a)Mobilisation, counselling and selection of candidates must be undertaken prior to initiation of training. HPKVN shall identify districts/areas where it wants to implement skill development projects and accordingly invite TSPs for formulating projects in the identified areas. The process for selection by TSPs shall be on the basis of clearly laid out norms conveyed in advance to all stakeholders. All mobilization activity support extended by HPKVN needs to be fully utilized by TSPs for maximum benefit.
b) Ground-level mobilisation must be done by TSPs in areas identified by HPKVN. During mobilisation, TSPs shall seek to meet the programme’s targets with regard to focus groups Page 9 of 17 as mentioned in these guidelines. TSPs must make efforts to ascertain the willingness of candidates identified through mobilization to undergo the training programme.
c) Mobilisation should be followed by counselling wherein TSPs provide candidates all possible information on the nature of work in the sector/trade, availability of jobs, potential pay and entitlements, growth prospects and risks involved. This is aimed at helping candidates and their families make informed choices. The counselling process would be monitored by HPKVN/ Other Department participants.
d) The process of selection of trainees has to be transparent and open to all stakeholders, keeping in mind aspirations and eligibility criteria. TSPs may also conduct psychometric and other tests to judge the aptitude of potential trainees. A list of those selected for training on the basis of counselling or aptitude tests should be submitted by the TSP to the designated HPKVN official as well as uploaded on the Skill MIS portal of the state.
e) A training batch would consist of not less than 20 and not more than 35 trainees. During the programme if the number of trainees remains below 15 for six consecutive days, the batch will be considered shut down and the Training Service Provider shall not be eligible for payment. Attendance shall be recorded mandatorily through Biometric Thumb Impression Machine.
f) TSPs may conduct an aptitude test for trainee selection for a Job Role, and all trainees should be counseled.
g) In case of Persons with Disabilities (PwDs2), women candidates and candidates from Special Area, transport costs may be paid/reimbursed (as applicable on actual) in line with the prevailing GoI Common Norms, as indicated in Common Norms notified on 20th May, 2016 by Government of India, Notification No. H – 22011/2/2014-SDE-1. Refer to Circular dated 27th May, 2016 on HPKVN’s website for HP Specific modifications.
a) The Scheme aims at providing eligible youth with valid, industry-relevant certification by imparting quality training through competent Training Service Providers. For this, it is necessary to ensure that the training curriculum is in sync with demand-side requirements and training centres are equipped with requisite infrastructure. The TSP must ensure adherence to the norms detailed below in imparting training.
Curriculum should be based on the National Occupational Standards (NOS) and Qualification Packs (QPs) developed by Sector Skills Councils established under the National Skill Development Corporation (NSDC). The NOS specify the standard of performance an individual must achieve for carrying out a function in the work place. TSPs must ensure that their model curriculum is vetted by the respective SSC before initiation of training.
a) PwD specific QPs should be used for this purpose. Prior permission from HPKVN in written is needed. Page 10 of 17 (a) Course content and medium of instruction should be in tune with the requirement of the industry or trade. In special cases, certification by nationally acknowledged proprietary training brands may be considered, subject to prior approval by HPKVN.
b) The training and course content should facilitate learning by such youth who may not have exposure to English, hence the training curriculum needs to be provided in bilingual language.
c) The training curriculum must have mandatory modules on soft skills, computer literacy, financial literacy and entrepreneurship as mentioned in Model Curriculum approved by the respective Sector Skill Councils.
d) Adequate practical training must be incorporated into the training module where necessary.
e) Training should be delivered in a trainee-friendly manner with adequate audio visual tools and participatory methods. Use of innovation in teaching methodology is encouraged.
Training courses must be designed as per the duration prescribed by the Common Norms notified by the Government of India from time to time. As per the notification dated 20th May 2016, the following norms hold for duration of training courses:
a) For fresh entrants to the job market, the training duration to be minimum 200 hours (including practical and/or on the job training) except where prescribed by any Statute/ ToR.
b) In case of re-skilling or skill up-gradation of persons already engaged in an occupation, training programmes having a minimum duration of 80 hours of trainings including practical and/or on-the-job training. In the case of persons who have acquired skill through informal, non-formal or experiential training in any vocational trade or craft, formal recognition and certification of such skill, if necessary after imparting bridge courses, to be treated as Skill Development.
a) Each training centre must be equipped with the infrastructure prescribed in the Standard Operating Procedures (SoPs). This includes adequate and well-equipped classrooms and laboratories as per industry benchmarks, IT facilities, Aadhar-linked biometric attendance facility for both trainees and trainers first aid box, washroom facilities, provision for clean drinking water, and at least one common computer with e-mail access.
b) Each training centre should have designated separate space for each trade if it is proposed to impart skills training on multiple trades at the same centre.
c) Training infrastructure may be owned or hired. The project proposal must contain details of the proposed training centres. Page 11 of 17
d) Before the TSP begins counselling, each training centre should be checked and certified for compliance on necessary infrastructure by a designated senior official from the Quality team (Q team) of the TSP. Results from the inspection should be uploaded on to MIS portal or emailed to a designated email of MIS. If HPKVN does not communicate its findings from the verification within seven calendar days, the TSP may be deemed to have received inprinciple approval for going ahead with counselling and training at the centre.
e) After completion of training, each training centre should remain open for at least two months to act as a centre for placement support, information, counselling and facilitation for trained beneficiaries and their families.
a) Persons deployed as trainers by the TSPs must be competent instructors in possession of requisite knowledge, skills and experience in their domain.
b) At the end of each training course, trainees are required to evaluate their trainer on parameters such as domain knowledge, domain skill, punctuality, responsiveness and instructional ability as per the format that approved by HPKVN. The TSP must upload the evaluation record of each trainer on the trainer’s profile on MIS portal.
a) To ensure independent and unbiased assessment and certification of trained candidates costs for certification and assessment shall be payable to an independent third party authorized for conducting assessments and certifications. This amount shall be over and above the Base Cost, and shall range from Rs. 600/- to Rs. 1500/- per candidate as decided by individual Ministries/Departments.
b) For the purpose of this Scheme, assessment and training bodies shall be separate and no overlap of roles will be allowed to maintain transparency and objectivity. However, TSPs shall remain involved in facilitating the assessment process, such as fixing the date of assessment and completing all processes related to assessment.
c) After assessment, each successful candidate must be awarded a certificate issued by a Certifying Agency approved by the relevant Sector Skills Council to ensure acceptability in the industry.
d) Apart from third-party external assessment, continuous internal assessment in the form of quizzes, assignments and tests should be a part of the course curriculum.
a) Providing beneficiaries with wage or self-employment is a stated aim of the Scheme. Prior to batch initiation, each skill training course will be recorded as being geared towards wage employment or self-employment. Accordingly, the outcomes for TSPs shall be defined. Payment to TSPs shall be as per the notified Common Norms, with a part of payment being linked to achievement of envisioned outcomes.
b) For courses aimed at wage employment, placement should be within 3 months of completion of training. Page 12 of 17
c) Common Norms published by MSDE on 20th May 2016 needs to be adhered for the self-employment. Post Placement Tracking and Support
a) To ensure sustained benefits from training, TSPs are required to track and report successful candidates for a period of 12 months. The formats and periodicity of reporting may be mentioned in the terms of work provided to TSPs.
b) For candidates provided with wage employment in any industry, information like appointment letter, remuneration, etc. must be maintained and submitted to the monitoring authority as per the terms and conditions of the contract with the TSP. For candidates interested in setting up micro-enterprises, TSPs should be responsible for providing tracking the progress of the enterprises for a period of 12 months.
c) Each candidate would be tracked once every month for a period of one year after she/he completes her/his training. The parameters on to be tracked would be as under:
• Placement should be within 3 months of completion of training
• Once placed, remuneration/incremental remuneration per month
• Whether continues to work in the same or higher job role till end of the tracking period (whether with same or different employer)
• If there are periods of unemployment between different jobs, duration of such gaps and reason for leaving earlier job without having a job in hand.
d) Contact details of successful trainees should be passed on to HPKVN for sample checking. Scheme Administration
a) The scheme will be implemented by HPKVN through duly selected Training Service Providers.
b) For proper administration of the scheme, appropriate Committees may be constituted.
c) At the district level, appropriate bodies/Committees may be constituted for monitoring and facilitation.
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