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2011 TRAINING HANDBOOK
TRAINING HANDBOOK 2011
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT
2011 TRAINING HANDBOOK
TABLE OF CONTENTS
Page Brief History and Overview Vision, Mission and Values PSC Training Division Pledge General Training Policies Training Division Faculties Workforce Training & Development Braod Program Categories Senior Executive Services – Leadership Programs GTC Management Development Training Programs Summary of 2011 GTC Scheduled Courses 2011 Training Teams In – House Decentralized Courses Training Courses run by other Ministries & Departments In – service Training Appendices Appendix I PSC Training Nomination Selection & Analysis Form Appendix II Transfer Evaluation Appenndix III Colombo Staff College For Technical Education Appendix IV Service Exams Application Fom Appendix V PSC Scholarship Form Appendix VI In – Application for In - service Awards Appendix VII – Public Service Values and Code of Conduct 44 49 52 57 59 61 64 2 3 4 5 10 13 17 19 28 37 38 39 40
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT
2011 TRAINING HANDBOOK
THE PSC TRAINING DIVISION
BRIIEF HISTORY AND OVERVIEW For over forty-two years, the Training Division of the PSC has provided training opportunities to all cadres of civil servants and members of the public. Staff training and development in the Public Service has grown and diversified, due in part to friendly governments, international and regional organizations and other donor agencies. The PSC Training Division works in partnership with the Fiji Training and Productivity Centre (FT&PC), the University of the South Pacific (USP),Fiji National University (FNU), the University of Fiji (UOF), other national Training Providers and Government agencies to provide professional training that is practical, suitable and up to date. In addition, the Scholarship Unit of PSC, a section of the Training Division, is responsible for implementing Government’s scholarship policy for pre-service and in-service recipients. ROLE AND OBJECTIVES The Public Service Commission under Part 3 Subsection II (I) part (e) of the Public Service Act, 1999 is vested with the authority and responsibility for the training functions in respect of the Public Service. Its Training Division undertakes these responsibilities. In order to improve and upgrade job performance of public servants, the Training Division carries out a systematic process of training to: • • • improve the job performance of individuals through building and developing their skills, knowledge and behaviors; assist individuals in reaching their personal and professional goals; and support public servants, departments and agencies to build the capabilities of the Fiji public service it requires now and into the future.
“Education's purpose is to replace an empty mind with an open one.”
the Training Division will also foster following values: VALUES Ø Ø Ø RESPECT FOR CLIENTELE PROFESSIONALISM INNOVATION & CONTINUOUS IMPROVEMENT QUALITY HUMAN RESOURCE DEVELOPMENT EXEMPLARY SERVICE Ø Ø 4 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK PUBLIC SERVICE COMMISSION VISION AND MISSION VISION TO BE THE ICON OF INTEGRITY AND EXCELLENCE IN THE PUBLIC SERVICE MISSION TO CHAMPION SERVICE EXCELLENCE AND INCULCATE A CULTURE OF INNOVATION THAT PROMOTES PRODUCTIVITY IN THE PUBLIC SERVICE PSC TRAINING DIVISION STATEMENTS VISION EXCELLENCE & PROFESSIONALISM IN TOTAL QUALITY TRAINING AND DEVELOPMENT MISSION TO CHAMPION PROFESSIONALISM AND PRODUCTIVITY BY PROMOTING QUALITY TRAINING AND DEVELOPMENT FOR THE NATION In addition to the Public Service Values stipulated in the Public Service Act 1999 Part 6 Section 4.
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK PSC TRAINING DIVISION PLEDGE Visionary Leadership Our PSC Training Divisional leaders will set directions and create a customer focus. stimulating innovation and building knowledge and capabilities that will help guide all activities and decisions. Value Employees and Partners We will value employees by committing to their satisfaction. Excellent Service We will strive to maintain excellent service with stakeholders. Organizational and Personal Learning We will provide a well-executed approach to organizational and personal learning that will include both continuous improvement to existing approaches and adaptation to change. They will create systems and methods for achieving excellence. clear and visible values and high expectations for all its stakeholders. work practices tailored to employees with diverse work place and home life needs. Professionalism We will at all times perform in a competent and professional manner Inspire by Examples We will uphold the PSC Values and Code of Conduct in high esteem. Respect for Customers We will treat all our customers fairly and with utmost importance. leading to new goals and/or approaches that will be aligned to the organization’s needs. Accountability We will be accountable for our actions and responsibilities in compliance with standing instructions Ethical Practice We will act in an ethical manner at all times to maintain customer confidence. 5 . development and well being. high performance. This will involve more flexible.
The practice of making direct approaches to aid donors and foreign embassies for any training. Officers may be nominated again for the same or similar refresher course after 5 years to keep them informed of existing and new developments. seminars. “If you want to be listened to.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK GENERAL TRAINING POLICIES This section will briefly detail some important training policies which Ministries and Departments are requested to assist the Public Service Commission in implementing. you should put in time listening. workshops or other similar activities. Officers who fail to attend training an approved training program are required to submit a written explanation to the Director Training on the reason for their absence.” (American Marge Piercy) Officers approved to attend training programs are required to attend the full training program. This applies to local as well as overseas programs. All requests for overseas training or visits must first be cleared with the Public Service Commission to ensure that training activities are well coordinated and consistent with Government’s overall human resource development policy. but no specific commitment as to the choice of candidates must be made. scholarships and overseas travel grants is most unsatisfactory and must cease. A. Failure to meet this requirement shall prohibit the officer from consideration for any other training program for a period of six (6) months. Prior approval of PSC must be sought before any officer is released to attend conferences. congress. ATTENDANCE TRAINING COURSES: Ministries/Departments should systematically analyse and determine training needs to ensure that officers benefit from the course they attend. 6 . particularly where the officers concerned belong to the general administrative cadre. Failure to meet this requirement shall result in the forfeiture of certificates. Informal enquiries however with potential donor agencies may be carried out. Training opportunities should be equitably distributed to as many officers as possible within a Ministry/Department and all essential training records should be kept for each officer so trained.
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT
2011 TRAINING HANDBOOK
The Government’s revised bonding policy is covered in the PSC circular No.19/90. Ministries/Departments will continue to be responsible for all bonding arrangements for their officers on training/studies either locally or abroad. The bonding policy requires that: Any officer who proceeds on training under Government sponsorship or external sponsorship channeled through Government will continue to be bonded according to PSC Circular 19/1990; Any officer who proceeds on training for eight (8) weeks or more must be bonded; If the duration of training is between eight (8) weeks and one (1) year, the officer shall be bonded for a minimum period of one year; If the period of training is more than one (1) year, the officer shall be bonded for the actual length of training but it shall not exceed a maximum period of six (6) years; Six (6) bond forms are to be completed by the trainee of which two (2) are to be sent to PSC; one (1) to be retained by the Ministry/Department; the other three (3) to be retained each by the bondee and guarantors; There shall be two (2) guarantors none of which shall be the spouse of the bondee; and Any bondee who does not complete serving his/her bond shall be required to pay the outstanding amount of the bond. GO 903 is relevant and provides that any officer who undertakes a course of instruction, attachment or visit, shall make a report in duplicate in accordance with the form prescribed b the PSC, y copies of which may be obtained from that office. One copy shall be forwarded to the PSC and one retained by the Officer’s department.
“Progress comes from the intelligent use of experience”
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT
2011 TRAINING HANDBOOK
(b)Training Needs Analysis (TNA)
All training activities in the Service should be systematically done in lne with the requirements of the NTPC Levy & i Grant Scheme. This will ensure effective training and maximum grant claim and refund to Government. Ministries/ Departments are to pay particular attention to the important requirements listed below and are to liaise closely with PSC Training Division on the issues.
PERSONAL EMOLUMENTS FIGURES
The Fiji National Training (FNT) Act requires that each employer shall pay to NTPC the amount equal to 1% of the total gross wages/salaries in respect of all employees occupying leviable posts. The Public Service Commission is responsible for the calculation and payment of NTPC Levy in this exercise by properly submitting accurate Personal Emolument Figures in respect of all leviable employees every year. Ministries and Departments are required to keep and update records for all leviable and non-leviable positions provide relevant information to PSC when required. Under the same Act, PSC will claim training grants annually from NTPC for all training conducted in the Service. The assistance and support of every Ministry and Department in this vital exercise is needed in adhering to essential NTPC requirements: Officers involved in training activities should be registered with the NTPC. Request for training of trainers for possible registration should be submitted to PSC as soon as an officer assumes training responsibility. Ministries and Departments should keep a register for all registered and unregistered Training Instructors and Training Officers. Ministries and Departments should submit an up -dated list of all registered training officers/instructors to PSC by January of each year.
NTPC GRANT CLAIM
(a) Registration of Training Staff
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT
2011 TRAINING HANDBOOK
Heads of Department should ensure that a Training Nomination/Selection and Analysis form is properly completed for each officer and kept in the officer’s file. The forms should list in advance all aspects of training the officer needs in that particular post. These completed forms will be inspected by PSC and NTPC staff regularly. Specimen form is at Appendix I. The needs analysis should also relate to Section V of the officer’s annual confidential report. (c)Departmental Training Plan All Ministries/Departments conducting their own inhouse programmes (on-the-job/off-the-job) are required to submit their Training Plans to PSC Training Divisionfor the next year by 15thNovember each year. PSC will then forward to TPAF a Master Training Plan for the Service for their approval. Ministries and Departments should develop, maintain and keep records of all departmental training facilities and equipment. An updated list of these to be submitted to PSC by the 31st of February every year. All training should be based on identified needs and officers selected for any training must have those needs listed in their Training Nomination/Selection and Analysis Sheet. All nominations for in-service training should always be accompanied by fully completed Training Nomination/ Selection and Analysis form. It should be noted that training opportunities are limited due to scarcity of funds and staff constraints; therefore selection of trainees will be based on the most meritorious and urgent needs. (f) Training Records Ministries and Departments should keep accurate records of all training activities executed to include names of trainees, positions, course, location, dates, and training officer/instructor. Each Mi nistry/Department is required to submit monthly returns of all in-house training activities (on-the-job and offthe-job). Ministries and Departments are also required to keep a record of all officers that attend training coordinated by PSC
(e) Formal Selection
All training personnel and course participants are reminded that no multi-coloured shirt (Bula ). all participants at training courses must wear decent and respectable clothes. PSC will not be able to train all of GWE’s and Ministries and Departments are requested to assist in other areas of training. 10 . (h) Dress Code Training Programmes for Government Wage Earners (GWE) PSC has scheduled a number of courses for GWE sta ff because of their contribution to the attainment of the Outputs in the Corporate Plan of their Ministries and Departments. This is to uphold the professionalism of the service. dresses. All Ministries & Departments have been assigned a desk officer at the Training division and these officers will become the focal point. To uphold the professionalism of the service. Occupational Health and Safety (OHS). Employee Relations and Management and Supervisory Development courses. during courses. etc. flip-flops. long skirts etc.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK (g) Special Courses Ministries and Departments should note and give compulsory emphasis in the training of their departmental officers on Induction. for males and multi-coloured tops or dresses and miniskirts for females is to be worn during courses. PSC Training O fficers have been assigned certain Ministries and Departments to look after and they will assist in the conducting of these courses. It is preferred that males wear light plain white or coloured shirts with trousers or sulu and for females plain white or coloured tops. Jeans.
Workforce Training and Development The stream is responsible for the: • conduct of CTD training programs to officers at and below SS02 grade or equivalent.Research and Development • • undertaking training research and development work.NTPC/SES. administering the TPAF Levy and Grant Scheme. The stream is responsible for: Administration of the Senior Executive Services (SES) training programs. formulation of the PSC Training Plan and the compilation of the annual Training Handbook and administering the CTD Library • • • • • STAFF OF WORKFORCE TRAINING AND DEVELOPMENT (UNIT 1) 11 . • compiling Monthly and Annual CTD Reports Stream 3 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK TRAINING DIVISION FACULTIES The Training Division is divided into three faculties: UNIT 1 Stream 1 . and facilitation of the in-house training courses organised by Ministries/Departments • Stream 2 . carrying out Training Needs Analysis (TNA) service wide coordinating In-country Training programs sponsored by donor Governments/ agencies.
UoF.(PST&EB) provision of support services for training activities STAFF OF IN . administration of all short-term and long-term overseas in-service training undertaken by government officers only. and provision of Secretariat support to the Public Service Training and Examinations Board. conduct of Service examinations.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK UNIT 2 In-Service Training Unit This unit is responsible for the: • • • • • administration of all short-term and long -term local in-service training of government employees at USP. FNU.SERVICE TRAINING (UNIT 2) 12 .
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK UNIT 3 .Workforce Planning and Scholarship Unit This unit is responsible for the: • • • • • • provision of Secretariat support to the Fiji Government Scholarship Committee administration of the Cost Sharing Schemes administration of the Student Loan Scheme facilitate scholarship expositions and awareness programs. FNU and Overseas awards. Administration of the loan recovery payments STAFF OF WORKFORCE PLANNING AND SCHOLARSHIP (UNIT 3) 13 . and administration of the pre-service scholarships for local institutions like USP.
ii). The programs dwell on techniques of supervision and systematic organization as a basis for higher returns. correspondence courses and Service Examinations courses. Management/Supervisory Development Programs The programs offered are designed for front-line managers of all cadres. Support Staff Programs The programs offered are aimed at all officers in the basic levels of occupational classifications to enable them to understand important service requirements.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK WORKFORCE TRAINING & DEVELOPMENT BROAD PROGRAM CATEGORIES The PSC Training programs are divided into 3 broad categories: A. The programs focus on strengthening and enhancing leadership skills and competencies of offices at that level. C. CTD SCHEDULED COURSES There are three streams of CTD scheduled course: i). SS01 level or equivalent and above. IN. B. SENIOR EXECUTIVE SERVICES [SES] PROGRAMS The programs offered are designed for SES levels i. 14 .e. The programs are aligned/tailor-made to the requirements of the ministry/department. PSC Training Division also offers a range of additional learning and development opportunities and programs which include local in-service training programs.HOUSE TRAINING PROGRAMS These are some of the compulsory courses under the Fiji National Training (FNT) Act and are aimed at officers at middle management level and officers at the lower grades.
Agencies. methodology. and teachers for leadership. the time is right to recommit and strengthen the Fiji Public Service to developing effective future leaders. mentors. Integration with other related human capital management processes. impact.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK SENIOR EXECUTIVE SERVICES OF THE FIJI PUBLIC SERVICE The Senior Executive Service is comprised of officials charged with leading the continuing transformation of the Fiji Public Service and Fiji Government as a whole. at a minimum. The following guidelines should assist our Senior Executi ves in carrying out their agency's managerial development responsibilities. Clear linkage to service-wide leadership competencies and Executive Core Qualifications as well as agency-specific core requirements. The Public Service is committed to deliver results. Thorough training needs analysis based on an identification of competency gaps and current mission or business goals and challenges. The most enduring legacy for the future of the Fiji Public Service is the proper development of its Senior Executives. and performance management. Modifications are needed to incorporate emerging trends and new requirements and to ensure continued alignment. goals. Top-level commitment as demonstrated by dedicating adequate resources. These leaders are expected to possess well-honed executive skills and share a broad perspective of government and a public service commitment which is grounded in the Constitution. and the Senior Executives drive those results. content. Systematic evaluation of the extent of learning. such as succession planning. incorporate the following components into their leadership development approach: • Development of the objectives. In view of this increasing emphasis on leadership. The ability of Senior Executives to achieve results can be met by establishing a strong learning environment that supports both initial and ongoing training and development of both current and future leaders. its return on investment. and coverage of each program or significant learning activity in accordance with basic instructional design principles. by ensuring active involvement of higher-level officials in the development of their managerial subordinates. to ensure the training provided fosters a broad agency and service-wide perspective. In planning for leadership development. 15 . its application. and by serving as positive role models. talent management. agencies should ensure that the following criteria are met: • • • • • • Clear linkage to organizational strategy. and values. and where feasible.
organizational surveys. business simulations. and development-focused assessment centers. ideally with multiple sources of input. including leadership development programs. Appropriate use of technology in delivery of learning material. Similar plans may be developed for potential leaders. action learning projects. case studies. Learning activities that integrate individual learning with team or organizational learning. training should be completed within six months of appointment to supervisory duties. to determine how the plan or program accomplishes or effectively promotes the agency's specific performance plans and strategic goals. system support. and measurement. evaluating. Initial and periodic assessment of the leadership competencies of each supervisor. 16 . Periodic agency program evaluations of training plans. and managing. Learning from feedback through such methods as multi-rater assessments. This can include additional assignments and responsibilities structured for development purposes. and other experientially oriented assignments. improving and rewarding employees' performance. or management consultant. Special attention should be paid to any periods of transition into new roles and the continuing development of executives. and executive. In learning delivery. Assessments should also be conducted for employees identified as potential leaders. External rotations. Structuring development challenges into future assignments. Further development can be offered through appropriate educational opportunities and self-development or professional development activities. blended learning solutions should be considered. Training for new supervisors and managers to ensure they have completed development of basic supervisory skills. and managing turnaround organizations are examples of excellent learning opportunities. coach. manager. mentor. peer group. Ideally. including communicating expectations. coaching and mentoring assistance. A broad range of learning methodologies grounded in experiential/actionoriented learning and relationship-based learning. Leadership development plans designed for the individual's level of management. Agencies should take into account the following best practices and special considerations: • • • • Facilitating learning through active involvement of the leader's supervisor. simulations. tracking.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK • • • • • • • Strategies for identifying potential leaders with options for management nomination and for self-nomination. launching new initiatives.
they are commitments.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK • Attention to Government-specific issues of concern. they are direction. these policies and tools provide the foundation for a Government agency to establish a highly effective leadership cadre for the present and the future. or to areas of increasing responsibility. Together. resources and energy” [Peter Drucker – People and Performance] 17 . They are not commands. such as managing employees with non-traditional career patterns or managing a multisector workforce. procurement integrity and ethical standards. they are means to mobilize……. They do not determine the future. for example. DEPUTY SECRETARIES OF VARIOUS GOVERNMENT MINISTRIES & DEPARTM ENTS “Objectives are not fate.
Opening of the Leadership Training Programme) 18 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK “Leadership is about making discerning decisions for the best way forward in preserving peace and prosperity as well as addressing the intellectual and operational challenges present.” (Commissioner Fusi Vave..
a training need analysis exercise was carried out at Organizational. Occupational and Individua l levels prior to the programme being designed.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK LEADERSHIP DEVELOPMENT PROGRAMS 2011 The Senior Executive Services training program is established for the purpose of addressing for the training needs of our Senior Executives in Government.06/05/2011 30&31/05 -1-3/06/11 05 . Therefore the schedule of the programmes contained in the prospectus reflect the actual need and accordingly offers extremely wide range of training programs which responds to the full range of competencies required for the complexity of operating the Public Service. The programs have been designed to suit professional people searching for the skills and knowledge essential to meet the demands of the changing work practices and ethics that have been evolving within and beyond the Public Sector.09/09/2011 Leadership Training Module II Leadership Training Module I Leadership Training Module III Leadership Training Module IV TBD TBD TBD TBD Permanent Secretaries Deputy Secretaries Permanent Secretaries Permanent Secretaries 19 . These are officers at US04 level or equivalent and above. CTD COURSE DATES COURSES DESTINATION TARGET GROUP 07/03 . In order to ensure that the training programs meet the actual needs of the Senior Executive Services from Ministries/ Departments.11/03/2011 02/05 .
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 20 .
02/03/2011 03/03 .09/03/2011 10/03 .11/03/2011 28/03-30/03/2011 01/04-02/04/2011 Public Sector Reform and Change Management Disciplinary & Administrative Ethics Productivity & Quality Management Disciplinary & Administrative Ethics Induction Public Sector Reform and Change Management Induction Public Sector Reform and Change Management Savusavu Savusavu Labasa Labasa Vunisea Vunisea Nadarivatu Nadarivatu All Officers All Officers All Officers All Officers All Officers All Officers All Officers All Officers JFuata JFuata NTSeruvatu TO(2) AParshotam AParshotam NTSeruvatu NTSeruvatu Productivity &Quality Management FTPC TOT I Suva Suva All Officers TO's JFuata JFuata COURSES JANUARY Public Holiday: New Year's Day 3 Divisions Suva Suva Exam Candidates Training Division Staff Training Di vision Staff LKoroi SFCKorovusere SFCKorovusere DESTINATION TARGET GROUP COORDINATOR Public Holiday: Prophet Mohammed's Birthday Suva Nausori Suva Suva Labasa Lautoka Nabouwalu Nabouwalu Suva Training Officers Operational Staff All Officers Ministries/Dept.24/02/2011 Trainers Discussion Forum Employee Relations Induction Training Policy Awareness Workshop Training Policy Awareness Workshop Training Policy Awareness Workshop Public Sector Reform and Change Management Induction Record Management MARCH 01/03 .11/02/2011 14/02/11 25/02/2011 16/02-17/02/2011 16/02 .03/03/2011 07/03 . All Officers All Officers Operational Staff JFuata IChandra AParshotam JF/AP/IC/MT/CY NTSeruvatu NRaika NTSeruvatu NTSeruvatu MTara/IC L&D 18/11 L&D 19/11 08/03 10/03/2011 08/03 10/03/2011 Service Excellence Training for Champions Service Excellence Training for Champions Suva Suva SEA Champions SEA Champions JFuata 21 IChandra .18/02/2011 21/02 -24/02/2011 23/02 /2011 23/02/2011 10/02-11/02/2011 07/02-09/02/2011 23/02 . Ministries/Dept.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK THE CENTRE FOR TRAINING AND DEVELOPMENT (CTD) SCHEDULED COURSES 2011 PUBLIC SERVICE HUMAN CAPITAL CAPACITY DEVELOPMENT MASTER PLAN CTD COURSE DATES 3/1/2011 IST 01/11 T&DU1 01/11 T&DU1 02/11 L&D 01/11 TOT 01/11 L&D 02/11 L&D 05/11 T&D 06/11 T&DU1 03/11 T&DU1 04/11 T&DU1 05/11 CTD 08/11 L&D 09/11 L&D 10/11 L&D 03/11 L&D 04/11 L&D 12/11 L&D 13/11 L&D 14/11 L&D 15/11 L&D 16/11 L&D 17/11 06/01-28/02/2011 17/01/2011 18/01/2011 IST Scholarship Offers 2011 Planning & Accountability Framework Planning & Accountability Framework FEBRUARY 21/02-22/02/2011 07/02 .04/03/2011 28/02 .01/03/2011 02/03 . Ministries/Dept.
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK ELDP 01/11 L&D 22/11 L&D 23/11 L&D 24/11 L&D 25/11 L&D 26/11 L&D 27/11 L&D 28/11 L&D 29/11 L&D 30/11 L&D 31/11 L&D 32/11 L&D 33/11 L&D 34/11 L&D 35/11 L&D 36/11 L&D 37/11 L&D 38/11 L&D 39/11 L&D 40/11 L&D 41/11 L&D 42/11 L&D 43/11 L&D 44/11 L&D 45/11 L&D 46/11 07/03 11/03/2011 14/0318/03/2011 14/0318/03/2011 14/0318/03/2011 14/0318/03/2011 14/0318/03/2011 21/0325/03/2011 21/0325/03/2011 21/0325/03/2011 21/0325/03/2011 21/0325/03/2011 28/0301/04/2011 28/0301/04/2011 28/0301/04/2011 28/0301/04/2011 28/0301/04/2011 04/0408/04/2011 04/0408/04/2011 04/0408/04/2011 04/0408/04/2011 04/0408/04/2011 11/0415/04/2011 11/0415/04/2011 11/0415/04/2011 11/0415/04/2011 11/0415/04/2011 Leadership Training Module II Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) APRIL Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) TBD Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Permanent Secretaries Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates NRaika IChandra CYabaki MTara TO(2) NTSeruvatu AParshotam IChandra JFuata Cyabaki MTara Suva Suva Suva Lautoka Labasa Suva Suva Suva Suva Suva Suva Suva Suva Lautoka Labasa Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates TO(2) CYabaki NTSeruvatu AParshotam JFuata JFuata CYabaki MTara TO(2) NTSeruvatu CYabaki IChandra NTSeruvatu AParshotam JFuata 22 .
E Disciplinary and Administrative Ethics Government Machinery and Procedures Government Machinery and Procedures Records Management Induction Suva Lautoka Lautoka TBD Suva Suva Suva Suva Lautoka Labasa Lautoka Labasa 3 Divisions Nabouwalu Nabouwalu Lautoka Lautoka Taveuni TO's All Officers All Officers Deputy Secretaries Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates All Officers All Officers All Officers Middle Mangmt All Officers JFuata IChandra TO(2) NRaika MTara AParshotam IChandra JFuata CYabaki NTSeruvatu MTara NTSeruvatu MTara JFuata JFuata AParshotam AParshotam MTara 23 . S.State& The Public Service: E Session 1: Service Exams H(1).State& The Public Service: E Machinery of Govt.State& The Public Service: E Machinery of Govt.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 22/04/2011 L&D 47/11 L&D 48/11 L&D 49/11 L&D 50/11 L&D 51/11 L&D 52/11 25/04/2011 26/0429/04/2011 26/0429/04/2011 26/0429/04/2011 26/0429/04/2011 26/0429/04/2011 26/0429/04/2011 02/0513/05/2011 02/05 06/05/2011 09/05 11/05/2011 12/05 13/05/2011 02/05 06/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 02/0506/05/2011 10/0511/05/2011 10/05 11/05/2011 12/05 13/05/2011 16/05 17/05/2011 18/05 19/05/2011 16/05 18/05/2011 Public Holiday: Good Friday Public Holiday: Easter Monday Govt Acctg Procedures&Regulation: U Govt Acctg Procedures&Regulation: U Govt Acctg Procedures&Regulation: U Machinery of Govt. U.State& The Public Service: E Machinery of Govt. H(2).State& The Public Service: E Suva Lautoka Labasa Suva Suva Suva Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates JFuata MTara NTSeruvatu IChandra CYabaki NRaika 1st Term School Holidays MAY TOT 02/11 L&D 53/11 L&D 54/11 ELDP 02/11 L&D 55/11 L&D 56/11 L&D 57/11 L&D 58/11 L&D 59/11 L&D 60/11 L&D 61/11 L&D 62/11 IST 02/11 L&D 63/11 L&D 64/11 L&D 65/11 L&D 66/11 L&D 67/11 FTPC TOT II Induction Disciplinary & Administrative Ethics Leadership Training Module I Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Machinery of Govt.
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK L&D 68/11 L&D 69/11 L&D 70/11 L&D 71/11 ELDP 03/11 L&D 72/11 L&D 73/11 L&D 74/11 L&D 75/11 L&D 76/11 L&D 77/11 L&D 78/11 L&D 79/11 L&D 80/11 L&D 81/11 L&D 82/11 L&D 83/11 L&D 84/11 L&D 85/11 L&D 86/11 L&D 87/11 19/05 20/05/2011 16/0518/05/2011 19/05 20/05/2011 18/05 19/05/2011 30&31/05 -13/06/11 24/05 25/05/2011 26/05 27/05/2011 23/05 25/05/2011 25/05 27/05/2011 24/05 25/05/2011 21/06 22/06/2011 23/06 24/06/2011 01/06 03/06/2011 01/06 03/06/2011 06/06 08/06/2011 09/06 10/06/2011 07/06 08/06/2011 09/06 10/06/2011 09/06 10/06/2011 09/06 10/06/2011 14/06 16/06/2011 13/06/2011 Employee Relations OHS Modules I & II Employee Relations Disciplinary & Administrative Ethiics Leadership Training Module III Exceptional Customer Care Government Machinery and Procedures OHS Modules I & II Induction Workforce & Succession Planning JUNE Advocacy and Prosecution Skills Government Machinery & Procedures Policy Formulation and Development Induction Induction Employee Relations Public Sector Reform & Change Management Disciplinary & Administrative Ethics Public Sector Reform and Change Management Employee Relations Induction JULY Taveuni Lautoka Lautoka Suva TBD Labasa Labasa Suva Suva Suva All Officers Reps/Com Members All Officers All Officers Permanent Secretaries All Officers All Officers Reps/Com Members All Officers Management NTSeruvatu CYabaki CYabaki JFuata NRaika TO(2) TO(2) IChandra AParshotam JFuata Suva Suva Suva Nausori Vanuabalavu Vanuabalavu Levuka Levuka Suva Koro Koro Management All Officers Management All Officers All Officers All Officers All Officers All Officers All Officers All Officers All Officers TO(2) TO(2) AParshotam IChandra JFuata JFuata IChandra MTara AParshotam NTSeruvatu NTSeruvatu Public Holiday: Queen's Birthday TOT 03/11 L&D 88/11 L&D 89/11 L&D 90/11 04/07 05/07/2011 04/07 06/07/2011 07/07 08/07/2011 11/07 12/07/2011 FTPC TOT III Introduction to Disaster Management Employee Relations Employee Relations Suva Suva Suva Sigatoka TO's Middle Mangmt All Officers All Officers JFuata NTSeruvatu TO(2)/JFuata MTara 24 .
09/09/2011 12/09 13/09/2011 14/09 15/09/2011 19/0920/09/2011 21/0922/09/2011 19/09 20/09/2011 21/09 - Public Sector Reform and Change Management Induction Public Sector Reform and Change Management Induction Exceptional Customer Care Public Sector Reform and Change Management Record Management Government Machinery and Procedures AUGUST Disciplinary & Administrative Ethics Public Sector Reform and Change Management Introduction to Disaster Management Employee Relations Public Sector Reform & Change Management Government Machinery and Procedures Sigatoka Rakiraki Rakiraki Suva Lautoka Lautoka Labasa Labasa All Officers All Officers All Officers All Officers Operational Staff All Officers Management All Officers NTSeruvatu CYabaki IChandra TO(2) NTSeruvatu NTSeruvatu JFuata JFuata Ba Ba Lautoka Lautoka Taveuni Taveuni All Officers All Officers Middle Mangmt All Officers All Officers All Officers IChandra AParshotam MTARA MTARA JFuata TO(2) 2nd Term School Holidays Employee Relations Induction SEPTEMBER Labasa Labasa All Officers All Officers IChandra CYabaki L&D 105/11 L&D 106/11 L&D 107/11 L&D 108/11 ELDP 04/11 L&D 20/11 L&D 21/11 L&D 109/11 L&D 110/11 L&D 111/11 L&D Public Sector Reform & Change Management Disciplinary & Administrative Ethics Leadership Training Module IV Productivity & Quality Management Disciplinary and Administrative Ethics OHS Module 1 & 11 Public Sector Reform & Change Management Employee Relations Disciplinary & Administrative Ethics Lakeba Lakeba TBD Lautoka Lautoka Labasa Labasa Rakiraki Rakiraki All Officers All Officers Permanent Secretaries All Officers All Officers Reps/Com Members All Officers All Officers All Officers NTSeruvatu NTSeruvatu NRaika IChandra MTara AParshotam AParshotam J Fuata TO(2) 25 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK L&D 91/11 L&D 92/11 L&D 93/11 L&D 94/11 L&D 95/11 L&D 96/11 L&D 97/11 L&D 98/11 L&D 99/11 L&D 100/11 L&D 101/11 L&D 102/11 L&D 103/11 L&D 104/11 13/07 14/07/2011 11/07 13/07/2011 14/07 15/07/2011 19/07 20/07/2011 26/07 27/07/2011 28/07 29/07/2011 26/07 27/07/2011 28/07 29/07/2011 15/08 16/08/2011 17/08 18/08/2011 15/08 17/08/2011 18/08 19/08/2011 18/08 .21/08/10 22/08 02/09/2011 29/08 30/08/2011 31/08 02/09/2011 05/09 06/09/2011 07/09 08/09/2011 05 .19/08/10 20/08 .
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 112/11 TOT 04/11 L&D 07/11 L&D 11/11 L&D 113/11 L&D 114/11 L&D 115/11 L&D 116/11 L&D 117/11 L&D 118/11 L&D 119/11 L&D 120/11 L&D 121/11 L&D 122/11 L&D 123/11 22/09/2011 21/09 23/09/2011 26/09 27/09/2011 28/09 29/09/2011 03/10 05/10/2011 10/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 17/10 21/10/2011 24/10 28/10/2011 24/10 28/10/2011 24/10 28/10/2011 26/10/2011 NOVEMBER NTPC TOT IV Employee Relations Exceptional Customer Care OCTOBER Introduction to Disaster Management Labasa Public Holiday: Fiji Day Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates JFuata CYabaki MTara TO(2) NTSeruvatu AParshotam IChandra JFuata MTara CYabaki Middle Mangmt MTara Suva Suva Suva TO's All Officers All Officers JFuata CYabaki CYabaki/IC Public Holiday: Diwali L&D 124/11 L&D 125/11 L&D 126/11 L&D 127/11 L&D 128/11 L&D 129/11 L&D 130/11 L&D 131/11 L&D 132/11 31/10 04/11/2011 31/10 04/11/2011 31/10 04/11/2011 31/10 04/11/2011 07/11 11/11/2011 07/11 11/11/2011 07/11 11/11/2011 07/11 11/11/2011 07/11 11/11/2011 Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Suva Suva Suva Suva Suva Suva Suva Suva Suva Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates TO(2) NTSeruvatu AParshotam IChandra JFuata CYabaki MTara TO(2) NTSeruvatu 26 .
State& The Public Service :E Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S DECEMBER Analysing & Reporting on Transfer Evaluations Trainers Forum on 2012 Training Plan Suva Suva Lautoka Labasa Lautoka Labasa Suva Suva Suva Suva Suva Suva Lautoka Labasa Lautoka Labasa Lautoka Labasa Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates Exam Candidates AParshotam IChandra TO(2) JFuata TO(2) JFuata JFuata MTARA CYabaki NTSeruvatu IChandra AParshotam NTSeruvatu AParshotam JFuata NTSeruvatu JFuata NTSeruvatu Suva Suva Ministries/Dept. CYabaki MTARA 3rd Term School Holidays Session 2: Service Exams H(1). E Phase 2: Planning & Accountability Framework Monitoring and Evaluating Training Records 3 Divisions Suva Suva Exam Candidates Ministries/Dept. Ministries/Dept. MTora MTARA JFuata 27 . U.State& The Public Service :E Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Machinery & Acctg Procedures: S Govt Acctg Procedures&Regulation: U Govt Acctg Procedures&Regulation: U Machinery of Govt.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK L&D 133/11 L&D 134/11 L&D 135/11 L&D 136/11 L&D 137/11 L&D 138/11 L&D 139/11 L&D 140/11 L&D 141/11 L&D 142/11 L&D 143/11 L&D 144/11 L&D 145/11 L&D 146/11 L&D 147/11 L&D 148/11 L&D 149/11 L&D 150/11 T&DU1 05/11 T&DU1 06/11 IST 03/11 T&DU1 07/11 T&DU1 08/11 07/11 11/11/2011 07/11 11/11/2011 14/1118/11/2011 14/1118/11/2011 14/1118/11/2011 14/1118/11/2011 21/11 25/11/2011 28/11 01/12/2011 21/11 25/11/2011 21/11 25/11/2011 21/11 25/11/2011 21/11 25/11/2011 14/1118/11/2011 14/1118/11/2011 28/1101/12/2011 28/1101/12/2011 28/1101/12/2011 28/1101/12/2011 05/12 09/12/2011 13/12/2011 12/02/2011 06/1208/12/2011 14/12 16/12/2011 14/12 16/12/2011 Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(1) Government Procedures & Regulations: H(2) Government Procedures & Regulations: H(2) Govt Acctg Procedures&Regulation: U Machinery of Govt.State& The Public Service :E Machinery of Govt. H(2). Ministries/Dept. S.
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Design of PSC Training Divisions Scheduled Training Programs CTD scheduled training programs range from two to five days. role playing and case studies. Quality Assurance of CTD Training Programs Training Division takes a systematic three-step approach to ensure the programs are delivered at a high standard and are effective at developing skills and transferring knowledge to trainees. with up-to-date technology and experienced and qualified staff. which is a modern training venue. Specimen form . individual and group exercises. Therefore nominations for all courses/workshops should be made and supported by the Training Nomination/Selection and Analysis Form to reach the Commission’s Training Division two weeks before the scheduled date of training. CTD scheduled training programs are offered in the main centres of Suva.Appendix I Nominations without completed Training and Nomination/Selection and Analysis forms will not be considered. trainees and their supervisors are required to assess the effectiveness of the training undertaken on the actual job performance. Evaluation forms – Appendix II 28 . Trainees are provided with the opportunity to evaluate the programs daily and also at the end of the course. simulations. group discussions. while being practically orientated. reflections and group discussion sessions. Nasese). skills and attitudes of participants. CTD Scheduled Nomination Procedures Scheduled courses for the year are based on training needs of Ministries/ Departments. Daily and End-of Course Evaluation Training Officers monitor the progress of learning during the course through sum-ups. This form can be downloaded on the PSC website. but not limited to. Each training program includes recognized and contemporary concepts and theories. Transfer Evaluation Three months after the training. 3. The venue for these programs n Suva is the newly i renovated Centre for Training & Development (located at Queen Elizabeth Drive. The number of participants range from 20-25 people. Lautoka and Labasa and in some districts. Programs include a range of different learning techniques. 2. 1. Handouts and reading materials are usually provided for all topics covered to complement learning and assist with participants transferring their skills and knowledge back into the workplace. Pre and Post-Course Trainee Appraisal Training needs are properly identified through determining the pre-course and postcourse level of knowledge. including.
Within these roles and functions. Public Service Act (Constitution) Regulation. participants should understand the machinery of government. Target Group: Officers who are newly recruited. Induction is always the first step in the management development process. Current employee relations issues: terms and conditions of service. Time Management. some conflicts of interes t are bound to arise. Contemporary definitions of ER connote the whole gamut of employee relationships in the work process. Registry procedures. obligations and responsibilities as Public Officers and the terms and conditions governing their employment. Financial Instructions 2010. Industrial conflicts in 29 . Occupational Health and Safety. procedures and regulations of the Service. Application Closing Date: Two weeks prior to commencement of course. Public Service Ethics.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Vunisea 07/03-09/03 28/03-30/03 16/05-18/05 01/06-03/06 06/06-08/06 14/06-16/06 11/07-13/07 SUMMARY OF 2011 SCHEDULED COURSES Nadarivatu Taveuni Nausori INDUCTION Induction is a process by which a new employee is integrated into an organization to become an active. Official Communication Process. of Participants: 20 – 25 per session 16/02-18/02 25/05-27/05 19/07-20/07 Nabouwalu 07/02-09/02 Organisation conciliation. security of earnings and satisfaction in their work. FICAC Awareness Methodologies: Information Exercises. The Government acts as the referee. Grievance Procedures in the Service. Case Studies and Vanuabalavu Koro Rakiraki Requirements: All nominations must be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. mediation. industrial policies and practices in Fiji. Fiji Procurement Office Regulation.25 per session Content: The State Services Decree and Machinery of Government. EMPLOYEE RELATIONS Traditionally employee relation was viewed as the antagonistic existence between employers. arbitration and negotiation. promoted or transferred at all grades. 1990. Content: Theories of Employee Relations. ERP 2007. Target Group: Officers at SS03 grade or equivalent and below. cooperative and productive member. Venue and Dates Venue Suva Dates No. Management emphasizes the efficient use of resources for maximum returns. the rules. No. their rights. Objectives: At the end of the course. Sessions. General Orders. Improving Customer Services in the Public Sector. Quality Performance. employees and the state in the labour process. Code of Conduct. while employees look for continuity of employment. of participants : 20 . The progress and performance of officers depend to a large extent on how they were inducted/oriented into the organization. and how to resolve industrial conflicts. Objectives: At the end of the course participants should be able to understand the Employee Relations Systems.
Venue and Dates Nausori Vanuabalavu Suva Sigatoka Lautoka Labasa Suva 16/02-17/02/2011 09/06-10/06/2011 07/07-08/07/2011 11/07-12/07/2011 18/08-19/08/2011 29/08-30/08/2011 26/09-27/09/2011 Regulation. Performance Merit. Objectives: At the end of the course participants should be able to identify and practice ethical values and responsibilities. Public Service Code of Conduct and values.13/05/2011 16/05 .25 per session Content: The State Service Decree. OHS.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Occupational Health & Safety/Act.24/06/2011 28/07 . issues arise from the lack of awareness of the government system and more importantly what officers roles are and how we fit into the whole government machinery. GOVERNMENT MACHINERY & PROCEDURES All officers in Ministries and Departments need to aware of the environment they work in and be well versed with their procedures and regulations of work. JIC Agreement. Terms and Conditions of Employment. For civil servants. probity and loyalty. of Participants: 20 . Application Closing Date: Two weeks prior to commencement of course. It generally means formal or informal agreements made between two parties. Venueand Dates Nabouwalu Lautoka Labasa Suva Labasa 12/05 . Performance Management/Appraisal. Target Group: Officers at SS02 grade or equivalent and below. rules and regulations governing their employment and apply them in their day-to-day activities. Established Code of Conduct 30 . Exercises. Integrity and accountability. being able to identify where you fit in and how you contribute to the goals of government should be rewarding and motivating.29/07/2011 Requirements: Requirements: All nominations MUST be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. of Participants: 20 – 25 per session Content: Definition of Ethics. Methodologies: Information Sessions. Discussions and Case Studies. Objectives: At the end of the course participants will be able to understand the machinery. Public Service Act 1999. the Organisation and You. Target Group: SS02 or equivalent & below No. Fiji Procurement Office DISCIPLINARY & ADMINISTRATIVE ETHICS The concept of Ethics is subjective but important. General Orders. Application Closing Date: Two weeks prior to commencement of course. In many instances. No. Importance of Training in Ethics. ignorance and other motives. Machinery of Government. Management values include fairness. honesty. neutrality. Public Service Managers face challengers in their role as “Public Officers” wherein they are required not only to be servants of the public but also to care and maximize benefits derived from Public Financial Resources. Group Exercises and Discussions. All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Financial Instruction 2010.27/05/2011 23/06 .17/05/2011 26/05 . while a manager’s ethical responsibility include equity. Methodologies: Information Sessions. Unethical practices are breaches of the agreement caused mainly by abuse of power.
Customer and their needs. Case Studies.29/09/2011 All nominations MUST be accompanied by duly completed Training Nomination/ Selection and Analysis form or will be disregarded. implement accurate accounting practice.03/03/2011 12/05 . RECORDS MANAGEMENT Record Keeping and their proper management are vital to the efficient and effective operation of public and private agencies.04/03/2011 02/03 . Objectives: At the end of the course. of participants: 20 – 25 per session Content: Customer vs Client. As public Officers. Requirements: All nominations MUST be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded.10/06/2011 15/08 . developing an Ethical Attitude. Venue and Dates: counter through writing. No. Application Closing Date: Two weeks prior to commencement of course. JIC Personal Grievance Procedures and Public Service Ethics/ Code of Conduct.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK in the Fiji Public Service. Group Discussions. Target Group: Officers at SS04 grade or equivalent and below. Public Service (Personal Grievance) Procedure. Case Studies and Exercices. participants should understand the mechanics of good customer service and develop right attitudes and skills in public relations at the 31 .22/09/2011 Labasa Lautoka Suva Requirements: 24/05 -25/05/2011 26/07 . organizational behavior modification processes. support human resource planning. Ethics and their context. Developing and maintaining Customer attitude. Organizational contexts of discipline. public relation is an integral part of our duties and responsibilities.08/09/2011 14/09 . guard against corruption.15/09/2011 21/09 .13/05/2011 10/05 . and protect the organisation from troublesome law suits and negative publicity. Application Closing Date: Two weeks prior to commencement of course. Public Service Commission Regulations 1999: Disciplinary Action. Attitudes to Customer Service. provide a means of measuring output. Suspension for Duty. The image of the Public Service is perceived by the public on how effectively and efficiently we perform our official duties and how we communicate. Customer Service principles. Telephone Techniques. Communication Techniques.16/08/2011 07/09 .27/07/2011 28/09 . enable control of stores. Organizational context of Customer/Client Service. via telephone and in any other situation. Classroom Exercises and Role Play Venue: Savusavu Labasa Lautoka Nabouwalu Suva Levuka Ba Lakeba Lautoka Rakiraki 03/03 . Well managed records allow an organisation to make information readily available for decision making. Ethics and values. allow long and short term planning. Méthodologies: Information Sessions. Objectives At the end of the course participants should have: • • • • Greater awareness of records management Improved record keeping skills Understanding the role of the National Archives Appreciate obligations under the Public Records EXCEPTIONAL CUSTOMER CARE It is important for the Government to create and sustain trust from the public.11/05/2011 18/05 -19/05/2011 09/06 . Methodologies: Information Sessions.
Understand the factors that have contributed to Public Sector Reforms I. Discussions and Group Exercises Venue and Date : All nominations MUST be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. No. Nabouwalu Savusavu Vunisea Nadarivatu Suva Sigatoka Rakiraki Lautoka Ba Requirements: 10/02-11/02/2011 01/03 . Financial Management Reform and Civil Service Reform are the three types of reform that are happening in the Public Sector.27/07/2011 Methodologies: Information Sessions.29/07/2011 17/08 . Identify the benefits of the Public Sector Reform Programs 32 . Management of Records in Government Agencies. The National Archives of Fiji.Public Enterprise Reform. Legislative Developments.19/05/2011 26/07 . of Participants: 20 – 25 per session Content: Overview of Records Management. There was a slow progress of reform previously and now there has been changes that are happening which is now going through the pace which has been identified by the Roadmap and the People’s Charter for Peace and Progress. Application Closing Date : Two weeks prior to commencement of course.11/03/2011 10/03 . Records Life Cycle. All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Application Closing Date : Two weeks prior to commencement of course. Methodologies: Information Sessions.14/07/2011 14/07 . 2011 TRAINING HANDBOOK Relate how the reforms have had an impact to one’s work environment Define Change Management Comprehend the reaction of people during a period of transition Appreciate the need for reforms and the importance of adapting to change Target group:Middle Management No.02/03/2011 10/03 .24/02/2011 18/05 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT Act • • Be current with legislative developments Understand basic management of records in special format (Electronic and AV) II. Appraisal Principles – Appraisal Techniques. III. Managing Records in Special Format. of Participants: 20 – 25 per session • • • • • • • Content : Identifying Benefits of the Public Sector Reform Components of the Civil Service Reform Components of the Public Enterprises Reform Components of the Financial Management Reform Types of Changes in an Organization Management During a period of Transitions Managing Resistance to change Suva Lautoka Labasa Requirements: 23/02 . Discussions and Group Exercises Venue and Dates: Target group:Officers at SS05 grade or equivalent and above.10/06/2011 13/07 . Current Trends. IV. V.11/03/2011 09/06 .15/07/2011 28/07 .18/08/2011 PUBLIC SECTOR REFORM AND CHANGE MANAGEMENT Change is inevitable and is imperative for the ongoing and fast pace reform movement in the Government. Disposal Schedules. Objectives At the end of the course participants will be able to identify areas of reform programme from the three types of reform.
2011 TRAINING HANDBOOK Application Closing Date : Two weeks prior to commencement of course. Concepts of TQM. Methodologies: Information Sessions. The tools will bring about changes and improvement continuously. of Participants: 20 – 25 per session Content:Defining Productivity. Quality and Total Quality Management. U and E. Delegation of Powers. GWE’s Terms & Conditions of Employment. Public Service Act & Regulations 1999. 5S as the recommended tools for continuous improvement tools. Government Machinery. For advancement and personal development in the civil service. Target group:All staffs One of the statutory requirements of the Public Service Commission is to conduct service examination in accordance with the provisions of the Examination Act. Discussions . Service Commissions. Methodologies: Information Sessions. Target group:Eligible candidates for service examinations No. Group Exercises and Individual Assessments Suva Labasa Lautoka Requirements: 21/02-22/02/2011 28/02 . The implementation of the Service Excellence Award Framework requires all government agencies to identify and employ process improvement tools. Customer Survey Form. Constitution. of Participants: 30 – 35 per session Content: Government Reform Programs. and Suggestion Scheme. Objectives SERVICE EXAMINATIONS At the end of the course participants will be able to Identify some of the productivity and quality management tools that can be used in their respective agencies Use Quality Circles. Quality Circles and 5S. H(2). Quality Management tools like Employee Survey Form.13/09/2011 All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis 33 . Objectives No. Complaints Register. General Orders. Transport Rules & Regulations. S. PRODUCTIVITY AND QUALITY MANAGEMENT The initiative by the Training Divisions in line with Pillar 4 of the Peoples Charter is the design of the course content of Productivity and Quality Management to meet the Training Needs in the Civil Service in maximizing Productivity and delivering Quality Services.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT form or will be disregarded. Supplies & Services Instructions. Judicature. officers are required to pass relevant service examination. To interpret and implement the Service Excellence Award Framework at various Government Agencies. English Comprehension & Grammar. 1978 and of the General Orders.01/03/2011 12/09 . The Public Service Commission is responsible for the development and conduct of service examinations H(1). Financial Instructions. Discussions and Group Exercises Venue and Date : Assist eligible candidates to pass the relevant service examinations.
11/11/2011 07/11 .28/10/2011 24/10 .04/11/2011 07/11 .11/11/2011 07/11 .11/11/2011 07/11 .25/11/2011 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H2 H2 H2 H2 H2 H2 H2 H2 H1 H1 H2 H2 U S Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Lautoka Labasa Lautoka Labasa Suva Suva 14/03-18/03/2011 14/03-18/03/2011 14/03-18/03/2011 14/03-18/03/2011 14/03-18/03/2011 21/03-25/03/2011 21/03-25/03/2011 21/03-25/03/2011 21/03-25/03/2011 21/03-25/03/2011 28/03-01/04/2011 28/03-01/04/2011 28/03-01/04/2011 28/03-01/04/2011 28/03-01/04/2011 04/04-08/04/2011 04/04-08/04/2011 04/04-08/04/2011 04/04-08/04/2011 04/04-08/04/2011 11/04-15/04/2011 11/04-15/04/2011 11/04-15/04/2011 11/04-15/04/2011 11/04-15/04/2011 26/04-29/04/2011 26/04-29/04/2011 26/04-29/04/2011 02/05-06/05/2011 02/05-06/05/2011 02/05-06/05/2011 02/05-06/05/2011 02/05-06/05/2011 02/05-06/05/2011 34 .04/11/2011 31/10 .21/10/2011 17/10 .21/10/2011 17/10 .25/11/2011 21/11 .21/10/2011 17/10 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT Venue/Dates: 2011 TRAINING HANDBOOK 17/10 -21/10/2011 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H1 H2 H2 H2 H2 H2 H2 H2 H2 H2 H2 U U U S S S S S S Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Suva Lautoka Labasa Suva Suva Suva Suva Suva Suva Suva Suva Lautoka Labasa Suva Lautoka Labasa Suva Suva Suva Suva Lautoka Labasa 17/10 .11/11/2011 14/11.04/11/2011 31/10 .18/11/2011 14/11.18/11/2011 14/11.11/11/2011 07/11 .21/10/2011 17/10 .18/11/2011 21/11 .18/11/2011 14/11.04/11/2011 31/10 .21/10/2011 24/10 .21/10/2011 17/10 .11/11/2011 07/11 .11/11/2011 07/11 .28/10/2011 31/10 .28/10/2011 24/10 .
OHS Policy Formulation. Venue: Lautoka Suva Labasa Requirements: 16/05-18/05/2011 23/05 . Policy analysis. Every ministry/ department needs to be familiar with the provisions of the Health & Safety at Work (HASAW) Act and ensure that all OHS committee members and representatives undergo a modules I & II training program. and take precautionary measures or reduce risks in negligence. Group Exercises. Application Closing Date: Two weeks prior to commencement of course. understand the new OHS legislation. Objectives: At the end of the course participants should be able to understand the principles of policy planning and management develop and improve the ability to plan and formulate policies.25 per session Content: Health & Safety at Work (HASAW) Act. of Participants: 20 . Case Studies and Discussions. First aid procedures. Objectives: At the end of the course participants should be able to:Understand the concept of OHS. POLICY FORMULATION AND DEVELOPMENT The workshop focuses on how to plan and formulate policies in line with the national policy objectives. critically analyse national policies and to assess the impact and implications of policies they administer ensuring proper management within the organization. Accident Investigation. Workmen's compensation Méthodologies: Information Sessions. Application Closing Date : Two weeks prior to commencement of course. Venue /Dates: Suva 01/06 . Case Content: Policy Planning and management concepts. identify work related problems caused by negligence. technology and machinery are constantly being introduced.03/06/2011 Requirements: All nominations should be accompanied with duly completed Training Nomination/ 35 .18/11/2011 28/11-01/12/2011 28/11-01/12/2011 Requirements: S S S U U S S Suva Suva Suva Lautoka Labasa Lautoka Labasa Studies and Exercises.25/11/2011 14/11. All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded.25/05/2011 19/09-20/09/2011 All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. new legislation. Effective policy formulation. critically analyse national policies and understand the proper management of policies.25/11/2011 21/11 . Target Group: Officers at SS02 and SS03 grade or equivalent. Strategies for policy management.18/11/2011 14/11. Identifying Risks and Hazards. Policy evaluation. Monitoring of policy. Methodologies: Information Sessions. Prevention of accidents. Target Group: Members of OHS Committee and All employees No. Workplace Regulations.25/11/2011 21/11 . of Participants: 20 . It is therefore necessary to improve existing working conditions to maximize employees’ health and safety.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 21/11 . No.25 per session OHS MODULES I & II As rapid industrialization is taking place in Fiji.
• Target Group: Training Officers Middle Management Venue: Suva Lautoka Labasa 04/07 . of Participants: 20 – 25 per session Content: Overview of Records Management. of Participants: 20-25 per session Requirements: All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded.17/08/2011 03/10 .06/07/2011 15/08 . guard against corruption. implement accurate accounting practice. INTRODUCTION TO DISASTER & RISK MANAGEMENT The course provides an opportunity for participants to learn essential skills and knowledge in Disaster Risk Management to address implementation challengers in a systematic manner. Periodic review mechanism as part of the monitoring and review process. Appraisal Principles – Appraisal Techniques. Selection and Analysis form or will be. Management of Records in Government Agencies. • • Target group:Middle Management No. RECORDS MANAGEMENT Records and their proper management are vital to the efficient and effective operation of public and private bodies. enable control of stores.05/10/2011 Venue: Suva Lautoka Labasa Requirements: 04/07 . allow long and short term planning. The course will also promote proactive disaster risk management practices by raising awareness among key stakeholders and by advancing the analytic skills and professional knowledge of development practitioners in specific areas of disaster risk management.17/08/2011 03/10 . provide a means of measuring output. Discussions and Group Exercises Understand of the risk Management Structure. and To improve community resilience to natural disaster. Strengthen and improve skills on Disaster and Risk management . All nominations should be accompanied with duly completed Training Nomination/ 36 . Well managed records allow an organisation to make information readily available for decision making. Records Life Cycle. and protect the organisation from troublesome law suits and negative publicity.. Managing Records in Special Format.05/10/2011 Maximum No. support human resource planning. The National Archives of Fiji. Intended Outcomes: • • Understand the principles and methods involved in Disaster risk Management. Legislative Developments. Current Trends. Application Closing Date: Two weeks prior to commencement of course.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Selection and Analysis form or will be disregarded. Objectives At the end of the course participants should have: • • • • • • Greater awareness of records management Improved record keeping skills Understanding the role of the National Archives Appreciate obligations under the Public Records Act Be current with legislative developments Understand basic management of records in special format (Electronic and AV) Application Closing Date : Two weeks prior to commencement of course. Disposal Schedules. Methodologies: Information Sessions.06/07/2011 15/08 .
Target Group • Middle Management Maximum No. Venue: SUVA : 31/05 . Skills in handling disciplinary cases are required for all prosecutors in all Government ministries and departments. ADVOCACY AND PROSECUT ION SKILLS This course will provide an opportunity for participants to acquire Knowledge for all prosecution and advocacy. of Participants session 20 -25 per Content: • Effective Investigating Skills • Building a Fraud Prosecution • Purpose of Fraud Investigation • Advocacy skills • Interviewing s kills and Negotiation Requirements: All nominations should be accompanied with duly Completed Training Nominations/Selections and Analysis form.. 37 .01/06/2011 Applications Closing Dates: Two weeks prior to commencement of the course. Intended Outcomes: • Plan a structured investigation and carry it out effectively • Identify the scope of investigations • Have an understanding of the relevant legislation and investigation processes • Determine the required standard of proof • Conduct interview to the highest e thical standards and interpret evidence.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Application Closing Date: Two weeks prior to commencement of course.
Electoral Reform. Police. Public Enterprise and Anticorruption Judicial DPP Solicitor General TEAM FOUR Health Women Social Welfare and Poverty Alleviation Local Government.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 2011 TRAINING TEAMS CTD DESK OFFICER MINISTRY/ DEPARTMENT TEAM ONE Presidents Office Prime Minister’s Office Public Service Commission Defense. Housing & Environment Public Enterprise and Tourism Industry and Trade TEAM FIVE Ministry of Works and Transport Public Utilities Land Transport Authority Strategic Framework for Change. International Cooperation & Civil Aviation Finance & National Planning Information & National Archives TEAM THREE Ministry of Education National Heritage Culture and Arts Youth and Sports Attorney General. Justice. Industrial Relations and Employment TEAM SIX Agriculture Fisheries and Forests Provincial Development and Multi-Ethnic Affairs Indigenous Affairs Lands and Mineral Resources MARAMA TARA SENIOR TRAINING OFFICER JOE FUATA SENIOR TRAINING OFFICER COLLIN YABAKI SENIOR TRAINING OFFICER NAIBUKA TINIVATA SERUVATU TRAINING OFFICER IRENE CHANDRA TRAINING OFFICER ABINESH PARSHOTAM TRAINING OFFICER 38 . Prisons) TEAM TWO Foreign Affairs. National Security and Immigration (RFMF. Urban Development. Legislature Labour.
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK IN-HOUSE DECENTRALISED COURSES Ministries and Departments are encouraged to conduct more in-house training. will assist Ministries and Departments in facilitating training on: • • • • • • • • • • • • • Motivation Delegation Problem Solving & Decision Making Stress Management Disciplinary Procedures Grievance Handling Customer Service Time Management Employee Relations Induction Conflict Management Human Resource Development (HRD) Report Writing Communications Techniques & • • • • • • • • • and Skills Occupational Health & Safety (OHS) Government Procedures and Regulations Performance Management Registry Procedures Records Management Management/Administrative Ethics Team Building Gender Mainstreaming Negotiation Skills 39 . This will be forwarded to the Training and Productivity Authority of Fiji (TPAF) together with the CTD Training Plan for TPAF’s approval. especially generic courses to boost capacity building within the Civil Service. Ministries and departments must submit to the PSC Training Division their Training Plan for in-house training courses each year. fulfilling the requirements of the Fiji National Training Act. upon receipt of request/invitation and depending on the training needs and available resources. CTD can assist Ministers and Department in conducting in-house training for ten development programs. CTD. The programs are specially tailored and focused to meet the requirements of the ministries and departments.
Nominations for these courses are to be sent directly to the Government Supplies Department. Philippines. The Government Supplies The Government Supplies Department through its training unit conducts training courses for Government Stores and Instructions and Ministries and Departments should liaise with this ministry to organize training. These long-term programs are based on their priority areas of concern.2007. Under their programme. CPSC provides funding for one (1) In-Country training course each financial year for each member country. The current donor agenc y for In-Country Programmes is the Colombo Plan Staff College (CPSC) Colombo Plan Staff College (CPSC) In-Country Courses The Colombo Plan Staff College (CPSC) in-country program aims to provide a more expanded range of appropriate services to member countries in order to meet their specific needs. development and consultancy (TRDC) components to be implemented within a specified period. IN COUNTRY TRAINING PROGRAMMES The CTD will continue to work with overseas donor agencies in the running of in-country training programmes for Year 2006. The CPSC. incorporating the necessary training. In-country programs are usually offered upon request of the member country (MC). in harmony with on-going development activities in the country. 40 . has twenty (20) member countries including Fiji.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK TRAINING COURSES RUN BY OTHER MINISTRIES & DEPARTMENTS The Ministry of Finance The Ministry of Finance and National Planning through its Training and Systems Development Division will conduct training courses for Government Accounting Procedures and Ministries and Departments can liaise with this ministry to organize training. Applications for In-Country Training under CPSC are usually invited in March every year. which is presently based in Manila. A copy of the criteria and application forms is at Appendix III. research.
41 . PACSOFT. Nomination Procedures: For USP and FIT Studies PSC will send a circular to invite nominations from Ministries/ Departments towards the end of each year for sponsorship for full-time. Officers may be given approval to attend short courses at these institutions if there is a need for such training. official visits. attachments. which is not available through Government sources. and undergraduate and technical studies at various overseas training institutions are often available for sponsorship through the PSC Training Division. For Non-CTD Short Courses approval may be granted to an officer on the recommendation of the Head of Department for training at a local institution. APTECH Computer Centre. LOCAL IN-SERVICE TRAINING PROGRAMMES: Undergraduate. SPC normally provide locally organized short courses. part-time and extension studies. TPAF. Approval may also be granted for officers to attend non-CTD short courses at other local training institutions.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK IN SERVICE TRAINING OVERSEAS IN-SERVICE TRAINING: Short and long-term training programmes in the form of staff exchanges. Nomination Procedures: Ministries/Departments could submit overseas training proposals to PSC well before the closing date for relevant course(s) using the necessary forms. Ad hoc course offers whenever received by the Commission from recognized overseas institutions will be forwarded to Ministries/ Departments for nominations where appropriate. Participation costs involved may be paid by PSC or the Ministry/Department or by the officer. Application to attend such courses should be submitted to PSC through the officer’s Head of Department. and other well recognized local training institutions. postgraduate and technical studies at USP and FIT are available for sponsorship through the PSC Training Division. supported by the relevant training forms. Officers should send their applications through their Head of Department who will submit these to PSC together with fully completed Training Nomination/Selection and Analysis form.
exchanges or attachments are required to submit a report in duplicate within 2 weeks of their return to work. All on-the-job training should be properly documented/recorded for inspection by the staff of PSC and TPAF for grant/levy claim purposes. A further evaluation is done 3 months after the training where the trainee and his/her supervisor will assess the effectiveness of the training on actual job performance. PSC training officers could assist if there is a need. Acting appointments. H2. ON-THE-JOB TRAINING: Supervisors are responsible for on-the-job training of their staff. The award will depend on the individual’s academic performance for continuation or termination. CTD will continue to conduct Service Examination (H1. S. Notification of such examinations will be sent out in the PSC Circular 2 months prior to the dates of the examinations inviting applications for respective examinations. This is to prepare candidates who may wish to sit for the Service Examinations (H1. This type of training is normally done on the job-site. H2. The Public Service Training and Examinations Board (PST&EB) of the PSC is responsible for all training and examination matters and any such matter requiring the Board’s consideration and decision should be addressed to the Board through the PSC Training Division. E & U). Staff are trained while actually performing the task and do not necessarily have to leave their work for the training room. Some Ministries/Departments provide such training to employees on apprenticeship scheme when the apprentices are undergoing industrial experience. Details of these examinations are outlined in the General Orders 801-804. SERVICE EXAMINATIONS: Certain Ministries/Departments have their own prescribed departmental examinations and conduct classes to prepare officers for these examinations. transfers. Western and Northern Division. The PSC Training Division will coordinate the conduct of tutorials for the Central Division. which they should actively pursue. Officers will need to attend 80% of the tutorials to qualify to sit service examinations and may apply for tutorials using the application form as attached as Appendix IV. 42 . S.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Evaluation Process: For formal academic training at Universities and Technical Institutions. E & U) twice yearly during the first term and third term school. promotions and general orientation are other types of on-the-job training. the trainee’s performance is continuously assessed by his/her examination results. Officers undertaking visits.
Assist in the placement of scholarship awardees after successful completion of their programs. 5. 2. Maintain appropriate student files.e. scholarships to Pre-Service students as well as civil servants so as to develop an meet the national workforce requirements in areas where there is a skill shortage. These are awards funded by both the Fiji Government and various donor agencies. administration of all scholarship awards to Pre-Service and In-Service students at local and overseas institutions. 6.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK FIJI GOVERNMENT SCHOLARSHIP SCHEME The Division’s Scholarship Unit located at Carnavon Street in Suva is responsible for administering the Fiji Government Scholarship Scheme. Administration of the Student Loan Scheme. Award through the Government Selection Committee. The core functions of the unit are as follows: 1. records and statistics for official purpose and retrieval. Application form is attached as Appendix V. 7. Implement the Government Scholarships Policy i. Monitor and provide counseling services to individual scholarship students in their progress and after completion of study programs. Invitations for applications for scholarship are advertised in the months of June or July in the dailies. 4. Ensure recovery of student’s contribution in the cost sharing loan and student loan from students or their guarantors. 43 . 3.
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 44 .
4. of Children: Married/Single: Telephone: E-Mail: Job Title: CLASSIFICATION/CODE Confirmed: (Yes/No) 10. 7. 8. Service Exams Passed with Dates: 11. Name of Nominee: Date of Birth: Sex: Department: Section/Station: Fax No: Present Post: Date of joining Service: Qualification and Dates Obtained: ITC/FNPF No: No. 3. Work Experience (show post. 6.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK APPENDIX 1 PUBLIC SERVICE COMMI SSION (Training Division) TRAINING NOMINATION SELECTION & ANALYSIS FORM Name of Course/Workshop: Name of Institution/Country: _________________________________________________________ _________________________________________________________ Duration of the Course/Workshop: _________________________________________________________ SECTION A: Personal Details (To be completed by the nominee) 1. 5. 9. dept & number of years on each): 45 . 2.
Give full justification as to why the course is necessary for this nominee. Details of all past courses attended (Full and correct information should be given for the past 2 years) DURATION DATES ATTENDED INSTITUTION COUNTRY NAME OF COURSE Applicant Signature: Date: Sections B & C: Justification for Training (To be Completed by the Supervising Officer) SECTION B: Training Nomination Selection (TNS) 13. 14. 46 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 12. Is the Officer serving bond? (Yes/No) If yes. 15. state when the bond period expires. List other officers of same grade and state why this nominee has been selected for training and not any other officer. (This should include Annual Confidential Report – ACR rating).
Occupational or Individual and why?) SECTION C: Training Needs Analysis (TNA) 18. Does the officer’s training need match with the training needs mentioned in his/her last ACR? Yes/No. State at which level the training is targeted (Organizational. Knowledge required to perform the duties of the post: 21. Skills required to perform the duties of the post: 22. Occupation Classification (Tick appropriate box) Management or Technologist Skilled Employee Supervisory or Technician Clerical & Others 19.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 16. Positions Description (State the Principal Accountabilities of the Post) 20. Attitude/Attributes and other factors (Competencies) required to perform the duties of the post: 47 . 17.
Any general comments by the supervisor regarding this nominee’s selection? Supervisor’s Signature: Date: 25.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 23. Comments by the HOD regarding this nominee’s selection: Head of Department’s Signature: Date: 48 . Specific areas in which training is required: 24.
skills and attitude to work? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ GOVERNMENT BUILDINGS 49 . 2. If it was relevant.. Do you think the course you attended was relevant to your duties in the Civil Service? Yes/No: __________________________________________________________________ If the course was not relevant. General Relevance of the Course 1. please explain why? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ 3. Part 1. (To be completed by the Trainee) A. how has the course helped you in developing your knowledge.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK APPENDIX II Public Service Commission P O Box 2211 Suva TRANSFER EVALUATION SHEET PERSONAL DEVELOPMENT NAME OF COURSE ATTENDED …………………………………………………………………………………………… MINISTRY/DEPARTMENT …………………………………………………………………………………………………… VENUE ………………………………………………… DATE(S) OF COURSE ……………………………………….
Since _________________________________________________ returned from the course. Learning Points and Application (Do not attempt this if you did not learn anything from the course) 1.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK B. (REMARKS BY HEAD OF DEPARTMENT/SENIOR OFFICER) 1. What were some of the learning points that you could not apply although you believe would still be of use in future? ________________________________________________________________________ ________________________________________________________________________ _________________________________________________________________________ 3. What were some of the significant learning points that you managed to apply in your work situation? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ 2. What aspects of his/her improvement in performance could you attribute to his/her training? _________________________________________________________________________ _________________________________________________________________________ 50 . Why couldn’t you apply them? _________________________________________________________________________ _________________________________________________________________________ Part II. has there been any marked improvement in his/her work? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ 2.
(Signature of Head of Department/Senior Officer) 51 . …………………………………………………………………. Are there any other comments you wish to make on the matter? ________________________________________________________________________ ________________________________________________________________________ Date: …………………………. How far do departmental restrictions limit the officer’s application of learning? ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ 4.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 3.
NET WEBSITE:HTTP://WWW. Content (Focus Areas): (a) (b) (c) (d) ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ 5. Objectives:______________________________________________________________________________ ____________________________________________________________________________________________ ____________________________________________________________________________________________ 4.NET/USERS/CPSC FORM 1.SKYINET.COUNTRY TRAINING PRO GRAMME 1. PASIG CITY. METRO MANILA PHILIPPINES E-MAIL: CPSC@SKYINET. Background/Rationale: ____________________________________________________________________________________________ ____________________________________________________________________________________________ 3. MERALCO AVENUE. DECS COMPLEX. PROPOSAL FOR IN .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK APPENDIX III C O L O M B O PLAN S T A F F C O L L E G E F O R T E C H N I C I A N E D U C A T I O N BUILDING BLOCK C. Programme Title: (only one programme per year)___________________________________ COUNTRY ____________________ _______ ____________________________________________________________________________________________ 2. Participants:(Target Group and Number) ____________________________________________________________________________________________________________________ ______________________________________________________________________________________________________ 6. Expected Outcomes: _________________________________________________________________________________________________ _________________________________________________________________________________________________ _________________________________________________________________________________________________ 52 .
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 7.From _______________________ to _________________________ 3rd Preference . 53 . LOCAL TRANSPORTATION AND INCIDENTAL EXPENSES.ORDINATOR AND FACILITATORS. Proposed venue : ______________________________________________________________________________________________________ _____________________________________________________________________________________________________ 9.From _______________________ to _________________________ 8. FOOD. THE TRAINING VENUE AS WELL AS EXPENSES OF PARTICIPANTS LIKE ACCOMMODATION. Proposed Local Coordinator: Name: ________________________________________ Signature: ______________________________________ Position:__________________________________________________________________________________________ Address: _________________________________________________________________________________________ ____________________________________________________________________________________________________ Tel: Office: _____________________ Residence: _______________________________ Fax: ____________________________________________________________________ E-mail:__________________________________________________________________ NOTE: IN . CPSC PROVIDES THE SERVICE OF ONE FACULTY CONSULTANT FOR THE COURSE DEVELOPMENT AND IMPLEMENTATION INCLUDING COST OF TRAININ G MATERIALS.From _______________________ to _________________________ 2nd Preference . WHILE THE HOST COUNTRY PROVIDES A LOCAL CO.COUNTRY PROGRAMME IS A PARTNERSHIP PROGRAMME BETWEEN CPSC AND THE HOST COUNTRY. Proposed Dates: (Please give at least 3 alternatives) 1st Preference .
Total Breakdown _________________________________________________________ b. CPSC would like to propose partnership with its Member Countries through appropriate organisations and/or interested TET institution on a sub-regional research venture. Executing Agency _________________________________________________ Project Organisation _________________________________________________ Parties Involved _________________________________________________ Project Schedule: _____________________________________________________________ Project Budget: a. b. if any:____________________________________ Note: The above proforma is for research and IT project proposals. c. b. Local counterpart fund. PROPOSAL FOR RESEARC H AND IT PROJECTS Project Type: Research IT Project Title: __________________________________________________________________ ___________________________________________________________________ Project Description: a. 54 . METRO MANILA PHILIPPINES E-MAIL: CPSC@SKYINET. PASIG CITY.NET/USERS/CPSC FORM 2. The funding of the project can be joint or sourcedout for possible funding assistance from potential donors and sponsors. Project Rationale Project Objectives _________________________________________________ _________________________________________________ Project Components _________________________________________________ Methods of Implementation: a.SKYINET. DECS COMPLEX.NET WEBSITE:HTTP://WWW. c.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK COLOMBO PLAN STAFF COLLEGE FOR TECHNICIAN EDUCATION BUILDING BLOCK C. MERALCO AVENUE.
MERALCO AVENUE.COUNTRY TRAINING PRO GRAMMES – THRUST AREAS (SPECIFIC TOPIC MAY BE SUGGESTED BY THE COUNTRY UNDER THE SELECTED GENERAL THEME AREA) v ACCREDITATION SYSTEM DEVELOPM ENT v APPLICATION OF ISO 9001:2000 IN TET v APPLICATION OF STATI STICAL TOOLS AND TECHNIQUES IN DATA ANALYSIS v BIOTECHNOLOGY v CHANGE MANAGEMENT v CNC AND ROBOTICS v COMPETENCY-BASED TRAINING v COMPUTER-AIDED INSTRUCTION v COMPUTER-ASSISTED ENGINEERING v COMPUTERISED EXAMINATION SYSTEMS v COOPERATIVE TRAINING v CURRICULUM DEVELOPMENT v DECENTRALISED MANAGE MENT AND AUTONOMY v DEVELOPING ENTREPRENEURIAL SKILLS v DEVELOPING MANAGERIAL SKILLS v DEVELOPING SKILLS FOR CRISIS MANAGEMENT v DEVELOPING STRATEGIES FOR KNOWLEDGEABLE WORKERS v DIE DESIGN v DIGITAL LIBRARY v ENTREPRENEURSHIP TRAI N I N G v ENVIRONMENT EDUCATION v FOOD PROCESSING 55 . DECS COMPLEX.NET WEBSITE:HTTP://WWW.SKYINET.NET/USERS/CPSC YEAR 2003 CPSC IN . PASIG CITY. METRO MANILA PHILIPPINES E-MAIL: CPSC@SKYINET.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK C O L O M B O P L A N S T A F F C O L L E G E F O R T E C H N I C I A N ED U C A T I O N BUILDING BLOCK C.
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK v GOOD GOVERNANCE AND EDUCATION MANAGEMENT INFORMATION SYSTEM v INFORMATION SECURITY v INSTITUTION-BASED LEARNING RESOURCES v INSTRUCTIONAL SYSTEM PLANNING v INVENTORY CONTROL AND RESO URCE MANAGEMENT v ISO TRAINING v KNOWLEDGE NETWORKING FOR TET v MANAGEMENT OF LEARNING v MECHATRONICS v MIS FOR TET INSTITUTIONS v MODERN TRAINING DESI GNS v MONITORING AND EVALUATION v MULTIMEDIA TRAINING AND RESOURCE DEVELOPMENT v MULTI SKILLS TRAINING v NETWORKING TECHNOLOGY v ON-LINE LEARNING v ORGANISATION AND DEVELOPMENT v PERFORMANCE APPRAISA L v PHYSIOTHERAPY AND MAGNETIC THERAPY v PROJECT MANAGEMENT v PROMOTING AND SUSTAINING INNOVATIONS IN TET v SOFTWARE DEVELOPMENT v STUDENT ASSESSMENT AND EVALUATION v TECHNOLOGY FOR DISTANCE EDUCATION v TET ADEQUACY AND ACCESSIBILITY v TQM v TRAINING NEEDS ASSESSMENT v USING ICT FOR TEACHING AND LEARNING SYST EMS v VIRTUAL REALITY SYSTEMS v WEB -BASED INSTRUCTIONAL MATERIAL DEVELOPMENT v WOMEN IN DEVELOPMENT v WORK VALUES EDUCATION 56 .
signed by the Permanent Secretary/Head of department and sent to the Permanent SecretaryPublic Service Examination: ________________ Name of Applicant: ___________________________________________________ Surname First Name Date of Birth: ______________ Post: ______________ EDP/FNPF: ___________ Date Joined: ______________ Date Confirmed: ___________ Grade: ________ [Attach copies of letter of Probationary Appointment and Confirmation] Ministry/Department: ____________________________________________________ Station/Locality: _____________________________ Phone No: ________________ **Please tick which examination(s) passed: H (1). (If applying: for H(2) attach H(1) result. I endorse/ do not endorse approval for the applicant to sit for the H (1) examination for the following reason: __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ For H (1) applications only: 57 . E H(1)applicants—no I certify that the information given above is correct. U & E This applicant form is to be completed by the applicant. H(2). S. Box 7500.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK COLOMBOPLANSTAFFCOLLEGE FOR TECHNICIAN EDUCATION P. Philippines Phone: (632) 631-0991 to 95 APPENDIX IV (632) 631-0996 Fax: PUBLIC SERVICE COMMISSION APPLICATION TO SIT FOR THE PUBLIC SERVICE EXAMINATION H(1).O. for S or U . Domestic Road. DAPO. S. H(2). 1300 Pasav City.attach H(2) result. for E attach S or U result) And for need to complete the above as marked **) Number of previous attempts: _________ Signature of Applicant: ____________ Date: _____________ (For use by the Permanent Secretary/Head of Department) U.
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Name of Officer: _________________________ Signature: ___________________ Designation : ________________________ Date : ______________________ 58 .
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK APPENDIX V 59 .
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 60 .
PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 61 .
6. MINISTRY 12.Box 2211. GOVT. FIJI Recd: File: Status APPLICATION F OR I N . CURRENT EDUCATIONAL QUALIFICATION 1. Dip. FSLC 2. Minor b) In what (eg. G r a d u a t i o n Expectation a) Month and year F. DOB Attach certified copy of birth cert. Studen t ID No.O. P. in Rur al Developmen t etc) b) Part Time LREADY ATTEMPTED a) Units i) 1 b) Titles c) Sem/Year st d)Grade if Completed a) Units ii) 1 b) Tittles c) Sem/Year d) Grade Year Courses or 100 Level Units st year Courses or 100 Level Units nd ii ) 2 Y e ar C o u r s e o r 2 0 0 L e v e l U n i t s nd ii) 2 Year Course or 200 Level Units 1 62 . CONFIRMED Yes/No DATE 9. USP FOUNDATION OR EQUIVALENT a) Subject b) Grad e Office : CONTACT Residence: NO 13.S E R V I CE AWARDS UNIVERSIT Y OF THE SOUTH P A C I F IC A N D F I J I N A T I O N A L UN I V E R S I T Y A. OTHER QUALIFI CATIONS AND UNIT S RECEIVE D THROUG H IST SPONSHORSHIP AT USP AND N UF a) Tertiar y Level Awards i) Year ii) Institution iii) Award iv) No. FAX NO 3. PERSONAL DETAILS 1. P R O P O S E D I N. RACE 5. GENDER Male/Female 4. PHONE 10. 8. FORM SEVEN a) Subject b) Grade a) Subject b)Grade C. CURRENT T E RTIARY QUALIFICATIONS I NCLUDING SERVICE EXAMINATIONS a) Tertiary Level Awards i) Year ii) Institution iii) Award b) Service Examination i) Year ii) Exams iii) Pass/Fail D.S E R V I C E T R A I N I N G R E Q U I R E D 1.SHO W THE T OTAL COURSE PLANNE D INCLUDI8NG RESULTS OF THOSE A 3. NAME 2. STATION 14.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK APPENDIX VI For Official Use PUBLIC SERVICE COMMISSION BERK ELEY CRESCENT. DFL b) Major c. Student Nam e (If differen t from above) 4. Cur rent of Proposed Mode of Study a) Full Time 5. Academic Information a) Programme 6 . BUILDINGS SUVA. of Program & S ponsored Units v)Pass/Fail E . APPOINTMENT 3. POST 7. ITC NO. DEPARTMENT 11. Nam e of Institution 2. EMAIL ADDRESS B.
w h i ch w i ll hel p m y p e r s o n a l c a r e e r w i t h i n t h e Department a n d / o r Ministry n e e d . I am applying for this Scholarship in respons e to ( Tick where Applicable) a ) A n identified persona l training need . granted under GO 717 – (b) (iii). b u t t h e Ministry w i ll accommodat e a l l t h e necessary support in terms of full salary the necessary support b) b) Granted under GO 900 (a) (i) or (b) provisions . Please Giv e ca ndid comments on the justification for Government Sponsorship of this Application under the following headings: a) Contribution to the Department and /or Ministries capacity Building and Workplace Training and Develo p m e n t b) The Officer’s Career Development 2. R e q u e s t e d M o d e l o f S t u d y a) Full Tim e G Provid e GPA to date a) Course GPA to date ] b) Part Time b) Semester GPA Distance & Flexible State the Units you wish to undertake during the whole year a) Semester b) Units c) Units Title d) Study Mode (If Different) I. The officer should be required to go on leav e without salary Signature of Head of Department Name: Department: Date: Signature of Permanent Secretary Name: Ministry Date 63 . This Training is to be accommodated under the following general orders Provisi on (Tick as Applicable) a ) G r a n t e d u n d e r GO 9 0 0 (a) (i ) o r (b) p r o v i s i o n s. RECOMMENDATION OF THE PERMANENT SECRETARY AND THE HEA D OF DEPARTMENT ON THE APPLICATION 1. I a m p r e p a r e d t o u n d e r t a ke i t o n Yes No Date of Application J. a n d I h a ve b e en r e q u e s t e d by the head of my ministry and/or department to submi t this a p p l i c a t i b ) A n i d e n t i f i e d o r g a n i z a t i o n al t r a i n i n g on 2 . but the Ministry can only partially accommodate c) Granted under GO 900 (a) (i) or (b) provisions. APPLICANT’S UNDERSTANDING AND UNDERTAKING 1. I f t h i s t r a i n i n g app licatio n c a n n o t b e a c c o m m o d a t e d u n d e r G O 9 0 0 ( a ) (i ) o r G O 9 0 0 (b) f o r a n y l e a ve without salary under the provision of GO 717 (b) (iii) Signature of Applicant r e a s o n s. but the Ministry is not in a position t o accommodate any necessary support d) In very special circumstances.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT rd 2011 TRAINING HANDBOOK iii) 3 Year Courses of 300 Level Units iv) 4 th year Courses or 400 Level Units v) 5 th year Courses or 500 Level Units to p r o v e s a t i s f a c t o r y p r o g r e s s H C L E A R L Y S T A TE T H E C O U R S E S Y OU P R O P O S E T O D O [ S T A T E T H E Y E A R : 1 .
The public service is fully accountable. 2. 1999) 1. competitive selection process. favoritism or political influence. The public service is apolitical. 5.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK APPENNDIX VII THE PUBLIC SERVICE V ALUES (Part 2. The public service is responsible to the Government in providing frank. 8. taking account. impartial and professional way. and the members of all ethnic groups. 6. policies. Men and women equally. 3. 7. and appointments and promotions are made on the basis of merit after an open. within the framework of the Constitution and the Public Finance Management Act 1999. the Parliament and the people of the Fiji Islands. 4. Section 4 (1) – (14) – Public Service Act. comprehensive. The public service carries out the Government's policies and programs effectively and efficiently and with due economy. have adequate and equal opportunities for training and advancement in the public service. when appropriate. accurate and timely advice and implementing the Government's policies and programs. performing its functions in a neutral. The Public Service respects the values. rights and freedoms set out in the Constitution. Employment decisions in the public service are made without patronage. The composition of the public service reflects as closely as possible the ethnic composition of the population. of occupational preferences. The public service provides a working environment that is free from discrimination. 9. to the Government. 64 . honest.
particularly for integrity and honesty. The public service performance. 14. particularly through the Senior Executive Service. The public service delivers services fairly. flexible and rewarding workplace. 11. effectively and courteously. The public service has the highest ethical standards. 12. The public service provides a fair. 13. The public service develops and maintains leadership of the highest quality.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 10. focuses on achieving results and managing 65 .
any . 3. 2. department or parliamentary body. An employee must not make improper use of official information or of the employee's duties. or seek to gain. must comply with all applicable Acts and subordinate legislation. 6. An employee. 11. a benefit or advantage for the employee or for anyone else. give or disclose. status. provide false or misleading information in response to a request for information that is made for official purposes. any conflict of interest (real or apparent) in connection with employment in the public service. 7. 66 department or parliamentary body. except in the course of his or her duties as an employee. and without coercion or harassment of any kind. 8.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK PUBLIC SERVICE CODE OF CONDUCT (Part 2. An employee must comply with all lawful and reasonable directions g iven by persons in authority in the employee's Ministry. 10. An employee must not. An employee must use Government resources and assets in a proper way. An employee must disclose. when acting in the course of employment in the public service. Section 6 (1) – (14) – Public Service Act. in the course of or in connection with employment in the public service. An employee must act with care and diligence in the course of employment in the public service. 1999) 1. An employee must maintain appropriate confidentiality about dealings that the employee has with any Minister or any member of the staff of a Minister. An employee. must treat everyone with respect and courtesy. directly or indirectly. 9. 5. 4. and take reasonable steps to avoid. power or authority in order to gain. or with the express authority of the chief executive of his or her Ministry. when acting in the course of employment in the public service. An employee must behave honestly and with integrity in the course of employment in the public service. A person must not.
15. specified in directions or required of the employee by his or her chief executive. 14. An employee must comply with any other conduct requirement prescribed b y regulations.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK information about public business or anything of which the employee has official knowledge. 13. An employee on duty overseas must at all times behave in a way that upholds the good reputation of he State. In this section employee includes a wage earner. 12. An employee must at all times behave in a way that upholds the Public Service Values and the integrity and good reputation of the public service. 67 .
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