- Skill Gap Assessment
- Information/Education/Communication Programme
- Capacity Building of all stakeholders
- Capacity Building of all stakeholders
- Selection of Training partners / Receipt of Proposals, Appraisal & Approvals
- Mobilization, Counseling & Selection of candidates
- Skill Training, Certification and Placement
- Monitoring & Evaluation
- Post Placement / Alumni Support Services
Broad Sectors / Trades
- IT & ITES : IT Services, BPO, Engineering Services and Products. Service offerings in Banking, Financial Services, and Insurance (BFSI).
- Electronics & IT Hardware : IT Hardware, Telecommunication and Electronic Components (Production/Sales/Design & Development/Quality Assurance/After Sales Service (Service Support) functions)
- Health Care : Healthcare Delivery/Medical Equipment/Health Insurance Segments.
- Tourism, Travel, Hospitality & Trade : Travel & Tour Operations (Ticketing and Tours, Guides etc), Hotels and Restaurants. (Front Office, F&B Services, F&B Kitchen, House Keeping etc)
- Gems & Jewellery (Jewellery fabrication)
- Building, Construction and Real Estate Services
- Food Processing : Sales & Distribution, Dairy Processing, Meat/Meat Products/Fruit & Vegetable Processing
- Banking, Financial Services & Insurance Industry
- Media and Entertainment Industry : Films and Television, Animation, Gaming and Radio.
- Organised Retail Industry : (Apparel Retail Store, Merchandising, Fashion Accessories, Food and Grocery Retail, Store-Executives and Electronics Retail)
- Auto & Auto Components : Two & Four Wheeler Repair, Driving
Skills Gap Assessment (SGA)
SGAs are aimed at identifying GRAMA PANCHAYATH wise demand for skills and placement and at matching candidate numbers in different skill categories with potential for placement.
Job melas will be organized by the KUDUMBASHREE (either directly or with the help of PIAs) at the block and GRAMA PANCHAYATH level to the extent possible. This will bring potential employers and local youth face to face.
Information Education and Communication (IEC)
Appropriate awareness and publicity campaigns will be conducted using local and national electronic/printmedia, road shows, street plays, etc. Particular attention will be given to SC, ST and minority pockets in the rural areas of the state. This could be used for mobilising and selecting beneficiaries and also to bring about awareness about the program amongst both candidates and employers.
Migration Support Centres (MSC)
In many cases DDU-GKY training and placement involves training rural youth and placing them in jobs away from their native districts or even states. KUDUMBASHREE would therefore consider opening MSCs in concentrations where a large number of those trained in the state are working. The MSCs would also be opened within the State to support women from S.C/S.T communities who migrate for work.
KUDUMBASHREE will clear DDU-GKY alumni development strategy, which includes:
- Post placement facilitation in the post tracking phase i.e. after one year of training
- Strategies for improving retention and facilitating career progression
- Networking opportunities including with employers
Skill development and placement is a new and emerging area for most states. It is therefore important that substantial investments are made to build capacity at all levels. These include capacity building for KUDUMBASHREE staff, PIA staff and trainers.
Monitoring is a continuous measurement of progress (quantity and quality) while the training is on-going. This involves checking and measuring progress, analysing the situation and reacting to new events, opportunities, and issues. Monitoring of an DDU-GKY project needs to be done by the PIA, by the KUDUMBASHREE and by MoRD.
The quality of training is influenced by the quality of infrastructure at the training centres, trainers, content, training methods, finishing and work readiness inputs, assessment and certification. There are a number of steps that the PIA needs to take with respect to each of these.
DDU-GKY training centres will have the prescribed:
- Furniture, layout, colour scheme and signage important for establishing the DDU-GKY brand
- Lab, classroom and IT facilities
- Training aids
- Geo-taggd time-stamped adhaar authenticated biometric attendance facility for both trainers and trainees.
- Firefighting equipment
- First aid, hygiene, drinking water, canteen and washroom facilities
- Internet and email access of prescribed speed on all IT equipment using which all trainees can check their emails and browse the internet
- Access control facilities
- Access control facilities
- Projection and copying equipment
- High speed access to the workflow driven, internet enabled ERP of the PIA
- CCTV recording facilities in classroom, labs and common areas.
Those persons deployed as trainers will have the requisite exposure to the requirement of prospective employers. They should also possess the knowledge, skills and attitude needed to be a good trainer in his/her domain.
Course content would be in tune with the requirement of industry/trade. These will be certified by the employer if the training is for captive employment. In all other cases it should be certified by National Council for Vocational Training (NCVT) or Sector Skills Council (SSC) or any other agency notified for the purpose by MoRD.
Assessment & Certification
Continuous assessment will be an integral part of the course curriculum. This will be in the form of announced and unannounced quizzes, assignments and other types of tests. The questions asked, answers given and marks obtained by each trainee would available in the password protected area of the PIAs web site. Independent certification and assessment by third party agencies of curriculum and the skill, knowledge and attitude level of each trainee as acceptable to the industry or employer will be mandatory. These would include only those agencies that have been empanelled by NCVT/SSC/ notified by MoRD in the case of skills and NIOS in the case of school bridge courses for school drop outs. Own certification in cases of established brands can be used provided it has been approved by MoRD/Kudumbashree in advance.
DDU-GKY will have the following type of placements
Captive placement- PIAs having their own requirement train and absorb the trained persons in their own organisations.
Placement providing jobs having regular monthly wages at or above the minimum wages: The proof of regular wage employment is demonstrated by the salary slip from the Human Resources department of the organization.
Placement in jobs in foreign countries Placement in jobs which can provide a minimum salary of Rs. 25,000
Post Placement Support (PPS)
PPS will be paid to the trainee in full at the end of each month to the bank account of the working youth on receipt of salary slip. Under no circumstances, PPS would be distributed in cash or kind. PPS money will be released to the PIA as a part of the regular instalment.
It has been observed that those who remain in work for one year are successful in making the transition and very rarely slip back into unemployment. Additional resources are being made available to the PIA for this at the rate of Rs. 3000/- per person retained in employment for 365 days.
Support for Career Progression
A major challenge of DDU-GKY is to assist those placed to progress in their careers. This has been addressed in the form of an additional payment to PIAs at the rate of Rs. 5000/- for every person trained by the PIA who crosses a salary of Rs.15,000/- per month and holds it for a minimum of 90 calendar days within one year of completion of training.
Support for Industry internships
In case of Industry internship program of 12 months duration, a PIA shall be eligible for a grant-in-aid through the CTSA to support the cost of Boarding and Lodging at the rate of Rs. 5000 per candidate and a one-time travel cost for a candidate from the residence to the internship training centre on actual basis with a maximum limit of Rs. 4500.00. The PIA shall pay a stipend of Rs. 3000 per month to each candidate during the period of internship through bank.
Focus on SC/ST, minorities and women
At the State level, 90% of the funds would be earmarked for SCs, STs and minority groups. State will also ensure that at least 3% of beneficiaries are from among persons with disabilities. One third of the persons covered should be women.
Though there are no separate targets for special groups such as PWD, victims of trafficking, manual scavengers, trans-gender, rehabilitated bonded labour and other vulnerable groups, State have will develop strategies that address issues of access of special groups who usually get left out. The nature of affirmative action that is required to overcome their challenges and barriers to participation needs to be incorporated into the skill action plan proposed by the State.