Presentation on draft Presentation on draft RAJASTHAN RAJASTHAN

STATE TRAINING POLICYSTATE TRAINING POLICYbefore before

Chief Secretary, Chief Secretary, Government of Rajasthan Government of Rajasthan and Group of Secretariesand Group of Secretaries

COMMITTEE ROOM No. 1 COMMITTEE ROOM No. 1 11.30 AM11.30 AM26 JUNE 200626 JUNE 2006

RAJASTHAN STATE TRAINING RAJASTHAN STATE TRAINING POLICYPOLICY

Training can do much to improve Training can do much to improve administrative effectiveness and administrative effectiveness and governmental performance.governmental performance.

A conscious policy for development of A conscious policy for development of human resources within government is human resources within government is thus desirable.thus desirable.

Preparing the PolicyPreparing the Policy

National Training Policy National Training Policy (1995)(1995) was was announced by Government of India.announced by Government of India.

Draft of State Training Policy was Draft of State Training Policy was prepared by then Director HCM RIPA in prepared by then Director HCM RIPA in May-June 2005May-June 2005 and sent to Heads of and sent to Heads of State Training Institutions for their State Training Institutions for their comments.comments.

CS asked present Director, HCM RIPA to CS asked present Director, HCM RIPA to thoroughly review draft (July 2005).thoroughly review draft (July 2005).

After much in-house deliberation including After much in-house deliberation including sending of earlier draft to heads of State sending of earlier draft to heads of State Training Institutes in Rajasthan, Principal Training Institutes in Rajasthan, Principal Secretary (Training) approved draft in January Secretary (Training) approved draft in January 2006.2006.

Draft was submitted to the Chief Secretary on Draft was submitted to the Chief Secretary on 27 January 2006.27 January 2006.

Draft was also sent to all Additional Chief Draft was also sent to all Additional Chief Secretaries, Principal Secretaries and Secretaries, Principal Secretaries and Secretaries for their comments in Secretaries for their comments in March 2006.March 2006.

Draft was also sent to all members of State Draft was also sent to all members of State Level Coordination Committee for State Level Level Coordination Committee for State Level Training Institutions Training Institutions

Final revisions incorporated in Final revisions incorporated in April-May 2006.April-May 2006.

Preparing the PolicyPreparing the Policy

14 14 HeadingsHeadings

4 4 AnnexurAnnexuree

STRUCTURE OF POLICY

VISIONMISSION

GOALSP

O

L

I

C

Y

POLICY

Rajasthan Training Policy-Main Parts

Preamble Major Challenges Vision, Mission and Goals Category wise Development

Plans/Personal Development Plan Adding Values through Positive Learning

Outcomes Competency Based Approach to Training

and Education Strategic Planning at Government Level Strategic Planning for each State level

Institute Core Principles for Training in the State Roles and Responsibilities of different

departments/agencies

Major Challenges

Low priority accorded to training and Low priority accorded to training and education, and the low level and education, and the low level and uneven nature of provision for uneven nature of provision for trainingtraining

Lack of funding and effective Lack of funding and effective management of training budgetsmanagement of training budgets

Number and quality of trainersNumber and quality of trainers Overly prescriptive, supply-driven Overly prescriptive, supply-driven

and traditional nature of training and and traditional nature of training and educationeducation

Lack of effective systems of Lack of effective systems of accreditation and quality assurance.accreditation and quality assurance.Contd..

Poor linkages between higher education Poor linkages between higher education institutions and traininginstitutions and training

Training through distance education for Training through distance education for government servants is not availablegovernment servants is not available

Lack of effective systems for training related Lack of effective systems for training related Strategic Planning and ReviewStrategic Planning and Review

There is no induction training for many of the There is no induction training for many of the civil servants and lack of a comprehensive civil servants and lack of a comprehensive scheme of systematic and regular scheme of systematic and regular subsequent in-service training after their subsequent in-service training after their induction. (Situation slightly remedied induction. (Situation slightly remedied recently-Annexure IV of draft policy)recently-Annexure IV of draft policy)

Major Challenges

Contd..

Lack of adequate Cadre and training Lack of adequate Cadre and training planning for career progression of civil planning for career progression of civil servantsservants

People who matter more in People who matter more in Government (Age group 45 to 60) need Government (Age group 45 to 60) need updating of knowledge and updating of knowledge and reorientation to face up to the reorientation to face up to the challenges of rapid change and to be challenges of rapid change and to be able to use newer technologies, able to use newer technologies, procedures, systems’ approaches for procedures, systems’ approaches for good governance. good governance.

Major Challenges

• Fragmented and uncoordinated approach to Fragmented and uncoordinated approach to training and education across the public training and education across the public service, resulting in problems of resources service, resulting in problems of resources and accountability for ensuring that public and accountability for ensuring that public servants are empowered and developed to servants are empowered and developed to take on the challenges they face;take on the challenges they face;

• Lack of a strategic, needs-based, outcomes-Lack of a strategic, needs-based, outcomes-based and competency-based approach to based and competency-based approach to training, directly related to the training, directly related to the developmental needs of the public service; developmental needs of the public service; andand

• Inappropriate nature of the training and Inappropriate nature of the training and education that is providededucation that is provided by internal as by internal as well as external providers. well as external providers.

Core Problems To be Overcome

“Assisting Government Departments and Agencies to

adopt practices geared at better governance and improved

service delivery by empowering public officials to act as prime

catalysts for holistic and equity based transformation.”

VISION

MISSIONMISSION

In pursuit of the above vision, the Government sees its mission as :

“To create an institutional framework for optimum

productivity of public servants in organizations, in a team or as individuals in their current

as well as future role.”

Category wise Development Category wise Development PlanPlan

Categorization of employees for conducting Categorization of employees for conducting training needs assessment for each category training needs assessment for each category of employee is a means to prepare such plan.of employee is a means to prepare such plan.

Would encompass all the attributes of personal Would encompass all the attributes of personal development plan being described in next development plan being described in next slidesslides

While initially categorywise development plans While initially categorywise development plans to be prepared, ultimate goals is individual to be prepared, ultimate goals is individual personal development plan for each employeepersonal development plan for each employee

Personal Development Personal Development Plan-IPlan-I

PDP will seek to identify in particular:PDP will seek to identify in particular: The current competence of staff;The current competence of staff; The work values of staff;The work values of staff; The work and career targets of staff;The work and career targets of staff; The competence that will need to be developed The competence that will need to be developed to enable staff to successfully meet their work to enable staff to successfully meet their work and career targets;and career targets; An individually tailored programme of staff An individually tailored programme of staff development, training, education and support development, training, education and support designed to enable to staff to acquire the designed to enable to staff to acquire the relevant competence and meet their work relevant competence and meet their work targets and personal and career objectives. targets and personal and career objectives.

Contd..

Personal Development Personal Development Plan-IIPlan-II

PDP will seek to identify in particular:PDP will seek to identify in particular: Enhancement of capabilities and status of Enhancement of capabilities and status of

trainers trainers (faculty, resource persons and experts) by (faculty, resource persons and experts) by

providing them regular and repeated providing them regular and repeated opportunities for training in India and abroad, opportunities for training in India and abroad, repeated and sustained training and other repeated and sustained training and other benefits like trainers allowances and rent free benefits like trainers allowances and rent free accommodation which are presently available accommodation which are presently available in Government of India and in many states, in Government of India and in many states, allowance to purchase books/journals etc.allowance to purchase books/journals etc.

Link to be established to future postings and Link to be established to future postings and promotionspromotions

Opportunities for higher education inputs in Opportunities for higher education inputs in career progression career progression

Contd..

Personal Development Personal Development Plan-IIIPlan-III

PDP will seek to identify in particular:PDP will seek to identify in particular: Cadre and Training Plan in service career of a civil Cadre and Training Plan in service career of a civil

servantservant Opportunities to extract benefits of experienced Opportunities to extract benefits of experienced

people as resource persons in training by re-people as resource persons in training by re-employing them for some period.employing them for some period.

Adding Values Through Positive Adding Values Through Positive Learning OutcomesLearning Outcomes

PastPast: : Supply-driven programmes, Input-Supply-driven programmes, Input-based courses, based on views of training based courses, based on views of training providers of what would be good for providers of what would be good for trainers, Pre-determined training trainers, Pre-determined training programmes.programmes.

In futureIn future: : Demand-driven and outcome-Demand-driven and outcome-based approach. Competency development, based approach. Competency development, Trainee centered, need-based in delivery Trainee centered, need-based in delivery and content.and content.

A competency development based A competency development based approach to training and approach to training and development to be followed.development to be followed.

Strategic Planning at the Strategic Planning at the Government Level of Each Government Level of Each Government Department-IGovernment Department-I

Training and Education will need to be Training and Education will need to be systematically linked to broader processes of systematically linked to broader processes of human resources development.human resources development.

Plans and programmes for human resources Plans and programmes for human resources development and training must be linked to development and training must be linked to broader plans for service delivery , institution broader plans for service delivery , institution building, transformation of the department.building, transformation of the department.

Status of training and trainers as well as Status of training and trainers as well as human resource specialists should be human resource specialists should be enhanced. enhanced. Once a trainer always a trainerOnce a trainer always a trainer concept. concept.

Contd..

Training and education programmes will Training and education programmes will themselves need to be systematically and themselves need to be systematically and strategically planned, monitored and strategically planned, monitored and evaluated.evaluated.

An administrative unit for training function An administrative unit for training function will have to be created within each will have to be created within each department and agency and linked with department and agency and linked with training imparting organizations in the state.training imparting organizations in the state.

Some thrust areas will have to be identified Some thrust areas will have to be identified for training institutes and civil servants and for training institutes and civil servants and government employees should be trained in government employees should be trained in those areas.those areas.

Contd..

Strategic Planning at the Strategic Planning at the Government Level of Each Government Level of Each Government Department-IIGovernment Department-II

Core Principles for Training-I

Improving Work ProcedureImproving Work Procedure Access and Entitlement of all public servantsAccess and Entitlement of all public servants Training for AllTraining for All Training Objectives to be carefully Training Objectives to be carefully

determineddetermined Training Needs AnalysisTraining Needs Analysis Elevating the Status of Training and Elevating the Status of Training and

Trainers Trainers

Contd..

A Competency development based A Competency development based approach to approach to

learning outcomelearning outcome Integration of policy-formulation,Integration of policy-formulation, strategic planning and transformation strategic planning and transformation

with training.with training. Adequate resourcingAdequate resourcing Flexibility and Decentralization of Flexibility and Decentralization of

training.training. Career PathingCareer Pathing Life long learning Life long learning

Core Principles for Training-II

Contd..

Public Services training institutions Public Services training institutions to become Learning organizationto become Learning organization

Quality and cost-effectivenessQuality and cost-effectiveness Consultation and ParticipationConsultation and Participation Information and Communication of Information and Communication of

training informationtraining information Effective Design and DeliveryEffective Design and Delivery Monitoring and EvaluationMonitoring and Evaluation

Core Principles for Training-III

ROLES AND RESPONSIBILTIES

IN TRAINING POLICY

DEPARTMENT OF TRAINING

HEADS OF DEPARTMENT & CEOs

OF STATE PUBLIC SECTOR BODY

TRAINING INSTITUTESDEPARTMENTOF

PERSONNEL

FINANCE &

PLAN DEPARTMENT

ALL ADMINISTRATIVE

DEPARTMENTS

HCM RIPA

Role of Department of Training-IRole of Department of Training-I

Coordinating all aspects of State Coordinating all aspects of State Training PolicyTraining Policy

Translate policy framework into Translate policy framework into achievable policy objectives.achievable policy objectives.

To anticipate future training needs.To anticipate future training needs.To lay down standards for various To lay down standards for various

training activities.training activities.To accredit internal and external To accredit internal and external

training providers.training providers.

Role of Department of Training-IIRole of Department of Training-II

To liaise with all government To liaise with all government departments regarding training.departments regarding training.

To review Vision documents and draft To review Vision documents and draft Five Year Action Plans of each State Five Year Action Plans of each State Level Training Institute.Level Training Institute.

To lay down standards of infrastructure To lay down standards of infrastructure for State Level Training Institutes.for State Level Training Institutes.

To work out strategy to prepare and To work out strategy to prepare and enhance capabilities of trainers. enhance capabilities of trainers.

Role of Department of PersonnelRole of Department of Personnel

To specify standard of competence of To specify standard of competence of each each

category of post.category of post. To design incentives for reviewing and To design incentives for reviewing and

providing training providing training To insert column in Annual Performance To insert column in Annual Performance

Appraisal Report form to compulsorily Appraisal Report form to compulsorily identify specific needs of each employee.identify specific needs of each employee.

Role of Finance and Planning Role of Finance and Planning DepartmentsDepartments

To earmark training budget for each To earmark training budget for each department or category of departments department or category of departments as percentage of total budget of as percentage of total budget of department. Some categories of department. Some categories of departments to get higher percentage departments to get higher percentage of budget for training.of budget for training.

To place a corpus at disposal of To place a corpus at disposal of Department Department

of Training for common training of Training for common training activities and infrastructure.activities and infrastructure.

Role of All Administrative Role of All Administrative DepartmentsDepartments

To prepare development training strategy and To prepare development training strategy and to translate into 5 Year training plans within 9 to translate into 5 Year training plans within 9 months of adoption of State Training Policy.months of adoption of State Training Policy.

To ensure Heads of Departments prepare To ensure Heads of Departments prepare category wise and personal development category wise and personal development plans for each departmental employee.plans for each departmental employee.

To ensure strategic training plan is integrated To ensure strategic training plan is integrated in overall development plan and goals of in overall development plan and goals of department.department.

To review Mission statements & 5 Yearly To review Mission statements & 5 Yearly Action Plan of state level training institutes Action Plan of state level training institutes attached to department.attached to department.

Role of Heads of Role of Heads of Departments/CEOs of PSUsDepartments/CEOs of PSUs

To designate a Training Manager to ensure To designate a Training Manager to ensure integrated approach to training within integrated approach to training within organization and help HoD coordinate all organization and help HoD coordinate all training related activities.training related activities.

To ensure category wise and personal To ensure category wise and personal developmental plans are prepared and developmental plans are prepared and training organized accordingly.training organized accordingly.

To use computer software to coordinate To use computer software to coordinate and monitor training of every employee in and monitor training of every employee in department. department.

Role of HCM Role of HCM RIPARIPA

To function as primary training institution To function as primary training institution and as a good example for other training and as a good example for other training institutes in State.institutes in State.

To arrange for training of trainers and for To arrange for training of trainers and for preparation of common training modules..preparation of common training modules..

To arrange foundation courses and To arrange foundation courses and compulsory in-service training of state compulsory in-service training of state officers.officers.

To provide training related advice.To provide training related advice. To conduct departmental examinations on To conduct departmental examinations on

behalf of Government.behalf of Government.

Role of Each State Level Training Role of Each State Level Training InstituteInstitute

Prepare or redefine its Training related Prepare or redefine its Training related VisionVision and and Mission Mission StatementsStatements

Design a Design a 10 years Training Vision Document10 years Training Vision Document Formulate Formulate 5 Yearly Training Action Plans5 Yearly Training Action Plans for for

Institute incorporating physical infrastructure Institute incorporating physical infrastructure needs as well as the development of faculty needs as well as the development of faculty and preparation of training modules and and preparation of training modules and training materials etc.training materials etc.

Develop Develop Annual Training Action PlanAnnual Training Action Plan Optimal implementation of Annual and Optimal implementation of Annual and 5 5

Years Action Plans.Years Action Plans.

Operationalizing State Training Operationalizing State Training PolicyPolicy

Once Government approves State Once Government approves State Training Policy, the Department of Training Policy, the Department of Training would work with all Training would work with all concerned stakeholders to get an concerned stakeholders to get an operational training plan prepared operational training plan prepared within one year and then within one year and then implemented. implemented.

SECRETARIAT TRAININGSECRETARIAT TRAINING

QUESTIONQUESTION::

Should we include specific, separate Should we include specific, separate provision for this in State Training provision for this in State Training

Policy? Policy?

SECRETARIAT TRAININGSECRETARIAT TRAINING

Institute of Secretariat Training and Institute of Secretariat Training and Management (ISTM) is functioning in Management (ISTM) is functioning in New New DelhiDelhi to train officers/staff of Central to train officers/staff of Central Secretariat/ Ministries in Government of Secretariat/ Ministries in Government of India. India.

Uttar Pradesh has a separate ISTM for U.P. Uttar Pradesh has a separate ISTM for U.P. Government in Lucknow.Government in Lucknow.

There is no separate training institute in There is no separate training institute in Rajasthan to train officers/staff of Rajasthan Rajasthan to train officers/staff of Rajasthan Secretariat Service. Secretariat Service.

To Consider options for Rajasthan.To Consider options for Rajasthan.

Secretariat Training and Management Institute

Society to be sponsored by Department of

Administrative Reforms and Public Grievances

Secretariat Training and Management Institute

(Society) to be sponsored by HCM RIPA

OPTION-I OPTION-I OPTION-II OPTION-II

OPTION-III OPTION-III OPTION-IV OPTION-IV

A Departmental Centre for Secretariat Training

and Management attached to Department

of Administrative Reforms and Public

Grievances

Secretariat Training and Management Centre as a Sub Centre of Centre for Good Governance