2011 Training Hanbook

7/30/2019 2011 Training Hanbook

1/67

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK

1

TRAININGHANDBOOK

2011


2/67


2

TABLE OF CONTENT S

Page

Brief History and Overview 2

Vision, Mission and Values 3

PSC Training Division Pledge 4

General Training Policies 5

Training Division Faculties 10

Workforce Training & Development Braod Program Categories 13

Senior Executive Services Leadership Programs 17

GTC Management Development Training Programs 19

Summary of 2011 GTC Scheduled Courses 28

2011 Training Teams 37

In House Decentralized Courses 38

Training Courses run by other Ministries & Departments 39

In service Training 40

Appendice

Appendix I PSC Training Nomination Selection & Analysis Form 44

Appendix II Transfer Evaluation 49

Appenndix III Colombo Staff College For Technical Education 52

Appendix IV Service Exams Application Fom 57

Appendix V PSC Scholarship Form 59

Appendix VI In Application for In - service Awards 61

Appendix VII Public Service Values and Code of Conduct 64


3/67


3

THE PSC TRAINI NG DIV ISION

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 ProductivityCentre (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 responsiblefor 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 pur pose is to rep lace an em pty mind w ith an open

one.

[M a lc o lm Fo rb es]


4/67


4

PUBLIC SERVICE COMMISSION VISION AND MISSION

PSC TRAINING DIVI SION STAT EMENTS

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:

VISION

TO BE THE ICON OF INTEGRITY

AND EXCELLENCE IN THE

PUBLIC SERVICE

MISSION

TO CHAMPION

PROFESSIONALISM AND

PRODUCTIVITY BYPROMOTING QUALITY

TRAINING ANDDEVELOPMENT FOR THE

VALUES

RESPECT FOR CLIENTELE

PROFESSIONALISM INNOVATION & CONTINUOUS IMPROVEMENT

QUALITY HUMAN RESOURCE DEVELOPMENT

EXEMPLARY SERVICE

MISSION

TO CHAMPION SERVICE EXCELLENCE

AND INCULCATE A CULTURE OF

INNOVATION THAT PROMOTES

PRODUCTIVITY IN THE PUBLIC SERVICE

VISION

EXCELLENCE &

PROFESSIONALISM IN TOTAL

QUALITY TRAINING AND

DEVELOPMENT


5/67


5

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 innovationand 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.


6/67


6

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. ATTENDANCETRAININGCOURSES: Ministries/Departments should systematically analyse and

determine training needs to ensure that officers benefit from thecourse 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 allessential training records should be kept for each officer so

trained.

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 toattend 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 shallprohibit 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 asoverseas programs.

The practice of making direct approaches to aid donors and

foreign embassies for any training, scholarships and overseastravel 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 withpotential 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.

If you w ant to be

listen ed to, you

should put in time

listening.

(Amer ican Marge

Piercy)


7/67


7

B. BONDING: The Governments revised bonding policy is covered in the

PSC circular No.19/90. Ministries/Departments will continue tobe 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 throughGovernment 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 officershall 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 induplicate in accordance with the form prescribed by the PSC,

copies of which may be obtained from that office. One copy

shall be forwarded to the PSC and one retained by the Officersdepartment.

Progress comes

from the intelligentuse of experience

Elbert Hubbard


8/67


8

All training activities in the Service should be systematically

done in line with the requirements of the NTPC Levy &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.

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 employeesoccupying 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 annuallyfrom 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

REQUIREMENTS

PERSONALEMOLUMENTS

FIGURES

NTPC GRANTCLAIM

(a) Registration of

Training Staff

(b)Training Needs

Analysis (TNA)


9/67


9

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 analysisshould also relate to Section V of the officers annual

confidential report.

All Ministries/Departments conducting their own in-house programmes (on-the-job/off-the-job) are requiredto 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 andkeep records of all departmental training facilities and

equipment. An updated list of these to be submitted toPSC 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 trainingopportunities are limited due to scarcity of funds and staff

constraints; therefore selection of trainees will be based on

the most meritorious and urgent needs.

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 Ministry/Department is required to submit monthly

returns of all in-house training activities (on-the-job and off-

the-job).

Ministries and Departments are also required to keep a

record of all officers that attend training coordinated by PSC

Training Officers.

(c)Departmental

Training Plan

(d)Training Facilities

(e) Formal Selection

(f) Training Records


10/67


10

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 Officers

have been assigned certain Ministries and Departments to

look after and they will assist in the conducting of thesecourses. 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 forfemales 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.

PSC has scheduled a number of courses for GWE staff

because of their contribution to the attainment of the

Outputs in the Corporate Plan of their Ministries andDepartments. PSC will not be able to train all of GWEs and

Ministries and Departments are requested to assist in other

areas of training.

(g) Special Courses

(h) Dress Code

Training Programmesfor Government WageEarners (GWE)


11/67


11

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 ReportsStream 3 - Research and Development

undertaking training research and development work;

formulation of the PSC Training Plan and the compilation of the annual TrainingHandbook and administering the CTD Library

STAFF OF WORKFORCE TRAINING AND DEVELOPMENT (UNIT 1)


12/67


12

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 Serviceexaminations; 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)


13/67


13

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)


14/67


14

WORK FORCE TRAIN IN G & 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) Actand 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.


15/67


15

SENIOR EXECUTI VE SERVI CES OF THE FIJ I PUBL IC SERVI CE

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 SeniorExecutives 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 Executives in carrying out their agency'smanagerial 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, byensuring 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, andwhere feasible, its return on investment.

Agencies, at a minimum, incorporate the following components into their leadershipdevelopment approach:

Development of the objectives, methodology, content, and coverage of each

program or significant learning activity in accordance with basic instructional

design principles.


16/67


16

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 ofmanagement. 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/action-

oriented 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 solutionsshould 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 organizationallearning.

Structuring development challenges into future assignments. External rotations,

launching new initiatives, and managing turnaround organizations are examples

of excellent learning opportunities.


17/67


17

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 multi-sector 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.

Objectives are no t fate, they are d irection. They ar e not com ma nd s,

they are comm itments. They do not deter mine the future; they are

me an s to m obilize. re sour ces an d e ner gy

[Peter Drucker People and Perform ance]

DEPUT Y SECRETARIES OF VARIOUS GOVERNMENT MINISTRIES & DEP ARTMEN TS


18/67


18

Leader ship is about m aking discern ing decisions for t he

best way forward in pr eserving peace and p rosperi ty as wel l

as a ddr essing the intellectual and op era tional challenges

present .

(Comm issioner Fusi Vave..Open ing of the Leader ship Tr aining

Programme)


19/67


19

LEADERSHIP DEVELOPMENT PROGRAMS 201 1

The Senior Executive Services training program is established for the purpose of

addressing for the training needs of our Senior Executives in Government. These areofficers 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 DESTINA TION TARGET GROUP

07/03 - 11 /03 /2011

Leadership Training

M odu le I I TBD Perm anent Secretar ies

02 /05 - 06 /05 /2011

Leader ship Trainin g

M odu le I TBD Deput y Secretar ies

30&31/ 05 -1 -3/ 06 /11Leadership TrainingM odu le I I I TBD Perm anent Secretar ies

05 - 09 /09 / 2011Leadership TrainingM odu le IV TBD Perm anent Secretar ies


20/67


20


21/67


21

TH E CENTRE FOR TRAIN ING AN D DEVELOPMENT (CTD) SCHEDULED COURSES

2011 PUBLIC SERVICE HUMAN CAPITAL CAPACITY DEVELOPMENT MASTER PLAN

CTD COURSE DA TES COURSES DESTINA TION TARGET GROU P COORDIN ATO R

JANUARY

3/1 / 2011 Pub l ic Ho l iday: New Year ' s Day

IST01/ 11 06/ 01-28/ 02/ 2011 IST Scholarship Offers 2011 3 Divisions Exam Candid ates LKoroi

T & DU1

01/11 17/01/ 2011 Plann ing & Account ab i l it y Framew ork Suva

Training Division

Staff SFCKorovusere

T & DU1

02/11 18/01/ 2011 Plann ing & Account ab i l it y Framew ork Suva

Training Di vision

Staff SFCKorovusere

FEBRUARY

L& D01/11 21/02-22/ 02/2011 Product iv i ty & Qual i ty M anagem ent Suva A l l Of f icers JFuata

TO T

01/ 11 07/ 02 - 11/ 02/ 2011 FTPC TOT I Suva TO's JFuata

14/02/ 11 Pub l ic Ho l iday: P rophet M oham med 's B i r thday

L& D

02/ 11 25/ 02/ 2011 Trainers Discussion Forum Suva Training Off icers JFuataL& D

05/ 11 16/ 02-17/ 02/ 2011 Emp loyee Relat ions Nausor i Operat io nal Staf f IChandra

T& D

06/11 16/02 - 18 /02/ 2011 Induct ion Suva A l l Of f icers AParshotam

T & DU1

03/ 11 21/ 02 -24/ 02/ 2011 Training Pol icy Aw areness W orkshop Suva M inistr ies/ Dept . JF/ AP/IC/ M T/CY

T & DU1

04/ 11 23/ 02 / 2011 Training Pol icy Aw areness W orkshop Labasa M inistr ies/ Dept . NTSeruvatu

T & DU1

05/11 23/02/ 2011 Train ing Po licy Awareness W orkshop Lautoka M in ist r ies /Dept . NRaika

CTD

08/11 10/ 02-11/02/ 2011 Pub l ic Sector Reform and Change M anagemen t Nabouw alu A l l Of f icers NTSeruvatu

L& D

09/11 07/02-09/ 02/2011 Induct ion Nabouw alu A l l Of f icers NTSeruvatu

L& D10/11 23/02 - 24 /02/ 2011 Record M anagement Suva Opera t iona l Sta f f M Tara/ IC

M ARCH

L& D

03/ 11 01/ 03 - 02/ 03/ 2011 Publ ic Sector Reform and Change M anageme nt Savusavu Al l Off icers JFuata

L& D

04/ 11 03/ 03 - 04/ 03/ 2011 Discipl inary & Adm inistrat ive Ethics Savusavu Al l Off icers JFuata

L& D

12/ 11 28/ 02 - 01/ 03/ 2011 Product iv i ty & Qual i ty M anagemen t Labasa Al l Off icers NTSeruvatu

L& D

13/ 11 02/ 03 - 03/ 03/ 2011 Discipl inary & Adm inistrat ive Ethics Labasa Al l Off icers TO(2)

L& D

14/11 07/03 - 09 /03/ 2011 Induct ion Vun isea A l l Of f icers AParshotamL& D

15/11 10/03 - 11 /03/ 2011 Pub l ic Sector Reform and Chan ge M anagement Vun isea A l l Of f icers AParshotam

L& D

16/11 28/03-30/ 03/2011 Induct ion Nadar iva tu A l l Of f icers NTSeruvatu

L& D

17/ 11 01/ 04-02/ 04/ 2011 Publ ic Sector Reform and Change M anageme nt Nadar ivatu Al l Off icers NTSeruvatu

L& D

1 8 / 1 1

0 8 / 0 3 -

10/ 03/ 2011 Service Excellence Training fo r Cham pion s Suva SEA Cham pio ns JFuata

L& D

1 9 / 1 1

0 8 / 0 3 -

10/ 03/ 2011 Service Excellence Training fo r Cham pion s Suva SEA Cham pio ns IChand ra


22/67


22

ELDP

0 1 / 1 1

0 7 / 0 3 -

11/ 03/ 2011 Leadersh ip Tra in ing M odule I I TBD

Permanent

Secretaries NRaika

L& D

2 2 / 1 1

1 4 / 0 3 -

18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates IChandra

L& D

2 3 / 1 1

1 4 / 0 3 -

18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates CYabak i

L& D

2 4 / 1 1

1 4 / 0 3 -

18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates M TaraL& D

2 5 / 1 1

1 4 / 0 3 -

18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates TO(2)

L& D

2 6 / 1 1

1 4 / 0 3 -

18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates NTSeruvatu

L& D

2 7 / 1 1

2 1 / 0 3 -

25/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates AParshot am

L& D

2 8 / 1 1

2 1 / 0 3 -


L& D

2 9 / 1 1

2 1 / 0 3 -

25/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates JFuata

L& D

3 0 / 1 1

2 1 / 0 3 -

25/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates Cyabak iL& D

3 1 / 1 1

2 1 / 0 3 -

25/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates M Tara

APRIL

L& D

3 2 / 1 1

2 8 / 0 3 -


L& D

3 3 / 1 1

2 8 / 0 3 -


L& D

3 4 / 1 1

2 8 / 0 3 -


L& D

3 5 / 1 1

2 8 / 0 3 -

01/ 04/ 2011 Governm ent Procedures & Regula t ions: H(1) Lautoka Exam Candidates AParshot am

L& D3 6 / 1 1 2 8 / 0 3 -01/ 04/ 2011 Governm ent Procedures & Regula t ions: H(1) Labasa Exam Candidates JFuata

L& D

3 7 / 1 1

0 4 / 0 4 -

08/ 04/ 2011 Governmen t Procedures & Regula t ions: H(2) Suva Exam Candidates JFuata

L& D

3 8 / 1 1

0 4 / 0 4 -


L& D

3 9 / 1 1

0 4 / 0 4 -


L& D

4 0 / 1 1

0 4 / 0 4 -


L& D

4 1 / 1 1

0 4 / 0 4 -


L& D

4 2 / 1 1

1 1 / 0 4 -


L& D

4 3 / 1 1

1 1 / 0 4 -


L& D

4 4 / 1 1

1 1 / 0 4 -


L& D

4 5 / 1 1

1 1 / 0 4 -

15/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Lautoka Exam Candidates AParshot am

L& D

4 6 / 1 1

1 1 / 0 4 -

15/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Labasa Exam Candidates JFuata


23/67


23

22/ 04/ 2011 Publ ic Hol iday: Good Fr iday

25 / 04 / 2011 Pub l i c Ho l iday: Easte r M onday

L& D

4 7 / 1 1

2 6 / 0 4 -

29/ 04/ 2011 Govt Acctg Procedures& Regula t ion: U Suva Exam Candidates JFuata

L& D

4 8 / 1 1

2 6 / 0 4 -

29/ 04/ 2011 Govt Acctg Procedures& Regula t ion: U Lautoka Exam Candidates M Tara

L& D

4 9 / 1 1

2 6 / 0 4 -

29/ 04/ 2011 Govt Acctg Procedures&Regula t ion : U Labasa Exam Candidates NTSeruvatu

L& D

5 0 / 1 1

2 6 / 0 4 -

29/ 04/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice: E Suva Exam Candidates IChandra

L& D

5 1 / 1 1

2 6 / 0 4 -

29/ 04/ 2011 M achinery of Govt,State& The Public Service: E Suva Exam Candid ates CYabaki

L& D

5 2 / 1 1

2 6 / 0 4 -

29/ 04/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice: E Suva Exam Candidates NRaika

0 2 / 0 5 -

13/ 05/ 2011 1st Term School Hol idays

M AY

TOT

0 2 / 1 1

0 2 / 0 5 -

06/ 05/ 2011 FTPC TOT II Suva TO's JFuata

L& D

5 3 / 1 1

0 9 / 0 5 -

11/ 05/ 2011 Indu ct ion Lautoka Al l Of f icers IChandra

L& D

5 4 / 1 1

1 2 / 0 5 -

13/ 05/ 2011 Disc ip l inary & Adm in is tra t ive Eth ics Lautoka Al l Of f icers TO(2)

ELDP

0 2 / 1 1

0 2 / 0 5 -

06/ 05/ 2011 Leadersh ip Tra in ing M odule I TBD

Deputy

Secretaries NRaika

L& D

5 5 / 1 1

0 2 / 0 5 -

06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates M Tara

L& D

5 6 / 1 1

0 2 / 0 5 -

06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates AParshot am

L& D

5 7 / 1 1

0 2 / 0 5 -

06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates IChandra

L& D5 8 / 1 1

0 2 / 0 5 -06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates JFuata

L& D

5 9 / 1 1

0 2 / 0 5 -

06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Lautoka Exam Candidates CYabak i

L& D

6 0 / 1 1

0 2 / 0 5 -

06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Labasa Exam Candidates NTSeruvatu

L& D

6 1 / 1 1

0 2 / 0 5 -

06/ 05/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice: E Lautoka Exam Candidates M Tara

L& D

6 2 / 1 1

0 2 / 0 5 -

06/ 05/ 2011 M achinery of Govt,State& The Public Service: E Labasa Exam Candid ates NTSeruvat u

IST

0 2 / 1 1

1 0 / 0 5 -

11/ 05/ 2011 Session 1: Service Exams H(1), H(2), S, U, E 3 Divis ions Exam Candid ates M Tar a

L& D6 3 / 1 1

1 0 / 0 5 -11/ 05/ 2011 Disc ip l inary and Adm in is tra t ive Eth ics Nab ouw alu A l l Of f icers JFuata

L& D

6 4 / 1 1

1 2 / 0 5 -

13/ 05/ 2011 Governm ent M achinery and Procedures Nab ouw alu A l l Of f icers JFuata

L& D

6 5 / 1 1

1 6 / 0 5 -

17/ 05/ 2011 Governm ent M achinery and Procedures Lautoka Al l Of f icers AParshot am

L& D

6 6 / 1 1

1 8 / 0 5 -

19 /05 / 2011 Reco rds M anagemen t Lau toka M idd le M angmt AParsho tam

L& D

6 7 / 1 1

1 6 / 0 5 -

18 /05 / 2011 Induc t ion Taveun i A l l O f f i ce rs M Tara


24/67


24

L& D

6 8 / 1 1

1 9 / 0 5 -

20/ 05/ 2011 Em ployee Rela t ions Taveuni A l l Of f icers NTSeruvatu

L& D

6 9 / 1 1

1 6 / 0 5 -

18/ 05/ 2011 OHS M odules I & I I Lautoka

Reps/Com

M em bers CYabak i

L& D

7 0 / 1 1

1 9 / 0 5 -

20/ 05/ 2011 Em ployee Rela t ions Lautoka Al l Of f icers CYabak i

L& D

7 1 / 1 1

1 8 / 0 5 -

19/ 05/ 2011 Disc ip l inary & Adm in is tra t ive Eth i ics Suva Al l Of f icers JFuataELDP

0 3 / 1 1

3 0 & 3 1 / 0 5 -1 -

3 / 06/ 11 Leadersh ip Tra in ing M odule I I I TBD

Permanent

Secretaries NRaika

L& D

7 2 / 1 1

2 4 / 0 5 -

25/ 05/ 2011 Except iona l Custom er Care Labasa Al l Of f icers TO(2)

L& D

7 3 / 1 1

2 6 / 0 5 -

27/ 05/ 2011 Governm ent M achinery and Procedures Labasa Al l Of f icers TO(2)

L& D

7 4 / 1 1

2 3 / 0 5 -

25/ 05/ 2011 OHS M odules I & I I Suva

Reps/Com

M embers IChandra

L& D

7 5 / 1 1

2 5 / 0 5 -

27/ 05/ 2011 Indu ct ion Suva Al l Of f icers AParshot am

L& D

7 6 / 1 1

2 4 / 0 5 -

25/ 05/ 2011 W ork fo rce & Success ion P lann ing Suva M anagem ent JFuataJUNE

L& D

7 7 / 1 1

2 1 / 0 6 -

22/ 06/ 2011 Advocacy and Prosecut ion Sk i l ls Suva M anagem ent TO(2)

L& D

7 8 / 1 1

2 3 / 0 6 -

24/ 06/ 2011 Governm ent M achinery & Procedures Suva Al l Of f icers TO(2)

L& D

7 9 / 1 1

0 1 / 0 6 -

03 /06 / 2011 Po l i cy Fo rm u la t ion and Developmen t Suva M anagem en t AParsho tam

L& D

8 0 / 1 1

0 1 / 0 6 -

03/ 06/ 2011 Indu ct ion Nausor i A l l Of f icers IChandra

L& D

8 1 / 1 1

0 6 / 0 6 -

08/ 06/ 2011 Indu ct ion Vanuabalavu Al l Of f icers JFuata

L& D8 2 / 1 1 0 9 / 0 6 -10/ 06/ 2011 Em ployee Rela t ions Vanuabalavu Al l Of f icers JFuata

L& D

8 3 / 1 1

0 7 / 0 6 -

08/ 06/ 2011 Publ ic Sector Reform & Change M anagement Levuka Al l Of f icers IChandra

L& D

8 4 / 1 1

0 9 / 0 6 -

10/ 06/ 2011 Disc ip l inary & Adm in is tra t ive Eth ics Levuka Al l Of f icers M Tara

L& D

8 5 / 1 1

0 9 / 0 6 -

10/ 06/ 2011 Publ ic Sector Reform and Change M anagement Suva Al l Of f icers AParshot am

L& D

8 6 / 1 1

0 9 / 0 6 -

10/ 06/ 2011 Em ployee Rela t ions Koro A l l Of f icers NTSeruvatu

L& D

8 7 / 1 1

1 4 / 0 6 -

16/ 06/ 2011 Indu ct ion Koro A l l Of f icers NTSeruvatu

13/ 06/ 2011 Publ ic Hol iday: Queen 's B ir thd ayJULY

TOT

0 3 / 1 1

0 4 / 0 7 -

05/ 07/ 2011 FTPC TOT III Suva TO's JFuata

L& D

8 8 / 1 1

0 4 / 0 7 -

06 /07 / 2011 In t roduc t ion to D isaste r M anagemen t Suva M idd le M angmt NTSeruvatu

L& D

8 9 / 1 1

0 7 / 0 7 -

08/ 07/ 2011 Em ployee Rela t io ns Suva Al l Of f icers TO(2)/JFuata

L& D

9 0 / 1 1

1 1 / 0 7 -

12/ 07/ 2011 Em ployee Rela t ions Sigatoka Al l Of f icers M Tara


25/67


25

L& D

9 1 / 1 1

1 3 / 0 7 -

14/ 07/ 2011 Publ ic Sector Reform and Change M anagement Sigatoka Al l Of f icers NTSeruvatu

L& D

9 2 / 1 1

1 1 / 0 7 -

13/ 07/ 2011 Indu ct ion Rak irak i A l l Of f icers CYabak i

L& D

9 3 / 1 1

1 4 / 0 7 -

15/ 07/ 2011 Publ ic Sector Reform and Change M anagement Rak irak i A l l Of f icers IChandra

L& D

9 4 / 1 1

1 9 / 0 7 -

20/ 07/ 2011 Indu ct ion Suva Al l Of f icers TO(2)L& D

9 5 / 1 1

2 6 / 0 7 -

27/ 07/ 2011 Except ion a l Custom er Care Lautoka Operat iona l Sta f f NTSeruvatu

L& D

9 6 / 1 1

2 8 / 0 7 -

29/ 07/ 2011 Publ ic Sector Reform and Change M anagement Lautoka Al l Of f icers NTSeruvatu

L& D

9 7 / 1 1

2 6 / 0 7 -

27/ 07/ 2011 Record M anagement Labasa M anagem ent JFuata

L& D

9 8 / 1 1

2 8 / 0 7 -

29/ 07/ 2011 Governm ent M achinery and Procedures Labasa Al l Of f icers JFuata

AUGUST

L& D

9 9 / 1 1

1 5 / 0 8 -

16/ 08/ 2011 Disc ip l inary & Adm in is tra t ive Eth ics Ba Al l Of f icers IChandra

L& D1 0 0 / 1 1

1 7 / 0 8 -18/ 08/ 2011 Publ ic Sector Reform and Change M anagement Ba Al l Of f icers AParshotam

L& D

1 0 1 / 1 1

1 5 / 0 8 -

17 /08 / 2011 In t roduc t ion to D isaste r M anagemen t Lau toka M idd le M angmt M TARA

L& D

1 0 2 / 1 1

1 8 / 0 8 -

19/ 08/ 2011 Em ployee Rela t ions Lautoka Al l Of f icers M TARA

L& D

103/ 11 18/ 08 - 19/ 08/ 10 Publ ic Sector Reform & Change M anagement Taveuni A l l Of f icers JFuata

L& D

104/ 11 20/ 08 - 21/ 08/ 10 Governm ent M achinery and Procedures Taveuni A l l Of f icers TO(2)

2 2 / 0 8 -

02/ 09/ 2011 2nd Term School Hol idays

L& D1 0 5 / 1 1 2 9 / 0 8 -30/ 08/ 2011 Em ployee Rela t ions Labasa Al l Of f icers IChandra

L& D

1 0 6 / 1 1

3 1 / 0 8 -

02/ 09/ 2011 Indu ct ion Labasa Al l Of f icers CYabak i

SEPTEM BER

L& D

1 0 7 / 1 1

0 5 / 0 9 -

06/ 09/ 2011 Publ ic Sector Reform & Change M anagement Lakeba Al l Of f icers NTSeruvatu

L& D

1 0 8 / 1 1

0 7 / 0 9 -

08/ 09/ 2011 Disc ip l inary & Adm in is tra t ive Eth ics Lakeba Al l Of f icers NTSeruvatu

ELDP

04/ 11 05 - 09/ 09/ 2011 Leadersh ip Tra in ing M odu le IV TBD

Permanent

Secretaries NRaika

L& D

2 0 / 1 1

1 2 / 0 9 -

13/ 09/ 2011 Product iv i ty & Qual i ty M anagement Lautoka Al l Of f icers IChandraL& D

2 1 / 1 1

1 4 / 0 9 -

15/ 09/ 2011 Disc ip l inary and Adm in is tra t ive Eth ics Lautoka Al l Of f icers M Tara

L& D

1 0 9 / 1 1

1 9 / 0 9 -

20 /09 / 2011 OHS M odu le 1 & 11 Labasa

Reps/Com

M embers AParsho tam

L& D

1 1 0 / 1 1

2 1 / 0 9 -

22/ 09/ 2011 Publ ic Sector Reform & Change M anagement Labasa Al l Of f icers AParshot am

L& D

1 1 1 / 1 1

1 9 / 0 9 -

20/ 09/ 2011 Emplo yee Relat io ns Rak irak i A l l Of f icers J Fuata

L& D 21/ 09 - Disc ip l inary & Adm in is tra t ive Eth ics Rak irak i A l l Of f icers TO(2)


26/67


26

1 1 2 / 1 1 2 2 / 0 9 / 2 0 1 1

TOT

0 4 / 1 1

2 1 / 0 9 -

23/ 09/ 2011 NTPC TOT IV Suva TO's JFuata

L& D

0 7 / 1 1

2 6 / 0 9 -

27/ 09/ 2011 Em ployee Rela t ions Suva Al l Of f icers CYabak i

L& D

1 1 / 1 1

2 8 / 0 9 -

29/ 09/ 2011 Except iona l Custom er Care Suva Al l Of f icers CYabak i / IC

OCTOBER

L& D

1 1 3 / 1 1

0 3 / 1 0 -

05 /10 / 2011 In t roduc t ion to D isaste r M anagemen t Labasa M idd le M angmt M Tara

10/ 10/ 2011 Publ ic Hol iday: F ij i Day

L& D

1 1 4 / 1 1

1 7 / 1 0 -


L& D

1 1 5 / 1 1

1 7 / 1 0 -


L& D

1 1 6 / 1 1

1 7 / 1 0 -


L& D

1 1 7 / 1 1

1 7 / 1 0 -


L& D

1 1 8 / 1 1

1 7 / 1 0 -


L& D

1 1 9 / 1 1

1 7 / 1 0 -


L& D

1 2 0 / 1 1

1 7 / 1 0 -


L& D

1 2 1 / 1 1

2 4 / 1 0 -


L& D

1 2 2 / 1 1

2 4 / 1 0 -


L& D

1 2 3 / 1 1

2 4 / 1 0 -


26/ 10/ 2011 Publ ic Hol iday: Diwal i

NOVEM BER

L& D

1 2 4 / 1 1

3 1 / 1 0 -

04/ 11/ 2011 Government Procedures & Regula t ions: H(1) Suva Exam Candidates TO(2)

L& D

1 2 5 / 1 1

3 1 / 1 0 -


L& D

1 2 6 / 1 1

3 1 / 1 0 -

04/ 11/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candi dates AParshot am

L& D

1 2 7 / 1 1

3 1 / 1 0 -


L& D

1 2 8 / 1 1

0 7 / 1 1 -


L& D

1 2 9 / 1 1

0 7 / 1 1 -


L& D

1 3 0 / 1 1

0 7 / 1 1 -


L& D

1 3 1 / 1 1

0 7 / 1 1 -

11/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candi dates TO(2)

L& D

1 3 2 / 1 1

0 7 / 1 1 -



27/67


27

L& D

1 3 3 / 1 1

0 7 / 1 1 -


L& D

1 3 4 / 1 1

0 7 / 1 1 -


L& D

1 3 5 / 1 1

1 4 / 1 1 -

18/ 11/ 2011 Governm ent Procedures & Regula t ions: H(1) Lautoka Exam Candidates TO(2)

L& D

1 3 6 / 1 1

1 4 / 1 1 -

18/ 11/ 2011 Governm ent Procedures & Regula t ions: H(1) Labasa Exam Cand idates JFuataL& D

1 3 7 / 1 1

1 4 / 1 1 -

18/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Lautoka Exam Candidates TO(2)

L& D

1 3 8 / 1 1

1 4 / 1 1 -

18/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Labasa Exam Candidates JFuata

L& D

1 3 9 / 1 1

2 1 / 1 1 -

25/ 11/ 2011 Govt Acctg Procedures& Regula t ion: U Suva Exam Candidates JFuata

L& D

1 4 0 / 1 1

2 8 / 1 1 -

01/ 12/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice :E Suva Exam Candidates M TARA

L& D

1 4 1 / 1 1

2 1 / 1 1 -

25/ 11/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates CYabak i

L& D

1 4 2 / 1 1

2 1 / 1 1 -

25/ 11/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates NTSeruvatuL& D

1 4 3 / 1 1

2 1 / 1 1 -

25/ 11/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates IChandra

L& D

1 4 4 / 1 1

2 1 / 1 1 -

25/ 11/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates AParshot am

L& D

1 4 5 / 1 1

1 4 / 1 1 -

18/ 11/ 2011 Govt Acctg Procedures& Regula t ion: U Lautoka Exam Candidates NTSeruvatu

L& D

1 4 6 / 1 1

1 4 / 1 1 -

18/ 11/ 2011 Govt Acctg Procedures& Regula t ion: U Labasa Exam Candidates AParshot am

L& D

1 4 7 / 1 1

2 8 / 1 1 -

01/ 12/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice :E Lautoka Exam Candidates JFuata

L& D

1 4 8 / 1 1

2 8 / 1 1 -

01/ 12/ 2011 M achinery of Govt,State& The Public Service :E Labasa Exam Candid ates NTSeruvat u

L& D

1 4 9 / 1 1

2 8 / 1 1 -

01/ 12/ 2011 Govt M achinery & Acctg Procedures: S Lautoka Exam Candidates JFuata

L& D

1 5 0 / 1 1

2 8 / 1 1 -

01/ 12/ 2011 Govt M achinery & Acctg Procedures: S Labasa Exam Candidates NTSeruvatu

DECEM BER

T&DU1

0 5 / 1 1

0 5 / 1 2 -

09/ 12/ 2011 Analysing & Report ing on Transfer Eva luat ions Suva M in is t r ies / Dept. CYabak i

T&DU1

06/ 11 13/ 12/ 2011 Tra iners Foru m on 2012 Tra in ing P lan Suva M in is t r ies/ Dept. M TARA

12/ 02/ 2011 3rd Term School Hol idays

IST

0 3 / 1 1

0 6 / 1 2 -

08/ 12/ 2011 Session 2: Service Exams H(1), H(2), S, U, E 3 Divis ions Exam Candid ates M ToraT&DU1

0 7 / 1 1

1 4 / 1 2 -

16/ 12/ 2011 Phase 2 : P lann ing & Account ab i l i ty Fram ew ork Suva M in is t r ies/ Dept. M TARA

T&DU1

0 8 / 1 1

1 4 / 1 2 -

16/ 12/ 2011 M oni t or ing and Eva luat ing Tra in ing Records Suva M in is t r ies/ Dept. JFuata


28/67


28

Design of PSC Training Divisions Scheduled Training Programs

CTD scheduled training programs range from two to five days. Each training programincludes 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 playingand case studies. Handouts and reading materials are usually provided for all topics

covered to complement learning and assist with participants transferring their skills andknowledge 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 andLabasa and in some districts. The venue for these programs in Suva is the newly

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 formswill 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 post-

course 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


29/67


29

SUMMARY OF 20 11

SCHEDULED COURSES

INDUCTION

Induction is a process by which a new employee

is integrated into an organization to become anactive, cooperative and productive member. The

progress and performance of officers depend to alarge extent on how they were inducted/oriented

into the organization. Induction is always the firststep 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 termsand 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 andMachinery of Government, Public Service Act

(Constitution) Regulation, 1990, General Orders,Financial Instructions 2010, Fiji Procurement

Office Regulation, Registry procedures, OfficialCommunication Process, Improving Customer

Services in the Public Sector, Public ServiceEthics, Code of Conduct, Time Management,

Occupational Health and Safety, QualityPerformance, FICAC Awareness

Methodologies:

Information Sessions, Case Studies andExercises.

Venue and Dates

Venue Dates

Suva 16/02-18/02

25/05-27/05

19/07-20/07

Nabouwalu 07/02-09/02

Vunisea 07/03-09/03

Nadarivatu 28/03-30/03

Taveuni 16/05-18/05

Nausori 01/06-03/06

Vanuabalavu 06/06-08/06

Koro 14/06-16/06

Rakiraki 11/07-13/07

Requirements:

All nominations must be accompanied with duly

completed Training Nomination/ Selection andAnalysis form or will be disregarded.

Application Closing Date: Two weeks prior to

commencement of course.

EMPLOYEE RELATIONS

Traditionally employee relation was viewed asthe antagonistic existence between employers,

employees and the state in the labour process.Management emphasizes the efficient use of

resources for maximum returns, while employeeslook for continuity of employment, security of

earnings and satisfaction in their work. TheGovernment acts as the referee. Within these

roles and functions, some conflicts of interes t arebound to arise. Contemporary definitions of ER

connote the whole gamut of employeerelationships in the work process.

Objectives: At the end of the course participantsshould be able to understand the Employee

Relations Systems, industrial policies andpractices in Fiji, and how to resolve industrial

conflicts.

Target Group: Officers at SS03 grade orequivalent and below.

No. of Participants: 20 25 per session

Content: Theories of Employee Relations, ERP2007, Grievance Procedures in the Service,

Industrial conflicts in

Organisation conciliation, mediation, arbitrationand negotiation, Current employee relations

issues: terms and conditions of service;


30/67


30

Occupational Health & Safety/Act,

Methodologies: Information Sessions, Group

Exercises and Discussions.

Venue and Dates

Nausori 16/02-17/02/2011

Vanuabalavu 09/06-10/06/2011

Suva 07/07-08/07/2011

Sigatoka 11/07-12/07/2011

Lautoka 18/08-19/08/2011

Labasa 29/08-30/08/2011

Suva 26/09-27/09/2011

Requirements:

All nominations MUST be accompanied with duly

completed Training Nomination/ Selection andAnalysis form or wil l be disregarded.

Application Closing Date: Two weeks prior tocommencement 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 regulationsof work. In many instances, issues arise from thelack of awareness of the government system and

more importantly what officers roles are and howwe fit into the whole government machinery. For

civil servants, being able to identify where you fitin and how you contribute to the goals of

government should be rewarding and motivating.

Objectives: At the end of the course participantswill be able to understand the machinery, rules

and regulations governing their employment andapply 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 ofEmployment, General Orders, Financial

Instruction 2010, Fiji Procurement Office

Regulation, JIC Agreement, Public Service Act1999, Public Service Code of Conduct andvalues, OHS, Performance Merit, Performance

Management/Appraisal, the Organisation andYou,

Methodologies: Information Sessions,

Exercises, Discussions and Case Studies.

Venueand Dates

Nabo uw alu 12/05 - 13/05/2011

Lautoka 16/05 - 17/05/2011

Labasa 26/05 - 27/05/ 2011

Suva 23/06 - 24/06/ 2011

Labasa 28/07 - 29/07/ 2011

Requirements:

All nominations should be accompanied with duly



DISCIPLINARY & ADMINISTRATIVEETHICS

The concept of Ethics is subjective but important.It generally means formal or informal agreements

made between two parties. Unethical practicesare 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 arerequired not only to be servants of the public but

also to care and maximize benefits derived fromPublic Financial Resources. Management values

include fairness, honesty, Integrity andaccountability, while a managers ethical

responsibility include equity, neutrality, probityand loyalty.

Objectives: At the end of the course participantsshould be able to identify and practice ethical

values and responsibilities.



Content: Definition of Ethics, Importance ofTraining in Ethics, Established Code of Conduct


31/67


31

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, PublicService (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:

Savusavu 03/03 - 04/03/2011

Labasa 02/03 - 03/03/2011

Lautoka 12/05 - 13/05/2011

N a b o u w a l u 10/05 - 11/05/2011

Suva 18/05 -19/05/2011

Levuka 09/06 - 10/06/2011Ba 15/08 - 16/08/2011

Lakeba 07/09 - 08/09/2011

Lautoka 14/09 - 15/09/2011

Rakiraki 21/09 - 22/09/2011

Requirements:



Application Closing Date:

Two weeks prior to commencement of course,

EXCEPTIONAL CUSTOMER CARE

It is important for the Government to create andsustain trust from the public. The image of the

Public Service is perceived by the public on howeffectively and efficiently we perform our official

duties and how we communicate. As publicOfficers, 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 rightattitudes and skills in public relations at the

counter through writing, via telephone and in anyother situation.


No. of participants: 20 25 per session

Content: Customer vs Client, Organizationalcontext of Customer/Client Service, Customer

Service principles, Customer and their needs,Attitudes to Customer Service, Communication

Techniques, Telephone Techniques, Developingand maintaining Customer attitude.

Methodologies: Information Sessions, Case

Studies, Classroom Exercises and Role Play

Venue:

Labasa 24/ 05 -25/ 05/ 2011

Lautoka 26/07 - 27/07/ 2011

Suva 28/ 09 - 29/ 09/ 2011

Requirements:

All nominations MUST be accompanied by dulycompleted 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 vitalto the efficient and effective operation of public andprivate agencies. Well managed records allow anorganisation to make information readily available fordecision making, allow long and short term planning,implement accurate accounting practice, guard againstcorruption, support human resource planning, provide ameans of measuring output, enable control of stores,and protect the organisation from troublesome law suitsand 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


32/67


32

Act

Be current with legislative developments

Understand basic management of records in

special format (Electronic and AV)

Target group:Middle Management


Content:Overview of Records Management, CurrentTrends, Legislative Developments, The NationalArchives of Fiji, Records Life Cycle, Management ofRecords in Government Agencies, Managing Recordsin Special Format, Disposal Schedules, Appraisal

Principles Appraisal Techniques.

Methodologies: Information Sessions, Discussions

and Group Exercises

Venue and Dates:

Suva 23/02 - 24/02/2011

Lautoka 18/05 - 19/05/2011

Labasa 26/07 - 27/07/2011

Requirements:


completed Training Nomination/ Selection andAnalysis form or wil l be disregarded.



PUBLIC SECTOR REFORM AND

CHANGE MANAGEMENT

Change is inevitable and is imperative for the ongoingand fast pace reform movement in theGovernment.Public Enterprise Reform, FinancialManagement Reform and Civil Service Reform are thethree types of reform that are happening in the PublicSector. There was a slow progress of reform previouslyand now there has been changes that are happeningwhich is now going through the pace which has beenidentified by the Roadmap and the Peoples Charter for

Peace and Progress.

Objectives

At the end of the course participants will be able toidentify areas of reform programme from the threetypes of reform. Understand the factors that havecontributed to Public Sector Reforms

I. Identify thebenefits of the Public Sector ReformPrograms

II. Relate how thereforms have had an impact to ones workenvironment

III. Define ChangeManagement

IV. Comprehend thereaction of people during a period oftransition

V. Appreciate the

need for reforms and the importance ofadapting to change

Target group:Officers at SS05 grade or equivalentand above.


Content:Identifying Benefits of the PublicSector 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


and Group Exercises

Venue and Date:

N a b o u w a l u 10/02-11/02/2011

Savusavu 01/03 - 02/03/ 2011

Vunisea 10/03 - 11/03/ 2011

Nadar ivatu 10/03 - 11/03/ 2011Suva 09/06 - 10/06/ 2011

Sigatoka 13/07 - 14/07/ 2011

Rakiraki 14/07 - 15/ 07/2011

Lautoka 28/07 - 29/07/ 2011

Ba 17/08 - 18/08/ 2011

Requirements:

All nominations should be accompanied with dulycompleted Training Nomination/ Selection and Analysis

form or will be disregarded.




33/67


33

PRODUCTIVITY AND QUALITYMANAGEMENT

The initiative by the Training Divisions in line with Pillar4 of the Peoples Charter is the design of the coursecontent of Productivity and Quality Management tomeet the Training Needs in the Civil Service inmaximizing Productivity and delivering Quality Services.

The implementation of the Service Excellence AwardFramework requires all government agencies to identifyand employ process improvement tools. The tools willbring about changes and improvement continuously.

Objectives

At the end of the course participants will be able to

Identify some of the productivity and qualitymanagement tools that can be used in their respectiveagenciesUse Quality Circles, 5S as the recommended tools forcontinuous improvement tools.To interpret and implement the Service ExcellenceAward Framework at various Government Agencies.

Target group:All staffs


Content:Defining Productivity, Quality and TotalQuality Management, Concepts of TQM, QualityManagement tools like Employee Survey Form,Customer Survey Form, Complaints Register, and

Suggestion Scheme. Quality Circles and 5S.


and Group Exercises

Venue and Date:

Suva 21/02-22/02/2011

Labasa 28/02 - 01/03/2011

Lautoka 12/09 - 13/09/2011

Requirements:





SERVICE EXAMINATIONS

One of the statutory requirements of the Public ServiceCommission is to conduct service examination inaccordance with the provisions of the Examination Act,1978 and of the General Orders. For advancement andpersonal development in the civil service, officers arerequired to pass relevant service examination. ThePublic Service Commission is responsible for thedevelopment and conduct of service examinations H(1),

H(2), S, U and E.

Objectives

Assist eligible candidates to pass the relevant service

examinations.

Target group:Eligible candidates for serviceexaminations


Content: Government Reform Programs; PublicService Act & Regulations 1999; GWEs Terms &Conditions of Employment; General Orders; Delegationof Powers; Supplies & Services Instructions; Financial

Instructions; Transport Rules & Regulations;Government Machinery; Constitution; EnglishComprehension & Grammar; Service Commissions;

Judicature.

Methodologies: Information Sessions, Discussions,

Group Exercises and Individual Assessments


34/67


34

Venue/Dates:

14/ 03-18/03/ 2011 H1 Suva

14/ 03-18/03/ 2011 H1 Suva

14/ 03-18/03/ 2011 H1 Suva

14/ 03-18/03/ 2011 H1 Suva

14/ 03-18/03/ 2011 H1 Suva21/ 03-25/03/ 2011 H1 Suva

21/ 03-25/03/ 2011 H1 Suva

21/ 03-25/03/ 2011 H1 Suva

21/ 03-25/03/ 2011 H1 Suva

21/ 03-25/03/ 2011 H1 Suva

28/ 03-01/04/ 2011 H1 Suva

28/ 03-01/04/ 2011 H1 Suva

28/ 03-01/04/ 2011 H1 Suva

28/ 03-01/04/ 2011 H1 Lautoka

28/ 03-01/04/ 2011 H1 Labasa04/ 04-08/04/ 2011 H2 Suva

04/ 04-08/04/ 2011 H2 Suva

04/ 04-08/04/ 2011 H2 Suva

04/ 04-08/04/ 2011 H2 Suva

04/ 04-08/04/ 2011 H2 Suva

11/ 04-15/04/ 2011 H2 Suva

11/ 04-15/04/ 2011 H2 Suva

11/ 04-15/04/ 2011 H2 Suva

11/ 04-15/04/ 2011 H2 Lautoka

11/ 04-15/04/ 2011 H2 Labasa26/04-29/04/2011 U Suva

26/04-29/04/2011 U Lautoka

26/04-29/04/2011 U Labasa

02/ 05-06/05/ 2011 S Suva

02/ 05-06/05/ 2011 S Suva

02/05-06/05/2011 S Suva

02/05-06/05/2011 S Suva

02/ 05-06/05/ 2011 S Laut oka

02/ 05-06/05/ 2011 S Labasa

17/10 -21/ 10/ 2011 H1 Suva

17/10 - 21/10/ 2011 H1 Suva

17/10 - 21/10/ 2011 H1 Suva

17/10 - 21/10/ 2011 H1 Suva

17/10 - 21/10/ 2011 H1 Suva

17/10 - 21/10/ 2011 H1 Suva

17/10 - 21/10/ 2011 H1 Suva

24/10 - 28/10/ 2011 H1 Suva

24/10 - 28/10/ 2011 H1 Suva

24/10 - 28/10/ 2011 H1 Suva

31/10 - 04/11/ 2011 H1 Suva

31/10 - 04/11/ 2011 H1 Suva

31/10 - 04/11/ 2011 H1 Suva

31/10 - 04/11/ 2011 H2 Suva

07/11 - 11/11/ 2011 H2 Suva

07/11 - 11/11/ 2011 H2 Suva

07/11 - 11/11/ 2011 H2 Suva

07/11 - 11/11/ 2011 H2 Suva

07/11 - 11/11/ 2011 H2 Suva

07 /11 - 11/11/ 2011 H2 Suva

07/11 - 11/11/ 2011 H2 Suva

14/ 11- 18/11/ 2011 H1 Lautoka

14/ 11- 18/ 11/ 2011 H1 Labasa

14/ 11- 18/11/ 2011 H2 Lautoka

14/ 11- 18/ 11/ 2011 H2 Labasa

21/11 - 25/11/ 2011 U Suva

21/11 - 25/11/ 2011 S Suva


35/67


35

21/ 11 - 25/ 11/ 2011 S Suva

21/ 11 - 25/11/ 2011 S Suva

21/ 11 - 25/ 11/ 2011 S Suva

14/ 11- 18/11/ 2011 U Lautoka

14/11- 18/11/2011 U Labasa

28/11-01/12/2011 S Lautoka

28/ 11-01/12/ 2011 S Labasa

Requirements:





OHS MODULES I & II

As rapid industrialization is taking place in Fiji,

new legislation, technology and machinery areconstantly being introduced. It is therefore

necessary to improve existing working conditionsto maximize employees health and safety. Every

ministry/ department needs to be familiar with theprovisions of the Health & Safety at Work

(HASAW) Act and ensure that all OHS committeemembers and representatives undergo a

modules I & II training program.

Objectives: At the end of the course participantsshould be able to:-

Understand the concept of OHS; understand thenew OHS legislation; identify work related

problems caused by negligence; and takeprecautionary measures or reduce risks in

negligence.

Target Group: Members of OHS Committee andAll employees


Content: Health & Safety at Work (HASAW) Act,Workplace Regulations, Identifying Risks and

Hazards, Accident Investigation, Prevention ofaccidents, First aid procedures, OHS Policy

Formulation, Workmen's compensation

Mthodologies: Information Sessions, Case

Studies and Exercises.

Venue:

Lautoka 16/05-18/05/2011

Suva 23/05 - 25/05/ 2011

Labasa 19/09-20/09/2011

Requirements:

All nominations should be accompanied with dulycompleted Training Nomination/ Selection and




POLICY FORMULATION ANDDEVELOPMENT

The workshop focuses on how to plan and

formulate policies in line with the national

policy objectives, critically analyse nationalpolicies and to assess the impact andimplications of policies they administer

ensuring proper management within theorganization.

Objectives: At the end of the course

participants should be able to understand theprinciples of policy planning and management

develop and improve the ability to plan andformulate policies, critically analyse nationalpolicies and understand the proper

management of policies.

Target Group: Officers at SS02 and SS03grade or equivalent.


Content: Policy Planning and managementconcepts, Policy analysis, Effective policy

formulation, Policy evaluation, Monitoring ofpolicy, 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 withduly completed Training Nomination/


36/67


36

Selection and Analysis form or will bedisregarded.



RECORDS MANAGEMENT

Records and their proper management are vital to the

efficient and effective operation of public and privatebodies. Well managed records allow an organisation tomake information readily available for decision making,allow long and short term planning, implement accurateaccounting practice, guard against corruption, supporthuman resource planning, provide a means ofmeasuring output, enable control of stores, and protectthe organisation from troublesome law suits andnegative 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)

Target group:Middle Management


Content:Overview of Records Management, CurrentTrends, Legislative Developments, The NationalArchives of Fiji, Records Life Cycle, Management ofRecords in Government Agencies, Managing Recordsin Special Format, Disposal Schedules, Appraisal

Principles Appraisal Techniques.


and Group Exercises

Venue:

Suva 04/07 - 06/07/2011

Lautoka 15/08 - 17/08/2011Labasa 03/10 - 05/10/ 2011

Requirements:

All nominations should be accompanied with

duly completed Training Nomination/

Selection and Analysis form or will be.


commencement of course..

INTRODUCTION TO DISASTER &

RISK MANAGEMENT

The course provides an opportunity for

participants to learn essential skills andknowledge in Disaster Risk Management to

address implementation challengers in asystematic manner. The course will also promote

proactive disaster risk management practices byraising awareness among key stakeholders and

by advancing the analytic skills and professionalknowledge of development practitioners in

specific areas of disaster risk management.

Intended Outcomes:

Understand the principles and methodsinvolved in Disaster risk Management;

Strengthen and improve skills onDisaster and Risk management ;

Understand of the risk ManagementStructure;

Periodic review mechanism as part ofthe monitoring and review process; and

To improve community resilience tonatural disaster.

Target Group: Training OfficersMiddle Management

Venue:

Suva 04/07 - 06/07/2011

Lautoka 15/08 - 17/08/2011

Labasa 03/10 - 05/10/ 2011

Maximum No. of Participants: 20-25 per

session

Requirements:

All nominations should be accompanied with dulycompleted Training Nomination/ Selection and



37/67


37


ADVOCACY AND PROSECUTIONSKILLS

This course will provide an opportunity forparticipants to acquire Knowledge for allprosecution and advocacy. Skills in handling

disciplinary cases are required for all prosecutorsin all Government ministries and departments..

Intended Outcomes:

Plan a structured investigation and carry itout effectively

Identify the scope of investigations

Have an understanding of the relevantlegislation and investigation processes

Determine the required standard of proof

Conduct interview to the highest ethicalstandards and interpret evidence,

Target Group

Middle Management

Maximum No. of Participants 20 -25 persession

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 withduly Completed Training Nominations/Selectionsand Analysis form.

Venue: SUVA : 31/05 - 01/06/2011

Applications Closing Dates: Two weeks priorto commencement of the course.


38/67


38

20 11 TRAINING TEAMS

CTD DESK OFFICER MINISTRY/ DEPARTMENT

MARAMA TARA

SENIOR TRAINING OFFICER

TEAM ONE

Presidents OfficePrime Ministers Office

Public Service CommissionDefense, National Security and Immigration (RFMF, Police, Prisons)

JOE FUATA

SENIOR TRAINING OFFICERTEAM TWO

Foreign Affairs, International Cooperation & Civil AviationFinance & National Planning

Information & National Archives

COLLIN YABAKI

SENIOR TRAINING OFFICERTEAM THREE

Ministry of Education National Heritage Culture and Arts Youth and SportsAttorney General, Justice, Electoral Reform, Public Enterprise andAnticorruptionJudicialDPPSolicitor General

NAIBUKA TINIVATA

SERUVATU

TRAINING OFFICER

TEAM FOUR

HealthWomen Social Welfare and Poverty Alleviation

Local Government, Urban Development, Housing & EnvironmentPublic Enterprise and TourismIndustry and Trade

IRENE CHANDRA

TRAINING OFFICER

TEAM FIVE

Ministry of Works and TransportPublic UtilitiesLand Transport AuthorityStrategic Framework for Change, LegislatureLabour, Industrial Relations and Employment

ABINESH PARSHOTAM

TRAINING OFFICER

TEAM SIX

AgricultureFisheries and Forests

Provincial Development and Multi-Ethnic AffairsIndigenous Affairs

Lands and Mineral Resources


39/67


39

IN-HOU SE DECENTRAL ISED 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 theirTraining 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 trainingon:

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


40/67


40

TRAI NIN G COURSES RUN B Y OTHER MIN ISTRIES &

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 condu

2011 Training Hanbook

Documents

Transcript of 2011 Training Hanbook