Capacity Development for Land Use Planning and Management...

Optionale Zeile / optional line

Capacity Development for Land Use Planning and Management, Odisha

Documentation of Assessment and Proposal for Capacity Development measures in the framework of the Land Use Planning and Management (LUPM) project

• Capacity Development Strategy

• Capacity Assessment

• Assessment of Training providers

• Training Modules

2

Published by:Deutsche Gesellschaft fürInternationale Zusammenarbeit (GIZ) GmbH

Registered officesBonn and Eschborn

AddressLand Use Planning and Management (LUPM)3rd Floor, B5/2 , Safdarjung EnclaveNew Delhi 110029IndiaT +91-11-49495353

E: [email protected]: www.giz.deI: lupm.urban-industrial.in

Project description The Department of Land Resources (DoLR), Ministry of Rural Development (MoRD), Government of India, and the Deutsche Gesellschaft für Internationale Zusammen-arbeit (GIZ), are jointly implementing ‘Land Use Planning and Management’ Project in the two states of Odisha and Tamil Nadu with an objective to ‘apply instru-ments of integrated spatial and land use planning in India’ under the framework of Indo-German Technical Cooperation.

ResponsibleFelix Knopf, New Delhi

Photo credits/sources:GIZ/Georg Jahnsen, Felix Knopf; Shutterstock

On behalf ofGerman Federal Ministry for Economic Cooperation and Development (BMZ)Division 223 India; South Asia

GIZ is responsible for the content of this publication.

New Delhi 2018

2 3

1. Table of Contents

1. Introduction 4

2. Learning objectives 5

3. Capacity Assessment 7

4. Capacity Development targets 11

5. Target competence profiles 13

6. Capacity Development Formats 18

7. Assessment of Training providers 19

8. Training modules 24

4

2. Introduction

Th e Land Use Planning and Management project has four main outputs which are to be testet in two demonstration areas. Coimbatore District and Coimbatore region (consisting of the Districts of Coim-batore, Nilgiris, Th irunvelli and Erode) have been selected. Th is report focuses on output 4: Capacity Development.

Th e Capacity Development component of the project focuses on experts and managers from planning institutions in the state.Based on the implementation agreement between GIZ and Department of Land Resources (DoLR), Ministry of Rural Development, Government of India, following objectives shall be targeted during the project phase:

Objective

Education and training programmes for integrated spatial and land use planning that focus on sustain-ability management, regional planning, environmental planning, resource management and procedures for participation are acknowledged.

Indicator 1

Training institutions off er 2 training programmes from their curricula on integrated spatial and land use planning (including sustainability management, regional planning, environmental planning, re-source management, procedures for participation, mediation, citizen hearings, legal frameworks).

Indicator 2

60 (additional) experts and managers from planning institutes participate in the training programmes on integrated spatial planning and land use planning. Out of which there should be a minimum of• 30 experts in Odisha, and• 30 % female participants.

Policies

standardized

Instruments& Tools

HCD

Human Capacity

Development

Cooperationamong

Organizations& Institutions

4 5

3. Learning objectives

Th e broad goals of Capacity Development measures are derived from a SWOT analysis and a Capac-ity Development strategy. While the SWOT analysis highlights the existing capacities and currents challenges, the aim of the CD strategy is to respond to those challenges on diff erent levels. Th ese levels are individual level, organisational level, society and enabling framework. As a result, the CD strategy frames broad learning objectives and broad intended interventions. Th ese results (listed below) serve as a guideline for the defi nition of the target group, preparation of a questionnaire for capacity assessment as well as for the fi ne tuning of training modules.

Intended results at the individual Level

• Planners are enabled to do moderation and stakeholder management for building a consensus amongst diff erent departments

• Planners are enabled to sensitize departments on the requirement of district spatial planning• Planners and engineers are enabled to technically monitor, guide and support the preparation of a

land use plan and comply with norms and guidelines • Offi cials refer to land use plan when sanctioning building plans (e.g. at DPC) and land develop-

ment approval (Tehsildar)• Local level stakeholders know how to read land use plan and can refer to it • Secretaries incorporate and disseminate the plan in their respective departments

Intended results at the organisational Level

• Departments integrate the land use plan into day to day planning work and monitor land use changes

• Directorate of Town Planning (DTP) makes a plan without planning on behalf of other depart-ments

• DTP initiates, coordinates and moderates the plan preparation with other departments• Relevant planning institutions are suffi ciently staff ed with qualifi ed and trained personnel

Intended results at the level of society

• DTP compiles all information with spatial implication. It moderates processes with spatial impli-cations

• Sectoral departments refer to planning department when projects have spatial implication• Relevant departments share required data for land use planning• Binding cooperation mechanisms among departments (horizontal and vertical)

6

Intended results at the enabling framework

• State land use policies are developed and applied• A robust institutional structure of land use planning and management is in place• Enforcement of state policies through creation of Norms, coordination mechanisms, institutional

framework• Amendment of old obsolete Norms (Odisha)• Enforcement of Constitutional Mandates through Government Circulars

In order to meet the above mentioned objectives, very broad intended interventions by the project are listed below as orientation for capacity development measures

Intended interventions at the individual level

• Exchange of experiences pertaining to land use policies with experts from Germany and other states• Technical trainings for employees of relevant institutes (departments and official agencies)• Key officials oriented awareness raising activities for regional level of spatial planning

Intended intervention at the organisational level

• Develop standardisation of norms and understanding of norms and application by relevant insti-tutions

• Enabling procedure of application of training skills• Dissemination of sustainable organisational structure working model

Intended intervention at the enabling framework

• Multi-stakeholder dialogue and consensus building• Platform for the application of better coordination mechanisms• Development of spatial planning instruments and methods that ensure gender sensitivity, inclusion

and participation• Development of criteria and a uniform database for the coordination of sectoral plans• Inter-ministerial negotiation and coordination

While the intended capacity development measures are addressing principally the individual level, other measures and activities contribute to the learning objectives at other levels. For instance, at or-ganisational level, different targets are formulated by the LUPM project and are not explicitly part of the strategy for capacity building:

Definition of target groups for Capacity

Assessment

Preparation of Questionnaire

Conduction of Interviews

Creation of compe-tence profiles

Existing and targeted profiles

6 7

4. Capacity Assessment

Defi nition of target stakeholders

Th rough SWOT analysis and framing of learning goals support the broad outline of target groups. Selected individuals of the three target groups are interviewed as part of capacity assessment.

Principle Stakeholders

• DTP and related institutions like District Town Planning Units (DTPU), Special Planning Au-thorities (SPA), Regional Improvement Trusts (RIT)

Secondary Stakeholders

• Secretaries and decision makers from Revenue Department and related Institutions: District Col-lectorate, Block Development Offi cer, Tehsildars

• Secretaries and decision makers from Panchayati Raj Department and PRI: Members of Zilla Par-ishad, Panchayat Samiti and Sarpanch

Tertiary Stakeholders

• Secretaries and decision makers from sectoral departments like Industries and Mines, Agriculture, Highways, SC&ST, Forests and Environment

Methodology

Capacity Assessment serves both as a detailed investigation on the prevailing individual and organi-zational capacities and conditions as well as a verifi cation and review of assumptions. GIZ-LUPM to-gether with the GIZ Academy (AIZ) in Bonn, Germany prepared the interview guideline for Capacity Assessment. Th e interview guideline addresses three dimensions, processes, organisation and individual. Th e fi rst part focusses on technical aspects in order to clarify mandates, processes and existing coordination mechanisms in regard to land use. As a second point, organisational changes and desired improvement at the level of organisations are discussed. Th e third point focuses on the individual competences and training requirements and ideas for improved processes.

8

Processes

• Process for elaboration, approval and enforcement of spatial plans (which includes masterplans, district plans, regional plans, state plan)

• The processes of land acquisition and changes of land use• Inter-organisation interaction and cooperation between departments• Purpose (policy guidelines/technical help/approvals, etc.)• Extent (e.g. Strong, moderate or casual)

Organisational

• Existence of spatial and long-term planning instruments/systems• Capacity to work on space related issues such as land management and acquisition, strategic plan-

ning, enforcement of plan provisions/monitoring and review, etc. • Training/ qualification plans of the organization

Individual

• Possibilities and needs of the department of implementing organisational changes• The possibilities to think spatially in everyday work and understanding of spatial implication of

own activities, programmes and policies• Individual training needs

17 Interviews were conducted by the GIZ-LUPM project team, listed on the next page. While most interviews were conducted with one person, some interviews were also held in a group which led to deep discussions, multiple answers and a good understanding of interactions of different individuals. The Capacity Assessment helped in understanding current profiles of the target groups.

8 9

Date Name Designation Department11.07.17 Ms. Swayamprabha

MohantyDeputy Secretary Panchayat Raj

11.07.17 Mr. D. K. Mohanty, IAS

Director Mines Directorate of Mines, Steels and Mines

11.07.17 Mr. Lingaraj Patnaik Town Planner DTP cum Planning Member BDA cum OSD

Housing and Urban Development

11.07.17 Mr. Dhiren Patnaik, IAS

Additional Secretary, Agriculture and Farmers Empowerment

11.07.1715.07.17

Mr. Subhendra Mishra

Chief Town Planner and Director

Directorate of Town Planning, Housing and Urban Development

12.07.17 5 Working Level Officials in DTP

2 Investigators, 1 Senior Assistant, 1 Architectural Assistant, 1 Planning Assistant

Directorate of Town Planning, Housing and Urban Development

12.07.17 Ms. Pushpita Patnaik Assistant Town Planner Directorate of Town Planning, Housing and Urban Development

13.07.17 Mr. Bijoy Kumar Dash

Additional District Magistrate

District Collectorate, Ganjam

13.07.17 Mr. R. K. Sahu ex-Town PlannerSpecial Planning Authority (SPA)

Berhampur Development Authority, Ganjam Soroda & Rambha, Ganjam district)

13.07.17 Mr. S. S. Patnaik ( Junior EngineerOfficer-in-Charge & Secretary

District Town Planning Unit (DTPU), GanjamGanjam Regional improvement trust (RIT)

15.07.17 Mr. Umesh Chandra Jena

Joint Director of Mines Directorate of Mines, Steels and Mines

17.07.17 Mr. Chandra Sekhar Kumar

Principal Secretary Revenue and Disaster Management

17.07.17 Mr. S.K. Mohapatra Joint Secretary Revenue and Disaster Management

17.07.17 Sri. Raghu Prasad, IAS,

Director ST cum Special Secretary

SC & ST, Backward Classes & Minorities Welfare

18.07.17 Mr. Alekh Shetty Deputy Director Planning District Planning & Monitoring Unit, District Planning Committee, Ganjam

18.07.17 Mr. Vijay Amruta Kulange, IAS

Program Director District Rural Development Agency & District Urban Development Agency, Ganjam

18.07.17 Mr. P. K. Naik General Manager District Industrial Corporation, IDCO, Ganjam

10

At the beginning of the interview, an introduction to the land use planning and management project will be given. The idea of a spatial district plan and an integrated land use planning on the district level will be briefly presented. On this basis, the role of the respective department will be described. The questions may be adapted during interviews in order to focus on the priorities/needs of partners, program and most effective measures.

Tech

nica

l/Pr

oces

ses

Proc

ess o

f pla

n pr

epar

atio

n

How do you contribute to the preparation of spatial plans (e.g. masterplans, district plans, regional plans, state plan) In which way? Examples? - What is going well so far? What should not be changed? - How can the process of masterplan preparation be improved? (By

collaboration/communication with other departments? By other means?) - Is an effective enforcement of the plan possible? - What does the staff on different levels need to come to an effective masterplan

preparation process?

Proc

ess o

f lan

d ac

quisi

tion

What do you do to acquire land to implement projects? Which processes are followed to change the land use? - What is the basis for decision-making for land acquisition and land use changes?

Does this bases have a spatial component (Like plan/map)? - Do you have any plans or tracking systems where you document the spatial

implication and future planning of your sector within the state? - What are your experiences with the land acquisition processes? What worked

well? What did not work well? What are the success factors for the staff/the clients in acquiring land?

Inte

ract

ion

with

DT

P

What are your interactions with the Directorate of Town Planning? Is the current exchange between departments sufficient to ensure an efficient flow of information / what needs to be improved? - What do relevant persons (on different levels) need, to ensure an effective

communication with the Directorate of town planning? - What kind of agreements between the departments / divisions for communication

of information are in place?

Inte

ract

ion

with

R&

DM

What are your interactions with the Revenue and General Administration Department with regard to land? - …(see above)

Org

anis

atio

nal

Gene

ral

What are your experiences with organizational changes in your department? - How tasks are generally assigned to the staff and how are the tasks

reviewed/controlled? - Where there already changes of the organisational processes in the department?

Where these successful? Why? Which individuals contributed to the changes and what is there role within the organisation?

Inte

grat

ed sp

atia

l pl

anni

ng

How would you like to contribute to an integrated spatial planning system in the state? - What is the department’s mandate in regard to land use planning? - Do you think a land use planning system which integrates all relevant sectors

would help your department in performing better? - Do you think that the current coordination mechanisms are sufficient for

integrated land use planning? Is there a need for reorganisation? - Which kind of resources benefit / hinder your work to contribute to an integrated

planning system

Land

iss

ues

What has to be changed to improve the capacity of your institution in order to make land-related decisions? - Do you have enough resources in place to manage land issues at your department?

What kind of resources would be needed?

If you think of future organizational changes within the department:

Indi

vidu

al

Org

anisa

tiona

l cha

nges

(dep

ends

on

the

resp

onse

s in

gene

ral)

Which individuals/group of individuals can make a major contribution to the change process? - What are your experiences with the introduction of new tasks or processes for staff

members? Did the introduction work well? Why? / Why not? - What are the individual incentives/motivations to perform current and changed

tasks? - Which individual capacities would you need to perform better in planning projects

and interact with other departments to reduce land conflicts?

Trai

ning

Is the technical, methodological and managerial knowledge of the staff sufficient? Where do you suggest to build it up? - How employees are generally trained? (which frequency and by whom) - Is the technical, methodological and managerial knowledge of the staff sufficient

for new tasks? If not: where do you suggest to build it up? - How do staff members deal with newly acquired knowledge (e.g. after training)? Do

they share it with other colleagues?

10 11

5. Capacity Development targets

While many of the identifi ed demands for Capacity Development are to be addressed at the levels of organisation and enabling framework, this documentation focusses rather on Capacity Development measures at the individual level. Th e outcome of the Capacity Assessment highlighted very diverse capacity needs and on diff erent lev-els. Th erefore, target groups for trainings are divided into three groups. Trainings for each group has diff erent contents and learning objectives. Th e fi gure on the next page summarizes in brief target groups and broad learning objectives.

1. Secretaries and Heads of Departments

Decision makers of relevant departments have a large infl uence on the working mode of the respective departments. Th us, land use as a cross-cutting issue and the need for spatial planning can only be intro-duced through individuals at this decision making level. Th e interests, plans and measures relevant to regional planning of diff erent sectors have to be integrated in a district spatial land use plan. A precon-dition for that is a multi-stakeholder dialogue on balancing of interests and mutual adaptation of plans.

2. Planners

Planners are mainly working at the Directorate of Town Planning (DTP) and in appendant institutions such as District Town Planning Units (DTPU), Special Planning Authorities (SPA) and Regional Im-provement Trusts (RIT). Also, members of District Planning Committee (DPC) and District Planning and Monitoring Unit (DPMU) are directly involved in planning at the local and regional level. Here, enhanced planning skills, introduction of the regional scale for planning, GIS and RS skills as well as coordination mechanisms with other institutions are crucial for successful implementation of new planning instruments.

3. PRI, ULBs and Revenue at local level

Th e direct implications of planning are always at the local level. Competence for Land Resource Assess-ment and Management are important to formulate land and development demands to higher planning levels. District plans can only incorporate these specifi c demands if these are formulated at the local level. Likewise, methods and tools for public participation in order to involve the public into planning is also crucial for successful implementation. Main stakeholders at the local level are ULBs in urban areas and Panchayati Raj Institutions (PRI) in peri-urban or rural areas, Bill Collector, Tehsildar, Block Development Offi cers (BDO), etc.

12

Policies and legal framework for district spatial planning

GIS Application: How to read spatial data and translate them into rele-vant planning guidelines

Technics and instruments of plan-ning: Decision making tools for future

land uses

Land Resource Assessment and Management

How to read a plan: Content of a plan and its meaning for the development of the village

Procedures for participation

Basics of District Planning, Regional Governance and Land Use Policy

Understanding competing and con-flicting land uses

Good practices of planning ap-proaches to mitigate land use

conflicts

1. Secretaries, Heads of Depts.

Housing and Urban Devel-opment, Revenue and Disaster Management, Panchayati Raj,

Rural Development, Mu-niciapl Administration. District Magistrates

2. PlannersDistrict Town Planning

Units (DTPU), Special Plan-ning Authorities (SPA), Region-al Improvement Trusts (RIT). District Planning Committee

(DPC), District Planning and Monitoring Unit

(DPMU)

3. PRI, ULBs and Revenue at local level(Zilla Parishad, Panchayat Samiti, Gram Panchayat), Sub-Collector and Tehsil-

dars

Before starting the design of Capacity Development measures, the desired outcomes must be formulated in the form of learning objectives. For that purpose, competence profiles will form the basis for a coordinated, needs-oriented definition of Capacity Development measures for the different target groups that are central to achieving the objectives of the project.The impact of any such planned measures must be transparent to, accepted by and desirable for future partici-pants, their managers and all other stakeholders within the cooperation system. The compiled profile is used to define competence development targets and subsequently compare them with the actual situationHence, current competence profiles are prepared which are then confronted with target competence profiles. The gaps frame the outline for the design of Capacity Development measures.

12 13

6. Target competence profi les

Current competence profi le

GapsDesign of

Capacity Development measures

Target competence profi le

Before starting the design of Capacity Development measures, the desired outcomes must be formu-lated in the form of learning objectives. For that purpose, competence profi les will form the basis for a coordinated, needs-oriented defi nition of Capacity Development measures for the diff erent target groups that are central to achieving the objectives of the project.Th e impact of any such planned measures must be transparent to, accepted by and desirable for future participants, their managers and all other stakeholders within the cooperation system. Th e compiled profi le can be used to defi ne competence development targets and subsequently compare them with the actual situationHence, current competence profi les are prepared which are then confronted with target competence profi les. Th e gaps frame the outline for the design of Capacity Development measures.

Th e base for outlining the current competence profi le is compiled through interviews and secondary data analysis. Th e base for defi ning the target competence profi le is provided by the CD Strategy, which is summarized in chapter 3. Hereinafter, the result of this analysis is shown. Competencies are clustered into competency components, which encompass the key targeted competencies that need to be devel-oped. Th e components are both actor specifi c (Technical knowledge, Management and Organisation, Cooperation and Communication, Attitude) at the individual level as well as context specifi c (Incen-tives for change and Learning), which are rather externally infl uenced components. Target competence profi les are formulated for the three target groups mentioned on the previous page.In total, 4 target competence profi les have been developed.

14

Target profile 1

Director Town Planning

Technical knowledge

• Target persons have knowledge on the basic principles of different planning levels, including regional planning

• Target persons see the benefits of regional planning and the linkages to the masterplan level

• Target persons have clarity on contents of a regional plan and their applicability for decision making masterplan-ning, land allocation, land use conversion, investment decisions, regulating constructions and building approvals

• Target persons can do better decision making by pre-assess land use conflict zones.

Management and Organisation

• Target persons are willing to introduce organisational change management

• Target persons are able to develop annual working plans where targets and tasks are defined against timelines

• Target persons can

Cooperation and Communication

• Target persons assign tasks to staff members on regular basis and assigns Assistant Planners to monitor these tasks

• Target persons see trust-building amongst staff members as a driver for proactive responsibility

Attitude

• Target persons are receptive to innovate approaches of planning and its application

• Target persons strive to extend the mandate of DTP be-yond urban areas

Incentives for change

• Visible outputs (maps, plans, vision documents, etc.) con-tribute to implementation of new targets, tasks and work-ing models

• Hiring of new qualified planners brings new ideas, moti-vation and dynamics to the Directorate which can facili-tate the change process

Learning• Target persons attend technical trainings with presenta-

tions and site visits

Group 1: Secretaries and Heads of Departments

14 15

Group 2: Planners

Target profile 2

Town Planner, Associate Town Planner, Assistant Town Planner at DTP and DTPU

Technical knowledge


• Target persons have knowledge on processes and advanced techniques of masterplan and regional plan preparation, incl. participation processes


• Target persons can monitor and steer consultants

• Target persons have good leadership skills for improved cooperation with subordinated staff members


• Target persons can mediate between Staff and Director

• Target persons are able to bring work related issues and difficulties to Director’s attention

Attitude

• Target persons proactively take up more responsibility for efficient planning processes

• Target persons are eager to better influence decision mak-ing processes

Incentives for change• Through participation on trainings, target persons feel

prepared and motivated to take more responsibility

Learning• Training can only be effective if more responsibility and

amplification of tasks are assigned to target persons

16

Group 2: Planners

Target profile 3

Senior Assistant, Investigator, Architectural Assistant, Planning Assistant at DTP, DTPU, RIT and SPA

Technical knowledge


• Target persons are aware on the role of DTPU in the plan-ning system

• Target persons have knowledge on processes and tech-niques of masterplan preparation, incl. participation pro-cesses

• Target persons have basic survey skills, which includes the reading and interpretation of maps and statistical data, prepare questionnaires for primary data collection, and mapping of information (GIS)

• Target persons know how to read, interpret, and amend spatial information based on GIS provided by consultants


• Target persons are familiar with the design of ToRs for external consultants, able to steer consultants through the process and to do proper quality control of deliverables

• Target persons know the process of contracting and can manage a contract project for masterplan or layout plan preparation


• Target persons are able to evaluate the relevance of differ-ent sectors for particular projects such as master planning and layout planning.

• Target persons know how to approach and communicate with sector departments at the district level for specific planning projects

Attitude• Target persons are proactive in effective collection of sec-

torial data and approaching relevant stakeholders

Incentives for change

• Target person has more ownership in planning process caused by improved technical competencies and well de-fined responsibilities

• Target persons are enabled to take decisions by themselves

Learning

• Target persons meet colleagues of other DTPUs in the state on a regular basis to exchange ideas and learn from each other

• Through interaction with sectoral stakeholders in the dis-trict, target persons have a better understanding of sectoral interest

16 17

Group 2: Planners

Target profile 4

District Planning and Monitoring Units (DPMU)

Technical knowledge

• Target persons have knowledge on complete database re-quirement including data gap analysis

• Target persons are able to analyse, project and present data which are relevant for district planning and district devel-opment

• Target persons are able to feed GIS system with statistical data and produce relevant maps and planning outputs


• Target persons are aware of different data collection meth-ods and can apply these for their respective needs

• Target persons are able set up a Multi-Stakeholder process to integrate district spatial plans with sectoral plans such as mining plans, tribal sub-plans, coastal plans, disaster management plans, etc.


• Target persons understand the benefits of team working through shared responsibilities

• Target persons know how and where to collect relevant information for district planning

• Target persons apply different methods of data collection

• Target persons work closely with planners for district planning

Attitude

• Target persons accept the integration of spatial planning into district planning

• Target persons are Target persons are proactive in consult-ing other departments to gather and disseminate infor-mation

Incentives for change• Filling of vacant posts brings new ideas, motivation and

dynamics to the Unit which can facilitate the change pro-cess of spatial planning integration

Learning

• Through interaction with planning officers from the state and district level during capacity development measures, target persons have a better understanding for incorpora-tion of spatial planning into district planning

18

7. Capacity Development Formats

On-site modules, including joint training

Open innovation

Knowledge sharing & expert networks

Study trips Supervised independent learning

Learning and networking using new media

Hands-on learning

Tutored eLearning

mLearning

Reflection

Coaching and advice

Conferences

Capacity development consists of more than trainings and workshops. A broad range of tools and approaches will be used for designing and facilitating the different activities according to target group, objective, resources and context. Possible methods and tools are shown in the diagrams below.

18 19

8. Assessment of Training providers

SUDA CES SIRD & PR ROTI XavierUniversity CED

State Urban Devel-opment Agency

Center for Environ-mental Studies

State Institute of Rural Development & Panchayati Raj

Revenues’ Officers Training Institute

Center for Environment and Development

PRIVATESTATE

Along with a detailed Capacity Assessment, the LUPM project team conducted an assessment of dif-ferent training providers within the state. All of six selected training providers are located in Bhubane-shwar. Whilst four state institutions of selected departments were assessed for playing a major role in conducting trainings on the long run, also two private institutions were considered during the assess-ment. These two institutions comprise knowledgeable and experienced resource persons which can be of great benefit for training design.The interviews of the Training Institutions have been conducted in the months of March and July 2017. A detailed view on the interview schedule is given below.The collected information is shown in the grid at the next two pages. Based on the assessment and suggestions of the state partner departments, Government of Odisha selected two nodal training in-stitutions (SUDA and SIRD) in the state for developing training materials and conduction of training programs.

Name of Institution Date Contact Person

SUDA – State Urban Development Agency 30.03.2017 Mr. Sarada Panda

Xavier Institute of Management, Xavier University 31.03.2017 Dr. Kajri Mishra

SIRD – State Institute of Rural Development 14.07.2017 Saroj Das

CED – Center for Environment and Development 14.07.2017 Pradeep Harichandan

CES – Center for Environmental Studies 14.07.2017 Dr. Ashutosh Debata

ROTI – Revenues’ Officers Training Institute 15.07.2017 Raghunath Mohanty

20

Supporting training institutions

AIZ, Akademie für Internationale Zusammenarbeit, is the GIZ In-house academy for capacity de-velopment based in Bonn, Germany. An assigned team is supporting the LUPM project for capacity needs assessment, preparation of capacity profiles and learning methods. AIZ will also support selected training institutions for successful preparation, design and implementation of modules.Geo Spatial Solutions is a private consulting firm with a focus on geospatial data analysis and land use planning. The experiences of preparing the district spatial plan for Ganjam will be used for the training design. The team of Geo Spatial Solutions will therefore serve as a supporting resource unit for design and implement trainings. CEPT University is a leading institution for spatial planning in India and plays a major role in Training on Planning.

Akademie für Internationale Zusammenarbeit, Germany

- GIZ In-house Academy

- Supporting Capacity Needs Assessment

- Generation of capacity profiles and development of learning methods

Geo Spatial Solutions, Bhubaneshwar

- Consultant for the preparation of District spatial land use plan, Ganjam

- Experienced in GIS application and spatial data management

- Experience in aggregated land use data at regional scale

Centre for Environment Planning & Technology (CEPT), Ahmedabad

- Private University, leading institution in India for spatial planning

- Faculty of Planning prepares intense and thinking professionals

- Professionals with national and global exposure and linkages

AIZ

GSS

CEPT

20 21

Xavier University

Selection of State Training Providers

It is suggested that selected State Training providers will be assigned to specific trainings.

• For Tier 1, Xavier University• For Tier 2, State Urban Development Agency (SUDA• For Tier 3, State Institute of Rural Development (SIRD)

For each training, additional expertise must be brought in order to meet the learning objectives de-scribed in chapter 6.

• For Tier 1, GIZ Germany together with its in-house Academy AIZ (Akademie für Internationale Zusammenarbeit) is able to provide training modules and trainers

• For Tier 2, two external trainers will be hired. One Mastertrainer from outside the state and one trainer from within the Government system of Odisha

• For Tier 3, experts of planning and land resource assessment at the local level will be hired to enrich the already existing training module of Gram Panchayat Development Plan (GPDP)

Private Training institutions

Additional expertise must be brought in through actors from national level such as Universities, Re-search Institutes or Individuals. These actors will be identified through open tendering processes. Short-listed Institutions are CEPT University Ahmedabad, Indian Institute of Human Settlements (IIHS) Bangalore, School of Planning and Architecture (SPA), New Delhi and others.







(DPMU)

3. PRI, ULBs and Revenue at local level(Zilla Parishad, Panchayat Samiti, Gram Panchayat), Sub-Collector and Tehsil-

dars

GIZ / AIZ

SUDAPrivate

Trainer + State Trainer

SIRDPrivate Trainer

22

Name of Insti-tution

SUDAState Urban Development Agency

CESCenter for Environmental Studies

SIRDState Institute of Rural De-velopment

Structure Department of Housing and Urban Development (H&UD)

Directorate of Environment, Department of Forest and En-vironment (F&E)

Department of Rural Devel-opment / Department of Pan-chayati Raj

Mandate Training facilitator for State officials of H&UD Depart-ment and for Schemes un-der H&UD

Training facilitator for offi-cials of all departments of the state under environment re-lated schemes and community outreach

• Training facilitator for • elected representatives in

rural areas• govt. officials in rural sec-

tors from gram panchayat to state level

• Trainers from civil society organisations

HR Capacity • In-house 4-5 Trainers• Empanelled list of

training agencies/ ex-perts for imparting trainings under urban sector schemes

• In-house: 14 Staff mem-bers

• 180 Trainers at block and district level

• 3 permanent and 4 to 5 Faculties on deputation

• Around 1000 empanelled trained resource persons at block and district level

Network Training Experts across In-dia through empanelling of agencies

Trained teachers in 9500 cer-tified Eco-Schools in the stateNetwork of 700-800 NGOs (NESC Programme)

50 Civil Society Organisa-tionsOther state training institu-tions like DRDA or ROTI

Competences Training of Trainers for ur-ban sector schemesTraining of state officials on urban development

• Training of trainers for environmental education

• Environmental education at the grassroots level

• Environmental Impact Assessment

• Training of Trainers• Rural livelihood• Office management, fi-

nance and administration for PRIs

• Panchayat development planning (GPDP)

• Community mapping and land resource man-agement

Facilities • Conference Halls• Accommodation facili-

ties in Bhubaneswar

• Eco-Villages in all Dis-tricts, Odisha

• Eco-Schools in all Dis-tricts, Odisha

Learning Center with Hostel in Bhubaneshwar, 2 regional training centres in Keonjhar and Kalahandi

Experiences with other donors or schemes

With MoUD, GoI for AMRUT/ SMART Cities/ SBM/ HRIDAY schemes

Environmental Awareness Programme under Environ-mental Board: Coastal Zone Management Programme with World Bank

UNDP, UNICEF, GoI, Rural Livelihood Mission, GoI

Suitability for Land Use Planning training

Urban Land Use Planning, Urban Sector Land Devel-opment Schemes

Public participation and awareness raising in District Land Use Spatial Planning

Technical Education on read-ing and implementing Dis-trict Regional Plan for PRI members and elected repre-sentatives at the district, block and village level

Budget

22 23

ROTIRevenues’ Officers Training Insti-tute

Xavier Institute of Management CEDCenter for Environment and Development

Department of Revenue and Disas-ter Management (R&DM)

Xavier University Non-profit trust, Headquarter in Trivandrum, Kerala

Training facilitator to new revenue functionaries (Tehsildars)

Offers Master of Urban Manage-ment and Governance at Bhu-baneshwar CampusExperience of trainings conducted for state officials

• Private trust which is mandat-ed by MoUD with different schemes

• Empanelled as trainers with state training institutions (SUDA/ SIRD)

4 in-house trainers for field trainingIn total 22 staff members

5 Professors in Urban/ Rural Plan-ning and Management

80 employees at Kerala headquar-ter and districts across Odisha for AMRUT

Planning experts (academics and practitioners) across the country

Contacts with H&UD and MoUD

• plane table survey• land record updating survey• land record keeping• land dispute resolution• acts and rules related to land

revenue

• Urban Planning and Manage-ment,

• overnance• Policies• Rural Development• Participatory instruments of

planning

• Standardized GIS training module

• 4 phase training for officials of AMRUT cities (Finance, Pub-lic Health, Administration, Planning)

Hostel for 210 people in Bhubane-shwar

University Campus with learning facilities and accommodation in Bhubaneshwar

Learning Center for 20 partici-pants in Bhubaneshwar

With MoRD/ MoPR District Planning Evaluation with DIFD

Provided trainings under AM-RUT, Swachh Bharat, SMART Cities, Urban Livelihood Mission (MoUD)

Technical Education on reading District Regional Plan and linking its implementation at local level

• Concept of Regional Land Use Planning and Governance

• Disseminating policy• Land Management

Experts for AMRUT Training (Urban Infrastructure) can train on technical application of GIS in Land Use Planning

24

9. Training modules

Tier 1: Decision Makers and Head of Departments

Decision makers of State Departments are crucial for implement-ing policies and norms for regional land use planning in the state. Th e awareness programme on Land Use Planning and Manage-ment combines cross-sectoral workshops on Coordination and balancing of interests with an exposure visit to planning institu-tions in Germany.

Learning Goals:

• Participants are aware of the diff erent levels of spatial planning (local, regional, state), its respective mandates, stakeholders and authorities

• Participants understand the need of cross-sectoral coordina-tion and communication for successful spatial planning on all levels

• Participants have additional knowledge on communication tools, methods of confl ict resolution and formulation of cross-sectoral strategies

Day 1Land Use Policy

District Planning and District Governance

Cross-Sectoral and Coordination and and consensus building

Theme: Coordination and balancing of interests for regional spatial planningPublic Administration of Cities and RegionsPlanning Schools and Research projects

Day 2Analyze and interpret actor networks

Communication of interests

Simulation of land use confl ictsFormulation of strategies

Step 1: Multi-Stakeholder Dialogues: Skills for Successful Cooperation

Step 2: Exposure visit German Planning institutions




24 25

Tier 2: Planners

Planners work on a multitude of activities, including the prepara-tion and amendments of plans, land use conversions and building approvals. The assessment revealed that existing plans need to be streamlined and improved in quality. This Training should give Planners and planning practitioners applicable methods and instruments to facilitate their work during preparation of District Plans, Comprehensive Development Plans, Masterplans and Zon-al Plans, Local Area Plans and Town Planning Schemes. The focus lies on operational level at DTP (incl. Special Planning Authori-ties, Regional Improvement Trusts) as well as at District Planning Committees and District Planning and Monitoring Units.

Learning Goals:

• Participants understand the different levels of spatial planning (local, regional, state), its respective mandates, stakeholders and authorities

• Participants are familiar with the hierarchy of plans (detailed developed plans, masterplans, region-al plans)

• Participants have a comprehensive overview on all relevant steps of spatial planning, from data collection, digital tools, contracting and reporting to implementation and enforcement of plans

• Participants can refer to standards for masterplans and district plans which give them a reliable and stable frame of reference to monitor and assess quality of plans

• Participants have improved leadership skills for improved cooperation and coordination

• Participants have an increased proactive behavior towards coordination and communication as well as towards adoption of changes

• Participants are motivated to apply newly acquired knowledge and are willing to learn on a hands on the job basis

Modular Training: “Planning vom A to Z”

• Introduction to spatial planning; Types of plans, scales and guidelines• Data requirements• It’s utility for plan preparation• Delineation methods of planning area for plan preparation

• Interpretation of data into thematic maps and strategic planning• Decision making methods for master- and district planning• Methods of public participation• Report writing

• Basic knowledge on GIS for spatial planning• Survey techniques to fill data gaps

Module 1

Data Base Management

Module 3

Planning and Visioning

Module 2

GIS and RS




(DPMU)

26

• Commissioning plan preparation to external consultants• Definition of standards• Design of ToR/RfP• Quality control• Communication

• Application of land use plans for decision-making processes• Using plans for conflict resolution• Using plans as support for decision-making of building approvals

• Review of lessons learnt• Selection of current

challenges• In-depth work on spe-

cific tasks

• Review in-depth work• Analysis of lessons

learnt• In-depth work on spe-

cific tasks

Module 4

Commissioning Management

Follow-up 1

Application of lessons learnt

Module 5

Plan application and implementa-

tion

Follow-up 2

Work on current challenges

2 Follow-up trainings on the job

Imparting of Training

Joint elaboration of Training Modules

Master-trainer

State Expertrecommends

trainstrainstra

ins

trains

supports and revises

supports

approves

identiefies

Pilot phase Repetition

Elaboration of Training modules based on training content developed

by GIZGIZ Planning Consultant

Government of OD

GIZ SUDA

20-30 Trainees 20-30 Trainees

Capacity Development for Land Use Planning and Management...

Documents

Transcript of Capacity Development for Land Use Planning and Management...