1. The NTP acknowledges that training of civil servants has been mostly restricted to higher civil service and it's only sporadic for Grade B/C employees and non-existent for municipal level employees
  2. The NTP conceived the idea that it is essential to match individuals’ competencies with the jobs they have to do and bridge competency gaps for current and future roles through training. The proposed framework outlines that "each job should be performed by a person who has the required competencies for that job"
  3. It highlights the need to "classify the distinct types of posts and to indicate the competencies required for performing work in such posts"
  4. It recommends that training will be:
    1. made available for all civil servants from the lowest level functionaries to the highest levels;
    2. available to meet needs as they arise and not only at mandated points; and
    3. given to front‐line staff on soft skills, so as to improve customer orientation as well as quality of service delivery to the citizens.
  5. It gives selected recommendations for MDOs:
    1. Linking training to career progression;
    2. Develop Cadre Training Plans (CTPs) for all cadres under a Ministry/department;
    3. Making supervisor responsible/accountable for training of subordinates;
    4. Organise 'on-the-job' training;
    5. Prepare Annual Training Plans (ATP) for cadres under control and it also recommends MDOs to set aside at least 2.5 percent of its salary budget for training
  6. It also gave selected recommendations for Training Institutes:
    1. Undertake self assessment and benchmarking;
    2. Focus on behavioural and attitudinal training
  7. It also focuses on the recommendation that IAS Probationers/Officer Trainees may be given ‘hands-on experience’ of grass‐root level administration in Panchayati Raj Institutions and Urban Local Bodies by placing them as Executive Officers of Gram Panchayats/Municipalities for a suitable duration
  8. Special focus by MDOs' Training Divisions on flagship schemes such as NREGA, Sarva Shiksha, etc. which spend a lot of financial resources on capacity building, and help states with poor training infrastructure develop the same
  9. NTP says training cannot remain "an act of faith," Hence, M&E tools need to gauge return on investment. Such comprehensive impact evaluation cannot be "confined to the quality of training programmes or the learning derived by the participants but also evaluates changes in the job behavior that resulted from the programme and its impact on organizational effectiveness and improvement in the satisfaction level of clients/citizens."
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