1
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.
5
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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Formulating National Employment Policy:Consultation Process
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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Formulating National Employment Policy:Consultation Process
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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Highlights of the Comments
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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Highlights of the Comments
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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Highlights of the Comments
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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Highlights of the Comments
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
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
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
3030
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
Interventions (At a glance)
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
3131
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
3232
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)
Interventions (At a glance)
• 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.
3333
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)
Interventions (At a glance)
• 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
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
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
39
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
42
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