1. Talks about Capacity Building and importance of Training
  2. National Training Policy which should focus on responsiveness, commitment, awareness, accountability
  3. Discusses Weaknesses in the Present Training System
  4. States about stress management
  5. Institutional arrangements: Service-specific lead institutes like the LBSNAA for the IAS, the (SVPNPA) for the police, Staff College for the IA & AS, the NADT for the IRS, etc. (The Railway Staff College in Vadodara was a lead institute for all the Railway Services, but separate lead institutes have now been set up for each of the technical services)
  6. General-purpose training institutions owned or primarily funded by the Government, such as the IIPA.
  7. General purpose training privately-owned institutions such as the Administrative Staff College of India (ASCI), TERI, etc.
  8. Educational institutions also serve as training institutions as part of their management development activities, such as the Indian Institutes of Management, IIFT, etc. Sector-specific lead institutions such as the National Institute of Rural Development, Central Institute of Road Transport, etc.
  9. State-level Institutes that are general purpose or sector-specific, e.g., YASHADA in Pune, HCMRIPA in Jaipur, and the Centre for Good Governance in Hyderabad. Etc
  10. Funding
  11. Every government servant should undergo mandatory training at the induction stage and also periodically during his/her career.
  12. Successful completion of these training should be a minimum necessary condition for confirmation in service and subsequent promotions.
  13. Mandatory induction training should be prescribed for Group D staff also before they are assigned postings.
  14. A monitoring mechanism should be set up for overseeing the implementation of the National Training Policy (1996).
  15. The practice of having a ‘Common Foundation Course’ for all Group ‘A’ Services – generalist, specialised and technical, should continue.
  16. For Group ‘B’ and ‘C’ Services, the Institute of Secretarial Training and Management (ISTM) may be developed as the nodal agency for design and delivery of common Foundation Courses.
  17. All civil servants should undergo mandatory training before each promotion and each officer/official should be evaluated after each training programme.
  18. The objective of mid-career training should be to develop domain knowledge and competence required for the changing job profile of the officer.
  19. Public servants should be encouraged to obtain higher academic qualifications and to write papers for reputed and authoritative journals.
  20. A strong network of training institutions at the Union and State levels needs to be built up to cater to the training requirements of civil servants. However, instead of spreading resources over a large number of institutions, a few institutions should be identified for capacity building and upgradation.
  21. A national institute of good governance may be set up by upgrading one of the existing national/state institutes. This institute would identify, document, and disseminate best practices and also conduct training programmes
  22. Training for Group B and Group C services
  23. Placement at Middle Management Level
  24. Placement at Top Management Level
  25. Deputation of Civil Servants to Organisations Outside Government
  26. Performance Management System
  27. Motivating Civil Servants: There is a need to recognise the outstanding work of serving civil servants including through National awards. Awards for recognizing good performance should also be instituted at the State and district levels.
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