkrkgSA

lewg dk izf'k{k.k ifj;kstuk }kjk r; ekM~;wy ij gks x;k gksA ;s ekM~;wy gSa %

1- xjhch ds dkj.k rFkk lewg dh vko';drkA2- cSBd dh izfdz;k] fu;ekoyh ,oa rjhdksa ls lacaf/kr phtsaA3- usr`Ro] foÙkh; vuq'kklu ,oa erHksn lek/kku tSls eqn~nksa ij ifjppkZA

thfodk fe= dk p;u gks tkuk pkfg,A thfodk fe= dkij izf'k{k.k iw.kZ gksuh pkfg, ,oa mls lewg dk fu;fer ys[kkadu djrs jguk

pkfg,A thfodk fe= dk ysu&nsu izi= ij izf'k{k.k vfuok;Z gSA

[kkrk cgh dk ys[kkadu lgh&lgh gksuk pkfg,A dk;Zokgh iqfLrdk ,oa ysu&nsu izi= rkst#j gh fy[kk gksuk pkfg,A [kkrk cgh dk ys[kkadu thfodk fe= ;k lkeqnkf;d leUo;dds }kjk vo'; gh fy[kk gksuk pkfg,A

lw{e fu;kstu dh izfdz;k esa lnL;ksa dh Hkkxhnkjh lqfuf'pr djokuh pkfg, rFkk dHkh HkhlnL;ksa dh t#jr ls T;knk _.k ij tksj ugha nsuk pkfg,A lewg dh lw{e fu;kstu izfØ;kiw.kZ gksuh pkfg,A

vkjafHkd iwathdj.k fuf/k lewg dks nsus ls igys lacaf/kr lkeqnkf;d laxBd ,oa {ks=h;laxBd bl ckr dks lqfuf'pr djsa fd lw{e fu;kstu dh izfdz;k dh le> lnL;ksa ds Lrjij vPNh gksA

lnL;ksa dh t:jrksa dk vkdyu vPNh rjg fd;k x;k gks ,oa mudks _.k dh 'krsZa Li"Vekywe gksaA

fu;fer cSBd esa lnL;ksa dh mifLFkfr de ls de 80 izfr'kr gksuh pkfg,A bldh x.kukt:j djsa vkSj mldk vk/kkj lk{; ds :i esa jguk pkfg,A

cSBd esa mifLFkr lnL;ksa esa ls de&ls&de 80 izfr'kr lnL; fu;fer cpr dj jgs gksaA

�

�

�

�

�

�

�

�

�

�

�

�

thfodksiktZu fuf/k

vkjafHkd iwathdj.k fuf/k nsus gsrq lewg Lrj ij ekin.M)

(Livelihoods Fund)

: SRI, SWI, PVSP,

(ICF-Initial Capitalization Fund

(Community Mobilizer) Books

of Accounts

,slk vDlj ns[kk x;k gS fd lnL; viuh 'kq:vkrh t:jrksa& ftlesa miHkksx dh t:jrsa Hkh 'kkfey gSa]ds iwjs gksus ds ckn LFkkf;Ro dh vksj c<+uk pkgrh gSA lnL;x.k ;g LFkkf;Ro thfodksiktZu ds vk/kkjdks c<+kdj djuk pkgrs gSaA bldk eryc ;g gqvk fd lnL; jkstxkj ds lalk/kuksa dks c<+kus gsrqrduhdh ,oa foÙkh; lgk;rk dh t:jr eglwl djrs gSa rkfd muds thfodksiktZu ds vk/kkj dks Bsl uyxs vkSj mldk LFkkf;Ro cjdjkj jgsA pwWfd ifj;kstuk ikfjokfjd Lrj ij vkthfodk ds lalk/kuksa dksc<+kus gsrq d`rladYi gS] blfy, ,d fuf/k dk xBu fd;k x;k gS ftls thfodksiktZu fuf/k ds uke lstkuk tkrk gSA ifj;kstuk ds }kjk lnL;ksa dks lrr thfodksiktZu ds volj eqgS;k djkus gsrq fofHkUuxfrfof/k;ksaa tSls i'kqikyu] e/kqeD[kh ikyu bR;kfn ls tksM+k tk jgk gSA buxfrfof/k;ksa dk lqpk: :i ls lapkyu djus gsrq rFkk jkstxkj ds vf/kd volj miyC/k djkus ds lkFkgh lkFk vkenuh c<+kus gsrq ^^thfodksiktZu fuf/k** dh O;oLFkk xzke laXkBu Lrj ij dh xbZ gSA

Lo;a lgk;rk lewg de ls de nks ekg iqjkuk gksuk pkfg,A bl nkSjku lewg dh fu;fer de lsde 8 cSBdsa iwjh gksuh pkfg,A lewg dk cpr [kkrk cSad esa [kqyk gksuk pkfg,A

lewg dks iaplw= dk ikyu djus okyk gksuk pkfg,A bldk eryc gS fd lewg }kjk fu;fercSBd] fu;fer cpr] fu;fer ysu&nsu] fu;fer okilh vkSj fu;fer ys[kk la/kkj.k fd;k tkrkgSA

lewg dk izf'k{k.k ifj;kstuk }kjk r; ekM~;wy ij gks x;k gksA ;s ekM~;wy gSa %

1- xjhch ds dkj.k rFkk lewg dh vko';drkA2- cSBd dh izfdz;k] fu;ekoyh ,oa rjhdksa ls lacaf/kr phtsaA3- usr`Ro] foÙkh; vuq'kklu ,oa erHksn lek/kku tSls eqn~nksa ij ifjppkZA

thfodk fe= dk p;u gks tkuk pkfg,A thfodk fe= dkij izf'k{k.k iw.kZ gksuh pkfg, ,oa mls lewg dk fu;fer ys[kkadu djrs jguk

pkfg,A thfodk fe= dk ysu&nsu izi= ij izf'k{k.k vfuok;Z gSA

[kkrk cgh dk ys[kkadu lgh&lgh gksuk pkfg,A dk;Zokgh iqfLrdk ,oa ysu&nsu izi= rkst#j gh fy[kk gksuk pkfg,A [kkrk cgh dk ys[kkadu thfodk fe= ;k lkeqnkf;d leUo;dds }kjk vo'; gh fy[kk gksuk pkfg,A

lw{e fu;kstu dh izfdz;k esa lnL;ksa dh Hkkxhnkjh lqfuf'pr djokuh pkfg, rFkk dHkh HkhlnL;ksa dh t#jr ls T;knk _.k ij tksj ugha nsuk pkfg,A lewg dh lw{e fu;kstu izfØ;kiw.kZ gksuh pkfg,A

vkjafHkd iwathdj.k fuf/k lewg dks nsus ls igys lacaf/kr lkeqnkf;d laxBd ,oa {ks=h;laxBd bl ckr dks lqfuf'pr djsa fd lw{e fu;kstu dh izfdz;k dh le> lnL;ksa ds Lrjij vPNh gksA

lnL;ksa dh t:jrksa dk vkdyu vPNh rjg fd;k x;k gks ,oa mudks _.k dh 'krsZa Li"Vekywe gksaA

fu;fer cSBd esa lnL;ksa dh mifLFkfr de ls de 80 izfr'kr gksuh pkfg,A bldh x.kukt:j djsa vkSj mldk vk/kkj lk{; ds :i esa jguk pkfg,A

cSBd esa mifLFkr lnL;ksa esa ls de&ls&de 80 izfr'kr lnL; fu;fer cpr dj jgs gksaA

�

�

�

�

�

�

�

�

�

�

4747

�

�

�

�

�

�

�

�

�

lewg ds vkUrfjd ysu&nsu dh 'kq:vkr vo'; gksuh pkfg,A lewg esa yh x;h jde dhlle; okilh dk /;ku Hkh t:j j[ksaA

lewg dh okilh nj de&ls&de 80 izfr'kr gksuh pkfg,A

lewg dh cpr jkf'k ls lnL;ksa dh NksVh t:jrksa dk [;ky j[kk tkrk gS rFkk dsoy lhfer _.kjkf'k dk gh ysu&nsu gksrk gSA lnL;ksa dh vU; vko';drkvksa dh iwfÙkZ gsrq cM+h jkf'k dk fuos'klkeqnkf;d laxBuksa esa vko';d gSA vr% dh jkf'k lewg dks miyC/k djokbZ tkrh gSA lnL;ksadh t#jrsa miHkksx ls ysdj mRiknu rd dh gks ldrh gSA

lewg ds lnL;ksa dks xSj ijEijkxr óksrksa ;Fkk egktu ds dtZ dh okilh djus esa enn gsrqA

lewg dks cSad ls lEc)rk djkus ds iwoZ cM+h jkf'k ds ysu&nsu dh vknrksa dks fodflr djkus gsrqA

lewg esa foRrh; vuq'kklu dh vknr fodflr djus gsrqA

Lo;a lgk;rk lewg dks vkRe&fo'okl ,oa LokfeRo ds lkFk lewg ds mn~ns';ksaa dks xfr nsus gsrqA

Lkewg ds lnL;ksa dh NksVh vFkok cM+h t#jrksa ;Fkk jk'ku ;k diM+k [kjhnxh] chekjh] ioZ&R;kSgkj]edku ejEerh] laifÙk fuekZ.k vkfn dh iwfrZ esa lg;ksx djus gsrqA

Lo;a lgk;rk lewg dk lw{e fu;kstu rS;kj djukLo;a lgk;rk lewg ds lHkh lnL;ksa dh mifLFkfr rFkk loZlEefr ds vk/kkj ij lkeqnkf;dlaxBd @lkeqnkf;d leUo;d @{ks=h; leUo;d }kjk lewg ds fy,lw{e ;kstuk vFkkZr~ ekbdzks Iykfuax rS;kj fd;k tkrk gSA bl izfdz;k dh ewy Hkkouk ;g gS fdlewg ds lnL; ,d nwljs dh lkekftd ,oa vkfFkZd t:jrksa dks le>sa rFkk mlesa viuk lg;ksxnsaA blds lkFk gh lewg ds lnL;ksa ds ikl miyC/k lalk/kuksa dh Hkh leh{kk gksrh gS vkSj lewg dsvUnj ml ij jk; curh gSA lewg ds vUnj cuh gqbZ jk; dks gh vk/kkj cukdj lewg fofHkUu eqn~nksaij fu.kZ; ysrk gSA ;g ,d ,slh izfdz;k dh 'kq:vkr gS ftlesa lewgksa dks u flQZ vf/kdkj fn;s x;sgSa cfYd mUgsa mudh ftEesnkfj;ksa dk Hkh vglkl djk;k tkrk gSA pwWfd ;g izfdz;k lnL; Lrjij fd;s x;s Hkfo"; dh ;kstukvksa dk ladyu gS ftldk vlj muds ikfjokfjd Lrj ij Hkh iM+rkgS] lewg ds lnL;ksa dks vius ifjokj ls Hkh jk;&e'kfojk dj lgefr cukus ds fy, izsfjr fd;ktkrk gSA bl lw{e@y?kq fu;kstu dks rS;kj djus esa flQZ lqqxehdj.k

dk dk;Z djsaxs rFkk lewg dk izR;sd fu.kZ; lewg ds lnL;ksa }kjk fy;k tk,xkA

lw{e fu;kstu gksus ds mijkar lewg }kjk cSBd esa dh jkf'k ds fy, vkosnu nsus ds lanHkZeas ppkZ fd;k tkuk pkfg,A lacaf/kr cSBd dh dk;Zokgh iqfLrdk esa Li"V :i ls ;g fu.kZ; fy[kk tkukpkfg, fd lewg dh t:jrksa dks iwjk djus ds fy, ¼ikfjokfjd fuos'k ;kstuk ds vk/kkj ij½ jkf'k dht:jr gS rFkk blds fy, fofHkUu lzksrksa ls lEidZ lk/kus dh t:jr gSA mu lzksrksa esa ls ,d lzksr gSthfodk ifj;kstukA ifj;kstuk bu t:jrksa dh iwfÙkZ gsrq ,d fuf/k dk xBu dj pqdh gS ftlslkeqnkf;d fuos'k fuf/k dgrs gSaA blh fuf/k ls lewg dks mudh t:jrksa gsrq jkf'k miyC/k djokus dhifjdYiuk gSA blds fy, t:jh gS fd lewg viuh t:jrksa dh iwfrZ gsrq vko';d jkf'k dk vkdyudj ,d vkosnu rS;kj djsaA lewg vkjafHkd iwathdj.k fuf/k gsrq nks rjhds ls vkosnu ns ldrk gSS &

�

�

�

vkjfEHkd iwathdj.k fuf/k dk mn~ns';

vkjfEHkd iwathdj.k fuf/k dh jkf'k nsus ls igys dh izfØ;k,Wa

vkjafHkd iwWthdj.k fuf/k gsrq lewg }kjk vkosnu

(ICF)

ICF

(ICF)

(C.M.) (C.C.) (A.C.)

CM/CC/AC

(Facilitation)

(ICF)(M.P.) (ICF)

�

�

�

�

�

�

�

�

�

lewg ds vkUrfjd ysu&nsu dh 'kq:vkr vo'; gksuh pkfg,A lewg esa yh x;h jde dhlle; okilh dk /;ku Hkh t:j j[ksaA

lewg dh okilh nj de&ls&de 80 izfr'kr gksuh pkfg,A

lewg dh cpr jkf'k ls lnL;ksa dh NksVh t:jrksa dk [;ky j[kk tkrk gS rFkk dsoy lhfer _.kjkf'k dk gh ysu&nsu gksrk gSA lnL;ksa dh vU; vko';drkvksa dh iwfÙkZ gsrq cM+h jkf'k dk fuos'klkeqnkf;d laxBuksa esa vko';d gSA vr% dh jkf'k lewg dks miyC/k djokbZ tkrh gSA lnL;ksadh t#jrsa miHkksx ls ysdj mRiknu rd dh gks ldrh gSA

lewg ds lnL;ksa dks xSj ijEijkxr óksrksa ;Fkk egktu ds dtZ dh okilh djus esa enn gsrqA

lewg dks cSad ls lEc)rk djkus ds iwoZ cM+h jkf'k ds ysu&nsu dh vknrksa dks fodflr djkus gsrqA

lewg esa foRrh; vuq'kklu dh vknr fodflr djus gsrqA

Lo;a lgk;rk lewg dks vkRe&fo'okl ,oa LokfeRo ds lkFk lewg ds mn~ns';ksaa dks xfr nsus gsrqA

Lkewg ds lnL;ksa dh NksVh vFkok cM+h t#jrksa ;Fkk jk'ku ;k diM+k [kjhnxh] chekjh] ioZ&R;kSgkj]edku ejEerh] laifÙk fuekZ.k vkfn dh iwfrZ esa lg;ksx djus gsrqA

Lo;a lgk;rk lewg dk lw{e fu;kstu rS;kj djukLo;a lgk;rk lewg ds lHkh lnL;ksa dh mifLFkfr rFkk loZlEefr ds vk/kkj ij lkeqnkf;dlaxBd @lkeqnkf;d leUo;d @{ks=h; leUo;d }kjk lewg ds fy,lw{e ;kstuk vFkkZr~ ekbdzks Iykfuax rS;kj fd;k tkrk gSA bl izfdz;k dh ewy Hkkouk ;g gS fdlewg ds lnL; ,d nwljs dh lkekftd ,oa vkfFkZd t:jrksa dks le>sa rFkk mlesa viuk lg;ksxnsaA blds lkFk gh lewg ds lnL;ksa ds ikl miyC/k lalk/kuksa dh Hkh leh{kk gksrh gS vkSj lewg dsvUnj ml ij jk; curh gSA lewg ds vUnj cuh gqbZ jk; dks gh vk/kkj cukdj lewg fofHkUu eqn~nksaij fu.kZ; ysrk gSA ;g ,d ,slh izfdz;k dh 'kq:vkr gS ftlesa lewgksa dks u flQZ vf/kdkj fn;s x;sgSa cfYd mUgsa mudh ftEesnkfj;ksa dk Hkh vglkl djk;k tkrk gSA pwWfd ;g izfdz;k lnL; Lrjij fd;s x;s Hkfo"; dh ;kstukvksa dk ladyu gS ftldk vlj muds ikfjokfjd Lrj ij Hkh iM+rkgS] lewg ds lnL;ksa dks vius ifjokj ls Hkh jk;&e'kfojk dj lgefr cukus ds fy, izsfjr fd;ktkrk gSA bl lw{e@y?kq fu;kstu dks rS;kj djus esa flQZ lqqxehdj.k

dk dk;Z djsaxs rFkk lewg dk izR;sd fu.kZ; lewg ds lnL;ksa }kjk fy;k tk,xkA

lw{e fu;kstu gksus ds mijkar lewg }kjk cSBd esa dh jkf'k ds fy, vkosnu nsus ds lanHkZeas ppkZ fd;k tkuk pkfg,A lacaf/kr cSBd dh dk;Zokgh iqfLrdk esa Li"V :i ls ;g fu.kZ; fy[kk tkukpkfg, fd lewg dh t:jrksa dks iwjk djus ds fy, ¼ikfjokfjd fuos'k ;kstuk ds vk/kkj ij½ jkf'k dht:jr gS rFkk blds fy, fofHkUu lzksrksa ls lEidZ lk/kus dh t:jr gSA mu lzksrksa esa ls ,d lzksr gSthfodk ifj;kstukA ifj;kstuk bu t:jrksa dh iwfÙkZ gsrq ,d fuf/k dk xBu dj pqdh gS ftlslkeqnkf;d fuos'k fuf/k dgrs gSaA blh fuf/k ls lewg dks mudh t:jrksa gsrq jkf'k miyC/k djokus dhifjdYiuk gSA blds fy, t:jh gS fd lewg viuh t:jrksa dh iwfrZ gsrq vko';d jkf'k dk vkdyudj ,d vkosnu rS;kj djsaA lewg vkjafHkd iwathdj.k fuf/k gsrq nks rjhds ls vkosnu ns ldrk gSS &

�

�

�

vkjfEHkd iwathdj.k fuf/k dk mn~ns';

vkjfEHkd iwathdj.k fuf/k dh jkf'k nsus ls igys dh izfØ;k,Wa

vkjafHkd iwWthdj.k fuf/k gsrq lewg }kjk vkosnu

(ICF)

ICF

(ICF)

(C.M.) (C.C.) (A.C.)

CM/CC/AC

(Facilitation)

(ICF)(M.P.) (ICF)

4848

�

�

�

�

vkosnu izi= dks thfodk iz[k.M dk;kZy; esa tek djds Avkosnu izi= dks xzke laxBu Lrj ij tek djdsA

thfodk ifj;kstuk ds vUrxZr lewgksa ,oa muds laxBukRed <kaps ;kuh xzke laxBu ds fuekZ.k ds chpyxHkx 10 ls 12 eghus dk varjky gksrk gSA bl chp lewg dh t:jrksa dks iwjk djus gsrq ;g fu.kZ;fy;k x;k gS fd 'kq:vkrh nkSj esa lewg viuh t:jrksa dh jkf'k gsrq vkosnu lh/ks iz[k.M ifj;kstukbdkbZ esa tek djsxhA gkykafd ;g jkf'k ifj;kstuk }kjk fuxZr gksxh exj lewg bl ckr dkdjkj djrk gS fd tc dHkh xzke laxBu dk fuekZ.k gksxk] ifj;kstuk }kjk nh x;h jkf'k dks os xzkelaxBu dks gh ykSVk,axsA bl izfdz;k ls laLFkkxr <+kapksa ds fuekZ.k esa tYnckth dh xqatkb'k ugha jgrh gSrFkk ldkjkRed ifj.kke vkus dh mEehn Hkh jgrh gSA

Lo;a lgk;rk lewg }kjk iz[k.M ifj;kstuk izca/kd] ds uke ls vkosnu nsuk gksxk ftlesa t:jrds fglkc ls ekaxh x;h jkf'k Li"V :i ls fyf[kr gksuh pkfg,A vkosnu nsus ds fu.kZ; ds ckjs esa lewgdh dk;Zokgh iqfLrdk esa Hkh bu ckrksa dk mYys[k gksuk pkfg,A

lw{e fu;kstu rS;kj djrs le; ikfjokfjd fuos'k ;kstuk ds vk/kkj ij lnL;ksa }kjk fofHkUufØ;kdykiksa gsrq dqy jkf'k dk Li"V fooj.k gksuk pkfg,A lnL;ksa ds ;ksxnku dks Li"V djrs gq, ckdhjkf'k _.k ds :i esa ikus gsrq Li"V fy[kk gksuk pkfg,A ;g Li"V :i ls fy[kk gksuk pkfg, fd t:jh_.k jkf'k esa fdruh jkf'k xzke laxBu ;k thfodk ls _.k ds :i esa ysus dh ;kstuk gS rFkk fdruhjkf'k dks cSad@foÙkh; laLFkkvksaa ls ysus dh ;kstuk gSA vkosnu dk izi= dh iqfLrdk esa layXu gSA

vFkkZr~ vkjafHkd iwathdj.k fuf/k ls lacaf/kr vkosnu nsus gsrq vU; egRoiw.kZ igyw &

;g ckr cgqr gh egRoiw.kZ gS fd xzke laxBu cuus ds ckn dh jkf'k nqckjk ikus gsrq vkosnulh/ks xzke laxBu dks gh fn;k tk,xk ,oa fu.kZ; Hkh xzke laxBu ds Lrj ij gh gksxkA

nwljh egRoiw.kZ ckr ;g gS fd lewg viuh t:jr ds fglkc ls gh _.k dh jkf'k dk ekax djsAtSlk fd igys fy[kk tk pqdk gS fd ds vUrxZr vf/kdre _.k ds :i esa nh tkus okyh jkf'kipkl gtkj gks ldrh gSA fdlh lewg dh t:jr vxj ipkl gtkj ugha gS rks og bl jde rddh jkf'k ysus ds fy, rhu ckj rd vkosnu dj ldrk gSA mnkgj.k ds rkSj ij xqykc thfodklewg us viuh t:jr lw{e fu;kstu izfdz;k gksus rd 30]000@& :i;k dh vkadh gS vkSj vkosnu30]000@& :i;k dk gh fn;k gS rks ml lewg dks izFke ckj ds rkSj ij 30]000@& :i;k ghfn;k tk,A fQj dqN le; ckn lewg us vxj vkSj 20]000@& :i;k dh t:jr trk;h gS rks mls

dh fuf/k ds rgr gh 20]000@& :i;s fn, tk,a rFkk bl jde dks Hkh izFke fdLr vFkkZr~_.k ds :i esa gh tkuk tk,xkA ckdh cph chl gtkj :i;s dh jde ikus gsrq flQZ

ikfjokfjd fuos'k ;kstuk rS;kj djus dh t:jr gksxhA

,sls lewg ftudk xBu xzke laxBu ds fuekZ.k ds ckn gksrk gS] vkjafHkd iwathdj.k fuf/k gsrq vkosnulh/ks xzke laxBu dks djsaxsA vkosnu dk izi= lw{e fu;kstu gsrq rS;kj ekxZnf'kZdk esa layXu gSA xzkelaxBu Lrj ij _.k nsus gsrq gksus okyh izfdz;kvksa dk ftdz xzke laxBu ls lacaf/kr eSuqvy esa Li"VgSA

BPIU

ICF

(BPIU)

BPIU

ICF

MP

ICF

ICF

ICF

ICF

ICF CIF

ICF

(ICF)

ICF

�

�

jkf'k gsrq lewg }kjk thfodk iz[k.M dk;kZy; esa vkosnu

vkjfEHkd iwathdj.k fuf/k gsrq xzke laxBu esa vkosnu

�

�

�

�

vkosnu izi= dks thfodk iz[k.M dk;kZy; esa tek djds Avkosnu izi= dks xzke laxBu Lrj ij tek djdsA

thfodk ifj;kstuk ds vUrxZr lewgksa ,oa muds laxBukRed <kaps ;kuh xzke laxBu ds fuekZ.k ds chpyxHkx 10 ls 12 eghus dk varjky gksrk gSA bl chp lewg dh t:jrksa dks iwjk djus gsrq ;g fu.kZ;fy;k x;k gS fd 'kq:vkrh nkSj esa lewg viuh t:jrksa dh jkf'k gsrq vkosnu lh/ks iz[k.M ifj;kstukbdkbZ esa tek djsxhA gkykafd ;g jkf'k ifj;kstuk }kjk fuxZr gksxh exj lewg bl ckr dkdjkj djrk gS fd tc dHkh xzke laxBu dk fuekZ.k gksxk] ifj;kstuk }kjk nh x;h jkf'k dks os xzkelaxBu dks gh ykSVk,axsA bl izfdz;k ls laLFkkxr <+kapksa ds fuekZ.k esa tYnckth dh xqatkb'k ugha jgrh gSrFkk ldkjkRed ifj.kke vkus dh mEehn Hkh jgrh gSA

Lo;a lgk;rk lewg }kjk iz[k.M ifj;kstuk izca/kd] ds uke ls vkosnu nsuk gksxk ftlesa t:jrds fglkc ls ekaxh x;h jkf'k Li"V :i ls fyf[kr gksuh pkfg,A vkosnu nsus ds fu.kZ; ds ckjs esa lewgdh dk;Zokgh iqfLrdk esa Hkh bu ckrksa dk mYys[k gksuk pkfg,A

lw{e fu;kstu rS;kj djrs le; ikfjokfjd fuos'k ;kstuk ds vk/kkj ij lnL;ksa }kjk fofHkUufØ;kdykiksa gsrq dqy jkf'k dk Li"V fooj.k gksuk pkfg,A lnL;ksa ds ;ksxnku dks Li"V djrs gq, ckdhjkf'k _.k ds :i esa ikus gsrq Li"V fy[kk gksuk pkfg,A ;g Li"V :i ls fy[kk gksuk pkfg, fd t:jh_.k jkf'k esa fdruh jkf'k xzke laxBu ;k thfodk ls _.k ds :i esa ysus dh ;kstuk gS rFkk fdruhjkf'k dks cSad@foÙkh; laLFkkvksaa ls ysus dh ;kstuk gSA vkosnu dk izi= dh iqfLrdk esa layXu gSA

vFkkZr~ vkjafHkd iwathdj.k fuf/k ls lacaf/kr vkosnu nsus gsrq vU; egRoiw.kZ igyw &

;g ckr cgqr gh egRoiw.kZ gS fd xzke laxBu cuus ds ckn dh jkf'k nqckjk ikus gsrq vkosnulh/ks xzke laxBu dks gh fn;k tk,xk ,oa fu.kZ; Hkh xzke laxBu ds Lrj ij gh gksxkA

nwljh egRoiw.kZ ckr ;g gS fd lewg viuh t:jr ds fglkc ls gh _.k dh jkf'k dk ekax djsAtSlk fd igys fy[kk tk pqdk gS fd ds vUrxZr vf/kdre _.k ds :i esa nh tkus okyh jkf'kipkl gtkj gks ldrh gSA fdlh lewg dh t:jr vxj ipkl gtkj ugha gS rks og bl jde rddh jkf'k ysus ds fy, rhu ckj rd vkosnu dj ldrk gSA mnkgj.k ds rkSj ij xqykc thfodklewg us viuh t:jr lw{e fu;kstu izfdz;k gksus rd 30]000@& :i;k dh vkadh gS vkSj vkosnu30]000@& :i;k dk gh fn;k gS rks ml lewg dks izFke ckj ds rkSj ij 30]000@& :i;k ghfn;k tk,A fQj dqN le; ckn lewg us vxj vkSj 20]000@& :i;k dh t:jr trk;h gS rks mls

dh fuf/k ds rgr gh 20]000@& :i;s fn, tk,a rFkk bl jde dks Hkh izFke fdLr vFkkZr~_.k ds :i esa gh tkuk tk,xkA ckdh cph chl gtkj :i;s dh jde ikus gsrq flQZ

ikfjokfjd fuos'k ;kstuk rS;kj djus dh t:jr gksxhA

,sls lewg ftudk xBu xzke laxBu ds fuekZ.k ds ckn gksrk gS] vkjafHkd iwathdj.k fuf/k gsrq vkosnulh/ks xzke laxBu dks djsaxsA vkosnu dk izi= lw{e fu;kstu gsrq rS;kj ekxZnf'kZdk esa layXu gSA xzkelaxBu Lrj ij _.k nsus gsrq gksus okyh izfdz;kvksa dk ftdz xzke laxBu ls lacaf/kr eSuqvy esa Li"VgSA

BPIU

ICF

(BPIU)

BPIU

ICF

MP

ICF

ICF

ICF

ICF

ICF CIF

ICF

(ICF)

ICF

�

�

jkf'k gsrq lewg }kjk thfodk iz[k.M dk;kZy; esa vkosnu

vkjfEHkd iwathdj.k fuf/k gsrq xzke laxBu esa vkosnu

4949

�

�

�

esa xfBr lfefr }kjk izR;sd 15 fnu ij dk vk;kstu djukpkfg,A iz[k.M Lrj ij lacaf/kr rFkk ml ds lnL; gksrs gSaA

lfefr lnL;ksa ds chp fuEu fcUnqvksa ij ppkZ vo'; gksuh pkfg, %&

ifj;kstuk }kjk fu/kkZfjr ekin.M lewg }kjk iw.kZ fd;k tkrk gS fd ughaA ;s ekinaM gSa%&lewg dk [kkrk [kqyuk] izf'k{k.k gksuk] iaplw++= dk ikyu gksuk] dk izf'k{k.k gksukbR;kfnA

yksu dfeVh fefVax esa ppkZ ds ckn vuqeksfnr lewgksa dks ekbdzksIyku ds vkosnu i= dh ewyizfr] yksudfeVh fefVax ds le; rS;kj dk;Zokgh fooj.k ds lkFk esa

}kjk Hkstk tkrk gSA pqafd izfdz;k,a iw.kZ jgus ij }kjk lewgksa ds [kkrs es izLrkfor jkf'kHkst nh tkrh gSA

thfodk ifj;kstuk ds vUrxZr xjhc efgykvksa ds lkFk dke djus gsrq lkeqnkf;d laxBuksa dks ek/;e ds :iesa fpfàr fd;k x;k gSA vr% ifj;kstuk iwjh fu"Bk ds lkFk l'kDr lkeqnkf;d laxBuksa ds fuekZ.k ,oa {kerko/kZu ds izfr ladfYir gSA lkeqnkf;d laxBuksa ;Fkk lewgksa] xzke laxBuksa ,oa vU; laxBuksa dks dk;Zdze dkfgLlk cukdj mudh lgHkkfxrk lqfuf'pr djus dh dksf'k'k dh tk jgh gSA lgHkkfxrk dk vuqHko lnL;ksa esaLokfeRo dh Hkkouk dks tUe nsxkA ifj;kstuk ds dk;Zdzeksa dks ysdj LokfeRo dh Hkkouk vxj leqnk; Lrj ijtkx`r gksrh gS rks vkusokys le; esa fodkl ds fy, ;g ehy dk iRFkj lkfcr gksxkA ,slh gh Hkkouk dks vkSjtkx`r djus gsrq rFkk bls n`<+rk iznku djrs gq, lw{e fu;kstu dh izfdz;k dks ifj;kstuk esa lekfgr fd;kx;k gSA fu;kstu dh izfdz;k esa 'kkfey gksus ls leqnk; ,oa lnL; Lrj ij vkRefo'okl ,oa usr`Ro dh {kerkfodflr gksus dk volj feyrk gSA ,d xjhc vkneh vius lalk/kuksa dh mfpr leh{kk ugha dj ikrk gS vkSj;gh dkj.k gS fd Hkfo"; esa vkxs c<+us dh mldh vkdka{kk dk neu gks tkrk gSA Hkfo"; esa vkxs c<+us ds tTcsdks c<+kus ,oa fu.kZ; {kerk dk fodkl djus gsrq lw{e fu;kstu ¼ekbdzks Iykfuax½ dh izfdz;k dks LFkkfir fd;kx;k gSA lewg ds lnL;ksa dks bldh iwjh tkudkjh ,oa mudh Hkkxhnkjh gh iwjh ekbdzks Iykfuax izfdz;k dhdqath gSA la{ksi esa dgsa rks lw{e fu;kstu ,d ,slh igy vFkok izfdz;k gS ftlesa leqnk; viuh leLrt:jrksa dk vkdyu djrk gS rFkk vkusokyh leL;kvksa ds lek/kku ds fy, fu.kZ; ysrk gSA bl fu.kZ; dkvk/kkj lnL;] lewg ,oa laxBu Lrj ij lalk/kuksa dh miyC/krk gksrh gSA thfodk ifj;kstuk ds varxZrekbdzks Iykfuax dh izfdz;k ij dkQh tksj fn;k tkrk gS rkfd lkeqnkf;d laxBu vius lnL;ksa dh t:jrksadk vkdyu djsa] fopkj djsa rFkk fu.kZ; ysaA ;g izfdz;k lrr gS rFkk blls muds vkRefo'okl ,oa fu.kZ;{kerk ij Li"V ldkjkRed vlj fn[krk gSA

leqnk; dks Lo;a viuh t:jrksa ,oa leL;kvksa dh igpku djus esa leFkZ cukukA

leqnk; dh fu.kZ; ,oa usr`Ro dh {kerk esa fodkl djus gsrqA

leqnk; dh vkfFkZd ,oa thfodksiktZu laca/kh t:jrksa dks lnL;okj fpfàr djuk ,oa leqnk; dschp esa fu.kZ; ysus dh {kerk dks fodflr djrs gq, izkFkfedrk dk fu/kkZj.k djukA

leqnk; dks flQZ vkfFkZd fodkl gh ugha] lkekftd fodkl gsrq fofHkUu eqn~nksa ij ppkZ dj lksp dks,d ubZ fn'kk nsukA

lw{e fu;kstu vkSj vkosnu ds vk/kkj ij

5- lw{e@y?kqq ;kstuk&lw{e fu;kstu % ,d Lo:i

lw{e fu;kstu ds mn~ns';

LCM (Loan Committee Meeting)BPIU LCM Loan Committee Meeting

BPM, CC AC LCM

LCM

M1- M3 CM

District Accounting Centre (DAC)BPIU DAC

�

�

�

�

�

�

�

�

�

esa xfBr lfefr }kjk izR;sd 15 fnu ij dk vk;kstu djukpkfg,A iz[k.M Lrj ij lacaf/kr rFkk ml ds lnL; gksrs gSaA

lfefr lnL;ksa ds chp fuEu fcUnqvksa ij ppkZ vo'; gksuh pkfg, %&

ifj;kstuk }kjk fu/kkZfjr ekin.M lewg }kjk iw.kZ fd;k tkrk gS fd ughaA ;s ekinaM gSa%&lewg dk [kkrk [kqyuk] izf'k{k.k gksuk] iaplw++= dk ikyu gksuk] dk izf'k{k.k gksukbR;kfnA

yksu dfeVh fefVax esa ppkZ ds ckn vuqeksfnr lewgksa dks ekbdzksIyku ds vkosnu i= dh ewyizfr] yksudfeVh fefVax ds le; rS;kj dk;Zokgh fooj.k ds lkFk esa

}kjk Hkstk tkrk gSA pqafd izfdz;k,a iw.kZ jgus ij }kjk lewgksa ds [kkrs es izLrkfor jkf'kHkst nh tkrh gSA

thfodk ifj;kstuk ds vUrxZr xjhc efgykvksa ds lkFk dke djus gsrq lkeqnkf;d laxBuksa dks ek/;e ds :iesa fpfàr fd;k x;k gSA vr% ifj;kstuk iwjh fu"Bk ds lkFk l'kDr lkeqnkf;d laxBuksa ds fuekZ.k ,oa {kerko/kZu ds izfr ladfYir gSA lkeqnkf;d laxBuksa ;Fkk lewgksa] xzke laxBuksa ,oa vU; laxBuksa dks dk;Zdze dkfgLlk cukdj mudh lgHkkfxrk lqfuf'pr djus dh dksf'k'k dh tk jgh gSA lgHkkfxrk dk vuqHko lnL;ksa esaLokfeRo dh Hkkouk dks tUe nsxkA ifj;kstuk ds dk;Zdzeksa dks ysdj LokfeRo dh Hkkouk vxj leqnk; Lrj ijtkx`r gksrh gS rks vkusokys le; esa fodkl ds fy, ;g ehy dk iRFkj lkfcr gksxkA ,slh gh Hkkouk dks vkSjtkx`r djus gsrq rFkk bls n`<+rk iznku djrs gq, lw{e fu;kstu dh izfdz;k dks ifj;kstuk esa lekfgr fd;kx;k gSA fu;kstu dh izfdz;k esa 'kkfey gksus ls leqnk; ,oa lnL; Lrj ij vkRefo'okl ,oa usr`Ro dh {kerkfodflr gksus dk volj feyrk gSA ,d xjhc vkneh vius lalk/kuksa dh mfpr leh{kk ugha dj ikrk gS vkSj;gh dkj.k gS fd Hkfo"; esa vkxs c<+us dh mldh vkdka{kk dk neu gks tkrk gSA Hkfo"; esa vkxs c<+us ds tTcsdks c<+kus ,oa fu.kZ; {kerk dk fodkl djus gsrq lw{e fu;kstu ¼ekbdzks Iykfuax½ dh izfdz;k dks LFkkfir fd;kx;k gSA lewg ds lnL;ksa dks bldh iwjh tkudkjh ,oa mudh Hkkxhnkjh gh iwjh ekbdzks Iykfuax izfdz;k dhdqath gSA la{ksi esa dgsa rks lw{e fu;kstu ,d ,slh igy vFkok izfdz;k gS ftlesa leqnk; viuh leLrt:jrksa dk vkdyu djrk gS rFkk vkusokyh leL;kvksa ds lek/kku ds fy, fu.kZ; ysrk gSA bl fu.kZ; dkvk/kkj lnL;] lewg ,oa laxBu Lrj ij lalk/kuksa dh miyC/krk gksrh gSA thfodk ifj;kstuk ds varxZrekbdzks Iykfuax dh izfdz;k ij dkQh tksj fn;k tkrk gS rkfd lkeqnkf;d laxBu vius lnL;ksa dh t:jrksadk vkdyu djsa] fopkj djsa rFkk fu.kZ; ysaA ;g izfdz;k lrr gS rFkk blls muds vkRefo'okl ,oa fu.kZ;{kerk ij Li"V ldkjkRed vlj fn[krk gSA

leqnk; dks Lo;a viuh t:jrksa ,oa leL;kvksa dh igpku djus esa leFkZ cukukA

leqnk; dh fu.kZ; ,oa usr`Ro dh {kerk esa fodkl djus gsrqA

leqnk; dh vkfFkZd ,oa thfodksiktZu laca/kh t:jrksa dks lnL;okj fpfàr djuk ,oa leqnk; dschp esa fu.kZ; ysus dh {kerk dks fodflr djrs gq, izkFkfedrk dk fu/kkZj.k djukA

leqnk; dks flQZ vkfFkZd fodkl gh ugha] lkekftd fodkl gsrq fofHkUu eqn~nksa ij ppkZ dj lksp dks,d ubZ fn'kk nsukA

lw{e fu;kstu vkSj vkosnu ds vk/kkj ij

5- lw{e@y?kqq ;kstuk&lw{e fu;kstu % ,d Lo:i

lw{e fu;kstu ds mn~ns';

LCM (Loan Committee Meeting)BPIU LCM Loan Committee Meeting

BPM, CC AC LCM

LCM

M1- M3 CM

District Accounting Centre (DAC)BPIU DAC

�

�

�

�

�

�

5050

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

leqnk; ds chp esa miyC/k lalk/kuksa dh igpku djuk rFkk mudk leqfpr mi;ksx djus gsrq izsfjrdjukA

leqnk; dh foRrh; t:jrksa dks iqjk djus gsrq foRrh; laaLFkkvksa rd igq¡p cukus esa enn djukA

leqnk; dh ljdkjh ;kstukvksa rd igq¡p cukus rFkk mlds jkLrs ds lqxehdj.k gsrqA

leqnk; dh rkRdkfyd o nh?kZdkfyd t:jrksa dh igpku djus ,oa mudks fdl Lrj ij] dgk¡ lsiw.kZ fd;k tk ldrk gS dk ekxZ fn[kkus gsrqA

leqnk; }kjk viuh dfe;ksa dks fpfàr djrs gq, {kerk fodkl ,oa dkS'ky fodkl dh t:jrksa dhigpku djukA

leqnk; esa izca/kdh; ,oa foÙkh; dkS'ky fodflr djus gsrqA

lalk/kuksa ds leqfpr mi;ksx] lkeqnkf;d l'kDrhdj.k ,oa lewg ds fu.kZ; {kerk fodkl gsrqA

lnL;ksa dh {kerk rFkk muls lacaf/kr lkeqnkf;d laxBuksa dks etcwrh iznku djukA

miyC/k izkd`frd ,oa lkekftd lalk/kuksa dh igpku dj fodkl ds rjhdksa dh [kkst djukA

LFkk;h ,oa vLFkk;h vko';drkvksa dh iwfrZ gsrqA

lewg ds lnL;ksa dh vko';drk ds vuqlkj izkFkfedrk ds vk/kkj ij lhfer lalk/kuksa dk mi;ksxA

Lo;a lgk;rk lewg dh cSBd esa mudh vko';drkvksa] mÌs'; o lek/kku ij foLr`r ppkZ gksuhpkfg,A

lw{e fu;kstu ds nkSjku lnL;ksa }kjk muds ckjs esa nh tkus okyh tkudkjh] lwpuk dh iqf"V lHkhlnL;ksa ds chp esa ppkZ dj dh tkuh pkfg,A

Lo;a lgk;rk lewg dks lkekftd eqn~nksa] ljdkjh ;kstukvksa ls lacaf/kr eqn~nksa ij ppkZ djuh pkfg,A

Lo;a lgk;rk lewg ds lnL;ksa }kjk lw{e fu;kstu dh ikfjokfjd fuos'k ;kstuk cukus ds igys viusifjokj ds lnL;ksa ds lkFk vk; o`f) ,ao thfodksiktZu lacaf/kr eqn~nksa ij ppkZ djuh pkfg,A

lewg ds lHkh lnL;ksa dks ,d nwljs ds _.k ds mÌs'; o ek¡xh xbZ jkf'k dh iw.kZ tkudkjh gksuhpkfg,A

_.k izkFkfedrk fu/kkZj.k ds nkSjku izR;sd lnL; ds _.k ds mÌs';] _.k jkf'k] vuqeksnu ij foLr`rppkZ gksuh pkfg, ,oa lnL;ksa dh loZlEefr ls _.k dh izkFkfedrk dk fu/kkZj.k gksuk pkfg,A

izkFkfedrk fu/kkZj.k esa lcls t:jrean o lcls xjhc lnL;ksa dks izkFkfedrk nsuh pkfg,] bldsfy, lewg ds chp foLr`r ppkZ gksuh pkfg,A ;g ges'kk /;ku jgs fd lewg ds lcls xjhc lnL; dkgd igyk gSA mlh rjg fo/kok ;k vU; dkj.kksa ls iwjh rjg vkfFkZd :i ls v{ke ,oa fdlh rjgxqtkjk pykus okys lnL;ksa ds fy, lewg rRij jgsA ekbdzks Iykfuax dh izfdz;k dks djusokys yksxksa ls bldh vuns[kh ugha gksuh pkfg,A

izR;sd eqn~ns ¼thfodksiktZu] lkekftd] ljdkjh ;kstuk] {kerk fodkl bR;kfn½ dh igpku gksus dsi'pkr mlds lek/kku dk fu.kZ; lewg }kjk fy;k tkuk pkfg,A

ds }kjk lw{e fu;kstu dh leLr izfdz;kvksa dks mlds fy, rS;kj dh x;h lafpdk esa ghfy[kuk pkfg,A

lewg }kjk _.k dh fd'rksa ds fu/kkZj.k djrs le; lnL;ksa ls vPNh rjg ls ppkZ djds mudh vk;ds ek/;e dks /;ku esa j[krs gq, fd'rksa dh la[;k ,oa fd'rksa dh jkf'k dk fu/kkZj.k djuk pkfg,A

lkekftd eqn~nkas] thfodksiktZu fo"k;d eqn~~nksa ,oa ljdkjh ;kstukvksa ls lacaf/kr eqn~nksa ds lek/kkuds rjhds] muds fy, fd;s tkus okys iz;kl dks Li"V :i ls fy[kk tkuk pkfg,A

� ekbØks Iyku@lw{e fu;kstu ds nkSjku lgh izfdz;k viukus gsrq ekxZn'kZu

Facilitate

Facilitator

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

leqnk; ds chp esa miyC/k lalk/kuksa dh igpku djuk rFkk mudk leqfpr mi;ksx djus gsrq izsfjrdjukA

leqnk; dh foRrh; t:jrksa dks iqjk djus gsrq foRrh; laaLFkkvksa rd igq¡p cukus esa enn djukA

leqnk; dh ljdkjh ;kstukvksa rd igq¡p cukus rFkk mlds jkLrs ds lqxehdj.k gsrqA

leqnk; dh rkRdkfyd o nh?kZdkfyd t:jrksa dh igpku djus ,oa mudks fdl Lrj ij] dgk¡ lsiw.kZ fd;k tk ldrk gS dk ekxZ fn[kkus gsrqA

leqnk; }kjk viuh dfe;ksa dks fpfàr djrs gq, {kerk fodkl ,oa dkS'ky fodkl dh t:jrksa dhigpku djukA

leqnk; esa izca/kdh; ,oa foÙkh; dkS'ky fodflr djus gsrqA

lalk/kuksa ds leqfpr mi;ksx] lkeqnkf;d l'kDrhdj.k ,oa lewg ds fu.kZ; {kerk fodkl gsrqA

lnL;ksa dh {kerk rFkk muls lacaf/kr lkeqnkf;d laxBuksa dks etcwrh iznku djukA

miyC/k izkd`frd ,oa lkekftd lalk/kuksa dh igpku dj fodkl ds rjhdksa dh [kkst djukA

LFkk;h ,oa vLFkk;h vko';drkvksa dh iwfrZ gsrqA

lewg ds lnL;ksa dh vko';drk ds vuqlkj izkFkfedrk ds vk/kkj ij lhfer lalk/kuksa dk mi;ksxA

Lo;a lgk;rk lewg dh cSBd esa mudh vko';drkvksa] mÌs'; o lek/kku ij foLr`r ppkZ gksuhpkfg,A

lw{e fu;kstu ds nkSjku lnL;ksa }kjk muds ckjs esa nh tkus okyh tkudkjh] lwpuk dh iqf"V lHkhlnL;ksa ds chp esa ppkZ dj dh tkuh pkfg,A

Lo;a lgk;rk lewg dks lkekftd eqn~nksa] ljdkjh ;kstukvksa ls lacaf/kr eqn~nksa ij ppkZ djuh pkfg,A

Lo;a lgk;rk lewg ds lnL;ksa }kjk lw{e fu;kstu dh ikfjokfjd fuos'k ;kstuk cukus ds igys viusifjokj ds lnL;ksa ds lkFk vk; o`f) ,ao thfodksiktZu lacaf/kr eqn~nksa ij ppkZ djuh pkfg,A

lewg ds lHkh lnL;ksa dks ,d nwljs ds _.k ds mÌs'; o ek¡xh xbZ jkf'k dh iw.kZ tkudkjh gksuhpkfg,A

_.k izkFkfedrk fu/kkZj.k ds nkSjku izR;sd lnL; ds _.k ds mÌs';] _.k jkf'k] vuqeksnu ij foLr`rppkZ gksuh pkfg, ,oa lnL;ksa dh loZlEefr ls _.k dh izkFkfedrk dk fu/kkZj.k gksuk pkfg,A

izkFkfedrk fu/kkZj.k esa lcls t:jrean o lcls xjhc lnL;ksa dks izkFkfedrk nsuh pkfg,] bldsfy, lewg ds chp foLr`r ppkZ gksuh pkfg,A ;g ges'kk /;ku jgs fd lewg ds lcls xjhc lnL; dkgd igyk gSA mlh rjg fo/kok ;k vU; dkj.kksa ls iwjh rjg vkfFkZd :i ls v{ke ,oa fdlh rjgxqtkjk pykus okys lnL;ksa ds fy, lewg rRij jgsA ekbdzks Iykfuax dh izfdz;k dks djusokys yksxksa ls bldh vuns[kh ugha gksuh pkfg,A

izR;sd eqn~ns ¼thfodksiktZu] lkekftd] ljdkjh ;kstuk] {kerk fodkl bR;kfn½ dh igpku gksus dsi'pkr mlds lek/kku dk fu.kZ; lewg }kjk fy;k tkuk pkfg,A

ds }kjk lw{e fu;kstu dh leLr izfdz;kvksa dks mlds fy, rS;kj dh x;h lafpdk esa ghfy[kuk pkfg,A

lewg }kjk _.k dh fd'rksa ds fu/kkZj.k djrs le; lnL;ksa ls vPNh rjg ls ppkZ djds mudh vk;ds ek/;e dks /;ku esa j[krs gq, fd'rksa dh la[;k ,oa fd'rksa dh jkf'k dk fu/kkZj.k djuk pkfg,A

lkekftd eqn~nkas] thfodksiktZu fo"k;d eqn~~nksa ,oa ljdkjh ;kstukvksa ls lacaf/kr eqn~nksa ds lek/kkuds rjhds] muds fy, fd;s tkus okys iz;kl dks Li"V :i ls fy[kk tkuk pkfg,A

� ekbØks Iyku@lw{e fu;kstu ds nkSjku lgh izfdz;k viukus gsrq ekxZn'kZu

Facilitate

Facilitator

5151

�

�

�

�

lw{e fu;kstu ds le; ppkZ dh xbZ ckrksa dks dk;Zokgh iqfLrdk esa fy[kk tkuk pkfg,A

;g fu.kZ; fy;k tkuk pkfg, fd izR;sd lnL; ¼izkFkfedrk ds vk/kkj ij½ ftUgsa 'kq:vkr esa _.kfn;k tk,xk ml jkf'k dk mi;ksx mÌs'; ds vuqlkj djsaxsA

;g Hkh Li"V gksuk pkfg, fd ekaxh gqbZ jkf'k dk vU; phtksa esa O;; djus okys lnL; dks nafMr fd;ktk;sxkA

lw{e fu;kstu dh iwjh izfdz;k dks ikjn'khZ ,oa lkeqnkf;d lgHkkfxrk ds ekinaM ij j[kdj djuhpkfg,A

sa

}kjk cSBd esa [kqyk ekgkSy cukuk pkfg,A

lewg dh izfØ;k dks lqxe cukus essa enn djsxkA

lewg ds thfodksiktZu eqn~ns] lkekftd eqn~ns] ljdkjh ;kstukvksa lacaf/kr eqqn~ns bR;kfndh lewg ds chp esa ppkZ djus esa enn djsaxsA

;g lqfuf'pr djsaxs fd ,e0ih0 izfØ;k ds nkSjku fofHkUu eqn~nksa ij lHkh lnL;ksa dhHkkxhnkjh gksA

lnL;ksa }kjk nh xbZ tkudkfj;ksa dks lewg ds chp esa ppkZ gsrq j[ksaxs rFkk mldh lR;rklewg ds lnL;ksa ls djk;saxsA

lw{e fu;kstuk dh izfdz;k ds nkSjku lg;ksxh ,oa ekxZn'kZd dh Hkwfedk esa jgsaxs rFkkvius fu.kZ; ;k lksp dks lewg ij ykxw djus dh dksf'k'k ugha djsaxsA

}kjk lqfuf'pr djuk gksxk fd thfodksiktZu eqn~nksa ds lkFk&lkFk lkekftd eqn~nksa ijHkh foLr`r ppkZ gksA ppkZ ls fdlh Hkh eqís dks ysdj le> T;knk Li"V gks tkrh gSA

}kjk ,e0 ih0 iw.kZ gksus ds ckn lewg dks mlds ckn gksus okyh izR;sd izfdz;k ds ckjs esacrkuk pkfg,A

izkFkfedrk fu/kkZj.k esa vxj dksbZ vR;ar xjhc efgyk dh vuns[kh gks jgh gks rc dkslewg dk /;ku bl vksj t:j vkd`"V djuk pkfg,A

;g lqfuf'pr djuk dh ftEesnkjh gksxh fd bl izfdz;k dks lewg ;k lnL; ykijokgh esau ysaA bl izfdz;k dks ,d ekSds ds :i esa le>sa tc ;kstuk cukus dk vf/kdkj [kqn mUgsa ns fn;k x;kgksA;g lqfuf'pr djuk dh ftEesnkjh gksxh fd lHkh lnL; ekbdzks Iykfuax ds mn~ns';ksa ,oafy;s x;s fu.kZ;ksa esa iw.kZ:is.k 'kkfey gSaAlewg ds }kjk pfpZr eqn~nksa ,oa muds }kjk fy, x, fu.kZ;ksa dks Li"V #i ls lw{e fu;kstu laca/khekxZnf'kZdk esa fy[kuk gksxkA

ekbØks Iyku ds mís'; dks fcuk crk;s lw{e&fu;kstu dh izfdz;k dh 'kq#vkr djuk mfpr ughagksxkA

lw{e fu;kstu ikfjokfjd fuos'k ;kstuk Hkjus dh rS;kjh ifjokj ds lnL;ksa ls ppkZ ds fcuk ughadjuh pkfg,A blds fy, }kjk lHkh lnL;ksa dks de ls de ,d fnu dk le; nsukpkfg,A

�

�

y?kq ½.k ;kstuk rS;kj djus e dh Hkwfedk

lqfuf'pr djus dh phtsa

ekbØks Iyku@lw{e fu;kstu esa D;k ugha djuk pkfg,

Facilitator

( )

Facilitator

Facilitator M.P.

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

(Don't's)

Facilitator

Do's

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

lw{e fu;kstu ds le; ppkZ dh xbZ ckrksa dks dk;Zokgh iqfLrdk esa fy[kk tkuk pkfg,A

;g fu.kZ; fy;k tkuk pkfg, fd izR;sd lnL; ¼izkFkfedrk ds vk/kkj ij½ ftUgsa 'kq:vkr esa _.kfn;k tk,xk ml jkf'k dk mi;ksx mÌs'; ds vuqlkj djsaxsA

;g Hkh Li"V gksuk pkfg, fd ekaxh gqbZ jkf'k dk vU; phtksa esa O;; djus okys lnL; dks nafMr fd;ktk;sxkA

lw{e fu;kstu dh iwjh izfdz;k dks ikjn'khZ ,oa lkeqnkf;d lgHkkfxrk ds ekinaM ij j[kdj djuhpkfg,A

sa

}kjk cSBd esa [kqyk ekgkSy cukuk pkfg,A

lewg dh izfØ;k dks lqxe cukus essa enn djsxkA

lewg ds thfodksiktZu eqn~ns] lkekftd eqn~ns] ljdkjh ;kstukvksa lacaf/kr eqqn~ns bR;kfndh lewg ds chp esa ppkZ djus esa enn djsaxsA

;g lqfuf'pr djsaxs fd ,e0ih0 izfØ;k ds nkSjku fofHkUu eqn~nksa ij lHkh lnL;ksa dhHkkxhnkjh gksA

lnL;ksa }kjk nh xbZ tkudkfj;ksa dks lewg ds chp esa ppkZ gsrq j[ksaxs rFkk mldh lR;rklewg ds lnL;ksa ls djk;saxsA

lw{e fu;kstuk dh izfdz;k ds nkSjku lg;ksxh ,oa ekxZn'kZd dh Hkwfedk esa jgsaxs rFkkvius fu.kZ; ;k lksp dks lewg ij ykxw djus dh dksf'k'k ugha djsaxsA

}kjk lqfuf'pr djuk gksxk fd thfodksiktZu eqn~nksa ds lkFk&lkFk lkekftd eqn~nksa ijHkh foLr`r ppkZ gksA ppkZ ls fdlh Hkh eqís dks ysdj le> T;knk Li"V gks tkrh gSA

}kjk ,e0 ih0 iw.kZ gksus ds ckn lewg dks mlds ckn gksus okyh izR;sd izfdz;k ds ckjs esacrkuk pkfg,A

izkFkfedrk fu/kkZj.k esa vxj dksbZ vR;ar xjhc efgyk dh vuns[kh gks jgh gks rc dkslewg dk /;ku bl vksj t:j vkd`"V djuk pkfg,A

;g lqfuf'pr djuk dh ftEesnkjh gksxh fd bl izfdz;k dks lewg ;k lnL; ykijokgh esau ysaA bl izfdz;k dks ,d ekSds ds :i esa le>sa tc ;kstuk cukus dk vf/kdkj [kqn mUgsa ns fn;k x;kgksA;g lqfuf'pr djuk dh ftEesnkjh gksxh fd lHkh lnL; ekbdzks Iykfuax ds mn~ns';ksa ,oafy;s x;s fu.kZ;ksa esa iw.kZ:is.k 'kkfey gSaAlewg ds }kjk pfpZr eqn~nksa ,oa muds }kjk fy, x, fu.kZ;ksa dks Li"V #i ls lw{e fu;kstu laca/khekxZnf'kZdk esa fy[kuk gksxkA

ekbØks Iyku ds mís'; dks fcuk crk;s lw{e&fu;kstu dh izfdz;k dh 'kq#vkr djuk mfpr ughagksxkA

lw{e fu;kstu ikfjokfjd fuos'k ;kstuk Hkjus dh rS;kjh ifjokj ds lnL;ksa ls ppkZ ds fcuk ughadjuh pkfg,A blds fy, }kjk lHkh lnL;ksa dks de ls de ,d fnu dk le; nsukpkfg,A

�

�

y?kq ½.k ;kstuk rS;kj djus e dh Hkwfedk

lqfuf'pr djus dh phtsa

ekbØks Iyku@lw{e fu;kstu esa D;k ugha djuk pkfg,

Facilitator

( )

Facilitator

Facilitator M.P.

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

Facilitator

(Don't's)

Facilitator

Do's

�

�

�

�

�

�

�

�

�

�

�

5252

�

�

�

�

�

�

�

�

�

�

�

�

ekbØks Iyku lHkh lnL;ksa dh t:jr vkSj mÌs'; dks fcuk tkus rS;kj ugha djuk pkfg,A

lnL; Lrj ij fcuk okilh fu;kstu ds dh izfdz;k dks [kRe u djsaA

Lo;a lgk;rk lewgksa ds lnL;ksa ds ckjs esa tkudkjh o mu tkudkfj;ksa dk lekos'kA

lnL;ksa dh O;fDrxr ,ao lkewfgd leL;kvksa ,ao t:jrksa dk vkdyuA

ikfjokfjd fuos'k ;kstukA

lalk/kuksa ,oa t:jrksa ls lacaf/kr eqn~nksa ij fu.kZ; ¼eqn~ns ,oa lek/kku½A

;g fy[kuk egRoiw.kZ gksxk fd ds fofHkUu pj.kksa ds vykok lewg dh laf{kIr tkudkjh gsrq ,dfooj.kh rS;kj dh x;h gSA bl fooj.kh ds varxZr lewg dk uke] xBu dh rkjh[k] lewg ds lnL;ksa dhla[;k] cSad dk uke o [kkrk la[;k] lewg ds cSBdksa dh la[;k] mifLFkfr dk izfr'kr] dqy cpr] dqyforfjr _.k dh jkf'k] okilh izfr'kr] C;kt dh jkf'k] ckgjh laLFkkvkas ls vftZr _.k jkf'k]lkekftd mRFkku ,oa thfodksiktZu gsrq fd;s x, iz;kl] izkIr izf'k{k.k ,oa lewg izfrfuf/k;ksa ds ukevafdr gksrs gSaA

blesa lewg dh lkekftd] vkfFkZd ,ao foRrh; vuq'kklu dh fLFkfr dks ,d utj esa ns[kk tk ldrkgS rFkk lewg dh xq.koÙkk dh le> cuk;h tk ldrh gSA

lewg }kjk rS;kj fd;s x, ikfjokfjd fuos'k fuf/k dk izkFkfedrk fu/kkZj.k lgh rjhds ls fd;k x;k gSSvFkok ughaA ;g lqfuf'pr djuk gksxk fd lewg ds varxZr lcls xjhc ifjokj dh vuns[kh ugha gqbZgSA lkFk gh lkFk ;g Hkh fuf'pr djuk mfpr gksxk fd lewg ds izfrfuf/k;ksa }kjk izkFkfedrk esa igysfu/kkZj.k ugha fd;k x;k gSA gkykafd t:jr ds vkdyu ds fglkc ls dHkh&dHkh izfrfuf/k;ksa }kjkizkFkfedrk esa igys fu/kZkj.k dks vuqfpr ugha Bgjk;k tk ldrk gSA

lewg }kjk eqn~nksa vkSj leL;kvksa ij foLRk`r ppkZ dh xbZ gS vkSj mUgsa Li"V :i ls of.kZr fd;k x;k gSfd ughaA

lewg }kjk muds ikl miyC/k lalk/kuksa ds vk/kkj ij leL;kvksa ds funku gsrq fofHkUu Lrj ij fu.kZ;fy;s x, gSa fd ughaA

{ks= Hkze.k ds vuqHkoksa ds vk/kkj ij fyf[kr fVIif.k;ksa dk Hkh egRo gks tkrk gSA mu fVIif.k;ksa ij HkhppkZ gksuh pkfg,A

6-thfodk ifj;kstuk efgyk l'kfDrdj.k gsrq dk;Z dj jgh gS] ifj;kstuk dk eq[; mn~ns'; xzkeh.k {ks=ksa esafuokljr efgykvksa dks lkekftd ,oa vkfFkZd #i ls le`) cukuk gSA ifj;kstuk efgykvksa dks lewg ds#i esa laxfBr djrh gS vkSj muesa ;g fo'okl txkus dk dk;Z djrh gS fd izR;sd efgyk lkekftd #ils l'kDr rFkk vkfFkZd #i ls vkRefuHkZj gks ldrh gSA bl gsrq Lo;a lgk;rk lewg ds #i esa laXkfBrgksdj efgyk,W vius e/; ysu&nsu dks izksRlkfgr djrh gSA ifj;kstuk Lo;a lgk;rk lewg esa gks jgs ysunsu dks izHkkoh #i ls ys[kkadu dh iqLrdksa esa ntZ dj lnL;ksa ds e/; vkilh fo'okl dks etcwr djkusdk iz;kl 'kq# ls djrh gS] ftlls lnL;ksa esa ysu nsu dks ysdj le> fufeZr gksrh gS rFkk lnL;ksa dksfdlh Hkh le; ;g irk pyrk gS fd mudh O;fDrxr cpr D;k gS rFkk fdlh lnL; fo'ks"k dks fdruk_.k vkt rd feyk gS vkSj ml lnL; us D;k okilh dh gSA ifj;kstuk iaplw=k ¼lkIrkfgd CkSBd]lkIrkfgd cpr] vkilh ysu&nsu] _.k okilh vkSj cqddhafix½ ds fl)kar ij lewgksa dks izHkkoh cukrh gSftlesa ,d eq[; lw= ys[kkadu dh iqLrdksa dks fu;fer #i ls izR;sd cSBd esa fy[kk tkrk gSA

MP

MP

� lw{e fu;kstu ds pkj pj.k &

thfodk ds lanHkZ esa ys[kkadu dk egRo

�

�

�

�

�

�

�

�

�

�

�

�

ekbØks Iyku lHkh lnL;ksa dh t:jr vkSj mÌs'; dks fcuk tkus rS;kj ugha djuk pkfg,A

lnL; Lrj ij fcuk okilh fu;kstu ds dh izfdz;k dks [kRe u djsaA

Lo;a lgk;rk lewgksa ds lnL;ksa ds ckjs esa tkudkjh o mu tkudkfj;ksa dk lekos'kA

lnL;ksa dh O;fDrxr ,ao lkewfgd leL;kvksa ,ao t:jrksa dk vkdyuA

ikfjokfjd fuos'k ;kstukA

lalk/kuksa ,oa t:jrksa ls lacaf/kr eqn~nksa ij fu.kZ; ¼eqn~ns ,oa lek/kku½A

;g fy[kuk egRoiw.kZ gksxk fd ds fofHkUu pj.kksa ds vykok lewg dh laf{kIr tkudkjh gsrq ,dfooj.kh rS;kj dh x;h gSA bl fooj.kh ds varxZr lewg dk uke] xBu dh rkjh[k] lewg ds lnL;ksa dhla[;k] cSad dk uke o [kkrk la[;k] lewg ds cSBdksa dh la[;k] mifLFkfr dk izfr'kr] dqy cpr] dqyforfjr _.k dh jkf'k] okilh izfr'kr] C;kt dh jkf'k] ckgjh laLFkkvkas ls vftZr _.k jkf'k]lkekftd mRFkku ,oa thfodksiktZu gsrq fd;s x, iz;kl] izkIr izf'k{k.k ,oa lewg izfrfuf/k;ksa ds ukevafdr gksrs gSaA

blesa lewg dh lkekftd] vkfFkZd ,ao foRrh; vuq'kklu dh fLFkfr dks ,d utj esa ns[kk tk ldrkgS rFkk lewg dh xq.koÙkk dh le> cuk;h tk ldrh gSA

lewg }kjk rS;kj fd;s x, ikfjokfjd fuos'k fuf/k dk izkFkfedrk fu/kkZj.k lgh rjhds ls fd;k x;k gSSvFkok ughaA ;g lqfuf'pr djuk gksxk fd lewg ds varxZr lcls xjhc ifjokj dh vuns[kh ugha gqbZgSA lkFk gh lkFk ;g Hkh fuf'pr djuk mfpr gksxk fd lewg ds izfrfuf/k;ksa }kjk izkFkfedrk esa igysfu/kkZj.k ugha fd;k x;k gSA gkykafd t:jr ds vkdyu ds fglkc ls dHkh&dHkh izfrfuf/k;ksa }kjkizkFkfedrk esa igys fu/kZkj.k dks vuqfpr ugha Bgjk;k tk ldrk gSA

lewg }kjk eqn~nksa vkSj leL;kvksa ij foLRk`r ppkZ dh xbZ gS vkSj mUgsa Li"V :i ls of.kZr fd;k x;k gSfd ughaA

lewg }kjk muds ikl miyC/k lalk/kuksa ds vk/kkj ij leL;kvksa ds funku gsrq fofHkUu Lrj ij fu.kZ;fy;s x, gSa fd ughaA

{ks= Hkze.k ds vuqHkoksa ds vk/kkj ij fyf[kr fVIif.k;ksa dk Hkh egRo gks tkrk gSA mu fVIif.k;ksa ij HkhppkZ gksuh pkfg,A

6-thfodk ifj;kstuk efgyk l'kfDrdj.k gsrq dk;Z dj jgh gS] ifj;kstuk dk eq[; mn~ns'; xzkeh.k {ks=ksa esafuokljr efgykvksa dks lkekftd ,oa vkfFkZd #i ls le`) cukuk gSA ifj;kstuk efgykvksa dks lewg ds#i esa laxfBr djrh gS vkSj muesa ;g fo'okl txkus dk dk;Z djrh gS fd izR;sd efgyk lkekftd #ils l'kDr rFkk vkfFkZd #i ls vkRefuHkZj gks ldrh gSA bl gsrq Lo;a lgk;rk lewg ds #i esa laXkfBrgksdj efgyk,W vius e/; ysu&nsu dks izksRlkfgr djrh gSA ifj;kstuk Lo;a lgk;rk lewg esa gks jgs ysunsu dks izHkkoh #i ls ys[kkadu dh iqLrdksa esa ntZ dj lnL;ksa ds e/; vkilh fo'okl dks etcwr djkusdk iz;kl 'kq# ls djrh gS] ftlls lnL;ksa esa ysu nsu dks ysdj le> fufeZr gksrh gS rFkk lnL;ksa dksfdlh Hkh le; ;g irk pyrk gS fd mudh O;fDrxr cpr D;k gS rFkk fdlh lnL; fo'ks"k dks fdruk_.k vkt rd feyk gS vkSj ml lnL; us D;k okilh dh gSA ifj;kstuk iaplw=k ¼lkIrkfgd CkSBd]lkIrkfgd cpr] vkilh ysu&nsu] _.k okilh vkSj cqddhafix½ ds fl)kar ij lewgksa dks izHkkoh cukrh gSftlesa ,d eq[; lw= ys[kkadu dh iqLrdksa dks fu;fer #i ls izR;sd cSBd esa fy[kk tkrk gSA

MP

MP

� lw{e fu;kstu ds pkj pj.k &

thfodk ds lanHkZ esa ys[kkadu dk egRo

5353

thfodk ifj;kstuk ys[kkadu dks fdlh Hkh lewg dh jh<+ ekurh gS rFkk ;g fo'okl djrh gS fd O;ofLFkrys[kkadu lewg dks le`) cukus esa enn iznku djsxk vkSj lewg vkfFkZd Lokoyach gksdj lnL;ksa dkslkekftd rFkk vkfFkZd #i ls lqn`<+ cuk,xkA

bl dk;Z dks iwjk djus ds fy, ifj;kstukdfeZ;ksa ,oa lkeqnkf;d laxBdks dks izf'k{k.k ds ek/;e ls{kerko`f) djus fd;k tkrk gSA lkFk gh lkFk lewg Lrj ij tks cnyko gks jgs gS mUgsa dsl LVsMh dsek/;e ls fofHkUu Lrjksa ij izf'k{k.k nsdj lewg ys[kkadu dh iqLrdks esa fdl izdkj fjdkMZ djs ;g Hkhcrk;k tkrk gSA O;ofLFkr ys[kkadu lewgksa dks foRrh; laLFkkvksa ls lao)rk fnykus esa egRoiw.kZ HkwfedkfuHkk,xk ,slk ifj;kstuk dk n`<+ fo'okl gSA

ys[kkadu fdlh laLFkku esa gq, foRrh; ysu&nsuksa dh iw.kZ tkudkjh j[kus dk ,d lk/ku gSA ;g foRrh;lwpukvksa ds vadu] oxhZdj.k ,oa la{ksi.k djus dh ,d iw.kZ iz.kkyh gSA Lo;a lgk;rk lewg dks izHkkohizca/ku gsrq ys[kakdu djus ds iwoZ ds nLrkost dks j[kuk rFkk mijksDr nLrkostksa ds vk/kkj rFkk r;fl)karks esa ys[kkadu djuk vko';d gSA

pwafd Loa; lgk;rk lewg de i<+s fy[ks lnL;ksa dk lewg gS tgk¡ foRrh; ysu&nsu bUgha lnL;ksa ds chpvkil essa gksrs gSa vr% ,slh O;oLFkk dk gksuk vko';d gS ftlls izHkkoiw.kZ ,oa mfpr ys[kkadu gks ldsvkSj Loa; lgk;rk lewg ds varxZr mfpr ys[kkadu dh O;oLFkk] lewg ds l'kfDrdj.k esa ,d egRoiw.kZHkwfedk fuHkk ldsA ,d Loa; lgk;rk lewg ds varxZr mfpr ys[kkadu dh O;oLFkk fuEu dkj.kksa ls Hkhvko';d gS&

;g lewg ds vkarfjd iz'kkldh; O;oLFkk dks etcwr djrk gS]ftllslewg esa foRrh; ikjnf'kZrk cuh jgrh gS vkSj lewg ds varxZr dksbZ foRrh; fookn gksus dh laHkkoukux.; gksrh gS tks lewg ds VwVus dk dkj.k cusA ;g bl lansg dks lekIr djrk gS fd lewg dslk/kuksa dk iw.kZ mi;ksx ugha gks jgk gSA dq'ky foRRkh; izca/ku lewg dh ,drk dks cuk, j[krk gSA

mfpr ys[kkadu dh O;oLFkk vU; foRrh; laLFkkuksa ls O;ogkj djus esa lgk;rk iznku djrk gSAdksbZ Hkh laLFkku jk"Vªh; gks ;k varjkZ"Vªh;] ljdkjh ;k xSj ljdkjh lewg dks foRrh; lgk;rkiznku djus ls igys lewg ds ys[kkadu O;oLFkk dk fujh{k.k djrs gSaA ftu lewgksa esa ys[kkadu dhmfpr O;oLFkk ugha gS mUgsa foRrh; lgk;rk izkIr djus esa dfBukbZ gksrh gSA vxj lewg ds iklys[kkadu dh mfpr O;oLFkk ugha gS rks lewg dk T;knk le; ,oa Je ckgjh foRrh; laLFkkuksa dkslEk>kus esa cckZn gks ldrk gSA

ys[kkadu ls gesa og lHkh foRrh; lwpuk,a izkIr gksrh gS tks ,d lewg ds izHkkoh foRRkh; izca/ku dsfy, vko'd gSA ;g gesa ;g Hkh tkuus esa lgk;rk iznku djrk gS fd lk/ku dh izkfIr le; ls gksjgh gS rFkk mu lk/kuksa dks izHkkoiw.kZ rjhds ls mlh mn~ns'; ds fy, mi;ksx fd;k tk jgk gSftlds fy, ;g izkIr gq, FksA

lewg esa vkilh fo'okl ugha jgsxkA

lewg lnL;ksa ds }kjk fdruh&fdruh cpr dh xbZ gS] ;g irk ugha pysxkA

lewg lnL;ksa ds }kjk vkilh ysu&nsu esa fdruk&fdruk _.k fy;k x;k gS rFkk fdl lnL; dsmij fdruk _.k cdk;k gS ;g irk ugha pysxkA

�

�

Lo;a lgk;rk lewg ds lanHkZ esa ys[kkadu dk egRo

lewg esa O;ofLFkr ys[kkadu u gksus ds nq"ifj.kke

�

�

�

�

�

�

(Internal Governance)

thfodk ifj;kstuk ys[kkadu dks fdlh Hkh lewg dh jh<+ ekurh gS rFkk ;g fo'okl djrh gS fd O;ofLFkrys[kkadu lewg dks le`) cukus esa enn iznku djsxk vkSj lewg vkfFkZd Lokoyach gksdj lnL;ksa dkslkekftd rFkk vkfFkZd #i ls lqn`<+ cuk,xkA

bl dk;Z dks iwjk djus ds fy, ifj;kstukdfeZ;ksa ,oa lkeqnkf;d laxBdks dks izf'k{k.k ds ek/;e ls{kerko`f) djus fd;k tkrk gSA lkFk gh lkFk lewg Lrj ij tks cnyko gks jgs gS mUgsa dsl LVsMh dsek/;e ls fofHkUu Lrjksa ij izf'k{k.k nsdj lewg ys[kkadu dh iqLrdks esa fdl izdkj fjdkMZ djs ;g Hkhcrk;k tkrk gSA O;ofLFkr ys[kkadu lewgksa dks foRrh; laLFkkvksa ls lao)rk fnykus esa egRoiw.kZ HkwfedkfuHkk,xk ,slk ifj;kstuk dk n`<+ fo'okl gSA

ys[kkadu fdlh laLFkku esa gq, foRrh; ysu&nsuksa dh iw.kZ tkudkjh j[kus dk ,d lk/ku gSA ;g foRrh;lwpukvksa ds vadu] oxhZdj.k ,oa la{ksi.k djus dh ,d iw.kZ iz.kkyh gSA Lo;a lgk;rk lewg dks izHkkohizca/ku gsrq ys[kakdu djus ds iwoZ ds nLrkost dks j[kuk rFkk mijksDr nLrkostksa ds vk/kkj rFkk r;fl)karks esa ys[kkadu djuk vko';d gSA

pwafd Loa; lgk;rk lewg de i<+s fy[ks lnL;ksa dk lewg gS tgk¡ foRrh; ysu&nsu bUgha lnL;ksa ds chpvkil essa gksrs gSa vr% ,slh O;oLFkk dk gksuk vko';d gS ftlls izHkkoiw.kZ ,oa mfpr ys[kkadu gks ldsvkSj Loa; lgk;rk lewg ds varxZr mfpr ys[kkadu dh O;oLFkk] lewg ds l'kfDrdj.k esa ,d egRoiw.kZHkwfedk fuHkk ldsA ,d Loa; lgk;rk lewg ds varxZr mfpr ys[kkadu dh O;oLFkk fuEu dkj.kksa ls Hkhvko';d gS&

;g lewg ds vkarfjd iz'kkldh; O;oLFkk dks etcwr djrk gS]ftllslewg esa foRrh; ikjnf'kZrk cuh jgrh gS vkSj lewg ds varxZr dksbZ foRrh; fookn gksus dh laHkkoukux.; gksrh gS tks lewg ds VwVus dk dkj.k cusA ;g bl lansg dks lekIr djrk gS fd lewg dslk/kuksa dk iw.kZ mi;ksx ugha gks jgk gSA dq'ky foRRkh; izca/ku lewg dh ,drk dks cuk, j[krk gSA

mfpr ys[kkadu dh O;oLFkk vU; foRrh; laLFkkuksa ls O;ogkj djus esa lgk;rk iznku djrk gSAdksbZ Hkh laLFkku jk"Vªh; gks ;k varjkZ"Vªh;] ljdkjh ;k xSj ljdkjh lewg dks foRrh; lgk;rkiznku djus ls igys lewg ds ys[kkadu O;oLFkk dk fujh{k.k djrs gSaA ftu lewgksa esa ys[kkadu dhmfpr O;oLFkk ugha gS mUgsa foRrh; lgk;rk izkIr djus esa dfBukbZ gksrh gSA vxj lewg ds iklys[kkadu dh mfpr O;oLFkk ugha gS rks lewg dk T;knk le; ,oa Je ckgjh foRrh; laLFkkuksa dkslEk>kus esa cckZn gks ldrk gSA

ys[kkadu ls gesa og lHkh foRrh; lwpuk,a izkIr gksrh gS tks ,d lewg ds izHkkoh foRRkh; izca/ku dsfy, vko'd gSA ;g gesa ;g Hkh tkuus esa lgk;rk iznku djrk gS fd lk/ku dh izkfIr le; ls gksjgh gS rFkk mu lk/kuksa dks izHkkoiw.kZ rjhds ls mlh mn~ns'; ds fy, mi;ksx fd;k tk jgk gSftlds fy, ;g izkIr gq, FksA

lewg esa vkilh fo'okl ugha jgsxkA

lewg lnL;ksa ds }kjk fdruh&fdruh cpr dh xbZ gS] ;g irk ugha pysxkA

lewg lnL;ksa ds }kjk vkilh ysu&nsu esa fdruk&fdruk _.k fy;k x;k gS rFkk fdl lnL; dsmij fdruk _.k cdk;k gS ;g irk ugha pysxkA

�

�

Lo;a lgk;rk lewg ds lanHkZ esa ys[kkadu dk egRo

lewg esa O;ofLFkr ys[kkadu u gksus ds nq"ifj.kke

�

�

�

�

�

�

(Internal Governance)

5454

�

�

�

�

�

�

lewg esa v/;{k] lfpo ,oa dks"kk/;{k euekuh djuk pkyw dj nsaxsA

lewg ckgjh L=ksrksa ds le{k vius O;ofLFkr nLrkostksa dks ugha j[k ik,xk ftlls lewg dks _.kysus ;k vU; dk;Z djus esa ijs'kkuh gksxhA

lewg vius lnL;ksa ds csgrjh ds fy, dk;Z ugha dj ldrk gSA

lewg foRrh; izca/ku dk dk;Z ugha dj ldrk] lwpukvksa dk vkil esa okLrfod izn'kZu Hkh ugh djldrk gSA

lewg dh vkarfjd fu;a=.k iz.kkyh ,oa fo'ys"k.k izo`fr lekIr gks tk,xhA vFkkZr~ O;ofLFkrys[kkadu ds vkHkko esa lewg lgh rjhds ls dk;Z u djrs gq, ekfpl fryh;ksa dh rjg fc[kj ldrkgS ;kfu lewg can gks ldrk gSA

tSlk fd igys crk;k tk pqdk gS fd fdlh Hkh laLFkku ds fy, O;ogkj esa vkus okyh iqLrdksa dks nks Hkkxksaesa oxhZd`r fd;k tk ldrk gS Bhd mUgha fl)karksa ds vk/kkj ij gekjs Lo;a lgk;rk lewg ds fy,ys[kkadu dh iqLrdas nks Hkkxksa esa oxhd`r gS vkSj og gS &

eq[; iqLrd ,oa lgk;d iqLrdA

Lo;a lgk;rk lewg ds lanHkZ esa Hkh loZekU; fl)karksanks eq[; iqfLrdk mi;ksx esa yk;h tkrh gS %&

tujy ds ckjs esa tSlk fd fofnr gS fd blesa m/kkj ysu&nsu fy[ks tkrs gSA gekjs Lo;a lgk;rklewg ds varxZr m/kkj ysu&nsu dh O;oLFkk ugha gS vkSj vxj gS Hkh rks bu ysu&nsuksa dh bruhek=k ugha gS fd blds fy, vyx ls tuZy iqLrd j[kh tk;A vr% Lo;a Lkgk;rk lewg ds varxZrtuZy iqLrd dk izok/kku ugha gSA

1-

ysu&nsu izi= jksdM+ cgh dk gh ,d izdkj gSA blesa ehfVax fo'ks"k ds izkfIr vkSj Hkqxrkuksa dsfy, lHkh en igys ls gh Nis gq, gSA bldh fo'ks"krk ;g gS fd ;g nks Hkkxksa esa caVk gqvk gS &^^lnL;okj** ,oa ^^lewgokj**A lewgokj iqu% nks Hkkxksa esa oxhd`r gS& ^^udn** ,oa ^^cSad**vFkkZr~ blds varxZr udn ds lkFk&lkFk psd esa gq, izkfIr vkSj Hkqxrkuksa dks Hkh fy[kus dhlqfo/kk gSA ;gkW ge ns[ksa rks ;g jksdM+ cgh gh gS ftlds izk#i esa dqN ifjorZu fd;s x;s gSvkSj bl izdkj bldk uke ysu&nsu izi= j[kk x;k gSA ;g ifjorZu leqnk; dh lqfo/kk ,oa{ks= ls izkIr vuqHko ds vk/kkj ij fd;k x;k gSA

ysu&nsu izi= dh fo'ks"krk dks bl izdkj Hkh le>k tk ldrk gS & ysu nsu izi= dk ,di`"B lewg ds jksdM+ cgh

ds izR;sd lnL;ksa ds lkFk ,d cSBd esa gq, ysu&nsuksa dksfy[kus dh lqfo/kk gS & vkSj blh Hkkx dk uke fn;k x;k gS ^^lnL;okj**A lnL;okj dh uhps

� Lo;a lgk;rk lewg ds lanHkZ esa ys[kkadu dh iqLrd

eq[; iqLrd

1- ysu&nsu izi= (jksdM+ cgh)2- [kkrk cghA

ysu&nsu izi= (jksdM+ cgh)

vFkZ

¼nksgjh ys[kk iz.kkyh½ ds vk/kkj ij izdkj dh

¼izkfIr&Hkqxrku udn½ vkSj cSad cgh ¼izkfIr&Hkqxrku udn½ vkSjcSad cgh ¼izkfIr&Hkqxrku cSad½ dk ,d&,d i`"B gS vkSj blh jksdM+ cgh ds mij ,d vkSj oxZtksM+ fn;k x;k gS ftlesa lewg

�

�

�

�

�

�

lewg esa v/;{k] lfpo ,oa dks"kk/;{k euekuh djuk pkyw dj nsaxsA

lewg ckgjh L=ksrksa ds le{k vius O;ofLFkr nLrkostksa dks ugha j[k ik,xk ftlls lewg dks _.kysus ;k vU; dk;Z djus esa ijs'kkuh gksxhA

lewg vius lnL;ksa ds csgrjh ds fy, dk;Z ugha dj ldrk gSA

lewg foRrh; izca/ku dk dk;Z ugha dj ldrk] lwpukvksa dk vkil esa okLrfod izn'kZu Hkh ugh djldrk gSA

lewg dh vkarfjd fu;a=.k iz.kkyh ,oa fo'ys"k.k izo`fr lekIr gks tk,xhA vFkkZr~ O;ofLFkrys[kkadu ds vkHkko esa lewg lgh rjhds ls dk;Z u djrs gq, ekfpl fryh;ksa dh rjg fc[kj ldrkgS ;kfu lewg can gks ldrk gSA

tSlk fd igys crk;k tk pqdk gS fd fdlh Hkh laLFkku ds fy, O;ogkj esa vkus okyh iqLrdksa dks nks Hkkxksaesa oxhZd`r fd;k tk ldrk gS Bhd mUgha fl)karksa ds vk/kkj ij gekjs Lo;a lgk;rk lewg ds fy,ys[kkadu dh iqLrdas nks Hkkxksa esa oxhd`r gS vkSj og gS &

eq[; iqLrd ,oa lgk;d iqLrdA

Lo;a lgk;rk lewg ds lanHkZ esa Hkh loZekU; fl)karksanks eq[; iqfLrdk mi;ksx esa yk;h tkrh gS %&

tujy ds ckjs esa tSlk fd fofnr gS fd blesa m/kkj ysu&nsu fy[ks tkrs gSA gekjs Lo;a lgk;rklewg ds varxZr m/kkj ysu&nsu dh O;oLFkk ugha gS vkSj vxj gS Hkh rks bu ysu&nsuksa dh bruhek=k ugha gS fd blds fy, vyx ls tuZy iqLrd j[kh tk;A vr% Lo;a Lkgk;rk lewg ds varxZrtuZy iqLrd dk izok/kku ugha gSA

1-

ysu&nsu izi= jksdM+ cgh dk gh ,d izdkj gSA blesa ehfVax fo'ks"k ds izkfIr vkSj Hkqxrkuksa dsfy, lHkh en igys ls gh Nis gq, gSA bldh fo'ks"krk ;g gS fd ;g nks Hkkxksa esa caVk gqvk gS &^^lnL;okj** ,oa ^^lewgokj**A lewgokj iqu% nks Hkkxksa esa oxhd`r gS& ^^udn** ,oa ^^cSad**vFkkZr~ blds varxZr udn ds lkFk&lkFk psd esa gq, izkfIr vkSj Hkqxrkuksa dks Hkh fy[kus dhlqfo/kk gSA ;gkW ge ns[ksa rks ;g jksdM+ cgh gh gS ftlds izk#i esa dqN ifjorZu fd;s x;s gSvkSj bl izdkj bldk uke ysu&nsu izi= j[kk x;k gSA ;g ifjorZu leqnk; dh lqfo/kk ,oa{ks= ls izkIr vuqHko ds vk/kkj ij fd;k x;k gSA

ysu&nsu izi= dh fo'ks"krk dks bl izdkj Hkh le>k tk ldrk gS & ysu nsu izi= dk ,di`"B lewg ds jksdM+ cgh

ds izR;sd lnL;ksa ds lkFk ,d cSBd esa gq, ysu&nsuksa dksfy[kus dh lqfo/kk gS & vkSj blh Hkkx dk uke fn;k x;k gS ^^lnL;okj**A lnL;okj dh uhps

� Lo;a lgk;rk lewg ds lanHkZ esa ys[kkadu dh iqLrd

eq[; iqLrd

1- ysu&nsu izi= (jksdM+ cgh)2- [kkrk cghA

ysu&nsu izi= (jksdM+ cgh)

vFkZ

¼nksgjh ys[kk iz.kkyh½ ds vk/kkj ij izdkj dh

¼izkfIr&Hkqxrku udn½ vkSj cSad cgh ¼izkfIr&Hkqxrku udn½ vkSjcSad cgh ¼izkfIr&Hkqxrku cSad½ dk ,d&,d i`"B gS vkSj blh jksdM+ cgh ds mij ,d vkSj oxZtksM+ fn;k x;k gS ftlesa lewg

5555

lewgokj C;kSjk gh ysu&nsuksa dks fy[kus dk izko/kku gS vkSj ;gh Hkkx okLro esa lewg dkjksdM+ cgh ,oa cSad cgh gSA bls fuEukafdr izk#i ds vk/kkj ij vkSj vklkuh ls le>k tkldrk gSA

bldk egRo ;g gS fd leqnk; }kjk de ls de esgur djuk vkSj vf/kd ls vf/kd lwpuk,Wys[kkadu ds fl)karksa ds vk/kkj ij vafdr dh tk ldrh gSA

tc rd ysu&nsu vf/k—r ugha gksrk gS rc rd og ys[kkadu dh iqLrdksa esa ugha fy[kk tkldrk gSA vr% ys[kkadu dh iqLrdks dks fy[kuk ,oa ysu&nsuksa dk vf/k—r gksuk nksvyx&vyx ckrs gSA lewg ds lanHkZ esa ysu&nsuksa dks vf/k—r djus ds fy, ßdk;ZokghiqfLrdkÞ dks iz;ksx esa yk;k tkrk gSA ;gh dk;Zokgh iqfLrdk ysu&nsu izi= fy[kus dkvk/kkj gksrk gSAdk;Zokgh iqfLrdk lewg dh iz'kkldh; iqfLrdk gksrh gS ftlesa lewg vius

}kjk fd;s tk jgs dk;ksZa cSBd] cpr] vkilh ysu&nsu] lkekftd ,oa fodklRed dk;Z

vkfn dk foLr`r fooj.k feyrk gS rFkk mijksDr fooj.kksa esa lewg dh lgefr gks tkus lsfu.kZ; ds ckn gh ysu&nsu izi= esa ntZ fd;k tkrk gSA

lewg ds ysu&nsuksa dh izd`fr ds vuqlkj dqN ysu&nsuksa dk foLr`r fooj.k j[kuk vfuok;Z gS vr%;gkW nks izdkj ds lgk;d iqLrd gS & cpr ,oa _.k iqfLrdkA

egRo

fy[kus dk vk/kkj

Lkgk;d iqLrd

xzke laxBu ds lanHkZ esa ys[kkadu dk egRo

(

)

�

�

�

�

�

�

�

�

�

xzke laxBu fdlh xzke esa fufeZr 8 ls 10 lewgksa dk laxBu gksrk gS tks lewgksa dh cM+h t#jrksa dksiwjk djus ds mn~ns'; ls cuk;k tkrk gSA xzke laxBu esa O;ofLFkr rjhds ls ys[kkadu dh iqLrdksarFkk iqLrd fy[kus esa yxus okys lg;ksxh izi=ksa dks fy[kk tkuk vfuok;Z gSA ;fn xzke laxBu esays[kkadu lgh izdkj ls gksxk rks xzke laxBu l'kDr gksdj mij mB ldsxkA

xzke laxBu esa O;ofLFkr ys[kkadu fuEu dkj.kksa ls vko';d gS &

xzke laxBu esa 'kkfey lewgksa dks vkilh fo'okl cuk, j[kus ds fy,AlnL; lewgksa dk cpr ,oa _.k dh vn~ru tkudkjh ds fy,Axzke laxBu esa 'kkfey lewg le; ij viuh _.k okilh dj jgsa gS ;k ugha bl tkudkjh gsrqAxzke laxBu esa ifj;kstuk ds ek/;e ls vyx&vyx enksa esa izkIr /kujkf'k dk mi;ksx gks jgkgS ;k ughaAxzke laxBu ,oa ckgjh L=ksrksa esa csgrj rkyesy cuk, j[kus ds fy,Axzke laXkBu dh foRrh; fLFkfr dks tkuus ds fy,Adkuwuh dk;Zokgh dks iw.kZ djus ds fy,Axzke laxBu ftu vkfFkZd le`f) dks izkIr djus ds mn~ns';ksa dks ysdj xfBr fd;k x;k gS]D;k og dk;Z lgh gks jgs gS ;k ughaA

mijksDr ckrsa xzke laxBu esa O;ofLFkr ys[kkadu djus ls ns[kh tk ldrh gSA

lewgokj C;kSjk gh ysu&nsuksa dks fy[kus dk izko/kku gS vkSj ;gh Hkkx okLro esa lewg dkjksdM+ cgh ,oa cSad cgh gSA bls fuEukafdr izk#i ds vk/kkj ij vkSj vklkuh ls le>k tkldrk gSA

bldk egRo ;g gS fd leqnk; }kjk de ls de esgur djuk vkSj vf/kd ls vf/kd lwpuk,Wys[kkadu ds fl)karksa ds vk/kkj ij vafdr dh tk ldrh gSA

tc rd ysu&nsu vf/k—r ugha gksrk gS rc rd og ys[kkadu dh iqLrdksa esa ugha fy[kk tkldrk gSA vr% ys[kkadu dh iqLrdks dks fy[kuk ,oa ysu&nsuksa dk vf/k—r gksuk nksvyx&vyx ckrs gSA lewg ds lanHkZ esa ysu&nsuksa dks vf/k—r djus ds fy, ßdk;ZokghiqfLrdkÞ dks iz;ksx esa yk;k tkrk gSA ;gh dk;Zokgh iqfLrdk ysu&nsu izi= fy[kus dkvk/kkj gksrk gSAdk;Zokgh iqfLrdk lewg dh iz'kkldh; iqfLrdk gksrh gS ftlesa lewg vius

}kjk fd;s tk jgs dk;ksZa cSBd] cpr] vkilh ysu&nsu] lkekftd ,oa fodklRed dk;Z

vkfn dk foLr`r fooj.k feyrk gS rFkk mijksDr fooj.kksa esa lewg dh lgefr gks tkus lsfu.kZ; ds ckn gh ysu&nsu izi= esa ntZ fd;k tkrk gSA

lewg ds ysu&nsuksa dh izd`fr ds vuqlkj dqN ysu&nsuksa dk foLr`r fooj.k j[kuk vfuok;Z gS vr%;gkW nks izdkj ds lgk;d iqLrd gS & cpr ,oa _.k iqfLrdkA

egRo

fy[kus dk vk/kkj

Lkgk;d iqLrd

xzke laxBu ds lanHkZ esa ys[kkadu dk egRo

(

)

�

�

�

�

�

�

�

�

�

xzke laxBu fdlh xzke esa fufeZr 8 ls 10 lewgksa dk laxBu gksrk gS tks lewgksa dh cM+h t#jrksa dksiwjk djus ds mn~ns'; ls cuk;k tkrk gSA xzke laxBu esa O;ofLFkr rjhds ls ys[kkadu dh iqLrdksarFkk iqLrd fy[kus esa yxus okys lg;ksxh izi=ksa dks fy[kk tkuk vfuok;Z gSA ;fn xzke laxBu esays[kkadu lgh izdkj ls gksxk rks xzke laxBu l'kDr gksdj mij mB ldsxkA

xzke laxBu esa O;ofLFkr ys[kkadu fuEu dkj.kksa ls vko';d gS &

xzke laxBu esa 'kkfey lewgksa dks vkilh fo'okl cuk, j[kus ds fy,AlnL; lewgksa dk cpr ,oa _.k dh vn~ru tkudkjh ds fy,Axzke laxBu esa 'kkfey lewg le; ij viuh _.k okilh dj jgsa gS ;k ugha bl tkudkjh gsrqAxzke laxBu esa ifj;kstuk ds ek/;e ls vyx&vyx enksa esa izkIr /kujkf'k dk mi;ksx gks jgkgS ;k ughaAxzke laxBu ,oa ckgjh L=ksrksa esa csgrj rkyesy cuk, j[kus ds fy,Axzke laXkBu dh foRrh; fLFkfr dks tkuus ds fy,Adkuwuh dk;Zokgh dks iw.kZ djus ds fy,Axzke laxBu ftu vkfFkZd le`f) dks izkIr djus ds mn~ns';ksa dks ysdj xfBr fd;k x;k gS]D;k og dk;Z lgh gks jgs gS ;k ughaA

mijksDr ckrsa xzke laxBu esa O;ofLFkr ys[kkadu djus ls ns[kh tk ldrh gSA

5656

xzke laxBu ds lanHkZ esa ys[kkadu dh iqfLrdk

eq[; iqLrd

jksdM+ cgh

vFkZ

egRo

tSlk fd igys crk;k tk pqdk gS] ys[kkadu ds loZekU; fl)kar ¼nksgjh ys[kk iz.kkyh½ ds vuqlkjxzke laXkBu ds lanHkZ esa Hkh ys[kkadu dh nks iqLrdksa esa oxhd`r gSS & eq[; iqLrd ,oa lgk;diqLrd A

1- lkekU; Js.kh dh izfof"V2- dkW.Vªk izfof"V3- lek;kstu izfof"V4-5-

xzke laxBu ds jksdM+ cgh esa lcls T;knk izfof"V blhJs.kh esa ntZ dh tkrh gSA ;g ,sls ysu&nsu gS tks flQZ udn ds izkfIr ;k udn dsHkqxrku ;k flQZ cSad dh izkfIr ;k cSad ds Hkqxrku dks izHkkfor djrk gS vFkkZr~ ftldkflQZ ,d i{k ij izHkko iM+rk gS vkSj ,sls ysu&nsuksa dks jksdM+ cgh esa ;k rks udn izkfIr;k udn Hkqxrku esa izfof"V djrs gS ;k fQj cSad izkfIr ;k cSad Hkqxrku esa izfof"V djrs

xzke laxBu esa ys[kkadu dks djus ds fy, nks eq[; iqLrdksa dks mi;ksx esa yk;k tkrk gS %& jksdM+cgh ¼nks [kkuks okyh½ ,oa [kkrk cghA pwafd xzke laxBu esa m/kkj ysu&nsu dk izok/kku ugha vkSjvxj gS Hkh rks mruh ek=k esa ugha ftlds fy, vyx ls tuZy iqfLrdk j[kh tk;A vr% xzkelaxBu esa ^^tuZy** iqfLrdk dk izko/kku ugha gSA

xzke laxBu ds varxZr nks [kkuks okyh jksdM+ cgh j[kh xbZ gS vr% blesa ftlesa uxn ds lkFkcSad ds }kjk psd ,oa Mªk¶V ds ek/;e ls gq, ysu&nsu dks fy[kk tkrk gSA

jksdM+ cgh fy[kus ls xzke laxBu dks ;g ekywe gksrk gS fd vkt ds fnu xzke laxBu esafdruk udn 'ks"k gS rFkk fdruk cSad 'ks"k gS vFkkZr~ xzke laxBu ds ikl fdruk /kujkf'k gS;g /kujkf'k ;k rks udn ds #i esa gksxh ;k CkSad [kkrs esa tek gksxhA

�

�

jksdM+ cgh esa ysu&nsu dh izfof"V ds izdkj &

1- lkekU; Js.kh dh izfof"V &

(General Entry)

(Adjustment Entry)Cancellation entryRectification entry

xzke laxBu ds lanHkZ esa ys[kkadu dh iqfLrdk

eq[; iqLrd

jksdM+ cgh

vFkZ

egRo

tSlk fd igys crk;k tk pqdk gS] ys[kkadu ds loZekU; fl)kar ¼nksgjh ys[kk iz.kkyh½ ds vuqlkjxzke laXkBu ds lanHkZ esa Hkh ys[kkadu dh nks iqLrdksa esa oxhd`r gSS & eq[; iqLrd ,oa lgk;diqLrd A

1- lkekU; Js.kh dh izfof"V2- dkW.Vªk izfof"V3- lek;kstu izfof"V4-5-

xzke laxBu ds jksdM+ cgh esa lcls T;knk izfof"V blhJs.kh esa ntZ dh tkrh gSA ;g ,sls ysu&nsu gS tks flQZ udn ds izkfIr ;k udn dsHkqxrku ;k flQZ cSad dh izkfIr ;k cSad ds Hkqxrku dks izHkkfor djrk gS vFkkZr~ ftldkflQZ ,d i{k ij izHkko iM+rk gS vkSj ,sls ysu&nsuksa dks jksdM+ cgh esa ;k rks udn izkfIr;k udn Hkqxrku esa izfof"V djrs gS ;k fQj cSad izkfIr ;k cSad Hkqxrku esa izfof"V djrs

xzke laxBu esa ys[kkadu dks djus ds fy, nks eq[; iqLrdksa dks mi;ksx esa yk;k tkrk gS %& jksdM+cgh ¼nks [kkuks okyh½ ,oa [kkrk cghA pwafd xzke laxBu esa m/kkj ysu&nsu dk izok/kku ugha vkSjvxj gS Hkh rks mruh ek=k esa ugha ftlds fy, vyx ls tuZy iqfLrdk j[kh tk;A vr% xzkelaxBu esa ^^tuZy** iqfLrdk dk izko/kku ugha gSA

xzke laxBu ds varxZr nks [kkuks okyh jksdM+ cgh j[kh xbZ gS vr% blesa ftlesa uxn ds lkFkcSad ds }kjk psd ,oa Mªk¶V ds ek/;e ls gq, ysu&nsu dks fy[kk tkrk gSA

jksdM+ cgh fy[kus ls xzke laxBu dks ;g ekywe gksrk gS fd vkt ds fnu xzke laxBu esafdruk udn 'ks"k gS rFkk fdruk cSad 'ks"k gS vFkkZr~ xzke laxBu ds ikl fdruk /kujkf'k gS;g /kujkf'k ;k rks udn ds #i esa gksxh ;k CkSad [kkrs esa tek gksxhA

�

�

jksdM+ cgh esa ysu&nsu dh izfof"V ds izdkj &

1- lkekU; Js.kh dh izfof"V &

(General Entry)

(Adjustment Entry)Cancellation entryRectification entry

5757

gS] bl izdkj dh izfof"V dks lkekU; Js.kh dh izfof"V dgrs gSA

bldh izfof"Vh nks i{kh; gksrh gSA ,slk ysu&nsu tks udn rFkk cSaddks lkFk&lkFk izHkkfor djrs gSa vFkkZr~ udn esa izkfIr gksrh gS rks cSad esa Hkqxrku rFkkudn Hkqxrku gksrk gS rks cSad esa izkfIr ,slk nks fLFkfr esa gh laHko gks ikrk gSA

bl fLFkfr esa udn ?kVrk gS rks cSad c<+rk gSA

bl fLFkfr esa udn c<+rk gS rks cSad ?kVrk gSA

,sls ysu&nsu dks jksdM+ cgh esa nksuksa rjQ fy[kk tkrk gSA /;ku j[kus ;ksX; ckrsa ;g gksrh gS fd,d rjQ udn esa tek gksxk rks nwljh rjQ cSad esa ;k fQj ,d rjQ cSad esa gksxk rks nwljh rjQ

udn esaA ,sls ysu&nsu dh izfof"V ds le; jksdM+ cgh ds ^^[kkrk cgh i`"B la[;k** esa fy[kuk

vko';d gksrk gS vkSj dHkh Hkh ,d rjQ ugha fy[kk tk,xk] tc Hkh gksxk rks nksuksa rjQ¼izkfIr ,oa Hkqxrku½ ds lkFk udn ,oa cSad ,d lkFk gksxkA bl izdkj dh izfof"V dks dkW.Vªkizfof"V dgrs gSaA

& blds varxZr ,sls ysu&nsuks dh Js.kh esa vkrs gSa ftlesa udn dk vkokxeurqjar ugha gksrk gSA lkekU;r% ,sls ysu&nsu tuZy esa fy[ks tkrs gSa ysfdu tuZy dh vuqifLFkfr esa,sls ysu&nsuksa dks jksdM+ cgh esa gh fy[kk tkrk gS lek;kstu izfof"V;ksa dks jksdM+ cgh esalko/kkuhiwoZd vFkkZr~ nksuks rjQ fy[kk tkuk pkfg,A

4-

sdgrs gSaA

e

dh t#jr iM+rh gSA

2- dkW.Vªk izfof"V &

cSad esa tek %&

cSad ls fudklh %&

^^udn ?kVrk gS rks cSad c<+rk gS] cSad ?kVrk gS rks udn c<+rk gSA**

3- lek;kstu izfof"V

&

&

““

C”

C”

Cancellation entry

Cancellation entry

Rectification Entry

Cancellation Entry

5. Rectification Entry

lkekU;r;% tc fdlh laLFkk dk [kkrk cSad esa [kqyrk gS rks [kkrk [kksyusesa vf/kd`r O;fDr;ksa dks gLrk{kj djuk gksrk gS rFkk [kkrk [kqyokus ds le; muds }kjk fd;s x;sgLrk{kj esa fdlh izdkj dh vlekurk gksrh gS ;k vU; fdlh dkj.ko'k psd vizfrf"Br gksdj cSadls okil vk tkrk gS rks bldh izfof"V jksdM+ cgh es djuk vfuok;Z gks tkrk gS pwWfd ftl le;psd fuxZr fd;k x;k Fkk] ml le; bldh izfof"V jksdM+ cgh esa dh x;h Fkh vr% vizfrf"Br gksusdh fLFkfr esa Hkh bldh izfof"V jksdM+ cgh esa djuk vfuok;Z gksrk gSA bl izfof"V dk

sa [kkrk'kh"kZ o jkf'k ogh gksaxs tks iwoZ esa ml psd dks fuxZr djrs le; fy[ksx, Fks varj ;g gksxk fd vxj iwoZ esa Hkqxrku ds rjQ izfof"V dh x;h Fkh rks vc izkfIr ds rjQdjuh gksxhA

dHkh&dHkh ysu&nsuksa dks fy[krs le; lS)kafrd xyrh gks ldrh gSA;g fo'ks"kdj lek;kstu izfof"V;ksa ds lanHkZ esa gks ldrk gS vkSj ,slh xyrh lq/kkjus ds fy, gh bl

jksdM+ cgh fy[kus dk vk/kkj dks le>uk vko';d gS ftlls jksdM+ cgh esa D;ksa fy[kk tk,xk] dcfy[kk tk,xk ,oa dgk¡ fy[kk tk,xk] ;g Li"V gks lds rFkk mi;qDr ckrksa dh i;kZIr tkudkjhfey ldsA jksdM+ cgh ds fy[kus ds fuEu vk/kkj gksaxs& d½ izkfIr foi=] [k½ Hkqxrku foi=] x½

� jksdM+ cgh fy[kus dk vk/kkj

gS] bl izdkj dh izfof"V dks lkekU; Js.kh dh izfof"V dgrs gSA

bldh izfof"Vh nks i{kh; gksrh gSA ,slk ysu&nsu tks udn rFkk cSaddks lkFk&lkFk izHkkfor djrs gSa vFkkZr~ udn esa izkfIr gksrh gS rks cSad esa Hkqxrku rFkkudn Hkqxrku gksrk gS rks cSad esa izkfIr ,slk nks fLFkfr esa gh laHko gks ikrk gSA

bl fLFkfr esa udn ?kVrk gS rks cSad c<+rk gSA

bl fLFkfr esa udn c<+rk gS rks cSad ?kVrk gSA

,sls ysu&nsu dks jksdM+ cgh esa nksuksa rjQ fy[kk tkrk gSA /;ku j[kus ;ksX; ckrsa ;g gksrh gS fd,d rjQ udn esa tek gksxk rks nwljh rjQ cSad esa ;k fQj ,d rjQ cSad esa gksxk rks nwljh rjQ

udn esaA ,sls ysu&nsu dh izfof"V ds le; jksdM+ cgh ds ^^[kkrk cgh i`"B la[;k** esa fy[kuk

vko';d gksrk gS vkSj dHkh Hkh ,d rjQ ugha fy[kk tk,xk] tc Hkh gksxk rks nksuksa rjQ¼izkfIr ,oa Hkqxrku½ ds lkFk udn ,oa cSad ,d lkFk gksxkA bl izdkj dh izfof"V dks dkW.Vªkizfof"V dgrs gSaA

& blds varxZr ,sls ysu&nsuks dh Js.kh esa vkrs gSa ftlesa udn dk vkokxeurqjar ugha gksrk gSA lkekU;r% ,sls ysu&nsu tuZy esa fy[ks tkrs gSa ysfdu tuZy dh vuqifLFkfr esa,sls ysu&nsuksa dks jksdM+ cgh esa gh fy[kk tkrk gS lek;kstu izfof"V;ksa dks jksdM+ cgh esalko/kkuhiwoZd vFkkZr~ nksuks rjQ fy[kk tkuk pkfg,A

4-

sdgrs gSaA

e

dh t#jr iM+rh gSA

2- dkW.Vªk izfof"V &

cSad esa tek %&

cSad ls fudklh %&

^^udn ?kVrk gS rks cSad c<+rk gS] cSad ?kVrk gS rks udn c<+rk gSA**

3- lek;kstu izfof"V

&

&

““

C”

C”

Cancellation entry

Cancellation entry

Rectification Entry

Cancellation Entry

5. Rectification Entry

lkekU;r;% tc fdlh laLFkk dk [kkrk cSad esa [kqyrk gS rks [kkrk [kksyusesa vf/kd`r O;fDr;ksa dks gLrk{kj djuk gksrk gS rFkk [kkrk [kqyokus ds le; muds }kjk fd;s x;sgLrk{kj esa fdlh izdkj dh vlekurk gksrh gS ;k vU; fdlh dkj.ko'k psd vizfrf"Br gksdj cSadls okil vk tkrk gS rks bldh izfof"V jksdM+ cgh es djuk vfuok;Z gks tkrk gS pwWfd ftl le;psd fuxZr fd;k x;k Fkk] ml le; bldh izfof"V jksdM+ cgh esa dh x;h Fkh vr% vizfrf"Br gksusdh fLFkfr esa Hkh bldh izfof"V jksdM+ cgh esa djuk vfuok;Z gksrk gSA bl izfof"V dk

sa [kkrk'kh"kZ o jkf'k ogh gksaxs tks iwoZ esa ml psd dks fuxZr djrs le; fy[ksx, Fks varj ;g gksxk fd vxj iwoZ esa Hkqxrku ds rjQ izfof"V dh x;h Fkh rks vc izkfIr ds rjQdjuh gksxhA

dHkh&dHkh ysu&nsuksa dks fy[krs le; lS)kafrd xyrh gks ldrh gSA;g fo'ks"kdj lek;kstu izfof"V;ksa ds lanHkZ esa gks ldrk gS vkSj ,slh xyrh lq/kkjus ds fy, gh bl

jksdM+ cgh fy[kus dk vk/kkj dks le>uk vko';d gS ftlls jksdM+ cgh esa D;ksa fy[kk tk,xk] dcfy[kk tk,xk ,oa dgk¡ fy[kk tk,xk] ;g Li"V gks lds rFkk mi;qDr ckrksa dh i;kZIr tkudkjhfey ldsA jksdM+ cgh ds fy[kus ds fuEu vk/kkj gksaxs& d½ izkfIr foi=] [k½ Hkqxrku foi=] x½

� jksdM+ cgh fy[kus dk vk/kkj

5858

dkW.Vªk foi=] ?k½ foØ; iqfLrdk] M+½ dysD'ku iqfLrdk] p½ psd vkxe ,oa fuxZr iqfLrdk ,oa N½cSad cpr [kkrk iklcqdA

lewg lnL; vkil esa cpr djrs gq, vkilh ysunsu dh izfdz;k 'kq# djds foÙkh; vuq'kklu dkslewg esa LFkkfir djus dk iz;kl djrs gSSA lnL;ksa dh cpr jkf'k flQZ ls mudh foÙkh; t#jrksadh iwfÙkZ iw.kZr% ugha dh tk ldrh gS] blfy, lewg ds }kjk cSad ls _.k izkIr djus dh izfdz;k 'kq#dh tkrh gSA cSad ls izkIr foÙk ¼jkf'k½ dk mi;ksx lewg ds lnL; viuh vko';drkvksa dh iwfrZdjus gsrq djrs gSaA oÙkZeku le; esa SLBC dh Lo;a lgk;rk lewgksa gsrq xfBr lfefr }kjk Lo;algk;rk lewg ds ifjisz{; esa fy, x, fu.kZ; ds vuqlkj cSsdkas }kjk lewg dks mudh cpr jkf'k dkpkj xq.kk ;k ipkl gtkj :i;s esa ls tks Hkh T;knk gS izFke _.k ds :i esa fn;k tkrk gS rFkkf}rh; _.k ds #i esa dkjil jkf'k ¼lewg dh viuh jkf'k ftls okil ugh djuh gS½ dk 10 xq.kk;k 1-5 yk[k esa ls tks T;knk gSA cSad ds ek/;e ls gksus okys foÙkh; ysus&nsu ls lewg ds lnL;ksadks xjhch ls ckgj fudyus esa enn feyrh gSA ;g /;ku jgs fd t:jr ls T;knk _.k vkosnudjus dh t:jr ugha gSA

dks izksRlkfgr djus ds varxZr fuEu ckrkas dh tkudkjh vko';d gS %&

1- cSad dszfMV fyadst dh vko';drk2- cSad dszfMV fyadst gsrq mi;qDr le;3- cSad dszfMV fyadst esa yxus okys nLrkost4- cSad dzsfMV fyadst dh izfdz;k5- cSad dszfMV fyadst ls lewg dks ykHk6- cSd dszfMV fyadst ls cSad dk foÙkh; lekos'ku

1- lewg ds lnL;ksa dh lkekU; ,oa jkstxkj laca/kh foÙkh; t:jrksa dks iwjk djus esa cSad fyadst dkegRoiw.kZ ;ksxnku gSA

2- t:jr ds le; esa eq[;/kkjk dh foÙkh; lalk/kuksa ds lkFk tqM+ko gksukA3- de C;kt nj ij dtZ feyus dh laqfo/kk gksukA4- egktukssa ds paxqy ls eqDr gksus esa enn feyrh gSA5- okLrfod foÙkh; lekos'ku gsrqA6- O;kikj@O;olk;@d`f"k ds fy, T;knk /kujkf'k dh t#jr esa iwfrZ gsrqA

lkekU;r% lewg xBu ds 6 eghus ckn cSad fyadst dh izfdz;k 'kq# gksrh gSA bl chp lewg viuhcpr iwath ls vkilh ysunsu izkjaHk djrk gS vkSj le; ij _.k okilh lqfuf'pr djrk gSA

lewg esa izkIr tek jkf'k ls gh lnL;ksa ds chp ysu nsu dk dk;Z fu/kkZfjr C;kt ij fd;k tkrk gSAlnL;ksa dh vko';drk,a c<+us ds lkFk /kujkf'k dh Hkh ekWx c<+rh gSA lewg dh cpr ls lHkhlnL;ksa dh visf{kr ekWx dks iwjk ugha fd;k tk ldrk gSA vr% lewg dh visf{kr ekWx ds vuq#i

� cSad dzsfMV (½.k) fyadst

cSad dzsfMV fyadst dh vko';drk

cSad dzsfMV fyadst gsrq mi;qDr le;

Bank Linkage

dkW.Vªk foi=] ?k½ foØ; iqfLrdk] M+½ dysD'ku iqfLrdk] p½ psd vkxe ,oa fuxZr iqfLrdk ,oa N½cSad cpr [kkrk iklcqdA

lewg lnL; vkil esa cpr djrs gq, vkilh ysunsu dh izfdz;k 'kq# djds foÙkh; vuq'kklu dkslewg esa LFkkfir djus dk iz;kl djrs gSSA lnL;ksa dh cpr jkf'k flQZ ls mudh foÙkh; t#jrksadh iwfÙkZ iw.kZr% ugha dh tk ldrh gS] blfy, lewg ds }kjk cSad ls _.k izkIr djus dh izfdz;k 'kq#dh tkrh gSA cSad ls izkIr foÙk ¼jkf'k½ dk mi;ksx lewg ds lnL; viuh vko';drkvksa dh iwfrZdjus gsrq djrs gSaA oÙkZeku le; esa SLBC dh Lo;a lgk;rk lewgksa gsrq xfBr lfefr }kjk Lo;algk;rk lewg ds ifjisz{; esa fy, x, fu.kZ; ds vuqlkj cSsdkas }kjk lewg dks mudh cpr jkf'k dkpkj xq.kk ;k ipkl gtkj :i;s esa ls tks Hkh T;knk gS izFke _.k ds :i esa fn;k tkrk gS rFkkf}rh; _.k ds #i esa dkjil jkf'k ¼lewg dh viuh jkf'k ftls okil ugh djuh gS½ dk 10 xq.kk;k 1-5 yk[k esa ls tks T;knk gSA cSad ds ek/;e ls gksus okys foÙkh; ysus&nsu ls lewg ds lnL;ksadks xjhch ls ckgj fudyus esa enn feyrh gSA ;g /;ku jgs fd t:jr ls T;knk _.k vkosnudjus dh t:jr ugha gSA

dks izksRlkfgr djus ds varxZr fuEu ckrkas dh tkudkjh vko';d gS %&

1- cSad dszfMV fyadst dh vko';drk2- cSad dszfMV fyadst gsrq mi;qDr le;3- cSad dszfMV fyadst esa yxus okys nLrkost4- cSad dzsfMV fyadst dh izfdz;k5- cSad dszfMV fyadst ls lewg dks ykHk6- cSd dszfMV fyadst ls cSad dk foÙkh; lekos'ku

1- lewg ds lnL;ksa dh lkekU; ,oa jkstxkj laca/kh foÙkh; t:jrksa dks iwjk djus esa cSad fyadst dkegRoiw.kZ ;ksxnku gSA

2- t:jr ds le; esa eq[;/kkjk dh foÙkh; lalk/kuksa ds lkFk tqM+ko gksukA3- de C;kt nj ij dtZ feyus dh laqfo/kk gksukA4- egktukssa ds paxqy ls eqDr gksus esa enn feyrh gSA5- okLrfod foÙkh; lekos'ku gsrqA6- O;kikj@O;olk;@d`f"k ds fy, T;knk /kujkf'k dh t#jr esa iwfrZ gsrqA

lkekU;r% lewg xBu ds 6 eghus ckn cSad fyadst dh izfdz;k 'kq# gksrh gSA bl chp lewg viuhcpr iwath ls vkilh ysunsu izkjaHk djrk gS vkSj le; ij _.k okilh lqfuf'pr djrk gSA

lewg esa izkIr tek jkf'k ls gh lnL;ksa ds chp ysu nsu dk dk;Z fu/kkZfjr C;kt ij fd;k tkrk gSAlnL;ksa dh vko';drk,a c<+us ds lkFk /kujkf'k dh Hkh ekWx c<+rh gSA lewg dh cpr ls lHkhlnL;ksa dh visf{kr ekWx dks iwjk ugha fd;k tk ldrk gSA vr% lewg dh visf{kr ekWx ds vuq#i

� cSad dzsfMV (½.k) fyadst

cSad dzsfMV fyadst dh vko';drk

cSad dzsfMV fyadst gsrq mi;qDr le;

Bank Linkage

5959

cSad ls _.k ysus dk fu.kZ; lewg ysrk gS rFkk lewg vius izfrfuf/k;ksa dks bl dk;Z gsrq vf/kd`rdjrk gSA cSad _.k ds feyus ls tgkWa lnL; egktu ds 'kks"k.k ls cprs gSa] ogha efgyk,W vius dksl'kDr eglwl djrh gSaA lnL;ksa }kjk le; ij _.k okilh vko';d gS rkfd iqu% nwljslnL;ksa dks cSad }kjk _.k fn;k tk ldsA

cSad dk fofgr izi= ftlesa fuEu layXud jgrs gSa%&1- _.k vkosnu izi=2- lewg dk foÙkh; vkdyu izi=3- lewg ds lHkh lnL; }kjk izLrqr ijLij ,djkjukek ¼baVj&ls&,xzhesaV½4- cSad ds lkFk lewg dk ,djkjukek5- Mh0 ih0 ¼fMekaM izkSfeljh½ uksV6- fujarjrk Ik=7- ysVj vkWQ osoj8- ysVj vkWQ gkbiksfFkds'kulewg dh fu;ekoyhlewg dh xr cSBd dk izLrko ftleass lewg }kjk cSad ls _.k ysus dk fu.kZ; fy;k x;k gS]_.k jkf'k Li"V gS rFkk v/;{k] lfpo ,oa dks"kk/;{k dks cSad ls +_.k ysus dh izfdz;k dks iw.kZdjus ds fy, vf/kd`r fd;k x;k gSaSA

lewg }kjk vf/kd`r izfrfuf/k;ksa dk vkoklh; izek.k i= ,oa ,d igpku Ik= Avxj t:j iM+s rks lHkh lnL;ksa dk ch0ih0,e0 }kjk lR;kfir QksVks Alewg dk eksgj AlHkh lnL;ksa dh nks izfr esa QksVksA

Lo;a lgk;rk lewg ds }kjk cSad ls _.k ysus dk vkxzg djus ij cSad lewg dk vkdyu djrh gSvkSj ;g irk yxkrh gS fd okLro esa lewg fu;ekuqlkj mÌs'; dks iwjk djuk pkgrk gS ;k ughaAcSad izfrfuf/k ds }kjk lewg dk vkdyu lewg dh cSBd esa 'kkfey gksdj fuEu fcUnqvksa ij fd;ktkrk gS %&

1- lewg xBu dh izfdz;k] fu;ekoyh ,oa mÌs'; ij lHkh lnL;ksa dh le>2- lnL; la[;k3- lewg esa vkilh tqM+ko4- usr`Ro {kerk5- cSBd O;oLFkk ,oa mifLFkfr6- cpr ,oa cpr dh fujUrjrk7- vkilh ysu&nsu dh izo`fÙk8- le; ij _.k okilh9- dk;Zokgh iqfLrdk ,oa ys[kk iqfLrdk dk lle; la/kkj.k

1- dt+Z vklkuh ls fey tkrk gSA

cSad dzsfMV fyadst esa yxus okys nLrkost

cSad dzsfMV fyadst dh izfdz;k

cSaad dzsfMV fyadst ls lewg dks ykHk

�

�

�

�

�

�

�

cSad ls _.k ysus dk fu.kZ; lewg ysrk gS rFkk lewg vius izfrfuf/k;ksa dks bl dk;Z gsrq vf/kd`rdjrk gSA cSad _.k ds feyus ls tgkWa lnL; egktu ds 'kks"k.k ls cprs gSa] ogha efgyk,W vius dksl'kDr eglwl djrh gSaA lnL;ksa }kjk le; ij _.k okilh vko';d gS rkfd iqu% nwljslnL;ksa dks cSad }kjk _.k fn;k tk ldsA

cSad dk fofgr izi= ftlesa fuEu layXud jgrs gSa%&1- _.k vkosnu izi=2- lewg dk foÙkh; vkdyu izi=3- lewg ds lHkh lnL; }kjk izLrqr ijLij ,djkjukek ¼baVj&ls&,xzhesaV½4- cSad ds lkFk lewg dk ,djkjukek5- Mh0 ih0 ¼fMekaM izkSfeljh½ uksV6- fujarjrk Ik=7- ysVj vkWQ osoj8- ysVj vkWQ gkbiksfFkds'kulewg dh fu;ekoyhlewg dh xr cSBd dk izLrko ftleass lewg }kjk cSad ls _.k ysus dk fu.kZ; fy;k x;k gS]_.k jkf'k Li"V gS rFkk v/;{k] lfpo ,oa dks"kk/;{k dks cSad ls +_.k ysus dh izfdz;k dks iw.kZdjus ds fy, vf/kd`r fd;k x;k gSaSA

lewg }kjk vf/kd`r izfrfuf/k;ksa dk vkoklh; izek.k i= ,oa ,d igpku Ik= Avxj t:j iM+s rks lHkh lnL;ksa dk ch0ih0,e0 }kjk lR;kfir QksVks Alewg dk eksgj AlHkh lnL;ksa dh nks izfr esa QksVksA

Lo;a lgk;rk lewg ds }kjk cSad ls _.k ysus dk vkxzg djus ij cSad lewg dk vkdyu djrh gSvkSj ;g irk yxkrh gS fd okLro esa lewg fu;ekuqlkj mÌs'; dks iwjk djuk pkgrk gS ;k ughaAcSad izfrfuf/k ds }kjk lewg dk vkdyu lewg dh cSBd esa 'kkfey gksdj fuEu fcUnqvksa ij fd;ktkrk gS %&

1- lewg xBu dh izfdz;k] fu;ekoyh ,oa mÌs'; ij lHkh lnL;ksa dh le>2- lnL; la[;k3- lewg esa vkilh tqM+ko4- usr`Ro {kerk5- cSBd O;oLFkk ,oa mifLFkfr6- cpr ,oa cpr dh fujUrjrk7- vkilh ysu&nsu dh izo`fÙk8- le; ij _.k okilh9- dk;Zokgh iqfLrdk ,oa ys[kk iqfLrdk dk lle; la/kkj.k

1- dt+Z vklkuh ls fey tkrk gSA

cSad dzsfMV fyadst esa yxus okys nLrkost

cSad dzsfMV fyadst dh izfdz;k

cSaad dzsfMV fyadst ls lewg dks ykHk

�

�

�

�

�

�

�

6060

2- cM+h t#jr iwjk djus ds fy, jkf'k fey tkrh gSA

3- C;kt dh nj de gksrh gSA

4- _.k dh okilh NksVs&NksVs fdLrksa esa gksrh gSA

5- tekur dh vko';drk ugha& fjtoZ cSad vkWQ bafM;k us ls 5 yk[k rd dhds rgr tekur ugha ysus dk fu;e cuk j[kk gSSA

6- lewg dh efgyk,W _.k jkf'k dk mfpr izca/ku] mi;ksx vkSj le; ij _.k okilh djuklh[krh gaSA

7- foÙkh; vuq'kklu ,oa vkRefo'okl dk fodkl A

orZeku le; esa cSadksa }kjk lewgksa dks dS'k dszfMV fyfeV miyC/k djkbZ tk jgh gSA lkekU;r%lewgksa ds ifjizs{; esa dS'k dzsfMV fyfeV ^^og fyfeV gksrh gS tks lewg fdlh Hkh le; fyfeV dhmPp lhek rd fudklh dj ldrk gS rFkk ftruh jkf'k fudklh dh tk;sxh mlh jkf'k ij lewgdks C;kt nsuk gksxkA dS'k dszfMV fyfeV dk egRo ml le; gh T;knk gksxk fd lewg jkf'k dksfudkys viuk dk;Z iwjk djsa jkf'k tek djsa vkSj iqu% jkf'k fudkys vFkkZr~ lewg dbZ ckj jkf'kfudky ldrk gSA dS'k dzsfMV fyfeV esa lkekU;r; dksbZ Hkh ekfld fd'r r; ughas jgrh gSAdsoy C;kt nsuk iM+rk gS ijarq vPNs cSafdax O;ogkj ds fy, fuEu ekfld okilh lewgksa ds fy,vfuok;Z gksxh &

vFkkZr~ izfr gtkj fudklh ij lewg 50 #i;s ekfld vo'; okil djsxkA

Lo;a lgk;rk lewgksa dk cSad fyadst ,d ,slk rjhdk gS ftlls cSadksa ds }kjk lkeqnkf;dftEesnkfj;ksa dks ogu djus fd fn'kk esa pyus dk Toyar mnkgj.k izLrqr fd;k tkrk gSA pwafdlewgksa ls xjhc oxZ ds yksxksa dk tqM+ko gksrk gS vr% ;g dne mu oafpr leqnk;ksa dks eq[;/kkjk lstksM+us dk ldkjkRed iz;kl gSA bl dne ls Hkfo"; esa cM+h la[;k esa cuusdh lEHkkouk curh gSA la{ksi esa dgk tk, rks cSad fyadst dk egRo nksuksa lkekftd ,oa vkfFkZdifjisz{; ls foÙkh; laLFkkvksa ds fy, iz'kaluh; dne gS rFkk ;g iz;kl gS fd eq[;/kkjk dh foÙkh;laLFkkusa vius igqap rd cuk ldsaA

S.H.G Credit

Linkage

Bankable customer

“Bottom of the pyramid”

cSad dzsfMV fayadst ls cSad dk foÙkh; lekos'ku

2- cM+h t#jr iwjk djus ds fy, jkf'k fey tkrh gSA

3- C;kt dh nj de gksrh gSA

4- _.k dh okilh NksVs&NksVs fdLrksa esa gksrh gSA

5- tekur dh vko';drk ugha& fjtoZ cSad vkWQ bafM;k us ls 5 yk[k rd dhds rgr tekur ugha ysus dk fu;e cuk j[kk gSSA

6- lewg dh efgyk,W _.k jkf'k dk mfpr izca/ku] mi;ksx vkSj le; ij _.k okilh djuklh[krh gaSA

7- foÙkh; vuq'kklu ,oa vkRefo'okl dk fodkl A

orZeku le; esa cSadksa }kjk lewgksa dks dS'k dszfMV fyfeV miyC/k djkbZ tk jgh gSA lkekU;r%lewgksa ds ifjizs{; esa dS'k dzsfMV fyfeV ^^og fyfeV gksrh gS tks lewg fdlh Hkh le; fyfeV dhmPp lhek rd fudklh dj ldrk gS rFkk ftruh jkf'k fudklh dh tk;sxh mlh jkf'k ij lewgdks C;kt nsuk gksxkA dS'k dszfMV fyfeV dk egRo ml le; gh T;knk gksxk fd lewg jkf'k dksfudkys viuk dk;Z iwjk djsa jkf'k tek djsa vkSj iqu% jkf'k fudkys vFkkZr~ lewg dbZ ckj jkf'kfudky ldrk gSA dS'k dzsfMV fyfeV esa lkekU;r; dksbZ Hkh ekfld fd'r r; ughas jgrh gSAdsoy C;kt nsuk iM+rk gS ijarq vPNs cSafdax O;ogkj ds fy, fuEu ekfld okilh lewgksa ds fy,vfuok;Z gksxh &

vFkkZr~ izfr gtkj fudklh ij lewg 50 #i;s ekfld vo'; okil djsxkA

Lo;a lgk;rk lewgksa dk cSad fyadst ,d ,slk rjhdk gS ftlls cSadksa ds }kjk lkeqnkf;dftEesnkfj;ksa dks ogu djus fd fn'kk esa pyus dk Toyar mnkgj.k izLrqr fd;k tkrk gSA pwafdlewgksa ls xjhc oxZ ds yksxksa dk tqM+ko gksrk gS vr% ;g dne mu oafpr leqnk;ksa dks eq[;/kkjk lstksM+us dk ldkjkRed iz;kl gSA bl dne ls Hkfo"; esa cM+h la[;k esa cuusdh lEHkkouk curh gSA la{ksi esa dgk tk, rks cSad fyadst dk egRo nksuksa lkekftd ,oa vkfFkZdifjisz{; ls foÙkh; laLFkkvksa ds fy, iz'kaluh; dne gS rFkk ;g iz;kl gS fd eq[;/kkjk dh foÙkh;laLFkkusa vius igqap rd cuk ldsaA

S.H.G Credit

Linkage

Bankable customer

“Bottom of the pyramid”

cSad dzsfMV fayadst ls cSad dk foÙkh; lekos'ku

6161

SOCIAL DEVELOPMENTSOCIAL DEVELOPMENT

With objective to enhance social and economic empowerment of the rural poor in Bihar, the

project developed community based organizations to enable them to access and better negotiate

services, credit and assets from public and private sector agencies and financial institutions.

In JEEViKA, most of the targeted households have either very less land holdings or are landless.

While working with the community institutions on various interventions, the project's experience

so far indicates that expenditures on health are a major drain on the household expenditures. It

has been seen that it constitutes close to 30 to 40% of the total credit accessed by the

communities. This is because, in spite of the presence of public health facilities and various public

and private health insurance schemes the poor incur substantial out-of-pocket expenses related

to transportation, consultation, drugs/medication, diagnostic tests and hospitalization fees. To

meet these sudden requirements family ends up in debts by borrowing money from informal

sources (money lenders/mahajans) at high interest rates (5 – 10 percent per month) or by selling

assets.

Hence, these interventions aim to address these issues faced by the community and are targeting

the poorest of the poor SHG members. The diversification in this intervention basket aims to target

the household as a complete entity meeting the social security needs hence complimented and

supplemented by other themes of JEEViKA.

The different products/interventions under the umbrella of Social Development are as follows:

Under health program two interventions are being carried out, firstly the Health Saving

intervention in which the SHG members are saving@ 5 to 10 per month as health saving

which is being deposited at the VO level and secondly the Health Credit intervention through

Health Risk Fund (HRF) being given by the project to VOs to address the health needs of the

SHG members HHs.Health Credit through HRF can be taken to meet the medical

expences. These expenses includes expence on checkup, medical tests, medicines,

hospitalization, travel expense etc during illness.

1. Health Program

With objective to enhance social and economic empowerment of the rural poor in Bihar, the

project developed community based organizations to enable them to access and better negotiate

services, credit and assets from public and private sector agencies and financial institutions.

In JEEViKA, most of the targeted households have either very less land holdings or are landless.

While working with the community institutions on various interventions, the project's experience

so far indicates that expenditures on health are a major drain on the household expenditures. It

has been seen that it constitutes close to 30 to 40% of the total credit accessed by the

communities. This is because, in spite of the presence of public health facilities and various public

and private health insurance schemes the poor incur substantial out-of-pocket expenses related

to transportation, consultation, drugs/medication, diagnostic tests and hospitalization fees. To

meet these sudden requirements family ends up in debts by borrowing money from informal

sources (money lenders/mahajans) at high interest rates (5 – 10 percent per month) or by selling

assets.

Hence, these interventions aim to address these issues faced by the community and are targeting

the poorest of the poor SHG members. The diversification in this intervention basket aims to target

the household as a complete entity meeting the social security needs hence complimented and

supplemented by other themes of JEEViKA.

The different products/interventions under the umbrella of Social Development are as follows:

Under health program two interventions are being carried out, firstly the Health Saving

intervention in which the SHG members are saving@ 5 to 10 per month as health saving

which is being deposited at the VO level and secondly the Health Credit intervention through

Health Risk Fund (HRF) being given by the project to VOs to address the health needs of the

SHG members HHs.Health Credit through HRF can be taken to meet the medical

expences. These expenses includes expence on checkup, medical tests, medicines,

hospitalization, travel expense etc during illness.

1. Health Program

6262

6363

Training to VO - Executive Committee Member on HealthRisk Fund (HRF) concept by Community Coofinators

FLOW CHART - HRF INTERVENTION

Disbursement of HRF Loan by needy members (Emergency Loan / General Health)

Loan Committee meeting on application andtransfer of fund to VO by DPCU

Submission of application by VO for availing HRF fund toDPCU through BPIU

Formation of Social Action Committee (Health Committee)for implementation of HRF

Health Saving Amount being collected by SHG Membersand deposited to VO during VO Meeting

Finalization of the Health Saving amountin the VO Meeting

Training to SHG members on HRF andHealth Saving Concept

Training to Social Action Committee, VO-office bearers, Community Mobilizers,JEEViKA Saheli, Book Keeper on implementation of HRF intervention by BPIU

FAQ for Health Risk Fund intervention

1- LokLF; lqj{kk fuf/k D;k gS\

2- LokLF; lqj{kk fuf/k gsrq cpr D;ksa vko';d gS\

3- Xkzke laxBu }kjk LokLF; lqj{kk fuf/k gsrq cpr dh 'kq#vkr dc dh tkuh pkfg,\

4- lnL;ksa dh LokLF; lqj{kk fuf/k gsrq ekfld cpr dh jkf'k fdruh gksuh pkfg, \

5- D;k rhu ekg rd LokLF; lqj{kk fuf/k gsrq yxkrkj ekfld cpr djus ds ckn ekfld cpr can dj nsuhpkfg, \

;g ifj;kstuk }kjk fu/kkZfjr ,d vyx fo'ks"k dks"k gS tks Lo;a lgk;rk lewg ds lnL; ,oa muds

ifjokj ds lnL;ksa ds LokLF; laca/kh [kpksZ ds fy, foÙkh; _.k lqfo/kk miyC/k djkrh gSA;s [kpZ

;krk;kr] fpfdRlh; ijke'kZ nok] tk¡p vkSj vLirky esa HkrhZ 'kqYd bR;kfn gks ldrs gSa A blds fy,

lewg ds lHkh lnL; LokLF; lqj{kk fuf/k ds uke ij ekfld cpr xzke laxBu esa tek djrs gSaA

lewg Lrj ij lq{e&fu;kstu ds nkSjku ;g ik;k x;k gS fd vf/kdrj lnL;

LokLF; laca/kh [kpkZsa ds fy, ckgjh dtZ ysrs gSaA ;g Hkh ik;k x;k gS fd chekjh ds le; lewg ;k xzke

laxBu ds ikl i;kZIr jkf'k miyC/k ugha gksrh gSaA vr% lnL;ksa dh chekjh laca/kh t:jrksa ds le; /ku

dh vumiyC/krk dks /;ku esa j[krs gq, lnL;ksa esa LokLF; lqj{kk gsrq vyx ls cpr djus dh lksp

mRiUu gqbZA bl rjg lnL;ksa ds }kjk fu;fer cpr djus ij dks"k dh jkf'k c<+rh gS vkSj ifj;kstuk

LokLF; dks"k dh jkf'k c<+kus gsrq ,d fu/kkZfjr jkf'k foÙrh; lgk;rk ds #i esa xzke laxBu dks miyC/k

djkrh gSA

Xkzke laxBu ds xBu ds rqjar ckn LokLF; lqj{kk fuf/k gsrq LokLF; cpr dh 'kq:vkr dh tk ldrh gSA

blds fy, xzke laxBu esa lkekftd dk;Z lfefr dk

lewg dks izR;sd lnL;ksa dh U;wUre jkf'k ekfld cpr djus dh {kerk ds vk/kkj ij LokLF; gsrq

ekfld cpr dh jkf'k ikap :i;s ;k blls vf/kd nl :i;s rd gks ldrh gSA xzke laxBu vius lHkh

lewgksa dh jk; ds vk/kkj ij LokLF; lqj{kk fuf/k ds fy, ekfld cpr dh jkf'k fu/kkZfjr djsxhA

LokLF; lqj{kk fuf/k gsrq dh tkus okyh ekfld cpr rhu ekg ds ckn Hkh tkjh j[kuk vko';d gSALokLF; lqj{kk fuf/k ds funsZf'kdk ds vk/kkj ij LokLF; gsrq ekfld cpr rhu ekg ds ckn cUn ughadjuk gSA bl rjg fu;fer cpr djus ij LokLF; dks"k dh jkf'k esa c`f) gksrh gSA

xBu ,oa [kkrk&cgh dk lqpk# la/kkj.k gks tkuk

vko';d gS lkFk gh lewg ds lHkh lnL;ksa dh cpr gsrq lgefr cu xbZ gksA cpr dh 'kq#vkr ds igys

xzke laxBu ds lHkh dk;Zdkfj.kh lnL;ksa ,oa Lo;a lgk;rk lewg¨a dks LokLF; lqj{kk gsrq cpr] _.k

rFkk LokLF; lqj{kk fuf/k ls lacaf/kr tkudkjh izf'k{k.k ds rSkj ij izf'kf{kr thfodk fe=@lkeqnkf;d

leUo;d@thfodk lgsyh }kjk fn;k x;k gksA

(Micro Planning)

FAQ for Health Risk Fund intervention

1- LokLF; lqj{kk fuf/k D;k gS\

2- LokLF; lqj{kk fuf/k gsrq cpr D;ksa vko';d gS\

3- Xkzke laxBu }kjk LokLF; lqj{kk fuf/k gsrq cpr dh 'kq#vkr dc dh tkuh pkfg,\

4- lnL;ksa dh LokLF; lqj{kk fuf/k gsrq ekfld cpr dh jkf'k fdruh gksuh pkfg, \

5- D;k rhu ekg rd LokLF; lqj{kk fuf/k gsrq yxkrkj ekfld cpr djus ds ckn ekfld cpr can dj nsuhpkfg, \

;g ifj;kstuk }kjk fu/kkZfjr ,d vyx fo'ks"k dks"k gS tks Lo;a lgk;rk lewg ds lnL; ,oa muds

ifjokj ds lnL;ksa ds LokLF; laca/kh [kpksZ ds fy, foÙkh; _.k lqfo/kk miyC/k djkrh gSA;s [kpZ

;krk;kr] fpfdRlh; ijke'kZ nok] tk¡p vkSj vLirky esa HkrhZ 'kqYd bR;kfn gks ldrs gSa A blds fy,

lewg ds lHkh lnL; LokLF; lqj{kk fuf/k ds uke ij ekfld cpr xzke laxBu esa tek djrs gSaA

lewg Lrj ij lq{e&fu;kstu ds nkSjku ;g ik;k x;k gS fd vf/kdrj lnL;

LokLF; laca/kh [kpkZsa ds fy, ckgjh dtZ ysrs gSaA ;g Hkh ik;k x;k gS fd chekjh ds le; lewg ;k xzke

laxBu ds ikl i;kZIr jkf'k miyC/k ugha gksrh gSaA vr% lnL;ksa dh chekjh laca/kh t:jrksa ds le; /ku

dh vumiyC/krk dks /;ku esa j[krs gq, lnL;ksa esa LokLF; lqj{kk gsrq vyx ls cpr djus dh lksp

mRiUu gqbZA bl rjg lnL;ksa ds }kjk fu;fer cpr djus ij dks"k dh jkf'k c<+rh gS vkSj ifj;kstuk

LokLF; dks"k dh jkf'k c<+kus gsrq ,d fu/kkZfjr jkf'k foÙrh; lgk;rk ds #i esa xzke laxBu dks miyC/k

djkrh gSA

Xkzke laxBu ds xBu ds rqjar ckn LokLF; lqj{kk fuf/k gsrq LokLF; cpr dh 'kq:vkr dh tk ldrh gSA

blds fy, xzke laxBu esa lkekftd dk;Z lfefr dk

lewg dks izR;sd lnL;ksa dh U;wUre jkf'k ekfld cpr djus dh {kerk ds vk/kkj ij LokLF; gsrq

ekfld cpr dh jkf'k ikap :i;s ;k blls vf/kd nl :i;s rd gks ldrh gSA xzke laxBu vius lHkh

lewgksa dh jk; ds vk/kkj ij LokLF; lqj{kk fuf/k ds fy, ekfld cpr dh jkf'k fu/kkZfjr djsxhA

LokLF; lqj{kk fuf/k gsrq dh tkus okyh ekfld cpr rhu ekg ds ckn Hkh tkjh j[kuk vko';d gSALokLF; lqj{kk fuf/k ds funsZf'kdk ds vk/kkj ij LokLF; gsrq ekfld cpr rhu ekg ds ckn cUn ughadjuk gSA bl rjg fu;fer cpr djus ij LokLF; dks"k dh jkf'k esa c`f) gksrh gSA

xBu ,oa [kkrk&cgh dk lqpk# la/kkj.k gks tkuk

vko';d gS lkFk gh lewg ds lHkh lnL;ksa dh cpr gsrq lgefr cu xbZ gksA cpr dh 'kq#vkr ds igys

xzke laxBu ds lHkh dk;Zdkfj.kh lnL;ksa ,oa Lo;a lgk;rk lewg¨a dks LokLF; lqj{kk gsrq cpr] _.k

rFkk LokLF; lqj{kk fuf/k ls lacaf/kr tkudkjh izf'k{k.k ds rSkj ij izf'kf{kr thfodk fe=@lkeqnkf;d

leUo;d@thfodk lgsyh }kjk fn;k x;k gksA

(Micro Planning)

6464

6- ;fn lewg ds dqN lnL; cpr 'kq: djrs gSa vkSj vU; lnL; cpr ds fy, lger ugha gSa rks D;k ml lewgdks xzke laxBu LokLF; ½.k dh lqfo/kk feyus okys lewgksa ds vUnj j[kk tk;sxk

7- D;k lewg ds lHkh lnL;ksa }kjk ekfld cpr bdëk gksus ds ckn gh ,d lkFk izR;sd ekg xzke laxBuesa tek djuk pkfg, \

8- fdl lnL; dks chekjh dh vko';drk ds le; LokLF; lqj{kk fuf/k ls ½.k fey ldrk gS \

9- D;k ,sls lewg ds lnL; dks ½.k fey ldrk gS ftldk lh0 vkbZ0 ,Q0 ½.k okilh nj vPNk ugha gSa \

10- fdlh lnL; dks LokLF; lqj{kk fuf/k ls ½.k izkIr djus ds fy, D;k djuk gksrk gS\

\

xzke laxBu rc rd ,sls lewg dks LokLF; _.k lqfo/kk feyus okys lewgksa ds vUnj 'kkfey ugha djldrh tc rd fd ml lewg ds lHkh lnL; lger gksdj cpr 'kq: ugha dj ysrs gSaA vr% LokLF;_.k lqfo/kk ysus ds fy, ,d lewg ds lHkh lnL;ksa dks lger gksdj fu;fer cpr djuk t:jh gSA

gk¡] izR;sd ekg lewg ds lHkh lnL;ksa dk cpr bdëk gks tkus ds ckn gh ,d lkFk lHkh lnL;ksa dh

cpr jkf'k dks xzke laxBu dh cSBd esa tek djuk pkfg,A ;fn lewg ds dqN lnL; cpr tek ugha

dj ikrs gSa rks lewg mu lnL;ksa ds cnys cpr jkf'k tek djds dqy lnL;ksa ds cpr ds cjkcj iwjh

jkf'k xzke laxBu esa tek gksuk pkfg,A

,sls lHkh lnL;ksa tks fu;fer :i ls LokLF; lqj{kk ds uke ls ekfld cpr tek dj jgs gSa muds rFkk

muds ifjokj ds fdlh Hkh lnL; ds chekjh dh vko';drk ds le; esa xzke laxBu esa miyC/k LokLF;

lqj{kk fuf/k ls _.k fey ldrk gSA LokLF; cpr ugha tek djusokys lewg ds lnL;ksa dks LokLF;

_.k ugha fey ldrk gSA

chekjh ls gksus okys tksf[ke dks ns[krs gq, Xkzke laxBu mi;qZDr ifjfLFkfr esa LokLF; _.k nsus gsrq

vko';d fu.kZ; ys ldrh gSA ;g vis{kk dh tkrh gS fd lewgksa dk lh0 vkbZ0 ,Q0 _.k okilh nj 95

izfr'kr gksxhA ftudk _.k okilh nj vPNk ugha gS v©j ftUgsa chekjh ds le; _.k dh vR;Ur

vko';drk gS r¨ mUgsa xzke laxBu vius LokLF; lqj{kk fuf/k ls _.k miyC/k djk ldrh gS rkfd

vko';drk esa iM+s lnL;ksa dks ckgj fdlh vU; Jksrksa ls dtZ u ysuk iM+s vkSj chekjh lacaf/kr cM+s

tksf[keksa ls mUgsa cpk;k tk ldsA

fdlh lnL; dks LokLF; _.k ysus ds fy, fuEufyf[kr izfdz;k iwjh djuh gksxh %&

chekjh ds le; fdlh lnL; dks LokLF; lqj{kk fuf/k ls _.k izkIr djus ds fy, vius lewg esa

chekjh esa [kpZ ds fy, _.k jkf'k dh ekax j[kuh gksxhA LokLF; _.k ekxus okys lnL; dks

vkosnu i= fy[kuk t:jh ugh gSA

lewg mDr lnL; dh chekjh ,oa mlds }kjk ekaxh x;h _.k dh jde ij fopkj djds ,d

fu/kkZfjr _.k dh jkf'k xzke laxBu ls ysus ds fy, ,d vkosnu i= nsuk gksxkA ftleas lewg ds

v/;{k] lfpo ,oa vkosnd lnL; dk gLrk{kj gksuk vfuok;Z gS A lacaf/kr vkosnu izi= dh

izfrfyfi;ka igys ls gh lewg ds ikl j[kuk vfuok;Z gksxkA lewg ;g vkosnu i= xzke laxBu ds

lkekftd dk;Z mi&lfefr dks vuq'kalk gsrq izsf"kr djsxkA

�

�

6- ;fn lewg ds dqN lnL; cpr 'kq: djrs gSa vkSj vU; lnL; cpr ds fy, lger ugha gSa rks D;k ml lewgdks xzke laxBu LokLF; ½.k dh lqfo/kk feyus okys lewgksa ds vUnj j[kk tk;sxk

7- D;k lewg ds lHkh lnL;ksa }kjk ekfld cpr bdëk gksus ds ckn gh ,d lkFk izR;sd ekg xzke laxBuesa tek djuk pkfg, \

8- fdl lnL; dks chekjh dh vko';drk ds le; LokLF; lqj{kk fuf/k ls ½.k fey ldrk gS \

9- D;k ,sls lewg ds lnL; dks ½.k fey ldrk gS ftldk lh0 vkbZ0 ,Q0 ½.k okilh nj vPNk ugha gSa \

10- fdlh lnL; dks LokLF; lqj{kk fuf/k ls ½.k izkIr djus ds fy, D;k djuk gksrk gS\

\

xzke laxBu rc rd ,sls lewg dks LokLF; _.k lqfo/kk feyus okys lewgksa ds vUnj 'kkfey ugha djldrh tc rd fd ml lewg ds lHkh lnL; lger gksdj cpr 'kq: ugha dj ysrs gSaA vr% LokLF;_.k lqfo/kk ysus ds fy, ,d lewg ds lHkh lnL;ksa dks lger gksdj fu;fer cpr djuk t:jh gSA

gk¡] izR;sd ekg lewg ds lHkh lnL;ksa dk cpr bdëk gks tkus ds ckn gh ,d lkFk lHkh lnL;ksa dh

cpr jkf'k dks xzke laxBu dh cSBd esa tek djuk pkfg,A ;fn lewg ds dqN lnL; cpr tek ugha

dj ikrs gSa rks lewg mu lnL;ksa ds cnys cpr jkf'k tek djds dqy lnL;ksa ds cpr ds cjkcj iwjh

jkf'k xzke laxBu esa tek gksuk pkfg,A

,sls lHkh lnL;ksa tks fu;fer :i ls LokLF; lqj{kk ds uke ls ekfld cpr tek dj jgs gSa muds rFkk

muds ifjokj ds fdlh Hkh lnL; ds chekjh dh vko';drk ds le; esa xzke laxBu esa miyC/k LokLF;

lqj{kk fuf/k ls _.k fey ldrk gSA LokLF; cpr ugha tek djusokys lewg ds lnL;ksa dks LokLF;

_.k ugha fey ldrk gSA

chekjh ls gksus okys tksf[ke dks ns[krs gq, Xkzke laxBu mi;qZDr ifjfLFkfr esa LokLF; _.k nsus gsrq

vko';d fu.kZ; ys ldrh gSA ;g vis{kk dh tkrh gS fd lewgksa dk lh0 vkbZ0 ,Q0 _.k okilh nj 95

izfr'kr gksxhA ftudk _.k okilh nj vPNk ugha gS v©j ftUgsa chekjh ds le; _.k dh vR;Ur

vko';drk gS r¨ mUgsa xzke laxBu vius LokLF; lqj{kk fuf/k ls _.k miyC/k djk ldrh gS rkfd

vko';drk esa iM+s lnL;ksa dks ckgj fdlh vU; Jksrksa ls dtZ u ysuk iM+s vkSj chekjh lacaf/kr cM+s

tksf[keksa ls mUgsa cpk;k tk ldsA

fdlh lnL; dks LokLF; _.k ysus ds fy, fuEufyf[kr izfdz;k iwjh djuh gksxh %&

chekjh ds le; fdlh lnL; dks LokLF; lqj{kk fuf/k ls _.k izkIr djus ds fy, vius lewg esa

chekjh esa [kpZ ds fy, _.k jkf'k dh ekax j[kuh gksxhA LokLF; _.k ekxus okys lnL; dks

vkosnu i= fy[kuk t:jh ugh gSA

lewg mDr lnL; dh chekjh ,oa mlds }kjk ekaxh x;h _.k dh jde ij fopkj djds ,d

fu/kkZfjr _.k dh jkf'k xzke laxBu ls ysus ds fy, ,d vkosnu i= nsuk gksxkA ftleas lewg ds

v/;{k] lfpo ,oa vkosnd lnL; dk gLrk{kj gksuk vfuok;Z gS A lacaf/kr vkosnu izi= dh

izfrfyfi;ka igys ls gh lewg ds ikl j[kuk vfuok;Z gksxkA lewg ;g vkosnu i= xzke laxBu ds

lkekftd dk;Z mi&lfefr dks vuq'kalk gsrq izsf"kr djsxkA

�

�

6565

�

�

�

�

�

xzke laxBu ds lkekftd dk;Z mi&lfefr mDr vkosnu ds vk/kkj ij _.k ekaxus okys lnL; ds

chekjh ,oa _.k dh jkf'k dh ekax dk vkSfpR; fujh{k.k djus ds ckn xzke laxBu ls _.k eqgS;k

djkus ds fy, mDr vkosnu i= ij viuk vuq'kalk djsxhA lfefr ds lnL;ksa dh lgefr gksus ij

lewg ds }kjk fy[ks vkosnu i= ij gh lfefr viuk gLrk{kj nsdj _.k gsrq vuq'kalk djsxsaA mls

vyx ls vkosnu i= nsus dh vko';drk ugha gSA lfefr dks vkSfpR; fujh{k.k ds le;

fuEufyf[kr fcanqvksa dks /;ku esa j[kuk vko';d gS %&

vkosnd lnL; ds }kjk crk;s x, LokLF; leL;k ,oa _.k dh jkf'k dh lR;rk dh tkapA

vkosnd lnL; }kjk LokLF; _.k miyC/k u gksusij laHkkfor gkfu ,oa tksf[ke dk vkdyuA

lewg }kjk Hksts x;s vkosnu ,oa lkekftd dk;Z mi&lfefr ds vuq'kalk ij fopkj djrs gq, xzke

laxBu _.k nsus gsrq vko';d vLohd`fr ;k Lohd`fr nsdj _.k fuxZr djus ds fy, mlh cSBd

ds le; fu.kZ; ysxhA lkekU;rk LokLF; _.k dk Hkqxrku psd ds ek/;e ls djuk vkisf{kr gSA

xzke laxBu psd ds e/;e ls Hkh _.k jkf'k dk Hkqxrku lEcf/kr lewg ds uke ij dj ldrh gSA

;fn _.k jkf'k dk Hkqxrku xzke laxBu ds cSBd esa mifLFkfr lnL;ksa ds chap dh tk, rks _.k

jkf'k dk Hkqxrku lewg ds ek/;e ls vkosnd lnL; dks uxn fd;k tk ldrk gSA vko';drk

iM+us ij xzke laxBu blij viuh vko';d fu.kZ; ys ldrh gSA

1

xzke laxBu ds lkekftd dk;Z mi&lfefr ds 3 lnL;A

xzke laxBu fdUgha nks vks0 ch0 lnL; ,oa

xzke laxBu dh thfodk lgsyh ¼LokLF; dk;ZdŸkkZ½A

\

vkikrdkyhu fLFkfr esa LokLF; _.k ysus ds fy, vkosnu i= fy[kuk vfuok;Z ugha gS] fdUrq lewg dh

vxyh cSBd ds fnu xzke laxBu ds uke ij vkosnu i= fy[kuk vfuok;Z gSA ftlesa vkossnd lnL;

dk gLrk{kj vfuok;Z gSA ml vkosnu i= esa lkekftd dk;Z mi lfefr }kjk rRdky fuxZr jkf'k dk

fooj.k fy[kuk vfuok;Z gS rFkk fuxZr _.k jkf'k dk xzke laxBu dh vxyh cSBd esa vuqeksnu djkuk

vfuok;Z gSA

Xkzke laxBu }kjk vkikrdkfyu _.k dh jkf'k jde ds #i esa nh tk ldrh gSA lkekU; _.k dh

t#jr esa bls psd ds }kjk fn;k tk,xkA ;fn lkekU; _.k dk Hkqxrku xzke laxBu@lewg dh cSBd

esa fd;k tk, rks vkosnd dks _.k dh jkf'k uxn ¼dS'k½ ds #i esa fn;k tk ldrk gSA

1- rRdkfyd ½.k miyC/k djkus ds fy, lkekftd dk;Z milfefr essa dkSu&dkSu lnL; gks ldrs gSaa \

12- D;k vkikrdkyhu LokLF; ½.k yssus ds le; lnL; dks vkosnu nsuk vfuok;Z gS

13- LokLF; ½.k dh jkf'k psd ;k uxn (dS'k) ds }kjk lnL;ksa dks fuxZr gks\

FOOD SECURITY INTERVENTION

The Food Security intervention is a community managed food procurement and food distribution

system to meet the food requirements of the SHG members through Food Security Fund.

�

�

�

�

�

xzke laxBu ds lkekftd dk;Z mi&lfefr mDr vkosnu ds vk/kkj ij _.k ekaxus okys lnL; ds

chekjh ,oa _.k dh jkf'k dh ekax dk vkSfpR; fujh{k.k djus ds ckn xzke laxBu ls _.k eqgS;k

djkus ds fy, mDr vkosnu i= ij viuk vuq'kalk djsxhA lfefr ds lnL;ksa dh lgefr gksus ij

lewg ds }kjk fy[ks vkosnu i= ij gh lfefr viuk gLrk{kj nsdj _.k gsrq vuq'kalk djsxsaA mls

vyx ls vkosnu i= nsus dh vko';drk ugha gSA lfefr dks vkSfpR; fujh{k.k ds le;

fuEufyf[kr fcanqvksa dks /;ku esa j[kuk vko';d gS %&

vkosnd lnL; ds }kjk crk;s x, LokLF; leL;k ,oa _.k dh jkf'k dh lR;rk dh tkapA

vkosnd lnL; }kjk LokLF; _.k miyC/k u gksusij laHkkfor gkfu ,oa tksf[ke dk vkdyuA

lewg }kjk Hksts x;s vkosnu ,oa lkekftd dk;Z mi&lfefr ds vuq'kalk ij fopkj djrs gq, xzke

laxBu _.k nsus gsrq vko';d vLohd`fr ;k Lohd`fr nsdj _.k fuxZr djus ds fy, mlh cSBd

ds le; fu.kZ; ysxhA lkekU;rk LokLF; _.k dk Hkqxrku psd ds ek/;e ls djuk vkisf{kr gSA

xzke laxBu psd ds e/;e ls Hkh _.k jkf'k dk Hkqxrku lEcf/kr lewg ds uke ij dj ldrh gSA

;fn _.k jkf'k dk Hkqxrku xzke laxBu ds cSBd esa mifLFkfr lnL;ksa ds chap dh tk, rks _.k

jkf'k dk Hkqxrku lewg ds ek/;e ls vkosnd lnL; dks uxn fd;k tk ldrk gSA vko';drk

iM+us ij xzke laxBu blij viuh vko';d fu.kZ; ys ldrh gSA

1

xzke laxBu ds lkekftd dk;Z mi&lfefr ds 3 lnL;A

xzke laxBu fdUgha nks vks0 ch0 lnL; ,oa

xzke laxBu dh thfodk lgsyh ¼LokLF; dk;ZdŸkkZ½A

\

vkikrdkyhu fLFkfr esa LokLF; _.k ysus ds fy, vkosnu i= fy[kuk vfuok;Z ugha gS] fdUrq lewg dh

vxyh cSBd ds fnu xzke laxBu ds uke ij vkosnu i= fy[kuk vfuok;Z gSA ftlesa vkossnd lnL;

dk gLrk{kj vfuok;Z gSA ml vkosnu i= esa lkekftd dk;Z mi lfefr }kjk rRdky fuxZr jkf'k dk

fooj.k fy[kuk vfuok;Z gS rFkk fuxZr _.k jkf'k dk xzke laxBu dh vxyh cSBd esa vuqeksnu djkuk

vfuok;Z gSA

Xkzke laxBu }kjk vkikrdkfyu _.k dh jkf'k jde ds #i esa nh tk ldrh gSA lkekU; _.k dh

t#jr esa bls psd ds }kjk fn;k tk,xkA ;fn lkekU; _.k dk Hkqxrku xzke laxBu@lewg dh cSBd

esa fd;k tk, rks vkosnd dks _.k dh jkf'k uxn ¼dS'k½ ds #i esa fn;k tk ldrk gSA

1- rRdkfyd ½.k miyC/k djkus ds fy, lkekftd dk;Z milfefr essa dkSu&dkSu lnL; gks ldrs gSaa \

12- D;k vkikrdkyhu LokLF; ½.k yssus ds le; lnL; dks vkosnu nsuk vfuok;Z gS

13- LokLF; ½.k dh jkf'k psd ;k uxn (dS'k) ds }kjk lnL;ksa dks fuxZr gks\

FOOD SECURITY INTERVENTION

The Food Security intervention is a community managed food procurement and food distribution

system to meet the food requirements of the SHG members through Food Security Fund.

6666

6767

Training on Food Security Fund conceptto SHG members

Training on Food Security Fund concept VillageOrganisation Executive Committee Members

FLOW CHART - FOOD SECURITY FUND

Continuation of Second Cycle of FSFwithin 3-4 months

Repayment of instalment to VO through SHG as perrepayment schedule

Preparation of repayment schedule(to be paid within6 months)

Procurement of food grain by Procurement Committee asper guidelines & distribution to SHG members on the same day

Approval and Release of Food Security Fundto Village Organisation

Submission of Application form for availing FSFto DPCU through BPIU

Micro Planning as SHG level and Consolidationof demand for availing FSF at VO level

Formation of Food Security Committee andtraining to the FSC members

1- [kk| lqj{kk dk;Zdze D;k gS \

2- Xkzke laxBu esa [kk| lqj{kk dk;Zdze dc'kq# gksuh pkfg, ,oa bldh izfdz;k D;k gS \

3- [kk| lqj{kk dk;Zdze esa D;k flQZ pkoy ,oa xsgWwa gh [kjhnus dh ckr gksxh \

4- bl ckr dh xkjaVh dSls yh tk ldrh gS fd dk;Zdze dk ykHk vR;Ur xjhc lnL;ksa dks t:j feys \

5- [kk|kUu dk ewY;dSls r; fd;k tk;xk\

;g lkewfgd ,oa lkeqnkf;d dk;Zdze gS tks xjhcksa ds ?kjksa dh [kk| dh t:jrksa dks iwjk djus ds fy,

cuk;k x;k gSA

bl dk;Zdze ds rgr] xzke laxBu bl ckr dh xkjaVh ysrk gS fd gj lnL; ds ?kj eq[; [kk| inkFkZ ds

:i esa pkoy ;k xsgWwa miyC/krk iwjs lky ds fy, gks rkfd dksbZ Hkh Hkw[kk u jgsA

lkFk gh dk;Zdze ds rgr efgykvksa [kkldj xHkZorh ,oa /kk=h ekrk ,oa cPpksa ds ikSf"Vd vkgkj dks

lqfu'pr djuk Hkh xzke laxBu dh ftEesokjh gksxhA

[kjhnnkjh rhu efgus iqjkus xzke laxBu esa gksxk fdarq bl dk;Zdze ls lacaf/kr igyh Vsªfuax xzke laxBuds nwljs ehfVax ds rqjar ckn fn;k tk,xkA Vsªfuax bl ckr ij gksxh fd xzke laxBu [kk| lqj{kk lfefrdk xBu dSls gks] blds lnL; dkSu gksaxs ,oa vU; lfefr;ka tSls&[kk| lqj{kk lfefr] [kjhnnkjhlfefr] fjis;esaV lfefr dh ftEesokjh D;k gksxhA xzke laxBu [kk| lqj{kk lfefr dk xBu dj bldk;Zdze dks pykus dh ftEesokjh nsxhA chihvkbZ;w dh ftEesokjh gksxh fd [kk| lqj{kk lfefr][kjhnnkjh lfefr] fjis;esaV lfefr ds lkFk&lkFk cqd dhij ,oa lh,e ds dk;Zdyki ds ckjs esa nksfnolh; Vsªfuax nsA

lnL;ksa dh [kk| laca/kh t:jrksa dks /;ku esa j[krs gq, xzke laxBu [kk| laca/kh vU; oLrqvksa dh Hkh[kjhnkjh dj ldrh gSA xzke laxBu dks ;g fu.kZ; bl vk/kkj ij ysuk pkfg, fd [kjhnkjh vR;Urxjhc lnL;ksa ds fgr esa t:j gksA

lq{e ;kstuk izi= ds dkWye 10 ls [kk| lqj{kk lfefr lnL;ksa fd U;wwUkre [kjhnkjhdh {kerk dk vkdyu djrk gS ftlds vk/kkj ij [kk| lqj{kk lfefr pkoy dh [kjhnkjh dk vkSlr nj¼U;wure ,oa vf/kdre nj ds chp dk nj½ r; dj [kjhnkjh lfefr dks crkrh gSA [kjhnkjh lfefr dslkFk tkus okyh [kk| lqj{kk lfefr dh lnL; [kk|kUu dk nj rFkk mldh xq.kork dks ij[kus esalgk;rk djrh gSA loZlEEkfr ls xzke laxBu esa pqus x, [kk|kUu dh [kjhnnkjh FSC ,oaProcurement Committee }kjk dh tk,xhA

ftl nj ij pkoy [kjhnk x;k gS ml nj esa flQZ [kk|ku dks ykus esa rFkk mrkjus esa yxs [kpZ dkstksM+dj pkoy dk nke r; fd;k tk;xkA bl ckr dk /;ku jgs fd vU; fdlh Hkh izdkj dk [kpZ tSls[kjhnkjh lfefr ds lnL;ksa dks cktkj tkus vkSj vkus dk HkkM+k ;k oSV fdlh Hkh [kpZ dk Hkkj lnL;ksa ijugha fn;k tk;sxkA bl rjhds ds [kpksZ dks xzke laxBu ds iz'kklfud [kpZ ls ogu fd;k tk;sxkA

(Micro Planning)

1- [kk| lqj{kk dk;Zdze D;k gS \

2- Xkzke laxBu esa [kk| lqj{kk dk;Zdze dc'kq# gksuh pkfg, ,oa bldh izfdz;k D;k gS \

3- [kk| lqj{kk dk;Zdze esa D;k flQZ pkoy ,oa xsgWwa gh [kjhnus dh ckr gksxh \

4- bl ckr dh xkjaVh dSls yh tk ldrh gS fd dk;Zdze dk ykHk vR;Ur xjhc lnL;ksa dks t:j feys \

5- [kk|kUu dk ewY;dSls r; fd;k tk;xk\

;g lkewfgd ,oa lkeqnkf;d dk;Zdze gS tks xjhcksa ds ?kjksa dh [kk| dh t:jrksa dks iwjk djus ds fy,

cuk;k x;k gSA

bl dk;Zdze ds rgr] xzke laxBu bl ckr dh xkjaVh ysrk gS fd gj lnL; ds ?kj eq[; [kk| inkFkZ ds

:i esa pkoy ;k xsgWwa miyC/krk iwjs lky ds fy, gks rkfd dksbZ Hkh Hkw[kk u jgsA

lkFk gh dk;Zdze ds rgr efgykvksa [kkldj xHkZorh ,oa /kk=h ekrk ,oa cPpksa ds ikSf"Vd vkgkj dks

lqfu'pr djuk Hkh xzke laxBu dh ftEesokjh gksxhA

[kjhnnkjh rhu efgus iqjkus xzke laxBu esa gksxk fdarq bl dk;Zdze ls lacaf/kr igyh Vsªfuax xzke laxBuds nwljs ehfVax ds rqjar ckn fn;k tk,xkA Vsªfuax bl ckr ij gksxh fd xzke laxBu [kk| lqj{kk lfefrdk xBu dSls gks] blds lnL; dkSu gksaxs ,oa vU; lfefr;ka tSls&[kk| lqj{kk lfefr] [kjhnnkjhlfefr] fjis;esaV lfefr dh ftEesokjh D;k gksxhA xzke laxBu [kk| lqj{kk lfefr dk xBu dj bldk;Zdze dks pykus dh ftEesokjh nsxhA chihvkbZ;w dh ftEesokjh gksxh fd [kk| lqj{kk lfefr][kjhnnkjh lfefr] fjis;esaV lfefr ds lkFk&lkFk cqd dhij ,oa lh,e ds dk;Zdyki ds ckjs esa nksfnolh; Vsªfuax nsA

lnL;ksa dh [kk| laca/kh t:jrksa dks /;ku esa j[krs gq, xzke laxBu [kk| laca/kh vU; oLrqvksa dh Hkh[kjhnkjh dj ldrh gSA xzke laxBu dks ;g fu.kZ; bl vk/kkj ij ysuk pkfg, fd [kjhnkjh vR;Urxjhc lnL;ksa ds fgr esa t:j gksA

lq{e ;kstuk izi= ds dkWye 10 ls [kk| lqj{kk lfefr lnL;ksa fd U;wwUkre [kjhnkjhdh {kerk dk vkdyu djrk gS ftlds vk/kkj ij [kk| lqj{kk lfefr pkoy dh [kjhnkjh dk vkSlr nj¼U;wure ,oa vf/kdre nj ds chp dk nj½ r; dj [kjhnkjh lfefr dks crkrh gSA [kjhnkjh lfefr dslkFk tkus okyh [kk| lqj{kk lfefr dh lnL; [kk|kUu dk nj rFkk mldh xq.kork dks ij[kus esalgk;rk djrh gSA loZlEEkfr ls xzke laxBu esa pqus x, [kk|kUu dh [kjhnnkjh FSC ,oaProcurement Committee }kjk dh tk,xhA

ftl nj ij pkoy [kjhnk x;k gS ml nj esa flQZ [kk|ku dks ykus esa rFkk mrkjus esa yxs [kpZ dkstksM+dj pkoy dk nke r; fd;k tk;xkA bl ckr dk /;ku jgs fd vU; fdlh Hkh izdkj dk [kpZ tSls[kjhnkjh lfefr ds lnL;ksa dks cktkj tkus vkSj vkus dk HkkM+k ;k oSV fdlh Hkh [kpZ dk Hkkj lnL;ksa ijugha fn;k tk;sxkA bl rjhds ds [kpksZ dks xzke laxBu ds iz'kklfud [kpZ ls ogu fd;k tk;sxkA

(Micro Planning)

6868

6- [kk| lqj{kk lfefr ds lnL; dkSu gksaxs rFkk budh [kkl Hkwfedk D;k gS \

7- [kk| lqj{kk lfefr dh ehfVax dc gksxh vkSj bldk ,tsaMk D;k gksxk rFkk lfefr xzke laxBu dks D;k fjiksVZ

djsxh\

8- [kjhnkjh lfefr rFkk [kk| lqj{kk lfefr dh vyx&vyx D;k Hkwfedk gS \

9- D;k [kk|kUu iwjs lky ds fy, [kjhnk tk;xk ;k flQZ dqN efguks ds fy, \

lewg ds lnL; ¼v/;{k] lfpo ,oa dks"kk/;{k dks NksM+dj½ lewg dh dksbZ Hkh xjhc efgyk ftls [kk|kUu

dh vko';drk gks dks lfefr dk lnL; xzke laxu }kjk pquk tk;sxkA ifj;kstuk dh ifjdYiuk gS fd

[kk| lqj{kk dk;Zdze dks pykus dh iw.kZ ftEesokjh xzke laxBu }kjk [kk| lqj{kk lfefr dks fn;k

tk;sxk rkfd dk;Zdze vR;Ur xjhckssa }kjk pyk;k tk;s rkfd dk;Zdze dk ykHk mUgs t:j feys]

dk;Zdze ds fdz;kUo;u dh fuxjkuh iw.kZr% xzke laxBu }kjk fd;k tk ldsA

[kk| lqj{kk lfefr dh CkSBd xzke laxBu ds ehfVax ds iwoZ gksxhA iwoZ ls eryCk gS&nks ?kaVk ;k ,d fnu

igysA lfefr ds ehfVax dk eq[; mn~ns'; gksxk&[kk|kUUk ds [kjhnnkjh dh lwpuk dk vknku&iznkuAiwoZ fd, x, [kjhnjkjh esa vk, ijs'kkuh dk vkdyuAiwoZ ds ykHkkfFkZ;ksa ls feys QhMCkSd ij ppkZ ,oa blds vuqlkj [kjhnnkjh lfefr dks lykg iznku

djukAvxys pdz dh dz; ds fy, iwoZ ds fjis;esaV dk vkdyu dj ;g ns[kuk fd 60 Qhlnh ls de

fjis;esaV fdl lewg dk gS vkSj blds dkj.k dks tkuukA

[kk| lqj{kk lfefr }kjk xzke laXkBu dks fuEu fjiksZV fd;k tk,xk&fdl [kk|kUu dh vkSj fdruh [kjhnnkjh dh x;h gSA[kjhnnkjh ls fdrus lnL;ksa dks ykHk feyk gSA[kjhnnkjh ;k forj.k esa vk, gq, fdlh [kkl leL;k dk ftdzAvxys pdz ds [kjhnnkjh dh Iykfuax dc gS rFkk fdl [kk|kUu dh [kjhnnkjh gksxhA[kk| lqj{kk lfefr fjis;esaV dh fLFkfr dh tkudkjh xzke laXkBu dks nsxh rkfd xzke laXkBu

fjis;esaV lfefr dks mfpr funsZ'k ns ldsA

nksuks lfefr dh Hkwfedk fofHkUu Lrj ij fuEu gS %&dk;Zdze dh 'kq:vkr ;kuh lnL;ksa ds t:jr ds fglkc ls ekax ysuk [kk| lqj{kk lfefr dh

egRoiw.kZ Hkwfedk esa ,d gSAlnL;ksa dh ekax dks ,d= rFkk lw{e ;kstuk ds izi= ds fglkc ls vk;s gq, vkSlr nj r; dj xzke

laxBu ls fu/kkZfjr jde dh ekax djuk ;g [kk| lqj{kk lfefr dk nwljk egRoiw.kZ dk;Z gSA[kjhnkjh lfefr dh Hkwfedk mlds vius okLrfod :i esa gS ;kuh lkeku dh [kjhnkjh] mldh

xq.koRrk ,oa mlds otu dh xkjaVh nsuk gSA

lq{e ;kstuk ;g ik;k x;k gS fd xjhcksa ds fy, [kk|kUu dh leL;k flQZ dqN

efguksa dh ugha gksrh gSA blfy, xzke laxBu lewg ds lnL;ksa dh t:jr dh fglkc ls [kjhnnkjh dh

;kstuk fofHkUu pdzksa ds fglkc ls fy, iwjs lky djsxhA

�

�

�

�

�

�

�

�

�

�

�

�

(Micro Planning)

6- [kk| lqj{kk lfefr ds lnL; dkSu gksaxs rFkk budh [kkl Hkwfedk D;k gS \

7- [kk| lqj{kk lfefr dh ehfVax dc gksxh vkSj bldk ,tsaMk D;k gksxk rFkk lfefr xzke laxBu dks D;k fjiksVZ

djsxh\

8- [kjhnkjh lfefr rFkk [kk| lqj{kk lfefr dh vyx&vyx D;k Hkwfedk gS \

9- D;k [kk|kUu iwjs lky ds fy, [kjhnk tk;xk ;k flQZ dqN efguks ds fy, \

lewg ds lnL; ¼v/;{k] lfpo ,oa dks"kk/;{k dks NksM+dj½ lewg dh dksbZ Hkh xjhc efgyk ftls [kk|kUu

dh vko';drk gks dks lfefr dk lnL; xzke laxu }kjk pquk tk;sxkA ifj;kstuk dh ifjdYiuk gS fd

[kk| lqj{kk dk;Zdze dks pykus dh iw.kZ ftEesokjh xzke laxBu }kjk [kk| lqj{kk lfefr dks fn;k

tk;sxk rkfd dk;Zdze vR;Ur xjhckssa }kjk pyk;k tk;s rkfd dk;Zdze dk ykHk mUgs t:j feys]

dk;Zdze ds fdz;kUo;u dh fuxjkuh iw.kZr% xzke laxBu }kjk fd;k tk ldsA

[kk| lqj{kk lfefr dh CkSBd xzke laxBu ds ehfVax ds iwoZ gksxhA iwoZ ls eryCk gS&nks ?kaVk ;k ,d fnu

igysA lfefr ds ehfVax dk eq[; mn~ns'; gksxk&[kk|kUUk ds [kjhnnkjh dh lwpuk dk vknku&iznkuAiwoZ fd, x, [kjhnjkjh esa vk, ijs'kkuh dk vkdyuAiwoZ ds ykHkkfFkZ;ksa ls feys QhMCkSd ij ppkZ ,oa blds vuqlkj [kjhnnkjh lfefr dks lykg iznku

djukAvxys pdz dh dz; ds fy, iwoZ ds fjis;esaV dk vkdyu dj ;g ns[kuk fd 60 Qhlnh ls de

fjis;esaV fdl lewg dk gS vkSj blds dkj.k dks tkuukA

[kk| lqj{kk lfefr }kjk xzke laXkBu dks fuEu fjiksZV fd;k tk,xk&fdl [kk|kUu dh vkSj fdruh [kjhnnkjh dh x;h gSA[kjhnnkjh ls fdrus lnL;ksa dks ykHk feyk gSA[kjhnnkjh ;k forj.k esa vk, gq, fdlh [kkl leL;k dk ftdzAvxys pdz ds [kjhnnkjh dh Iykfuax dc gS rFkk fdl [kk|kUu dh [kjhnnkjh gksxhA[kk| lqj{kk lfefr fjis;esaV dh fLFkfr dh tkudkjh xzke laXkBu dks nsxh rkfd xzke laXkBu

fjis;esaV lfefr dks mfpr funsZ'k ns ldsA

nksuks lfefr dh Hkwfedk fofHkUu Lrj ij fuEu gS %&dk;Zdze dh 'kq:vkr ;kuh lnL;ksa ds t:jr ds fglkc ls ekax ysuk [kk| lqj{kk lfefr dh

egRoiw.kZ Hkwfedk esa ,d gSAlnL;ksa dh ekax dks ,d= rFkk lw{e ;kstuk ds izi= ds fglkc ls vk;s gq, vkSlr nj r; dj xzke

laxBu ls fu/kkZfjr jde dh ekax djuk ;g [kk| lqj{kk lfefr dk nwljk egRoiw.kZ dk;Z gSA[kjhnkjh lfefr dh Hkwfedk mlds vius okLrfod :i esa gS ;kuh lkeku dh [kjhnkjh] mldh

xq.koRrk ,oa mlds otu dh xkjaVh nsuk gSA

lq{e ;kstuk ;g ik;k x;k gS fd xjhcksa ds fy, [kk|kUu dh leL;k flQZ dqN

efguksa dh ugha gksrh gSA blfy, xzke laxBu lewg ds lnL;ksa dh t:jr dh fglkc ls [kjhnnkjh dh

;kstuk fofHkUu pdzksa ds fglkc ls fy, iwjs lky djsxhA

�

�

�

�

�

�

�

�

�

�

�

�

(Micro Planning)

6969

10- D;k xzke laxBu }kjk uxn Hkqxrku fd;k tk ldrk gS \

11- D;k [kk| lqj{kk dk;Zdze esa lnL;ksa dks lwn ugha nsuk gksxk \

12- [kk| lqj{kk dk;Zdze ds fy, Okkilh fu;kstu D;k gksxk \

13- [kjhnkjh ds iwoZ Ck;kuk ysuk dk;Zdze ds fy, fdruk t:jh gS\ ;g jkf'k izfr fdyks fdruh gks ldrh gS \

14- D;k vxj [kk| lqj{kk lfefr }kjk ekaxs x;s jde dh jkf'k 200000 ls de gS rks xzke laxBu fdrus jde ds

fy, iz[k.M ifj;kstuk fdz;kUo;u bZdkbZ dks vkosnu nsxk \

15- f}rh; pdz dh [kjhnnkjh dh D;k izfdz;k gS \

cgqr cM+s jde dk uxn Hkqxrku djuk lnL;ksa ds fgr esa ugha gksxkA blfy, ifj;kstuk dh rjQ lsxzke laxBu dks ;g lykg nh tkrh gS fd 50]000 ls T;knk jde gksus ij cps gq, jde ds fy, /kkjdpsd fodzsrk dks fn;k tk ldrk gSA ¼tSlk fd lkeqnkf;d[kjhnkjh & }kjk ckrk;k x;k gSA½

[kk| lqj{kk dk;Zdze esa lwn dh txg ipkl iSlk izfr fdyks lsok 'kqYd ds :i esa lnL;ksa }kjk xzkelaxBu dks fn;k tk;xkA pwWfd jde dh okilh vf/kdre N% efgus esa gksxh vr% bl N% efgus ds fy,lsok 'kqYd ipkl iSlk izfr fdyks gh gksxkA

_.k okilh dk fu;kstu bl izdkj gksxk fd rhu efgus ds fy, r; fd;s x;s [kk|kUu dh jde dhokilh vf/kdre N% efgus esa vo'; gks tk;A blh izdkj vxj xzke laxBu ,d efgus ds fy,[kjhnkjh djrk gS rks [kk|kUu dh jde dh okilh nks efgus ls vf/kd esa ugha gksxkA lkFk gh Hkqxrkubl rjhds ls fd;k tkuk pkfg, fd rhu efgus ds fy, [kjhns x;s [kk|kUu dh jde dk 60 izfr'krrhu efgus ds vUnj vk tk;s rkfd nwljs rhu efgus ds fy, xzke laxBu iqu% [kjhnkjh dj ldsAblhizdkj ,d efgus ds fy, [kk|kUu dh [kjhnkjh fd;s tkus ij 60 izfr'kr jde igys efgus esa vktk;s rkfd nwljs efgus esa vxys efgus dh [kjhnkjh dh tk ldsA

xjhckssa }kjk cuk;h x;h laLFkk ges'kk bl ckr ds fy, vius vkidks vk'oLr djuk pkgrh gS fdvxj [kk| lkexzh vk tkus ds ckn fdlh lnL; }kjk vukt ugha fy;k x;k rks vukt dh lqj{kk esafd;s x;s [kpZ ;k tek gks tkus ds dkj.k vukt dh cckZnh ls gqbZ gkfu dks dqN Lrj rd de fd;k tkldsA50 iSls ;k 1#0 izfr fdyksxzke ls vf/kd c;kuk jkf'k ugha yh tk ldrh gSA

xzke laxBu }kjk ekaxh x;h jde 200000@& #0 dh gh gksxh] ftlls xzke laxBu nks pdzksa esa [kk|kudh [kjhnkjh dj ldsA fdUrq [kk| lqj{kk lfefr }kjk vkosfnr jde okLrfod [kk|kUu ekax ds fglkcgksxh ,oa xzke laxBu okLrfod ekaxs x;h jde dk psd gh [kk| lqj{kk lfefr dks nsxhA

igys pdz dh [kjhnnkjh vxj rhu efgus ds fy, gqvk gks rks nwljs efgus ds var gksrs gh vxys pdz gsrq[kk| lqj{kk lw{Ek fu;kstu dh 'kq#vkr gks tkuh pkfg,A ;g r; jgs fd rhljs efgus ds [kRe gksus lsiwoZ vxys pdz dk [kk|kUu lnL; rd igqap tk,A igys pdz ds nks efgus ds var rd 60 Qhlnhfjis;esaV vk tkuk vko';d gSA

(Bearer Cheque/Ac payee Cheque/DD)

(VO)

10- D;k xzke laxBu }kjk uxn Hkqxrku fd;k tk ldrk gS \

11- D;k [kk| lqj{kk dk;Zdze esa lnL;ksa dks lwn ugha nsuk gksxk \

12- [kk| lqj{kk dk;Zdze ds fy, Okkilh fu;kstu D;k gksxk \

13- [kjhnkjh ds iwoZ Ck;kuk ysuk dk;Zdze ds fy, fdruk t:jh gS\ ;g jkf'k izfr fdyks fdruh gks ldrh gS \

14- D;k vxj [kk| lqj{kk lfefr }kjk ekaxs x;s jde dh jkf'k 200000 ls de gS rks xzke laxBu fdrus jde ds

fy, iz[k.M ifj;kstuk fdz;kUo;u bZdkbZ dks vkosnu nsxk \

15- f}rh; pdz dh [kjhnnkjh dh D;k izfdz;k gS \

cgqr cM+s jde dk uxn Hkqxrku djuk lnL;ksa ds fgr esa ugha gksxkA blfy, ifj;kstuk dh rjQ lsxzke laxBu dks ;g lykg nh tkrh gS fd 50]000 ls T;knk jde gksus ij cps gq, jde ds fy, /kkjdpsd fodzsrk dks fn;k tk ldrk gSA ¼tSlk fd lkeqnkf;d[kjhnkjh & }kjk ckrk;k x;k gSA½

[kk| lqj{kk dk;Zdze esa lwn dh txg ipkl iSlk izfr fdyks lsok 'kqYd ds :i esa lnL;ksa }kjk xzkelaxBu dks fn;k tk;xkA pwWfd jde dh okilh vf/kdre N% efgus esa gksxh vr% bl N% efgus ds fy,lsok 'kqYd ipkl iSlk izfr fdyks gh gksxkA

_.k okilh dk fu;kstu bl izdkj gksxk fd rhu efgus ds fy, r; fd;s x;s [kk|kUu dh jde dhokilh vf/kdre N% efgus esa vo'; gks tk;A blh izdkj vxj xzke laxBu ,d efgus ds fy,[kjhnkjh djrk gS rks [kk|kUu dh jde dh okilh nks efgus ls vf/kd esa ugha gksxkA lkFk gh Hkqxrkubl rjhds ls fd;k tkuk pkfg, fd rhu efgus ds fy, [kjhns x;s [kk|kUu dh jde dk 60 izfr'krrhu efgus ds vUnj vk tk;s rkfd nwljs rhu efgus ds fy, xzke laxBu iqu% [kjhnkjh dj ldsAblhizdkj ,d efgus ds fy, [kk|kUu dh [kjhnkjh fd;s tkus ij 60 izfr'kr jde igys efgus esa vktk;s rkfd nwljs efgus esa vxys efgus dh [kjhnkjh dh tk ldsA

xjhckssa }kjk cuk;h x;h laLFkk ges'kk bl ckr ds fy, vius vkidks vk'oLr djuk pkgrh gS fdvxj [kk| lkexzh vk tkus ds ckn fdlh lnL; }kjk vukt ugha fy;k x;k rks vukt dh lqj{kk esafd;s x;s [kpZ ;k tek gks tkus ds dkj.k vukt dh cckZnh ls gqbZ gkfu dks dqN Lrj rd de fd;k tkldsA50 iSls ;k 1#0 izfr fdyksxzke ls vf/kd c;kuk jkf'k ugha yh tk ldrh gSA

xzke laxBu }kjk ekaxh x;h jde 200000@& #0 dh gh gksxh] ftlls xzke laxBu nks pdzksa esa [kk|kudh [kjhnkjh dj ldsA fdUrq [kk| lqj{kk lfefr }kjk vkosfnr jde okLrfod [kk|kUu ekax ds fglkcgksxh ,oa xzke laxBu okLrfod ekaxs x;h jde dk psd gh [kk| lqj{kk lfefr dks nsxhA

igys pdz dh [kjhnnkjh vxj rhu efgus ds fy, gqvk gks rks nwljs efgus ds var gksrs gh vxys pdz gsrq[kk| lqj{kk lw{Ek fu;kstu dh 'kq#vkr gks tkuh pkfg,A ;g r; jgs fd rhljs efgus ds [kRe gksus lsiwoZ vxys pdz dk [kk|kUu lnL; rd igqap tk,A igys pdz ds nks efgus ds var rd 60 Qhlnhfjis;esaV vk tkuk vko';d gSA

(Bearer Cheque/Ac payee Cheque/DD)

(VO)

7070

Community Nutrition Care Centre

Community managed Community Nutrition Care Centre (CNCC) in an innovative interventionstarted by JEEViKA to improve nutrition and nutritionseeking behaviour among pregnant women,lactating mothers, and infant children by providing them nutritional diet thrice a day.

Community Nutrition Care Centre

Community managed Community Nutrition Care Centre (CNCC) in an innovative interventionstarted by JEEViKA to improve nutrition and nutritionseeking behaviour among pregnant women,lactating mothers, and infant children by providing them nutritional diet thrice a day.

7171

FLOW CHART - COMMUNITY NUTRITION CARE CENTRE

Village Profiling to capture incidence ofinfant deaths, institutional delivery, Home delivery etc.

maternity deaths,

Formation of Establishment Committee comprising of CM,Asha Worker, Cluster Coordinator, JEEViKa Saheli at Village level

Regular Capacity Building of All Functionaries

Initiation of income generation activity by opening ofKitchen Garden and making CNCC economically viable

Providing health services to members by convergencewith government department

Regular health education to members by JEEViKA Saheli

Meal three times a day to enrolled lactating and pregnantwomen. Child care services up to 1000 days of a child

Enrolment of members at CNCC

Fund transfer and procurement of requireditems for initiation of CNCC

Selection of VO by prioritization of Vos at BPIUlevel base on Village Organisation

LIVELIHOODSLIVELIHOODS

JEEViKA , a project jointly supported by the World Bank and the Government of Bihar, has piloted,customized and eventually scaled-up several innovative livelihood interventions to improve thewell-being of poor households in Bihar. A number of innovative aspects account for the success ofthese livelihoods programs in the state. Foremost among these is the fact that it was implementedthrough community-driven and community-owned institutions. The institutional platform that wasfacilitated by the project has enabled the creation of a single-window system at the doorstep ofsmall and marginal farmers. Farmers can now demand better services from the public sector,access credit from commercial banks, and experiment and customize various technologies.

Interventions are designed to decrease cost and increase productivity at farm. Currently all theinterventions are implemented through Village Organisation (VO). Village resource person (VRP)is last mile delivery of interventions. VRP handholds all the members in adoption of interventionand resolve any difficulty at member level.

For income generation livelihoods activities need to be taken up as a business. Gradually, activitybased Producer Groups (PG) would be formed one per village per activity with focus onorganising farmers/individuals with interest in common income generating activity. Focus wouldbe on Production planning, input management, delivery of extension services and products andquality management followed by value addition activities. PG would report to Cluster LevelFederations. Initial focus would be formation of PGs for Agriculture, Dairy, and Poultry along withnon-farm activities.

1.

In order to strengthen the SHG members, production per unit area has been the majortarget of BRLPS. This was achieved through adoption of best practices in farming. Thisinvolved ensuring timely delivery of quality inputs to farmers, handholding through villageresource persons in adoption of best practices and rigorous training.

Following are the technologies promoted by BRLPS for productivity enhancement

System of Crop Intensification (SCI): SCI is adoption of principles of System of RiceIntensification (SRI) into 20 other crops to increase production from small land holdingsof the farmer. The participant farmers have witnessed 86% increase in rice productivityand 72% increase in wheat productivity. The profitability of rice cultivation hasincreased 2.5 times and has almost doubled for oil-seeds. SCI has been customizedand adopted for wheat, green gram, oil seeds and vegetables in Bihar. Out of these themajor focus has been Paddy and Wheat crop apart from moong bean, vegetables,mustard and maize.

Vermicompost production: Vermicompost / compost has been essential part ofsustainable agriculture practices since centuries. BRLPS has revived use of organic

FARM BASED INTERVENTIONS

Productivity enhancement

�

�

JEEViKA , a project jointly supported by the World Bank and the Government of Bihar, has piloted,customized and eventually scaled-up several innovative livelihood interventions to improve thewell-being of poor households in Bihar. A number of innovative aspects account for the success ofthese livelihoods programs in the state. Foremost among these is the fact that it was implementedthrough community-driven and community-owned institutions. The institutional platform that wasfacilitated by the project has enabled the creation of a single-window system at the doorstep ofsmall and marginal farmers. Farmers can now demand better services from the public sector,access credit from commercial banks, and experiment and customize various technologies.

Interventions are designed to decrease cost and increase productivity at farm. Currently all theinterventions are implemented through Village Organisation (VO). Village resource person (VRP)is last mile delivery of interventions. VRP handholds all the members in adoption of interventionand resolve any difficulty at member level.

For income generation livelihoods activities need to be taken up as a business. Gradually, activitybased Producer Groups (PG) would be formed one per village per activity with focus onorganising farmers/individuals with interest in common income generating activity. Focus wouldbe on Production planning, input management, delivery of extension services and products andquality management followed by value addition activities. PG would report to Cluster LevelFederations. Initial focus would be formation of PGs for Agriculture, Dairy, and Poultry along withnon-farm activities.

1.

In order to strengthen the SHG members, production per unit area has been the majortarget of BRLPS. This was achieved through adoption of best practices in farming. Thisinvolved ensuring timely delivery of quality inputs to farmers, handholding through villageresource persons in adoption of best practices and rigorous training.

Following are the technologies promoted by BRLPS for productivity enhancement

System of Crop Intensification (SCI): SCI is adoption of principles of System of RiceIntensification (SRI) into 20 other crops to increase production from small land holdingsof the farmer. The participant farmers have witnessed 86% increase in rice productivityand 72% increase in wheat productivity. The profitability of rice cultivation hasincreased 2.5 times and has almost doubled for oil-seeds. SCI has been customizedand adopted for wheat, green gram, oil seeds and vegetables in Bihar. Out of these themajor focus has been Paddy and Wheat crop apart from moong bean, vegetables,mustard and maize.

Vermicompost production: Vermicompost / compost has been essential part ofsustainable agriculture practices since centuries. BRLPS has revived use of organic

FARM BASED INTERVENTIONS

Productivity enhancement

�

�

7272

manure in form of vermicompost by promoting production through vermicompost pitsby individual farmers. Use of vermicompost enhances productivity of soil along withpromoting activity of friendly micro-organisms beneficial to crops.

JEEViKA' has introduced several livelihood interventions in the last five years based onthe demands of the communities. Most communities were keen to productively use creditand enhance their agricultural income. The project also recognized that enhancement ofagriculture income can significantly impact poverty incidence in the state and improvefood security. Another initiative called is also beingpiloted in Bihar. For promotion of green agriculture use of vermin-compost wasencouraged among the SHG members.

Zero Budget Natural Farming (ZBNF) propagates use of natural manure and nutrientsfor farming instead of chemical fertilizers and pesticides. Unlike organic farming, thismethod of farming focuses on using things that are naturally available inside or aroundthe farm so that nothing is purchased from outside. Most prominently, it focuses on theuse of dung and urine of local breeds of cows and other locally available material thatare considered to be the best source of nutrients and microbes for cultivation.

Vermi-Compost: The compost prepared by using earthworms is calledVermicompost. The Vermiculture Biotechnology is all about the rearing of theEarthworms using modern scientific methods and using the same for soilconservation and many other sustainable agricultural activities. The members areprovided with inputs to construct vermi-pits at their place. Most of the members usevermi-compost as a supplement or replacement of fertilizers, while the remaining issold at market rates. The use brings downs the cost of agricultural inputs and makesthe agricultural product safe for consumption.

In line with the growing technology, JEEViKA has also integrated ICT with its currentextension mechanism to make it more robust and effective to meet its increasingcommunication needs. It has collaborated with Digital Green to create a locallygenerated video database of various interventions.

Use of Information and Communications Technology as extension program: Videosfeaturing community members are being developed in partnership with an agency topropagate reliable and comprehensive information package on various agriculturalpractices across the project districts. These videos have helped in faster and cheaperdissemination of information. Furthermore, it has created a sustainable system, whichcan exist even after the agency withdraws support from the project. The projectstarted as a pilot in 100 villages of one district and has been scaled up to 5 districts.

After Agriculture, Livestock's rearing is the second most potential income generatingactivity being practiced by the SHG households. Dairy, Poultry and Beekeepinginterventions have been started in the project area to enhance income of the rural poorwomen households. The brief description on the off-farm interventions being implementedin the project area are as follows:

2. Cost reduction and sustainable agriculture

3. OFF FARM INTERVENTIONS

Zero Budget Natural Farming (ZBNF)

�

�

�

manure in form of vermicompost by promoting production through vermicompost pitsby individual farmers. Use of vermicompost enhances productivity of soil along withpromoting activity of friendly micro-organisms beneficial to crops.

JEEViKA' has introduced several livelihood interventions in the last five years based onthe demands of the communities. Most communities were keen to productively use creditand enhance their agricultural income. The project also recognized that enhancement ofagriculture income can significantly impact poverty incidence in the state and improvefood security. Another initiative called is also beingpiloted in Bihar. For promotion of green agriculture use of vermin-compost wasencouraged among the SHG members.

Zero Budget Natural Farming (ZBNF) propagates use of natural manure and nutrientsfor farming instead of chemical fertilizers and pesticides. Unlike organic farming, thismethod of farming focuses on using things that are naturally available inside or aroundthe farm so that nothing is purchased from outside. Most prominently, it focuses on theuse of dung and urine of local breeds of cows and other locally available material thatare considered to be the best source of nutrients and microbes for cultivation.

Vermi-Compost: The compost prepared by using earthworms is calledVermicompost. The Vermiculture Biotechnology is all about the rearing of theEarthworms using modern scientific methods and using the same for soilconservation and many other sustainable agricultural activities. The members areprovided with inputs to construct vermi-pits at their place. Most of the members usevermi-compost as a supplement or replacement of fertilizers, while the remaining issold at market rates. The use brings downs the cost of agricultural inputs and makesthe agricultural product safe for consumption.

In line with the growing technology, JEEViKA has also integrated ICT with its currentextension mechanism to make it more robust and effective to meet its increasingcommunication needs. It has collaborated with Digital Green to create a locallygenerated video database of various interventions.

Use of Information and Communications Technology as extension program: Videosfeaturing community members are being developed in partnership with an agency topropagate reliable and comprehensive information package on various agriculturalpractices across the project districts. These videos have helped in faster and cheaperdissemination of information. Furthermore, it has created a sustainable system, whichcan exist even after the agency withdraws support from the project. The projectstarted as a pilot in 100 villages of one district and has been scaled up to 5 districts.

After Agriculture, Livestock's rearing is the second most potential income generatingactivity being practiced by the SHG households. Dairy, Poultry and Beekeepinginterventions have been started in the project area to enhance income of the rural poorwomen households. The brief description on the off-farm interventions being implementedin the project area are as follows:

2. Cost reduction and sustainable agriculture

3. OFF FARM INTERVENTIONS

Zero Budget Natural Farming (ZBNF)

�

�

�

7373

�

�

�

�

Dairy

Poultry

Beekeeping

4. NON FARM INTERVENTIONS

Madhubani painting

With an objective of improving livelihoods of the SHG member having milch cattle,Dairy has been taken up in collaboration with COMFED by establishing DairyCooperative Societies. COMFED is providing both backward and forward linkages tosupport the SHG members in management of DCSs, breed and productivityimprovement through AI, fodder production, supply of cattle feed, vaccination, ureatreatment , de-worming and marketing of milk under the brand SUDHA. Currently wehave 331 DCSs in Nalanda, Muzaffarpur, Madhubani and Khagaria districts.Planning is being done to form a Dairy Producer Group to strengthen the backwardlinkages.

The low cost model of Kuroiler based backyard poultry for addressing seasonalunemployment and creating income generation opportunities for landless householdshas been a great success. Kuuroiler – “Kegg + Broiler” is a dual purpose hardy bird withsignificantly higher productivity and having many features of indigenous birds, such asfeather colour, agility to escape from predators and resistance to diseases.

Kruoiler based enterprises are economically viable and based on this model Poultry asan income generating activity has been started in Gaya, Khagaria, Nalanda,Muzaffarpur and Purnia districts with support from M/s Kegg Farm.

Looking into the potential of bee keeping in Muzaffarpur district due of the availability ofindigenous bee-keeping skills with the SHG members and availability of mango andlitchi orchids, bee keeping as a income generating intervention was started inMuzaffarpur in partnership with EDA rural systems Private Ltd. Two Producer Groupscomprising of 512 SHG members have been formed.

The origins of Madhubani painting or Mithila Painting are shrouded in antiquity andmythology.Madhubani painting/Mithila painting has been done traditionally by thewomen of villages around the present town of Madhubani and Darbhanga (the literalmeaning of Madhubani is forests of honey) and other areas of Mithila. The painting wastraditionally done on freshly plastered mud walls and floors of huts, but now they arealso done on cloth, handmade paper and canvas.

Traditionally, painting was one of the skills that were passed down from generation togeneration in the families of the Mithila Region, mainly by women. The painters depictsome of the better known scenes from Ramayana and Mahabharata. JEEViKA in theyear 2007 started working on Madhubani Paintings to enhance livelihoods of the SHG

�

�

�

�

Dairy

Poultry

Beekeeping

4. NON FARM INTERVENTIONS

Madhubani painting

With an objective of improving livelihoods of the SHG member having milch cattle,Dairy has been taken up in collaboration with COMFED by establishing DairyCooperative Societies. COMFED is providing both backward and forward linkages tosupport the SHG members in management of DCSs, breed and productivityimprovement through AI, fodder production, supply of cattle feed, vaccination, ureatreatment , de-worming and marketing of milk under the brand SUDHA. Currently wehave 331 DCSs in Nalanda, Muzaffarpur, Madhubani and Khagaria districts.Planning is being done to form a Dairy Producer Group to strengthen the backwardlinkages.

The low cost model of Kuroiler based backyard poultry for addressing seasonalunemployment and creating income generation opportunities for landless householdshas been a great success. Kuuroiler – “Kegg + Broiler” is a dual purpose hardy bird withsignificantly higher productivity and having many features of indigenous birds, such asfeather colour, agility to escape from predators and resistance to diseases.

Kruoiler based enterprises are economically viable and based on this model Poultry asan income generating activity has been started in Gaya, Khagaria, Nalanda,Muzaffarpur and Purnia districts with support from M/s Kegg Farm.

Looking into the potential of bee keeping in Muzaffarpur district due of the availability ofindigenous bee-keeping skills with the SHG members and availability of mango andlitchi orchids, bee keeping as a income generating intervention was started inMuzaffarpur in partnership with EDA rural systems Private Ltd. Two Producer Groupscomprising of 512 SHG members have been formed.

The origins of Madhubani painting or Mithila Painting are shrouded in antiquity andmythology.Madhubani painting/Mithila painting has been done traditionally by thewomen of villages around the present town of Madhubani and Darbhanga (the literalmeaning of Madhubani is forests of honey) and other areas of Mithila. The painting wastraditionally done on freshly plastered mud walls and floors of huts, but now they arealso done on cloth, handmade paper and canvas.

Traditionally, painting was one of the skills that were passed down from generation togeneration in the families of the Mithila Region, mainly by women. The painters depictsome of the better known scenes from Ramayana and Mahabharata. JEEViKA in theyear 2007 started working on Madhubani Paintings to enhance livelihoods of the SHG

7474

members by collaborating with the individual households doing this traditional art formfor their livelihood purposes. In 2008 Shilp Sangh was formed in Madhubani to promotetheir art and provide market linkage to the artists.

Sikki is a grass or a weed thrived on most of the river bank. The craftsmen involved inSikki art prepared beautiful and colourful toys, decorative and wares out of this grass.This craft is particularly practiced by women artisan in Bihar. To enhance the income ofthe SHG members involved in production of such crafts Sikki Sangh comprising of 50SHG members has been formed in Madhubani. The SHG members collectivelyprocure raw material, produce craft work and sell their produce in Saras Mela, fairs andother platforms across the country.

The tableau representing Bihar in the 64th Republic Day Parade at Rajpath , New Delhiwas prepared by JEEViKA SHG members.

One of the many styles of the embroidery art, , the stitching tradition of Bihar isalso a woman's tradition. The art has been preserved in the remote villages by thewomen who prepare articles of great aesthetic value, primarily meant for householduse. Initially this technique was used to sew together pieces of old cloth, layer overlayer, the purpose of using old cloth with was very specific – to wrap the newborn,to allow it to be enveloped in a soft embrace, resembling that of its mother. However, incourse of time this art form evolved and women today stitch their experience, theirsorrows and their realities on the , transforming a mundane quilt into a testimonyof their lives.

This tradition of needle-craft was taken as a livelihood intervention by JEEViKA inMuzaffarpur district. Sikki Sangh of the SHG members has been formed for collectiveprocurement of raw material, production and sale of these products.

Rolling of agarbatti is traditionally being carried out in districts of Nalanda and Gaya byour SHG members. With an objective of providing better price to their produce,JEEViKA has formed 18 Producer Groups of the SHG members in Nalanda and Gayawith technical support from partner agency. The partner agency is helping the SHGmembers in setting quality specifications on agarbatti production, develop standardproduction procedure, buy back of raw agarbatti from doorsteps of the producers.

Based on the need of the community, JEEViKA is also facilitating clean energy basedhome lighting systems. Energy Security Credit is being used to provide Solar homelighting solutions to the community members. More than 1500 Households have beencovered under this intervention.

�

�

�

Sikki Art

Sujani Art

Agarbatti intervention

Sujani

sujani

sujani

members by collaborating with the individual households doing this traditional art formfor their livelihood purposes. In 2008 Shilp Sangh was formed in Madhubani to promotetheir art and provide market linkage to the artists.

Sikki is a grass or a weed thrived on most of the river bank. The craftsmen involved inSikki art prepared beautiful and colourful toys, decorative and wares out of this grass.This craft is particularly practiced by women artisan in Bihar. To enhance the income ofthe SHG members involved in production of such crafts Sikki Sangh comprising of 50SHG members has been formed in Madhubani. The SHG members collectivelyprocure raw material, produce craft work and sell their produce in Saras Mela, fairs andother platforms across the country.

The tableau representing Bihar in the 64th Republic Day Parade at Rajpath , New Delhiwas prepared by JEEViKA SHG members.

One of the many styles of the embroidery art, , the stitching tradition of Bihar isalso a woman's tradition. The art has been preserved in the remote villages by thewomen who prepare articles of great aesthetic value, primarily meant for householduse. Initially this technique was used to sew together pieces of old cloth, layer overlayer, the purpose of using old cloth with was very specific – to wrap the newborn,to allow it to be enveloped in a soft embrace, resembling that of its mother. However, incourse of time this art form evolved and women today stitch their experience, theirsorrows and their realities on the , transforming a mundane quilt into a testimonyof their lives.

This tradition of needle-craft was taken as a livelihood intervention by JEEViKA inMuzaffarpur district. Sikki Sangh of the SHG members has been formed for collectiveprocurement of raw material, production and sale of these products.

Rolling of agarbatti is traditionally being carried out in districts of Nalanda and Gaya byour SHG members. With an objective of providing better price to their produce,JEEViKA has formed 18 Producer Groups of the SHG members in Nalanda and Gayawith technical support from partner agency. The partner agency is helping the SHGmembers in setting quality specifications on agarbatti production, develop standardproduction procedure, buy back of raw agarbatti from doorsteps of the producers.

Based on the need of the community, JEEViKA is also facilitating clean energy basedhome lighting systems. Energy Security Credit is being used to provide Solar homelighting solutions to the community members. More than 1500 Households have beencovered under this intervention.

�

�

�

Sikki Art

Sujani Art

Agarbatti intervention

Sujani

sujani

sujani

7575

Table summarises the list of activities under livelihood domain and specific the district where theactivities are being undertaken.

The objective of the livelihood initiative is to enhance sectoral size and productivity growth in keylivelihood sectors for employment generation of the poor. This will be achieved by makinginvestments in technical assistance, service provision and setting up of market supportmechanisms.

List of livelihood activities and area of implementation

Table summarises the list of activities under livelihood domain and specific the district where theactivities are being undertaken.

The objective of the livelihood initiative is to enhance sectoral size and productivity growth in keylivelihood sectors for employment generation of the poor. This will be achieved by makinginvestments in technical assistance, service provision and setting up of market supportmechanisms.

List of livelihood activities and area of implementation

7676

1. SKILL TRAINING & PLACEMENT

Skill training Centre

Key Features skill training and placement program

Bihar is primarily an agrarian state with 89% of population residing in village and majority of them

are engaged in agriculture and allied activity. High population density, frequent drought & flood

condition across the state, less industrialization are major reasons for large scale migration from

Bihar. Most of them are from poorest of poor households and are without any vocational skill

required for a meaningful job in manufacturing and services sector. In fact, more than two third of

the migration is in search of job and better wage for their work. There are various other socio-

economic reasons for large scale exodus of population from the region. The project focuses to

curb the distress migration. To create a pool of skilled human resources for growing sector of

economy and support them to enter job market especially in the organized sector.

Market linked Skill Development programme is one of the key components of income

generation activities. This envisages providing gainful employment opportunities, locally or

outside, as sustainable livelihoods generation option primarily for the female & male of 18-

35 year age group. The main focus of the programme is poverty reduction in rural areas

through market linked demand driven skills training. Skill development is an important

component of improving employability, diversifies and increase source of income and

therefore is a direct poverty reducer. It aims to address the issues of unemployment and

livelihoods thus contributing not only towards improving the lives of the direct beneficiaries

but also ensuring sustained source of income for their families.

The project has been planning to curb the trend of exodus of unskilled labour and provide

skilled human resources, especially in the organized sectors. To achieve this objective,

BRLPS is planning to provide market linked training and placement to the rural youth. As of

now, about 40000 youth have been trained under SGSY special project and placement of

more than 30000 youth done by PIAs.

Rural youth (18-35 year) are mobilized to join market linked skill training programme as

per their choice & aspiration. Youth get about 3 month residential/non residential

training (8hr/day total 624 hrs). English, computer, life skills and soft skills are integral

part of all domain/core skill training. On job training (OJT), certification, minimum 3

month retention is ensured by PIAs. Post placement support & regular tracking of

candidates is done for next 1year after placement.

Providing customized residential and non residential training

Training on trade specific skills, soft skills, basic computer & English

�

�

�

1. SKILL TRAINING & PLACEMENT

Skill training Centre

Key Features skill training and placement program

Bihar is primarily an agrarian state with 89% of population residing in village and majority of them

are engaged in agriculture and allied activity. High population density, frequent drought & flood

condition across the state, less industrialization are major reasons for large scale migration from

Bihar. Most of them are from poorest of poor households and are without any vocational skill

required for a meaningful job in manufacturing and services sector. In fact, more than two third of

the migration is in search of job and better wage for their work. There are various other socio-

economic reasons for large scale exodus of population from the region. The project focuses to

curb the distress migration. To create a pool of skilled human resources for growing sector of

economy and support them to enter job market especially in the organized sector.

Market linked Skill Development programme is one of the key components of income

generation activities. This envisages providing gainful employment opportunities, locally or

outside, as sustainable livelihoods generation option primarily for the female & male of 18-

35 year age group. The main focus of the programme is poverty reduction in rural areas

through market linked demand driven skills training. Skill development is an important

component of improving employability, diversifies and increase source of income and

therefore is a direct poverty reducer. It aims to address the issues of unemployment and

livelihoods thus contributing not only towards improving the lives of the direct beneficiaries

but also ensuring sustained source of income for their families.

The project has been planning to curb the trend of exodus of unskilled labour and provide

skilled human resources, especially in the organized sectors. To achieve this objective,

BRLPS is planning to provide market linked training and placement to the rural youth. As of

now, about 40000 youth have been trained under SGSY special project and placement of

more than 30000 youth done by PIAs.

Rural youth (18-35 year) are mobilized to join market linked skill training programme as

per their choice & aspiration. Youth get about 3 month residential/non residential

training (8hr/day total 624 hrs). English, computer, life skills and soft skills are integral

part of all domain/core skill training. On job training (OJT), certification, minimum 3

month retention is ensured by PIAs. Post placement support & regular tracking of

candidates is done for next 1year after placement.

Providing customized residential and non residential training

Training on trade specific skills, soft skills, basic computer & English

�

�

�

JOBSJOBS

7777

�

�

�

�

�

�

�

75% assured placement above minimum wages

Data bank of unemployed youth (18-35 Yr) on Jobs MIS.

3 Job Resource Person (JRP)/ BPIU for Mobilization & counselling

Outsourcing of PIAs for market linked skilling & placement

Job Fairs @ block level to link rural youth with potential employers.

Job Helpline cum counselling centre.

Quality Cell: To ensure quality of skills training & placements

Youth Helpline offers an effective way to provide youth and their families with accurateinformation, counselling and placed the youth to appropriate companies. The anonymity ofa youth Helpline is a key asset, especially with youth, because it allows the callers to asktheir query by calling to the youth Helpline, he/ she talked to a telephone caller without anyhesitation and they can enquire their query.

The highlights of skill & placement program of BRLPS

2. JOB HELPLINE CUM COUNSELLING CENTRE

�

Providing accurate and timely information regarding training and placement.

Regular Tracking of Candidate.

Counselling come guidance

Grievance/Complain

Objective of the helpline centres

.

�

�

�

�

�

�

�

�

�

�

�

75% assured placement above minimum wages

Data bank of unemployed youth (18-35 Yr) on Jobs MIS.

3 Job Resource Person (JRP)/ BPIU for Mobilization & counselling

Outsourcing of PIAs for market linked skilling & placement

Job Fairs @ block level to link rural youth with potential employers.

Job Helpline cum counselling centre.

Quality Cell: To ensure quality of skills training & placements

Youth Helpline offers an effective way to provide youth and their families with accurateinformation, counselling and placed the youth to appropriate companies. The anonymity ofa youth Helpline is a key asset, especially with youth, because it allows the callers to asktheir query by calling to the youth Helpline, he/ she talked to a telephone caller without anyhesitation and they can enquire their query.

The highlights of skill & placement program of BRLPS

2. JOB HELPLINE CUM COUNSELLING CENTRE

�

Providing accurate and timely information regarding training and placement.

Regular Tracking of Candidate.

Counselling come guidance

Grievance/Complain

Objective of the helpline centres

.

�

�

�

�

7878

3. JOB FAIR

ROLES & RESPONSIBILITIES OF CC & AC

Job fair is an important annual event at block level for linking unemployed youth with the

potential employers. Pre registration of interested youth, guidance for preparation of

required documents like age proof, residential certificate, photo Id, mark sheet & certificates

prepared well in advance. Candidates also get information about how to impress employers

and face screening/interview.

Regular review of JRP ( Minimum100 youth profile sheet accurately collected by JRP

and submitted to BPIU, participation of JRP in VO meeting)

Point person for JRP

Mobilize candidates in the training centre

Active support to mobilize candidates in Job Fair

Periodic visit to skill training centres

Validate data related to training and placement

Organize community mobilization drive (CMD) for direct placement

Counselling to parents and candidates

�

�

�

�

�

�

�

�

3. JOB FAIR

ROLES & RESPONSIBILITIES OF CC & AC

Job fair is an important annual event at block level for linking unemployed youth with the

potential employers. Pre registration of interested youth, guidance for preparation of

required documents like age proof, residential certificate, photo Id, mark sheet & certificates

prepared well in advance. Candidates also get information about how to impress employers

and face screening/interview.

Regular review of JRP ( Minimum100 youth profile sheet accurately collected by JRP

and submitted to BPIU, participation of JRP in VO meeting)

Point person for JRP

Mobilize candidates in the training centre

Active support to mobilize candidates in Job Fair

Periodic visit to skill training centres

Validate data related to training and placement

Organize community mobilization drive (CMD) for direct placement

Counselling to parents and candidates

�

�

�

�

�

�

�

�

7979

MONITORING, EVALUATION & lEARNINGMONITORING, EVALUATION & lEARNING

8080

FINANCEFINANCE

1. Induction of Financial Management

Objectives of Financial Management

SCOPE OF PROJECT

JEEViKA project is funded by different organizations

Financial management is a basic need of any organization or person to ensure a positive cashflow. It includes the administration and maintenance of financial assets. Besides, financialmanagement covers the process of identifying and managing risks. A financial managerlooks at the available data to judge the performance of enterprises. The primary usage of thisterm is in the world of financing business activities. However, financial management isimportant at all levels of human existence because every entity needs to look after itsfinances.

To have clarity on financial management system of project so that implementation ofproject intervention could be ensured with very sound documentation of financialtransaction with transparency as it is Govt. funded project and we are accountable forpublic money.

To have an understanding on disclosure of financial status before funding agency/internal auditor/statutory auditor/AG audit.

For making awareness regarding internal control measure of project.

For smooth implementation of any intervention in time with due care on statutoryobligations.

For administration and maintenance of financial assets.

For identifying and managing risks.

For making understanding on financial transaction made by CBOs and its reportingstructure as our project has adopted bottom approach for Annual Action Plan andBudget. Office bearers of CBOs Community cadres(Book keepers, bank Mitra tc) are alsoplaying vital role in financial transaction. All project staffs are playing role inimplementation of plan with financial implication.

To sharpen all ACs/CCs on financial issue as they are vital part of project inimplementation of different intervention at different stages.

To equip with financial Management system of project at initial stage for optimumutilization of fund and its documentation for audit purpose.

�

�

�

�

�

�

�

�

�

�

�

�

1. Induction of Financial Management

Objectives of Financial Management

SCOPE OF PROJECT

JEEViKA project is funded by different organizations

Financial management is a basic need of any organization or person to ensure a positive cashflow. It includes the administration and maintenance of financial assets. Besides, financialmanagement covers the process of identifying and managing risks. A financial managerlooks at the available data to judge the performance of enterprises. The primary usage of thisterm is in the world of financing business activities. However, financial management isimportant at all levels of human existence because every entity needs to look after itsfinances.

To have clarity on financial management system of project so that implementation ofproject intervention could be ensured with very sound documentation of financialtransaction with transparency as it is Govt. funded project and we are accountable forpublic money.

To have an understanding on disclosure of financial status before funding agency/internal auditor/statutory auditor/AG audit.

For making awareness regarding internal control measure of project.

For smooth implementation of any intervention in time with due care on statutoryobligations.

For administration and maintenance of financial assets.

For identifying and managing risks.

For making understanding on financial transaction made by CBOs and its reportingstructure as our project has adopted bottom approach for Annual Action Plan andBudget. Office bearers of CBOs Community cadres(Book keepers, bank Mitra tc) are alsoplaying vital role in financial transaction. All project staffs are playing role inimplementation of plan with financial implication.

To sharpen all ACs/CCs on financial issue as they are vital part of project inimplementation of different intervention at different stages.

To equip with financial Management system of project at initial stage for optimumutilization of fund and its documentation for audit purpose.

�

�

�

�

�

�

�

�

�

�

�

�

8181

� PROJECT COMPONENTS & SUB COMPONENTS

Component I

Component II

Component III:

Component IV :

Component I Community Institution development

Component II: Community Investment Fund

1. Initial Capitalization & Food Security -

2. Livelihood & Assets -

3. Social Service -

4. Skill Development -

Component III: Special Technical Assistance Fund

Four main components have been designed keeping in mind the objectives of the project.They are:

: Community Institution Development (CID)-Formation andstrengthening of Self Help Groups, Producer Groups and Federation

: Community Investment Fund (CIF)

Special Technical Assistance and Development Funds

Project Management

:

This component is core of the project which involves strengthening and building vibrant andself managed primary institutions of the poor, i.e. self Help Groups, based on thrift and credit.These primary level institutions of the SHGs will then be federated at the village level to formVillage Organization (VOs).These VOs would aggregate at the cluster level to form ClusterLevel Federation (CLF).

Four levels of funds have been earmarked with a two-pronged approach for meetinglivelihood enhancement needs and enabling environment.

This will enable the poorest of the poor to havethe whole year access to food of improved quality without any gap particularly during thelean period, reduce the vulnerability of the poor households to the food market pricefluctuations and to fill the gap of the household food requirement in the absence of thefunctioning PDS.

This will provide seed funds for leveraging credit from financialinstitutions.

This is for facilitating increased access to services like health, nutrition,counseling, justice, education, special assistance to most vulnerable groups like disabled.

The objective of this Component is to provide employmentopportunity for socially and economically underprivileged educated youth and improvebargaining power for the migrants through skill based trainings and partnerships.

A Special technical assistance funds has been created for providing the technical and othersupport on livelihood enhancement in the project area. These could include setting up of NGOCapacity Building Fund, Business Development facility, Innovations Grant Fund and Micro-Finance Technical Assistance and Innovations Fund.

�

�

�

�

�

�

�

� PROJECT COMPONENTS & SUB COMPONENTS

Component I

Component II

Component III:

Component IV :

Component I Community Institution development

Component II: Community Investment Fund

1. Initial Capitalization & Food Security -

2. Livelihood & Assets -

3. Social Service -

4. Skill Development -

Component III: Special Technical Assistance Fund

Four main components have been designed keeping in mind the objectives of the project.They are:

: Community Institution Development (CID)-Formation andstrengthening of Self Help Groups, Producer Groups and Federation

: Community Investment Fund (CIF)

Special Technical Assistance and Development Funds

Project Management

:

This component is core of the project which involves strengthening and building vibrant andself managed primary institutions of the poor, i.e. self Help Groups, based on thrift and credit.These primary level institutions of the SHGs will then be federated at the village level to formVillage Organization (VOs).These VOs would aggregate at the cluster level to form ClusterLevel Federation (CLF).

Four levels of funds have been earmarked with a two-pronged approach for meetinglivelihood enhancement needs and enabling environment.

This will enable the poorest of the poor to havethe whole year access to food of improved quality without any gap particularly during thelean period, reduce the vulnerability of the poor households to the food market pricefluctuations and to fill the gap of the household food requirement in the absence of thefunctioning PDS.

This will provide seed funds for leveraging credit from financialinstitutions.

This is for facilitating increased access to services like health, nutrition,counseling, justice, education, special assistance to most vulnerable groups like disabled.

The objective of this Component is to provide employmentopportunity for socially and economically underprivileged educated youth and improvebargaining power for the migrants through skill based trainings and partnerships.

A Special technical assistance funds has been created for providing the technical and othersupport on livelihood enhancement in the project area. These could include setting up of NGOCapacity Building Fund, Business Development facility, Innovations Grant Fund and Micro-Finance Technical Assistance and Innovations Fund.

�

�

�

�

�

�

�

8282

� Component IV: Project Management

Project Component under NRLM/NRLP and its corresponding component underBRLP

2. Financial Propriety

Principles Relating to Expenditure

No expenditure shall be incurred unless:

The Component will facilitate overall coordination, Implementation, Financial Management,Monitoring, learning & communication of the project at state, District and Block Level. It wouldinclude setting up and strengthening State, District and Block level project level units,providing office infrastructure and logistic support and setting up monitoring, Evaluation andlearning systems. This component will be managed by the BPIUs, DPCUs and SPMUs andthe important activities include identification and contracting resource support agencies,disbursement of salaries and other benefits to staff procurement & maintenance of vehicles,office and equipments and liasioning and convergence with other agencies and governmentdepartment.

Every Officer incurring or authorizing expenditure from the Society funds or on behalf of t h eSociety should be guided by the established principles of financial propriety viz.

To enforce financial order and economy at every step

To see that financial regulations and directions are observed by his own office and bysubordinate offices.

To exercise the same vigilance as a person of ordinary prudence would exercise inrespect of expenditure of his own money.

Not to exercise its power of sanctioning expenditure to pass an order which will be directlyor indirectly to his/her advantage.

The expenditure should not be prima-facie more than the occasion demands.

The allowances should not be on the whole a source of profit to the recipient.

1. The expenditure has been sanctioned by a general or special order of the competentauthority, having been delegated with powers of sanction.

2. Sufficient funds have been earmarked for the expenditure in the budget estimate of the

�

�

�

�

�

�

�

�

�

� Component IV: Project Management

Project Component under NRLM/NRLP and its corresponding component underBRLP

2. Financial Propriety

Principles Relating to Expenditure

No expenditure shall be incurred unless:

The Component will facilitate overall coordination, Implementation, Financial Management,Monitoring, learning & communication of the project at state, District and Block Level. It wouldinclude setting up and strengthening State, District and Block level project level units,providing office infrastructure and logistic support and setting up monitoring, Evaluation andlearning systems. This component will be managed by the BPIUs, DPCUs and SPMUs andthe important activities include identification and contracting resource support agencies,disbursement of salaries and other benefits to staff procurement & maintenance of vehicles,office and equipments and liasioning and convergence with other agencies and governmentdepartment.

Every Officer incurring or authorizing expenditure from the Society funds or on behalf of t h eSociety should be guided by the established principles of financial propriety viz.

To enforce financial order and economy at every step

To see that financial regulations and directions are observed by his own office and bysubordinate offices.

To exercise the same vigilance as a person of ordinary prudence would exercise inrespect of expenditure of his own money.

Not to exercise its power of sanctioning expenditure to pass an order which will be directlyor indirectly to his/her advantage.

The expenditure should not be prima-facie more than the occasion demands.

The allowances should not be on the whole a source of profit to the recipient.

1. The expenditure has been sanctioned by a general or special order of the competentauthority, having been delegated with powers of sanction.

2. Sufficient funds have been earmarked for the expenditure in the budget estimate of the

�

�

�

�

�

�

�

�

�

8383

year or shall be covered by an order for re-appropriation of fund, issued by thecompetent authority.

3. Money shall not be withdrawn from the bank accounts unless it is required forimmediate disbursement.

4. The payment for any expenditure is to be made only after the entry is made in the Tally.

3. Settlement TA/DA Bill/FLTA

year or shall be covered by an order for re-appropriation of fund, issued by thecompetent authority.

3. Money shall not be withdrawn from the bank accounts unless it is required forimmediate disbursement.

4. The payment for any expenditure is to be made only after the entry is made in the Tally.

3. Settlement TA/DA Bill/FLTA

8484

4. Settlement of Advance

5. Loans Advances and its adjustment

Loan for Two Wheeler

Laptop Advance to AC/Accountant/LHS/Assistant

Note -After lapse of 15 days advance will be adjusted from salary of current month.

After one month of advance Bills will not be accepted for reimbursement or adjustment withoutapproval of CEO.

Approval: After taking proper application, post dated cheque equivalent to the loan,contract paper in non judicial stamp paper and driving license, Unit Headrecommended for approval to competent authority

Limit: up to Rs. 25,000/-

Adjustment : Deducted from monthly salary in maximum twenty installment in thecase of CC and in other case maximum ten installment

Approval : After taking proper applicationof laptop and recommend for approval tocompetent authorityP urchase price subject to the limit of Rs. 34,500/-

�

�

�

�

�

�

�

4. Settlement of Advance

5. Loans Advances and its adjustment

Loan for Two Wheeler

Laptop Advance to AC/Accountant/LHS/Assistant

Note -After lapse of 15 days advance will be adjusted from salary of current month.

After one month of advance Bills will not be accepted for reimbursement or adjustment withoutapproval of CEO.

Approval: After taking proper application, post dated cheque equivalent to the loan,contract paper in non judicial stamp paper and driving license, Unit Headrecommended for approval to competent authority

Limit: up to Rs. 25,000/-

Adjustment : Deducted from monthly salary in maximum twenty installment in thecase of CC and in other case maximum ten installment

Approval : After taking proper applicationof laptop and recommend for approval tocompetent authorityP urchase price subject to the limit of Rs. 34,500/-

�

�

�

�

�

�

�

8585

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

Adjustment : Advance will be adjusted in 20 equal installment.

Approval : As per devolution of power

Limit : up to one month salary

Adjustment : Deducted from salary - maximum five installment

Approval : As per devolution of Power

Limit : After considering the previous advance, up to the TA/DA entitlement andexpected expenditure

Adjustment : After completion of tour, balance amount along with travel claim

Submitted to the account section for adjustment

Time Limit : within State - after completion of tour or 7 day of next month; OutsideState – within seven days after completion of tour

Approval : As per devolution of power

Adjustment: Submit the bill and balance amount of advance to account section foradjustment of advance

Time Limit :1 After completion of program or within 15 days of Advance, whichever islater

UC from SHG/VO/CLF/PG etc within one month of delivery of Cheque or transfer offund in CBOs account.

Audit compliance of VO audit within 15 days of receipt of observation.

Hard copy of MOU with VO and MP with LCM before release of CIF/ICF /other fund.

Double payment of CIF in same CBOs

Next advance will be given after settlement /submission of Bill of previous advance.(latestwithin 15 days of advance)

Settlement of advance latest within 7 days after submission of claim.

Ensuring Devolution of Power.

UC of Fund received from other Agencies (NFSM/UNICEF NAWARD etc)

No any expenditure will be made without approval from competent authority.

Forged claim (TA/DA, Training bill etc)

Expenditure without bill/voucher.

Personal Advance

Travelling Advance

Program Advance

6. NON NEGOTIABLE FOR FINANCIAL DISCIPLINE IN JEEVIKA

th

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

Adjustment : Advance will be adjusted in 20 equal installment.

Approval : As per devolution of power

Limit : up to one month salary

Adjustment : Deducted from salary - maximum five installment

Approval : As per devolution of Power

Limit : After considering the previous advance, up to the TA/DA entitlement andexpected expenditure

Adjustment : After completion of tour, balance amount along with travel claim

Submitted to the account section for adjustment

Time Limit : within State - after completion of tour or 7 day of next month; OutsideState – within seven days after completion of tour

Approval : As per devolution of power

Adjustment: Submit the bill and balance amount of advance to account section foradjustment of advance

Time Limit :1 After completion of program or within 15 days of Advance, whichever islater

UC from SHG/VO/CLF/PG etc within one month of delivery of Cheque or transfer offund in CBOs account.

Audit compliance of VO audit within 15 days of receipt of observation.

Hard copy of MOU with VO and MP with LCM before release of CIF/ICF /other fund.

Double payment of CIF in same CBOs

Next advance will be given after settlement /submission of Bill of previous advance.(latestwithin 15 days of advance)

Settlement of advance latest within 7 days after submission of claim.

Ensuring Devolution of Power.

UC of Fund received from other Agencies (NFSM/UNICEF NAWARD etc)

No any expenditure will be made without approval from competent authority.

Forged claim (TA/DA, Training bill etc)

Expenditure without bill/voucher.

Personal Advance

Travelling Advance

Program Advance

6. NON NEGOTIABLE FOR FINANCIAL DISCIPLINE IN JEEVIKA

th

8686

�

�

�

Revenue stamp on payment of Rs. 5000/.

Mis utilization of project fund and community fund.

False recommendation for the release of CIF to community.( ACs /CCs will ensure thatno dup l i ca te payment i s be ing made to same CBOs fo r sameMICROPLAN/Interventions).

There is a provision of giving advance to each CRP for meeting initial expenditure on fooding,

travelling etc. in the drive. Formerly BPIUs (where CRPs are sent or recipient) used to give

advance to each CRP and send advance receipt and absentee of internal CRPs to the BPIUs

(from where the CRPs has been sent or sender) for adjustment of advance and payment of

honorarium to internal CRPs after completion of drive. This process takes long time to pay

internal CRPs which gives irregular payment to CRPs and dissatisfaction among them on

present payment system. The newly proposed system for payment of Community Resource

Person can be dealt below as-

7. Business process for payment of community cadres.

8. Payment Process for JEEViKA Community Resource Person

Note – CC/AC and BPM will be accountable for recommending wrong number of cadres.

CC/AC/BPM will be responsible for the recommendation on quality of cadres' performance.

�

�

�

Revenue stamp on payment of Rs. 5000/.

Mis utilization of project fund and community fund.

False recommendation for the release of CIF to community.( ACs /CCs will ensure thatno dup l i ca te payment i s be ing made to same CBOs fo r sameMICROPLAN/Interventions).

There is a provision of giving advance to each CRP for meeting initial expenditure on fooding,

travelling etc. in the drive. Formerly BPIUs (where CRPs are sent or recipient) used to give

advance to each CRP and send advance receipt and absentee of internal CRPs to the BPIUs

(from where the CRPs has been sent or sender) for adjustment of advance and payment of

honorarium to internal CRPs after completion of drive. This process takes long time to pay

internal CRPs which gives irregular payment to CRPs and dissatisfaction among them on

present payment system. The newly proposed system for payment of Community Resource

Person can be dealt below as-

Note – CC/AC and BPM will be accountable for recommending wrong number of cadres.

CC/AC/BPM will be responsible for the recommendation on quality of cadres' performance.

8. Payment Process for JEEViKA Community Resource Person

7. Business process for payment of community cadres.

8787

�

�

�

�

�

�

�

�

�

�

�

�

�

�

Intra District (for BRLPS)

Inter District (for BRLP)

In case of sending CRPs outside the District within BRLP,

Inter District (with Other Agency under the MoU/ Agreement)

In case of sending CRPs to the External Agency/ Agencies.

Based on the demand generated by the Training Cell/ TLC, the concerned BPIU/ CLF(sender) will recommend and send the names of internal CRPs (as per CRP policy,guidelines and CRP roster) to the training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount andCRP detail) will be given by the concerned VO/ CLF. The concerned VO/ CLF willapprove and release the advance to the selected CRPs from their account. Paymentwill be booked as in VO/ CLF books of accounts.

The concerned BPIU (recipient) will prepare, approve and send the absentees ofeach CRP after finishing of drive to the concerned Training Cell/ TLC.

Based on the absentees of CRPs (as recommended by recipient BPIU) and report,the DPCU/ TLC will release the payment in the concerned VO/ CLF account.

The concerned VO/ CLF will release the payment to each CRP after adjusting alladvances to CRPs (if any) and deducting institutional charges (VO, CLF and TLC) asper the approved CRP policy.

Based on the demand generated by the Training Cell/ TLC, the concerned BPIU/ CLF(sender) will recommend and send the names of internal CRPs (as per CRP policy,guidelines and CRP roster) to the training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount and CRPdetail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve andrelease the advance to the selected CRPs from their account. Payment will be booked as

in VO/ CLF books of accounts.

The concerned BPIU (recipient) will prepare, approve and send the absentees of eachCRP after finishing of drive to their Training Cell/ TLC.

The Training Cell/ TLC (recipient) will approve and send the absentees and advancedetail of each CRP to the concerned training cell/ TLC (sender). The recipient DPCU/ TLChas to release the payment to the sender DPCU/ TLC.

With this, the DPCU/ TLC (sender) has to release payment to the concerned VO/ CLF withthe detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (ifany) and deducting institutional charges (VO, CLF and TLC) as per the approved CRPpolicy.

The concerned agency will send the demand of CRPs to Resource Cell/ SPMU with abrief description and proposal.

'Advance to CRP'

'Advance to CRP'

�

�

�

�

�

�

�

�

�

�

�

�

�

�

Intra District (for BRLPS)

Inter District (for BRLP)

In case of sending CRPs outside the District within BRLP,

Inter District (with Other Agency under the MoU/ Agreement)

In case of sending CRPs to the External Agency/ Agencies.

Based on the demand generated by the Training Cell/ TLC, the concerned BPIU/ CLF(sender) will recommend and send the names of internal CRPs (as per CRP policy,guidelines and CRP roster) to the training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount andCRP detail) will be given by the concerned VO/ CLF. The concerned VO/ CLF willapprove and release the advance to the selected CRPs from their account. Paymentwill be booked as in VO/ CLF books of accounts.

The concerned BPIU (recipient) will prepare, approve and send the absentees ofeach CRP after finishing of drive to the concerned Training Cell/ TLC.

Based on the absentees of CRPs (as recommended by recipient BPIU) and report,the DPCU/ TLC will release the payment in the concerned VO/ CLF account.

The concerned VO/ CLF will release the payment to each CRP after adjusting alladvances to CRPs (if any) and deducting institutional charges (VO, CLF and TLC) asper the approved CRP policy.

Based on the demand generated by the Training Cell/ TLC, the concerned BPIU/ CLF(sender) will recommend and send the names of internal CRPs (as per CRP policy,guidelines and CRP roster) to the training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount and CRPdetail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve andrelease the advance to the selected CRPs from their account. Payment will be booked as

in VO/ CLF books of accounts.

The concerned BPIU (recipient) will prepare, approve and send the absentees of eachCRP after finishing of drive to their Training Cell/ TLC.

The Training Cell/ TLC (recipient) will approve and send the absentees and advancedetail of each CRP to the concerned training cell/ TLC (sender). The recipient DPCU/ TLChas to release the payment to the sender DPCU/ TLC.

With this, the DPCU/ TLC (sender) has to release payment to the concerned VO/ CLF withthe detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (ifany) and deducting institutional charges (VO, CLF and TLC) as per the approved CRPpolicy.

The concerned agency will send the demand of CRPs to Resource Cell/ SPMU with abrief description and proposal.

'Advance to CRP'

'Advance to CRP'

8888

�

�

�

�

�

�

�

�

�

�

�

�

Based on the requisition from the Resource Cell/ SPMU , a demand will be generated bythe concerned Training Cell/ TLC and the concerned BPIU/ CLF (sender) will recommendand send the names of internal CRPs (as per CRP policy, guidelines and CRP roster) tothe training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount and CRPdetail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve andrelease the advance to the selected CRPs from their account. Payment will be booked as

in VO/ CLF books of accounts.

The concerned agency/s (recipient/s) will prepare, approve and send the absentees ofeach CRP along with a brief report after finishing of drive to the Resource Cell/ SPMU(sender).

The recipient agency/s has to release the payment to the Resource Cell/ SPMU inadvance before the start of drive. With this, SPMU will release payment of internal CRPs tothe sender DPCU/ TLC.

With this, the DPCU/ TLC (sender) has to release payment to the concerned VO/ CLF withthe detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (ifany) and deducting institutional charges (VO, CLF and TLC) as per the approved CRPpolicy.

The concerned agency will send the demand of CRPs to DPCU/ TLC with a briefdescription and proposal.

Based on the demand generated by the Training Cell/ TLC, the concerned BPIU/ CLF(sender) will recommend and send the names of internal CRPs (as per CRP policy,guidelines and CRP roster) to the training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount and CRPdetail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve andrelease the advance to the selected CRPs from their account. Payment will be booked as

in VO/ CLF books of accounts.

The concerned agency/s (recipient/s) will prepare, approve and send the absentees ofeach CRP along with a brief report after finishing of drive to the DPCU/ TLC (sender).

The recipient agency/s has to release the payment to the DPCU/ TLC in advance beforethe start of drive.

With this, the DPCU/ TLC (sender) has to release payment to the concerned VO/ CLF withthe detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (ifany) and deducting institutional charges (VO, CLF and TLC) as per the approved CRPpolicy.

'Advance to CRP'

'Advance to CRP'

Inter District (with Other Agency under NO MoU/ Agreement)

In case of sending CRPs to the External Agency/ Agencies.

�

�

�

�

�

�

�

�

�

�

�

�

Based on the requisition from the Resource Cell/ SPMU , a demand will be generated bythe concerned Training Cell/ TLC and the concerned BPIU/ CLF (sender) will recommendand send the names of internal CRPs (as per CRP policy, guidelines and CRP roster) tothe training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount and CRPdetail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve andrelease the advance to the selected CRPs from their account. Payment will be booked as

in VO/ CLF books of accounts.

The concerned agency/s (recipient/s) will prepare, approve and send the absentees ofeach CRP along with a brief report after finishing of drive to the Resource Cell/ SPMU(sender).

The recipient agency/s has to release the payment to the Resource Cell/ SPMU inadvance before the start of drive. With this, SPMU will release payment of internal CRPs tothe sender DPCU/ TLC.

With this, the DPCU/ TLC (sender) has to release payment to the concerned VO/ CLF withthe detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (ifany) and deducting institutional charges (VO, CLF and TLC) as per the approved CRPpolicy.

The concerned agency will send the demand of CRPs to DPCU/ TLC with a briefdescription and proposal.

Based on the demand generated by the Training Cell/ TLC, the concerned BPIU/ CLF(sender) will recommend and send the names of internal CRPs (as per CRP policy,guidelines and CRP roster) to the training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount and CRPdetail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve andrelease the advance to the selected CRPs from their account. Payment will be booked as

in VO/ CLF books of accounts.

The concerned agency/s (recipient/s) will prepare, approve and send the absentees ofeach CRP along with a brief report after finishing of drive to the DPCU/ TLC (sender).

The recipient agency/s has to release the payment to the DPCU/ TLC in advance beforethe start of drive.

With this, the DPCU/ TLC (sender) has to release payment to the concerned VO/ CLF withthe detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (ifany) and deducting institutional charges (VO, CLF and TLC) as per the approved CRPpolicy.

'Advance to CRP'

'Advance to CRP'

Inter District (with Other Agency under NO MoU/ Agreement)

In case of sending CRPs to the External Agency/ Agencies.

8989

�

�

�

�

�

�

�

Outside State (with Other Agency/ Agencies)

In case of sending CRPs outside the State,

The concerned agency will send the demand of CRPs to Resource Cell/ SPMU with abrief description and proposal.

Based on the requisition from the Resource Cell/ SPMU , a demand will be generated bythe concerned Training Cell/ TLC and the concerned BPIU/ CLF (sender) will recommendand send the names of internal CRPs (as per CRP policy, guidelines and CRP roster) toSPMU/ Resource Cell through the training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount and CRPdetail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve andrelease the advance to the selected CRPs from their account. Payment will be booked as

in VO/ CLF books of accounts.

The concerned agency/s (recipient/s) will prepare, approve and send the absentees ofeach CRP along with a brief report after finishing of drive to the Resource Cell/ SPMU(sender).

The recipient agency/s has to release the payment to the Resource Cell/ SPMU inadvance before the start of drive. With this, SPMU will release the payment to internalCRPs through sender DPCU/ TLC.

With this, the DPCU/ TLC (sender) has to release payment to the concerned VO/ CLF withthe detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (ifany) and deducting institutional charges (VO, CLF and TLC) as per the approved CRPpolicy.

'Advance to CRP'

-

1. if any genuine claim related with TA/DA/FLTA/training /salary /arrear salary is not being

settled within 15 days after submission of claim Written communication to DPM through BPM is

required.

2. If any claim is not settled within month after intimation to DPM written information through

DPM to SPMU (AO/OSD/SPM(HR)/CFO) is required for the settlement of claim at the

earliest.

NOTE

�

�

�

�

�

�

�

Outside State (with Other Agency/ Agencies)

In case of sending CRPs outside the State,

The concerned agency will send the demand of CRPs to Resource Cell/ SPMU with abrief description and proposal.

Based on the requisition from the Resource Cell/ SPMU , a demand will be generated bythe concerned Training Cell/ TLC and the concerned BPIU/ CLF (sender) will recommendand send the names of internal CRPs (as per CRP policy, guidelines and CRP roster) toSPMU/ Resource Cell through the training cell/ TLC for drive.

The requisite advance payment to internal CRPs (with the mentioned amount and CRPdetail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve andrelease the advance to the selected CRPs from their account. Payment will be booked as

in VO/ CLF books of accounts.

The concerned agency/s (recipient/s) will prepare, approve and send the absentees ofeach CRP along with a brief report after finishing of drive to the Resource Cell/ SPMU(sender).

The recipient agency/s has to release the payment to the Resource Cell/ SPMU inadvance before the start of drive. With this, SPMU will release the payment to internalCRPs through sender DPCU/ TLC.

With this, the DPCU/ TLC (sender) has to release payment to the concerned VO/ CLF withthe detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (ifany) and deducting institutional charges (VO, CLF and TLC) as per the approved CRPpolicy.

'Advance to CRP'

-

1. if any genuine claim related with TA/DA/FLTA/training /salary /arrear salary is not being

settled within 15 days after submission of claim Written communication to DPM through BPM is

required.

2. If any claim is not settled within month after intimation to DPM written information through

DPM to SPMU (AO/OSD/SPM(HR)/CFO) is required for the settlement of claim at the

earliest.

NOTE

9090

PROCUREMENTPROCUREMENT

Procurement is defined as process for purchase of goods, services, hiring of non-technical

services and works. Economy, Efficiency, transparency and fairness should be the objective of

purchase procedure. Items to be purchased should be procured within the budget, at the current

market price and should not exceed the budgeted amount and quantities agreed in approved

estimates and within threshold limit.

Methods and Threshold (For Services & Consultancy)- World Bank

Note: Threshold to be revised soon.

Procurement is defined as process for purchase of goods, services, hiring of non-technical

services and works. Economy, Efficiency, transparency and fairness should be the objective of

purchase procedure. Items to be purchased should be procured within the budget, at the current

market price and should not exceed the budgeted amount and quantities agreed in approved

estimates and within threshold limit.

Methods and Threshold (For Services & Consultancy)- World Bank

Note: Threshold to be revised soon.

9191

Methods and Threshold (For Goods & Works)- World Bank

Note: Threshold to be revised soon.

Methods & Threshold (For Services & Consultancy)-SRLM

Methods and Threshold (For Goods & Works)- World Bank

Note: Threshold to be revised soon.

Methods & Threshold (For Services & Consultancy)-SRLM

9292

Methods & Threshold (For Goods & Works)-SRLM

PROCUREMENTT COMMITTEES

The SPMU, DPCU and BPIU will have a Procurement Committee whose members will be trainedby the SPMU on procurement aspects to assist the Community Procurement. A procurementcommittee shall be formed consisting the followings members at different levels:

Methods & Threshold (For Goods & Works)-SRLM

PROCUREMENTT COMMITTEES

The SPMU, DPCU and BPIU will have a Procurement Committee whose members will be trainedby the SPMU on procurement aspects to assist the Community Procurement. A procurementcommittee shall be formed consisting the followings members at different levels:

9393

NOTE:

STAGES OF PROCUREMENT

Roles and Responsibilities

SPMU

BPIU and DPCU will ensure to get the approval of constituted Procurement Committeefrom SPMU. The meeting of the Procurement Committee shall be called by DPM at District Leveland BPM at Block Level.

Preparation of Procurement Plan and its approval from SPMU/World Bank/NRLM

Approval of competent authority for procurement of goods, works, non technical service &other services

Preparation of Bid document/Expression of Interest (EoI)

Issuance of bid document to potential bidders.

Publication of EoI in newspapers etc.

Opening of bids/EoIs.

Preparation of comparative chart (for goods, work and non technical services) andShortlisting chart (in case of EoIs) based on the bids/EoIs received till last date and time ofsubmission.

Procurement Committee meeting.

Approval of competent authority on the recommendation of procurement committee.

Issuance of Work Order/ Purchase Order (in case of goods, works and non technicalservice) and obtain NO OBJECTION from SPMU on Shortlisting of EoIs.

Issuance of Request for Proposal (RFP) to short listed agencies/individuals.

Technical Evaluation of RFPs received till last date and time.

Procurement Committee meeting on Technical Evaluation.

Approval of competent authority on recommendation of procurement committee onTechnical Evaluation.

Taking NO OBJECTION on technical evaluation of RFPs from SPMU.

Opening of Financial Proposal and combined Evalution.

Taking approval of competent authority on Combined Evaluation.

Technical Negotiation with H1 agency.

Contract singing (for services)

Monitoring of delivery of goods, completion of work (in case of procurement ofgoods/works)

Payment of bill/s.

1. Procure goods, services & works for the projects at the State Level beyond certainceiling at district and block levels.

2. Preparation of Annual Action Plan.

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

NOTE:

STAGES OF PROCUREMENT

Roles and Responsibilities

SPMU

BPIU and DPCU will ensure to get the approval of constituted Procurement Committeefrom SPMU. The meeting of the Procurement Committee shall be called by DPM at District Leveland BPM at Block Level.

Preparation of Procurement Plan and its approval from SPMU/World Bank/NRLM

Approval of competent authority for procurement of goods, works, non technical service &other services

Preparation of Bid document/Expression of Interest (EoI)

Issuance of bid document to potential bidders.

Publication of EoI in newspapers etc.

Opening of bids/EoIs.

Preparation of comparative chart (for goods, work and non technical services) andShortlisting chart (in case of EoIs) based on the bids/EoIs received till last date and time ofsubmission.

Procurement Committee meeting.

Approval of competent authority on the recommendation of procurement committee.

Issuance of Work Order/ Purchase Order (in case of goods, works and non technicalservice) and obtain NO OBJECTION from SPMU on Shortlisting of EoIs.

Issuance of Request for Proposal (RFP) to short listed agencies/individuals.

Technical Evaluation of RFPs received till last date and time.

Procurement Committee meeting on Technical Evaluation.

Approval of competent authority on recommendation of procurement committee onTechnical Evaluation.

Taking NO OBJECTION on technical evaluation of RFPs from SPMU.

Opening of Financial Proposal and combined Evalution.

Taking approval of competent authority on Combined Evaluation.

Technical Negotiation with H1 agency.

Contract singing (for services)

Monitoring of delivery of goods, completion of work (in case of procurement ofgoods/works)

Payment of bill/s.

1. Procure goods, services & works for the projects at the State Level beyond certainceiling at district and block levels.

2. Preparation of Annual Action Plan.

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

�

9494

3. Preparation of Procurement manual for District /Block and community levels.

4. Train the DPCU & BPIU in procurement with due deligence.

5. Build the procurement capacity to the district & block levels.

6. Ensure the procurement related capacity building to the SHG/VO/CLF/BLF/PG.

1. Prepare the Annual Procurement Plans for the District and assist BPIUs for preparingprocurement document.

2. Procure the goods, services and works within the specified ceiling of the district levelwith due diligence.

3. Guide and train the BPIU in all the procurement activities.

4. Maintain all the records of procurement at district level.

5. Build the procurement capacity at district/block level and ensure the time and costeffective procurement.

6. Organize training/workshop on procurement periodically for BPIU/communityinstitution.

1. Prepare the Annual Procurement Plan for the respective BPIU.

2. Procure goods, services and works within the specified ceiling at block level.

3. Trained and guide SHG/VO/CLF/BLF/PG in community procurement.

4. Maintain all the records of procurement at block level.

5. Maintain a panel of supplier and service provider who are reliable and whom theSHG/VO/CLF/BLF/PG can approach to procure an item.

6. Build the procurement capacity at block and community level staff so that time andcost effective procurement is strengthened.

1. Maintain Procurement register of Goods, Services and Consultancy separately.

2. Prepare a Rate Bank and update it regularly.

3. Prepare a minute of every Procurement Committee meeting.

4. All the Procurement records i.e, Bid documents, Bid Proposals, Comparative Chart,Award of Contract (copy of work/purchase order etc.) must be kept in filesystematically.

�

�

DPCU

BPIU

Record Keeping

At BPIUs & DPCUs

�

�

3. Preparation of Procurement manual for District /Block and community levels.

4. Train the DPCU & BPIU in procurement with due deligence.

5. Build the procurement capacity to the district & block levels.

6. Ensure the procurement related capacity building to the SHG/VO/CLF/BLF/PG.

1. Prepare the Annual Procurement Plans for the District and assist BPIUs for preparingprocurement document.

2. Procure the goods, services and works within the specified ceiling of the district levelwith due diligence.

3. Guide and train the BPIU in all the procurement activities.

4. Maintain all the records of procurement at district level.

5. Build the procurement capacity at district/block level and ensure the time and costeffective procurement.

6. Organize training/workshop on procurement periodically for BPIU/communityinstitution.

1. Prepare the Annual Procurement Plan for the respective BPIU.

2. Procure goods, services and works within the specified ceiling at block level.

3. Trained and guide SHG/VO/CLF/BLF/PG in community procurement.

4. Maintain all the records of procurement at block level.

5. Maintain a panel of supplier and service provider who are reliable and whom theSHG/VO/CLF/BLF/PG can approach to procure an item.

6. Build the procurement capacity at block and community level staff so that time andcost effective procurement is strengthened.

1. Maintain Procurement register of Goods, Services and Consultancy separately.

2. Prepare a Rate Bank and update it regularly.

3. Prepare a minute of every Procurement Committee meeting.

4. All the Procurement records i.e, Bid documents, Bid Proposals, Comparative Chart,Award of Contract (copy of work/purchase order etc.) must be kept in filesystematically.

�

�

DPCU

BPIU

Record Keeping

At BPIUs & DPCUs

�

�

9595

�

�

Red Flags in Procurement

Do & Don't in Procurement

�

�

�

�

�

�

�

�

�

�

�

�

�

Uses of Brand name in request for Bid.

Rotation of winning bidder by job.

A significant number of qualified bidders sale to bid.

Allowing and unreasonable short time limit to bid.

High number of competitive or sole source awards to one supplier

Large number of bidding documents sold/ issued but only one or few bidders respond torequest for bids.

Winning bid too high compare to cost estimates.

Winning bid was not the lowest bid.

Apparent connections between bidders: Common address, Personnel, Phone Numbers.

Apparent high prices compare to similar contracts.

Split Purchases to avoid competitive bidding limits.

Previously competitive procurements becomes non competitive.

Bid amounts for items on one contract are significantly higher than the same item on othercontract.

�

�

Red Flags in Procurement

Do & Don't in Procurement

�

�

�

�

�

�

�

�

�

�

�

�

�

Uses of Brand name in request for Bid.

Rotation of winning bidder by job.

A significant number of qualified bidders sale to bid.

Allowing and unreasonable short time limit to bid.

High number of competitive or sole source awards to one supplier

Large number of bidding documents sold/ issued but only one or few bidders respond torequest for bids.

Winning bid too high compare to cost estimates.

Winning bid was not the lowest bid.

Apparent connections between bidders: Common address, Personnel, Phone Numbers.

Apparent high prices compare to similar contracts.

Split Purchases to avoid competitive bidding limits.

Previously competitive procurements becomes non competitive.

Bid amounts for items on one contract are significantly higher than the same item on othercontract.

9696

�

�

�

COMMUNITY PROCUREMENT

Purpose

Principles of Community Procurement

The procurement arrangements at the community level are aimed at satisfactory implementation,speedy transfer of resources by way of disbursement and achieving economy, efficiency andtransparency in the project.

One of the most important activities in implementing a livelihoods/business plan is procuringgoods, works, materials and other support services required for implementation of the businessplan.

Procurement planning by community should take into account: What will be procured; who willprocure it; when it will be procured; and how it will be procured. Therefore, procurement methodsshould be selected considering economy, efficiency and transparency, and appropriateprocurement procedures followed.

Simple process of procurement without sacrificing the principles of competitiveness andtransparency has been designed conducive to the capacity of the community rural environment.Procurement through market survey is the simplest method that could be undertaken bycommunity for procurement of goods of small value such as good grains, seeds, Agriculturalequipments, sewing machine, motor pump, cattle, fertilizer, thresher, sprayer, bidder, stationery,cash book & Dari etc.

1. Provide for the fair and equitable treatment of all the persons or firms involved inpurchasing by the community.

2. Assure that goods and services are procured efficiently, effectively and transparencyat the most favorable prices and the highest quality available to the community.

3. Promote the success and growth of community owned and community member-owned business and individual community members through the application ofpreference as set for in this policy.

4. Promote competition.

5. Provide safeguard for maintaining a procurement system of quality and integrity.

1. All procurement procedures must be carried in an open transparent manner anddisplaying all details of procurement at prominent places in the village. Transparencymechanism for procurement need to be there from the beginning and not only whenthe procurement has taken place.

2. The procurement process should be known and informed to all. Everybody shouldhave access to know the process; partiers involved, prices offered by them, method toselect the party and details of selected parties and product.

3. Purchase materials and hiring of services should be done locally wherever it ispossible.

�

�

�

COMMUNITY PROCUREMENT

Purpose

Principles of Community Procurement

The procurement arrangements at the community level are aimed at satisfactory implementation,speedy transfer of resources by way of disbursement and achieving economy, efficiency andtransparency in the project.

One of the most important activities in implementing a livelihoods/business plan is procuringgoods, works, materials and other support services required for implementation of the businessplan.

Procurement planning by community should take into account: What will be procured; who willprocure it; when it will be procured; and how it will be procured. Therefore, procurement methodsshould be selected considering economy, efficiency and transparency, and appropriateprocurement procedures followed.

Simple process of procurement without sacrificing the principles of competitiveness andtransparency has been designed conducive to the capacity of the community rural environment.Procurement through market survey is the simplest method that could be undertaken bycommunity for procurement of goods of small value such as good grains, seeds, Agriculturalequipments, sewing machine, motor pump, cattle, fertilizer, thresher, sprayer, bidder, stationery,cash book & Dari etc.

1. Provide for the fair and equitable treatment of all the persons or firms involved inpurchasing by the community.

2. Assure that goods and services are procured efficiently, effectively and transparencyat the most favorable prices and the highest quality available to the community.

3. Promote the success and growth of community owned and community member-owned business and individual community members through the application ofpreference as set for in this policy.

4. Promote competition.

5. Provide safeguard for maintaining a procurement system of quality and integrity.

1. All procurement procedures must be carried in an open transparent manner anddisplaying all details of procurement at prominent places in the village. Transparencymechanism for procurement need to be there from the beginning and not only whenthe procurement has taken place.

2. The procurement process should be known and informed to all. Everybody shouldhave access to know the process; partiers involved, prices offered by them, method toselect the party and details of selected parties and product.

3. Purchase materials and hiring of services should be done locally wherever it ispossible.

9797

4. No quotation is required for direct purchase on non-comparable goods such as cattle,seeds and plant.

5. Equal opportunity must be given to all suppliers interested in supplying items to theVO/CLF/SHG/and uniform evaluation procedures must be adopted.

6. Service of expert or neighboring VO/CLF should be utilized wherever possible.

7. Items procured should meet the required technical specification and the qualitystandards and the best price including comparing with Government rates.

8. Service area; guarantee period must be entered for the materials to be purchased.

1. Communities are able to get the best price from the suppliers and procure items atoptimum cost which will ensure saving and quality.

2. Community is accountable and takes responsibility for the decision which isadvantageous to the community members.

3. Community will improve skills and gain confidence in implementing participatorydevelopment.

4. Communities will display information related to procurement actions for theinformation of communities thus ensuring transparency of their transactions.

5. Help in procuring the bet things and services within the budget or time.

6. Help in protecting our interest and judiciously use the money.

Community procurement means any type of procurement undertaken at three level whichare as follows :

�

�

Advantages of Community Procurement

Community Structure�

4. No quotation is required for direct purchase on non-comparable goods such as cattle,seeds and plant.

5. Equal opportunity must be given to all suppliers interested in supplying items to theVO/CLF/SHG/and uniform evaluation procedures must be adopted.

6. Service of expert or neighboring VO/CLF should be utilized wherever possible.

7. Items procured should meet the required technical specification and the qualitystandards and the best price including comparing with Government rates.

8. Service area; guarantee period must be entered for the materials to be purchased.

1. Communities are able to get the best price from the suppliers and procure items atoptimum cost which will ensure saving and quality.

2. Community is accountable and takes responsibility for the decision which isadvantageous to the community members.

3. Community will improve skills and gain confidence in implementing participatorydevelopment.

4. Communities will display information related to procurement actions for theinformation of communities thus ensuring transparency of their transactions.

5. Help in procuring the bet things and services within the budget or time.

6. Help in protecting our interest and judiciously use the money.

Community procurement means any type of procurement undertaken at three level whichare as follows :

�

�

Advantages of Community Procurement

Community Structure�

CLF/BLF/PG(Block Level Federations)CLF/BLF/PG(Block Level Federations)

VO(Village Organization)VO(Village Organization)

SHG(Self Help Group)SHG(Self Help Group)

9898

� Accountability and Responsibility� Accountability and Responsibility

9999

�

�

Record Keeping

Method of Procurement

�

�

Record Keeping

Method of Procurement

100100

* In case of non availability of three quotations, decision may be taken by

procurement committee with two quotations or obtain quotation from nearest

VO/CLF/BLF/PG but adequate justification must be indicated and recorded.

Rate Bank

Social Audit Committee

Direct Contracting

Shopping

�

�

�

�

SHG, VO and CLF/BLF/PG will prepare a Standard Price List which is called Rate Bank. The

community institutions while preparing the procurement plans will utilize standard

specifications and price list maintained at BPIU. BPIU will help them for preparing Rate Bank

as per the market price. BPIU may collect local market rates for the likely goods, works and

services to be procured by the CLF/BLF/PG/VO. The rate bank will be periodically updated

(preferably in every 6 months) or there is a sudden change in the market rates.

Social Audit Committee may recommend procuring the items at SHG level. Social Audit

Committee will as part of monitoring the SHG/VO/CLF/BLF activities check / verify the

procurement of works, goods and services at the community level and report to BPIU

periodically.

Direct contracting system may be adopted in case of article including food grains, seeds,cattle, small machinery equipments, agricultural instrument etc. up to threshold limit ofRs.10,000/- per contract which are specifically certified as of proprietary in nature, orwhere only a particular firm is the manufacturer of the article demands or in case ofextreme emergency.

Standardization of equipment or spare parts to be compatible with existing equipmentmay justify additional purchase from the original supplier.

The required item is proprietary and obtainable only from one source.

Need for early delivery to avoid costly delays.

Works are small and scattered or in remote location where mobilization cost forcontractors would be unreasonably high.

Shopping is a procurement method based on comparing price quotations obtained fromseveral suppliers usually at least three to ensure competitive prices.

Shopping is an appropriate method for procuring readily available off the shelf goods orstandard specifications commodities of small value or simple civil work of small value.

The request for quotation shall be made in dictating the description, specification and

�

�

�

�

�

�

�

�

* In case of non availability of three quotations, decision may be taken by

procurement committee with two quotations or obtain quotation from nearest

VO/CLF/BLF/PG but adequate justification must be indicated and recorded.

Rate Bank

Social Audit Committee

Direct Contracting

Shopping

�

�

�

�

SHG, VO and CLF/BLF/PG will prepare a Standard Price List which is called Rate Bank. The

community institutions while preparing the procurement plans will utilize standard

specifications and price list maintained at BPIU. BPIU will help them for preparing Rate Bank

as per the market price. BPIU may collect local market rates for the likely goods, works and

services to be procured by the CLF/BLF/PG/VO. The rate bank will be periodically updated

(preferably in every 6 months) or there is a sudden change in the market rates.

Social Audit Committee may recommend procuring the items at SHG level. Social Audit

Committee will as part of monitoring the SHG/VO/CLF/BLF activities check / verify the

procurement of works, goods and services at the community level and report to BPIU

periodically.

Direct contracting system may be adopted in case of article including food grains, seeds,cattle, small machinery equipments, agricultural instrument etc. up to threshold limit ofRs.10,000/- per contract which are specifically certified as of proprietary in nature, orwhere only a particular firm is the manufacturer of the article demands or in case ofextreme emergency.

Standardization of equipment or spare parts to be compatible with existing equipmentmay justify additional purchase from the original supplier.

The required item is proprietary and obtainable only from one source.

Need for early delivery to avoid costly delays.

Works are small and scattered or in remote location where mobilization cost forcontractors would be unreasonably high.

Shopping is a procurement method based on comparing price quotations obtained fromseveral suppliers usually at least three to ensure competitive prices.

Shopping is an appropriate method for procuring readily available off the shelf goods orstandard specifications commodities of small value or simple civil work of small value.

The request for quotation shall be made in dictating the description, specification and

�

�

�

�

�

�

�

�

101101

quality of the goods, terms of delivery or specifications of work, as well as desired deliveryor completion of time and place. If the quotations are called for more than oneitems/works, it should be indicated whether the evaluation would be for each item-wise.

BPIUs will assist the CLF/BLF/PG/VO in initial stage for selection of consultant and otherservices. At VO/CLF/BLF/PG level Consultant Qualification Selection (CQS), Least CostSelection (LCS), Single Source Selection (SSS) may be adopted.

1. - On the basis of local advertisement/notice,shortlist,select best firm onqualification, Ask for technical and financial proposal from the only selected firm,Negotiate and award, if technical proposal accepted.

2. – On the basis of local advertisement/notice, Minimum marks for technicalqualification, two envelope system (Technical & Financial), open technical &disqualify less than minimum marks firm, open financial proposal, award to lowestquote among the technically short listed firm.

– If any service provider is hired through single source, the same should bejustified and approved by procurement committee of the BPIU.

For individual consultant, advertisement is not required and consultants do not need tosubmit proposals. Consultant shall be selected through comparisons of qualification of atleast three candidates among those who have expressed interest in the assignment orhave been approached directly by the borrower.

Individuals considered for comparisons of qualifications shall meet the minimum relevantqualifications and those selected to be employed by the VO/CLF/BLF/PG shall be thebest qualified and shall be fully qualified for carrying the assignment. Capability is judgedon the basis of background, experience and appropriate knowledge of local conditions.

If any service provider is hired through single source, the same should be justified andapproved by procurement committee of the BPIU.

� Consultant and Services

Institutional Consultant

CQS

LCS

3. SSS

Individual Consultant

�

�

quality of the goods, terms of delivery or specifications of work, as well as desired deliveryor completion of time and place. If the quotations are called for more than oneitems/works, it should be indicated whether the evaluation would be for each item-wise.

BPIUs will assist the CLF/BLF/PG/VO in initial stage for selection of consultant and otherservices. At VO/CLF/BLF/PG level Consultant Qualification Selection (CQS), Least CostSelection (LCS), Single Source Selection (SSS) may be adopted.

1. - On the basis of local advertisement/notice,shortlist,select best firm onqualification, Ask for technical and financial proposal from the only selected firm,Negotiate and award, if technical proposal accepted.

2. – On the basis of local advertisement/notice, Minimum marks for technicalqualification, two envelope system (Technical & Financial), open technical &disqualify less than minimum marks firm, open financial proposal, award to lowestquote among the technically short listed firm.

– If any service provider is hired through single source, the same should bejustified and approved by procurement committee of the BPIU.

For individual consultant, advertisement is not required and consultants do not need tosubmit proposals. Consultant shall be selected through comparisons of qualification of atleast three candidates among those who have expressed interest in the assignment orhave been approached directly by the borrower.

Individuals considered for comparisons of qualifications shall meet the minimum relevantqualifications and those selected to be employed by the VO/CLF/BLF/PG shall be thebest qualified and shall be fully qualified for carrying the assignment. Capability is judgedon the basis of background, experience and appropriate knowledge of local conditions.

If any service provider is hired through single source, the same should be justified andapproved by procurement committee of the BPIU.

� Consultant and Services

Institutional Consultant

CQS

LCS

3. SSS

Individual Consultant

�

�

102102

� Threshold for Procurement Methods (VO/CLF/BLF/PG)

Note: Above threshold to be revised soon.

� Threshold for Procurement Methods (VO/CLF/BLF/PG)

Note: Above threshold to be revised soon.

103103

�

�

�

�

�

�

�

�

�

�

�

Training on Procurement

Key Measures

Procurement Committee

Social Audit Committee

Procurement Audit along with Financial Audit

Public Information Display

Procurement Supervision/Review

Training on procurement must be given to VO/CLF/BLF/PG/SHG members andprogramming committee office bearers and VO/CLF/BLF/PG/SHG sub committeemembers by BPIU on quarterly basis.

Office bearers must visit other villages to learn about procurement methodology used bythem and learn from good practices.

Training of VO/CLF/BLF/PG/SHG members on financial and procurement issue is a pre-requisite before singing of MoU between VO/CLF/BLF/PG/SHG and BPIU.

Ignorance on procurement guidelines will not be considered as an excuse for makingerrors in procurement activities.

: The VO and the CLF/BLF/PG will have procurementcommittees whose members will be trained by the BPIU on procurement aspects toassist the community. A three member committee shall be formed. Resolution of eachand every procurement should be recorded in procurement register/minutes book.

: In order to ascertain the quality and cost effectiveness andefficiency of procurement the social audit committee will have members who willundertake procurement audit and provide their opinion to the respective VO orCLF/BLF/PG. The role of Social Audit team is more important at SHG level procurement.

: A rigorous procurement and financialaudit will be needed in the initial stage or at least till the community has understood and isconfident about procurement.

: Display of information on procurement in the VO andCLF/BLF/PG office will help community learn from each others positive and negativeexperience.

Community Procurement at SHG/VO/CLF/BLF/PG level will be supervised or review by the

BPIUs on a quarterly basis. Post review of sample contracts may also be conducted by SPMU

on a half-yearly basis for the first year and the findings will be incorporated in the COM and

collection of best practices on community procurement through case study will be created.

This will supplement the findings of the regular social audit conducted by the committee.

SPMU Procurement Team will also review at least 6 CLF/BLF/PG and 12 VOs every year on

sample basis.

�

�

�

�

�

�

�

�

�

�

�

Training on Procurement

Key Measures

Procurement Committee

Social Audit Committee

Procurement Audit along with Financial Audit

Public Information Display

Procurement Supervision/Review

Training on procurement must be given to VO/CLF/BLF/PG/SHG members andprogramming committee office bearers and VO/CLF/BLF/PG/SHG sub committeemembers by BPIU on quarterly basis.

Office bearers must visit other villages to learn about procurement methodology used bythem and learn from good practices.

Training of VO/CLF/BLF/PG/SHG members on financial and procurement issue is a pre-requisite before singing of MoU between VO/CLF/BLF/PG/SHG and BPIU.

Ignorance on procurement guidelines will not be considered as an excuse for makingerrors in procurement activities.

: The VO and the CLF/BLF/PG will have procurementcommittees whose members will be trained by the BPIU on procurement aspects toassist the community. A three member committee shall be formed. Resolution of eachand every procurement should be recorded in procurement register/minutes book.

: In order to ascertain the quality and cost effectiveness andefficiency of procurement the social audit committee will have members who willundertake procurement audit and provide their opinion to the respective VO orCLF/BLF/PG. The role of Social Audit team is more important at SHG level procurement.

: A rigorous procurement and financialaudit will be needed in the initial stage or at least till the community has understood and isconfident about procurement.

: Display of information on procurement in the VO andCLF/BLF/PG office will help community learn from each others positive and negativeexperience.

Community Procurement at SHG/VO/CLF/BLF/PG level will be supervised or review by the

BPIUs on a quarterly basis. Post review of sample contracts may also be conducted by SPMU

on a half-yearly basis for the first year and the findings will be incorporated in the COM and

collection of best practices on community procurement through case study will be created.

This will supplement the findings of the regular social audit conducted by the committee.

SPMU Procurement Team will also review at least 6 CLF/BLF/PG and 12 VOs every year on

sample basis.

104104

�

�

�

�

�

�

�

�

�

�

�

�

Reporting Requirement

Internal Control

VO/CLF/BLF will submit a detailed list of procurement done in a prescribed format toBPIU.

BPIU/DPCU will submit a detailed list of procurement done in a prescribed format toSPMU so that post review will be done by SPMU procurement team.

Internal Audit Team will also make procurement audit of at least 20% procurement doneat DPCU/BPIU level and 10% of SHG/VO/CLF/BLF level in every quarter.

Ensure transparency, efficiency and economy in every procurement.

To develop a simple procurement plan for each VO/CLF/BLF/PG endorsed by thecommunity.

Informing community groups whenever goods are procured, the sources, its prices andwhen delivered.

Rotating procurement committee of the community groups.

Resolution of the committee should be announced loudly among the members.

Transport issue must be addressed and cost includes in the estimates of a proposal.

Recommendation of the procurement committee through resolution should also besigned by Chairman and Secretary after ensuring that procurement is done according toplan.

�

�

�

�

�

�

�

�

�

�

�

�

Reporting Requirement

Internal Control

VO/CLF/BLF will submit a detailed list of procurement done in a prescribed format toBPIU.

BPIU/DPCU will submit a detailed list of procurement done in a prescribed format toSPMU so that post review will be done by SPMU procurement team.

Internal Audit Team will also make procurement audit of at least 20% procurement doneat DPCU/BPIU level and 10% of SHG/VO/CLF/BLF level in every quarter.

Ensure transparency, efficiency and economy in every procurement.

To develop a simple procurement plan for each VO/CLF/BLF/PG endorsed by thecommunity.

Informing community groups whenever goods are procured, the sources, its prices andwhen delivered.

Rotating procurement committee of the community groups.

Resolution of the committee should be announced loudly among the members.

Transport issue must be addressed and cost includes in the estimates of a proposal.

Recommendation of the procurement committee through resolution should also besigned by Chairman and Secretary after ensuring that procurement is done according toplan.

105105

BRLP BIHAR RURAL LIVELIHOODS PROJECT

BRLPS BIHAR RURAL LIVELIHOODS PROMOTION SOCIETY

CEO CHIEF EXECUTIVE OFFICER

CFO CHIEF FINANCE OFFICER

AO ADMINISTRATIVE OFFICER

AC AREA COORDINATOR

BK BOOK KEEPER

BLF BLOCK LEVEL FEDERATION

BPIU BLOCK PROJECT IMPLEMENTATION UNIT

CBO COMMUNITY BASED ORGANIZATION

CC COMMUNITY COORDINATOR

CHNCC COMMUNITY HEALTH NUTRITION CARE CENTRE

CIF COMMUNITY INVESTMENT FUND

CID COMMUNITY INSTITUTIONAL DEVELOPMENT

CL CASUAL LEAVE

EL EARN LEAVE

SL SPECIAL LEAVE

HPL HALF PAY LEAVE

CLF CLUSTER LEVEL FEDERATION

CM COMMUNITY MOBILIZER

CRP COMMUNITY RESOURCE PERSON

CVM CROSS VERIFICATION MECHANISM

DPCU DISTRICT PROJECT COORDINATION UNIT

DPM DISTRICT PROJECT MANAGER

FLTA FIXED LOCAL TRAVELLING ALLOWANCE

FO FINANCE OFFICER

FSF FOOD SECURITY FUND

HR HUMAN RESOURCE

BRLP BIHAR RURAL LIVELIHOODS PROJECT

BRLPS BIHAR RURAL LIVELIHOODS PROMOTION SOCIETY

CEO CHIEF EXECUTIVE OFFICER

CFO CHIEF FINANCE OFFICER

AO ADMINISTRATIVE OFFICER

AC AREA COORDINATOR

BK BOOK KEEPER

BLF BLOCK LEVEL FEDERATION

BPIU BLOCK PROJECT IMPLEMENTATION UNIT

CBO COMMUNITY BASED ORGANIZATION

CC COMMUNITY COORDINATOR

CHNCC COMMUNITY HEALTH NUTRITION CARE CENTRE

CIF COMMUNITY INVESTMENT FUND

CID COMMUNITY INSTITUTIONAL DEVELOPMENT

CL CASUAL LEAVE

EL EARN LEAVE

SL SPECIAL LEAVE

HPL HALF PAY LEAVE

CLF CLUSTER LEVEL FEDERATION

CM COMMUNITY MOBILIZER

CRP COMMUNITY RESOURCE PERSON

CVM CROSS VERIFICATION MECHANISM

DPCU DISTRICT PROJECT COORDINATION UNIT

DPM DISTRICT PROJECT MANAGER

FLTA FIXED LOCAL TRAVELLING ALLOWANCE

FO FINANCE OFFICER

FSF FOOD SECURITY FUND

HR HUMAN RESOURCE

ABBREVIATIONSABBREVIATIONS

IB & CB INSTITUTION BUILDING & CAPACITY BUILDING

ICF INITIAL CAPITALIZATION FUND

JRP JOB RESOURCE PERSON

KPA KEY PERFORMANCE AREA

KPI KEY PERFORMANCE INDICATORS

LCM LOAN COMMITTEE MEETING

LS LIVELIHOODS SPECIALIST

LWP LEAVE WITHOUT PAY

M&E MONITORING & EVALUATION

MP MICRO FINANCE

MIS MANAGEMENT INFORMATION SYSTEM

MKSP MAHILA KISAN SHASAKTIKARN PARIYOJNA

MP MICRO PLAN

NPM NON PESTICIDAL MANAGEMENT

NRLM NATIONAL RURAL LIVELIHOODS MISSION

NRLP NATIONAL RURAL LIVELIHOODS PROJECT

OSD OFFICER ON SPECIAL DUTY

PG PRODUCER GROUP

PM PROJECT MANAGER

SCI SYSTEM OF CROP INTENSIFICATION

SHG SELF HELP GROUP

SPM STATE PROJECT MANAGER

SPMU STATE PROJECT MANAGEMENT UNIT

SRI SYSTEM OF RICE INTENSIFICATION

SWI SYSTEM OF WHEAT INTENSIFICATION

SRLM STATE RURAL LIVELIHOODS MISSION

UC UTILISATION CERTIFICATE

VRP VILLAGE RESOURCE PERSON

ZBNF ZERO BUDGET NATURAL FARMING

IB & CB INSTITUTION BUILDING & CAPACITY BUILDING

ICF INITIAL CAPITALIZATION FUND

JRP JOB RESOURCE PERSON

KPA KEY PERFORMANCE AREA

KPI KEY PERFORMANCE INDICATORS

LCM LOAN COMMITTEE MEETING

LS LIVELIHOODS SPECIALIST

LWP LEAVE WITHOUT PAY

M&E MONITORING & EVALUATION

MP MICRO FINANCE

MIS MANAGEMENT INFORMATION SYSTEM

MKSP MAHILA KISAN SHASAKTIKARN PARIYOJNA

MP MICRO PLAN

NPM NON PESTICIDAL MANAGEMENT

NRLM NATIONAL RURAL LIVELIHOODS MISSION

NRLP NATIONAL RURAL LIVELIHOODS PROJECT

OSD OFFICER ON SPECIAL DUTY

PG PRODUCER GROUP

PM PROJECT MANAGER

SCI SYSTEM OF CROP INTENSIFICATION

SHG SELF HELP GROUP

SPM STATE PROJECT MANAGER

SPMU STATE PROJECT MANAGEMENT UNIT

SRI SYSTEM OF RICE INTENSIFICATION

SWI SYSTEM OF WHEAT INTENSIFICATION

SRLM STATE RURAL LIVELIHOODS MISSION

UC UTILISATION CERTIFICATE

VRP VILLAGE RESOURCE PERSON

ZBNF ZERO BUDGET NATURAL FARMING

JOINING

REPORTS

JOINING

REPORTS

Ple

ase

cut a

long

this

line

To,

State Project Manager - HRD,Bihar Rural Livelihoods Promotion Society,Patna.

Sir,

With reference to you letter no. ............................................................. dated .......................

I ................................................................................................., hereby report for joining as

...................................................... at JEEViKA, Bihar Rural Livelihoods Promotion Society,

Vidhyut Bhawan - II, Bailey Road, Patna (Bihar), Pin - 800 021 on ..........................................

and I accept terms and condition of the society.

Yours faithfully,

: ........................................................................

Name : ........................................................................

Date : ........................................................................

Place : ........................................................................

Sub : Joining Report

Signature

JOINING REPORT FORM

(Name)(Name)

(Designation)(Designation)

(Letter Issuing date)(Letter Issuing date)(Ref. No.)(Ref. No.)

Ple

ase

cut a

long

this

line

1. Registration No. : ...............................................................................

2. Name of the Candidate : ....................................................................

............................................................................................................

3. Position : ............................................................................................

4. : / /

5.

. Gender: ...........................................................................................................................

7. Father’s / Husband’s Name : ...........................................................................................

8. Present Address : ............................................................................................................

.........................................................................................................................................

P.O. : .................................. P.S. : .................................. Block : ....................................

District : ............................... State : .................................Pin : .......................................

Phone with code : ......................................... Mobile : +91 - ...........................................

e-mail address : ...............................................................................................................

9. Permanent Address : .......................................................................................................

.........................................................................................................................................

Date of Birth

Category : UR SC ST BC EBC OBC

6

P.O. : .................................. P.S. : .................................. Block : ....................................

District : .............................. State : ................................. Pin : .......................................

Phone with code : ........................................ Mobile : +91 - ...........................................

Date : Signature of Candidate

CANDIDATE INFORMATION FORM

Photo

Checked by (Name & Signature)

Matriculation

Intermediate

Graduation

Post Graduation

Others

Exam School/College/ Year of %age of Marks Checked byUniversity Passing Obtained (Name & Signature)

Exam School/College/ Year of %age of Marks Checked byUniversity Passing Obtained (Name & Signature)

Ple

ase

cut a

long

this

line

CANDIDATE INFORMATION FORM

P.T.O.

Name of Organisation/ Designation Duration Supervisior’s Reason Checked byInstitution/Agency Staff ID Name for Leaving(with contact no.) (Name & Signature)

Name of Organisation/ Designation Duration Supervisior’s Reason Checked byInstitution/Agency Staff ID Name for Leaving(with contact no.) (Name & Signature)

10. Education Details :

11. Experience Details :

12. Caste Certificate :

Date : Signature of Candidate

Caste : Category :

Issuing Authority & No. : Date of Issue :

Checked by(Name & Signature)

Ple

ase

cut a

long

this

line

12. Domicile / Residential Certificate :

13. Nominee’s Name with Relation : ......................................................................................

..........................................................................................................................................

14. Reference :

Can you work on Computer : Yes No

Do you know typing on Computer : English Hindi

I ...................................................................................................................................

S/o/W/o/D/o ........................................................................................................ certify that

information furnished above by me is true and correct to the best of my knowledge and belief. If

at any stage of my service, any Information furnished above is found wrong / incorrect / not

disclosed / false, my service may be terminated from Bihar Rural Livelihoods Promotion

Society with immediate effect.

Date : Signature of Candidate

Place :

CANDIDATE INFORMATION FORM

Resident of :

Issuing Authority & No. : Date of Issue :

Checked by(Name & Signature)

Ref. - 1 (Name, Address, Contact No. & e-mail) Ref. - 2 (Name, Address, Contact No. & e-mail)

Ple

ase

cut a

long

this

line

A. Employee Details :

B. Dependant’s Details :

1.

2. Full Name of Employee : ...............................................................................

3. Designation : ...............................................................................

4. Date of Birth : ................./................./...........................................

5. Date of Joining :

1. Spouse Name : ...............................................................................

Date of Birth :

Registration Code : ...............................................................................

................./................./...........................................

................./................./...........................................

6. Gender : ...............................................................................

2. Child Name - 1 : ...............................................................................

Son / Daughter : ...............................................................................

Date of Birth : ................./................./...........................................

3. Child Name - 2 : ...............................................................................

Son / Daughter : ...............................................................................

Date of Birth : ................./................./...........................................

4. Father’s Name : ...............................................................................

Date of Birth : ................./................./...........................................

5. Mother’s Name : ...............................................................................

Date of Birth : ................./................./...........................................

I hereby declare that the information furnished above is true and correct to the best of myknowledge. If at any point of time it is found that statement or particulars given above areincorrect, Bihar Rural Livelihoods Promotion Society shall have no liability under thisinsurance in respect of myself and my family members proposed for insurance.

Place : Date :

Supervisor’s Name Employee’s Name

Signature Signature

DETAILS FOR MEDICLAIM POLICY

Ple

ase

cut a

long

this

line

(Paragraphs 33 & 61 (1) of the Employees' Provident Fund Scheme,1952 and Paragraph 18 of theEmployee's Pension scheme, 1995)

1. Name (in Block letters) :

2. Father 's/Husband's Name :

3. Date of Birth :

4. Sex :

5. Marital Status :

6. Account No. :

7. Date of Joining :

8. Address :Permanent :

Temporary :

I hereby nominate the person (s)/ cancel the nomination made by me previously andnominate the person (s) mentioned below to receive the amount standing to my credit in the

, in the event of my death

1. *Certified that I have no family as defined in para 2(g) of theand should I acquire a family hereafter the above nomination

should be deemed as cancelled .

2 *Certified that my father /mother is /are dependent upon me.

strike out whichever is not applicable

PART – A(EPF)

Employee's Provident Fund

Employee's ProvidentFund Scheme ,1952

Signature or thumb impression of the subscriber

FORM - 2 (REVISED)NOMINATION AND DECLARATION FORM FOR UNEXEMPTED /EXEMPTED ESTABLISHMENTS

Declaration and Nomination Form under the Employee's Provident Funds and Employee's pension Scheme

Name of Nominee/ Address Nominee’s Date of Total amount of If the nominee is minor,Nominees relationship Birth share of accumulation name & relationship &

with the in provident fund to be address of the gurdianMember paid to each nominee who may receive the

amount during the min-ority of the nominee

1)

2)

3)

4)

Ple

ase

cut a

long

this

line

I hereby furnish below particulars of the members of my family who would be eligible toreceive widow /children pension in the event of my death.

S. No. Name & Address of Date of Birth Relationshipwith member

Name Address1 2 3 4 51.

2.

3.

4.

**Certified that I have no family as defined in para2 (vii ) of Employee's pension scheme ,1995 and should I acquire a family hereafter I shall furnish particulars thereon in the aboveform.

I hereby nominate the following person for receiving the monthly widow pension (admissibleunder para 16.2 (a) (i) and (ii) in the event of my death without leaving any eligible familymember for receiving Pension.

Date :..........................

** Strike out whichever is not applicable Signature or thumb impression of the subscriber

Certified that the above declaration and nomination has been signed /thumb impressedbefore me by Shri /Smt./ Kum ................................................................................ employedin my establishment after he /she has read the entries /entries have been read over to him/her by and got confirmed by him /her.

Place: ........................................ Signature of the employer or otherAuthorised office of the Establishment

Designation :.........................……………

Date the: ................................... Name &Address of the factory /Establishment or rubber stamp thereof

of the family member

Name & Address of the Nominee Date of Birth Relationship with member1 2 3

CERTIFICATE BY EMPLOYER

Part - B (EPS) (Para 19)

I……………….....................…………….………………….Designation…...…………....…………..

Reg.No.…………………...........…….Place of Posting…………..........................….………………

BPIU/DPCU…………….....…………....................……. hereby declare that I have ……………

Children and I request of Child Education Allowances for the following Children.

Date of my appointment is…….........……….................I have /not have been receiving Child

Allowances for 1/2 Children. If receiving the date of order is………..............………………..(Date

must be mentioned).

I also declare that my spouse is not claiming Child Education Allowances for above mentioned

children.

This declaration is correct. I may be paid Child Education Allowances for one/ Two Child/Children.

Signature of the Applicant : ...................................

Name: ...................................................................

Signature of Recommending Autority: ......................................................

Name of Officer: .........................................................................................

Designation: ...............................................................................................

BPIU/DPCU: ..............................................................................................

Date and Seal of Recommendation: .........................................................

Note : Admission receipt of the school must be attached with the declaration form.

I……………….....................…………….………………….Designation…...…………....…………..

Reg.No.…………………...........…….Place of Posting…………..........................….………………

BPIU/DPCU…………….....…………....................……. hereby declare that I have ……………

Children and I request of Child Education Allowances for the following Children.

Date of my appointment is…….........……….................I have /not have been receiving Child

Allowances for 1/2 Children. If receiving the date of order is………..............………………..(Date

must be mentioned).

I also declare that my spouse is not claiming Child Education Allowances for above mentioned

children.

This declaration is correct. I may be paid Child Education Allowances for one/ Two Child/Children.

Signature of the Applicant : ...................................

Name: ...................................................................

Signature of Recommending Autority: ......................................................

Name of Officer: .........................................................................................

Designation: ...............................................................................................

BPIU/DPCU: ..............................................................................................

Date and Seal of Recommendation: .........................................................

Note : Admission receipt of the school must be attached with the declaration form.

Child Education Form

Ple

ase

cut a

long

this

line

1. Copy of Appointment Letter

2. Joining Report

3. Educational Documents

a) Matriculation / 10th

b) Intermediate / 12th

c) Graduation

d) Post Graduation

e) Any Professional

4. Work Experience Documents

a) Organisation/Institutions/Agency - 1

b)

Appointment Experience SalaryLetter Letter Slip

Organisation/ Institutions/Agency - 2

c) Organisation/ Institutions/Agency - 3

d) Organisation/Institutions/Agency - 4

5. Medical Fitness Certificate

6. Photo ID Proof

7. Address Proof

8. Two Passport Size Colour Photograph

9. Caste Certificate

10. Domicile / Residential Certificate

11. Selection Category

Signature of the Candidate Signature of HR Representative

Name : .................................................. Name : .......................................

DETAILS OF DOCUMENTS PRODUCED AT THE TIME OF JOINING

Bihar Rural Livelihoods Promotion SocietyState Rural Livelihoods Mission, Bihar

Vidhyut Bhawan - II, Bailey Road, Patna (Bihar), Pin - 800 021Tele/Fax : +91-2504980 / 60; e-mail : info@brlp.in; Website : www.brlp.in

JEEViKAJEEV KAi(An initiative of Govt. of Bihar for Poverty Alleviation)

Des

igne

d by

: P

riya

Pri

ydar

shi,

BR

LP

S