National Consultation Workshop on Industry – Career Centre – ITI collaboration

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National Consultation Workshop on Industry – Career Centre – ITI collaboration

Directorate General of Employment and TrainingMinistry of Labour and Employment Government of India

New Delhi29 August 2014

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Structure of presentation

Approach

Strategies/interventions

o Re-establishing brand equity of ITIs

o Setting up Model ITIs

o Skill upgradation of unorganised sector workers

o Restructuring employment services and setting up career centres

o National Career Service portal

o Framing National Employment Policy

o Policy framework for National Career Services

o Other initiatives

Way forward

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Approach

To enhance employment and employability of youth and catalysing entrepreneurship

Career counselling and vocational training means to achieve the above objective

Meaningful and outcome driven linkages of local industries with Career Centres and

training institutions being established

Implementation of all initiatives to be driven by the States to get desired outcomes

Role of Central Government to support States by providing appropriate frameworks,

best practices, IT architecture, etc.

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Re-establishing brand equity of ITIs

Curriculum as revised by Mentor Councils (with representatives from industry,

academia, Champion ITIs, CSTARI and NIMI) in 11 core sectors being implemented

w.e.f. August 2014 session

Incubation Centres (4) and Chairs (5) being set up in premier institutions including IIT-

Chennai, IIT Delhi, IIT-Kanpur, IIT-Roorkee and ISM-Dhanbad

Infrastructure for training of trainers in distance mode being created

Pilot in delivery of ICT courses through Spoken Tutorial project of IIT-Bombay under

progress

Training in semester pattern introduced in ITIs in February 2014

First phase of ITI e-governance portal to be launched in November 2014

E-certification for CTS courses being launched from November 2014

Leadership and Management training of all Government ITI Principals being

conducted in premier management institutions including IIM-Lucknow, MDI-Gurgaon,

IIFT-Delhi, etc.

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ITI-industry partnership framework

Flexible MoUs for running industry-driven courses in ITIs

o Customised industry-led courses with high employment potential (min. 80%)

brought under NCVT certification

o Detailed policy guidelines issued in July 2014

o MoUs signed Tata Sons, Flipkart, Cadila Pharmaceuticals, Gujarat Industries Power

Company Limited, LabourNet and Raymond in August 2014

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Concept of Model ITIs

With the national goal of Skilled India, a fresh thinking required to take the ITIs to the

next level by making them more demand-responsive

Proposal to upgrade one Government ITI in each State / UT as a model institution

with industry engagement, optimum capacity utilization, unorganized sector training

etc.

Model ITIs are expected to become demand centres for the local industries, and

evolve as institutions showcasing best practices, efficient and high quality training

delivery, and sustainable and effective industry leadership

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List of Activities under Model ITIs Scheme

Reassessment of all existing trades and units for their relevance with local market demand

Converting / opening relevant units based on the reassessment exercise Upgradation of all retained units Upgradation of overall facilities in the institute, including building, workshops, etc. Filling up all vacant instructor positions by hiring contractual faculty Setting up a full-fledged training and placements cell and appointing a full-time

training and placement officer Overhauling the institute management committee and attracting at least one industry

house to conduct training programmes in the most popular trade Creating suitable infrastructure for upgradation of skills of the existing workforce of

the local industrial units Carrying out advocacy activities for institute promotion amongst candidates and

potential employers by creating websites and holding job fairs

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Model ITIs – Structure of scheme

Proposed scheme structure:• Rs. 10 crore budget for each Model ITI• Centrally Sponsored Scheme with 70% Central Share and 30% State Share (NE-

90:10)• One Government ITI to be identified by each State / UT Directorate and an Action

Plan to be developed • Upgradation work to be taken up on an immediate basis after approval of the

Action Plan

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Model ITIs – Proposal from States

A communication was sent out by the Secretary (LEM) to Chief Secretaries of all States / UTs on 25th July 2014 requesting to identify one Government ITI for consideration under this initiative, and send an Action Plan by 16th August 2014

Status of responses received so far is presented below:S. No. State / UT ITI Identified Industry Clusters Served Action Plan Status

1. Bihar ITI Digha, Patna and ITI (W) Digha, Patna

Not mentioned Not received

2. Goa Borda, Margao Not mentioned Not received

3. Meghalaya Tura Cottage and Medium Proposal received

4. Mizoram Veng, Aizawl Not mentioned Outline received

5. Punjab Patiala Not mentioned Proposal received

6. Rajasthan Udaipur Not mentioned Not received

7. Uttar Pradesh Saket, Meerut 20 clusters identified Proposal received

8. West Bengal Durgapur, Burdwan

Steel, Power, Cement, Metal, Chemical, Brewery, etc.

Outline received

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Skill upgradation of unorganised sector workers

Proposed scheme for running an additional shift in urban ITIs (Govt. & Pvt.) across

country to provide training to unorganised sector workers

Special focus to be given to courses on modern construction technology

Additional shift will be run in the ITI in the evening for training of the workers

Training will be provided in trades/sector relevant to the area in which large number

of unorganised sector workforce exists

States to identify at least one ITI in each Urban/Semi urban centre to set up training

infrastructure

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Skill upgradation of unorganised sector workers

Training cost will be borne under SDI scheme

To ensure adequate focus is given to the scheme, 40% funds are proposed to be

earmarked from SDI scheme for this activity

Proposal to utilise BOCW Cess funds for creation of infrastructure in ITIs in

construction sector only

Stipend at the daily rates prescribed for boarding & lodging allowances in SDI scheme

will be paid at the end of every month to the BOCW registered worker or his eligible

family member who undergo training in such ITIs on the basis of certificate from Head

of ITI

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Restructuring employment services and offering career services

To reposition all Employment Exchanges as a hub for all career related services -

National Career Service (NCS)

Focus on providing career counselling and vocational guidance

Portal for effectively delivering services of NCS being developed

National number based call centre and helpdesk will also be integrated into NCS

Capacity building programs for employment exchange officers to be conducted

NCS will be one-stop-shop for all other career related services as placement services,

internships, apprenticeships, etc.

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Objectives of Career Centres

Assess skills requirements at local, regional, national and international levels

Provide counselling both to youth visiting the centres and by outreach to educational

institutions about various training, on-the-job training and job opportunities, etc.

Youth from rural, semi urban areas as well as from disadvantaged sections of the

society to get information on training/employment options

Connect job-seekers and employers through portal, job fairs and other mean such as

campus placement

General gap training for college pass outs through specially empanelled training

providers

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Career Centres – salient features

50 Model Career Centres to be established this year itself; six VRCs will also be

transformed into Model Career Centres for PwDs. Central support of about Rs 50 lakh

each

Bihar, Gujarat, Karnataka, Madhya Pradesh, Maharashtra, Rajasthan, Tamil Nadu,

Uttar Pradesh and West Bengal to have 2 Model Career Centres each; all other

States/UT to have one Model Career Centre

States given flexibility to choose model for operating career centres (State funding,

PPP-Industry Association Sponsorship/Company Sponsorship/Pvt. Owned/Partial

Ownership, CSR funds, etc.)

Outcome-based monitoring - No. of candidates/ schools provided counselling; no. of

candidates placed through various channels; job fairs conducted, etc.

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Career Centres – action expected from States

States requested to send proposal for transformation of employment exchange to

career centre by 25th August 2014

Proposal received only from State of Odisha for VRC

States to expedite action plan as 10 Model Career Centres to be made operational by

December 2014 and remaining 40 to be made operational by March 2015

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National Career Service portal

State-of-the-art technology driven National Career Service Portal will provide

information about available job opportunities and resources for Career Centres to

function effectively

Some of the services that will be made available through NCS portal are:• An updated knowledge repository on Career Related content for effective

counselling• Job & Skill Mapping for contemporary/popular careers• Job & Vacancy Postings• Training Calendar & Scheduler• Candidate Registration & Tracking• Skill Assessment and Aptitude Testing interfaces

PWC has been engaged as the Project Management Consultant for NCS portal and

RFP for appointment of implementation agency has been floated on 13th August 2014

The portal is expected to go live in December 2014

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NCS Portal – expectations from States

Current situation analysis of existing Employment Exchanges to assess gaps and

develop plan at State-level for transformation into career centres (Action plan to be

submitted by 31st October 2014)

Nominate in time employment exchange officials for capacity building programs being

organised by DGE&T and appoint nodal officer for managing all activities of NCS

Identify the best practices that have generated interest from Industry/Skill

Institutes/Jobseekers etc. to be shared with all other States

Collate career, job and skill related data for hosting on National Portal

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Formulating National Employment Policy:Consultation Process

Inter-Ministerial Committee comprising of representatives of Central Ministries and

State Governments constituted

Comments sought from major social partners – Central Ministries, State

Governments, Employers Associations, Trade Unions and Professional Bodies

Comments sought on key dimensions like: employment generation, enhancing

productivity of workforce, reforms in labour laws, increase in participation of youth

and women, and enhancing entrepreneurship

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Comments received till date from:

Central Ministries Ministry of Agriculture Ministry of Commerce & Industry Ministry of Heavy Industries & Public

Enterprises Ministry of Home Affairs Ministry of Housing & Urban Poverty

Alleviation Ministry of Human Resource Development Ministry of Mines Ministry of Power Ministry of Road Transport & Highways Ministry of Textiles

State Governments Government of Himachal Pradesh Government of Karnataka Government of Mizoram Government of Odisha Government of Tripura Government of Uttar Pradesh

Trade Unions Hind Mazdoor Sabha Indian National Trade Union

Congress

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Comments received till date from:

Employers Associations

All India Manufacturers’ Organisation Employers Federation of India Federation of Indian Women

Entrepreneurs Indian Chamber of Commerce, Kolkata Laghu Udyog Bharati

Professional Bodies/Institutions

BSE Institute Ltd., Mumbai Indian Industrial Relations

Association

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Highlights of the Comments

Employment Generation:

• National Employment Policy should be integrated closely with other national

policies to ensure growth-employment linkage

• Expand employment opportunities in non-farm sector

• Attract and retain youth in farming and processing of farm products

• Promote small scale and cottage industries, particularly in backward regions

• Focus on policies to reduce youth unemployment rates, particularly among

women

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Employability:

• Recognition of prior learning

• Recognition and certification of informally acquired skills

• Certification of skills in consonance with the emerging market needs

• Expand vocational/technical courses through Public Private Partnership mode

• Creation of National Career Service Portal

• Amending the Apprenticeship Act to make it more flexible

• Integrating vocational training with industry with a minimum specified period for

on the job training

• Introduction of behavioural/soft skills in vocational curriculum

• Encouraging entrepreneurship in vocational training strategies

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Employability:

• Focus on vocational training for women

• Customised skill development training for socially disadvantaged groups

• Developing skills for demanded in the international market

• Focus on skill development to the populous of border areas

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Labour Regulations:

• Re-orient labour laws for facilitating manufacturing and export growth

‒ Amendment mainly sought in Industrial Disputes Act, Contract Labour Act

• Factories Act may be amended to consider the issue of working of women in night

shifts

• Simplification of procedures for compliance of labour laws, particularly for small

scale sector

• Promoting alternative dispute resolution processes

• Operationalisation of toll free helpline numbers for information regarding labour

laws

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Social Security:

• Extend Social Security for all categories of unorganised sector workers , including

Home Based Workers

• Enhance social security benefits for seasonal migrants in urban areas

• Longer maternity leave for women to encourage their re-entry to the labour

market in the post maternity phase

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National Employment PolicyNEP is a key part of the policy framework to support employment in the country. It needs to be seen in conjunction with the demand and supply factors, both of which are critical elements in the employment process. An illustration of elements involved in such process are as shown below:

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NEP – Framework

Vision“NEP will be a major enabling factor for generating decent employment to all citizens to obtain dignified, productive

and secure livelihood thereby enhancing their well-being.”

Goals

Interventions

Desired Outcomes - Quantitative and Qualitative

Governance and Monitoring

Key Pillars of NEP

1. Employability Demand responsive

skill development

2. EmploymentNational career

service, Self-employment

3. Working conditions

Labour regulations, Occupational Health

and Safety (OHS)

4. Social Security and BenefitsSocial Security

benefits, Wages

Coverage - All workers in terms of sectors (organized and unorganized), categories (regular, part time and casual) and status (wage employment and self employment); Special focus on women, youth and home based workers and

other economically and socially disadvantaged groups

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NEP Goals


skill development





and Safety (OHS)


benefits, Wages

Key Pillars of NEP

• Create a skilled and employable labour force focusing on youth, women and the socially disadvantaged, to respond to the rapidly changing demand for skills

• Establish a National Career Service linked to a robust labour market information system to facilitate matching of supply and demand for jobs and skills at all levels

• Rationalisation of the existing labour regulation to balance fairness with flexibility and ensuring compliance by simplifying procedures

• Expanding coverage of social security particularly for those in informal employment

• Enhancing the level of benefits of existing social security

• Ensuring portability of benefits

Goals of NEP

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1. Employability – Interventions proposedCurrent Need Analysis

• Supply side - Need to widen base of vocational skill pyramid training with a focus on sector specific requirement Mismatch between

vocational training imparted and youth expectations

Strengthen the skill development institutions - Institutional changes

Need for re-orientation of the Apprenticeship scheme

Interventions (At a glance)

• Increase reach, awareness and desirability of vocational training using media campaigns and programs

• Vocational education as a core subject at senior secondary level (esp. directed for high employment generation industry sectors)

• Re-evaluate no. of Apprentices, Stipends for the Apprentices (in

state and industry contributory model) periodically; Expand apprenticeship base (could include tapping the potential of the MSMEs)

• Strong Monitoring of the current ITIs (in terms of the education standards, Tech tools being used, Facilities, regularity and staffing of teachers, Staff to students

ratio, instructor training, etc). • Course curriculum should emphasize industry relevant courses

(soft skill development , Industrial Safety and hazards, Basic computer literacy, etc. in

simple english – E Station Rural Gujarat model) and be developed in conjunction with Industry

• Evaluate prospects of creating skill development centres (rural areas) in the existing schools, during the evening hours

• Need for focused approach in directing training and skill development interventions (especially for skilling socially disadvantaged groups like SC and ST and increasing employability of educated young women)

• Mobile Vocational Training Vans (for areas with low accessibility in Rural parts of the states, similar to ‘DoorStep education’)

• Residential institutes for women in each state capital• Skill mapping / Role identification for the disabled

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1. Employability – Interventions proposed Current Need Analysis

• Demand side - Need for industry support for boosting employability

Lack of importance, awareness and avenues for SMSE to hire skilled workforce

Insufficient involvement of industry in skill development

Strengthen trainer base for imparting skill at training institutes


Create awareness and boost Industry Participation• Regular structured communication across various industry forums

– Quantum and Importance of skilled workforce• Industry sponsored courses/ scholarships at VTIs (esp. for women)• Revamping of existing infrastructure setup by running ‘Adopt an

Institute (ITI/ Polytechnic)’ initiative for corporates• Tax Incentives for companies which hire from ITIs

Create Databases• E-Enabled Single Window Registration process for all types of

apprentices (current process is cumbersome)• Online database of available skilled workforce (certified through various

courses of the NSDC, and others ) to be made available online for access by Industries

• Online repository of all Apprentices for employee hiring by industries – including those of students passing out of ITI and Diploma colleges

Strengthening of Trainers• Consider Industry experts to impart specialized training to ITI

faculty• Budget allotment and utilization stipulations on ITIs could be

considered to ensure compulsory expenditure on staff training

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2. Employment – Interventions proposedCurrent Need Analysis Interventions (At a glance)

Improve service levels provided by employment exchanges to stakeholders• Defined SLAs and single-window clearing mechanisms at

Employment Exchanges

Support with setup of a national technology enabled career service (NCS) – Key features• Far and wide network of offices / branches• Ease of interaction - Walk-in Service, separate section on the NCS

for women, persons with disability and learning difficulties• Reach and access - Setup of a Helpline and web chat service• Consolidate information on corporate hiring efforts for differently

abled candidates (Titan, etc.)• Improved capability of national employment service personnel

using various means like inclusion of Industry professionals as Career Advisers on a rotation basis

• Create awareness of NCS through media

Boost entrepreneurship and industrialization• Encourage entrepreneurship by providing platforms (possibly tech

enabled) for interface with Venture Capitalists• Increasing industrialization and hence jobs by reducing land

acquisition related complications (Online Registration process)

• Need for increasing LFPR (Labour Force Participation Rate) – Supply side enhancement (especially of youth and women)

• Need for creation of high quality jobs - Increasing the demand side aligned to economic growth

• Increase Entrepreneurship

• Need for to review and revamp the setup in place for job matching in terms of technology, infrastructure, capacity building of National Employment Service personnel, location and accessibility to employment exchanges

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3. Working Conditions – Interventions proposed

Needs – Current State Analysis

• Currently most of the labor regulations are largely premised on open ended employment contract and existence of a direct employer-employee relationship in the formal sector

• Need for labour regulations to consider various employment situations (fixed term/temporary/part time employment, self employment and employment in the small firms and household industries)


• Review and re-orientation of labour regulations for effective protection of all types of employees

• Consolidation of labour laws under four major groupings: Working Conditions, Industrial Relations, Social Security, and Welfare

• Ensuring uniformity of definitions• Providing flexibility to employers without compromising safety

and security of workers Equal pay for equal work for all non- standard employment Enhancing compensation for retrenchment

• Promoting Safety at Workplace for Women• Reforms in Minimum wages Act

National Floor Level Minimum Wages to be made statutory Applicability of Minimum Wages Act to be expanded to all the

employments and not restricted to scheduled employments• Reforms in Migrant Workmen’s Act

Interstate Migrant Workmen’s Act to be amended to include all migrants under its purview.

Benefits under the Act to be made portable.

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4. Social Security & Benefits – Interventions proposed

Needs – Current State Analysis

• Need to extend the coverage of social security benefits (involves increasing spread of coverage for workers in the organized sector, as well as those in the informal sector and home based workers)


• Increased coverage in the social security net Focused efforts towards increase in coverage of workers under the

ESI and EPF Acts especially in sectors like construction Establishment of common criteria on enterprises size and wage

threshold to be adopted for availing benefits under ESI & EPF Acts Increased coverage of RSBY (first to all BPL households and then to

all the unorganized sector families) A dedicated welfare board set up to extend social protection

measures to all home based workers Increase of Maternity leave under the Maternity Benefits Act from

12 weeks to 24 weeks

• National database creation for storing social security data Creation of a National Data Base on social security for tracking

registration of beneficiaries and monitoring deliverables under various schemes

• Reduction of administrative overheads and improved delivery of schemes Setting up of a Central Labour Welfare Board to administer all

existing/ proposed central welfare funds to cut down administrative overheads and improve delivery systems

• Need to review wages for workers (especially related to wages for casual labour and social security for contract labour)

• Need for benefits portability to cater to accelerated mobility of workers in search of employment (intra-state and rural to rural); Also need for adequate social protection for all internal labour migrants

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NEP Outcomes


skill development





and Safety (OHS)


benefits, Wages

Key Pillars of NEP

• Contribute to achieving target of skilling 500 million persons by 2022

• Reduce educated youth (15-29 years) unemployment rate by 2025 – Overall: 11.3% to 5.6% Women:17.4% to 5.6%

• Enhancing quality of skill endowment of labour force and workforce

• Enhancing the income earning potential of self employed workers

Supply side – By 2025 increase LFPR• Overall: 39.5% to 55% • Women: 22.5% to 45%• Men: 55% to 65%• Youth: 44.6% to 60%

Demand side• To contribute to achieving

the target of 100 million manufacturing jobs by 2022

• To contribute to the 12th Five Year Plan target of 50 million new jobs in manufacturing and services by 2017-18

• Extended scope to include all types of employees in both unorganized and organized sector

• Reduction of inequities based on gender and social groups

• Portability of Benefits in case of interstate migration

• Increased coverage of Social Security Net

• Greater focus on delivery of various schemes to ensure transparency, speed and cost effectiveness

NEP - Outcomes

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NEP – proposed governance structure

National Employment Policy Council

Provide overall directionUnion Labour and Employment Minister

Representations from major Central Ministries and State Governments

Formulate specific implementation plans and

prioritization of these

National Employment Steering CommitteeSecretary Ministry of Labour and Employment (MoLE)

Central Trade Unions

Employer and Industry

representation

ILO Experts in Labour studies

Evolve key indicators and monitor implementation of

policy parameters and outcomes on a regular basis

MoLE

DGE&T VVGNLI (Technical support)

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NEP Monitoring

Indicators Qualitative and quantitative dimensions of the employment policy such as

• Employment and Labour force trends - sector wise/ gender/social group• Social Security - Coverage of flagship schemes and access to benefits• Labour Regulation-Simplification, compliance and enforcement trends particularly

in relation to minimum wages, contract labour, equal remuneration, migrant labour etc.

• Skill development- In liaison with the National Skill Development Authority – skill mapping, skill matching and expanding skill base with special focus on women, youth and socially disadvantaged groups

• Labour Market Information System and National Career Service - Current and Future job market opportunities, Job search assistance

Policy review frequency

Annual

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Employment Exchange Act, 1959

Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959

• Requires all establishments in the Public Sector and non-agriculture

establishments in Private Sector where 25 or more workers are employed to work

for remuneration, to mandatorily notify vacancies to Employment Exchange as

may be prescribed by the respective State Government/Union Territory

• Employer not obliged to recruit the person through employment exchange

• Penal provisions in case of non compliance

956 Employment Exchanges across the country with around 4.5 crore people

registered (TN, WB, UP, KL, MH, MP account for 3 crore approx.)

Annual placements – around 5 lakhs (GJ and MH account for 3 lakhs approx.)

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Policy framework for supporting National Career Service

A Policy for National Career Service is proposed to address the changing needs of the

labour market and align it with the policy initiatives for enhancing employability and

connecting youth with employment opportunities by giving a focus on career

counselling

A discussion paper on the same was prepared

An Inter Ministerial Committee has been constituted for recommending amendments

to the Employment Exchange (Compulsory Notification of Vacancies) Act, 1959

The discussion paper was shared with the IMC and its recommendations are

presented in the next slide

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Recommendations of Inter-Ministerial Committee

After deliberating on the discussion paper, following decisions were taken by the IMC:• Employment Exchange (CNV) Act, 1959 should be repealed as it has lost its

relevance• NCS should function under a Policy framework which will have elaborate

provisions and mechanisms for functioning of Public and Private Placement Agencies

• The Policy would include development of a Code of Conduct, MoU/agreement arrangements and have a subscription base system for authorized users. The Policy would address issues like Centre-State operations, Data Sharing and Privacy Issues

• To oversee the implementation of the policy, it was decided to establish governance structures like employment authorities and regulatory machinery with an effective monitoring system and provision for third party audits

• The Policy will also have a robust grievance redressal mechanism to address violations, misuse etc.

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Other initiatives

Recognition of Prior Learning for construction sector workers

• Construction sector is a labour-intensive sector with only around 1% workers in

rural area are formally skilled

• Working Group formed to help devise a program for mainstreaming the informal

skills in construction sector

• WG recommendations include worksite led training and assessment of existing

workforce after pre-assessment of existing skills, gap training, etc.

Last mile employability

• DGE&T is working to improve last mile employability through finishing skills

courses to be imparted through reputed institutions

• Working Group formed to help devise courses

• Basic course of 90 hours for Class X pass students and an Advanced course of

140 hours for Class XII pass and above proposed

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Way forward

Leadership models for Industry-ITI-Career Centre collaboration

for

Enhancing employability of and entrepreneurship in youth

Upgradation of skills of existing workforce

Mainstreaming informal skills

Meeting the emerging skill needs of industry

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Thank You

Directorate General of Employment & TrainingMinistry of Labour and Employment, Govt. of India

Shram Shakti Bhawan, 2 & 4 Rafi Marg, New Delhi-1

Phone: 011-23710446

Documents

National Consultation Workshop on Industry – Career Centre – ITI collaboration