The Aajeevika Skills Workshop

1. The Aajeevika Skills Workshop Summary of Deliberations: Issues and Suggestions

2. Overview of the Presentation • 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

3. A: The Key ChallengeHow to bridge the gap between Youth and Industry Transition through 9 mthtrng, English, Workplace in classroom, Qlty counseling Use of SHGs, village support groups Policy change wrt Industry Guidelines & processes that support quality work

4. 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

5. 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

6. Part C: Suggestions for Working Approach • Vis-à-vis Youth • 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 • Vis-à-vis PIAs • Master PIA as mentors • Building skills of local and small PIAs • MORD to obtain independent feedback • Supporting PIAs to work efficiently • MORD/SG alignment on values that respect • Youth • Employees • PIAs

7. Part D: Key Suggestionsthat deal with the Guidelines

8. 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 : • Sensitization Workshops for village level functionaries. • PRIs, • CBOs • Other functionaries (teachers, ANM) • Follow up Support: • Centralized call center apart from the one with the PIAs

9. 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

10. 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%) • 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

11. 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)

12. Supporting the PIA • Administrative Support • 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

13. 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 • 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

14. 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

15. 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 • 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

16. 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

17. 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

18. 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)

19. 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.