The Aajeevika Skills Workshop
Summary of Deliberations: Issues and
Suggestions
Overview of the Presentation
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A: The Key Challenge of the Program
B: The Key Tension that exists in the Program
C: The Overall Approach of the Program
D: Un-packing the Guidelines
– Suggestions of changing various Guidelines
– Keeping in mind the Challenge and the Tension
A: The Key Challenge
How to bridge the gap between Youth and Industry
Transition
through
Reality of the Youth
Highest need Psychological
Security. Higher pay
Job security; Security of
known people, places.
At the bottom of the Maslow
Hierarchy
Wrong for us to expect
Entrepreneurship behavior
9 mth trng,
English,
Workplace in
classroom,
Qlty
counseling
Use of SHGs,
village support
groups
Policy change
wrt Industry
Guidelines &
processes that
support
quality work
Need of the
Industry
Multi skilled
Able to adjust to 3
shifts
Productive from day
one
B: The Key Tension of the Program
(based on an Outsiders Perception)
• Core Tension:
– We are a donor, but can we be humble and helpful. Not policing but
facilitating?
• Tension appears in relationship between the states and PIAs
– PIAs:
• Feel Frustrated, feel de-meaned.
• Want Efficiency
– States:
• Feel Suspicious, feel angry
• Want Quality for money
• Practical implications:
– For PIAs:
• Outcome oriented simplification of guidelines
• Making Govt. infrastructure available.
• Quick release of money
– For States/MORD:
• The Right kind of PIAs
• Right quality of work
Resolving the MORD/State – PIA tension
The Need of the youth
The Need of PIAs:
outcome oriented
simplification of
guidelines,
efficient response
The Need of States:
Quality results by
adhering to
Standardized
guidelines
Part C: Suggestions for Working Approach
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Vis-à-vis Youth
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Youth centered tracking
Increasing trainings with local cultural relevance
Community Participation
Loan to Youths
Vis-à-vis Training
– Replication of work place in class room
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Vis-à-vis PIAs
– Master PIA as mentors
– Building skills of local and small PIAs
– MORD to obtain independent feedback
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Supporting PIAs to work efficiently
MORD/SG alignment on values that respect
– Youth
– Employees
– PIAs
Part D: Key Suggestions
that deal with the Guidelines
Youth centred Actions
• Identify/Promote local Employers
– Women, and many others don’t want to migrate
• Certification of Youth
– training completion certificate which is recognised by government institutes
for employment.
– Training certificate should provide concession in course fee for Diploma/
Graduation programs through open universities
• Monitor quality of Facilities
• A, B, C categorization should not impact youth (e.g. tablets for all, or for
none!)
• Mobilization/Enrolment :
o Sensitization Workshops for village level functionaries.
o
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PRIs,
CBOs
Other functionaries (teachers, ANM)
• Follow up Support:
o Centralized call center apart from the one with the PIAs
Mobilization
• Local NGO and agencies for mobilization
(Community Based Organizations)
• Go beyond BPL list (identification from
existing IOP),
• No rural urban divide (redefine beneficiary)
• Allow even graduates to come.
• Mobilization EGMM Model-MH
• Develop Specific Strategy for women
• Training Centre nearer home
Selection of PIA
• Selection of PIA:
– Community based selection (e.g. in TN)
– Greater focus on local and small PIAs.
– Assess capability of PIA
• Assess quality of Trainers
– Don’t allow Franchisees
• Otherwise follow EGMM model - Binds both franchises (70%) & PIAs (30%)
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Foreclose existing projects based on Sub-letting model.
Promote Sister Organizations as Consortium
SRLM can advocate for local PIA as partners with national PIA
Preference to PIA offering courses of more than 3 month duration
Minimum qualification for Trainers required
• Promoting /developing local PIAs
– Master PIA for Districts, Handholding of local PIAs, (Maharashtra
Experience)
– Train & tune the local PIA to become A/B category
Location and Categorization of PIAs
• Locating PIA projects
– Focused in one region rather than spread out
thinly (e.g Milk Collection Route)
– Ensure Regional Balance
– Area Saturation approach
– One State-One PIA-Single Project (But need to
balance against viability for PIA)
• Redefine Criteria for categorization of PIA
– Remove outside PIA without local understanding
and experience from category A
– PIA need to proper Skill gap analysis study)
Supporting the PIA
• Administrative Support
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Long incubation period for PIAs before first training.
Make Administrative costs part of total costs (not just 25%)
Long term and sizeable projects to ensure viability and continuity
TAT for Payment – EGMM 20 days
Defined processes and protocols for all appraisals
All information to be in public domain
Allow combination of class room, OJT and distance education for a long term
program
– Gradation of partners based on value alignment
• Work related support
– NRLM/ SRLMs to have dynamic engagements with employer industries;
– annual conclave,
– centralized database of available jobs/ Job melas at district level/ engagement
with SSCs
– Develop suitable technological infrastructure for tracking
– Re-define placement including informal employment.
– Regular partner meets
Monitoring, Evaluation, Placement
• Quality Monitoring
– Monitoring past performance
– Concurrent monitoring
– MoU/Coordination between SRLMs for Physical
verification of placed youth based on mutual willingness
• Assessing quality of output/training
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Define Training curriculum
Standardize Evaluation
Define Certification
India skill certification for all trades and in all areas
involve SSC
• Standardize Evaluation Process
– Make it 3 step
• Placement Tracking
Miscellaneous
• Trainees entitlement should be same – A to C
Category (like tablet …)
• Industry-PIA relationship:
– Employment Engagement Council
– Dynamic Engagement with Employers
– Long term MOUs
– Assessing Industry need
Conversion to AAP
• Budget for data-base creation – BPL youth available,
being trained, and tracked after placement.
– To prevent duplication
– Data base collection at Village level-MP
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Detail out required Staff structure
Administrative cost of 5% for smaller states low
Separate HR cost be allowed for skills
NIRD (TSA) representative to be placed on permanent
basis in each state
Functioning of the MORD
• Change in attitude from charity to business model (getting rid of
existing SGSY-SP)
• Modalities of release of State Govt. share
• Standardization in Protocols for implementation of Aajeevika Skills
• Alignment of State Govt. implementation process with Central
Govt. for common branding
• Closure/conversion of SGSY (SP)-Implementation of Aajeevika Skills
as per para. 4.9 of the Guidelines, 2013
• To set up minimum standard for various activities and stakeholders,
viz.- mobilization, training centre, course curriculum, certification,
assessment of candidates, placement, tracking etc.
• ISO like certification process
• Work for stability in the policy for at-least 3 years
MoRD related suggestions
• MoRD team can be strengthened in terms of
continuity the existing staffs for longer period and
recruiting new experts, knowledge building in the
different areas of the program
• MoRD should have their independent feedback
with focus on unemployed youth and potential
employers
• Internal and External concurrent evaluation
• Work for Standardization and convergence
among the projects offered by other Ministries
MoRD related suggestions
• Different categories of stakeholders to be
categorised
• StrengthenTSA substantially
• PIA alignment with brand of Aajeevika Skills
• Ensure sharing of Identified core values by all
core stakeholders
• Gradation of partners based on their value
alignment
• (Ensure integration with Finance team)
Other Over-arching Suggestion
• Prevent Cannibalization from other programs
of Skills/Livelihood –
– better youth centred tracking as the panacea?
• Deal with duplication of NSDC and other
certifications.