venue: auditorium, thakur college of engineering...

Board of Practical Training, (Eastern Region), Kolkata

Presents

Newly Developed Skill Assessment & Certification Model for Apprentices

benchmarked with best practices

Presented by:

S.M. Ejaz AhmedDirector , BOPT-ER , Kolkata.

Venue: Auditorium, Thakur College of Engineering & Technology . Date: 20.10.2016

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PRESENTATION INDEX

• EXISTING CERTIFICATION & ASSESSMENT MODEL

• NEED FOR NEW MODEL

• NEW CERTIFICATION & ASSESSMENT MODEL

• EXPECTED OUTCOME

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• Period of Apprenticeship Training is one year• Existing Model is based on quarterly

assessment• Training Establishment quarterly assess the

progress of skill development in Apprenticesand based on their recommendation RegionalBoards issue Certificate of Proficiency (COP) onbehalf of GOI

Existing Model

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• COP primarily recognizes the participationof the apprentices in training

• COP reflects general index of apprenticesperformance like excellent, very good,good etc.

Existing Model

4

5

Existing Model

Training Starts

Assessment at the end of 1st Quarter

Assessment at the end of

2nd

Quarter and 3rd

Quarter

Assessment at the end of 4th

Quarter

Issuance of COP by BOPT/BOAT

AP

PR

EN

TIC

E

BO

PT

/BO

AT

Assessment

Based on the procedure

developed by the

establishment

Non Uniform

More Subjective

• Standardization of ApprenticeshipTraining Program has been one of themain challenges in the Existing modeldue to variance in the• Establishment sectors• Nature of Business• Product and Services• Discipline of Engineering & Technology,

etc. 8

NEED FOR A NEW MODEL


• COP does not mention the skill inputswhich the apprentices acquire during thetraining

• General/subjective assessment is neitherhelpful for establishments nor theapprentices as it does not reflect the skillsets and their extent of development soas to select and offer employment to thetrained apprentices

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• COP does not help in identifying thestrength of apprentices to encourageentrepreneurship development

• To improve the quality in trainingand also to make the assessment andcertification more valued, a Newmodel of Assessment andCertification is inevitable


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New Model

• Regional Boards took initiative inconsultation with the Stake Holders

• Series of Consultative Programs/Meetingswere held with the stakeholders duringlast one year

• A Committee consisting of representativesfrom establishments, Institutions, CII(ER)and Regional Boards prepared a newmodel

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New Model

• Regional Boards initiated consultationwith the stakeholders in their respectiveregions

• Important Skill sets identified fordevelopment and assessment in the newmodel for certification, a Common viewshared by most of the stakeholders

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New Model

Skills for Assessment

General Attributes

Communication Skill

Leadership Skill

Analytical Skill

Multi-tasking Skill

Time Management Skill

Positive Attitude

Technical Skills

Industry Specific Technical Skill-1



New Model

• Skill Development & Assessment be considered as a combo of General Attributes and Technical Skills

• Six most important skills under General Attributes with benchmarked program common across all establishments be considered for development and assessment

• 10 Skill subsets defined for each skills under general attributes benchmarked with best practices for development and assessment.

Salient Features

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New Model

• Program for development of Technical skillbe formulated and implemented byindividual establishments

• Maximum three areas of specialization becovered for developing Technical skill

• “Skill Assessment sheet” to reflect thequarterly progress in terms of pointsearned in each skill sets (General Attributes& Technical Skill) on a scale of 1 to 10

Salient Features

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New Model

• Apprenticeship Training consideredSuccessful if an apprentice secure 03 ormore points in the scale in three or moreskill sets in each quarterly assessment

• New COP to mention apprentices whoSuccessfully complete his / herApprenticeship Training

• Skill Assessment Sheet be issued alongwith COP to trained apprentices

Salient Features

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1. Communication Skill

• To introduce to the apprentices the concept ofEnglish and Vernacular language, communicationstrategies, verbal communication etc.

• To enable apprentices to meet high professionalexpertise with the help of much developedcommunication skill

• To enable for job apply, making resume andcover letters and preparing them for jobinterviews

Objective

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I. Communication Skill

10 Skill Sub-sets with codes (CS1 to CS10) aredefined for development & assessment ofcommunication skill.

1.Delivering public speaking and presentation2.Writing effective business e-communication3.Generating/ Writing daily log books for the

work assigned4.Communicate information and ideas in writing

so that colleagues and peers understand18

I. Communication Skill

5. Create documents required on the job6. Ability to speak at least one local language7. Reading and understanding reviews from

colleagues and peers in terms of therequirements

8. Read and understand policies/ procedures andrequirements pertaining to the job for bestimplementation/ practice

9. Interact with other colleagues and peers tounderstand their requirements

10. Interact with organization's internal stakeholders19

II. Leadership Skill

• To introduce apprentices a learning platformto use and develop their leadership skillthrough discharging responsibilities

• To enable apprentices to implement anddevelop individual’s leadership traits

• To enable apprentices to develop theirleadership skill required to fulfill middle andhigher level management in the organization

Objective

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10 Skill Sub-sets with codes (LS1 to LS10) aredefined for development & assessment ofLeadership skill

1.Developing strong bond between the teammembers to achieve the goals

2.Curiosity and aptitude to learn andwillingness to take risk

3.Maturity with the knowledge of business.4.Passion for work


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5. Quality performance and strength toachieve

6. Ability to process large amount ofinformation and formulate strategies

7. Confident to make difficult decisions8. Honesty and Integrity9. Strong desire to influence and lead others.10.Ability to work in a team and provide

leadership as and when required


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III. Analytical Skill

• To help the apprentices to evaluate theproblems and take a decision

• To develop creativity and coming upwith ideas for resolving the problems

• To develop a logical and methodicalapproach by identifying problems,finding the probable solutions,examining the options etc.

Objective

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10 Skill Sub-sets with codes (AS1 to AS10) aredefined for development & assessment ofAnalytical skill

1.Sharing the suggestions/ outcomes2.Evolving the best possible option3.Monitoring the outcome of the action

take, reviewing the problems and solving4.Provide information to other stakeholders,

delegating task and reviewing progress


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5. Resolving the problems and completingthe assignments

6. Deciding between options for the action7. Analysing options in greater depth8. Helps other in managing the problems9. Helping in evolving the problems10. Ability to identify the problems


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IV. Time Management Skill

• To introduce a platform to theapprentices so as to developtime management skill• To develop time management

skill through time saving actionplan

Objective

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10 Skill Sub-sets with codes (TMS1 toTMS10) are defined for development &assessment of Time Management skill.

1.Reducing meeting time2.Take breaks and get started3.Ability to attend multiple jobs4.Consolidation of similar tasks


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5. Started implementing the list of urgenttasks

6. Ability to understand time waste analysis7. Answering to the questions8. Preparation of daily list of “Works to do”9. Setting priorities10.Preparation of list of goals


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V. Positive Attitude

• To develop a sense of positive attitude• To observe case study of the people with

positive attitude and to practice same attheir work place

• The apprentices shall be made aware ofthe importance of the positive attitude

Objective

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10 Skill Sub-sets with codes (PA1 to PA10) aredefined for development & assessment ofPositive Attitude

1.Maintaining a particular active attitude2.Take responsibility for the quality of his work,

focus on the process as well as resolutions3.Stay committed even in difficult time to

organizational goals4.Work well as a part of team


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5. Open to new ideas6. Solving problems instead of complaining7. Consider other peoples feelings and point of

views8. To treat others appropriately9. Strive to give the best services possible10. Speaking in a friendly and courteous manner


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VI. Multi-tasking Skill

1.To develop multi-tasking abilityto increase the productivity

2.To assess the multi-taskingability periodically

Objective

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10 Skill Sub-sets with codes (MTS1 toMTS10) are defined for development &assessment of Multi-tasking Skill

1.Work through obstacles2.Copying goal in mind throughout the

day3.Copying quality in mind4.Deftly Juggles several tasks at work


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5. Developing urge for multitasking with multipleskills

6. Always says ‘Yes’ to additional responsibilities.7. Prioritized tasks and gives equal focus on all

projects8. Prioritized projects for maximum productivity.9. Lock time slot to complete a wide range of

task10.Highly regarded and respected for his/ her

ability to multi-tasking


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Technical Skill

• Establishments are to formulate andimplement a training modulestructured in line with that of GeneralAttributes

• Establishments are to formulate andimplement module for each identifiedarea of specialization

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New Model

Training Starts

Assessment at the start of 1st Quarter

Assessment at the end of

2nd

Quarter and 3rd

Quarter

Assessment at the end of 4th

Quarter

Issuance of COP by BOPT/BOAT

AP

PR

EN

TIC

E

BO

PT

/BO

AT

Assessment

Standardized

Based on defined Skill and

Skill subsets under

General Attributes.

Program for Technical

Skills formulated by the

Establishment.

Instruction for Improvement

Feedback

Instruction for Improvement

Feedback

Intimation

Industry ready for

Employment

Assessment Methodology

• Assessment to be conducted on quarterlybasis

• Assessors to be nominated by theestablishments

• A committee of assessors not less than twomembers one of which not below the rank ofManager to conduct assessment

• Establishments to inform apprentices aboutthe assessment schedule in advance andshare the assessment result

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Assessment Methodology

• Establishment to take necessary steps todevelop the skills further for such apprenticessecuring less points in quarterly assessment

• For development of each skill sub-set onepoint to be awarded on a scale of 1 to 10 atthe time of assessment

• Skill Assessment Sheet duly validated by theestablishment for each apprentice to besubmitted to the Regional Boards/ uploadedon Web-Portal on quarterly basis

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Expected outcome

• standardized Assessment andCertification

• More focused approach by theapprentices during training to acquireskills benchmarked with best practices

• Help apprentices in identifying areas ofskill deficit and to improve upon

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Expected outcome

• Help the employers to identify theapprentices with requisite skill and offerthem employment on the basis of “SkillAssessment Sheet”

• Availability of better skilled andbenchmarked apprentices for domestic& International job market

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Expected outcome

• Identify and encourage entrepreneurshiptraits in Apprentices as per “Start-upIndia” Mission of Hon’ble Prime Minister

• Help NATS in building its Brand

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Video clips

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6+8 merge clip.mpg

6+8 merge clip.mpg

[email protected]

Further Details available at

www.bopter.gov.in

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