Rural Skills Division, Ministry of Rural Development, Government of India

Transcription

1 Rural Skills Division, Ministry of Rural Development, Government of India 1

2 Best Practice themes Target Allocation Mobilization Social Inclusion Alumni Meet Training of Trainers Building esteem for Skilling Placement Convergence MIS 2

3 Assam Best Practices Target Allocation Mobilization Social Inclusion Alumni Meet Training of Trainers Building esteem for Skilling Placement Convergence MIS 3

4 Star Alumni Campaign - Mobilization Resistance to migrate for work, especially outside home state Resistance also w.r.t sending females out of the state for work Conceptualized activity aimed at creating aspiration for program and curiosity to attend mobilization through the Star Alumni In consultation with BMMU, Shortlisted 2 female alumni and 2 districts (alumnus s hometown). Conducted pilot on 1 unexposed and 2 exposed blocks to judge efficacy Created collaterals- posters, leaflets, banners, candidate videos, mike script (autorickshaw) Collateral dissemination logistics- poster and banner placement (5 days pre camp), leaflet (distributed 2 days before, rickshaw loudspeaker (3 days prior), videos (on camp day) 330% hike in mobilization camp turnout (260 Day 2, 450 Day 3 {both exposed} Vs. 100 Day 1 {unexposed} ) 300% rise above average trainee enrolment (90-95 on both exposed days Vs 28 on unexposed camp) Expected batch formation to happen through 1 Mobilization vis a vis 3-4 camps usually (40-42 expected from both exposed blocks each Vs on average) Created enough noise to pull 7 and 5 PIAs on Day 2 and 3 (exposed blocks) Vs. 3 PIAs on Day 1 (Unexposed block) 4

5 Job Mela - Placement Huge difference between the trained and placed candidates. Retention percentage is very low To provide a platform to the candidates specially the drop out candidates where they can select and sit for interview at a company of their choice The activity aimed at bringing all the stakeholders of the program i.e. the candidates, PIAs and the employers under one roof and provide employment opportunities to the DDU-GKY trained candidates In collaboration with the PIAs, 41 employers participated and the total number of 1600 footfall was generated An extensive media campaign was done engaging ATL and BTL activities such as TV, Radio, Newspaper Ads, Unipole Ads, Autorikshaw miking at GP level The District level as well as block level mechanisms were activated in tracking the drop out candidates and bringing them to the job fair With the participation of 41 employers with different job roles and 1600 candidates, the number of candidates selected during the Job Mela was 999. A significant growth of 15.92% in retaining the candidates in their respective jobs. Out of 999 candidates 417 candidates were placed till date. Created a brand image and gave visibility to the program. Generated awareness and helped in establishing credibility for the program among the community. Sensitized the Govt. and the PIAs regarding the program and encourage them to organize Job Mela at district and block level. After witnessing the success of the Job Mela organized by ASRLM, Govt. of Assam also took the initiative to organize another state level mega job mela. 5

6 Market Demand Study of Jobs Placements Huge drop out from jobs as most of the placement happens outside the state No data available with ASRLM as well as with PIAs reading job openings / job demand in the state Comprehensive market survey from skill sets with market demand to the types of jobs and employment opportunities available within Assam Customisation of the training program as per local needs and help PIAs employ people locally Getting information on the quality of skill training required and skill courses demanded in the market Database of employers have been created : a list of 1179 employers within the state has been prepared and shared with all the PIAs. Trades & Sectors with domestic demand have been identified. Total requirements of hired workers in Assam is estimated to be persons per year for a three year horizon. Approval of new projects have been done according to the demand in the local market, eg. Mason, electrician, OT Technician, Dialysis technician etc. 6

7 Youth Database - MIS To understand and analyze the aspirations of the rural youth regarding the sector in which they want to pursue their career To create a database which will facilitate in mobilization and also highlight the expectations of the youth regarding the trade they wish to take training under, salary etc. Created a format for the collection of Youth Database at the village level through the BMMUs, CRPs and other PRI members Capacity building of the Block Coordinators regarding the filling of the Youth Database format who further trained the CRPs in their respective blocks Handholding of the CRPs by the Block Coordinators during initial visit to the households and filling up the Youth Database form Incentive structure for the CRPs which is decided to be Rs. 15 per household New PIAs were sanctioned projects as per the trades that the youths were willing to pursue The mobilization process became easier for the PIAs as they could track how many candidates from a particular village is interested in undergoing training under the trade the PIA is offering 7

8 Kerala Best Practices Target Allocation Mobilization Social Inclusion Alumni Meet Training of Trainers Building esteem for Skilling Placement Convergence MIS 8

9 Mainstreaming of Transgenders - Social Inclusion (1/2) Transgenders are a deprived community in terms of social interaction. This is initiated from the family which later progresses and affects them in all major main streams of the society This has an impact in all their development parameters, thereby majority being denied basic needs that contribute to the development of an individual Keeping the above insight one of the PIAs, Rajagiri took it up as a challenge and a social responsibility to motivate and lead the Transgenders to the mainstream of the society The mobilization campaign was taken up by the Kudumbashree authorities and Kerala Police on a state wide basis The identified candidates had to undergo police vetting on a mandatory basis Industrial and personal counselling were taken up extensively on an individual basis for all the trainees Trainers comprised of faculty of Rajagiri Centre for Skill Development and Rajagiri College of Social Sciences who have had the experience in rendering classes for community based organisations (CBO) of TG Building esteem for Skilling-The following components were included to the aspect of building esteem for skilling and professionalism Basic English, Computer, Soft skills, House keeping, Hospitality, Front office management, Counselling, Grooming, Fire& Safety, Security Practices, First Aid, Financial Literacy & Healthy life style KMRL has inducted 40 transgenders trained in Rajagiri. Their recruitment process comprised of the HR team of KMRL taking up personal interview The parameters assessed comprised of age and educational qualifications Police vetting report was also an important factor 9

10 Mainstreaming of Transgenders - Social Inclusion (2/2) All 40 candidates were placed in Kochi Metro 23 candidates still continuing in the job Better access, acceptance and recognition from public Reduction in social stigma towards TGs Steady and stable income for TGs 10

11 Target Allocation (1/2) To develop a beneficiary index built using SECC 2011 to help the State allocate DDU-GKY targets to Districts proportionate to their socioeconomic needs in a data-driven manner SECC index helped Kerala to efficiently allocate training targets for the upcoming Projects to various districts such that the targets are representative of the district s total potential beneficiary population To get a representation of a District s need, we generate a beneficiary index such that, N3 = Total Number of auto-included households in the District + Total Number of households which have at least 3 or more Deprivations Auto-Inclusion Criteria* 1. Households without shelter 2. Destitute/living on alms 3. Manual scavengers 4. Primitive Tribal Groups 5. Legally released bonded labourers *Auto-inclusion is also one of the eligibility criterias in DDUGKY. Kerala has more than 14,000 auto-inclusion households as per SECC Deprivation Levels as defined by SECC 1. Households with only one room, Kucha walls and Kucha roof; 2. No adult members between ages of 16 and Female headed households with no adult male member between 16 and 59; 4. Households with disabled member and no able bodied member 5. SC/ST Households 6. Households with no literate adult above 25 years 7. Landless households deriving a major part of their income from manual casual labour. SECC Database - Kerala Total Rural Households 63,19,215 Auto Included Households 14,289 Households with at least 1 Deprivation 14,69,167 Total BPL Households 14,83,456 Households not included or excluded, and with 0 deprivations 4,33,013 11

12 Target Allocation Calculation (2/2) E.g. if a family which has at least three of above listed deprivations, we have included them in our calculation Being a Rural Development program, we wish to focus more on primarily rural districts. In that pursuit, we define Ruralness (R) as the Percentage of population considered Rural in the District R = 1 - (Total Urban Population of a district/ Total population of the district) Using N and R for each district, we arrive at N3R = N3 * R, which is a readjusted number of needy population Using N3R for each district, we calculate the SECC index which is the estimated share of each District to the total estimated beneficiary population This index is a percentage value corresponding to each district in the state which shows the share of estimated beneficiary population as a percentage share of total estimated beneficiary population in the state For each District, we multiply the SECC Index to the overall pool of targets (old + new) to get the overall requirement of the District We then subtract what has already been sanctioned to the existing projects to understand the surplus or deficit in each District The above approach addresses the urban bias in PIA driven approach to setting district targets The following table shows how more rural districts in Kerala such as Wayanad, Malappuram and Palakkad have been assigned lower targets despite the districts being primarily rural and needy of DDU-GKY intervention whereas more urban districts such as Ernakulam have been over-assigned targets by as much as 273% Using the SECC index will allow Kerala state to balance out the DDUGKY targets across the various districts These new targets will be in tune with the deprivation and needs of districts balanced by their urban/ruralness based on SECC 2011 data Data evidence District Index N3 Target(N P) Achievable +sanctione d % needs met so far Targets Assigned IN Phase II Wayanad 13% % 3385 Palakkad 22% % 7122 Thiruvananthapuram 10% % 696 Malappuram 9% % 2198 Ernakulam 3% % 0 12

13 Community based tracking system To disseminate the project information, identify the right beneficiaries, counsel and motivate the candidates and track the candidates Reaching out to the community is a humongous task involved in training and capacity building, public relations, social networking and last mile delivery Kudumbashree has completed training of 21,617 students and placement of 12,000 candidates. Community has started taking more ownership of the program through this intervention and reach out to the right beneficiary Kudumbashree through its CDS-ADS-NHG structure has organized numerous camps at the panchayat, block and district level Kudumbashree has launched a new scheme for incentivizing community tracking and mobilization by organizing a pool of Community based Volunteers CDS are advised to select one community Volunteer and delegate the responsibility of mobilising, tracking and maintaining Naipunya register (skill register) Based on the performance of the community volunteers, Kudumbashree district mission will release the incentive to concerned CDS and CDS will release the amount to Community Volunteer 13

14 Micro Placement Drive Helping DDU-GKY candidates from remote areas find a job in their own locality Micro placement drive helps employers in selecting suitable candidates from a small group of Job seekers The concept of micro placement drive is arranging one or two employer at a small place for small number of job seekers Only small numbers of jobseekers participate in Micro placement drive as it helps employers in selecting the right candidate Micro placement drives can be organized in a few days We can arrange placement drive in a remote area too It helps employers in selecting the right candidate Cost effective DDU-GKY candidates get a better chance of bagging the job because we can provide special attention to them Helps in brining down the Attrition rate as the job is closer to their home 14

15 Placement of DDU-GKY women candidates in Kochi Metro Shortage of skilled women workers Policy of empowering women through skill development and placements Resistance of women to join the program from extreme remote areas Mock tests were administered and specially focused OJTs were imparted to DDU-GKY candidates in order to ready them for selection for Kochi metro Priority was given to DDU-GKY candidates for placement All PIAs in the state were informed about the job category & number of vacancies in Kochi Metro All PIAs having courses in reported vacancies i.e. house keeping, Tally and Data entry set were intimated prior PIAs are keen to complete the courses like House keeping, Tally and data entry in a time bound manner so that the students are ready for the next recruitment phase Currently 8 DDU-GKY candidates are working in Kochi Metro 2 candidates in TOM operator, 2 are working in Customer facilitation, 2 are working in Data Entry services, another 2 candidates are working in Security Services Kochi metro needs more skilled workers in future, so registration in each PIA is on the rise Women registration for the program increased by more than 90% at present DDU-GKY drop-out rates along with other focused efforts came down by 70%(especially women) Registration for house keeping and data entry has increased by 150% 15

16 Kudumbashree Micro Enterprise Convergence with DDU-GKY Convergence of Micro Enterprise of Kudumbashree with DDU- GKY Income generation for women enterprises Encouraging women enterprises Kudumbashree is well known for its Micro enterprise activities with more than Micro enterprises Kudumbashree tied up with PIAs AVON Facility Management Service in Idukki district, and Brightlight Society in Pathanamthitta for setting up of the canteen units for the students ensuring quality and hygiene Canteen is being run by an ME units of of Kudumbashree extending livelihood to them The hostel for students studying in Brightlight Society, Pathanamthitta is also run by Kudumbashree giving a strong sense of security to hostel inmates Uniform s of DDUGKY students are stitched by 7 ME units ensuring quality and standardization. The amount for uniforms are directly distributed by Kudumbashree Mission to ME units Monthly income around 70,000 for each ME unit Quality and standardization in food, uniforms and enhanced feeling of security for hostel inmates A model convergence program in DDU-GKY 16

17 Odisha Best Practices Target Allocation Mobilization Social Inclusion Alumni Meet Training of Trainers Building esteem for Skilling Placement Convergence MIS 17

18 Training of Trainers (ToT) The availability of quality trainers is a big challenge for the skill training institutions working in Odisha The availability of quality trainers becomes more difficult in District HQ and Small Towns Most of the Vocational Trainers have no formal training/ skills in imparting training to school drop outs Conduct training of 1000 trainers to impart them platform skills / pedagogical skills for ITAC (International Trainers Assessors Courses), recognized by Australian government. The certified master trainers cadre can effectively train other trainers of DDU-GKY/Roshni The total duration training and assessments are 10 days over two phases : Phase 1 for 6 days conducted and Phase 2 of 4 days, conducted by the Australian certified agencies Experts in training and development to mentor certified trainers on the field in their respective PIAs to make sure that the impact of the training is long term, there is transformation in the pedagogy and the DDU-GKY trainees gain the benefit of the intervention 235 trainers have already been qualified and certified Master Trainer for the ITAC certification by Australian government recognised training institutions Created a pool of quality trainers. Build capacity of certified trainers to train other trainers through creating user friendly contextualized content Create a gradation of certified trainers for Quality Training and enhancing their remuneration 18

19 Alumni meet and Skilled-in-Odisha Conclave Urgent need to motivate Alumni as dropouts is a big concern Create Role Models amongst sincere Alumni Carrier of sincere and ambitious Alumni becoming stagnent Establishing Odisha as a preferred destination by showcasing best practices Conduct a one day meet/jamboree of DDU-GKY Alumni employed in Bangalore Show case Learning Stories by encouraging achiever-alumni describe their journey Utilising success stories also to influence Employers to prefer Odia employees Utilise experiences shared by PIAs to influence prospective PIAs and employers Odisha discovered a new strategy of show casing Skill Icons for mobilization of candidates for DDU-GKY program Skill icons encouraged for higher carrier progression As a ripple effect all DDU-GKY trainee s aspiration level got a boost Officials of GoI vouching for Odisha assured all target audience, be it Employers, PIAs or Aumni Moral boosting amongst skill players of Odisha 19

20 Skill Caravan for Awareness & Mobilization To create Mass Awareness throughout the state on Skill development covering all Geographical Locations Skill Caravan - Jointly Operated by Odisha Skill Dev Authority (OSDA) and ORMAS Involved Colleges, Schools, ITIs, Panchayati Raj Institutions, NGOs / Civil Society Organizations, Community Platforms, District and Block Administration All other line Departments were in loop Covered 30 districts, 314 Blocks, 15,0000 Km, 153 Training Institutes 500 Skill Icons attended the campaign Created Mass Awareness through out the state at a go covering all geographical and social strata of Odisha Motivated more than 5 lakhs Prospective Trainees Awareness created among Teachers of High Schools, Principals of Colleges and NGO/ CBO and PRI leaders 20

21 THANK YOU 21