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PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

TRAINING HANDBOOK 2011

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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

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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.”
[Malcolm Forbes]

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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.

This will involve more flexible. 5 . clear and visible values and high expectations for all its 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. Respect for Customers We will treat all our customers fairly and with utmost importance.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. development and well being. 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. 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. high performance. leading to new goals and/or approaches that will be aligned to the organization’s needs. work practices tailored to employees with diverse work place and home life needs. Value Employees and Partners We will value employees by committing to their satisfaction. They will create systems and methods for achieving excellence. Excellent Service We will strive to maintain excellent service with stakeholders.

particularly where the officers concerned belong to the general administrative cadre. 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. Prior approval of PSC must be sought before any officer is released to attend conferences. congress. 6 . Informal enquiries however with potential donor agencies may be carried out. A. Failure to meet this requirement shall result in the forfeiture of certificates. Failure to meet this requirement shall prohibit the officer from consideration for any other training program for a period of six (6) months.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. The practice of making direct approaches to aid donors and foreign embassies for any training. scholarships and overseas travel grants is most unsatisfactory and must cease.” (American Marge Piercy) Officers approved to attend training programs are required to attend the full training program. but no specific commitment as to the choice of candidates must be made. you should put in time listening. This applies to local as well as overseas programs. workshops or other similar activities. 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. ATTENDANCE TRAINING COURSES: Ministries/Departments should systematically analyse and determine training needs to ensure that officers benefit from the course they attend. 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. seminars. Officers may be nominated again for the same or similar refresher course after 5 years to keep them informed of existing and new developments. “If you want to be listened to.

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

B. BONDING:

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”

Elbert Hubbard

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PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT

2011 TRAINING HANDBOOK

(b)Training Needs Analysis (TNA)

NTPC REQUIREMENTS

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

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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
Training Officers.

(d)Training Facilities

(e) Formal Selection

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All training personnel and course participants are reminded that no multi-coloured shirt (Bula ). To uphold the professionalism of the service. PSC Training O fficers have been assigned certain Ministries and Departments to look after and they will assist in the conducting of these courses. all participants at training courses must wear decent and respectable clothes. This is to uphold the professionalism of the service. flip-flops.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. 10 . for males and multi-coloured tops or dresses and miniskirts for females is to be worn during courses. long skirts etc. PSC will not be able to train all of GWE’s and Ministries and Departments are requested to assist in other areas of training. (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. All Ministries & Departments have been assigned a desk officer at the Training division and these officers will become the focal point. Employee Relations and Management and Supervisory Development 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. during courses. dresses. Jeans. Occupational Health and Safety (OHS). etc.

administering the TPAF Levy and Grant Scheme.Workforce Training and Development The stream is responsible for the: • conduct of CTD training programs to officers at and below SS02 grade or equivalent. The stream is responsible for: Administration of the Senior Executive Services (SES) training programs. and facilitation of the in-house training courses organised by Ministries/Departments • Stream 2 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK TRAINING DIVISION FACULTIES The Training Division is divided into three faculties: UNIT 1 Stream 1 .NTPC/SES. carrying out Training Needs Analysis (TNA) service wide coordinating In-country Training programs sponsored by donor Governments/ agencies. 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 .Research and Development • • undertaking training research and development work. • compiling Monthly and Annual CTD Reports Stream 3 .

FNU.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. UoF.SERVICE TRAINING (UNIT 2) 12 . and provision of Secretariat support to the Public Service Training and Examinations Board.(PST&EB) provision of support services for training activities STAFF OF IN . conduct of Service examinations. administration of all short-term and long-term overseas in-service training undertaken by government officers only.

and administration of the pre-service scholarships for local institutions like USP.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK UNIT 3 . FNU and Overseas awards. Administration of the loan recovery payments STAFF OF WORKFORCE PLANNING AND SCHOLARSHIP (UNIT 3) 13 .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.

e. correspondence courses and Service Examinations courses. The programs are aligned/tailor-made to the requirements of the ministry/department. SS01 level or equivalent and above. Management/Supervisory Development Programs The programs offered are designed for front-line managers of all cadres. The programs focus on strengthening and enhancing leadership skills and competencies of offices at that level. 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. B. ii). 14 . CTD SCHEDULED COURSES There are three streams of CTD scheduled course: i). PSC Training Division also offers a range of additional learning and development opportunities and programs which include local in-service training programs.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 dwell on techniques of supervision and systematic organization as a basis for higher returns. C. SENIOR EXECUTIVE SERVICES [SES] PROGRAMS The programs offered are designed for SES levels i.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. IN.

agencies should ensure that the following criteria are met: • • • • • • Clear linkage to organizational strategy. by ensuring active involvement of higher-level officials in the development of their managerial subordinates. In planning for leadership development. and coverage of each program or significant learning activity in accordance with basic instructional design principles. Clear linkage to service-wide leadership competencies and Executive Core Qualifications as well as agency-specific core requirements. The most enduring legacy for the future of the Fiji Public Service is the proper development of its Senior Executives. its application. its return on investment. talent management. The Public Service is committed to deliver results. and values. and the Senior Executives drive those results. Modifications are needed to incorporate emerging trends and new requirements and to ensure continued alignment. and by serving as positive role models. Agencies. mentors. such as succession planning. 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. impact. Systematic evaluation of the extent of learning.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. goals. content. These leaders are expected to possess well-honed executive skills and share a broad perspective of government and a public service commitment which is grounded in the Constitution. The following guidelines should assist our Senior Executi ves in carrying out their agency's managerial development responsibilities. and where feasible. In view of this increasing emphasis on leadership. and performance management. 15 . Integration with other related human capital management processes. Thorough training needs analysis based on an identification of competency gaps and current mission or business goals and challenges. methodology. incorporate the following components into their leadership development approach: • Development of the objectives. and teachers for leadership. to ensure the training provided fosters a broad agency and service-wide perspective. the time is right to recommit and strengthen the Fiji Public Service to developing effective future leaders. at a minimum. Top-level commitment as demonstrated by dedicating adequate resources.

and development-focused assessment centers. Appropriate use of technology in delivery of learning material. blended learning solutions should be considered. Further development can be offered through appropriate educational opportunities and self-development or professional development activities. Leadership development plans designed for the individual's level of management. organizational surveys. including communicating expectations. improving and rewarding employees' performance. case studies. manager. and measurement. action learning projects. ideally with multiple sources of input. and managing turnaround organizations are examples of excellent learning opportunities. This can include additional assignments and responsibilities structured for development purposes. Agencies should take into account the following best practices and special considerations: • • • • Facilitating learning through active involvement of the leader's supervisor. peer group. simulations. Similar plans may be developed for potential leaders. and managing. Learning activities that integrate individual learning with team or organizational learning. tracking. A broad range of learning methodologies grounded in experiential/actionoriented learning and relationship-based learning. system support. mentor. coach.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK • • • • • • • Strategies for identifying potential leaders with options for management nomination and for self-nomination. Periodic agency program evaluations of training plans. In learning delivery. Assessments should also be conducted for employees identified as potential leaders. or management consultant. Structuring development challenges into future assignments. Training for new supervisors and managers to ensure they have completed development of basic supervisory skills. evaluating. to determine how the plan or program accomplishes or effectively promotes the agency's specific performance plans and strategic goals. and other experientially oriented assignments. Initial and periodic assessment of the leadership competencies of each supervisor. Ideally. business simulations. launching new initiatives. coaching and mentoring assistance. and executive. training should be completed within six months of appointment to supervisory duties. 16 . Learning from feedback through such methods as multi-rater assessments. including leadership development programs. External rotations. Special attention should be paid to any periods of transition into new roles and the continuing development of executives.

Together. They do not determine the future. resources and energy” [Peter Drucker – People and Performance] 17 . DEPUTY SECRETARIES OF VARIOUS GOVERNMENT MINISTRIES & DEPARTM ENTS “Objectives are not fate. these policies and tools provide the foundation for a Government agency to establish a highly effective leadership cadre for the present and the future. they are commitments. they are direction. for example. such as managing employees with non-traditional career patterns or managing a multisector workforce. or to areas of increasing responsibility. They are not commands. procurement integrity and ethical standards.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK • Attention to Government-specific issues of concern. they are means to mobilize…….

.” (Commissioner Fusi Vave.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.Opening of the Leadership Training Programme) 18 .

Occupational and Individua l levels prior to the programme being designed. Therefore the schedule of the programmes contained in the prospectus reflect the actual need and accordingly offers extremely wide range of training programs which responds to the full range of competencies required for the complexity of operating the Public Service.06/05/2011 30&31/05 -1-3/06/11 05 . 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. CTD COURSE DATES COURSES DESTINATION TARGET GROUP 07/03 .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 .11/03/2011 02/05 . a training need analysis exercise was carried out at Organizational. In order to ensure that the training programs meet the actual needs of the Senior Executive Services from Ministries/ Departments. These are officers at US04 level or equivalent and above.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.

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Ministries/Dept. 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 . 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 .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.11/02/2011 14/02/11 25/02/2011 16/02-17/02/2011 16/02 .03/03/2011 07/03 .02/03/2011 03/03 .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 .04/03/2011 28/02 .09/03/2011 10/03 .01/03/2011 02/03 .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 .

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 .

U. S. H(2).State& The Public Service: E Machinery of Govt.State& The Public Service: E Machinery of Govt.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 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.State& The Public Service: E Machinery of Govt. 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 .State& The Public Service: E Session 1: Service Exams H(1).

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 .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 .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 .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. Ministries/Dept. H(2).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. Ministries/Dept. CYabaki MTARA 3rd Term School Holidays Session 2: Service Exams H(1).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. S. U. MTora MTARA JFuata 27 .State& The Public Service :E Machinery of Govt. E Phase 2: Planning & Accountability Framework Monitoring and Evaluating Training Records 3 Divisions Suva Suva Exam Candidates Ministries/Dept.

trainees and their supervisors are required to assess the effectiveness of the training undertaken on the actual job performance. Specimen form . Lautoka and Labasa and in some districts. CTD scheduled training programs are offered in the main centres of Suva. skills and attitudes of participants. Programs include a range of different learning techniques. Evaluation forms – Appendix II 28 . including. CTD Scheduled Nomination Procedures Scheduled courses for the year are based on training needs of Ministries/ Departments. 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. group discussions. Trainees are provided with the opportunity to evaluate the programs daily and also at the end of the course. 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. but not limited to. The venue for these programs n Suva is the newly i renovated Centre for Training & Development (located at Queen Elizabeth Drive. Pre and Post-Course Trainee Appraisal Training needs are properly identified through determining the pre-course and postcourse level of knowledge. Daily and End-of Course Evaluation Training Officers monitor the progress of learning during the course through sum-ups. 2. while being practically orientated. simulations. Each training program includes recognized and contemporary concepts and theories. which is a modern training venue. 3. reflections and group discussion sessions.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. The number of participants range from 20-25 people. 1. with up-to-date technology and experienced and qualified staff. 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. Nasese). This form can be downloaded on the PSC website.Appendix I Nominations without completed Training and Nomination/Selection and Analysis forms will not be considered. role playing and case studies. Transfer Evaluation Three months after the training.

and how to resolve industrial conflicts. The progress and performance of officers depend to a large extent on how they were inducted/oriented into the organization. promoted or transferred at all grades. 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. 1990. procedures and regulations of the Service. Within these roles and functions. Official Communication Process. FICAC Awareness Methodologies: Information Exercises. Public Service Act (Constitution) Regulation. Fiji Procurement Office Regulation. ERP 2007. some conflicts of interes t are bound to arise. Current employee relations issues: terms and conditions of service. 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. cooperative and productive member. employees and the state in the labour process. Objectives: At the end of the course participants should be able to understand the Employee Relations Systems. Application Closing Date: Two weeks prior to commencement of course. Target Group: Officers who are newly recruited. while employees look for continuity of employment. of participants : 20 . Sessions. participants should understand the machinery of government. Time Management. Industrial conflicts in 29 . Financial Instructions 2010. General Orders. their rights. No. the rules. Quality Performance. obligations and responsibilities as Public Officers and the terms and conditions governing their employment.25 per session Content: The State Services Decree and Machinery of Government. Improving Customer Services in the Public Sector. EMPLOYEE RELATIONS Traditionally employee relation was viewed as the antagonistic existence between employers. industrial policies and practices in Fiji. Target Group: Officers at SS03 grade or equivalent and below. mediation. Occupational Health and Safety. 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. Venue and Dates Venue Suva Dates No. arbitration and negotiation. Contemporary definitions of ER connote the whole gamut of employee relationships in the work process. Grievance Procedures in the Service. Registry procedures. Content: Theories of Employee Relations. The Government acts as the referee. Objectives: At the end of the course. Management emphasizes the efficient use of resources for maximum returns. Code of Conduct. security of earnings and satisfaction in their work. Induction is always the first step in the management development process.

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Occupational Health & Safety/Act. Performance Merit. Integrity and accountability. rules and regulations governing their employment and apply them in their day-to-day activities. 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. Objectives: At the end of the course participants should be able to identify and practice ethical values and responsibilities. General Orders. Financial Instruction 2010. Machinery of Government.13/05/2011 16/05 . Fiji Procurement Office DISCIPLINARY & ADMINISTRATIVE ETHICS The concept of Ethics is subjective but important. of Participants: 20 – 25 per session Content: Definition of Ethics. Unethical practices are breaches of the agreement caused mainly by abuse of power. while a manager’s ethical responsibility include equity. Exercises. All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Objectives: At the end of the course participants will be able to understand the machinery. neutrality. Venueand Dates Nabouwalu Lautoka Labasa Suva Labasa 12/05 . 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. No. Methodologies: Information Sessions.29/07/2011 Requirements: Requirements: All nominations MUST be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. OHS. Performance Management/Appraisal. Application Closing Date: Two weeks prior to commencement of course. Public Service Act 1999. Importance of Training in Ethics.24/06/2011 28/07 . of Participants: 20 . probity and loyalty. 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. honesty. being able to identify where you fit in and how you contribute to the goals of government should be rewarding and motivating. Terms and Conditions of Employment. Management values include fairness.17/05/2011 26/05 . ignorance and other motives. JIC Agreement.27/05/2011 23/06 . Discussions and Case Studies. 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. Target Group: Officers at SS02 grade or equivalent and below. Application Closing Date: Two weeks prior to commencement of course.25 per session Content: The State Service Decree. the Organisation and You. Methodologies: Information Sessions. Established Code of Conduct 30 . In many instances. Group Exercises and Discussions. It generally means formal or informal agreements made between two parties. For civil servants. Public Service Code of Conduct and values. Target Group: SS02 or equivalent & below No.

16/08/2011 07/09 . Customer Service principles. 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. organizational behavior modification processes. Case Studies. Ethics and values. Public Service Commission Regulations 1999: Disciplinary Action.13/05/2011 10/05 . implement accurate accounting practice. via telephone and in any other situation.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK in the Fiji Public Service.22/09/2011 Labasa Lautoka Suva Requirements: 24/05 -25/05/2011 26/07 . provide a means of measuring output.29/09/2011 All nominations MUST be accompanied by duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Developing and maintaining Customer attitude.15/09/2011 21/09 . Group Discussions. Application Closing Date: Two weeks prior to commencement of course.03/03/2011 12/05 . Objectives: At the end of the course. guard against corruption. and protect the organisation from troublesome law suits and negative publicity. allow long and short term planning.11/05/2011 18/05 -19/05/2011 09/06 . Target Group: Officers at SS04 grade or equivalent and below. Public Service (Personal Grievance) Procedure. Organizational contexts of discipline. Case Studies and Exercices. Venue and Dates: counter through writing. Suspension for Duty. JIC Personal Grievance Procedures and Public Service Ethics/ Code of Conduct. Customer and their needs. Application Closing Date: Two weeks prior to commencement of course. 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. Telephone Techniques. Methodologies: Information Sessions. Organizational context of Customer/Client Service. Requirements: All nominations MUST be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. RECORDS MANAGEMENT Record Keeping and their proper management are vital to the efficient and effective operation of public and private agencies. As public Officers. Ethics and their context.04/03/2011 02/03 . of participants: 20 – 25 per session Content: Customer vs Client. Attitudes to Customer Service. Classroom Exercises and Role Play Venue: Savusavu Labasa Lautoka Nabouwalu Suva Levuka Ba Lakeba Lautoka Rakiraki 03/03 . support human resource planning. participants should understand the mechanics of good customer service and develop right attitudes and skills in public relations at the 31 . No.10/06/2011 15/08 .08/09/2011 14/09 . Communication Techniques.27/07/2011 28/09 . Méthodologies: Information Sessions. public relation is an integral part of our duties and responsibilities. Well managed records allow an organisation to make information readily available for decision making. developing an Ethical Attitude. enable control of stores.

Current Trends. Application Closing Date : Two weeks prior to commencement of course. 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 .14/07/2011 14/07 .10/06/2011 13/07 .19/05/2011 26/07 . Understand the factors that have contributed to Public Sector Reforms I.27/07/2011 Methodologies: Information Sessions. of Participants: 20 – 25 per session Content: Overview of Records Management. All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Appraisal Principles – Appraisal Techniques. Methodologies: Information Sessions. Management of Records in Government Agencies. 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.02/03/2011 10/03 .29/07/2011 17/08 . No. IV. Disposal Schedules.11/03/2011 09/06 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT Act • • Be current with legislative developments Understand basic management of records in special format (Electronic and AV) II. Nabouwalu Savusavu Vunisea Nadarivatu Suva Sigatoka Rakiraki Lautoka Ba Requirements: 10/02-11/02/2011 01/03 .Public Enterprise Reform. Managing Records in Special Format. III. V. Legislative Developments. Identify the benefits of the Public Sector Reform Programs 32 . 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. Records Life Cycle. The National Archives of Fiji.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. Discussions and Group Exercises Venue and Dates: Target group:Officers at SS05 grade or equivalent and above.24/02/2011 18/05 .11/03/2011 10/03 . Application Closing Date : Two weeks prior to commencement of course. Financial Management Reform and Civil Service Reform are the three types of reform that are happening in the Public Sector. 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 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.15/07/2011 28/07 .

of Participants: 30 – 35 per session Content: Government Reform Programs. Government Machinery. Public Service Act & Regulations 1999. To interpret and implement the Service Excellence Award Framework at various Government Agencies. Constitution. and Suggestion Scheme. H(2). 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. Methodologies: Information Sessions. Delegation of Powers. The implementation of the Service Excellence Award Framework requires all government agencies to identify and employ process improvement tools. Complaints Register. U and E.13/09/2011 All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis 33 . Methodologies: Information Sessions. officers are required to pass relevant service examination. 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. Service Commissions. Target group:Eligible candidates for service examinations No. Discussions . Objectives No. 2011 TRAINING HANDBOOK Application Closing Date : Two weeks prior to commencement of course. Concepts of TQM.01/03/2011 12/09 . Group Exercises and Individual Assessments Suva Labasa Lautoka Requirements: 21/02-22/02/2011 28/02 . of Participants: 20 – 25 per session Content:Defining Productivity. Quality Circles and 5S. 1978 and of the General Orders. The Public Service Commission is responsible for the development and conduct of service examinations H(1).PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT form or will be disregarded. Quality and Total Quality Management. General Orders. 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 and Group Exercises Venue and Date : Assist eligible candidates to pass the relevant service examinations. For advancement and personal development in the civil service. Quality Management tools like Employee Survey Form. GWE’s Terms & Conditions of Employment. Supplies & Services Instructions. S. The tools will bring about changes and improvement continuously. Transport Rules & Regulations. Customer Survey Form. 5S as the recommended tools for continuous improvement tools. English Comprehension & Grammar. Judicature. Financial Instructions.

18/11/2011 14/11.21/10/2011 17/10 .11/11/2011 07/11 .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 .21/10/2011 17/10 .11/11/2011 14/11.04/11/2011 31/10 .21/10/2011 17/10 .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 .28/10/2011 31/10 .11/11/2011 07/11 .04/11/2011 07/11 .25/11/2011 21/11 .21/10/2011 24/10 .11/11/2011 07/11 .11/11/2011 07/11 .28/10/2011 24/10 .18/11/2011 14/11.04/11/2011 31/10 .18/11/2011 21/11 .21/10/2011 17/10 .18/11/2011 14/11.28/10/2011 24/10 .21/10/2011 17/10 .11/11/2011 07/11 .04/11/2011 31/10 .

new legislation.25 per session Content: Health & Safety at Work (HASAW) Act. Application Closing Date: Two weeks prior to commencement of course.18/11/2011 14/11.25/05/2011 19/09-20/09/2011 All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. Monitoring of policy. Identifying Risks and Hazards.25/11/2011 21/11 . First aid procedures. Prevention of accidents. technology and machinery are constantly being introduced. identify work related problems caused by negligence. POLICY FORMULATION AND DEVELOPMENT The workshop focuses on how to plan and formulate policies in line with the national policy objectives. Venue: Lautoka Suva Labasa Requirements: 16/05-18/05/2011 23/05 . critically analyse national policies and understand the proper management of policies. Group Exercises. Policy evaluation.25 per session OHS MODULES I & II As rapid industrialization is taking place in Fiji.25/11/2011 21/11 . Workmen's compensation Méthodologies: Information Sessions.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. 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. Workplace Regulations. Application Closing Date : Two weeks prior to commencement of course. of Participants: 20 . of Participants: 20 . Effective policy formulation.03/06/2011 Requirements: All nominations should be accompanied with duly completed Training Nomination/ 35 . Target Group: Officers at SS02 and SS03 grade or equivalent. and take precautionary measures or reduce risks in negligence. understand the new OHS legislation. Accident Investigation. 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. Methodologies: Information Sessions. All nominations should be accompanied with duly completed Training Nomination/ Selection and Analysis form or will be disregarded. critically analyse national policies and to assess the impact and implications of policies they administer ensuring proper management within the organization. Case Content: Policy Planning and management concepts. Strategies for policy management.25/11/2011 14/11. OHS Policy Formulation. Policy analysis.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 21/11 . Target Group: Members of OHS Committee and All employees No. It is therefore necessary to improve existing working conditions to maximize employees’ health and safety. No. Venue /Dates: Suva 01/06 . Case Studies and Discussions. Objectives: At the end of the course participants should be able to:Understand the concept of OHS.

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. • Target Group: Training Officers Middle Management Venue: Suva Lautoka Labasa 04/07 . The National Archives of Fiji. provide a means of measuring output. 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 MANAGEMENT Records and their proper management are vital to the efficient and effective operation of public and private bodies. Appraisal Principles – Appraisal Techniques. 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. Application Closing Date: Two weeks prior to commencement of course.06/07/2011 15/08 . Selection and Analysis form or will be. Records Life Cycle. of Participants: 20 – 25 per session Content: Overview of Records Management. Intended Outcomes: • • Understand the principles and methods involved in Disaster risk Management..05/10/2011 Venue: Suva Lautoka Labasa Requirements: 04/07 . • • Target group:Middle Management No. implement accurate accounting practice.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Selection and Analysis form or will be disregarded.17/08/2011 03/10 . Methodologies: Information Sessions. support human resource planning. Periodic review mechanism as part of the monitoring and review process. 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.05/10/2011 Maximum No.17/08/2011 03/10 . and To improve community resilience to natural disaster. Discussions and Group Exercises Understand of the risk Management Structure. Strengthen and improve skills on Disaster and Risk 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. Legislative Developments. and protect the organisation from troublesome law suits and negative publicity. Current Trends.06/07/2011 15/08 . guard against corruption. allow long and short term planning. enable control of stores. Managing Records in Special Format. Disposal Schedules. Management of Records in Government Agencies.

Venue: SUVA : 31/05 . 37 . 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. ADVOCACY AND PROSECUT ION SKILLS This course will provide an opportunity for participants to acquire Knowledge for all prosecution and advocacy. Skills in handling disciplinary cases are required for all prosecutors in all Government ministries and departments. Target Group • Middle Management Maximum No..PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Application Closing Date: Two weeks prior to commencement of course. 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.01/06/2011 Applications Closing Dates: Two weeks prior to commencement of the course.

Legislature Labour. Public Enterprise and Anticorruption Judicial DPP Solicitor General TEAM FOUR Health Women Social Welfare and Poverty Alleviation Local Government. Electoral Reform. 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. Urban Development. Justice. National Security and Immigration (RFMF. Prisons) TEAM TWO Foreign Affairs. 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. 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 . Police.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.

The programs are specially tailored and focused to meet the requirements of the ministries and departments. CTD. Ministries and departments must submit to the PSC Training Division their Training Plan for in-house training courses each year. especially generic courses to boost capacity building within the Civil Service. 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. upon receipt of request/invitation and depending on the training needs and available resources.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK IN-HOUSE DECENTRALISED COURSES Ministries and Departments are encouraged to conduct more in-house training. fulfilling the requirements of the Fiji National Training Act. CTD can assist Ministers and Department in conducting in-house training for ten development programs.

in harmony with on-going development activities in the country. 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. which is presently based in Manila. development and consultancy (TRDC) components to be implemented within a specified period. Nominations for these courses are to be sent directly to the Government Supplies Department. A copy of the criteria and application forms is at Appendix III. 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. Applications for In-Country Training under CPSC are usually invited in March every year. research.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. has twenty (20) member countries including Fiji. 40 . The CPSC. In-country programs are usually offered upon request of the member country (MC). 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. Under their programme. These long-term programs are based on their priority areas of concern. Philippines.2007. incorporating the necessary training.

Officers may be given approval to attend short courses at these institutions if there is a need for such training.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. PACSOFT. attachments. which is not available through Government sources. postgraduate and technical studies at USP and FIT are available for sponsorship through the PSC Training Division. 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. and undergraduate and technical studies at various overseas training institutions are often available for sponsorship through the PSC Training Division. Approval may also be granted for officers to attend non-CTD short courses at other local training institutions. 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 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. supported by the relevant training forms. and other well recognized local training institutions. 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. Nomination Procedures: Ministries/Departments could submit overseas training proposals to PSC well before the closing date for relevant course(s) using the necessary forms. LOCAL IN-SERVICE TRAINING PROGRAMMES: Undergraduate. official visits. part-time and extension studies. TPAF. APTECH Computer Centre. 41 . Application to attend such courses should be submitted to PSC through the officer’s Head of Department. SPC normally provide locally organized short courses.

which they should actively pursue. All on-the-job training should be properly documented/recorded for inspection by the staff of PSC and TPAF for grant/levy claim purposes. SERVICE EXAMINATIONS: Certain Ministries/Departments have their own prescribed departmental examinations and conduct classes to prepare officers for these examinations. PSC training officers could assist if there is a need. Staff are trained while actually performing the task and do not necessarily have to leave their work for the training room. S. The PSC Training Division will coordinate the conduct of tutorials for the Central Division. ON-THE-JOB TRAINING: Supervisors are responsible for on-the-job training of their staff. 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. This is to prepare candidates who may wish to sit for the Service Examinations (H1. 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 type of training is normally done on the job-site. Western and Northern Division. 42 . E & U) twice yearly during the first term and third term school. Details of these examinations are outlined in the General Orders 801-804. The award will depend on the individual’s academic performance for continuation or termination. promotions and general orientation are other types of on-the-job training. Some Ministries/Departments provide such training to employees on apprenticeship scheme when the apprentices are undergoing industrial experience. CTD will continue to conduct Service Examination (H1. transfers. E & U). Acting appointments. the trainee’s performance is continuously assessed by his/her examination results. H2. exchanges or attachments are required to submit a report in duplicate within 2 weeks of their return to work. S. 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.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK Evaluation Process: For formal academic training at Universities and Technical Institutions. Officers undertaking visits. 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. Ensure recovery of student’s contribution in the cost sharing loan and student loan from students or their guarantors. Assist in the placement of scholarship awardees after successful completion of their programs. Implement the Government Scholarships Policy i. 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. 5. 43 . These are awards funded by both the Fiji Government and various donor agencies. 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. 6. Administration of the Student Loan Scheme. administration of all scholarship awards to Pre-Service and In-Service students at local and overseas institutions. 4. 3. The core functions of the unit are as follows: 1.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. 7. Application form is attached as Appendix V. Award through the Government Selection Committee. Maintain appropriate student files. 2. records and statistics for official purpose and retrieval.

PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 44 .

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. 4. 7.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. of Children: Married/Single: Telephone: E-Mail: Job Title: CLASSIFICATION/CODE Confirmed: (Yes/No) 10. 6. Service Exams Passed with Dates: 11. 2. 5. 8. 9. Work Experience (show post. 3. dept & number of years on each): 45 .

46 . Give full justification as to why the course is necessary for this nominee. state when the bond period expires. 15. 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. 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).PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 12. Is the Officer serving bond? (Yes/No) If yes. 14.

Does the officer’s training need match with the training needs mentioned in his/her last ACR? Yes/No. Knowledge required to perform the duties of the post: 21. Skills required to perform the duties of the post: 22. Positions Description (State the Principal Accountabilities of the Post) 20. State at which level the training is targeted (Organizational. 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. 17. Occupational or Individual and why?) SECTION C: Training Needs Analysis (TNA) 18. Attitude/Attributes and other factors (Competencies) required to perform the duties of the post: 47 .

Specific areas in which training is required: 24. Comments by the HOD regarding this nominee’s selection: Head of Department’s Signature: Date: 48 .PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 23. Any general comments by the supervisor regarding this nominee’s selection? Supervisor’s Signature: Date: 25.

.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 ………………………………………. (To be completed by the Trainee) A. Do you think the course you attended was relevant to your duties in the Civil Service? Yes/No: __________________________________________________________________ If the course was not relevant. skills and attitude to work? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ GOVERNMENT BUILDINGS 49 . please explain why? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ 3. Part 1. If it was relevant. 2. General Relevance of the Course 1. how has the course helped you in developing your knowledge.

What were some of the learning points that you could not apply although you believe would still be of use in future? ________________________________________________________________________ ________________________________________________________________________ _________________________________________________________________________ 3.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK B. (REMARKS BY HEAD OF DEPARTMENT/SENIOR OFFICER) 1. Learning Points and Application (Do not attempt this if you did not learn anything from the course) 1. What aspects of his/her improvement in performance could you attribute to his/her training? _________________________________________________________________________ _________________________________________________________________________ 50 . Since _________________________________________________ returned from the course. What were some of the significant learning points that you managed to apply in your work situation? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ 2. has there been any marked improvement in his/her work? _________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________ 2. Why couldn’t you apply them? _________________________________________________________________________ _________________________________________________________________________ Part II.

(Signature of Head of Department/Senior Officer) 51 . …………………………………………………………………. How far do departmental restrictions limit the officer’s application of learning? ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ 4. Are there any other comments you wish to make on the matter? ________________________________________________________________________ ________________________________________________________________________ Date: ………………………….PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 3.

Content (Focus Areas): (a) (b) (c) (d) ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ 5. MERALCO AVENUE. Expected Outcomes: _________________________________________________________________________________________________ _________________________________________________________________________________________________ _________________________________________________________________________________________________ 52 .COUNTRY TRAINING PRO GRAMME 1. Objectives:______________________________________________________________________________ ____________________________________________________________________________________________ ____________________________________________________________________________________________ 4. Programme Title: (only one programme per year)___________________________________ COUNTRY ____________________ _______ ____________________________________________________________________________________________ 2.NET WEBSITE:HTTP://WWW.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.NET/USERS/CPSC FORM 1. DECS COMPLEX. METRO MANILA PHILIPPINES E-MAIL: CPSC@SKYINET.SKYINET. Background/Rationale: ____________________________________________________________________________________________ ____________________________________________________________________________________________ 3. PROPOSAL FOR IN . Participants:(Target Group and Number) ____________________________________________________________________________________________________________________ ______________________________________________________________________________________________________ 6. PASIG CITY.

WHILE THE HOST COUNTRY PROVIDES A LOCAL CO. Proposed Dates: (Please give at least 3 alternatives) 1st Preference . 53 . THE TRAINING VENUE AS WELL AS EXPENSES OF PARTICIPANTS LIKE ACCOMMODATION.From _______________________ to _________________________ 2nd Preference .From _______________________ to _________________________ 3rd Preference . CPSC PROVIDES THE SERVICE OF ONE FACULTY CONSULTANT FOR THE COURSE DEVELOPMENT AND IMPLEMENTATION INCLUDING COST OF TRAININ G MATERIALS.ORDINATOR AND FACILITATORS.From _______________________ to _________________________ 8.COUNTRY PROGRAMME IS A PARTNERSHIP PROGRAMME BETWEEN CPSC AND THE HOST COUNTRY. LOCAL TRANSPORTATION AND INCIDENTAL EXPENSES.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 7. Proposed venue : ______________________________________________________________________________________________________ _____________________________________________________________________________________________________ 9. FOOD. Proposed Local Coordinator: Name: ________________________________________ Signature: ______________________________________ Position:__________________________________________________________________________________________ Address: _________________________________________________________________________________________ ____________________________________________________________________________________________________ Tel: Office: _____________________ Residence: _______________________________ Fax: ____________________________________________________________________ E-mail:__________________________________________________________________ NOTE: IN .

PASIG CITY.NET/USERS/CPSC FORM 2. c. b. b. The funding of the project can be joint or sourcedout for possible funding assistance from potential donors and sponsors.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK COLOMBO PLAN STAFF COLLEGE FOR TECHNICIAN EDUCATION BUILDING BLOCK C. PROPOSAL FOR RESEARC H AND IT PROJECTS Project Type: Research IT Project Title: __________________________________________________________________ ___________________________________________________________________ Project Description: a. c. Local counterpart fund. MERALCO AVENUE. 54 . if any:____________________________________ Note: The above proforma is for research and IT project proposals. METRO MANILA PHILIPPINES E-MAIL: CPSC@SKYINET. CPSC would like to propose partnership with its Member Countries through appropriate organisations and/or interested TET institution on a sub-regional research venture. Total Breakdown _________________________________________________________ b.SKYINET.NET WEBSITE:HTTP://WWW. DECS COMPLEX. Executing Agency _________________________________________________ Project Organisation _________________________________________________ Parties Involved _________________________________________________ Project Schedule: _____________________________________________________________ Project Budget: a. Project Rationale Project Objectives _________________________________________________ _________________________________________________ Project Components _________________________________________________ Methods of Implementation: a.

PASIG CITY.NET WEBSITE:HTTP://WWW. MERALCO AVENUE.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.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 .NET/USERS/CPSC YEAR 2003 CPSC IN . DECS COMPLEX. METRO MANILA PHILIPPINES E-MAIL: CPSC@SKYINET.

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 .

Box 7500. H(2).attach H(2) 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 . S.O. DAPO. for S or U . (If applying: for H(2) attach H(1) result. 1300 Pasav City.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK COLOMBOPLANSTAFFCOLLEGE FOR TECHNICIAN EDUCATION P. U & E This applicant form is to be completed by the applicant. E H(1)applicants—no I certify that the information given above is correct. S. 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). 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. 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). Domestic Road. H(2).

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 .

EMAIL ADDRESS B. FAX NO 3. Nam e of Institution 2. P. DFL b) Major c. FSLC 2. POST 7.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK APPENDIX VI For Official Use PUBLIC SERVICE COMMISSION BERK ELEY CRESCENT. MINISTRY 12. Academic Information a) Programme 6 . Dip. PHONE 10. 6. DEPARTMENT 11. ITC NO. Studen t ID No.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. CURRENT EDUCATIONAL QUALIFICATION 1. BUILDINGS SUVA. RACE 5. 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 . Student Nam e (If differen t from above) 4.Box 2211. Cur rent of Proposed Mode of Study a) Full Time 5. of Program & S ponsored Units v)Pass/Fail E . G r a d u a t i o n Expectation a) Month and year F. 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. NAME 2. USP FOUNDATION OR EQUIVALENT a) Subject b) Grad e Office : CONTACT Residence: NO 13.SHO W THE T OTAL COURSE PLANNE D INCLUDI8NG RESULTS OF THOSE A 3. CONFIRMED Yes/No DATE 9. P R O P O S E D I N. FORM SEVEN a) Subject b) Grade a) Subject b)Grade C. Minor b) In what (eg. DOB Attach certified copy of birth cert. GENDER Male/Female 4. GOVT. 8. STATION 14. 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. FIJI Recd: File: Status APPLICATION F OR I N .S E R V I C E T R A I N I N G R E Q U I R E D 1. APPOINTMENT 3.O. PERSONAL DETAILS 1.

but the Ministry can only partially accommodate c) Granted under GO 900 (a) (i) or (b) provisions. 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 . 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 . 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. RECOMMENDATION OF THE PERMANENT SECRETARY AND THE HEA D OF DEPARTMENT ON THE APPLICATION 1. 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 . 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). 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. but the Ministry is not in a position t o accommodate any necessary support d) In very special circumstances. 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. 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. 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.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 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 . APPLICANT’S UNDERSTANDING AND UNDERTAKING 1.

accurate and timely advice and implementing the Government's policies and programs. 64 . The public service carries out the Government's policies and programs effectively and efficiently and with due economy. The public service is responsible to the Government in providing frank. when appropriate. Employment decisions in the public service are made without patronage. to the Government. The composition of the public service reflects as closely as possible the ethnic composition of the population. have adequate and equal opportunities for training and advancement in the public service. rights and freedoms set out in the Constitution. policies. of occupational preferences. 9. 6. 2. impartial and professional way. 1999) 1. favoritism or political influence. 7. competitive selection process. within the framework of the Constitution and the Public Finance Management Act 1999. Men and women equally. The public service is fully accountable. performing its functions in a neutral. and appointments and promotions are made on the basis of merit after an open. and the members of all ethnic groups. Section 4 (1) – (14) – Public Service Act. The public service is apolitical. the Parliament and the people of the Fiji Islands.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK APPENNDIX VII THE PUBLIC SERVICE V ALUES (Part 2. 3. 4. taking account. 5. 8. The Public Service respects the values. The public service provides a working environment that is free from discrimination. comprehensive. honest.

11. focuses on achieving results and managing 65 . 12. flexible and rewarding workplace. The public service delivers services fairly. particularly for integrity and honesty. 13. The public service provides a fair. The public service develops and maintains leadership of the highest quality. 14. The public service has the highest ethical standards. The public service performance. particularly through the Senior Executive Service.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK 10. effectively and courteously.

2. 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. give or disclose. except in the course of his or her duties as an employee. 5. status. An employee must use Government resources and assets in a proper way. and without coercion or harassment of any kind. An employee. 1999) 1. directly or indirectly. An employee must comply with all lawful and reasonable directions g iven by persons in authority in the employee's Ministry. any . 66 department or parliamentary body. An employee must act with care and diligence in the course of employment in the public service. 8. An employee must maintain appropriate confidentiality about dealings that the employee has with any Minister or any member of the staff of a Minister. in the course of or in connection with employment in the public service. An employee must not. 3. must treat everyone with respect and courtesy. or seek to gain. An employee must disclose. when acting in the course of employment in the public service. 7. any conflict of interest (real or apparent) in connection with employment in the public service. 9. and take reasonable steps to avoid. a benefit or advantage for the employee or for anyone else. provide false or misleading information in response to a request for information that is made for official purposes. must comply with all applicable Acts and subordinate legislation. An employee must behave honestly and with integrity in the course of employment in the public service. 10. An employee must not make improper use of official information or of the employee's duties. An employee. department or parliamentary body. Section 6 (1) – (14) – Public Service Act. power or authority in order to gain. 6. A person must not. 4.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK PUBLIC SERVICE CODE OF CONDUCT (Part 2. 11.

15. 14. An employee must comply with any other conduct requirement prescribed b y regulations. 12. In this section employee includes a wage earner. 13. specified in directions or required of the employee by his or her chief executive. 67 . 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.PUBLIC SERVICE COMMISSION TRAINING & DEVELOPMENT 2011 TRAINING HANDBOOK information about public business or anything of which the employee has official knowledge. An employee on duty overseas must at all times behave in a way that upholds the good reputation of he State.