
Tracking and Placement Process Overview
Learn about the tracking and placement process for candidates trained under the DDU-GKY project, including monthly tracking, document verification, placement definition, and minimum wage requirements in India. Discover the various forms to be collected and the modes of tracking candidates to ensure successful career progression and retention.
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Presentation Transcript
Outline Tracking Others Placement Monthly candidate tracking Post placement support Placement definition Classification of candidates Verification of candidates in One year retention & Career Progression Physical verification Samples size and its distribution Desk verification of candidates Foreign placements Generation of samples Placement outside the state
Tracking Tracking Tracking All the candidates who are trained under DDU-GKY project should be tracked every month for a period of one year Candidate who are tracked will be grouped into Group A and B Group A: candidates whose status has financial implications (SF 7.1B1) Group B: candidates whose status has no financial implications (SF 7.1B2) Modes of tracking Modes of tracking Direct contact with the trainee through employer through a friend/colleague/acquaintance/family through VLOs/GPs through PIA s employees
List of Standard Forms to collected for Group A: candidates - SF 7.1B1 SF 7.1D: Joint salary certificate issued by the employer and candidate in SF 7.1D: Joint salary certificate issued by the employer and candidate in organizations where salary slip is not provided organizations where salary slip is not provided SF 7.1C: Certificate for Employment Location SF 7.1C: Certificate for Employment Location SF 7.1D1: Self SF 7.1D1: Self- -certification by candidate on perquisites (applicable only to the certification by candidate on perquisites (applicable only to the organizations providing salary slips) organizations providing salary slips) SF 7.1E1: Declaration of employer to be given with the offer letter SF 7.1E1: Declaration of employer to be given with the offer letter
Desk verification for Group A candidates 1. Document verification 1. Document verification Round 1 100 % by OP team 20 % by PIA Q team 5 % by CTSA/SRLM Round 1 If any errors found during the cross verification , then Round verification has to be initiated. verification has to be initiated. Round - -2 document 2 document 2. Salary verification : To be done financial teams and periodic auditor 2. Salary verification : To be done financial teams and periodic auditor Take home pay credited to the candidate bank a/c. Compare salary slips and money transferred Take the least salary 3. Combine above data Combine above data base data to decide candidate status against a set criteria
Placement Placement definition Placement definition As per guidelines placement is defined as continuous employment for minimum of 3 months (section 3.2.2.3, page 30) and The minimum wages for placement in India (per month) - valued as per Cost to Company (CTC), is: 6,000/-, 8,000/-, 12,000/- and 15,000/- for 3, 6, 9 and 12 months course duration respectively
Proof of placement Sl. No Type of Organization Organization with Human Resources department and providing salary slips Proof for placement 1 1) Salary slips 2) Salary payment proof (one of the following): successfully completed bank transfer, like NEFT or RTGS, from the employer or bank statement or passbook entries of the candidate s account indicating that wages have been paid. 1) Joint certificate issued by the employer and candidate (as per SF 7.1D) 2) Salary payment proof (one of the following): successfully completed bank transfer, like NEFT or RTGS, from the employer or bank statement or passbook entries of the candidate s account indicating that wages have been paid 2 All other organizations
Wage The wage is defined as Cost to Company (CTC) and includes the following parameters: Basic pay, PF, ESI, HRA, DA, etc.- including Over time and incentives Perquisites are valued as per the value stated by the employer subject to the maximum ceiling given below: Sl. No 1 Perquisites Accommodation Place covered Class A cities as defined by Govt. of India Amount per month (in ) 1000 Other places 750 2 Food Class A cities as defined by Govt. of India 300 for breakfast 600 for a meal (dinner or lunch). 250 for breakfast 500 for a meal (dinner or lunch). 250 Other places 3 Transport All places
Continuous employment (1/2) The date of placement will only be reckoned after completing the training duration. A candidate can be away from a job a maximum of 15 calendar days. These would include days in which the candidate is not on rolls of any organisation or is on rolls of the company but on leave without pay. However, Instead of the days equivalent money value valued as half of the minimum salary; is considered Training duration in months Salary in Minimum salary in a month (1) Cumulative for three months (2) 3 6 9 12 3,000 4,000 6,000 7,500 15,000 20,000 30,000 37,500
Continuous employment (2/2) Number of months to be considered: Three continuous months In the 3 month period if the criteria are not fulfilled, then 4th month will be considered. Treatment of first month of employment: If the candidate joins on the 1st of the month then first month will be treated as a normal month. However, if the candidate joins after 1st of a month, whether to consider first month as placed or not is decided: If she/he gets more than the minimum salary then she/he will be considered as placed in the first month. If the candidate fulfils the placement criteria within next three months . Otherwise, first month will not be counted and she/he has 4 month window for fulfilling the placement criteria.
Sampling for Physical verification: Size and distribution Size: At least 5 % subject to a minimum: 50 per instalment and 150 for project If the total candidates is less than 50 actual number of candidates Distribution: Primary verification PIA Q team - 80% SRLM - 15% for AAP states and 0 % for non AAP states CTSA 5% for AAP states and 20 % for non AAP states
Contd. Distribution Recheck of the above 50 samples 10% of above sample to be rechecked SRLM for AAP state: 40 % of recheck sample size (4 % of total sample size) and none for non AAP state All samples will be from Q team checked samples CTSA: For AAP state - 60 % of recheck sample size (6 % of total sample size) and For non AAP state - 100 % of recheck sample size (10 % of total sample size) 80 % from Q team checked samples and 20 % from SRLM checked samples
Sampling for Physical verification: Size Sl. Sl. No. No. Project size Project size (training target) (training target) Sample size for Sample size for release of each release of each instalment instalment Total sample (sum of the samples at Total sample (sum of the samples at each instalment usually 3 times of each instalment usually 3 times of the previous column the previous column) ) (S) (S) 50* (N) (N) 150** 1 1 Up to 3000 2 2 3001 to 4500 75 225 3 3 4501 to 6000 100 300 4 4 6001 - 8000 Greater 8000 160 480 than 5 5 (1/3) of 5 % of the target rounded to next highest number 3 times of previous column. Note: * Note: * - - If total placed candidates are less than 50, then the sample size will be same If total placed candidates are less than 50, then the sample size will be same as the population. as the population. ** ** - - Total samples will be less than 150, if placed candidates are less than 50 in any Total samples will be less than 150, if placed candidates are less than 50 in any instalment. instalment.
Distribution of samples Sample distribution AAP states Sample size for instalment S (A) Project size (training target) each Sl. No. PIA Q team (B) Non AAP states by CTSA SRLM CTSA (C ) (D=A-B-C) Rounded nearest number of 80 % of (A) 40 to If sample is less than 50 whole whole number of 15 % of (A) A-B-C A-B 1 Up to 3000 50 7 3 10 3001 4500 to 2 75 60 11 4 15 4501 6000 to 3 100 80 15 5 20 6001 8000 to 4 160 128 24 8 32 whole number (1/3 of 5 % of project target) Rounded nearest number of 80 % of (A) to of Greater than 8000 whole whole number of 15 % of (A) 5 A-B-C A-B
Mechanism to resolve differences If any differences found : PIA should appeal within a week to SRLM/CTSA Decision should taken on appeal within 10 days of the receipt of the appeal. PIA has an option to file a review to MoRD within 10 days of the receipt of the decision MoRD has to take decision on the appeal within 15 days If no decision is taken within 20 days, PIA objections is treated as valid.
Decision on placement Credit if PIA places more than the minimum number of candidates To account various kinds of sampling and non sampling errors: 75 % is reduced to 72 % If placement target is not met; Graduated fund release up to a base level Give scope in the next instalment for improvement However, if minimum target is not met close the project
Post Placement Support Location verification every month - Employer has to certify his place of work countersigned by the candidate as a mark of his acceptance If employment location changes a candidate s entitlement will change If higher: submit proofs If lower: PIA can provide the certificate along with the candidate s counter signature. If a candidate changes to a location with higher entitlement after PPS was stopped as per earlier location, then PPS would be paid for the remaining period treating the date of joining the first job as the start date for employment. The above rule would apply even if a candidate had discontinued job for a while and then resumes employment again. The above may imply that some candidates may not be treated as placed but would still be disbursed PPS. Money will be reimbursed to the PIA even if the candidate is not treated as placed.
One year retention As per the guidelines retention is defined as: As per the guidelines retention is defined as: Retention i.e. continuous work over a period of 365 days with a maximum break of 60 calendar days during this period . (Section 1.2 page 12) Further it is elaborated as: Further it is elaborated as: Additional resources are being made available to the PIA for this at the rate of 3000/- per person retained in employment for 365 days. Employers can be multiple but total period out of work should not exceed 60 days during the 365 day period since the first placement. (Section 3.2.2.8 Page 34) Operationally as data on attendance is not easily available, 60 days of out of work will be equated two months of salary. In the one year period a candidate should earn 10 times of the minimum salary fixed per month for that training duration.
Career Progression As per the guidelines, career progression is defined as: As per the guidelines, career progression is defined as: every person trained by the PIA who crosses a salary of 15,000/- per month and holds it for a minimum of 90 calendar days within one year of completion of training. (Section 3.2.2.9, pg. 34) Operational definition for implementing it is as follows: Operational definition for implementing it is as follows: In a month if there are periods in which 15,000 is paid and periods in which lesser amount is paid, the actual calendar days for which 15,000 or more is paid will be counted in the 90 day period. All periods when a candidate is on leave but is paid salary at the rate more than 15,000 per month will be counted towards 90 days period. This implies that leave periods in which a candidate is paid less than 15,000/- will not be counted for salary and this includes period of absence and leave without pay.
Verification process for incentives After instalment is released: After instalment is released: Indicative no. has to be given Indicative no. has to be given Sample of 50 will be distributed over different months for each instalment in Sample of 50 will be distributed over different months for each instalment in proportion to the candidate who become eligible proportion to the candidate who become eligible If Indicative no = Actual No. then no further samples If Indicative no = Actual No. then no further samples remaining population to get the indicative no remaining population to get the indicative no If indicative no > Actual no, then additional samples will be drawn from the If indicative no > Actual no, then additional samples will be drawn from the instalment instalment If indicative no < Actual No, then rest of the candidates will be taken to the next If indicative no < Actual No, then rest of the candidates will be taken to the next
Foreign Placements Operational Definition All valuation will be done in Rupee terms If a candidate is paid in foreign currency then exchange rate to be used would be the closing exchange rate on the day of issue of offer letter. From the joining date till completion of a three month period the Rupee value of salary has to be at least 25,000/- per month or more even if the denomination of currency reduces in these three months.
Foreign Placements Document verification Document Document verification before joining verification before joining Valid passport of the candidate Employment visa of the candidate Copy of savings bank NRE account of the candidate in one of the banks in India Copy of the challan towards deposit of the prescribed fee Copy of the agreement signed by the candidate and the employer duly attested by the registered recruiting agent Insurance policy of the candidate from an insurance company listed under the Pravasi Bharatiya Bima Yojana Document verification Document verification after joining after joining Salary slips Statement of the bank transfer in his bank account Resident permit or identity card, labour card or IQUAMA etc. Travel ticket and boarding pass
Foreign Placements Physical verification Verification of samples will be centralised in NIRD for both AAP and non AAP states. NIRD will work under the overall direction of MoRD. For the time being the countries are grouped into three categories: Countries around Persian gulf and Africa Countries around Indo-China, Koreas, Japan and Australian continent Other countries Candidates placed in these regions will be grouped for sampling process The sample check will be conducted after around 200 candidates are placed in each of these regions by all the PIAs. Thus, sample verification is not based on specific periodicity but on completion of a target number. Around 5 candidates will be checked in each visit. Instalment release will be based on document verification. However, if major discrepancies are found after physical visit then it will lead to a condition of default. Action to be taken will be decided depending on the gravity of the situation.
Placements outside the State Document verification: Document verification: PIA should give the list of candidates employed outside the state and address of employer to SRLM and MoRD for AAP states and CTSA, SRLM and MORD for non AAP states. Physical verification: Physical verification: If the employment of the candidates is within 100 km monitoring agency will not change In all other cases: CTSA of the state where the employment is located will be the monitoring agency whether the state is an AAP state or otherwise. For every candidate physically verified at site 1000 will be paid as the monitoring fee.