READIT-2007 - Indira Gandhi Centre for Atomic Research

Extension of Qualification Systems for Corporate Personnel
Qualification schemes have been development for construction/project/
engineering personnel in line with the scheme in existence for operation personnel. A
generalized approach of qualification is described below:
• For qualification structure purpose, multi-layered qualification structure for
each directorate/ group would be defined.
• Level-V would be for Tradesman/ draughtsman, level-IV would be for
Scientific Assistants and level-III to I & ‘management’ level would be for
engineers.
• Level-V and IV would primarily be ‘performers’ level. Two levels of
competence namely ‘supervisors’ and ‘performers’ would be arrived at for
engineers. While performers needed to be trained to execute the tasks
considering all the micro level activities in the “Before”, “During” and “After”
phases in the tasks, the supervisory personnel needed to plan, verify, guide and
liaise with upper management for communication on the tasks executed and
those anticipated.
• The functional performance requirements would be compiled for each
directorate/group and would be structured in major and minor categories of
technical skills (responsibility and duty elements). Also, technical subjects and
associated hardware of identified group/ directorate would be identified.
• The compiled information would form main reference for training need
analysis and as a basis for analysis of position-wise responsibilities, duties and
tasks.
• For management positions, interface, services, specific design, safety and
regulatory requirements would be the additional basis.
• Based on above need analysis, a short list of assortment of important tasks
would be finalized in consultation with each directorate / groups to ensure that
the assorted tasks cover all the activities towards each of the key objectives
and performance indicators of respective directorate/group.
• Accordingly, training programs for these tasks would be covered under initial,
update, upgrade and refresher training module.
• There would be definite credit point for each training courses. There would be
credit points for development of training material as well as for conduct of
training session.
• A candidate for identified level would be allowed to appear in formal
assessment examination only if he acquires minimum definite credits points.
• The enlarged view of identified tasks to cater to varied job conditions,
conceptual design, academic aspects reliability and life management aspects,
would be structured in the examination syllabus of each level for formal
assessment.
• A candidate would be declared ‘qualified’ for identified level, once he clears
qualification examination and assessment interview. A reward system for
‘qualified’ employee may also be developed.
Above development approach is depicted below in activity flow diagram:
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