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Model One:
Providing training using existing facilities of the Government
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Key Features:
- Using the redundant government capacities like ITI's, SISI, Government Schools, to deliver training for short term courses as are required in the local area.
- These institutes are approved for training delivery by the awarding body and given time to comply with the standards.
- The qualification specifications of the trainers are provided by the awarding body.
- Training for the trainers is held through 'Train the Trainer' programs conducted by approved occupational specialists.
- The awarding body conducts assessments and certification after ensuring all quality parameters have been complied with.
- The training and certification material is provided by the Institution.
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Model Two:Training Using Privately Owned Training Facilities
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Key Features:
- Partnering with Private or Corporate Training centers for usage of facilities to conduct training. These would be identified through the efforts of the awarding body.
- The awarding body approves these centers and the training centre would be compensated for the usage of their facilities.
- 'Train the Trainer' programme is run by the awarding body.
- The awarding body would conduct assessments and certification after ensuring all quality parameters have been complied with.
- The training and certification material is provided by the Institution.
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| Model Three:
Provision of External Trainers
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Key Features:
- This is done in areas where the facilities are available but qualified trainers are not available for conducting training.
- After an initial assessment of the facility' which could be a school, college, etc for the equipment and material resources required, qualified trainers are sourced from nearby areas/cities and contracted for delivery of training by the institute in consultation with or on recommendation of the awarding body.
- These trainers necessarily go through the 'Train the Trainer' programme prior to commencement of training.
- From the candidates that go through the programme, those having the aptitude and talent to become trainers are identified and trained.
- These candidates would be required to go through additional training in the trade and in teaching and training qualifications and be certified to become trainers, prior to them be given the responsibility for becoming trainers.
- Once these trainers are certified they would then replace the trainers sourced from external areas and the delivery would be indigenized. This also allows for scalability as the number of trainers available in local areas increases.
- Assessments and certification would be conducted by the awarding body after ensuring all quality parameters have been complied with on an ongoing basis.
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Model Four:
Developing Training Facilities
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Key Features:
- This model entails providing for equipment and materials for training in the area concerned. Applicable where there is available method for sourcing of land and building in the local area but there is no provision of equipment and materials required for training.
- Occupational experts are contracted, who assist in identifying equipment and material required for training delivery.
- Local institutions such as school, college, services, etc would be made responsible for the administration and management of the facilities and running the programme.
- The material is provided for and laid out appropriately for training. The government or relevant authority would pay this for, from the National Skills Fund or appropriate scheme.
- Trainers would be sourced locally or externally and over a period of time the programme would be indigenized.
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| Model Five:
Entrepreneurship/ SHG Model
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Key Features:
- The entrepreneurship model prepares the trainees with a view for gaining a license to practice. Certified skills enable connection to micro-finance that allows trainees to individually or collectively become self-employed. In areas where employment opportunities are limited the entrepreneurship model is particularly suited.
- Specific skills are more suited to the entrepreneurship model. In rural areas or areas with limited employment opportunity this model can be used effectively, for example through SHGs.
- Candidates would be trained in additional business skills such as book keeping, costing, sales etc in addition to the trade skill itself.
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Model Six:
Mobile Training Units |
Key Features:
- These units would be used in areas where there is no provision for training infrastructure and for courses that are relatively less equipment intensive.
- Occupational experts would deliver these courses from these units.
- Here the complete unit, equipment and the trainer would be managed by a local body (school, college, training organization, services) at an aggregated level of block or panchayat.
- There would be calendar planned for these for training delivery in the earmarked areas.
- Assessment and certification for these candidates will be done on pre-determined days at a central venue where if required transportation would be provided for and candidates would be brought, assessments and certification conducted, feedback given and dropped back.
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Model Seven:
Certification Only
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- For existing workers in the informal sector or for the purposes of identifying the skills and quality gap between current workers and the laid down benchmarks the only certification model can be used. This allows candidates to get independently assessed and certified based on their prior experience and allows for mobility from the informal to the formal sector and claim to better wages.
- Since this program is for certification only, a training programme can be formulated for bridging the skills gap of unsuccessful candidates of the previous assessment. This allows them to reappear for the assessment and get certified subsequently.
- There would be a calendar drawn with pre-determined dates for conducting of assessment and certification for various trades in near by areas. These would be promulgated in these areas and candidates would be allowed to register for certification in the respective trades.
- The awarding body would assess and certify these workers. Also the candidates would be counseled and advised accordingly for further training, progression routes and employment opportunities
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