3.RYK guidelines - Rajiv Yuva Kiranalu - Centre for Good Governance

PROCESS GUIDELINES 

Rajiv Yuva Kiranalu

“India as being “on the brink,” and ready to excel in 

the next decade, provided that India’s youth 

population is equipped with the right skills” 

- Anita Rajan

Guidelines 

Guidelines 

for or Im Implement 

Im plement plementation 

plement ation 

of 

Rajiv jiv Y YYuv 

Y uv uva uv a Kir Kiranalu Kir analu (R (RYK) (R YK) 

Rajiv Education and Employment Mission in Andhra Pradesh 

Department of Rural Development, Government of Andhra Pradesh 

Hyderabad 

2012

Prologue 

Prologue 

Skills and Knowledge are driving forces to address the challenges of 

employment and to enable the social and economic development of India. The 

proportion of working age (15-59 years) population is increasing steadily over the 

years and harnessing this demographic dividend through appropriate skill 

development efforts would provide an opportunity for inclusive growth in the 

country. National Skill Development Policy (NSDP) has been announced in 2009 to 

improve skills of 50 crore people by 2022. To translate this objective into action, 

new schemes are being launched and the existing schemes are re-vamped by several 

Ministries and State Governments to orient appropriate Skill Development 

Programmes. 

In Andhra Pradesh State, several development Departments viz., Rural 

Development, Urban Development, Tribal Welfare, Minority Welfare, Higher and 

Technical Education and Employment & Training Departments have been 

organising training programme to build the skill of youth. After review of these 

skill development programmes, it was decided that the time has fructified to 

implement them on Mission Mode. It is in this context, Government of Andhra 

Pradesh conceived “Rajiv Yuva Kiranalu (RYK)” programme to build job specific 

skills among the unemployed youth and place them in the industry at appropriate 

levels. 

To implement the RYK programme more effectively by all eight Sub-Missions 

of RYK, these guidelines are developed by Rajiv Education and Employment 

Mission in Andhra Pradesh (REEMAP). These guidelines are meant for all 

stakeholders of RYK and can be referred to get clarifications on RYK 

implementation. 

The Sub-Missions constituted under RYK will follow the processes, procedures 

and norms laid down in these guidelines and ensure quality in trainings and 

placements. 

Guidelines - Rajiv Yuva Kiranalu 

(iii)

(iv) 

Guidelines - Rajiv Yuva Kiranalu

Contents 

Contents 

Item Page No. 

1. Rajiv Yuva Kiranalu - Approach and Strategies .................................1 

2. Institutional Arrangements .................................................................3 

3. Important Skill Sectors and Approach for Trainings...........................6 

4. Delivery of Trainings and Placement Services ..................................9 

5. Role of Private Sector Employers ....................................................17 

6. Runding Pattern and Financial Procedures .....................................19 

7. Biometric Attendance System .........................................................23 

8. Third Party Evaluation......................................................................26 

9. Innovative Support Systems.............................................................28 

10. Measures of Transparency - RYK Portal ..........................................30 

11. Important Definitions ........................................................................32 

12. Important Statistics ..........................................................................34 

13. Annexures .......................................................................................37 


(v)

(vi) 


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1.1 Rajiv YuvaKiranalu (RYK) Programme 

The synchronisation of education and employment is important to benefit from the 

demographic dividend as 65.9 per cent of population is in working age group (15-59 

years) in Andhra Pradesh. A skill gap study taken up by Confederation of Indian Industry 

(CII) during 2007 indicated that by 2015, incremental human resources requirement in 

AP will be about 56.7 lakhs of which 38-40 per cent will be at entry level jobs and about 

55-57 per cent will be in skill oriented II, III level jobs. It is in this context, Government of 

Andhra Pradesh conceived “Rajiv Yuva Kiranalu (RYK)”, to build job specific skills 

among the unemployed youth and place them in the industry at appropriate levels. 

1.2 Vision, Mission and Key Strategies 

1.2.1 Vision 

i. To convert non-literate, school drop-out, and unskilled unemployed youth into 

productive workforce by building their skills, thereby promoting inclusive 

growth. 

1.2.2 Mission 

i. The Mission proposes to employ 15lakh youth in the private sector by 2014. 

1.2.3 Key strategies 

Rajiv Yuva Kiranalu 

Approach and Strategies 

Pre-identification of jobs in the private sector, running job appropriate trainings 

which result in placements and providing post placement services constitutes core 

strategy of RYK. It is this strategy that makes RYK unique as compared to all preexisting 

skill building programmes. 

i. Preparation of Electronic Registry of unemployed youth 

ii. Mapping industry wise employment opportunities. 

iii. Organizing appropriate skill development trainings through Government 

managed training centres and also training centres run by Professional Training 

Partners. 


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iv. Coordination with industries and service oriented agencies for employment of 

trained candidates. 

v. Conducting Job Melas and Campus Interviews as part of placement services. 

vi. Emphasis on promoting self-employment skills in potential service areas/trades 

like fitter, electrician etc., and also petty/small enterprises. 

vii. Post -Placement Support Services for higher retention. 

viii. Establishment of Skill Development Fund to provide gap finance for training 

and placement activities. 

ix. Establishing IT based Web-portal for implementation and monitoring of the 

programme (http://ryk.cgg.gov.in). 

1.2.4 Non-Negotiables 

i. Call letter for training shall be given to every candidate within three months of 

registration. 

ii. A minimum of 40 % coverage in trainings and placements shall be from SC 

and ST category. 

iii. Coverage of women in trainings and placements shall be a minimum of 40%. 

iv. At least 70% of the trainings shall result in placement. 

v. Placement details shall be disclosed to candidates before the commencement of 

training. 

vi. Post placement services shall be given to all youth who accessed Jobs under 

RYK 

1.2.5 Target Group of RYK 

i. Workers seeking skills and funding for self- employment 

ii. School drop-outs and non- literate unemployed youth 

iii. ITI / polytechnic/ graduates (technical & non-technical)/ Post-graduate seeking 

employable skills for private placements. 

1.2.6 Road map 

Sl. No. Year placements to be 

achieved (in lakhs) 

1. 2011 – 2012 1.5 

2. 2012 – 2013 3.5 

3. 2013 – 2014 5.0 

4. 2014 – 2015 5.0 

Total 15 


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For operationalization of RYK Programme the following arrangements have been 

madeby the government. 

2.1 State Level Arrangements 

2.1.1 Constitution of ‘Rajiv Education & Employment Council of AP (REECAP)’ under 

the Chairmanship of Hon’ble Chief Minister, to lay down macro policy environment 

and provide guidance. This is a unique body which brings the best of Government, 

Industry and Academia together to maximize opportunities for the unemployed 

youth. 

2.1.2 Establishment of an exclusive State Level Society, ‘Rajiv Education & Employment 

Mission in Andhra Pradesh (REEMAP)’, to coordinate the efforts of all Sub- 

Missions under the guidance of REECAP to achieve the RYK goal. Being a registered 

society under the Societies Act, it is fully empowered to address the common needs 

of all the Sub-Missions and ensure that each Sub-Mission performs to achieve the 

RYK objectives in letter and spirit. 

2.1.3 Functions of REEMAP 

Institutional 

Arrangements 

i. Realizing the potential of placing at least 15 lakh youth in productive 

employment by 2014. 

ii. Supervising the work of 8 Sub-Missions constituted for the purpose by setting 

targets, finalizing strategy and monitoring the implementation. 

iii Finalizing the budgetary allocations for each Sub-Mission and monitoring the 

utilization of the same. 

iv. Setting uniform quality standards, establish processes, broad base the best 

practices, create and maintain a common computer database of youth to 

monitor the skill upgradation programmes and ensure placement after training. 

v. Coordinating public/ private sector initiatives for collaborative actions and 

prepare sectoral Joint Action Plans (JAPs) with the private sector covering all 

high employment potential sectors. 


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vi. Reorienting the curriculum in the higher / technical /professional education 

in tune with the industry requirements, to enable and strengthen the campus 

placements. 

vii. Coordinating with the National Skill Development Corporation (NSDC) and 

other Ministries for funding skill development initiatives and prepare proposals 

for getting maximum support from them. 

2.1.4 REEMAP functions through following 8 Sub- Missions 

i. Sub-Mission for Employment in Urban areas (SEU): 

Responsible for identification, training and employment of unemployed youth 

in urban areas. It is headed by the Commissioner, Employment and Training. 

ii. Sub-Mission for Employment in Urban Slums (SES): 


from SHGs families living in urban areas, headed by Mission Director, Mission 

for Elimination of Poverty in Municipal Areas (MEPMA). 

iii. Sub-Mission for Placements in Educational Institutions (SEI): 

Responsible for ensuring placement of students passing out from the technical 

& professional institutions by establishing an organic linkage between the 

academic institutions and industries/services. This is headed by 

Commissioner,Technical Education. 

iv. Sub-Mission for Rural Employment (SRE): 


in rural areas with special focus on the SHG households, to be headed by CEO, 

Employment Generation and Marketing Mission (EGMM). 

v. Sub-Mission for the Differently Abled: 

Responsible for identification, training and employment of physically challenged 

youth in the urban and rural areas. This is headed by the Director/ 

Commissioner, Disabled Welfare. 

vi. Sub-Mission for Minorities (SM): 

Responsible for mobilization, training and employment of Minorities in the State 

except Hyderabad District. It isheaded by the Director, Minorities Welfare 

Department. 

vii. Sub-Mission for Hyderabad (SH): 

Responsible for mobilization, training and employment of all categories of youth 

in Hyderabad city with all qualifications including those belong to Minority 

caste. This is headed by District Collector, Hyderabad. 

viii. Submission for Tribal Area (STA): 

Responsible for training and placement of youth from Scheduled Areas; It would 

be headed by Commissioner, Tribal Finance Corporation. 


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EGMM 

Fig 1: State level Implementaiton Arrangment 

Minorities 

Welfare 

Employment & 

Training 

2.2 District Level Arrangements 

2.2.1 District level RYK Committee and its responsibility 

The District RYK Committee shall consist of following functionaries: 

� District Collector – Chairman 

� Project Director, DRDA – Convener 

� District Employment Officer – Member 

� Project Director, MEPMA – Member 

� Principal, Polytechnic College Technical Education Department- Member 

� Any other member (persons of repute from industry/academia etc.) as 

nominated by the District Collector 

District level RYK Committee shall plan, implement and monitor RYK programme 

through district level functionaries of Sub-Missions. 

2.2.2 RYK Facilitation Centres 

REECAP 

REEMAP 

MEPMA 

Technical 

Education 

Disabled 

Welfare 

District 

Collector, Hyd 

i. RYK Facilitation Centres shall provide interface between the prospective 

candidates and the programme by extending necessary orientation and guidance 

to them. 

ii. One Facilitation Centres shall be established per district. Each RYK Facilitation 

Centre would be provided with two Executives and equipped with computer 

and internet connectivity. 

iii. The executives of RYK Facilitation Centres shall counsel the youth on process 

of registration and selection of courses and help them in registering their details 

in the RYK portal. 

iv. The key functionaries and their roles and responsibilities in implementation of 

RYK programme is given in Annexure 2. 


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3 

Important Skill Sectors 

and Approach for Trainings 

3.1 Skill Development Sectors 

i. Andhra Pradesh is expected to be a home to a workforce of 60.65 million by 

2021. This talent pool needs to be adequately skilled. The sectors such as 

construction, textiles, information technology, health care, tourism etc., are 

expected to play a significant role in providing employment opportunities as 

well as drive the growth of the economy of the state. The skill requirement of 

industry and service sectors are indicated in Annexure -3 

ii. The target group of eight Sub-Missions are varied and hence each Sub-Mission 

identifies suitable courses to the candidates allotted to it. The list of training 

courses offered by each Sub-Mission is given in Annexure -4 along with durations 

and minimum educational qualification required. 

iii. If there is demand for any other appropriate skill course the Sub-Missions shall 

inform the same to the Mission Director, REEMAP in advance for approval. 

Once such approvals are given, the details of such newly proposed courses 

shall be entered into the RYK portal for necessary changes in the existing Course 

Master. 

iv. Similarly, the REEMAP shall also identify new courses as per the market demand 

and allot to any of the Sub-Missions to include in their list. 

v. The Disabled Welfare Department shall organise trainings to Visually 

Handicapped Persons and Hearing Impaired Persons in the state headquarter. 

For orthopedically handicapped persons, trainings should be organised at the 

district level by EGMM and MEPMA along with other trainees. 

3.2 Approach for Trainings 

The key challenge in RYK programme is to impart the skills that are relevant to the 

market, enabling the individual to take advantage of available opportunities. 

3.2.1 Approved models of training 

i. Own Training Centres Model (OTCs): The respective Sub-Mission will organise 

the trainings on their own and manage them till the placement of the trainees. 

All the infrastructure, course material, session plans, facilitators and placement 

services are arranged by the Sub-Mission itself. 


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ii. Training Partner Model (TP): This model emphasises on building partnerships 

with reputed Professional Training Partners (PTPs), who are in turn 

responsible for delivering entire training and placement services, along with 

providing boarding and lodging facilities for residential courses. 

3.3 Selection of Professional Training Partners 

The RYK Sub-Missions shall solicit bids from Training Partner Organisations/ 

Agencies who will be selected through a detailed process of qualification and price 

as per the guidelines given by government for selection of such partners from time 

to time. The entire process of selection shall be done conforming to the highest 

standards of objectivity and transparency. Broad features of such selections are 

given below: 

i. An advertisement in major newspapers should be given for this purpose, a 

copy of which should also be kept in the official website of concerned Sub- 

Mission. The advertisement shall indicate the required financial and technical 

competencies of agencies to participate in bidding process. 

ii. Bidders, who are already partners/financially supported centres of the National 

Skill Development Corporation (NSDC) and Government Institutes imparting 

skill development in Andhra Pradesh, are exempted from fulfilling the Minimum 

Eligibility Requirements. 

iii. After completion of selection, the Sub-Missions shall issue Letters of Interest 

(LOI) to the short listed Bidders, who in-turn shall enter into an Agreement / 

MoU with the concerned Sub-Mission. After finalising the District/Sector/ 

Course wise Training Programmes by the respective Sub-Mission, work orders 

for such programmes shall be awarded to the empanelled Placement cum 

Training Partners in the respective sector. 

iv. The Departments / Sub-Missions /Training Partners would clearly indicate 

the list of district wise Training Centres, along with the infrastructure facilities 

available in each of such Training Centres. 

v. The Sub-Missions may also engage the qualified Training Partners exclusively 

for the purpose of Placement Services (in case of the training programme 

organised by the Departmental Training Centres) to ensure the employment to 

trained candidates by following due-process. 

vi. Without following due process, no Training Partner shall be engaged / given 

work order except for the purpose of a pilot study. 

3.4 Establishment of Training Centres 

i. The Sub-Missions shall identify the infrastructure in the form of buildings, 

training equipment available in Polytechnics, Engineering colleges, Mahila 

Pranganams, Cluster level Livelihood Resource Centres (CLRCs), Project 

Monitoring Resource Centres(PMRCs), Workshops of Road Transport 

Corporation (RTC) and Irrigation Department, 21st century Gurukulams, ITIs, 


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Skill Development Centres (SDCs) of Polytechnic Colleges etc. Such 

infrastructure and equipment can be used to open more training centres by the 

Sub-Missions. 

ii. The Training Partners who have entered into MoU with Sub-Missions should 

run a minimum of 1/4th of the Training Centres on their own. 

iii The Training Partners shall be instructued to appoint a dedicated 'Anchor- 

Persons-Mobilisation to coordinate with district functionaries for jointly 

mobilising the eligible youth for the RYK trainings. A part from this, the Training 

Partners to be suggested to place a District Coordinator to inspect all the Training 

Centres of Training Partner and ensures the quality trainings in terms of 

imparting minimum guaranteed skills. 

iv. Every training centre should have requisite facilities in terms of class rooms, 

class room furniture, drinking water, washrooms, toilets and kitchen and 

dormitories etc. The details of such necessary infrastructure required in a 

Training Centre and details of minimum facilities and requirements for 

residential trainings are given in Annexure 5. 

v. The list of major Professional Training Partners already engaged is given in 

Annexure 6. 

vi. As per the space and capacity of infrastructure in the training centre, the 

number of batches/student strength (for simultaneous trainings) for that 

training centre shall be decided. 

vii. All the training centres (both OTC &TPs') shall be registered in RYK portal. 

No training under RYK shall be conducted in unregistered premise. 


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4 

Delivery of Training 

and Placement Services 

The ultimate objective of the RYK Programme is to provide employment to the 

unemployed youth through a systematic process of skill development and placement in 

private sector. Models which are presently being used under RYK are: 

1. Skill Training and Placement 

2. Direct Placement after orientation training 

3. Job Melas 

4. Training and Self Employment 

4.1 Skill Trainings and Placement processes 

4.1.1 Awareness generation and mobilization of youth 

The first step in the RYK processes is the creation of awareness among rural and 

urban unemployed youth. It is a continuous process undertaken at different levels 

by the staff of Sub-Missions/ Members of SHGs/JRPs/CRPs and other Community 

Based Organisations (CBOs). Awareness generation shall be made through diverse 

means and media such as pamphlets, wall painting, slide shows in cinema halls, 

paper advertisements, advertisement in TVs, word of mouth by alumni and people 

who register their details in RYK portal etc. 

4.1.2 Registration in RYK Portal 

Appropriate systems and procedures are made available to the prospective 

unemployed educated youth in the state to register their details in an exclusive 

web portal developed for the RYK programme (http://ryk.cgg.gov.in). The details 

can be entered either in English or Telugu. Such details include; name of the 

candidate, father’s name, date of birth, ration card number, gender, candidate’s 

own mobilenumber, father’s mobile number, community, marital status, physical 

status, educational qualifications, skills possessed and opted skills to get employment 

in preferred sector etc. 

The youth can register in the portal from RYK Facilitation Centre / Mandal level 

office /ITI/ Polytechnic College/ internet café. The Executives of RYK Facilitation 

Centres will help the candidate in the process of registration. The youth can exercise 

preference for skill course also. For those who are unable to use the computers, the 


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candidates can fill the printed application form with information which shall be 

entered into RYK portal by the Executives of Facilitation Centres. Once the 

registration of the details is completed, the candidate shall be provided with a 

Temporary Identification Number (TIN) immediately. On confirmation of the ration 

card number and SSC marks memo number, he /she will be given with a Permanent 

Identification Number (PIN). PIN will communicated through SMS to the mobile 

phone of the candidate. 

4.1.3 Allotment of candidates to Sub-Missions 

All candidates registered in the RYK portal would be allotted to one of the eight 

Sub-Missions, taking into consideration of factors like candidate’s personal profile, 

social status, educational qualification, residence etc., as shown below: 

i. All candidates who are living in Hyderabad district areassigned to Hyderabad 

Sub-Mission. 

ii. All candidates residing in rural areas who are 

a. Non – Literate / School / college drop-outs and 

b. Educated up to graduation and 

c. All technically qualified candidates who preferred training in non-technical course 

and 

d. Persons with disability will be allotted to EGMM. 

iii. All candidates who live in municipal areas who are 

a. Non – Literate / School / college drop-outs and 

b. Educated up to graduation and 

c. All technically qualified candidates of municipal areas who preferred training in 

non-technical course and 

d. Persons with disability are being allotted to MEPMA. 

iv. All candidates who have failed / passed ITI course in the state and preferred 

technical training are being allotted to Employment and Training Department. 

v. All technical-graduates, post graduates, polytechnic-diploma holders 

(Polytechnic/ B. Pharmacy /B. Tch/MCA/MBA) of both urban and rural areas (except 

disabled candidates and those lives in Hyderabad city) who preferred technical 

trainings shall be allotted to Technical Education Department. 

vi. All candidates living in Scheduled Areas and belong to Schedule Tribe are being 

assigned to Tribal Welfare Department. 

Sub-Mission wise list of registered candidates would be available in RYK portal. 

Sub-Missions shall mobilise theses candidates and organise trainings. 


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4.1.4 Exploring Market for Identification of Job Vacancies 

i. Every Sub-Mission and its Training Partners shall be responsible for preparing 

a firm list of employment opportunities for the trained candidates. 

ii. A course master has been placed in the RYK portal which comprises of courses 

being run / proposed by all the Sub-Missions. 

iii. As per the market requirements, each Sub-Mission shall organize trainings to 

candidates allotted to it. 

iv. It is reiterated that RYK is a Job oriented Training Programme. Hence, 

identification of Jobs takes precedence over all other stages of processes. 

4.1.5 Identification of Target Group and Generation of Call Letters / 

e-mail / SMS 

i. As soon as job vacancies and relevant course are identified, prospective 

candidates for the course shall be identified from the data base in RYK portal, 

based on the qualification, preferred course and location of residence of 

candidates etc. 

ii. JDM /LHS / Principal, Polytechnic College / Principal, ITI / PO, ITDA shall 

generate call letters/e-mail/SMS through RYK software to inform candidates 

iii. Call letters shall indicate the date and venue of pre-training counselling to which 

the candidate need to attend before joining the training course. If the capacity 

for a batch is 40, normally 3 to 4 times of that number i.e. 120-160 candidates 

should be posted call letters. 

4.1.6 Preparation of Course Material and Session Plans 

The Training Partners / Departments / Sub-Mission should prepare the course 

material well in advance (at the beginning of financial year) for the courses they 

are going to offer. Similarly, for all the training courses, the session plans should be 

developed based on the duration of training and distributed to all candidates at the 

beginning of the course. 

4.1.7 Pre-training Counselling and Batch Formation 

i. Pre-training counselling for candidates shall be done by concerned departmental 

officer / Training Partner for screening them at entry level and ensure their 

suitability to the offered training course. During the counselling, the youth shall 

be given orientation on the training course, duration, content, skills that will be 

acquired by them, evaluation & certification, job locations, expected salary etc. 

ii. Before initiating training programme, as far as possible the Sub-Mission / 

Training Partner shall organize meeting with parents of the candidates. This 

helps in ensuring that the trainees receive substantial part of the training and 

acquire skills to a satisfactory level, suitable to the prospective employer needs. 


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iii. All those candidates who are screened and are willing to join the training course 

shall be called to attend the training programme in a batch mode. In a batch, 

the admission should be given for 10 to 20 per cent excess to the batch strength 

so as to cover drop-outs. 

4.1.8 Management of Training centres 

i. No training shall be started without tying up jobs in advance. To this effect, 

a board shall be displayed at a prominent place in the training centres duly 

showing names of the Employers, Designation, Salary, Location of Jobs, probable 

date of interview etc. 

ii. The core process flow shall be as follow 

Fig 2: Core Process of RYK 

Identification of jobs 

Organising Training 

Placement 

Post placement follow-up 

iii. The training can be either residential or non-residential based on the type of 

course offered by a Sub-Mission. 

iv. All the candidates attending the training in a batch should initially register 

their finger prints in the bio-metric devise and mark their attendance every - 

day, (both in the morning and evening) to authenticate their regular attendance 

during the training period. 

v. Once a training batch is started, the size of the batch in terms number of 

candidates should be finalised within a stipulated period. Deadlines for 

finalising the batch strength are given below: 

Course Duration Deadline from the day of freezing the batch 

(in days) 

>30 days 15 th day from the commencement date of a batch 

15 days< 30 days 5 th day from the commencement date of a batch 


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vi A batch shall not be considered unless the minimum batch size is not more 

than 75% of the prescribed batch size by a Sub-Mission. 

vii. Hands-on training is the most important aspect of skill building. It shall 

constitute a minimum of 60-70% of the total training input which may include 

field visits, internships also. 

viii. For each training batch, session plans shall be prepared and displayed in the 

training centre. 

ix. The course material shall be handed over to all trainee candidates on the first 

day of the training programme. 

x. Minimum infrastructure for training centres, lodging, boarding, labs etc., are 

indicated in Annexure-5. 

xi. For the candidates attending non-residential training courses, bus pass/ working 

lunch may also be provided on need basis to attend the course regularly. 

xii. Guest lectures by eminent people from the industry and academia shall be 

organized by the Training Partners / Sub-Missions wherever relevant. 

xiii. The trainees shall also be exposed to relevant industry for better understanding 

of job and make them more competent. Wherever, possible the trainees shall be 

attached to an industry / organization to undergo apprentice training where 

the candidates will be paid with stipend by the industry. 

xiv. Regular assessment of the trainees shall be undertaken so as to ensure effective 

skill building. 

4.1.9 Efforts to Build Soft Skills 

Apart from technical skills, it is important to provide soft skills and grooming that 

establish the personality of candidates. Today employers look for passion, vision 

and commitment of employees. Hence, at the end of training, the candidates shall 

be exposed to learning appropriate soft skills like spoken English, team culture etc. 

4.1.10 Other entitlements to Candidates 

i. For the courses offered in English Work Readiness Centres (EWRCs), the trainee 

candidates will be provided with a pair of uniforms, shoes etc. 

ii. Need based stipend may also be given. 

iii. The Disabled Welfare Department will provide the differently abled trainee 

candidates with an assistant and washer-man to help them during the training 

period. They will also be reimbursed the travel expenses incurred by them while 

attending the training. 

4.1.11 Placement Preparation 

i. It is ideal to initiate placement preparation measures at least 10-15 days prior 

to the completion of the training. 

ii. Support should be given to candidates to develop their Resume. 


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iii. The Faculty of Training Centre, along with external experts may conduct mock 

interviews for the candidates and inform about the prospective work 

environment and organisation behaviour. 

4.1.12 Placement 

i. Placement of trained candidates is vital for the success of RYK programme. To 

achieve this, the Training Partners, Franchises and the District Administration 

should work in coordination with each other to effectively interact and network 

with the industry so as to understand market requirement. 

ii. Exploring market opportunities, forecasting the manpower requirement, 

converting the potential requirement of industries into placements by bridging 

skill gap is important for successful placement of RYK candidates. 

iii. On successful completion of training, it is the responsibility of Training Partner 

/ Sub-Mission to provide placements to at-least 70-80% of trained candidates. 

They shall arrange placements at-least 15 days before the closure 

(Completion Date) of the training. 

iv. Placements shall be done in well-established industries / organisations. The 

minimum wage at the time of initial employment must be not less than notified 

minimum wage for the sector. The Training Partner/Sub-Mission shall negotiate 

with the industry for other benefits like ESI, PF etc. 

4.1.13 Placement Report 

i. The Training Partners and Direct Placement Officers (either departmental 

owned or appointed by the Sub-Mission) at district level or head quarter level 

shall enter all details of placemnet in RYK portal till +15 days of completion of 

training to batch. 

ii. REEMAP may take decsions on penalising the concerned Training Partner for 

not maintaining minimum batch size and delay palcements of trained youth to 

ensure capacity / resource utilistaion. 

iii. Proof of placements (Appointment Orders) shall be given to concerned District 

Officer. The District Officer of Sub-Mission in turn shall verify a minimum of 

50% of placements through personal visits, telephonic contact and physical 

verification, along with the sub-ordinate staff. 

iv. Due care must be taken to see that salary is paid as per market rates for such 

posts based on similar expericens, qualification criteria. 

4.1.14 Post Placement Follow Up 

i. The Training Centre In-charge/ District Level Placement Cell constituted for 

the purpose may call candidates or HR Managers of the company telephonically 

or visit the place of placement physically to verify continuation of candidates 

in the jobs. 


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ii. Proof of continuation in job shall be the bank statement of the youth with 

photograph attached. 

iii. In case of Professionanl Training Partners, post-placement tracking should be 

done at-least for one year. 

iv. If any candidate quits the employment, immediately, he / she should be called 

for counselling to address grievances either by the District level Officer / State 

level Officer of concerned Sub-mission. 

4.2 Direct Placements through Job Melas 

i. The basic thrust of RYK programme is skill upgradation of the youth, thus 

enhancing their employability. In the process, it focuses right from the 

identification of the prospective candidates till post-placement. But there may 

be individuals with required skills and capacities, who have strong desire to 

enter, re-enter the work/employment. Such individuals need only placement 

services and Job Melas are intended for this purpose. These Job Melas envisage 

direct jobs without the skill building component. Hence, Sub-Missions may 

identify opportunities available in the surrounding industrial / urban areas 

and facilitate interaction between prospective employer and unemployed youth 

in the form of Job Melas. Placement providers must address the barriers to 

employment and prepare individuals for full time employment that matches 

their skills and interests. 

4.2.1 Process for direct placement through Job Melas 

i. Industry / Business which has vacancies shall be registered with all requisite 

details as given in the “Employer Registration” in the RYK portal. 

ii. Suitable candidates may be pre-selected from the base data maintained in the 

RYK portal or directly from the market. 

iii. It is advisable to facilitate an initial interaction, between employer and 

prospective employee before the Job Mela. 

iv. Venue and dates of Job Mela may be finalized well in advance and the same 

should be informed to industries and the prospective candidates. Such 

information should be disseminated through various means like Paper 

Advertisement / Call letter/SMS to mobile/ Job Resource Person of EGMM 

etc. 

v. Appropriate places like Municipal Play Grounds / Auditoriums / Engineering 

or any Government College premises may be selected for organizing Job Melas. 

vi. Job Mela venue shall have proper facilities of reception, seating, mike system, 

arrangements for interviews, record keeping, drinking water etc. 

vii. In the Job Mela, Industry/Organization wise Stalls may be arranged to prevent 

crowding. Enough number of counselling desks may also be arranged which 

can guide the job seekers. 


15

viii. After selection of candidates, details of candidates who received offer letters 

shall be entered in the RYK portal. Fifteen days after the due date for joining, 

district officer of the sub-mission shall verify continuation of candidate in the 

job and confirm in the Job-Mela module, so that progress gets reflected in RYK 

portal. It is clarified that unless post placement confirmation is done in the 

above manner, progress will not get updated. 

4.3 Post Placement Support Service Centres and Call Centres 

Post placement support services are crucial to enable candidates for continuing 

in their jobs. Some of the post placement services to be given by all Sub-Missions 

are: 

i. Establishing a Call Centre. 

ii. Opening of bank accounts in a Local Bank & bus pass 

iii. A directory of transit homes/hostels for rural candidates, who were placed in 

cities like Hyderabad, Bangalore, Chennai and other district headquarters of 

AP. 

iv. Redress the employer related grievances 

v. Support in getting acquaintance with the urban environment. 

vi. Helping them in network with candidates coming from the same village. 

vii. Counselling for continuous education and career growth. 

viii. Alumni meetings. 

4.4 Review and Monitoring 

i. Sub-Mission shall nominate / designate an officer to each district to monitor 

the RYK programme implementation and ensure quality trainings and 

placements. 

ii. RYK coordinator at the district level shall continuously monitor the on-going 

trainings for ensuring quality and attendance of trainees. 

iii. The District Administration shall also review the work of field functionaries 

regularly to ensure the quality trainings and track the placement status. 

iv. REEMAP either directly or through designated agencies shall monitor and 

evaluate the trainings for quality and also oversee the placement/employment 

details given by the Training Partner / Sub-Mission. 


16

5 

The presence of the Private Sector in employment generation has been conspicuous 

as it has absorbed around 98.75 lakhs of people as against 176.74 lakhs of people by the 

Public Sector in the last decade (2000-11). There is significant growth in Indian private 

sector, especially in sectors like energy, telecommunications, civil aviation, manufacturing, 

finance & banking, information technology etc. Hence, RYK trainings should orient the 

youth to supply the requisite skills in the short and medium period and introduce greater 

flexibility in the training system so as to enable it to quickly respond to labour market. 

All placements under RYK are done in the Private Sector. As such, a greater and 

significant role is envisaged for Private Sector Employers in RYK programme, as outlined 

below; 

5.1 As An Employer 

Role of Private 

Sector Employers 

i. The Private Sector Employers shall be enabled to register in the RYK portal 

indicating their present and future manpower requirements along with expected 

skills among the jobseekers. The RYK software validates such registered 

companies against TIN data base of Commercial Taxes Department. 

ii. After the validation, the manpower requirements of companies shall be 

segregated district wise and forwarded to the District Collectors. The District 

Administrations / Training Partners take up confirmation of the requirement 

with the industry either telephonically or by visiting the industry. All such 

factual and confirmed manpower requisitions shall be loaded to RYK portal 

regularly by the district administrations and it shall be monitored by all Sub- 

Missions. 

iii. The Private Sector Employers may also directly send their requirements to the 

District Collector who in turn direct the concerned Sub-Mission to mobilise the 

youth and organise skill development trainings. 

iv The private employers may also request the District Administration to organise 

Job Melas for direct recruitment. 


17

5.2 For Customised Trainings 

i. The Training Partners / Sub-Missions shall prepare the curriculum in 

partnership mode for specific training programmes as required by the Private 

Employers. 

ii. The representatives of employers shall monitor the on-going trainings for 

checking the relevance of curriculum and quality of trainings and also assess 

the trainees’ (learning) skills. 

iii. The private sector may also offer internship programmes to the youth registered 

in the RYP portal. Such internship programmes could be designed with 3-6 

months duration, with appropriate skill enhancement package for the 

prospective candidates. For certain courses, the private employer may also 

offer short duration apprentice of 7-10 days to the desired candidates. 

5.3 As a Trainer 

Industry / Business can also come forward to spare its in-house training facility for 

captive needs or needs of similar industries in the sector. 

5.4 Other Role 

i. The Private Sector Employers shall be encouraged to adopt vocational collages 

ITIs/ Polytechnics for strengthening regular as well as short-term training 

courses. 

ii. The Private Sector Employer may contribute to the State Skill Development 

Fund from their corpus which was constituted for the purpose of training and 

placement of youth. 

The list of some of the major employers of RYK candidates appended in 

Annexure - 7. 


18

6 

Funding Pattern and 

Financial Procedures 

At present, funds are being sourced from different developmental programmes 

undertaken by the Central and State Government. Special SGSY (MoRD), Swarnajayanthi 

Shahari Rojgar Yojana (MoUD), Modular Employable Skills (MoL,E&T) etc., are some of 

the Central Government programmes. In order to meet additional fund requirements, 

Government of Andhra Pradesh has established the Skill Development Fund (SKF) with 

State Government funds. It is envisaged that other sources would be explored gradually 

to build this fund for RYK programme. The State Government would release the Skill 

Development Fund to REEMAP which is fully empowered to utilise this fund for achieving 

Goals of RYK. In the process, REEMAP should address the common needs of all the Sub- 

Missions to deliver the objectives of RYK without any hurdle. 

6.1 Utilisation of RYK funds at REEMAP 

i. Funding to Sub-Missions, partly or fully for implementing the training and 

placement of youth. 

ii. REEMAP’s own initiatives on pilot basis so as to facilitate trainings and 

placements. 

iii. Establishing and operating quality control systems including Third Party 

Evaluation (TPE), conducting research studies and consultations to strengthen 

RYK the programme. 

iv. Conducting trainings, workshop, exposure visits and awareness programmes 

by REEMAP. 

v. Developing, establishing and operating post placement tracking systems. 

vi. Developing IT based web-portal for implementation and monitoring of the 

programme. 

vii. Day to day administration of REEMAP 

6.2 Fund Management and Utilisation at Sub-Mission Level 

i. All Sub-Missions should open an exclusive account and deposit RYK funds in a 

Nationalised Bank. 

ii. The Sub-Missions shall apply to MD, REEMAP for the release of second and 

subsequent tranches after utilising sixty per cent of available funds with it. 


19

iii. The Sub-Mission may retain a portion of funds received from REEMAP, as a 

reserve fund to meet unforeseen exigencies but not exceeding twenty five per 

cent of released funds. 

iv. Each Sub-Missions shall release the RYK funds to the Districts within fifteen 

days of receipt of funds from REEMAP. 

v. All Sub-Mission Heads shall ensure prompt submission of Utilisation 

Certificates. 

vi. Funding to districts, partly or fully, for implementing the training and placement 

programmes. 

vii. Salaries of Sub-Mission contractual staff. 

viii. Day to day administrative expenditure of Sub-Mission. 

ix. Conducting trainings, workshop, exposure visits and review meetings by the 

Sub-Missions. 

6.3 Fund Management and Utilisation at District Level 

i. The authorised departmental officer is entirely responsible for management of 

RYK fund at District Level. 

ii. The Authorised District level Officer of the Sub-Mission should prepare quarterly 

action plan one month in advance and get it approved by the District Collector. 

The action plan should indicate the Training Partner wise courses along with 

the details of training centres, starting and closing dates of the trainings, course 

titles, number of candidates expected to be trained and estimated expenditure 

etc. If there are any deviations in the approved action plan, such details shall 

be intimated to District Collector in advance. 

iii. All financial transactions shall be made only with prior approval from the 

District Collector. 

iv. The interest amount of deposits in the accounts shall be credited to principle 

funds and shall be utilised for RYK only. 

v. All programme accounts shall be audited by auditors who shall be Charted 

Accountant or a Firm of Charted Accounts, as defined in the Chartered Accounts 

Act, 1949. In case of government institutions, such audit shall be done by Local 

Fund Auditor. 

vi. These accounts may be subjected to a second audit by the Comptroller And 

Audit General of India. 

vii. Fund released to the District Administration under RYK shall be utilised for 

a. Communication and Awareness Generation. 

b. Mobilisation of Youth. 

c. Payment to Training Partners. 

d. Establishment and maintenance of departmental Own Training Centres 

(OTCs) 

e. Establishment maintenance of RYK Facilitation Centres. 

f. Towards salary of RYK contractual staff. 

g. Administrative expenses of RYK Programme. 

20 


6.4 Transfer of funds to Training Partners / Institutions 

i. In all cases of Private Training Partners/Government run Training Centres, 

boarding and lodging costs should be paid strictly as per the attendance level 

as indicated in the biometric device by the authorised officer. 

ii. If certification is introduced, payment will be calculated only for those youth 

who have cleared the certification process. 

iii. Payment to Training Partners/ Institutions towards cost of Boarding, Lodging, 

Training and Placement shall be followed as given in Annexure-8. 

6.5 Deduction / Suspension of Payment to Training Partner 

In case of failure to provide quality training programmes by the Training Partners 

as agreed in the MoU, the payment may be made as per the deliverables or may be 

suspended by the concerned Sub-Mission. 

6.6 Utilisation of Administrative Cost 

At the end of every financial year, the total administrative cost shall not exceed 

Four per cent of the actual expenditure incurred by each Sub-Mission. The 

administrative cost will be incurred for the following purposes; 

i. Cost of publicity 

ii. Cost of procurement of office furniture 

iii. Cost of procurement of computers and appliances 

iv. Cost of printing and stationery 

v. Remuneration to outsourcing staff and their TA & DA 

vi. Cost day to day office administration 

vii. Cost of trainings and meetings held at different level 

viii. Cost of capacity building of staff 

ix. Cost of hospitality charges 

Administrative expenditure should be on permissible items as specified by the 

Mission Director, REEMAP/ State Government from time to time. Any other 

expenditure may be incurred only with prior approval of Mission Director, 

REEMAP. 

6.7 Requirements for getting Fund Releases from REEMAP 

i. The consolidated Audit Report which shall contain the observations of auditors 

and utilisation certificate in respect of the RYK fund along with a certified 

statement detailing district-wise opening balance, funds released, miscellaneous 

receipt, total funds available, actual utilisation by the respective districts and 

closing balance for previous financial year shall be forwarded by the Sub-Mission 

by 31st December each year to REEMAP. 


21

ii. Action Taken Report on the observations of the audit report of each district for 

the previous year shall also be submitted latest by 30th September each year. 

iii. Utilisation Certificate for the previous year. 

6.8 Funds From Various Programmes of GoI 

The GoI is supporting the skill development of rural and urban people through 

numerous programmes. The following are some of such programmes being 

implemented by various Ministries for vocational education and trainings. The Sub- 

Missions are empowered to access funds from various Ministries/ programmes of 

GoI. See the Annexure -9 for details of Skill Development Programmes of GoI. 


22

7 

Biometric Attendance 

System 

Getting accurate information on attendance of trainees from the Training Centres 

is foreseen as one of the major challenges in effective implementation of RYK. biometric 

system of attendance is one of the key interventions to prevent defrauding of attendance 

at the Training Centre level. RYK has made the biometric attendance of candidates who 

are under training and placement process as obligatory in the Training Centres. This 

would enable in monitoring the attendance by all stakeholders at different level on daily 

basis. 

All Sub-Missions / Training Partners shall make arrangement for procuring and 

installing the biometric devices at all Training Centres. They should finalise the vendors 

for supply of biometric devices in consultation with Centre for Good Governance for 

enabling the updation of attendance information into RYK portal. 

7.1 Objectives of Bio-metric Attendance System 

i. Capturing Course wise and Centre wise attendance of the candidates on real 

time basis. 

ii. Monitoring the status of attendance of a training programme. 

iii. Making the biometric attendance linked payments to Training Partners towards 

training, boarding and lodging costs. 

iv. Excluding the fake trainees 

7.2 Procurement of Appropriate Biometric Devices 

i. Responsibility of installing and maintaining biometric attendance machine in 

all training centres shall be the responsibility of Training Partner / Sub-Mission 

as the case may be. 

ii. Sub-Mission/ Training Partner should select the bio-metric devices basing upon 

features like storage capacity, minimum error factor, tamper proof, 

authenticated data and ability to transmit the data to RYK portal atregular 

intervals. Specification of such machines as prescribed by dept. of IT&C is 

placed at Annexure 9. 

iii. The device should display the candidate name and ID number for verification 

at the training centre level. The biometric devices should store the data of the 

candidates up to one year and the data shall be transferrable to RYK server 


23

automatically through GPRS. The backup data of enrolled candidates should 

be available with server. 

iv. The device should accept characters, numbers & finger prints as biometric 

identity. The device should show the summary of attendance, day-wise, batchwise, 

training-period wise. 

v. Once the candidates’ registration is completed and batch is frozen, there shall 

be no scope for editing the data at device level. 

7.3 Registration of Biometric Device 

i. To make functioning of a bio-metric device it has to be registered in RYK portal 

indicating the device number against the centre where it is installed. 

ii. Every training centre shall have one Biometric device. 

7.4 Registration of Trainees / Candidates 

The identified youth /candidates of a specific course shall register their names and 

fingerprints (10)in the biometric device against to the bio metric ID generated by 

the software to confirm their participation in the training. 

7.5 Biometric Attendance of Trainees 

i. All candidates / trainees who are attending skill courses shall confirm their 

attendance through biometric authentication. In case of residential trainings, 

attendance should be taken in the morning before 11A.M. and evening 

attendance should be taken at 7P.M. In case of non-residential trainings, 

attendance should be taken before beginning of the classes and after completion 

of the classes. 

ii. If a trainee doesn't possess 40% of attendance in each month, the trainee shall 

be considered as a drop-out. 

7.6 Responsibilities of Training Partners 

i. No Training Partner or its Franchise shall use the same biometric device at 

more than one training centre, even though training centre belongs to the same 

Training Partner or Franchise. 

ii. The Training Partner should see that the trainees go for biometric attendance 

daily twice, both in the morning and evening on all training days. 

iii. On identification the candidates in a training centre, attendance information 

should be automatically forwarded to CGG server. As such, the centre wise 

biometric attendance data should synchronise with CGG server. 

iv. It is the responsibility of Training Partners to recharge the battery of bio-metric 

device at least once in a day and also the GPRS/ SIM card at least once in a 

month. 

v. In addition to bio-metric attendance, the Training Institute / Training Partner 

/Franchise shall also maintain the attendance register at the training centre. 


24

vi. It is mandatory that the payment(s) towards training course organised either 

by the all Departmental Training Centre(s) or Training Partner(s) or Franchise 

(s) are made based on biometric attendance only. 

7.7 Generation of Biometric Attendance Reports 

i. As per the biometric attendance data, District wise, Sub-Mission wise and 

Course wise reports are to be generated and displayed in the RYK portal in the 

following manner; 

a. Day wise, trainee wise bio-metric attendance report. 

b. Device wise and Center wise bio-metric attendance report on daily basis. 

c. Monitoring report to track the delay in sending attendance from each 

device. 

d. Consolidated District wise / Sub-Mission wise attendance reports. 

ii. These biometric reports can be used by designated officers for monitoring the 

performance of Training Centres. If there is any deviation(s), between the 

physical attendance and bio-metric attendance, it should be reported to District 

level Officer of concerned Sub-Mission for necessary remedial action. 

iii. All the In-charges of Training Centres/ Training Partners shall properly be 

trained / oriented about the usage of biometric machines and it should be 

ensured that attendance is transmitted every day without fail. It is the 

responsibility of the Training Partner/Head of the Institution to take care of 

functional failures in biometric devices and no excuse is entertained in this 

regard. 


25

8 

Third Party Evaluation 

Determining the quality of trainings to meet standards of industrial requirements 

is a challenging issue for all Sub-Missions as well as REEMAP. The outcome of any training 

is acquisition of new Knowledge, Attitudes and Skills (KAS) by the trainees. It needs to 

verify some important elements such as the candidate’s objectives, course in which 

participated, instruction material issued, quality of faculty, actual course delivered, 

learning environment, and provision of facilities entitled by the trainees and their perceived 

gains and gaps. 

REEMAP decided to have an evaluation/impact assessment systemfor all completed 

and on-going trainings through Independent Assessment Agencies (Third Party). These 

assessment agencies would be selected through following due process and selected by 

adopting Combined Quality Cum Cost Based System (CQCCBS)by the Executive 

Committee of RYK. 

Core principle that shall guide Third Party Assessment (TPA) is that the assessment 

findings shall be used to strength the programme qualitatively and to align it strictly to 

market needs so as to ultimately maximise the benefit to unemployed youth of A.P. 

8.1 Objectives of Third Party Evaluation (TPE) 

i. Evaluate the processes involved in mobilization, selection of youth, batch 

formation and organizing the trainings and effectiveness of these processes; 

ii. Assess the availability and quality of infrastructure and the faculty in each 

training centre. 

iii. Examine the post training placement tracking system and its effectiveness. 

iv. Assess impact of the training on the participants’ skill, attitude, performance, 

income etc. 

8.2 Assessment Mechanism 

To make the assessment mechanism fool proof, fair and devoid of malpractice 

following method of assessment shall be adopted. 

i. The assessment job shall be allotted to the empanelled agencies on roster basis. 

This allotment shall be done only after the Training Partners / department 

Own Training Centres submit the list of trained candidates after completion 

training. The Training Partners should not know which agency will assess its 


26

candidates. The Job Mela placements shall be assessed as direct placement 

candidates. 

ii. The list of candidates along with the allotted agencies shall be submitted to the 

Executive Committee which is the controller of the assessment agencies. 

iii. The assessment agencies should evaluate various parameters of training and 

placement as indicated below to estimate the effectiveness of trainings and 

placements and should submit its reports within 10 days from the date of receipt 

of orders from REEMAP. These performance measures are subject to change 

based on RYK policy changes. 

Parameter 

Performance Standard 

Mobilisation of candidate 125 % of batch strength 

Enrollment in the course 100% full batch strength 

Quality of infrastructure 100% as per agreement 

Quality of faculty 100% relevance to course 

Quality course material and session plans 100% relevance to course 

Successful Completion of skill course 90% of batch strength 

Placement Rate 90% of batch strength 

30-Day Retention Rate 100% of Placements 

Three-Month Retention Rate 85%of Placements 

Six-Month Retention Rate 80% of Placements 

One year Retention Rate 70% of Placements 

Average salary for the first six month Rs.6000 per month 

Availability of PF provision 100% of Placements 

Availability of ESI facility 100% of Placements 

iv. If any Sub-Mission / Training Partner felt that the assessment by a particular 

agency is not as per the norms, it should request the EC for reassessment by 

another agency. 

v. REEMAP with the consent of Sub-Missions can take any suitable corrective 

action to ensure the efficacy of the assessment agency including introducing 

penalty for every wrong assessment. 

vi. Based on the findings of assessment agency, the policy level decisions will be 

taken up by the REEMAP and Sub-Missions for the betterment of the programme 

at all levels. 


27

9 

9.1 Counselling Cum Call Centre 

i. All Sub-Missions need to establish at least one Counselling Centre at state level 

to provide the information to youth throughout the programme period on 

various issues. The call centres shall offer flexible call routing, with superior 

IVR capacity and predictive dialling system, advanced telephone and Internet 

technology. 

ii. The call centre executives should provide accurate and timely information about 

RYK and also extend support to youth at all stages from pre-training (info & 

counselling) to Post- placement (grievances). 

iii. Further, the call centre may record and solve the grievance of youth by 

transforming the grievance to the concerned district officer. It may also have 

bulk SMS software which will be used for all the internal information as well 

as to call the candidates to attend interviews. 

9.2 Quality Control Cell 

Innovative Concepts 

i. To bring in effectiveness and consistency in the program delivery, each Submission 

has to setup a Quality Control Cell. The objective of the QCC is to 

formalise the way the trainings are conducted and to standardize the outcome 

of the trainings, i.e. quality of youth with respect to both technical skills as well 

as work readiness. This will ensure the proper link between the inputs provided 

and expected outputs and outcomes of RYK programmes. 

ii. For the purpose, the Sub-Missions may engage one or two persons at state 

exclusively to look after quality trainings who shall continuously monitor the 

on-going trainings by visiting the training centres on random basis. They will 

also assess the placement services provided by the TPs from time to time by 

interacting with the youth that were trained and placed in private industry. 

The Quality Control Cell should continuously improve the programme 

performance and effectiveness to achieve RYK goal. 


28

9.3 Centre for Training of Trainers 

REEMAP shall set up a Training Centre at state level to train, motivate and build 

the capacities of the trainers of RYK regularly. Eminent persons, subject matter 

specialist may be invited to facilitate the sessions which in turn help in delivery 

content in RYK trainings. 


29

10 

Measures of Transparency: 

RYK Portal 

RYK portal supports IT based implementation of the programme. Major modules 

which constitute RYK software are: 

10.1 Candidate registration 

This module allows any unemployed youth to register his/ her details in RYK portal 

through online. The software validates the candidate’s registration using the Ration 

Card / SSC Certificate Number. 

10.2 Training Partners / Sub-Missions 

This module allows the Sub-Missions and Training Partners who have entered MoU 

with Sub-Missions / to register in RYK portal indicating the district wise / submission 

wise targets, list of training centres and courses offered by them. 

10.3 Employer Registration 

This module permits the employers to register in the portal along with TIN number. 

On verification of TIN number, the portal will allow the employer to indicate the 

manpower requirement with required qualifications and skills. 

10.4 Training Centres 

The address of training centre, courses being offered and its affiliation to Training 

Partner shall be registered in RYK Portal. 

10.5 Course Master 

A list of courses offered by various Sub-missions and Training Partners along with 

duration of course available in this module. 

10.6 Biometric attendance 

Both for completed and on-going trainings, Course wise and Centre wise biometric 

attendance of candidates available in this module. 

10.7 Placements 

In this module, sub-mission wise number of youth has been placed along with the 

name of Industry / organisation is available. 


30

10.8 Payments 

All payment details will be generated automatically through software and after 

administrative approval, all payment shall be done through online and financial 

reports will be generated. 

10.9 Job Melas and Direct Placements 

This module allows to enter the details of job melas conducted and number of 

candidates placed directly in the industry. 

10.10 Reports 

Portal also provides a wide variety of MIS reports which enable monitoring of 

training and placement progress at all stages. Sub-mission wise and district wise 

reports related to candidates’ registration, placement, bio-metric attendance, 

employers’ manpower requirement, number of training centres etc., are available 

to monitor the programme by different stakeholders. 

For further details, please see the MIS user manual which is available in RYK 

web-portal http://ryk.cgg.gov.in. 


31

11 

Important Definitions 

and Laws 

11.1 Definitions 

i. Labour Force: Labour force constitutes all the persons who are either working 

(or employed) or seeking or available for work (or unemployed). 

ii. Unemployment: People who are in the age group of 15-59 years and 

economically active but couldn’t find a job despite active search for it are 

considered to be unemployed. 

iii. Underemployment: is a situation in which a worker is employed, but not in 

the desired capacity, whether in terms of compensation, hours, or level of skill 

and experience. While not technically unemployed, the underemployed are 

often competing for available jobs. 

iv. Unorganised Sector: Means an enterprise owned by individuals or selfemployed 

workers and engaged in the production or sale of goods or providing 

service of any kind whatsoever and where the enterprise employs workers, the 

number of such workers is less than ten. 

v. Unorganised Worker: Means a home-based worker, self-employed worker or 

a wage worker in the unorganised sector and includes a worker in the organised 

sector who is not covered by any of the following Acts 

1. The workmen’s Compensation Act, 1923 (8 of 1923) 

2. The Industrial Disputes Act, 1947 (94 of 1947) 

3. The Employees’ State Insurance Act, 1948 (34 of 1948) 

4. The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 

(19 of 1952) 

5. The Maternity Benefit Act, 1961 (53 of 1961) 

6. The Payment of Gratuity Act 1972 (39 of 1972) 

vi. Unskilled Work: is a job that involves the performance of simple duties, which 

require the experience of little of no independent judgment or previous 

experience although familiarity with the occupational environment is necessary. 

vii. Semi-skilled Work: is a work generally of routine nature wherein the major 

skill requirement is not for the judgment but for proper discharge of duties 


32

assigned to him. Relatively narrow job and where important decisions made 

by others. 

viii. Skilled Work: is a job that involves considerable independent judgment in 

discharging of duties with responsibility. A skilled worker must possess a 

thorough and comprehensive knowledge of the trade, craft or industry in which 

he is employed. 

ix. Highly Skilled Work: is a Job that involves not only efficient work but also 

supervision of work of skilled workers. 

11.2 Social Security Schemes for the Unorganised Workers 

S.No. Name of the Scheme Ministry Responsible 

1. Indira Gandhi National Old Ministry of Rural Development 

Age Pension Scheme 

2 National Family Benefit Scheme Ministry of Health and Family Welfare 

3 Janani Suraksha Yojana - do - 

4 Handloom Weavers’ 

Comprehensive Welfare Scheme Ministry of Textiles 

5 Handicrafts Artisans’ Ministry of Textiles in collaboration 

Comprehensive Welfare Scheme with LIC 

6 Pension to Master Craft Persons - do - 

7 National Scheme for Welfare of 

Fishermen and Training and 

Extension 

Ministry of Agriculture 

8 Janashree Bima Yojana Concerned Ministry 

in collaboration with LIC 

9 Aam Admi Bima Yojana - do - 

10 Rashtriya Swasthya Bima Yojana Ministry of Labour & Employment 

11.3 List of Labour Laws Related to RYK Youth 

1. The Building & Other Construction Workers (Regulation of Employment & 

Conditions of Services) Act, 1996 

2. The Employees State Insurance Act, 1948 

3. The Employees Provident Fund & Miscellaneous Provisions Act, 1952 

4. The Payment of Gratuity Act, 1972 

5. The Unorganised Workers Social Security Act, 2008 


33

12 

Important Statistics 

Table 1: Estimated Age Group Wise Population by Census of India 

(In lakhs) 

Age India Andhra Pradesh 

group 2011 2016 2021 2026 2011 2016 2021 2026 

18 years 

& above 

7724.14 8583.61 9357.59 10054.25 586.18 636.90 677.12 710.59 

0-14 Years 3469.42 3402.91 3369.06 3270.04 212.16 203.18 197.42 190.36 

(29.1) (26.8) (25.1) (23.4) (25.0) (23.0) (21.6) (20.1) 

15-59 7470.94 8105.71 8595.90 8996.51 558.27 588.03 606.55 616.41 

Years (62.6) (63.9) (64.2) (64.3) (65.9) (66.5) (66.3) (65.5) 

60+ Years 984.70 1180.99 1432.44 1731.82 76.92 92.41 111.52 133.97 

(8.3) (9.3) (10.7) (12.4) (9.1) (10.5) (12.2) (14.2) 

Note: figures in parenthesis are the percentages to total estimated population 

Table 2: Estimated Persons in Different Broad Activities in India 

(In Millions) 

Activity 61st round NSSO survey 66th round NSSO survey 

Rural Urban Rural Urban 

Male Female Male Female Male Female Male Female 

Labour force 212.7 89.8 92.4 22.3 227.2 79.1 101.2 21.4 

Workforce 195.7 81.9 85.5 19.7 212.6 72.8 96 19.4 

Unemployed 17 7.8 6.9 2.6 14.6 6.3 5.2 1.9 

Projected 400.8 379.1 164.7 148.3 423.9 400.9 183.8 165.5 

population 


34

Table 3: Estimated Workforce in Different Employments 

Gender Self Regular Casual 

State employed wage/ labour All 

salaried 

AP Male 41.9 9.3 48.8 100.0 

India 53.5 8.5 38.0 100.0 

AP Female 39.5 3.7 56.9 100.0 

India 55.7 4.4 39.9 100.0 

AP Male 40.8 6.9 52.2 100.0 

India + Female 54.2 7.3 38.6 100.0 

Table 4: Poverty Estimations 

State Planning Commission Tendulkar Committee Report 

(2004-05) (2009-10) 

Rural Urban Combined Rural Urban Combined 

AP 11.2 28 15.8 32.3 23.4 29.9 

India 28.3 25.7 27.5 41.8 25.7 37.2 

Table 5: Classification of States According to Percentage of Regular Employment to 

Total Employment, 2004-05 

Very low, Low, Medium, High, 

>10% 10-15% 15-20% < 20% 

Bihar, Rajasthan, Jammu & Kashmir, Maharashtra, 

Chhattisgarh, Madhya Pradesh, Gujarat, Kerala, Tamil Nadu, 

Jharkhand, Assam, Andhra Haryana Punjab, 

Orissa, Pradesh, Delhi 

Uttar Pradesh Karnataka, 

Uttaranchal, 

Himachal Pradesh, 

West Bengal 


(%) 

(%) 

35

Table 6: Sector Wise Industries and Workers in Andhra Pradesh 

Estimated number Estimated number 

Sector workers (‘000) of enterprises (‘000) 

Rural urban Comb rural Urban Comb 

Hotels 1728 52 56 1728 13 388 

Restaurants 29017 2081 938 29017 1052 2612 

Hotels & Restaurants 30745 2133 994 30745 1066 3001 

Storage & warehousing 82 4 2 82 1 14 

Mechanised road 21302 1601 783 21302 1096 1135 

transport 

Non-mechanised motor 21958 1887 786 21958 1713 1063 

transport , water 

transport 

Communication 22885 1255 947 22885 947 1408 

Transport, storage& 66227 4747 2517 66227 3756 3620 

communication 

Non-banking financial 12985 4703 149 12985 1130 630 

intermediation except 

insurance and pension 

Insurance, pension & 3348 120 120 3348 108 318 

axillary 

Financial intermediation 16333 4823 269 16333 1245 948 

Real estate, renting & 20712 857 836 20712 565 2241 

business activities 

Education 12285 1542 529 12285 512 2332 

Health, social work 11931 840 434 11931 661 1342 

Other community, social 32049 3188 1032 32049 2096 1901 

& personal services 

Total 190282 18130 6612 190282 9901 15383 

Table 7: No. of candidates passed the secondary education in Andhra Pradesh 

S.No Name of the Year 

examination 2009 2010 2011 

1 S.S.C Board Exam 1130234 1167763 1171384 

2 Intermediate Board Exam 421834 478616 480897 

3 ITI course 44893 50480 52748 

4 Polytechnic diploma course 5726 8133 13968 


36

Year-wise/Sub-Mission-wise Targets 

Annexure-1 

Sl.No Sub-mission 2011-12 2012-13 2013-14 2014-15 Total 

1 EGMM 163680 249100 300360 163840 876980 

2 Employment 38609 25000 116434 98717 278760 

& Training 

3 MEPMA 39811 37000 120246 30811 227868 

4 Technical Education 3400 10000 6800 1700 21900 

5 Disabled Welfare 1100 - 4400 3300 8800 

6 Minorities Welfare - - - - - 

7 Tribal Welfare - 6500 27000 18000 45000 

8 Hyderabad - 15000 39000 9000 48000 

Total 246600 342600 614240 325368 1528808 


37

Annexure-2 

Sub-Mission wise Functionaries: Their Responsibility in RYK Implementation 

S. No. Activity EGMM MEPMA Employment & Technical Education Hyderabad 

Training Sub-Mission 

1 Publicity to RYK & REEMAP, Sub-Missions and District RYK Committees are responsible for wider publicity of RYK programme and 

mobilisation of youth mobilization of youth through different media and grassroots level functionaries of various Sub-Missions. 

2 Registration of youth in All RYK Registration Centres and Executives of RYK Facilitation Centres are responsible for registration of youth. 

RYK portal 

3 Registration of TPs All Training Partners who have entered into agreement with the Sub-Missions are responsible for their 

registration in RYK portal. 

4 Registration of Training TPs TPs DCP DNO Data Processing 

Centres Officer 

5 Validation of Training JDM / APMs PD / Dist. Livelihoods DCP DNO Cluster 

Centres specialist Coordinator 

6 Market scan and TPs TPs DCP TPO of particular Dist. Dist. Level RYK 

identification of Nodal Polytechnic Coordinator 

employment College 

opportunities 

7 Ensuring infrastructure TPs PD/DLHS / PRPs REO, D.D SDC Coordinator Training partner 

availability at Training (Job & Dev.) DEOs of particular Dist. Nodal 

Centre as norms Polytechnic College 

8 Training to faculty and TPs TPs REOs, Principals SDC Coordinator of Collector 

curriculum & DEOs particular Dist. Hyderabad 

Nodal Polytechnic College 

9 Administrative approval PD – DRDA MD-MEPMA Director, Principal of particular DPO 

for organising training(s) (Emp. & Trg.) Dist. Nodal Polytechnic 

College 

10 Batch planning JDM DLHS DPC SDC Coordinator of DPO 

particular Dist. Nodal 

Polytechnic College 


38

11 Generation of call letters JDM DLHS DCP SDC Coordinator of DPO 



12 Batch Mapping JDM DLHS DCP SDC Coordinator of TPs 



13 Organisation of counseling JDM / APMs DLHS DCP DNO Training partner/ 

session Cluster Coordinator 

14 Meeting parents Training Training Partner/ DCP DNO DPO 

Partners / APMs DLHS 

15 Initiation of Training PD – DRDA PD/Municipal DCP SDC Coordinator of DPO 

Course Commissioner particular Dist. Nodal 


16 Batch freezing JDM DLHS Principal SDC Coordinator of Cluster 

particular Dist. Nodal Coordinator 


17 Monitoring and PD – DRDA& PD at district level & 

Assessment of RYK Jobs Team State MEPMA office DCPs DNO Dist. RYK 

trainings at state level Coordinator 

18 Placements of trained TPs TPs RDDs & REOs TPO & SDC Coordinator TP 

youth of particular Dist. Nodal 


19 Organising Job Mela / JDM / APMs PD DEOs & REOs TPO & SDC Coordinator Collector 

Interview for Direct of particular Dist. Hyderabad 

Placement Nodal Polytechnic College 

20 Post placement track / TP/ JDM / PD/DLHS. RDDs, REOs, TP & SDC Coordinator of DPO 

follow up APMs DEOs & DCPs particular Dist. Nodal 


21 Generation of invoices TPs TPs DCPs DNO DPO 

22 Administrative approval Dist. Collector District Collector AO of Head Office Commissioner DPO 

23 Payment of expenditure PD – DRDA Project Director Accounts Officer Secretary, SBTET TP 


PD=Project Director; AO Administrative Officer; TPs: Training Partners; RDD=Regional Deputy Director; DLHS=District Livelihood Specialist; DPO= Data 

Processing Officer; DD =Deputy Director; DCP=District Convener Principal; REO=Regional Employment Officer; 

39 

DEO= District Employment Officer; PRPs= Poverty Resource Persons; SBTET= State Board of Technical Education and Training.

Major Sector and Key Skill Requirements 

Sector Key skill requirements 

Annexure-3 

Textiles and Clothing Power loom operators, Apparel Manufacturing, Fashion Design, QA, 

Knitwear Manufacturing, Sewing Machine Operators 

Building and Crane Operators, Electricians, Welders, Masons, Plumbers, Carpenters, 

Construction Industry Painters, etc. 

Auto and Auto Auto OEMs, Auto Component Manufacturers, Drivers, Sales, Servicing, 

Components Repair, Financial Services sales, Insurers / Valuers 

Organised Retail Shop floor executives, back-store operations, merchandising 

Banking, Financial Financial Intermediaries (including Direct Selling Agents), Banking 

Services, and Insurance and Insurance (including agents), NBFC, Mutual Funds 

Gems and Jewellery Jewellery Fabrication, Grading, Faceting, Polishing, Cutting 

IT IT – Software Engineering, Maintenance and Application Development, 

End-to-End Solutions, Infrastructure Management, Testing etc. 

ITES ITES – BPO, KPO – Legal, Medical, STM, Analytics and Research 

Leather and Leather Tanning, Cutting, Clicking, Stitching, Lasting, Finishing 

Goods 

Furniture and Carpenters, Operators engaged in Stitching, Sewing, Stuffing 

Furnishings 

Electronics and IT Computers, Telecom, and Consumer Electronics Manufacturing, Sales, 

Hardware Servicing/ After Sales Support of electronics goods, High-Tech 

Tourism and Front office staff, F&B Services and Kitchen and Housekeeping staff, 

Hospitality Services Ticketing and Sales, Tour Guides 


40

Annexure-4 

Skill Development Trainings offered by various Sub-Mission 

Sub-Mission: Employment Generation and Marketing Mission 


41


42


43


44


45


46


47


48

S.No Item 

1. Items must be displayed at Training Centres 

Annexure-5 

1 A board outside the Training Centre prominently showing the Rajiv Yuva Kiranalu 

(RYK) name and logo, Sub-Mission’s name and the Training Partner’s name. 

2 Inside the Training Centre, at one prominent place, following boards should be 

displayed: 

� Course start date & end date 

� Timings of the course 

� Time Table & Session Plan 

� Entitlements of the Trainees (Illustrative list given at Annexure-III). 

� Jobs identified duly showing the name of the Company/Establishment, its location, 

designation, salary and probable date of interview for the currently ongoing batch. 

3 Names of the Instructors/faculty with their educational qualification and experience. 

4 A board outside the Training Centre prominently showing the Rajiv Yuva Kiranalu 

(RYK) name and logo, Sub-Mission’s name and the Training Partner’s name. 

5 Inside the Training Centre, at one prominent place, following boards should be 

displayed: 

� Course start date & end date 

� Timings of the course 

� Time Table & Session Plan 

� Entitlements of the Trainees (Illustrative list given at Annexure-III). 

� Jobs identified duly showing the name of the Company/Establishment, its location, 

designation, salary and probable date of interview for the currently ongoing batch. 

6 Names of the Instructors/faculty with their educational qualification and experience. 

7 A copy of MoU between the Training Partners and Franchisees (where ever relevant) 

2. Training Centre-Minimum Infrastructure Requirement 

S.No Particulars Specifications for Minimum Infrastructure 

1 Theory Classroom With a Minimum capacity of 30 chairs 

White/Black Boards – 1 

Almirah – 1 

2 Practical Room In case of Computer related courses – 1 

Computer : 1 Student 

In case of other courses: Tools and equipment, 

infrastructure as per the norms of NCVT 

Common Infrastructure: for all trainings 

3 Other Facilities Drinking water 

Separate Wash Rooms for Boys & Girls 

Electricity 


49

4 Course material Course material as per the curriculum and day wise session 

and Session Plans plans based on number of days of trainings. The curriculum 

should include the exposure to relevant industry / sector 

5 Study Material Hand Books Related to Course 

Motivational Story Books 

Motivational Movies 

Magazines 

News Papers 

6 Documentation Attendance Registers (Trainers & Trainees) 

Visitors Register 

Trainees Assessment Reports 

7 IT Infrastructure One Desk Top with 3GB RAM, 300GB, 20" LCD, Key Board, 

Mouse, Speakers and mike. Windows 7 

Operating System is preferable. 

One Broad band with at-least 512Kbps unlimited 

connectivity for best web based video (preferable 1MBPS) 

One GPRS based Bio-metric device with battery and AC 

supply for attendance 

One High resolution 5MP webcam with 640x480 up to 30fps 

(Optional) LCD projector (4000 lumens) with Screen and 

10 mt. cable for training on Audio/Visual content 


50

List of major Training Partners 

S.No. Training Partner Sector 

Annexure-6 

1 M/s ATDC Apparel Design and Technology 

2 National Academy of Constructions Construction 

3 M/s S.S. InfoTech Education - 

4 M/s Shree Technologies Education & Healthcare 

5 Orient Crafts & Fashion Institute of Technology Fashion Design 

6 M/s Tally Solutions Private Limited Finance 

7 M/s Crux Management Services (P) Limited Finance 

8 Shri Technologies Finance 

9 M/s Hyderabad Gems SEZ Limited Gems and Jewellery 

10 M/s Sri Ram Educational Society Health care & Hospitality 

11 M/s Nav Shakti Foundation Healthcare - Medical Lab Assistant 

12 Focus Educare Pvt Ltd Healthcare- Home care nursing 

13 M/s International Institute of Hotel Management Hospitality 

14 M/s Global College of Hotel Management Hospitality and Education 

15 APEC IT & ITES 

16 Ishwarya techno solutions IT & ITES 

17 Magus Tech Pvt. Ltd. IT & ITES 

18 RRUDS IT & ITES 

19 M/s VSRI Technologies IT & ITES 

20 M/s Core Education and Technologies Ltd ITES 

21 Centum Work skills India Limited ITES 

22 M/s Surag Consultants ITES 

23 M/s Andhra Pradesh Electronics and ITES 

Computer Education Development 

24 M/s BIT Computers ITES 

25 M/s Data Pro Computers Pvt. Limited ITES 

26 M/s e-Gram IT Services Private Limited ITES 

27 M/s Globarena Technologies Pvt Ltd ITES 

28 M/s IIJT Education Private Limited ITES 

29 M/s Orion Edutech Private Limited ITES 

30 M/s Satyam Computer Education ITES 

31 M/s Shriram New Horizons Limited ITES 

32 M/s Softech IT Solutions ITES 

33 M/s Sahithi Systems Pvt. Ltd. ITES 

34 M/s Trimentus Technologies ITES 

35 Meher Software Solutions ITES 


51

36 M/s Skylarks Infowaves Pvt Ltd ITES 

37 M/s Trimentus Technologies ITES 

38 M/s Don Bosco Tech Society Multiple 

39 M/s SRI Shivani Education Society Multiple 

40 M/s Ants Consulting Services Pvt. Ltd. Multiple 

41 M/s APITCO Limited Multiple 

42 M/s CAP Foundation Multiple 

43 M/s Computer Point Educational Society Multiple 

44 M/s Dr Reddy’s Foundation Multiple 

45 M/s Empower Pragati Vocational & Multiple 

46 

Staffing Private Limited 

M/s Gram Tarang Employability Multiple 

Training Services Pvt Ltd 

47 M/s ICC Computer Education Multiple 

48 M/s IL&FS Education and Technology Multiple 

Services Limited 

49 M/s Laqsh Job Skills Academy Pvt Ltd Multiple 

50 M/s Nice Computer Educational Society Multiple 

51 M/s NIIT Limited Multiple 

52 M/s Synchro Serve Global Solutions Pvt. Ltd. Multiple 

53 Andhra Mahila Sabha Multiple Sector 

54 SETWIN Multiple Sector 

55 SHARDS Multiple Sector 

56 DHATRI Foundation Multiple Sector 

57 India skills Multiple sectors 

58 M/s Redox Laboratories - Training Division Pharma 

59 M/s GRAS Education & Training 

Services Pvt Ltd 

Retail 

60 M/s Abids Lakhotia Institute of Art and Design Textiles 

61 M/s Apparel Retail Training & Job Solutions 

Private Limited Textiles 

62 M/s Femina Institute of Computers and Textiles 

Fashion Designing 

63 M/s Jeans Apparel Training Center Textiles 

64 M/s Orient Craft Fashion Institute of Technology Textiles 

65 M/s Basix Academy for Building Lifelong 

Employability Limited 

Transportation & Logistics 


52

List of Major Employers of RYK youth 

1. Westside ECIL 

2. Pioneer Labs Pvt.Ltd. S C M Garments Pvt Limited 

3. Navata Road Transport Rajsoft Solutions Pvt. Ltd 

4. Heritage Foods Retail Ltd Shahi Exports Private Limited 

5. AVVAS Info tech Pvt Ltd(Agri. Gold Group) E Gram IT Services Pvt. Ltd. 

Annexure-7 

6. Swiss Tech India Pvt. Ltd K.F.C Yum Restaurants (India) Pvt. Ltd 

7. Mc Donalds Family Restaurants Pvt Ltd. Sun Business Solutions 

8. Trigeo Technologies Pvt.Ltd. Global Innov source Solutions Private Limited 

9. Tata Indicom Sri Sapthagiri Technologies 

10. Hinduja Global Solutions Limited Srivijaya Bio Fertilizers 

11. Suryakiran International Limited NSL Textails (P) Ltd 

12. Gitanjali Gems Ltd ANX Document Bank 

13. Coastal Business Corporation Fenner India Ltd 

14. Reliance Life Insurance Company Limited Cafe Coffee Day 

15. Brigade SGF Services Private Limited 4g Identity Solutions Pvt Ltd 

16. K.Mohan& Company Exports Pvt.Ltd. Infosys Technologies Ltd 

17. Meridian Apparels Elite Data Solutions 

18. Lahari Computers Aditay Birla Retail Limited(More) 

19. R.S Brothers Sakku Spinning Mills Ltd 

20. Bharat Tissue Pvt Ltd Ramsun Graphic World 

21. Asian Paints Ltd Hailand Resorts 

22. Lifestyle International Pvt.Ltd. More Trinethra Retail 

23. Aegis BPO Services Pvt Ltd Dr Reddy Laboratories Ltd 

24. Hetero Drugs Ltd Eureka Forbes Ltd 

25. Sparsh BPO Services Limited Karvy Data entry Management 

26. M/S Medplus Pharmacy M/S Sarayu Garments 

27. Seeds Intimate Fashions Pvt Ltd Mahindra And Mahindra Ltd 

28. Sebhari Enterprises SVR Laboratories Pvt. Ltd. 

29. Madura Garments Exports Aadhar Survey Systems 

30. Big C KBD Sugars And Distilleries Ltd 

31. Om Sairam Infrastructure M/s R.K Apparel Fashions Pvt Ltd 


53

Annexure-8 

Details of payment to Training Partners 

1. Payments of Lodging &Boarding Costs 

Parameter of Biometric Attendance Payment 

Greater than 80% Full payments 

40% - 80% Payment shall be on pro-rata basis 

Less than 40% Pro-rata as per the dropout cases 

2. Payment of Training Costs 

Mode of Payment Instalments Frequency Rate Conditions 

A candidate should have minimum 10 

daysof biometric attendance out of 15 days 

to consider as a candidate in the inception 

25% of 

training fee 

The inception report should be submitted by 10th /15th day of the starting of course for approval 

and payment shall made within 15 days of approval 

of inception report. 

First 

Instalment 

report 

0-60% placements -no payment 

60-69% Placements -Payment on prorate 

basis 

>70% placements – full payment on inception 

strength 

40% of 

training 

The Placement report shall be submittedwithin 15 

days from thedate of completion of Training. The 

report should be checked and approved by district 

authorized officer and payment shall be made 

within 15 days of approval of Placement report 

Second 

Instalment 

fee 

Performance linked 

payment of training fees 

includes cost of 

a) Uniform, 

b)Training infrastructure 

c) Trainingmaterial 

d) Exposurevisit to 

industry 

e) On Job Trainings 


54

3. Payment of Cost of Placements 

0-60% retention of placements -No payment 

60- 69 % retention: on pro-rata basis 

70% and above retention - full 

Payment. 

20% of 

Training 

fee 

The post-placement reportsubmitted after 3 months 

from placements andverified by District Authorised 

Officer. Payment shall be made within 15 days of 

approval of Placement Report. 

Third 

Installment 

Full payment at theend of 12 monthson 

updation of thestatus of all the candidates 

to Sub Mission till one year. 

10% of 

Training fee 

The post-placement tracking every quarter i.e. 6th, 

9th, 12th month from the date of placements. Payment 

shall be made within 15 days of approval of 

last Post Placement (1 year) tracking report. 

Fourth 

Installment 


55

IT & C Technical specifications for Biometric Authentication 

1 TFT display (suggested only when capturing of images is planned) 

2 High Resolution Optical fingerprint Scanner minimum 500 DPI 

3 Transaction record: 100,000 impressions 

4 Biometrics only Authentication 

5 USB Port, TCP/IP 

6 In built GPRS modem in the device 

7 In-device authentication 

8 Person Name and ID display, Photo display 

9 Automatic server to Device Synchronized 

10 Lowest Fingerprint Data Storage 

11 FAR – Near 0.001% and FRR Near 0.01% 

12 In-built battery backup of minimum 4 hours 

13 Automatic fingerprint detection and activation 

14 Online or Offline Transmission of data (preferably online and can manage the device 

through web base application. Data should be centrally collected) 

15 Any Standards Certification 

16 Image resolution 500 DPI (already included below) 

17 Image bit depth 8 bit, 256 grayscale 

18 Image dimensions: minimum 280 x 352 pixels 

19 Field distortion < 0.1% corrected over active area 

20 MTF contrast > 0.135 @ 10 cycles/mm sine wage 

21 Finger Capture Device: Optical Sensor Based, Multispectral technology desirable 

22 Resolution: Minimum 500 DPI Image 

23 Interface to Host: USB/Com Port 

24 Supported Operating system: Linux is preferable / Windows XP 

Annexure-9 

25 Suitable enclosure with lock and key for biometric devices with Wall mounting accessories 

for physical security and tempering. 


56

Annexure-10 

List of Ministries and Programmes supporting Skill Development 

S.No Ministry / Scheme / Programme / institutions having Target Group Duration 

Department provision for VE & T programmes 

1 Ministry of Training in use of Agriculture Implements & Person engaged in Agricultural. Short term courses 

Agriculture machinery, soil conservationLFQC & IT, NPPTI Members of cooperatives and Farmers 

and FTCs 

Regular courses (2) and special training courses 10th Standard youth 6-18 months 

(14)- CIFNET 

2 Ministry of Food processing CFRTI, PPRC, PHTC, and Council of 

Entrepreneurial Development Programme (EDP) Persons in Food Processing Industry Short term course 

Person Power Development in Rural Areas Open Short term course 

(FPTC Scheme) 

Entrepreneurship Development Programme Open Short term course 

Programmes for development of human resources Candidates aspiring to be Managers, AICTE 

in food processing, testing, training, quality technician/ technologists, approved diploma/ 

management etc. andentrepreneurs degree(Long duration) 

3 Ministry of Health & Family Basic Training of multipurpose health worker478 Educated youth with minimum 12-18 months 

Welfare ANM/ MPW (F) Training Centres 28 HFWTC & 10th pass 

30 Basic MPWA (M) Schools 

4 Ministry of Heavy Industries Counselling, Retraining and Redeployment of Workers who opt for voluntary 

& Public Enterprises Rationalized Workers of CPSEs. retirement, rendered surplus or Short term 

retrenched from CPSEs 

5 Ministry of Human Vocationalisation of Secondary Education Student having passed 10th class 2 years 

Resource Development (6800 schools covered) 

Polytechnics (1244) + Institutions for diploma 10th pass 3 years 

in pharmacy (415), hotel management (63), 

architecture (25) 

Community Polytechnic Scheme (675 CPs) Poorer section of society in both rural 3-6 months 

and urban areas 


57

Need based(1-4 weeks) 

Disadvantaged groups of adults, neoliterates/semi-literates, 

SC and ST, 

women/girls, oppressed, migrants, 

Jan Shikshan Sansthan (157 Vocational Training 

Centres run by NGOs offering more than 250 

courses) 

slum/ pavement dwellers. 

(Designing course 

material – time bound 

project) 

Engineering and physical sciences 

under-graduates/post graduates in the 

country 

Support For Distance Education & Web Based 

Learning (NPTEL) 

6 months to 2 years 

School leavers with 5th, 7th,,8th and 

10th pass 

National Institute of Open Schooling -Distance 

Vocational Education Programmes [Practical 

training through Accredited Vocational Institutes 

(AVIs)] 

Short term 

Students passing out of +2 Vocational 

stream 

Apprenticeship Training for student of +2 

Vocational stream 

Short-term crash 

programmes and longterm 

programmes 

Faculty of recognized engineering 

colleges/ polytechnics and schools of 

architecture having related academic 

degree or diploma programme 

National Programme on Earthquake 

Engineering Education (NPEEE) 

6 Dept. of Information and DOEACC - ‘O’ level Students or working persons Flexible duration for 

Technology with 10+2 pass passing examination 

CEDTI Students or working persons Short Term 

with 10+2 pass 

7 Ministry of Labour (DGET) Craftsmen Training Scheme (CTS)(5114 ITIs) 10th pass students & craftsmen Short term 

Apprenticeship Training Scheme (ATS) (20,800 School leavers with 8th, 10th and 

establishments) 12th pass or National Trade 

Certificate (from NCVT) Holder 6 months to 4 years 

Crafts Instructor Training Scheme (CITS) Instructors of it is 1 Year 

(6 Institutes) 

Advanced Vocational Training Scheme and Industrial Workers/ Technicians 

Hi-tech Training Scheme (65 centres) Short Term courses 


58

Supervisory Training (2 institutes) Supervisors from Industry Long &short term 

Women Training Institutes(11 institutes) Women Long & short term 

Central Staff Training and Research Institute Training Executives Principals Short Term 

Model Training Institutes and Model Industrial School leavers with 8th, One to Three years 

Training Institutes 10th and 12th pass 

8 Ministry of Rural National Institute of Rural Development Practicing Managers of RD Short term 

Development Swarnjayanti Gram SwarozgarYojana(SGSY) Vulnerablegroups among the rural Need based shortterm 

poor. 

9. M/o MSME [Small Industries Entrepreneurship Development Programme, Workers 

Short term 

Development Organisation Skill Development Programme (SDP), Educated unemployed youth 

(SIDO)] 

Management Development Programme 

Entrepreneurs 

- It has 72 institutes/ bodies. 

- SSSI – 30, - Br. SSSI- 28 

- RTC – 4, -Tool Rooms – 8, - PPDC – 2 

10 Khadi& Village Industries 51 Training Centres run 35 types of programmes Unemployed rural youths, In-job 2 months to 12 months 

Corporation 

Artisans/Supervisors working in KVI 

Prospective Entrepreneurs, 

Beneficiaries of different Govt. 

Schemes desirous of undertaking KVI 

activities. 

Short term trainings 

upto six months 

duration 

Orientation 

Programmes upto 

one week duration 

SC, ST Minorities, B.C., Persons with 

disabilities, Aged Persons, Street 

children and victims of Drug Abuse 

National Institute of Mentally Handicapped, 

National Institute for the Orthopedically 

Handicapped, Institute for Physically 

Handicapped, National Institute for the Hearing 

Handicapped, National Handicapped Finance 

and Development Corporation, National Scheme 

of Liberation and Rehabilitation of Scavengers and 

their Dependents, National Scheduled Castes and 

Scheduled Tribes Finance and Development 

Corporation, Rehabilitation Council of India 

11 Ministry of Social Justice & 

Empowerment 


59

Mainly short term 

(15 days to 3 months). 

Some courses 

under Handicrafts 

are of 1 year 

duration. 

Skill up-gradation of Workers in 

textile industry 

Decentralized Training Programme, 24 

Weavers’ Service Centres, Cooperative 

Training, 13 Power loom Centres, Indian Jute 

Industries Research Association, Central 

Wool Development Board, Central Silk 

Board, Training Centres for Handicrafts, North – 

eastern Handicrafts and Handlooms development 

Corporation 

12 Ministry of Textiles 

13 Dept. of Tourism 15 Food Craft Institutes under State Governments 10th Pass 6 months – 1 year 

14 Ministry of Tribal Welfare Vocational Training Centres (VTC) in Unemployed Tribal youth 6 months in VTC and 6 

Tribal Areas. months with master craftsmen 

15 Ministry of Urban Urban Self Employment Programme under Urban Unemployed or under Short term 

Development & Poverty SwarnaJayanti Shahari Rozgar Yojana (SJSRY) employed poor below poverty line (2-6 months with 

alleviation minimum 300 hrs) 

16 HUDCO& others in 640 Building Centres (HUDCO) Persons engaged in Construction Short term 

Construction sector Company run schools (NBCCHCC, Industry Short term 

L&T, ECC etc.) & association etc. 

Construction Industry Development Council Worker& Supervisor having 1 month to 6 months 

(CIDC) & others qualification of Vth to XIIth Standard 

Short term 

Support to Training and Employment Programme 

for Women (STEP) 

17. Dept. of Women & 

Child Development 

Short term 

Two weeks 

To provide updated skillsandnew 

knowledge to poor and assetless 

women traditional sectors 

women in non-traditional trades 

House wives and Adolescentgirls 

Women 

SHG women 

Adolescentgirls 

Minimum 60 days 

Swalamban (previously NORAD) 

Training in Home scale preservation of fruits and 

vegetables,(by Community Food and Nutrition 

Extension Units (CFNEUs) 

Central Social Welfare Board 

Women Empowerment Programme incollaboration 

with IGNOU 

Kishori Shakti Yojana 

UDISHA, Training of Anganwadi Workers, 

NIPCCB, RashtriyaMahilaKosh etc. 


60

As our economy booms, and as our industry grows, 

I hear the pressing complaint about an imminent 

shortage of skilled employees. As a country 

endowed with huge human resources, we can’t let 

this be a constraint. We are planning to launch a 

Mission on Vocational Education so that the skill 

deficit in our economy is addressed” 

- Dr.Manmohan Singh

Uniqueness of RYK... 

REECAP- A council to oversee the implementation of RYK is 

comprised of Industrialists, Academia and Senior Officials under 

the Chairmanship of Hon’ble Chief Minister. 

Electronic Registry of unemployed youth. 

Mapping of Industry-wise job opportunities 

Industry focused skill development to youth which is logically linked 

to jobs in the Industry. 

Identification of jobs �job specific trainings �placements in industry. 

Post Placement Support Services to Youth 

Establishment of skill development fund - First by the State 

Government in skill development sector 

Coverage of Scs & Sts - 37%. 

Achieved 1.56 lakh placements in 2011-12 - Highest in the country. 

RAJIV EDUCATION & EMPLOYMENT MISSION IN ANDHRA PRADESH 

www.ryk.cgg.gov.in

3.RYK guidelines - Rajiv Yuva Kiranalu - Centre for Good Governance

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