National Training Policy 2012

The National Training Policy was issued in April 1996 through a set of Operational Guidelines for the development of the human resources of the Government. This followed the process of liberalization of the economy through de‐licensing and deregulation begun in 1991 and the 73rd and 74th Amendments to the Constitution, which took effect in 1993 thereby creating the third tier of Government at the Panchayat and Municipal levels.

Competency Framework

Competencies encompass knowledge, skills and behavior, which are required in an individual for effectively performing the functions of a post.

Competencies may be broadly divided into those that are core skills which civil servants would need to possess with different levels of proficiency for different functions or levels. Some of these competencies pertain to leadership, financial management, people management,  information technology,  project  management  and communication.  

The  other  set  of competencies relate to the professional or specialized skills, which are relevant for specialized functions such as building roads, irrigation projects, taking flood control measures, civil aviation, medical care, etc.

Training Objectives

The objective of training will be to develop a professional, impartial and efficient civil service that is responsive to the needs of the citizens. In doing so, care will be taken to emphasize the development of proper ethics, commitment to work and empathy for the vulnerable sections such as differently abled, senior citizens, SCs, STs etc.. The competency framework will be used to ensure that civil servants have the requisite knowledge, skills and attitude to effectively perform the functions they are entrusted with. The success of training will lie in actual improvement in the performance of civil servants.

Training Target

All civil servants will be provided with training to equip them with the competencies for their current or future jobs. Such training will be imparted: 

• (a) At the time of their entry into service, and 

• (b) At appropriate intervals in the course of their careers. 

1. Appoint a Training Manager who will be the Nodal Person for implementation of the training function in that Ministry /Department; 

1. Create a Training Cell with HR and Capacity Building Professionals to assist the Training Manager;  

1. Classify all posts with a clear job description and competencies required; 

1. Develop Cadre Training Plans (CTPs), based on the competencies required and training needs, for ensuring that all cadres under the Ministry/Department or its attached/sub‐ordinate offices have a clearly articulated scheme for the development of their competencies while also indicating the programs that are mandatory; 

1. Link the training and development of competencies of individuals to their career progression and ensure this by suitably amending service rules/issuing administrative instructions; 

1. Prepare an annual training plan for all the cadres under its control; 

1. Implement the Annual Training Plan (ATP), by using the institutions under it or outside, so that the limitations on internal training capacity do not constrain the implementation of  the training plan;  

Priority will be given to the training of front‐line staff, including training on soft skills, so as to improve customer orientation as well as quality of service delivery to the citizens.

Foreign Training

Foreign training fills a crucial gap in the training system. It provides opportunities for officers to gain exposure to the latest thinking on different subjects in some of the leading institutions of the world. It exposes  them  to experiences  and  best  practices  of  different  countries  with  differing  models  of development and governance. Since 2001, the scheme of Domestic Funding for Foreign Training (DFFT) has become the main source under which officers are now sent for foreign training.

Role of Ministries/Departments

Each Ministry/Department shall adopt a Systematic Approach to Training and shall:

Funding

The National Training Policy of 1996 had recommended that 1.5 percent of the salary budget be set aside by each Department to be used solely for the purpose of training. Given the likely increase in the need  for training  by  moving  to  a  competency‐based  system,  it  is  recommended  that  each Ministry/Department/Organization set aside at least 2.5 percent of its salary budget for training.

Implementation and Coordination

A National Training Council, chaired by the Minister, Ministry of Personnel, Public Grievances and Pensions, shall be constituted for giving overall direction for the implementation of this Policy. 

For monitoring the implementation of the National Training Policy and taking appropriate steps to facilitate such implementation, there shall be a Committee chaired by the Secretary, Ministry of Personnel, Public Grievances and Pensions and consisting of the Secretaries of the Departments of Urban Development and Rural Development,  Administrative  Reforms  &  Public  Grievances,  the  Director  of  the  LBSNAA  and three Representatives each of the State and Central Training Institutions (on a 2 year rotational basis) with Joint Secretary (Training) as the Member Secretary. This Committee will meet bi‐annually.