2011 Training Hanbook

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT
2011 TRAINING HANDBOOK
TRAINING HANDBOOK 2011
TABLE OF CONTENTS
Page Brief History and Overview Vision, Mission and Values PSC Training Division Pledge General Training Policies Training Division Faculties Workforce Training & Development Braod Program Categories Senior Executive Services Leadership Programs GTC Management Development Training Programs Summary of 2011 GTC Scheduled Courses 2011 Training Teams In House Decentralized Courses Training Courses run by other Ministries & Departments In service Training Appendices Appendix I PSC Training Nomination Selection & Analysis Form Appendix II Transfer Evaluation Appenndix III Colombo Staff College For Technical Education Appendix IV Service Exams Application Fom Appendix V PSC Scholarship Form Appendix VI In Application for In - service Awards Appendix VII Public Service Values and Code of Conduct 44 49 52 57 59 61 64 2 3 4 5 10 13 17 19 28 37 38 39 40
THE PSC TRAINING DIVISION

BRIIEF HISTORY AND OVERVIEW For over forty-two years, the Training Division of the PSC has provided training opportunities to all cadres of civil servants and members of the public. Staff training and development in the Public Service has grown and diversified, due in part to friendly governments, international and regional organizations and other donor agencies. The PSC Training Division works in partnership with the Fiji Training and Productivity Centre (FT&PC), the University of the South Pacific (USP),Fiji National University (FNU), the University of Fiji (UOF), other national Training Providers and Government agencies to provide professional training that is practical, suitable and up to date. In addition, the Scholarship Unit of PSC, a section of the Training Division, is responsible for implementing Governments scholarship policy for pre-service and in-service recipients. ROLE AND OBJECTIVES The Public Service Commission under Part 3 Subsection II (I) part (e) of the Public Service Act, 1999 is vested with the authority and responsibility for the training functions in respect of the Public Service. Its Training Division undertakes these responsibilities. In order to improve and upgrade job performance of public servants, the Training Division carries out a systematic process of training to: improve the job performance of individuals through building and developing their skills, knowledge and behaviors; assist individuals in reaching their personal and professional goals; and support public servants, departments and agencies to build the capabilities of the Fiji public service it requires now and into the future.
Education's purpose is to replace an empty mind with an open one.

[Malcolm Forbes]
PUBLIC SERVICE COMMISSION VISION AND MISSION
VISION
TO BE THE ICON OF INTEGRITY AND EXCELLENCE IN THE PUBLIC SERVICE
MISSION TO CHAMPION SERVICE EXCELLENCE AND INCULCATE A CULTURE OF INNOVATION THAT PROMOTES PRODUCTIVITY IN THE PUBLIC SERVICE
PSC TRAINING DIVISION STATEMENTS
VISION
EXCELLENCE & PROFESSIONALISM IN TOTAL QUALITY TRAINING AND DEVELOPMENT
MISSION TO CHAMPION PROFESSIONALISM AND PRODUCTIVITY BY PROMOTING QUALITY TRAINING AND

DEVELOPMENT FOR THE NATION
In addition to the Public Service Values stipulated in the Public Service Act 1999 Part 6 Section 4, the Training Division will also foster following values:
VALUES

RESPECT FOR CLIENTELE PROFESSIONALISM INNOVATION & CONTINUOUS IMPROVEMENT QUALITY HUMAN RESOURCE DEVELOPMENT EXEMPLARY SERVICE
PSC TRAINING DIVISION PLEDGE

Visionary Leadership Our PSC Training Divisional leaders will set directions and create a customer focus, clear and visible values and high expectations for all its stakeholders. They will create systems and methods for achieving excellence, stimulating innovation and building knowledge and capabilities that will help guide all activities and decisions. Organizational and Personal Learning We will provide a well-executed approach to organizational and personal learning that will include both continuous improvement to existing approaches and adaptation to change, leading to new goals and/or approaches that will be aligned to the organizations needs. Value Employees and Partners We will value employees by committing to their satisfaction, development and well being. This will involve more flexible, high performance; work practices tailored to employees with diverse work place and home life needs. Accountability We will be accountable for our actions and responsibilities in compliance with standing instructions Ethical Practice We will act in an ethical manner at all times to maintain customer confidence. Excellent Service We will strive to maintain excellent service with stakeholders. Respect for Customers We will treat all our customers fairly and with utmost importance. Professionalism We will at all times perform in a competent and professional manner Inspire by Examples We will uphold the PSC Values and Code of Conduct in high esteem.
GENERAL TRAINING POLICIES

This section will briefly detail some important training policies which Ministries and Departments are requested to assist the Public Service Commission in implementing.
A. ATTENDANCE TRAINING COURSES:
Ministries/Departments should systematically analyse and determine training needs to ensure that officers benefit from the course they attend. Officers may be nominated again for the same or similar refresher course after 5 years to keep them informed of existing and new developments. Training opportunities should be equitably distributed to as many officers as possible within a Ministry/Department and all essential training records should be kept for each officer so trained.
If you want to be listened to, you should put in time listening.

(American Marge Piercy)
Officers approved to attend training programs are required to attend the full training program. Failure to meet this requirement shall result in the forfeiture of certificates. Officers who fail to attend training an approved training program are required to submit a written explanation to the Director Training on the reason for their absence. Failure to meet this requirement shall prohibit the officer from consideration for any other training program for a period of six (6) months. Prior approval of PSC must be sought before any officer is released to attend conferences, congress, seminars, workshops or other similar activities. This applies to local as well as overseas programs.
The practice of making direct approaches to aid donors and foreign embassies for any training, scholarships and overseas travel grants is most unsatisfactory and must cease. All requests for overseas training or visits must first be cleared with the Public Service Commission to ensure that training activities are well coordinated and consistent with Governments overall human resource development policy. Informal enquiries however with potential donor agencies may be carried out, but no specific commitment as to the choice of candidates must be made, particularly where the officers concerned belong to the general administrative cadre.
B. BONDING:
The Governments revised bonding policy is covered in the PSC circular No.19/90. Ministries/Departments will continue to be responsible for all bonding arrangements for their officers on training/studies either locally or abroad. The bonding policy requires that: Any officer who proceeds on training under Government sponsorship or external sponsorship channeled through Government will continue to be bonded according to PSC Circular 19/1990; Any officer who proceeds on training for eight (8) weeks or more must be bonded; If the duration of training is between eight (8) weeks and one (1) year, the officer shall be bonded for a minimum period of one year; If the period of training is more than one (1) year, the officer shall be bonded for the actual length of training but it shall not exceed a maximum period of six (6) years; Six (6) bond forms are to be completed by the trainee of which two (2) are to be sent to PSC; one (1) to be retained by the Ministry/Department; the other three (3) to be retained each by the bondee and guarantors; There shall be two (2) guarantors none of which shall be the spouse of the bondee; and Any bondee who does not complete serving his/her bond shall be required to pay the outstanding amount of the bond. GO 903 is relevant and provides that any officer who undertakes a course of instruction, attachment or visit, shall make a report in duplicate in accordance with the form prescribed b the PSC, y copies of which may be obtained from that office. One copy shall be forwarded to the PSC and one retained by the Officers department.
Progress comes from the intelligent use of experience
Elbert Hubbard
(b)Training Needs Analysis (TNA)
NTPC REQUIREMENTS
All training activities in the Service should be systematically done in lne with the requirements of the NTPC Levy & i Grant Scheme. This will ensure effective training and maximum grant claim and refund to Government. Ministries/ Departments are to pay particular attention to the important requirements listed below and are to liaise closely with PSC Training Division on the issues.
PERSONAL EMOLUMENTS FIGURES
The Fiji National Training (FNT) Act requires that each employer shall pay to NTPC the amount equal to 1% of the total gross wages/salaries in respect of all employees occupying leviable posts. The Public Service Commission is responsible for the calculation and payment of NTPC Levy in this exercise by properly submitting accurate Personal Emolument Figures in respect of all leviable employees every year. Ministries and Departments are required to keep and update records for all leviable and non-leviable positions provide relevant information to PSC when required. Under the same Act, PSC will claim training grants annually from NTPC for all training conducted in the Service. The assistance and support of every Ministry and Department in this vital exercise is needed in adhering to essential NTPC requirements: Officers involved in training activities should be registered with the NTPC. Request for training of trainers for possible registration should be submitted to PSC as soon as an officer assumes training responsibility. Ministries and Departments should keep a register for all registered and unregistered Training Instructors and Training Officers. Ministries and Departments should submit an up -dated list of all registered training officers/instructors to PSC by January of each year.
NTPC GRANT CLAIM
(a) Registration of Training Staff
Heads of Department should ensure that a Training Nomination/Selection and Analysis form is properly completed for each officer and kept in the officers file. The forms should list in advance all aspects of training the officer needs in that particular post. These completed forms will be inspected by PSC and NTPC staff regularly. Specimen form is at Appendix I. The needs analysis should also relate to Section V of the officers annual confidential report. (c)Departmental Training Plan All Ministries/Departments conducting their own inhouse programmes (on-the-job/off-the-job) are required to submit their Training Plans to PSC Training Divisionfor the next year by 15thNovember each year. PSC will then forward to TPAF a Master Training Plan for the Service for their approval. Ministries and Departments should develop, maintain and keep records of all departmental training facilities and equipment. An updated list of these to be submitted to PSC by the 31st of February every year. All training should be based on identified needs and officers selected for any training must have those needs listed in their Training Nomination/Selection and Analysis Sheet. All nominations for in-service training should always be accompanied by fully completed Training Nomination/ Selection and Analysis form. It should be noted that training opportunities are limited due to scarcity of funds and staff constraints; therefore selection of trainees will be based on the most meritorious and urgent needs. (f) Training Records Ministries and Departments should keep accurate records of all training activities executed to include names of trainees, positions, course, location, dates, and training officer/instructor. Each Mi nistry/Department is required to submit monthly returns of all in-house training activities (on-the-job and offthe-job). Ministries and Departments are also required to keep a record of all officers that attend training coordinated by PSC
Training Officers.
(d)Training Facilities
(e) Formal Selection
(g) Special Courses
Ministries and Departments should note and give compulsory emphasis in the training of their departmental officers on Induction, Occupational Health and Safety (OHS), Employee Relations and Management and Supervisory Development courses. PSC Training O fficers have been assigned certain Ministries and Departments to look after and they will assist in the conducting of these courses. All Ministries & Departments have been assigned a desk officer at the Training division and these officers will become the focal point. To uphold the professionalism of the service, all participants at training courses must wear decent and respectable clothes. All training personnel and course participants are reminded that no multi-coloured shirt (Bula ), Jeans, flip-flops, etc. for males and multi-coloured tops or dresses and miniskirts for females is to be worn during courses. It is preferred that males wear light plain white or coloured shirts with trousers or sulu and for females plain white or coloured tops, dresses, long skirts etc. during courses. This is to uphold the professionalism of the service.
(h) Dress Code
Training Programmes for Government Wage Earners (GWE)
PSC has scheduled a number of courses for GWE sta ff because of their contribution to the attainment of the Outputs in the Corporate Plan of their Ministries and Departments. PSC will not be able to train all of GWEs and Ministries and Departments are requested to assist in other areas of training.
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TRAINING DIVISION FACULTIES

The Training Division is divided into three faculties:
UNIT 1 Stream 1 - Workforce Training and Development The stream is responsible for the:
conduct of CTD training programs to officers at and below SS02 grade or equivalent; and facilitation of the in-house training courses organised by Ministries/Departments
Stream 2 - NTPC/SES. The stream is responsible for: Administration of the Senior Executive Services (SES) training programs. administering the TPAF Levy and Grant Scheme; carrying out Training Needs Analysis (TNA) service wide coordinating In-country Training programs sponsored by donor Governments/ agencies; compiling Monthly and Annual CTD Reports Stream 3 - Research and Development undertaking training research and development work; formulation of the PSC Training Plan and the compilation of the annual Training Handbook and administering the CTD Library
STAFF OF WORKFORCE TRAINING AND DEVELOPMENT (UNIT 1)
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UNIT 2 In-Service Training Unit This unit is responsible for the: administration of all short-term and long -term local in-service training of government employees at USP, FNU, UoF; administration of all short-term and long-term overseas in-service training undertaken by government officers only; conduct of Service examinations; and provision of Secretariat support to the Public Service Training and Examinations Board.(PST&EB) provision of support services for training activities
STAFF OF IN - SERVICE TRAINING (UNIT 2)
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UNIT 3 - Workforce Planning and Scholarship Unit This unit is responsible for the:

provision of Secretariat support to the Fiji Government Scholarship Committee administration of the Cost Sharing Schemes administration of the Student Loan Scheme facilitate scholarship expositions and awareness programs; and administration of the pre-service scholarships for local institutions like USP, FNU and Overseas awards. Administration of the loan recovery payments
STAFF OF WORKFORCE PLANNING AND SCHOLARSHIP (UNIT 3)
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WORKFORCE TRAINING & DEVELOPMENT BROAD PROGRAM CATEGORIES The PSC Training programs are divided into 3 broad categories: A. SENIOR EXECUTIVE SERVICES [SES] PROGRAMS The programs offered are designed for SES levels i.e. SS01 level or equivalent and above. The programs focus on strengthening and enhancing leadership skills and competencies of offices at that level. B. CTD SCHEDULED COURSES There are three streams of CTD scheduled course: i). Management/Supervisory Development Programs The programs offered are designed for front-line managers of all cadres. The programs dwell on techniques of supervision and systematic organization as a basis for higher returns. ii). Support Staff Programs The programs offered are aimed at all officers in the basic levels of occupational classifications to enable them to understand important service requirements. C. IN- HOUSE TRAINING PROGRAMS These are some of the compulsory courses under the Fiji National Training (FNT) Act and are aimed at officers at middle management level and officers at the lower grades. The programs are aligned/tailor-made to the requirements of the ministry/department. PSC Training Division also offers a range of additional learning and development opportunities and programs which include local in-service training programs, correspondence courses and Service Examinations courses.
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SENIOR EXECUTIVE SERVICES OF THE FIJI PUBLIC SERVICE The Senior Executive Service is comprised of officials charged with leading the continuing transformation of the Fiji Public Service and Fiji Government as a whole. These leaders are expected to possess well-honed executive skills and share a broad perspective of government and a public service commitment which is grounded in the Constitution. The Public Service is committed to deliver results, and the Senior Executives drive those results. The most enduring legacy for the future of the Fiji Public Service is the proper development of its Senior Executives. The ability of Senior Executives to achieve results can be met by establishing a strong learning environment that supports both initial and ongoing training and development of both current and future leaders. In view of this increasing emphasis on leadership, the time is right to recommit and strengthen the Fiji Public Service to developing effective future leaders. The following guidelines should assist our Senior Executi ves in carrying out their agency's managerial development responsibilities. In planning for leadership development, agencies should ensure that the following criteria are met:
Clear linkage to organizational strategy, goals, and values. Modifications are needed to incorporate emerging trends and new requirements and to ensure continued alignment. Clear linkage to service-wide leadership competencies and Executive Core Qualifications as well as agency-specific core requirements, to ensure the training provided fosters a broad agency and service-wide perspective. Top-level commitment as demonstrated by dedicating adequate resources, by ensuring active involvement of higher-level officials in the development of their managerial subordinates, and by serving as positive role models, mentors, and teachers for leadership. Integration with other related human capital management processes, such as succession planning, talent management, and performance management. Thorough training needs analysis based on an identification of competency gaps and current mission or business goals and challenges. Systematic evaluation of the extent of learning, its application, impact, and where feasible, its return on investment.
Agencies, at a minimum, incorporate the following components into their leadership development approach:
Development of the objectives, methodology, content, and coverage of each program or significant learning activity in accordance with basic instructional design principles.
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Strategies for identifying potential leaders with options for management nomination and for self-nomination. Initial and periodic assessment of the leadership competencies of each supervisor, manager, and executive, ideally with multiple sources of input. Assessments should also be conducted for employees identified as potential leaders. Leadership development plans designed for the individual's level of management. Special attention should be paid to any periods of transition into new roles and the continuing development of executives. Similar plans may be developed for potential leaders. Training for new supervisors and managers to ensure they have completed development of basic supervisory skills, including communicating expectations, and managing, evaluating, improving and rewarding employees' performance. Ideally, training should be completed within six months of appointment to supervisory duties. Periodic agency program evaluations of training plans, including leadership development programs, to determine how the plan or program accomplishes or effectively promotes the agency's specific performance plans and strategic goals. A broad range of learning methodologies grounded in experiential/actionoriented learning and relationship-based learning. This can include additional assignments and responsibilities structured for development purposes, coaching and mentoring assistance, action learning projects, simulations, case studies, and other experientially oriented assignments. Further development can be offered through appropriate educational opportunities and self-development or professional development activities. Appropriate use of technology in delivery of learning material, system support, tracking, and measurement. In learning delivery, blended learning solutions should be considered.
Agencies should take into account the following best practices and special considerations:

Facilitating learning through active involvement of the leader's supervisor, coach, mentor, peer group, or management consultant. Learning from feedback through such methods as multi-rater assessments, organizational surveys, business simulations, and development-focused assessment centers. Learning activities that integrate individual learning with team or organizational learning. Structuring development challenges into future assignments. External rotations, launching new initiatives, and managing turnaround organizations are examples of excellent learning opportunities.
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Attention to Government-specific issues of concern, for example, procurement integrity and ethical standards, or to areas of increasing responsibility, such as managing employees with non-traditional career patterns or managing a multisector workforce.
Together, these policies and tools provide the foundation for a Government agency to establish a highly effective leadership cadre for the present and the future.
DEPUTY SECRETARIES OF VARIOUS GOVERNMENT MINISTRIES & DEPARTM ENTS
Objectives are not fate, they are direction. They are not commands, they are commitments. They do not determine the future; they are means to mobilize. resources and energy [Peter Drucker People and Performance]
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Leadership is about making discerning decisions for the best way forward in preserving peace and prosperity as well as addressing the intellectual and operational challenges present.
(Commissioner Fusi Vave..Opening of the Leadership Training Programme)
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LEADERSHIP DEVELOPMENT PROGRAMS 2011 The Senior Executive Services training program is established for the purpose of addressing for the training needs of our Senior Executives in Government. These are officers at US04 level or equivalent and above. The programs have been designed to suit professional people searching for the skills and knowledge essential to meet the demands of the changing work practices and ethics that have been evolving within and beyond the Public Sector. In order to ensure that the training programs meet the actual needs of the Senior Executive Services from Ministries/ Departments, a training need analysis exercise was carried out at Organizational, Occupational and Individua l levels prior to the programme being designed. Therefore the schedule of the programmes contained in the prospectus reflect the actual need and accordingly offers extremely wide range of training programs which responds to the full range of competencies required for the complexity of operating the Public Service.
CTD COURSE DATES COURSES
DESTINATION TARGET GROUP
07/03 - 11/03/2011 02/05 - 06/05/2011 30&31/05 -1-3/06/11 05 - 09/09/2011
Leadership Training Module II Leadership Training Module I Leadership Training Module III Leadership Training Module IV
TBD TBD TBD TBD
Permanent Secretaries Deputy Secretaries Permanent Secretaries Permanent Secretaries
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THE CENTRE FOR TRAINING AND DEVELOPMENT (CTD) SCHEDULED COURSES 2011 PUBLIC SERVICE HUMAN CAPITAL CAPACITY DEVELOPMENT MASTER PLAN CTD COURSE DATES 3/1/2011 IST 01/11 T&DU1 01/11 T&DU1 02/11 L&D 01/11 TOT 01/11 L&D 02/11 L&D 05/11 T&D 06/11 T&DU1 03/11 T&DU1 04/11 T&DU1 05/11 CTD 08/11 L&D 09/11 L&D 10/11 L&D 03/11 L&D 04/11 L&D 12/11 L&D 13/11 L&D 14/11 L&D 15/11 L&D 16/11 L&D 17/11 06/01-28/02/2011 17/01/2011 18/01/2011 IST Scholarship Offers 2011 Planning & Accountability Framework Planning & Accountability Framework FEBRUARY 21/02-22/02/2011 07/02 - 11/02/2011 14/02/11 25/02/2011 16/02-17/02/2011 16/02 - 18/02/2011 21/02 -24/02/2011 23/02 /2011 23/02/2011 10/02-11/02/2011 07/02-09/02/2011 23/02 - 24/02/2011 Trainers Discussion Forum Employee Relations Induction Training Policy Awareness Workshop Training Policy Awareness Workshop Training Policy Awareness Workshop Public Sector Reform and Change Management Induction Record Management MARCH 01/03 - 02/03/2011 03/03 - 04/03/2011 28/02 - 01/03/2011 02/03 - 03/03/2011 07/03 - 09/03/2011 10/03 - 11/03/2011 28/03-30/03/2011 01/04-02/04/2011 Public Sector Reform and Change Management Disciplinary & Administrative Ethics Productivity & Quality Management Disciplinary & Administrative Ethics Induction Public Sector Reform and Change Management Induction Public Sector Reform and Change Management Savusavu Savusavu Labasa Labasa Vunisea Vunisea Nadarivatu Nadarivatu All Officers All Officers All Officers All Officers All Officers All Officers All Officers All Officers JFuata JFuata NTSeruvatu TO(2) AParshotam AParshotam NTSeruvatu NTSeruvatu Productivity &Quality Management FTPC TOT I Suva Suva All Officers TO's JFuata JFuata COURSES JANUARY Public Holiday: New Year's Day 3 Divisions Suva Suva Exam Candidates Training Division Staff Training Di vision Staff LKoroi SFCKorovusere SFCKorovusere DESTINATION TARGET GROUP COORDINATOR
Public Holiday: Prophet Mohammed's Birthday Suva Nausori Suva Suva Labasa Lautoka Nabouwalu Nabouwalu Suva Training Officers Operational Staff All Officers Ministries/Dept. Ministries/Dept. Ministries/Dept. All Officers All Officers Operational Staff JFuata IChandra AParshotam JF/AP/IC/MT/CY NTSeruvatu NRaika NTSeruvatu NTSeruvatu MTara/IC
L&D 18/11 L&D 19/11
08/03 10/03/2011 08/03 10/03/2011
Service Excellence Training for Champions Service Excellence Training for Champions
Suva Suva
SEA Champions SEA Champions
JFuata
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IChandra
ELDP 01/11 L&D 22/11 L&D 23/11 L&D 24/11 L&D 25/11 L&D 26/11 L&D 27/11 L&D 28/11 L&D 29/11 L&D 30/11 L&D 31/11 L&D 32/11 L&D 33/11 L&D 34/11 L&D 35/11 L&D 36/11 L&D 37/11 L&D 38/11 L&D 39/11 L&D 40/11 L&D 41/11 L&D 42/11 L&D 43/11 L&D 44/11 L&D 45/11 L&D 46/11
07/03 11/03/2011 14/0318/03/2011 14/0318/03/2011 14/0318/03/2011 14/0318/03/2011 14/0318/03/2011 21/0325/03/2011 21/0325/03/2011 21/0325/03/2011 21/0325/03/2011 21/0325/03/2011 28/0301/04/2011 28/0301/04/2011 28/0301/04/2011 28/0301/04/2011 28/0301/04/2011 04/0408/04/2011 04/0408/04/2011 04/0408/04/2011 04/0408/04/2011 04/0408/04/2011 11/0415/04/2011 11/0415/04/2011 11/0415/04/2011 11/0415/04/2011 11/0415/04/2011
Leadership Training Module II Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) APRIL Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2)
TBD Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva
Permanent Secretaries Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates
NRaika IChandra CYabaki MTara TO(2) NTSeruvatu AParshotam IChandra JFuata Cyabaki MTara
Suva Suva Suva Lautoka Labasa Suva Suva Suva Suva Suva Suva Suva Suva Lautoka Labasa
Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates
TO(2) CYabaki NTSeruvatu AParshotam JFuata JFuata CYabaki MTara TO(2) NTSeruvatu CYabaki IChandra NTSeruvatu AParshotam JFuata
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22/04/2011 L&D 47/11 L&D 48/11 L&D 49/11 L&D 50/11 L&D 51/11 L&D 52/11 25/04/2011 26/0429/04/2011 26/0429/04/2011 26/0429/04/2011 26/0429/04/2011 26/0429/04/2011 26/0429/04/2011 02/0513/05/2011 02/05 06/05/2011 09/05 11/05/2011 12/05 13/05/2011 02/05 06/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 10/0511/05/2011 10/05 11/05/2011 12/05 13/05/2011 16/05 17/05/2011 18/05 19/05/2011 16/05 18/05/2011
Public Holiday: Good Friday Public Holiday: Easter Monday Govt Acctg Procedures&Regulation: U Govt Acctg Procedures&Regulation: U Govt Acctg Procedures&Regulation: U Machinery of Govt,State& The Public Service: E Machinery of Govt,State& The Public Service: E Machinery of Govt,State& The Public Service: E Suva Lautoka Labasa Suva Suva Suva Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates JFuata MTara NTSeruvatu IChandra CYabaki NRaika
1st Term School Holidays MAY
TOT 02/11 L&D 53/11 L&D 54/11 ELDP 02/11 L&D 55/11 L&D 56/11 L&D 57/11 L&D 58/11 L&D 59/11 L&D 60/11 L&D 61/11 L&D 62/11 IST 02/11 L&D 63/11 L&D 64/11 L&D 65/11 L&D 66/11 L&D 67/11
FTPC TOT II Induction Disciplinary & Administrative Ethics Leadership Training Module I Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Machinery of Govt,State& The Public Service: E Machinery of Govt,State& The Public Service: E Session 1: Service Exams H(1), H(2), S, U, E Disciplinary and Administrative Ethics Government Machinery and Procedures Government Machinery and Procedures Records Management Induction
Suva Lautoka Lautoka TBD Suva Suva Suva Suva Lautoka Labasa Lautoka Labasa 3 Divisions Nabouwalu Nabouwalu Lautoka Lautoka Taveuni
TO's All Officers All Officers Deputy Secretaries Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates All Officers All Officers All Officers Middle Mangmt All Officers
JFuata IChandra TO(2) NRaika MTara AParshotam IChandra JFuata CYabaki NTSeruvatu MTara NTSeruvatu MTara JFuata JFuata AParshotam AParshotam MTara
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L&D 68/11 L&D 69/11 L&D 70/11 L&D 71/11 ELDP 03/11 L&D 72/11 L&D 73/11 L&D 74/11 L&D 75/11 L&D 76/11 L&D 77/11 L&D 78/11 L&D 79/11 L&D 80/11 L&D 81/11 L&D 82/11 L&D 83/11 L&D 84/11 L&D 85/11 L&D 86/11 L&D 87/11
19/05 20/05/2011 16/0518/05/2011 19/05 20/05/2011 18/05 19/05/2011 30&31/05 -13/06/11 24/05 25/05/2011 26/05 27/05/2011 23/05 25/05/2011 25/05 27/05/2011 24/05 25/05/2011 21/06 22/06/2011 23/06 24/06/2011 01/06 03/06/2011 01/06 03/06/2011 06/06 08/06/2011 09/06 10/06/2011 07/06 08/06/2011 09/06 10/06/2011 09/06 10/06/2011 09/06 10/06/2011 14/06 16/06/2011 13/06/2011
Employee Relations OHS Modules I & II Employee Relations Disciplinary & Administrative Ethiics Leadership Training Module III Exceptional Customer Care Government Machinery and Procedures OHS Modules I & II Induction Workforce & Succession Planning JUNE Advocacy and Prosecution Skills Government Machinery & Procedures Policy Formulation and Development Induction Induction Employee Relations Public Sector Reform & Change Management Disciplinary & Administrative Ethics Public Sector Reform and Change Management Employee Relations Induction JULY
Taveuni Lautoka Lautoka Suva TBD Labasa Labasa Suva Suva Suva
All Officers Reps/Com Members All Officers All Officers Permanent Secretaries All Officers All Officers Reps/Com Members All Officers Management
NTSeruvatu CYabaki CYabaki JFuata NRaika TO(2) TO(2) IChandra AParshotam JFuata
Suva Suva Suva Nausori Vanuabalavu Vanuabalavu Levuka Levuka Suva Koro Koro
Management All Officers Management All Officers All Officers All Officers All Officers All Officers All Officers All Officers All Officers
TO(2) TO(2) AParshotam IChandra JFuata JFuata IChandra MTara AParshotam NTSeruvatu NTSeruvatu
Public Holiday: Queen's Birthday
TOT 03/11 L&D 88/11 L&D 89/11 L&D 90/11
04/07 05/07/2011 04/07 06/07/2011 07/07 08/07/2011 11/07 12/07/2011
FTPC TOT III Introduction to Disaster Management Employee Relations Employee Relations
Suva Suva Suva Sigatoka
TO's Middle Mangmt All Officers All Officers
JFuata NTSeruvatu TO(2)/JFuata MTara
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L&D 91/11 L&D 92/11 L&D 93/11 L&D 94/11 L&D 95/11 L&D 96/11 L&D 97/11 L&D 98/11 L&D 99/11 L&D 100/11 L&D 101/11 L&D 102/11 L&D 103/11 L&D 104/11
13/07 14/07/2011 11/07 13/07/2011 14/07 15/07/2011 19/07 20/07/2011 26/07 27/07/2011 28/07 29/07/2011 26/07 27/07/2011 28/07 29/07/2011 15/08 16/08/2011 17/08 18/08/2011 15/08 17/08/2011 18/08 19/08/2011 18/08 - 19/08/10 20/08 - 21/08/10 22/08 02/09/2011 29/08 30/08/2011 31/08 02/09/2011 05/09 06/09/2011 07/09 08/09/2011 05 - 09/09/2011 12/09 13/09/2011 14/09 15/09/2011 19/0920/09/2011 21/0922/09/2011 19/09 20/09/2011 21/09 -
Public Sector Reform and Change Management Induction Public Sector Reform and Change Management Induction Exceptional Customer Care Public Sector Reform and Change Management Record Management Government Machinery and Procedures AUGUST Disciplinary & Administrative Ethics Public Sector Reform and Change Management Introduction to Disaster Management Employee Relations Public Sector Reform & Change Management Government Machinery and Procedures
Sigatoka Rakiraki Rakiraki Suva Lautoka Lautoka Labasa Labasa
All Officers All Officers All Officers All Officers Operational Staff All Officers Management All Officers
NTSeruvatu CYabaki IChandra TO(2) NTSeruvatu NTSeruvatu JFuata JFuata
Ba Ba Lautoka Lautoka Taveuni Taveuni
All Officers All Officers Middle Mangmt All Officers All Officers All Officers
IChandra AParshotam MTARA MTARA JFuata TO(2)
2nd Term School Holidays Employee Relations Induction SEPTEMBER Labasa Labasa All Officers All Officers IChandra CYabaki
L&D 105/11 L&D 106/11 L&D 107/11 L&D 108/11 ELDP 04/11 L&D 20/11 L&D 21/11 L&D 109/11 L&D 110/11 L&D 111/11 L&D
Public Sector Reform & Change Management Disciplinary & Administrative Ethics Leadership Training Module IV Productivity & Quality Management Disciplinary and Administrative Ethics OHS Module 1 & 11 Public Sector Reform & Change Management Employee Relations Disciplinary & Administrative Ethics
Lakeba Lakeba TBD Lautoka Lautoka Labasa Labasa Rakiraki Rakiraki
All Officers All Officers Permanent Secretaries All Officers All Officers Reps/Com Members All Officers All Officers All Officers
NTSeruvatu NTSeruvatu NRaika IChandra MTara AParshotam AParshotam J Fuata TO(2)
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112/11 TOT 04/11 L&D 07/11 L&D 11/11 L&D 113/11 L&D 114/11 L&D 115/11 L&D 116/11 L&D 117/11 L&D 118/11 L&D 119/11 L&D 120/11 L&D 121/11 L&D 122/11 L&D 123/11
22/09/2011 21/09 23/09/2011 26/09 27/09/2011 28/09 29/09/2011 03/10 05/10/2011 10/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 24/10 28/10/2011 24/10 28/10/2011 24/10 28/10/2011 26/10/2011 NOVEMBER NTPC TOT IV Employee Relations Exceptional Customer Care OCTOBER Introduction to Disaster Management Labasa Public Holiday: Fiji Day Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates JFuata CYabaki MTara TO(2) NTSeruvatu AParshotam IChandra JFuata MTara CYabaki Middle Mangmt MTara Suva Suva Suva TO's All Officers All Officers JFuata CYabaki CYabaki/IC
Public Holiday: Diwali
L&D 124/11 L&D 125/11 L&D 126/11 L&D 127/11 L&D 128/11 L&D 129/11 L&D 130/11 L&D 131/11 L&D 132/11
31/10 04/11/2011 31/10 04/11/2011 31/10 04/11/2011 31/10 04/11/2011 07/11 11/11/2011 07/11 11/11/2011 07/11 11/11/2011 07/11 11/11/2011 07/11 11/11/2011
Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2)
Suva Suva Suva Suva Suva Suva Suva Suva Suva
Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates
TO(2) NTSeruvatu AParshotam IChandra JFuata CYabaki MTara TO(2) NTSeruvatu
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L&D 133/11 L&D 134/11 L&D 135/11 L&D 136/11 L&D 137/11 L&D 138/11 L&D 139/11 L&D 140/11 L&D 141/11 L&D 142/11 L&D 143/11 L&D 144/11 L&D 145/11 L&D 146/11 L&D 147/11 L&D 148/11 L&D 149/11 L&D 150/11 T&DU1 05/11 T&DU1 06/11 IST 03/11 T&DU1 07/11 T&DU1 08/11
07/11 11/11/2011 07/11 11/11/2011 14/1118/11/2011 14/1118/11/2011 14/1118/11/2011 14/1118/11/2011 21/11 25/11/2011 28/11 01/12/2011 21/11 25/11/2011 21/11 25/11/2011 21/11 25/11/2011 21/11 25/11/2011 14/1118/11/2011 14/1118/11/2011 28/1101/12/2011 28/1101/12/2011 28/1101/12/2011 28/1101/12/2011 05/12 09/12/2011 13/12/2011 12/02/2011 06/1208/12/2011 14/12 16/12/2011 14/12 16/12/2011
Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Govt Acctg Procedures&Regulation: U Machinery of Govt,State& The Public Service :E Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Acctg Procedures&Regulation: U Govt Acctg Procedures&Regulation: U Machinery of Govt,State& The Public Service :E Machinery of Govt,State& The Public Service :E Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S DECEMBER Analysing & Reporting on Transfer Evaluations Trainers Forum on 2012 Training Plan
Suva Suva Lautoka Labasa Lautoka Labasa Suva Suva Suva Suva Suva Suva Lautoka Labasa Lautoka Labasa Lautoka Labasa
Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates
AParshotam IChandra TO(2) JFuata TO(2) JFuata JFuata MTARA CYabaki NTSeruvatu IChandra AParshotam NTSeruvatu AParshotam JFuata NTSeruvatu JFuata NTSeruvatu
Suva Suva
Ministries/Dept. Ministries/Dept.
CYabaki MTARA
3rd Term School Holidays Session 2: Service Exams H(1), H(2), S, U, E Phase 2: Planning & Accountability Framework Monitoring and Evaluating Training Records 3 Divisions Suva Suva Exam Candidates Ministries/Dept. Ministries/Dept. MTora MTARA JFuata
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Design of PSC Training Divisions Scheduled Training Programs CTD scheduled training programs range from two to five days. Each training program includes recognized and contemporary concepts and theories, while being practically orientated. Programs include a range of different learning techniques, including, but not limited to, group discussions, individual and group exercises, simulations, role playing and case studies. Handouts and reading materials are usually provided for all topics covered to complement learning and assist with participants transferring their skills and knowledge back into the workplace. The number of participants range from 20-25 people. CTD scheduled training programs are offered in the main centres of Suva, Lautoka and Labasa and in some districts. The venue for these programs n Suva is the newly i renovated Centre for Training & Development (located at Queen Elizabeth Drive, Nasese), which is a modern training venue, with up-to-date technology and experienced and qualified staff. CTD Scheduled Nomination Procedures Scheduled courses for the year are based on training needs of Ministries/ Departments. Therefore nominations for all courses/workshops should be made and supported by the Training Nomination/Selection and Analysis Form to reach the Commissions Training Division two weeks before the scheduled date of training. Specimen form - Appendix I Nominations without completed Training and Nomination/Selection and Analysis forms will not be considered. Quality Assurance of CTD Training Programs Training Division takes a systematic three-step approach to ensure the programs are delivered at a high standard and are effective at developing skills and transferring knowledge to trainees. 1. Pre and Post-Course Trainee Appraisal Training needs are properly identified through determining the pre-course and postcourse level of knowledge, skills and attitudes of participants. 2. Daily and End-of Course Evaluation Training Officers monitor the progress of learning during the course through sum-ups, reflections and group discussion sessions. Trainees are provided with the opportunity to evaluate the programs daily and also at the end of the course. 3. Transfer Evaluation Three months after the training, trainees and their supervisors are required to assess the effectiveness of the training undertaken on the actual job performance. This form can be downloaded on the PSC website. Evaluation forms Appendix II
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Vunisea
07/03-09/03 28/03-30/03 16/05-18/05 01/06-03/06 06/06-08/06 14/06-16/06 11/07-13/07
SUMMARY OF 2011 SCHEDULED COURSES
Nadarivatu Taveuni Nausori
INDUCTION
Induction is a process by which a new employee is integrated into an organization to become an active, cooperative and productive member. The progress and performance of officers depend to a large extent on how they were inducted/oriented into the organization. Induction is always the first step in the management development process. Objectives: At the end of the course, participants should understand the machinery of government; the rules, procedures and regulations of the Service; their rights, obligations and responsibilities as Public Officers and the terms and conditions governing their employment. Target Group: Officers who are newly recruited, promoted or transferred at all grades. No. of participants : 20 - 25 per session Content: The State Services Decree and Machinery of Government, Public Service Act (Constitution) Regulation, 1990, General Orders, Financial Instructions 2010, Fiji Procurement Office Regulation, Registry procedures, Official Communication Process, Improving Customer Services in the Public Sector, Public Service Ethics, Code of Conduct, Time Management, Occupational Health and Safety, Quality Performance, FICAC Awareness Methodologies: Information Exercises. Sessions, Case Studies and
Vanuabalavu Koro Rakiraki
Requirements: All nominations must be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Application Closing Date: Two weeks prior to commencement of course.
EMPLOYEE RELATIONS
Traditionally employee relation was viewed as the antagonistic existence between employers, employees and the state in the labour process. Management emphasizes the efficient use of resources for maximum returns, while employees look for continuity of employment, security of earnings and satisfaction in their work. The Government acts as the referee. Within these roles and functions, some conflicts of interes t are bound to arise. Contemporary definitions of ER connote the whole gamut of employee relationships in the work process. Objectives: At the end of the course participants should be able to understand the Employee Relations Systems, industrial policies and practices in Fiji, and how to resolve industrial conflicts. Target Group: Officers at SS03 grade or equivalent and below.
Venue and Dates Venue Suva Dates
No. of Participants: 20 25 per session 16/02-18/02 25/05-27/05 19/07-20/07 Nabouwalu 07/02-09/02 Organisation conciliation, mediation, arbitration and negotiation, Current employee relations issues: terms and conditions of service; Content: Theories of Employee Relations, ERP 2007, Grievance Procedures in the Service, Industrial conflicts in
29
Occupational Health & Safety/Act, Methodologies: Information Sessions, Group Exercises and Discussions. Venue and Dates Nausori Vanuabalavu Suva Sigatoka Lautoka Labasa Suva 16/02-17/02/2011 09/06-10/06/2011 07/07-08/07/2011 11/07-12/07/2011 18/08-19/08/2011 29/08-30/08/2011 26/09-27/09/2011
Regulation, JIC Agreement, Public Service Act 1999, Public Service Code of Conduct and values, OHS, Performance Merit, Performance Management/Appraisal, the Organisation and You, Methodologies: Information Sessions, Exercises, Discussions and Case Studies. Venueand Dates
Nabouwalu Lautoka Labasa Suva Labasa
12/05 - 13/05/2011 16/05 - 17/05/2011 26/05 - 27/05/2011 23/06 - 24/06/2011 28/07 - 29/07/2011
Requirements: Requirements: All nominations MUST be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Application Closing Date: Two weeks prior to commencement of course. All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Application Closing Date: Two weeks prior to commencement of course.
GOVERNMENT MACHINERY & PROCEDURES

All officers in Ministries and Departments need to aware of the environment they work in and be well versed with their procedures and regulations of work. In many instances, issues arise from the lack of awareness of the government system and more importantly what officers roles are and how we fit into the whole government machinery. For civil servants, being able to identify where you fit in and how you contribute to the goals of government should be rewarding and motivating. Objectives: At the end of the course participants will be able to understand the machinery, rules and regulations governing their employment and apply them in their day-to-day activities. Target Group: SS02 or equivalent & below No. of Participants: 20 - 25 per session Content: The State Service Decree, Machinery of Government, Terms and Conditions of Employment, General Orders, Financial Instruction 2010, Fiji Procurement Office
DISCIPLINARY & ADMINISTRATIVE ETHICS The concept of Ethics is subjective but important. It generally means formal or informal agreements made between two parties. Unethical practices are breaches of the agreement caused mainly by abuse of power, ignorance and other motives. Public Service Managers face challengers in their role as Public Officers wherein they are required not only to be servants of the public but also to care and maximize benefits derived from Public Financial Resources. Management values include fairness, honesty, Integrity and accountability, while a managers ethical responsibility include equity, neutrality, probity and loyalty. Objectives: At the end of the course participants should be able to identify and practice ethical values and responsibilities. Target Group: Officers at SS02 grade or equivalent and below. No. of Participants: 20 25 per session Content: Definition of Ethics, Importance of Training in Ethics, Established Code of Conduct
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in the Fiji Public Service, Ethics and values, Ethics and their context, developing an Ethical Attitude. Organizational contexts of discipline, organizational behavior modification processes, Public Service Commission Regulations 1999: Disciplinary Action, Suspension for Duty, Public Service (Personal Grievance) Procedure, JIC Personal Grievance Procedures and Public Service Ethics/ Code of Conduct. Mthodologies: Information Sessions, Group Discussions, Case Studies and Exercices. Venue and Dates:
counter through writing, via telephone and in any other situation. Target Group: Officers at SS04 grade or equivalent and below. No. of participants: 20 25 per session Content: Customer vs Client, Organizational context of Customer/Client Service, Customer Service principles, Customer and their needs, Attitudes to Customer Service, Communication Techniques, Telephone Techniques, Developing and maintaining Customer attitude. Methodologies: Information Sessions, Case Studies, Classroom Exercises and Role Play Venue:
Savusavu Labasa Lautoka Nabouwalu Suva Levuka Ba Lakeba Lautoka Rakiraki
03/03 - 04/03/2011 02/03 - 03/03/2011 12/05 - 13/05/2011 10/05 - 11/05/2011 18/05 -19/05/2011 09/06 - 10/06/2011 15/08 - 16/08/2011 07/09 - 08/09/2011 14/09 - 15/09/2011 21/09 - 22/09/2011
Labasa Lautoka Suva

Requirements:
24/05 -25/05/2011 26/07 - 27/07/2011 28/09 - 29/09/2011
All nominations MUST be accompanied by duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Application Closing Date: Two weeks prior to commencement of course,
Requirements: All nominations MUST be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Application Closing Date: Two weeks prior to commencement of course,
RECORDS MANAGEMENT
Record Keeping and their proper management are vital to the efficient and effective operation of public and private agencies. Well managed records allow an organisation to make information readily available for decision making, allow long and short term planning, implement accurate accounting practice, guard against corruption, support human resource planning, provide a means of measuring output, enable control of stores, and protect the organisation from troublesome law suits and negative publicity. Objectives At the end of the course participants should have: Greater awareness of records management Improved record keeping skills Understanding the role of the National Archives Appreciate obligations under the Public Records
EXCEPTIONAL CUSTOMER CARE

It is important for the Government to create and sustain trust from the public. The image of the Public Service is perceived by the public on how effectively and efficiently we perform our official duties and how we communicate. As public Officers, public relation is an integral part of our duties and responsibilities. Objectives: At the end of the course, participants should understand the mechanics of good customer service and develop right attitudes and skills in public relations at the
31
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT Act Be current with legislative developments Understand basic management of records in special format (Electronic and AV) II. III. IV. V.
2011 TRAINING HANDBOOK Relate how the reforms have had an impact to ones work environment Define Change Management Comprehend the reaction of people during a period of transition Appreciate the need for reforms and the importance of adapting to change
Target group:Middle Management No. of Participants: 20 25 per session Content: Overview of Records Management, Current Trends, Legislative Developments, The National Archives of Fiji, Records Life Cycle, Management of Records in Government Agencies, Managing Records in Special Format, Disposal Schedules, Appraisal Principles Appraisal Techniques. Methodologies: Information Sessions, Discussions and Group Exercises Venue and Dates:
Target group:Officers at SS05 grade or equivalent and above. No. of Participants: 20 25 per session Content : Identifying Benefits of the Public Sector Reform Components of the Civil Service Reform Components of the Public Enterprises Reform Components of the Financial Management Reform Types of Changes in an Organization Management During a period of Transitions Managing Resistance to change
Suva Lautoka Labasa

Requirements:
23/02 - 24/02/2011 18/05 - 19/05/2011 26/07 - 27/07/2011
Methodologies: Information Sessions, Discussions and Group Exercises Venue and Date :
All nominations MUST be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded.
Application Closing Date : Two weeks prior to commencement of course.
Nabouwalu Savusavu Vunisea Nadarivatu Suva Sigatoka Rakiraki Lautoka Ba

Requirements:
10/02-11/02/2011 01/03 - 02/03/2011 10/03 - 11/03/2011 10/03 - 11/03/2011 09/06 - 10/06/2011 13/07 - 14/07/2011 14/07 - 15/07/2011 28/07 - 29/07/2011 17/08 - 18/08/2011
PUBLIC SECTOR REFORM AND CHANGE MANAGEMENT

Change is inevitable and is imperative for the ongoing and fast pace reform movement in the Government.Public Enterprise Reform, Financial Management Reform and Civil Service Reform are the three types of reform that are happening in the Public Sector. There was a slow progress of reform previously and now there has been changes that are happening which is now going through the pace which has been identified by the Roadmap and the Peoples Charter for Peace and Progress.
All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Application Closing Date : Two weeks prior to commencement of course.
Objectives At the end of the course participants will be able to identify areas of reform programme from the three types of reform. Understand the factors that have contributed to Public Sector Reforms I. Identify the benefits of the Public Sector Reform Programs
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PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT form or will be disregarded.
Application Closing Date : Two weeks prior to commencement of course.
PRODUCTIVITY AND QUALITY MANAGEMENT

The initiative by the Training Divisions in line with Pillar 4 of the Peoples Charter is the design of the course content of Productivity and Quality Management to meet the Training Needs in the Civil Service in maximizing Productivity and delivering Quality Services. The implementation of the Service Excellence Award Framework requires all government agencies to identify and employ process improvement tools. The tools will bring about changes and improvement continuously. Objectives
SERVICE EXAMINATIONS
At the end of the course participants will be able to Identify some of the productivity and quality management tools that can be used in their respective agencies Use Quality Circles, 5S as the recommended tools for continuous improvement tools. To interpret and implement the Service Excellence Award Framework at various Government Agencies. Target group:All staffs One of the statutory requirements of the Public Service Commission is to conduct service examination in accordance with the provisions of the Examination Act, 1978 and of the General Orders. For advancement and personal development in the civil service, officers are required to pass relevant service examination. The Public Service Commission is responsible for the development and conduct of service examinations H(1), H(2), S, U and E. Objectives No. of Participants: 20 25 per session Content:Defining Productivity, Quality and Total Quality Management, Concepts of TQM, Quality Management tools like Employee Survey Form, Customer Survey Form, Complaints Register, and Suggestion Scheme. Quality Circles and 5S. Methodologies: Information Sessions, Discussions and Group Exercises Venue and Date : Assist eligible candidates to pass the relevant service examinations. Target group:Eligible candidates for service examinations No. of Participants: 30 35 per session Content: Government Reform Programs; Public Service Act & Regulations 1999; GWEs Terms & Conditions of Employment; General Orders; Delegation of Powers; Supplies & Services Instructions; Financial Instructions; Transport Rules & Regulations; Government Machinery; Constitution; English Comprehension & Grammar; Service Commissions; Judicature. Methodologies: Information Sessions, Discussions , Group Exercises and Individual Assessments
Suva Labasa Lautoka

Requirements:
21/02-22/02/2011 28/02 - 01/03/2011 12/09 - 13/09/2011
All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis
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PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT Venue/Dates:
17/10 -21/10/2011 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H2 H2 H2 H2 H2 H2 H2 H2 H2 H2 U U U S S S S S S Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Lautoka Labasa Suva Suva Suva Suva Suva Suva Suva Suva Lautoka Labasa Suva Lautoka Labasa Suva Suva Suva Suva Lautoka Labasa 17/10 - 21/10/2011 17/10 - 21/10/2011 17/10 - 21/10/2011 17/10 - 21/10/2011 17/10 - 21/10/2011 17/10 - 21/10/2011 24/10 - 28/10/2011 24/10 - 28/10/2011 24/10 - 28/10/2011 31/10 - 04/11/2011 31/10 - 04/11/2011 31/10 - 04/11/2011 31/10 - 04/11/2011 07/11 - 11/11/2011 07/11 - 11/11/2011 07/11 - 11/11/2011 07/11 - 11/11/2011 07/11 - 11/11/2011 07/11 - 11/11/2011 07/11 - 11/11/2011 14/11- 18/11/2011 14/11- 18/11/2011 14/11- 18/11/2011 14/11- 18/11/2011 21/11 - 25/11/2011 21/11 - 25/11/2011
H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H2 H2 H2 H2 H2 H2 H2 H2 H1 H1 H2 H2 U S
Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Lautoka Labasa Lautoka Labasa Suva Suva
14/03-18/03/2011 14/03-18/03/2011 14/03-18/03/2011 14/03-18/03/2011 14/03-18/03/2011 21/03-25/03/2011 21/03-25/03/2011 21/03-25/03/2011 21/03-25/03/2011 21/03-25/03/2011 28/03-01/04/2011 28/03-01/04/2011 28/03-01/04/2011 28/03-01/04/2011 28/03-01/04/2011 04/04-08/04/2011 04/04-08/04/2011 04/04-08/04/2011 04/04-08/04/2011 04/04-08/04/2011 11/04-15/04/2011 11/04-15/04/2011 11/04-15/04/2011 11/04-15/04/2011 11/04-15/04/2011 26/04-29/04/2011 26/04-29/04/2011 26/04-29/04/2011 02/05-06/05/2011 02/05-06/05/2011 02/05-06/05/2011 02/05-06/05/2011 02/05-06/05/2011 02/05-06/05/2011
34
21/11 - 25/11/2011 21/11 - 25/11/2011 21/11 - 25/11/2011 14/11- 18/11/2011 14/11- 18/11/2011 28/11-01/12/2011 28/11-01/12/2011
Requirements:
S S S U U S S
Suva Suva Suva Lautoka Labasa Lautoka Labasa
Studies and Exercises. Venue:
Lautoka Suva Labasa

Requirements:
16/05-18/05/2011 23/05 - 25/05/2011 19/09-20/09/2011
All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Application Closing Date: Two weeks prior to commencement of course.
All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Application Closing Date : Two weeks prior to commencement of course.
POLICY FORMULATION AND DEVELOPMENT

The workshop focuses on how to plan and formulate policies in line with the national policy objectives, critically analyse national policies and to assess the impact and implications of policies they administer ensuring proper management within the organization. Objectives: At the end of the course participants should be able to understand the principles of policy planning and management develop and improve the ability to plan and formulate policies, critically analyse national policies and understand the proper management of policies. Target Group: Officers at SS02 and SS03 grade or equivalent. No. of Participants: 20 - 25 per session
OHS MODULES I & II

As rapid industrialization is taking place in Fiji, new legislation, technology and machinery are constantly being introduced. It is therefore necessary to improve existing working conditions to maximize employees health and safety. Every ministry/ department needs to be familiar with the provisions of the Health & Safety at Work (HASAW) Act and ensure that all OHS committee members and representatives undergo a modules I & II training program. Objectives: At the end of the course participants should be able to:Understand the concept of OHS; understand the new OHS legislation; identify work related problems caused by negligence; and take precautionary measures or reduce risks in negligence. Target Group: Members of OHS Committee and All employees No. of Participants: 20 - 25 per session Content: Health & Safety at Work (HASAW) Act, Workplace Regulations, Identifying Risks and Hazards, Accident Investigation, Prevention of accidents, First aid procedures, OHS Policy Formulation, Workmen's compensation Mthodologies: Information Sessions, Case
Content: Policy Planning and management concepts, Policy analysis, Effective policy formulation, Policy evaluation, Monitoring of policy, Strategies for policy management. Methodologies: Information Sessions, Group Exercises, Case Studies and Discussions. Venue /Dates:
Suva
01/06 - 03/06/2011
Requirements: All nominations should be accompanied with duly completed Training Nomination/
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Selection and Analysis form or will be disregarded.
Application Closing Date: Two weeks prior to commencement of course. Selection and Analysis form or will be.
RECORDS MANAGEMENT
Records and their proper management are vital to the efficient and effective operation of public and private bodies. Well managed records allow an organisation to make information readily available for decision making, allow long and short term planning, implement accurate accounting practice, guard against corruption, support human resource planning, provide a means of measuring output, enable control of stores, and protect the organisation from troublesome law suits and negative publicity. Objectives At the end of the course participants should have: Greater awareness of records management Improved record keeping skills Understanding the role of the National Archives Appreciate obligations under the Public Records Act Be current with legislative developments Understand basic management of records in special format (Electronic and AV) Application Closing Date : Two weeks prior to commencement of course..
INTRODUCTION TO DISASTER & RISK MANAGEMENT

The course provides an opportunity for participants to learn essential skills and knowledge in Disaster Risk Management to address implementation challengers in a systematic manner. The course will also promote proactive disaster risk management practices by raising awareness among key stakeholders and by advancing the analytic skills and professional knowledge of development practitioners in specific areas of disaster risk management. Intended Outcomes: Understand the principles and methods involved in Disaster risk Management; Strengthen and improve skills on Disaster and Risk management ;
Target group:Middle Management No. of Participants: 20 25 per session Content: Overview of Records Management, Current Trends, Legislative Developments, The National Archives of Fiji, Records Life Cycle, Management of Records in Government Agencies, Managing Records in Special Format, Disposal Schedules, Appraisal Principles Appraisal Techniques. Methodologies: Information Sessions, Discussions and Group Exercises
Understand of the risk Management Structure; Periodic review mechanism as part of the monitoring and review process; and To improve community resilience to natural disaster.
Target Group: Training Officers Middle Management Venue:
Suva Lautoka Labasa
04/07 - 06/07/2011 15/08 - 17/08/2011 03/10 - 05/10/2011
Venue:
Suva Lautoka Labasa

Requirements:
04/07 - 06/07/2011 15/08 - 17/08/2011 03/10 - 05/10/2011
Maximum No. of Participants: 20-25 per session Requirements: All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded.
All nominations should be accompanied with duly completed Training Nomination/
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Application Closing Date: Two weeks prior to commencement of course.
ADVOCACY AND PROSECUT ION SKILLS

This course will provide an opportunity for participants to acquire Knowledge for all prosecution and advocacy. Skills in handling disciplinary cases are required for all prosecutors in all Government ministries and departments.. Intended Outcomes: Plan a structured investigation and carry it out effectively Identify the scope of investigations Have an understanding of the relevant legislation and investigation processes Determine the required standard of proof Conduct interview to the highest e thical standards and interpret evidence, Target Group Middle Management Maximum No. of Participants session 20 -25 per
Content: Effective Investigating Skills Building a Fraud Prosecution Purpose of Fraud Investigation Advocacy skills Interviewing s kills and Negotiation Requirements: All nominations should be accompanied with duly Completed Training Nominations/Selections and Analysis form. Venue: SUVA : 31/05 - 01/06/2011
Applications Closing Dates: Two weeks prior to commencement of the course.
37
2011 TRAINING TEAMS
CTD DESK OFFICER
MINISTRY/ DEPARTMENT TEAM ONE Presidents Office Prime Ministers Office Public Service Commission Defense, National Security and Immigration (RFMF, Police, Prisons) TEAM TWO Foreign Affairs, International Cooperation & Civil Aviation Finance & National Planning Information & National Archives TEAM THREE Ministry of Education National Heritage Culture and Arts Youth and Sports Attorney General, Justice, Electoral Reform, Public Enterprise and Anticorruption Judicial DPP Solicitor General TEAM FOUR Health Women Social Welfare and Poverty Alleviation Local Government, Urban Development, Housing & Environment Public Enterprise and Tourism Industry and Trade TEAM FIVE Ministry of Works and Transport Public Utilities Land Transport Authority Strategic Framework for Change, Legislature Labour, Industrial Relations and Employment TEAM SIX Agriculture Fisheries and Forests Provincial Development and Multi-Ethnic Affairs Indigenous Affairs Lands and Mineral Resources
MARAMA TARA SENIOR TRAINING OFFICER
JOE FUATA SENIOR TRAINING OFFICER
COLLIN YABAKI
SENIOR TRAINING OFFICER
NAIBUKA TINIVATA SERUVATU TRAINING OFFICER
IRENE CHANDRA TRAINING OFFICER
ABINESH PARSHOTAM TRAINING OFFICER
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IN-HOUSE DECENTRALISED COURSES Ministries and Departments are encouraged to conduct more in-house training, especially generic courses to boost capacity building within the Civil Service. Ministries and departments must submit to the PSC Training Division their Training Plan for in-house training courses each year. This will be forwarded to the Training and Productivity Authority of Fiji (TPAF) together with the CTD Training Plan for TPAFs approval. CTD can assist Ministers and Department in conducting in-house training for ten development programs, fulfilling the requirements of the Fiji National Training Act. The programs are specially tailored and focused to meet the requirements of the ministries and departments. CTD, upon receipt of request/invitation and depending on the training needs and available resources, will assist Ministries and Departments in facilitating training on: Motivation Delegation Problem Solving & Decision Making Stress Management Disciplinary Procedures Grievance Handling Customer Service Time Management Employee Relations Induction Conflict Management Human Resource Development (HRD) Report Writing Communications Techniques & and Skills Occupational Health & Safety (OHS) Government Procedures and Regulations Performance Management Registry Procedures Records Management Management/Administrative Ethics Team Building Gender Mainstreaming Negotiation Skills
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TRAINING COURSES RUN BY OTHER MINISTRIES & DEPARTMENTS The Ministry of Finance The Ministry of Finance and National Planning through its Training and Systems Development Division will conduct training courses for Government Accounting Procedures and Ministries and Departments can liaise with this ministry to organize training. The Government Supplies The Government Supplies Department through its training unit conducts training courses for Government Stores and Instructions and Ministries and Departments should liaise with this ministry to organize training. Nominations for these courses are to be sent directly to the Government Supplies Department. IN COUNTRY TRAINING PROGRAMMES The CTD will continue to work with overseas donor agencies in the running of in-country training programmes for Year 2006- 2007. The current donor agenc y for In-Country Programmes is the Colombo Plan Staff College (CPSC) Colombo Plan Staff College (CPSC) In-Country Courses The Colombo Plan Staff College (CPSC) in-country program aims to provide a more expanded range of appropriate services to member countries in order to meet their specific needs. In-country programs are usually offered upon request of the member country (MC). These long-term programs are based on their priority areas of concern, incorporating the necessary training, research, development and consultancy (TRDC) components to be implemented within a specified period, in harmony with on-going development activities in the country.
The CPSC, which is presently based in Manila, Philippines, has twenty (20) member countries including Fiji. Under their programme, CPSC provides funding for one (1) In-Country training course each financial year for each member country. Applications for In-Country Training under CPSC are usually invited in March every year. A copy of the criteria and application forms is at Appendix III.
40
IN SERVICE TRAINING
OVERSEAS IN-SERVICE TRAINING:
Short and long-term training programmes in the form of staff exchanges, official visits, attachments, and undergraduate and technical studies at various overseas training institutions are often available for sponsorship through the PSC Training Division. Nomination Procedures: Ministries/Departments could submit overseas training proposals to PSC well before the closing date for relevant course(s) using the necessary forms. Ad hoc course offers whenever received by the Commission from recognized overseas institutions will be forwarded to Ministries/ Departments for nominations where appropriate.
LOCAL IN-SERVICE TRAINING PROGRAMMES:
Undergraduate, postgraduate and technical studies at USP and FIT are available for sponsorship through the PSC Training Division. Approval may also be granted for officers to attend non-CTD short courses at other local training institutions. Nomination Procedures: For USP and FIT Studies PSC will send a circular to invite nominations from Ministries/ Departments towards the end of each year for sponsorship for full-time, part-time and extension studies. Officers should send their applications through their Head of Department who will submit these to PSC together with fully completed Training Nomination/Selection and Analysis form. For Non-CTD Short Courses approval may be granted to an officer on the recommendation of the Head of Department for training at a local institution. TPAF, PACSOFT, APTECH Computer Centre, SPC normally provide locally organized short courses, and other well recognized local training institutions. Officers may be given approval to attend short courses at these institutions if there is a need for such training, which is not available through Government sources. Participation costs involved may be paid by PSC or the Ministry/Department or by the officer. Application to attend such courses should be submitted to PSC through the officers Head of Department, supported by the relevant training forms.
41
Evaluation Process: For formal academic training at Universities and Technical Institutions, the trainees performance is continuously assessed by his/her examination results. The award will depend on the individuals academic performance for continuation or termination. Officers undertaking visits, exchanges or attachments are required to submit a report in duplicate within 2 weeks of their return to work. A further evaluation is done 3 months after the training where the trainee and his/her supervisor will assess the effectiveness of the training on actual job performance.
ON-THE-JOB TRAINING: Supervisors are responsible for on-the-job training of their staff, which they should actively pursue. This type of training is normally done on the job-site. Staff are trained while actually performing the task and do not necessarily have to leave their work for the training room. PSC training officers could assist if there is a need. Some Ministries/Departments provide such training to employees on apprenticeship scheme when the apprentices are undergoing industrial experience. Acting appointments, transfers, promotions and general orientation are other types of on-the-job training. All on-the-job training should be properly documented/recorded for inspection by the staff of PSC and TPAF for grant/levy claim purposes. SERVICE EXAMINATIONS: Certain Ministries/Departments have their own prescribed departmental examinations and conduct classes to prepare officers for these examinations. The Public Service Training and Examinations Board (PST&EB) of the PSC is responsible for all training and examination matters and any such matter requiring the Boards consideration and decision should be addressed to the Board through the PSC Training Division. The PSC Training Division will coordinate the conduct of tutorials for the Central Division, Western and Northern Division. This is to prepare candidates who may wish to sit for the Service Examinations (H1, H2, S, E & U). Officers will need to attend 80% of the tutorials to qualify to sit service examinations and may apply for tutorials using the application form as attached as Appendix IV. CTD will continue to conduct Service Examination (H1, H2, S, E & U) twice yearly during the first term and third term school. Notification of such examinations will be sent out in the PSC Circular 2 months prior to the dates of the examinations inviting applications for respective examinations. Details of these examinations are outlined in the General Orders 801-804.
42
FIJI GOVERNMENT SCHOLARSHIP SCHEME The Divisions Scholarship Unit located at Carnavon Street in Suva is responsible for administering the Fiji Government Scholarship Scheme. The core functions of the unit are as follows: 1. Implement the Government Scholarships Policy i.e. administration of all scholarship awards to Pre-Service and In-Service students at local and overseas institutions. These are awards funded by both the Fiji Government and various donor agencies. 2. Administration of the Student Loan Scheme. 3. Award through the Government Selection Committee, scholarships to Pre-Service students as well as civil servants so as to develop an meet the national workforce requirements in areas where there is a skill shortage. 4. Assist in the placement of scholarship awardees after successful completion of their programs. 5. Monitor and provide counseling services to individual scholarship students in their progress and after completion of study programs. 6. Ensure recovery of students contribution in the cost sharing loan and student loan from students or their guarantors. 7. Maintain appropriate student files, records and statistics for official purpose and retrieval. Invitations for applications for scholarship are advertised in the months of June or July in the dailies. Application form is attached as Appendix V.
43
44
APPENDIX 1
PUBLIC SERVICE COMMI SSION

(Training Division)
TRAINING NOMINATION SELECTION & ANALYSIS FORM
Name of Course/Workshop: Name of Institution/Country:
_________________________________________________________ _________________________________________________________
Duration of the Course/Workshop: _________________________________________________________ SECTION A: Personal Details (To be completed by the nominee) 1. 2. 3. 4. 5. 6. 7. 8. 9. Name of Nominee: Date of Birth: Sex: Department: Section/Station: Fax No: Present Post: Date of joining Service: Qualification and Dates Obtained: ITC/FNPF No: No. of Children: Married/Single: Telephone: E-Mail: Job Title: CLASSIFICATION/CODE Confirmed: (Yes/No)
10. Service Exams Passed with Dates:
11.
Work Experience (show post, dept & number of years on each):
45
12.
Details of all past courses attended (Full and correct information should be given for the past 2 years) DURATION DATES ATTENDED INSTITUTION COUNTRY
NAME OF COURSE
Applicant Signature:
Date:
Sections B & C: Justification for Training (To be Completed by the Supervising Officer)
SECTION B: Training Nomination Selection (TNS) 13. Is the Officer serving bond? (Yes/No) If yes, state when the bond period expires.
14.
Give full justification as to why the course is necessary for this nominee. (This should include Annual Confidential Report ACR rating).
15.
List other officers of same grade and state why this nominee has been selected for training and not any other officer.
46
16.
Does the officers training need match with the training needs mentioned in his/her last ACR? Yes/No.
17.
State at which level the training is targeted (Organizational, Occupational or Individual and why?)
SECTION C: Training Needs Analysis (TNA) 18. Occupation Classification (Tick appropriate box) Management or Technologist Skilled Employee Supervisory or Technician Clerical & Others 19. Positions Description (State the Principal Accountabilities of the Post)
20.
Knowledge required to perform the duties of the post:
21.
Skills required to perform the duties of the post:
22.
Attitude/Attributes and other factors (Competencies) required to perform the duties of the post:
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23. Specific areas in which training is required:
24.
Any general comments by the supervisor regarding this nominees selection?
Supervisors Signature:
Date:
25.
Comments by the HOD regarding this nominees selection:
Head of Departments Signature:
Date:
48
APPENDIX II Public Service Commission P O Box 2211 Suva TRANSFER EVALUATION SHEET
PERSONAL DEVELOPMENT NAME OF COURSE ATTENDED MINISTRY/DEPARTMENT VENUE DATE(S) OF COURSE ..
Part 1. (To be completed by the Trainee) A. General Relevance of the Course 1. 2. Do you think the course you attended was relevant to your duties in the Civil Service? Yes/No: __________________________________________________________________ If the course was not relevant, please explain why? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ 3. If it was relevant, how has the course helped you in developing your knowledge, skills and attitude to work? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ GOVERNMENT BUILDINGS
49
B. Learning Points and Application (Do not attempt this if you did not learn anything from the course) 1. What were some of the significant learning points that you managed to apply in your work situation? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ 2. What were some of the learning points that you could not apply although you believe would still be of use in future? ________________________________________________________________________ ________________________________________________________________________ _________________________________________________________________________ 3. Why couldnt you apply them? _________________________________________________________________________ _________________________________________________________________________ Part II. (REMARKS BY HEAD OF DEPARTMENT/SENIOR OFFICER) 1. Since _________________________________________________ returned from the course, has there been any marked improvement in his/her work? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ 2. What aspects of his/her improvement in performance could you attribute to his/her training? _________________________________________________________________________ _________________________________________________________________________
50
3.
How far do departmental restrictions limit the officers application of learning? ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________
4.
Are there any other comments you wish to make on the matter? ________________________________________________________________________ ________________________________________________________________________
Date: .
(Signature of Head of Department/Senior Officer)
51
APPENDIX III
C O L O M B O PLAN S T A F F C O L L E G E F O R T E C H N I C I A N E D U C A T I O N
BUILDING BLOCK C, DECS COMPLEX, MERALCO AVENUE, PASIG CITY, METRO MANILA PHILIPPINES E-MAIL: CPSC@SKYINET.NET WEBSITE:HTTP://WWW.SKYINET.NET/USERS/CPSC
FORM 1. PROPOSAL FOR IN - COUNTRY TRAINING PRO GRAMME
1. Programme Title: (only one programme per year)___________________________________ COUNTRY ____________________ _______
____________________________________________________________________________________________
2. Background/Rationale:
____________________________________________________________________________________________ ____________________________________________________________________________________________
3. Objectives:______________________________________________________________________________
____________________________________________________________________________________________ ____________________________________________________________________________________________
4. Content (Focus Areas):

(a) (b) (c) (d) ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________
5. Participants:(Target Group and Number)

____________________________________________________________________________________________________________________ ______________________________________________________________________________________________________
6. Expected Outcomes:
_________________________________________________________________________________________________ _________________________________________________________________________________________________ _________________________________________________________________________________________________

52
7. Proposed Dates: (Please give at least 3 alternatives) 1st Preference - From _______________________ to _________________________ 2nd Preference - From _______________________ to _________________________ 3rd Preference - From _______________________ to _________________________ 8. Proposed venue : ______________________________________________________________________________________________________ _____________________________________________________________________________________________________ 9. Proposed Local Coordinator: Name: ________________________________________ Signature: ______________________________________ Position:__________________________________________________________________________________________ Address: _________________________________________________________________________________________ ____________________________________________________________________________________________________ Tel: Office: _____________________ Residence: _______________________________ Fax: ____________________________________________________________________ E-mail:__________________________________________________________________
NOTE: IN - COUNTRY PROGRAMME IS A PARTNERSHIP PROGRAMME BETWEEN CPSC AND THE HOST COUNTRY. CPSC PROVIDES THE SERVICE OF ONE FACULTY CONSULTANT FOR THE COURSE DEVELOPMENT AND IMPLEMENTATION INCLUDING COST OF TRAININ G MATERIALS, WHILE THE HOST COUNTRY PROVIDES A LOCAL CO- ORDINATOR AND FACILITATORS, THE TRAINING VENUE AS WELL AS EXPENSES OF PARTICIPANTS LIKE ACCOMMODATION, FOOD, LOCAL TRANSPORTATION AND INCIDENTAL EXPENSES.
53
COLOMBO PLAN STAFF COLLEGE FOR TECHNICIAN EDUCATION
FORM 2.
PROPOSAL FOR RESEARC H AND IT PROJECTS
Project Type:
Research
IT
Project Title: __________________________________________________________________ ___________________________________________________________________ Project Description: a. b. c. Project Rationale Project Objectives _________________________________________________ _________________________________________________
Project Components _________________________________________________
Methods of Implementation: a. b. c. Executing Agency _________________________________________________
Project Organisation _________________________________________________ Parties Involved _________________________________________________
Project Schedule:
_____________________________________________________________
Project Budget: a. Total Breakdown _________________________________________________________
b.
Local counterpart fund, if any:____________________________________
Note: The above proforma is for research and IT project proposals. CPSC would like to propose partnership with its Member Countries through appropriate organisations and/or interested TET institution on a sub-regional research venture. The funding of the project can be joint or sourcedout for possible funding assistance from potential donors and sponsors.
54
C O L O M B O P L A N S T A F F C O L L E G E F O R T E C H N I C I A N ED U C A T I O N
YEAR 2003 CPSC IN - COUNTRY TRAINING PRO GRAMMES THRUST AREAS
(SPECIFIC TOPIC MAY BE SUGGESTED BY THE COUNTRY UNDER THE SELECTED GENERAL THEME AREA) v ACCREDITATION SYSTEM DEVELOPM ENT v APPLICATION OF ISO 9001:2000 IN TET v APPLICATION OF STATI STICAL TOOLS AND TECHNIQUES IN DATA ANALYSIS v BIOTECHNOLOGY v CHANGE MANAGEMENT v CNC AND ROBOTICS v COMPETENCY-BASED TRAINING v COMPUTER-AIDED INSTRUCTION v COMPUTER-ASSISTED ENGINEERING v COMPUTERISED EXAMINATION SYSTEMS v COOPERATIVE TRAINING v CURRICULUM DEVELOPMENT v DECENTRALISED MANAGE MENT AND AUTONOMY v DEVELOPING ENTREPRENEURIAL SKILLS v DEVELOPING MANAGERIAL SKILLS v DEVELOPING SKILLS FOR CRISIS MANAGEMENT v DEVELOPING STRATEGIES FOR KNOWLEDGEABLE WORKERS v DIE DESIGN v DIGITAL LIBRARY v ENTREPRENEURSHIP TRAI N I N G v ENVIRONMENT EDUCATION v FOOD PROCESSING
55
v GOOD GOVERNANCE AND EDUCATION MANAGEMENT INFORMATION SYSTEM v INFORMATION SECURITY v INSTITUTION-BASED LEARNING RESOURCES v INSTRUCTIONAL SYSTEM PLANNING v INVENTORY CONTROL AND RESO URCE MANAGEMENT v ISO TRAINING v KNOWLEDGE NETWORKING FOR TET v MANAGEMENT OF LEARNING v MECHATRONICS v MIS FOR TET INSTITUTIONS v MODERN TRAINING DESI GNS v MONITORING AND EVALUATION v MULTIMEDIA TRAINING AND RESOURCE DEVELOPMENT v MULTI SKILLS TRAINING v NETWORKING TECHNOLOGY v ON-LINE LEARNING v ORGANISATION AND DEVELOPMENT v PERFORMANCE APPRAISA L v PHYSIOTHERAPY AND MAGNETIC THERAPY v PROJECT MANAGEMENT v PROMOTING AND SUSTAINING INNOVATIONS IN TET v SOFTWARE DEVELOPMENT v STUDENT ASSESSMENT AND EVALUATION v TECHNOLOGY FOR DISTANCE EDUCATION v TET ADEQUACY AND ACCESSIBILITY v TQM v TRAINING NEEDS ASSESSMENT v USING ICT FOR TEACHING AND LEARNING SYST EMS v VIRTUAL REALITY SYSTEMS v WEB -BASED INSTRUCTIONAL MATERIAL DEVELOPMENT v WOMEN IN DEVELOPMENT v WORK VALUES EDUCATION
56
COLOMBOPLANSTAFFCOLLEGE FOR TECHNICIAN EDUCATION P.O. Box 7500, DAPO, Domestic Road, 1300 Pasav City, Philippines Phone: (632) 631-0991 to 95
APPENDIX IV (632) 631-0996 Fax:
PUBLIC SERVICE COMMISSION

APPLICATION TO SIT FOR THE PUBLIC SERVICE EXAMINATION H(1), H(2), S, U & E
This applicant form is to be completed by the applicant, signed by the Permanent Secretary/Head of department and sent to the Permanent SecretaryPublic Service
Examination: ________________ Name of Applicant: ___________________________________________________ Surname First Name Date of Birth: ______________ Post: ______________ EDP/FNPF: ___________
Date Joined: ______________ Date Confirmed: ___________ Grade: ________

[Attach copies of letter of Probationary Appointment and Confirmation]
Ministry/Department: ____________________________________________________ Station/Locality: _____________________________ Phone No: ________________
**Please tick which examination(s) passed:
H (1); H(2); S; (If applying: for H(2) attach H(1) result, for S or U - attach H(2) result; for E attach S or U result) And for need to complete the above as marked **) Number of previous attempts: _________ Signature of Applicant: ____________ Date: _____________
(For use by the Permanent Secretary/Head of Department)
U; E H(1)applicantsno
I certify that the information given above is correct.

I endorse/ do not endorse approval for the applicant to sit for the H (1) examination for the following reason: __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________
For H (1) applications only:
57
Name of Officer: _________________________ Signature: ___________________ Designation : ________________________ Date : ______________________
58
APPENDIX V
59
60
61
APPENDIX VI
For Official Use
PUBLIC SERVICE COMMISSION

BERK ELEY CRESCENT, P.O.Box 2211, GOVT. BUILDINGS SUVA, FIJI
Recd: File: Status
APPLICATION F OR I N - S E R V I CE AWARDS UNIVERSIT Y OF THE SOUTH P A C I F IC A N D F I J I N A T I O N A L UN I V E R S I T Y

A. PERSONAL DETAILS 1. NAME 2. DOB Attach certified copy of birth cert.
6. APPOINTMENT
3. GENDER
Male/Female
4. RACE
5. POST
7. ITC NO.
8. CONFIRMED
Yes/No
DATE 9. MINISTRY
12. PHONE
10. DEPARTMENT
11. STATION 14. FAX NO 3. USP FOUNDATION OR EQUIVALENT a) Subject b) Grad e
Office : CONTACT Residence: NO 13. EMAIL ADDRESS B. CURRENT EDUCATIONAL QUALIFICATION 1. FSLC 2. FORM SEVEN a) Subject b) Grade a) Subject b)Grade
C. CURRENT T E RTIARY QUALIFICATIONS I
NCLUDING SERVICE EXAMINATIONS
a) Tertiary Level Awards i) Year ii) Institution
iii) Award
b) Service Examination i) Year ii) Exams
iii) Pass/Fail
D. OTHER QUALIFI
CATIONS AND UNIT S RECEIVE D THROUG H IST SPONSHORSHIP AT USP AND
N UF
a) Tertiar y Level Awards i) Year ii) Institution
iii) Award
iv) No. of Program & S ponsored Units
v)Pass/Fail
E . P R O P O S E D I N- S E R V I C E T R A I N I N G R E Q U I R E D 1. Nam e of Institution 2. Student Nam e (If differen t from above) 4. Cur rent of Proposed Mode of Study a) Full Time 5. Academic Information a) Programme 6 . G r a d u a t i o n Expectation a) Month and year
F.SHO W THE T OTAL COURSE PLANNE D INCLUDI8NG RESULTS OF THOSE A
3. Studen t ID No. DFL b) Major c. Minor b) In what (eg. Dip. in Rur al Developmen t etc) b) Part Time
LREADY ATTEMPTED
a) Units
i) 1
b) Titles
c) Sem/Year
st
d)Grade if Completed
a) Units
ii) 1
b) Tittles
c) Sem/Year
d) Grade
Year Courses or 100 Level Units
st
year Courses or 100 Level Units
nd ii ) 2 Y e ar C o u r s e o r 2 0 0 L e v e l U n i t s
nd ii) 2 Year Course or 200 Level Units
1 62

rd
iii)
Year Courses of 300 Level Units
iv) 4
th
v) 5
th
to p r o v e s a t i s f a c t o r y p r o g r e s s H C L E A R L Y S T A TE T H E C O U R S E S Y OU P R O P O S E T O D O [ S T A T E T H E Y E A R : 1 . R e q u e s t e d M o d e l o f S t u d y a) Full Tim e
G Provid e GPA to date
a) Course GPA to date ] b) Part Time
b) Semester GPA Distance & Flexible
State the Units you wish to undertake during the whole year a) Semester b) Units c) Units Title d) Study Mode (If Different)
I. APPLICANTS UNDERSTANDING AND UNDERTAKING 1. I am applying for this Scholarship in respons e to ( Tick where Applicable)
a ) A n identified persona l training need , w h i ch w i ll hel p m y p e r s o n a l c a r e e r w i t h i n t h e Department a n d / o r Ministry n e e d , a n d I h a ve b e en r e q u e s t e d by the head of my ministry and/or department to submi t this a p p l i c a t i
b ) A n i d e n t i f i e d o r g a n i z a t i o n al t r a i n i n g
on
2 . I f t h i s t r a i n i n g app licatio n c a n n o t b e a c c o m m o d a t e d u n d e r G O 9 0 0 ( a ) (i ) o r G O 9 0 0 (b) f o r a n y
l e a ve without salary under the provision of GO 717 (b) (iii) Signature of Applicant
r e a s o n s; I a m p r e p a r e d t o u n d e r t a ke i t o n
Yes
No
Date of Application
J. RECOMMENDATION OF THE PERMANENT SECRETARY AND THE HEA D OF DEPARTMENT ON THE APPLICATION 1. Please Giv e ca ndid comments on the justification for Government Sponsorship of this Application under the following headings: a) Contribution to the Department and /or Ministries capacity Building and Workplace Training and Develo p m e n t
b) The Officers Career Development
2. This Training is to be accommodated under the following general orders Provisi on (Tick as Applicable)
a ) G r a n t e d u n d e r GO 9 0 0 (a) (i ) o r (b) p r o v i s i o n s, b u t t h e Ministry w i ll accommodat e a l l t h e necessary
support in terms of full salary the necessary support
b) b) Granted under GO 900 (a) (i) or (b) provisions , but the Ministry can only partially accommodate
c) Granted under GO 900 (a) (i) or (b) provisions, but the Ministry is not in a position t o accommodate any necessary support d) In very special circumstances, granted under GO 717 (b) (iii). The officer should be required to go on leav e without salary
Signature of Head of Department Name: Department: Date:
Signature of Permanent Secretary Name: Ministry Date
63
APPENNDIX VII THE PUBLIC SERVICE V ALUES (Part 2, Section 4 (1) (14) Public Service Act, 1999)
1. The Public Service respects the values, policies, rights and freedoms set out in the Constitution.
2. Employment decisions in the public service are made without patronage, favoritism or political influence, and appointments and promotions are made on the basis of merit after an open, competitive selection process. 3. Men and women equally, and the members of all ethnic groups, have adequate and equal opportunities for training and advancement in the public service. 4. The public service carries out the Government's policies and programs effectively and efficiently and with due economy. 5. The composition of the public service reflects as closely as possible the ethnic composition of the population, taking account, when appropriate, of occupational preferences. 6. The public service provides a working environment that is free from discrimination. 7. The public service is apolitical, performing its functions in a neutral, impartial and professional way. 8. The public service is fully accountable, within the framework of the Constitution and the Public Finance Management Act 1999, to the Government, the Parliament and the people of the Fiji Islands. 9. The public service is responsible to the Government in providing frank, honest, comprehensive, accurate and timely advice and implementing the Government's policies and programs.
64
10. The public service has the highest ethical standards, particularly for integrity and honesty. 11. The public service delivers services fairly, effectively and courteously. 12. The public service develops and maintains leadership of the highest quality, particularly through the Senior Executive Service. 13. The public service provides a fair, flexible and rewarding workplace. 14. The public service performance. focuses on achieving results and managing
65
PUBLIC SERVICE CODE OF CONDUCT (Part 2, Section 6 (1) (14) Public Service Act, 1999)
1. An employee must behave honestly and with integrity in the course of employment in the public service. 2. An employee must act with care and diligence in the course of employment in the public service. 3. An employee, when acting in the course of employment in the public service, must treat everyone with respect and courtesy, and without coercion or harassment of any kind. 4. An employee, when acting in the course of employment in the public service, must comply with all applicable Acts and subordinate legislation. 5. An employee must comply with all lawful and reasonable directions g iven by persons in authority in the employee's Ministry, department or parliamentary body. 6. An employee must maintain appropriate confidentiality about dealings that the employee has with any Minister or any member of the staff of a Minister. 7. An employee must disclose, and take reasonable steps to avoid, any conflict of interest (real or apparent) in connection with employment in the public service. 8. 9. An employee must use Government resources and assets in a proper way. A person must not, in the course of or in connection with employment in the public service, provide false or misleading information in response to a request for information that is made for official purposes. 10. An employee must not make improper use of official information or of the employee's duties, status, power or authority in order to gain, or seek to gain, a benefit or advantage for the employee or for anyone else. 11. An employee must not, except in the course of his or her duties as an employee, or with the express authority of the chief executive of his or her Ministry, 66 department or parliamentary body, give or disclose, directly or indirectly, any
information about public business or anything of which the employee has official knowledge. 12. An employee must at all times behave in a way that upholds the Public Service Values and the integrity and good reputation of the public service. 13. An employee on duty overseas must at all times behave in a way that upholds the good reputation of he State. 14. An employee must comply with any other conduct requirement prescribed b y regulations, specified in directions or required of the employee by his or her chief executive. 15. In this section employee includes a wage earner.
67

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PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

TRAINING HANDBOOK 2011

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2011 TRAINING HANDBOOK

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Education's purpose is to replace an empty mind with an open one.

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2011 TRAINING HANDBOOK

PSC TRAINING DIVISION PLEDGE

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

GENERAL TRAINING POLICIES

A. ATTENDANCE TRAINING COURSES:

If you want to be listened to, you should put in time listening.

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

Progress comes from the intelligent use of experience

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

(b)Training Needs Analysis (TNA)

PERSONAL EMOLUMENTS FIGURES

NTPC GRANT CLAIM

(a) Registration of Training Staff

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

(e) Formal Selection

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

(g) Special Courses

(h) Dress Code

Training Programmes for Government Wage Earners (GWE)

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

TRAINING DIVISION FACULTIES

STAFF OF WORKFORCE TRAINING AND DEVELOPMENT (UNIT 1)

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

STAFF OF IN - SERVICE TRAINING (UNIT 2)

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

STAFF OF WORKFORCE PLANNING AND SCHOLARSHIP (UNIT 3)

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

DEPUTY SECRETARIES OF VARIOUS GOVERNMENT MINISTRIES & DEPARTM ENTS

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

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