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Employee

Handbook
Bihar Rural Livelihoods Promotion Society
State Rural Livelihoods Mission, Bihar
JEEV KA i
(An initiative of Govt. of Bihar for Poverty Alleviation)
Dear Colleagues,
Welcome to BRLPS!
We are happy to welcome youas part of our family andwishyousuccess.
Bihar Rural Livelihoods Promotion Society “JEEViKA” is an initiative of
Government of Bihar for social and economic empowerment of rural poor. It has
been designated as State Rural Livelihoods Mission by Rural Development
Department, Government of Bihar for rolling out of Aajeevika (NRLM) in Bihar.
JEEViKA provides you a unique opportunity to be a part of most ambitious
poverty alleviationprogramme since independence.
It provides a professional and challenging work environment to its associates. This
is a good opportunity for experienced development professionals and aspiring
youngsters to associate withone another for the development of rural India.
We hope and wish you to be a partner in our endeavor. We believe that you would
find your work challenging, enjoyable and rewarding. So, let us come together, work
together andaspire that poverty wouldbe seenonly inmuseumandnot outside.
This handbook acquaints you with the key policies, benefits and information
pertaining to your employment. Please use this handbookas a ready reference.
Once again, Hearty Welcome to you. We look forward to a successful and long term
relationshipwithyou.
Sincerely,
Arvind Kumar Chaudhary,
Chief Executive Officer, BRLPS
-cum-
State Mission Director, SRLM
INDEX
1. Human Resource Development 01-27
2. Communication 28-29
3. Institution Building & Capacity Building 30-39
4. Micro Finance 40-61
5. Social Development 62-71
6. Livelihoods 72-76
7. Jobs 77-79
8. Monitoring, Evaluation & Learning 80-80
9. Finance 81-90
10. Procurement 91-105
11. Joining Formats
a) Candidate Information Form
b) Details for Medical Policy
c) Nomination and Declaration Form
d) Employee Provident Form
e) Child Education Form
f) Details of Documents Produced at the time of joining
HUMAN RESOURCE DEVELOPMENT
1. ABOUT BIHAR RURAL LIVELIHOODS PROMOTION SOCIETY (JEEViKA)
Bihar Rural Livelihoods Promotion Society is an autonomous body under the Department of
Finance, Govt. of Bihar registered under Society Registration Act, XXI- 1860, has been
designated as State Rural Livelihoods Mission, Bihar under the Framework of National Rural
Livelihoods Mission to enable 1.25 crore rural poor and poorest of the poor families of Bihar to
come out of poverty with enhanced quality of life through mobilizing poor families into self
reliant institutions and promoting sustainable livelihoods as well as strengthening service
delivery mechanism.
The structural arrangement for implementing the NRLM to scale up the JEEViKA model of
poverty alleviation throughout the State of Bihar in phased manner would be through its three
tier structural unit i.e. State Project Management Unit (SPMU), District Project Coordination
Unit (DPCU) and Block Project Implementation Unit (BPIU).
Executive Committee led by Development Commissioner,
Govt. of Bihar, members from Govt. Departments,
NABARD and Development Agencey
SMMU / SPMU headed by CEO/Mission Director
Supported by a thematic Expert Consultants i.e.
State Project Managers & Project Managers
DMMU/ DPCU headed by
District Project Manger and supported by
various thematic Managers
BMMU / BPIU headed by Block Project Manger
and supported by Area Coordinator and
Community Coordinators
Community Institutions (BLF/CLF/VO & SHGs)
supported by Community Cadre i.e.
CM, BM, BK, CRP, VRP and WoW
2. Project Structure is a three Tier Structure
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Bihar Rural Livelihoods promotion Society (State Rural Livelihoods Mission, Bihar) is led by its
General Body, fromwhich a more functional Executive Committee has been formed for taking all
policy level decisions and advising the functionaries of the society. Representatives from the
Government of Bihar, Banks, Development institutions and civil society form the Executive
Committee of the Society.
At the state level, the State Project Management Unit (SPMU) has been formed and staffed
with a team of dedicated development professionals. The Society is headed by a Chief
Executive Officer who is also the State Mission Director,SRLM. Along with CEO, various
functional specialists are positioned as State Project Managers and Project Managers, to
oversee and manage the various functions within the Jeevika project. The CEOis assisted by
an Administrative Officer and Officer on Special Duty. The allocation of roles and
responsibilities of this State Project Team follows a matrix structure where they are
responsible for a function (specialized and thematic) and a district during project
implementation.
There are district units of the Society established as District Project Coordination Unit
(DPCU). A District Project Manager (DPM) is appointed by the Society to head each of the
district unit. To support the DPCU, Functional Specialists are placed as per the requirement
of the project. The DPCU is responsible for coordinating, implementing and managing
project activities across the blocks under project operation and in the district.
At block level, the Society places a Block Project Implementation Unit (BPIU). This is a key
unit of the project. Quality of this unit determines how effectively the project rolls out in the
field. This unit corresponds to the block coverage plan spread into phases. The Block Project
Manager is the functional head of this unit. S/he is supported by Area Coordinators,
Livelihood Specialist, Community Coordinator and a minimum number of Finance and
Administrative staff. Primarily this unit of the society works as a mirror functional unit to the
proposed Community Organization to be built up over the project period. The block unit
facilitates a graduation process of community institutions.
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Project Structure at -State Level
Project Structure at- District Level
Project Structure at- Block Level
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ORGANISATION STRUCTURE SRLM, BIHAR
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Classification of Positions in the Society
For administrative and governance purposes different positions in the society are categorized as
per following :
New Positions created would be placed in the respective category and relevant salary scale
will be fixed.
When an existing staff is selected for higher position, the notified person remains in the same
category unless the order mentions specifically that s/he has been moved into another
category.
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3. Terms andConditionsof Contract
The offer made to the employee at the time of Joining is the primary slab of consolidated
remuneration prescribed for the position. The final remuneration will be fixed according to
HRD Manual of BRLPS, after verification of all education and experience being claimed by you
at the time of joining. At the time of joining, you have to essentially produce all educational as
well as experience certificates in original which have been claimed by you.
1. An annual increment of 5% of basic salary may be awarded at the discretion of the
management in lieu of increased cost of living.
2. Apart from this, the Society will also provide the Group Accidental Insurance, Mediclaim
cover, Travel allowance and Daily Allowance according to provision as and when applicable
as per the norms of the Society.
3. The employee would not be entitled to any other benefit except those mentioned above,
and others, if any, as per HRDmanual of the Society.
4. Initially, staff will be on probation for three months. Your probation may further be
extended for another three months in case your performance is found not satisfactory. In
case the probation is not confirmed after one extension, your services may be terminated
as per provision of HRDmanual of BRLPS.
5. Staff will undergo an induction cum training programme scheduled to be organized
immediately after the joining. Please come prepared with necessary arrangements. After
the training, your actual place of posting will be communicated.
6. As per requirement of the society, you would be assigned for any project or programme
being implemented by the Bihar Rural Livelihoods Promotion Society within or outside the
state of Bihar. In the event of the project or programme being transferred to any other
Society or the Project at a later date, your services would be transferred to that Society or
the Project or the programme.
7. Your appointment has been made on a clear understanding that you have supplied all
necessary information to enable the Society to judge your fitness for the job and that the
information provided by you are true to the best of your knowledge and belief. If at any
stage it is found that you have given wrong/insufficient information or misrepresented the
facts; your services would be terminated forthwith.
8. In case of discontinuance, either party is required to give one month notice or one month
remuneration in lieu thereof. The Society may also terminate your services in the event of
continuous absence from duty without approval from competent authority for 5 days or
more. During the probation period, your services can be terminated with 7 days notice
period from the Society. However, you have to give one month notice or one month
remuneration in lieu of notice if you intend to discontinue from services during the
probation period.
9. You will not be entitled to get your salary if you willfully neglect or refuse or due to any
other cause, be unable to perform any of the assigned duties. The Society may suspend
your salary for allowing you to provide reason for such neglect/negligence with giving
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sufficient reason during such neglect/negligence or inability as aforesaid and may take
decision as deemed fit as per the circumstances of the case.
10. You would be entitled to a total of 36 days of leave, in addition to one day weekly off on
Sundays, for one year of completed service or on a pro-rata basis. The breakup of the
leave is as follows:
a. Casual Leave: @one leave after completion of every month of service.
b. Earned Leave: @2 days leave after completion of every month of service.
In addition to this, you will be provided Half pay leave, Paternity/Maternity leave/Special
leave, National Holidays, and other festival holidays as applicable under HRD Manual of
the Society.
11. You could be transferred to any of the programme Districts of the Society as and when
necessary in view the nature of work assigned and in the best interests of the Society.
Apart from work in office, you can be called upon to perform field duties as and when
required by the Society.
12. You would not be allowed to take up any part time/ full time employment or assignment
elsewhere or do any business during the period of the contract with the Society. If it is
found that you engage yourself in such employment, this contract will be automatically
terminated and appropriate action would be taken.
13. This appointment offered to you is on contractual basis and any claim for permanence on
this basis would not be acceptable.
14. You will not, during any time of your employment keep with yourself any asset or fund of
BRLPS, other than what you are entitled for.
15. During your employment or even after that Law of the land as applicable to others would
be applicable to you also.
16. While in contract with the Society or at any time thereafter, you shall not divulge any
information or knowledge gained and acquired by you during the period of contract which
could be detrimental to the interests of the Society.
17. The title rights, copyrights and all other rights of whomsoever nature in any material
produced by the Society under the period of this contract shall be vested exclusively in the
Society, unless otherwise vested in Government by virtue of project document etc.
18. During the period of contract, you shall not stand for election as Member of any Local or
Legislative Body.
19. You would conduct yourself at all times with due regard for the purposes and principles of
the Society and in a manner befitting your relationship with the Society under the contract.
You will not indulge in any action and in particular any kind of public announcement which
may adversely reflect on that relationship, or on integrity, independence and impartiality
which are required by the relationship. You will not accept any favour, gift or remuneration
fromany source external to the Society without approval fromcompetent authority.
20. You are required to bring original as well as attested copies of all your educational
certificates, experience certificate/s and caste (if applicable) as well as domicile certificate
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(issued by SDO and above authority). Further, at the time of reporting, you have to
produce a medical fitness certificate issued by a General Physician. You also need to bring
the admit card (in original) issued to you.
21. Notwithstanding anything contained herein before, rules, regulations, bye-laws,
instructions, lawful orders, etc. as and when framed and issued by Society relating to the
conditions of the service and additions, amendments, modifications, alterations, etc made
in the said conditions of service fromtime to time shall apply to you irrespective of whether
these matters are provided herein or not.
4. TRANSFERS
Allowances during transfer
Transfer Allowance:
Freight & Packaging:
The Project is spread across 21 districts in Bihar up till now and will be expanded to all 38
districts in near future. Teams are placed within the districts as well – at the sub block Level. In
the interest of the project, it is expected that staff will be transferred to different locations
based on organizational requirements. The arrangements described below are intended to
facilities such moves, and provide for adequate reimbursement of expenses incurred in such
transfers. Transfers should not be made a matter of routine, but generally in order to;
transfer necessitated by the exigencies of the Project
effect lateral transfers for broader development between similar positions
transfer in a district/hub unit or division/unit having less than required cadre
effect physically removing an officer fromone duty station on a personal conflict one who
made with an another officer inside or outside the organization
transfer in a district/hub unit or division/unit on disciplinary backgrounds
undertake responsibilities of a newdistrict/hub unit or division/unit or vacant position due
toexpansion
accommodate the request of one district/Block unit toanother on personal request.
In this context, a transfer is defined as relocation exceeding a six month period. Such a move
would normally entail shifting of household belongings and family. In such cases, the following
expenses may be reimbursed:
In case of a transfer, one month's gross salary would be given in
advance as transfer allowance, to cover all costs of relocation (including shifting the
family, finding new accommodation, schooling of children, etc). This advance would be
payable tothe staff within a week of the approval of the transfer.
The cost of relocation of personal would be reimbursed to the
employee transferred as per actual on production of bills, subject to a maximum of Rs.
2000 to12,000 in respective case.
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The allowance and reimbursement of relocation cost during the transfer would be applicable as
per details in following table:
No allowances would be payable in case of a request for transfer from staff.
For all transfers, the CEO would be the final authority. The request for transfer could be
initiated by the State Project Managers or the District Project Coordinator, based either due to
requirements or due toa request fromstaff.
The request of transfers of a new employee shall be considered only after one years of
service is completed. The request should be made to the CEO cum Project Director in
writing, through the reporting authority specifying the reasons with adequate information
and documentary proof.
The request of transfers may be considered by the panel which could include CEO cum
PD, SPM– HRDand Administrative Officer. The decision of approval/ rejection should be
conveyed to the concerned staff within fifteen days of the receipt of request for transfer,
with a copy of the approval/rejection to accounts. In case approval is granted, the
accounts would release the transfer allowance equal to one month's salary of the person
transferred. This amount should be released within seven days of receiving the approval
to facilitate early relocation and ensure that work in not hampered in account of any
delays.
A staff on transfer shall join the new location of duty within specified working days (as
mentioned in table given above) of the Issue of transfer letter/ order. The specified days
5. Authority
Staff onrequest transfer
Process of Approval
3. JoiningPeriodafter Transfer
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will be granted as leave with pay and will not be accounted for in the staffs leave account.
If staff joins immediately and doesn't take leave, s/he will be entitled to avail this leave
within a year.
The success of this Project chiefly rests with the people who would implement it. The Project
requires high quality interaction and facilitation with the target communities, which will be
done by the Project staff. Thus remuneration and benefits for BRLPS have been designed
keeping in mind those being offered in similar Projects in other states, and based on market
realities toattract the best talent tothe Project.
Those joining on deputation fromGovt. of Bihar would continue to drawsalaries as per the
scales in their parent department. In addition, staffs hired on deputation are eligible for a
monthly Project Allowance up to 20%of their monthly basic pay (which includes basic pay
and basic dearness pay), subject toa maximumof Rs. 4000 per month.
The package would followa broad based pay structure, with less number of scales within
each Level, but higher range within scales. Thus most of the levels would have three
scales (two in some). The base pay would be combined with an incentive pay component
which will be performance linked.
The compensation has been divided into a The structure
for all positions except Community Coordinators is as follows.
6. REMUNERATION AND BENEFITS
Remuneration and Benefits to Staff on Deputation
Remuneration and Benefits to Other Staff (from Open Market)
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monthly pay and an annual pay.
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All the allowances mentioned above are part of the salary to which the staff is entitled to. They
are not reimbursable to be given against claims. Some of the allowances attract tax rebates.
The same can be enjoyed by the staff on production of relevant documents. In this case, TDS
can be deducted based on the tax plan submitted by the staff. In case no documents are
produced at the end of the year, TDS based on the tax liability as per the prevailing tax rates,
would be deducted. Salary should be credited to the staff's bank account before the 5 of
every subsequent month.
All new staff recruited would be taken in at scales applicable (based on experience and
education) under their respective Positions. The CEO, however can use his/her discretion in
allowing people to join in higher scales or with higher salary to a maximum of 10% of what is
prescribed for a scale.
BRLPS aims to develop a policy which 'cares' for the employee. This plays a critical role in
building an image of a 'caring employer'. Thus apart from the salary, BRLPS would also
extend the following benefits toits entire staff:
The Mediclaim policy helps in the payment of Hospital
(and incidental medical/ surgical/ diagnostic) expenses for illness or injuries sustained by
an employee and /or their dependant through cashless transaction or through
reimbursement against hospital bills, provided they have been admitted in the hospital
for minimum24 Hours.The staffs on deputation are not covered under.
Accident al Death Covered
Coverage against permanent total disablement, permanent partial disablement and
temporary total disablement
Weekly medical benefits.
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7. Benefits
Group Mediclaim Insurance:
GroupPersonnel Accident Policy
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The Group Mediclaim Benefit and Personnel Accident Benefit will be available to staffs till their
services are continued with the Society.
In case of an unforeseen incident
taking place with staff while performing office duty, the Project will take all steps possible to
benefit and support the employee concerned.
Provision of reimbursement of expenses incurred for purchasing books and
other periodicals will be made toBRLPSstaff with a limit as described hereunder.
Employees who have completed their probation will be entitled for this reimbursement. The
reimbursement will be made on production of bills and verified by the supervisor. In case of
CEOand Addl. CEO, s/he will be the self verifying authority.
BRLPS would create opportunities to build the
capacity of its staff by sending them for exposure visits to other successful Projects, by
organizing training programmes etc.
An increment of 5% of
the total remuneration would be provided to all contractual staff after completion of one
calendar year of working with BRLPS.
These rules shall be applicable toall employees of the Society including:
1. Lien holders
2. Those on deputation on Foreign Service terms, unless their terms of deputation
provide otherwise;
3. Trainees engaged under Society's own training schemes;
4. Contract Employees
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Support to staff in case of crisis arising while on duty:
Self Learning:
Learning Opportunities for Staff:
Annual Increment (to compensate increased cost of living) :
8. TRAVELRULES
Travel Rules
Applicability
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Travel:
Reimbursement of JourneyFares
These rules are applicable when an employee travels for official work outside his
/her place of posting. The area falling under place of posting for employees is given in the
table below:
The system of Tour approval and authority has been defined under administrative and
financial manual of the Society. Only if an employee travels outside the area mentioned in the
table above, would s/he be eligible for outstation travel reimbursement i.e. daily Allowances
as admissible.
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Reimbursement of Conveyance Charges
Local Travel – MobilityExpense
These norms are applicable in case of the field staffs (at DPCU & BPIU) that travel within the
place of posting (as defined earlier) on official duty. BRLPSstaff, who possess a motor bike of
their own and use it for Project purposes, will be entitled for mobility expense @Rs. 3.50/ km.
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© Daily Allowances and its admissibility:
Daily allowancewill beadmissibleat thefollowingrate for OutsideState:
Daily allowancewill beadmissibleat thefollowingrates for InsideState:
An employee on official tour will be entitled to
daily allowance intended to cover expenses incurred on food and incidentals in the course of
travelling and for boarding and lodging at places other than headquarters, as provided
hereinafter.
Actual roomrent paid to Govt./Semi govt./Corporation guest houses to reimbursable, subject
tomaximumof column 1, 2 or 3.
The calculation of Daily allowances will be done in accordance with the period/hours of
absence fromthe station of posting/residence on the following basis.
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For prolonged halts, full daily allowance may be drawn for a period of 15 days and for a further
period of 28 days, half daily allowance will be admissible. These limits relate to stay at any
one station only. The CEO may relax these conditions in special circumstances for an
additional period up to 60 days with half daily allowance as different entitlements, as the case
may be, irrespective of the place of stay. Notwithstanding the above provision, actual
accommodation charges as per entitlement will be reimbursed, when daily allowance is not
claimed.
If an employee is provided with both boarding and lodging free of cost, he will be entitled to
draw 1/4 of the DA as per entitlement. If only lodging is provided free of charge, he will be
paid allowance as per entitlement as the case may be. If only boarding is provided free of
cost, he will be paid 1/4 of the amount of the entitlement, in addition to charges for
accommodation as per entitlement, subject toactual as the case may be.
The reimbursement of conveyance charges for journeys performed by the employees of
various categories by different means of transport shall be as per the following
entitlement, subject to actual.
In exceptional cases, on merits, the CEO/Addl. CEO may permit employees to travel by a
class/mode higher than their entitlement. The CEO/ Addl. CEO shall have the powers to
permit an employee to travel by a mode higher than his entitlement in other special
circumstances on merits of individual cases, for reasons recorded in writing.
1. Incidental expenses incurred while on tour can be self verified for bills up to Rs 100. In
such cases, two signatories, who were on tour, have to attest the bill. Incidental expenses
on account of meetings with field staff, consultants and with other stakeholders is
permitted up to a limit of Rs 1000 per trip for SPMs, CFO, AO, and Rs 500 per trip for PMs
and DPMs.
2. Decision by CEOwill be final and binding in case of any discrepancy.
3. If boarding and lodging is organized and paid for by BRLPS or the host agency, only 25%
of the applicable DAcan be claimed.
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© Travelling Entitlement
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© FixedLocal Travel Allowance* for fieldStaff
9. Advance for purchase of Cycle andMotorbikefor FieldEmployees
10. LaptopPolicy
BRLPS has a provision of Fixed Local Travel allowance to Livelihoods Specialists, Area
Coordinators and Community Coordinators for local travel in the field operation area for
project/programpurposes.
For purchase of cycle Rs 2500/ as interest free financial assistance (loan) is provided to Area
coordinator and Community Coordinator which is recoverable in ten equal instalments. An
allowance of Rs 500/ a monthly conveyance allowance subject to tour dairy recommended by
office in charge are also available tosuch employee using cycle.
An advance of Rs 25,000 (Rupees Twenty Five Thousand only) shall be provided for
purchase of motor bike. This amount would be recoverable from salary in a maximum of 20
equal instalments for CCs and for other staff it will be recoverable in maximum 10 equal
instalments.
Those employees who have purchased their motor bikes after joining BRLPScan also avail of
advance as mentioned above for prepayment of their loans taken fromother sources.
To increase the efficiency of staff and equip the institution with better communication facilities
and also with a viewto ensure easy access to keep personnel of the society to MISfacilities, it
has been decided by the project to provide laptop facilities to its officers up to BPMs and other
higher level positions.
Laptops are used by the individual employee and one has to keep it on one's own
responsibility.Hence, project is proposing the purchase of laptop by the employee by
choosing either options.
As per this proposal cost of laptop would be fully recovered in two years and it would be
beneficial for the employee and BRLPS, as far cost and efficiency are concerned.
SPMs, PMs, DPMs, BPMs or other higher level officials, may opt for either of two options in
the prescribed format and can submit their option.
Please refer Office Order- BRLPS/Admin./04/06/1482/10, Dated 15.09.2010 & Office Order-
BLPS/Admin./04/ Part-iii/2010-1345 Dated-17.07.2012 for more detail. *Revised in 26 EC
meeting 28.06.2012, Order w.e.f. Feb.2012
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The laptop with prescribed configuration will be purchased by the staff within a week after
getting 75 %of contribution amount fromBRLPS.
Configuration of laptop will be verified by systemAnalyst of SPMU.
In case of leaving the organization within two years, outstanding amount will be deposited
in form of Demand Draft by staff in favour of BRLPS, otherwise it will be deducted in from
employees outstanding salary.
Photocopy of the invoice with one year warranty and 2 years AMC will be submitted in
SPMUOffice.
If employee wants to purchase his own laptop with prescribed minimum or higher
configuration with any make or any cost, for reindering services for official purpose,S/he may
do so and a lumpsum amount of Rs-1500/- will be given to employee as computer
maintenance expenses every month till the employee continues in the office and cost of
maintenance and spare parts would be borne by the employee.Once the employee,purchase
his laptop and gets the computer maintenance expenses,a photocopy of invoice in respect of
cost of laptop would be submitted for inspection and verification of laptop configuration by the
office.
As per the provision,an amount of Rs-34,500/- is to be given as advance to such willing staff who
have aptitude and knowledge of working on computer and who apply for getting advance for
purchase of laptop.This amount of advance would be recoverable in 20 equal monthly
installements.The concerned staff will have to submit one signed and updated account payee
cheque in favour of Bihar Rural Livelihood Promotion Society along with application for approval
of advance for purchasing laptop.S/he will have to purchase laptop within one month fromdate of
getting the advance and submit photocopy of invoice thereof tothe office concerned.
For female staff, an additional 25%over and above the prescribed rates for lodging would
be permissible in case they are travelling alone outside place of posting.
In cases when they have to stay at work after office hours due to meetings, etc, the official
vehicle would be made available todrop themhome.
Leave in BRLPS is to be regarded as a privilege, and not as a right. It will be allowed both
in the interest of the employee and the organization.
All leave is granted subject to exigency of services and leave already granted can be
curtailed or cancelled at any time by the authority granting the leave. However, this
Option1
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Laptop Advance for Support Staff (Office Assistants/Accountants/Steno-cum-PA/DTP
Operator-cum-Designer) at BPIUs/ DPCUs/ SPMU and Field Staff (Area Coordinators and
LivelihoodSpecialist).
Additional Benefits for Female Staff
11. Leave Rules
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condition will apply toan employee on casual and vacation leave only.
Any leave not covered under these rules shall be referred to the Executive Committee of
BRLPSfor consideration through the CEO.
An employee when on leave shall not take up any paid service/ employment elsewhere
unless approved by the CEO.
Altogether an employee of BRLPS will be entitled to 36 days leave with pay on completion
of one year of service on following basis. These leaves are over and above the holidays
declared as per the Government of Bihar.
1. Casual Leave (CL) earned @1 day after completion of every month of service.
2. Earned Leave (EL) earned @2 days after completion of every month of service
3. Half Pay Leave (HPL) earned @ 10 days for completing every six months. This Leave
can be availed only after completion of One Year with the Society.
Any employee joining in between the calendar year will be entitled to leave on a pro rata
basis.
Casual leave lapses at the end of each calendar year and cannot be carried forward or used
for encashment.
During leave, the salary of the staff shall be disbursed as per norms during normal period of work.
Earned Leaves (EL) not availed will be carried forward to the next financial year subject to a
maximum of 12 days in one financial year. For staffs joining in the middle of a financial year,
number of leaves carried forward will be calculated on a pro-rata basis. The maximum limit for
accumulation of leave shall not exceed 240 days.
In calculating Casual Leave, government declared holidays, Saturdays and Sundays should be
excluded. Earned leave when it is to be spent outside the station includes Saturdays, Sundays
and government declared holidays falling within the period of such leave.
Unutilized HPL of staff in a calendar year shall accumulate and shall be carried forward to the next
calendar years and accumulate up to the year of completion of the SRLMProject or separation of
the staff, whichever is earlier. The maximum limit for accumulation of HPL shall not exceed 200
days.
An employee shall not be absent herself/himself from duty, without prior approval except under
medical emergencies. If an employee is absent without intimation to his superior officer for more
than five days and s/he does not report for duties he shall be deemed to have vacated his post. In
extreme cases, the CEOcould decide whether the staff should be allowed tojoin back.
Normally, leave without pay will not be granted if leave with pay is due to a staff. Under
normal circumstances, leave without pay shall not be granted in excess of 30 days in one
occasion.
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Leave Entitlement
Absence without Leave
Leave without Pay
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CEO at her/his discretion may sanction such leave in excess of 30 days in event of any
emergency. During the period of leave the staff is not entitled to any kind of salary or
allowances.
No unutilized leave can be encashed while the staff is employed with BRLPS.
Encashment of leave will only be allowed only when the staff is separated from the
services of BRLPS.
Any staff leaving BRLPS is entitled to full encashment of Earned Leave only subjected to
maximum limits prescribed under conditions. For encashment of leave, amount payable
will be calculated as:
Amount Payable =(current basic pay/30) x No. of days of due leave.
All female staffs are eligible to avail Maternity Leave upon production of a medical
certificate.
The period of leave granted may extend up to 3 months, subsequent to its date of
commencement or six weeks subsequent tothe date of confinement, whichever is earlier.
The leave would be considered as leave with pay This leave is applicable even in case of
a miscarriage, including abortion – supported by a medical certificate tothat regard.
Maternity leave may be combined with any other leave.
Maternity leave shall not be debited against the leave account.
Such leaves will be limited to two occasions subjected to the maximumnumber of 2 living
children. Prior written approval must be taken from the CEO before availing maternity
Leave.
All women staff is eligible to avail two days of special leave every month because of biological
reason. This is in addition toall the other eligible leaves.
Male staff may be granted Paternity Leave on production of medical certificate of spouse.
A male staff with less than two surviving children may be granted paternity leave by the
authority competent to grant leave for a period of 15 days during confinement of his wife
for child birth that is up to15 days before or up tosix months fromthe date of delivery.
It should be availed within 6 months of birth of the child.
The maximumleave applicable is 7 days.
It cannot be availed on request transfer.
Should be availed within 6 month of transfer.
Leave Encashment
Maternity Leave
Special Leave towomen
Paternity Leave
Transfer Leave
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12. Performance Management System
Objectiveof Performance Appraisal
GuidingPrinciplesof Performance Management System
MeasuringPerformance
What wouldbeassessed?
Howwill Performance beassessed?
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Help the employee to overcome his weakness and improve over his strength and thus
enable himtoimprove his performance and that of the department.
Generate adequate feedback and guidance from the reporting officer to the
employee.
Contribute to the growth and development of the employee through helping him in
realistic goal setting.
Help identifying employees for the purpose of motivating, Training and developing
them.
As far as possible, the Systemshould be based on clear and simple Key Performance
Areas (KPA), each of which will be defined with Key Performance Indicators (KPI).
These should be linked with the action plan for the State/ District/ Block Levels.
The methods of verification of Key Performance Areas should be developed to make
the process transparent.
The system should look at the team as a unit of assessment as well. The rewards
should be based on the performance of the individual as well as that of the team.
The Project Implementation Plan lists three broad objectives for the Project. There
are a number of activities which would be performed to achieve these three broad
objectives. These are:
1. Building and strengthening inclusive Organizations of the Poor
2. Improving their access tocredit &Livelihoods Opportunities
3. Supporting capacity enhancement of public, private and nongovernmental
service providers for credit & livelihoods support services for Poor & their
organizations.
The Performance Management System would focus on monitoring the performance of
the Project on these three broad objectives which would be the basis of defining the Key
Result Areas for the staff. The Performance Management systemwould also monitor how
well the business processes are conducted.
The role of the district and the state teams are more in the realmof building the capacity of
the rest of the staff, ensuring technical resources are available to the Block and the Village
institutions, while the key role of the Block Teams is 'action' which will be measured to
assess performance.
1. By collecting secondary data from the MIS Reports. As far as possible, all
quantitative data related to performance (viz. no. of groups formed, amount of
money disbursed etc) would be collected directly fromthe Monitoring &Evaluation
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Systemof the project.
2. through assessment of quality by collecting data directly fromthe field. This would
entail field visits and meetings, getting data from minutes books of people's
institutions promoted etc.
In case the project envisages incorporating other systems like Process Monitoring,
community score cards etc, the qualitative data could be sourced fromthese reports to obtain
data regarding performance.
All staff working in the project including those on deputation would be assessed. Apart from
measuring individuals, teamperformances too would be assessed.
In case where a systemis not functional through which data on quality of performance can be
assimilated, an alternative design of assessing quality of work done would be taken into
consideration.
The quality of the institutions (SHGs, Federations, Producer Groups etc,) formed among the
community and the strength of the livelihoods promoted would also be assessed. At least 5%
(or 10, whichever is lower) of the Institutions promoted should be visited by the assessment
teamtolook at quality of work done. The design principles followed include
1. Prioritizing parameters according tothe goals of the project.
2. Identifying source of data toassess and verify performance
3. Developing a range of scores toassess quality
4. Defining each score toassist panellists and standardize across Districts.
A teamof 3-4 persons comprising one SPM, One DPM, One PM, one Block Project Manager
(two leaders of well performing community institutions may be included as part of the
assessment team in later years) would be formed for assessment. This Assessment team
should comprise of staff fromanother Project district/s (than the district for which assessment
is being made).
The scores of quantitative as well as qualitative assessment would be consolidated to arrive
at one final score for the individual/ team. Based on this score the performance would be
rewarded.
Acombination of monetary and non monetary incentive systembased on performance would
be awarded.
The following monetary incentives as will be provided.
: Three best performing Block Team Shield across the project will be
instituted and awarded. The basis for selection would be the overall performance score.
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QualitativeAssessment
RewardingPerformance
Monetary Incentive
“Annual Performance Pay”
NonMonetary Incentives
1. Recognition
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(in case of a tie, the SPMUwould make the judgment).
2. Similarly a best performing DPCU Shield would also be instituted. These awards will be
presented tothe best teams in an event organized for the entire Project.
3. The best performing BPIU/DPCU/SPMU team members can be nominated and
sponsored to attend short term courses such as MDP (management development
programmes) at institutions such as IIMs, IRMA, XLRI etc. The decision on this can be
taken by the CEO.
4. In case of a member/ teamis awarded an overall 'A' Grade for two consecutive years, s/he
(or the entire team) could be sent for an exposure visit outside the state. The decision on
this can be taken by the CEO.
5. Further incentives will be designed by CEOas and when required.
BRLPSrecognizes that grievances are incidental to the work environment and that they need
to be positively addressed and resolved. A Grievance Redressal Mechanism has been
formulated towards providing a channel to staff across all levels for expressing a grievance
and seeking quick redressal.
The Grievance Redressal Mechanismhas the following precepts:
That every grievance needs tobe heard and resolved
That redressal delayed implies redressal denied
That the mechanismis not an alternative for the normal official channels, but an additional
channel for staff to seek redressal for their grievances when the official channel fails to
provide quick and satisfactory responses.
It is a cause or source of grief or hardship or burden or distress. In the context of the work
environment, the aforesaid maybe of various types as:
1. Those related to terms of service and benefits and their interpretations. Examples under
this category would be issues related to leave, working beyond normal hours, workload
etc.
2. Those related to the work environment. Examples under this category would be issues
related tocleanliness of premises, space for functioning, furniture etc
3. Those relating tointerpersonal relationships, discipline and conduct of colleagues
4. Those related toSexual Harassment
5. Others not are falling under the above mentioned categories
A nodal person from within the team at the state as well as at the district level would be identified
who could be approached by all for lodging their grievance. These members could be nominated
by the CEO.
13. GRIEVANCE REDRESSAL SYSTEM
Definitionof Grievance
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14. Sexual Harassment
15. DISCIPLINARYCONTROLSYSTEM
Introduction
In India, “sexual harassment” is defined as any unwelcome sexual determined behaviour
(whether direct or by implication) such as
Physical contact or advances
Ademand or request for sexual favors
Sexual colored remarks
Showing pornography
Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.
Thus direct or implied request by any staff for sexual favors in exchange for actual or
promised job benefits such as favorable reviews, salary increases, promotions, increased
benefits or continued employment constitutes sexual harassment.
The power to dismissal and disciplinary control of employees of BRLPSis vested with the
Executive Committee. BRLPS may delegate its disciplinary powers to the CEO cum
Project Director/ Addl CEO/ and respective officers at various levels working under himin
respect the staff other than the CEO cum PD for whom BRLPS will directly exercise its
powers.
All lapses acts of misconduct fraud, neglect of duty, indiscipline discourtesy,
insubordination general inefficiency and contravention of any official instructions or
directions already issued or that may be issued from time to time can therefore be dealt
with in accordance with the disciplinary powers conferred tothe BRLPS.
Misconduct is an act which is inconsistent with the fulfillment of expressed or implied
conditions of service.It has a material bearing on the smooth and efficient working of the
society or which is otherwise considered a criminal act by the lawof the country.
An act of misconduct can be broadly classified as follows:
Disciplinary action is warranted only in a situation where in employee commits an act of
misconduct. The objective of a disciplinary action is to inform the employee the type of
behavior desired and reasons for it.
Misconduct is an act which is inconsistent with the fulfillment of expressed or implied
conditions of service of it has a material bearing on the smooth and efficient working of the
concerns or which is otherwise considered a criminal act by the lawof the country.
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Minor act of Misconduct-acts of misconduct which are not of a serious nature.
Major acts of Misconducts- acts of misconduct which are of serious nature.
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Action by authorized officers
Inthe case of minor acts of misconduct
The employee may be cautioned verbally and an entry made in his or her
personal record.
If the offence requires more than a verbal caution, the authorized official may call upon the
concerned employee tofurnish his or her explanation in writing and caution or advice.
In the case of major acts (b) of misconduct where the Society considers that the interest of the
Society requires that an employee should be relieved of his or her duties it may interdict that
employee formduty.
Where disciplinary action is contemplated against a staff of the Society, a preliminary
investigation would be conducted to ascertain the facts fully and collect necessary evidence
in the act of misconduct. Preliminary investigating officer shall not be below the rank of
accused officer.
Such preliminary investigation can either take the form of asking witnesses to furnish their
own written statements or of a person in authority recording their statements and having them
signed by witnesses in question.
On receipt of preliminary investigation report if the CEO is of the opinion that prima facie
evidence exists against the employee, who is sufficiently serious to warrant dismissal, then
s/he may be asked to proceed on leave without pay.
If a prima-faces case against the staff is disclosed in such a preliminary investigation he or
she will be issued a charge sheet. The accused officer is expected to reply to the charge
sheet within a stipulated period (between one to two weeks). If s/he fails to submit an
explanation to the charge sheet within that period, it will be deemed that s/he has no
explanation tooffer and action taken accordingly.
Based on the report, it is decided to hold an inquiry notwithstanding the admission made by
the accused officer action can be taken to appoint an inquiry officer for further investigation.
In the case of employees below the rank of CEO, disciplinary authority shall be the CEO.
Before an employee is dismissed on disciplinary ground following procedure should have
been followed -
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Before an employee is dismissed on disciplinary ground following procedure should have
been followed :
The disciplinary order made by the Disciplinary Authentic should contain (a) whether the
officer is guilty of each charge and (b) punishments imposed in respect of charges of which
the accused officer is found guilty.
Punishments are clarified into minor and major punishments. Minor punishment may include
reprimand (a warning - serve warning is not regarded as a punishment), dismissal or
discontinuing service contract.
Failure to report such instances by officers holding supervisory or administrative authority
also amounts to misconduct calling for disciplinary action against the staff holding
supervisory and/or administrative authority over the concerned staff.
The employment with BRLPS may be terminated by the Society or by employee, through
a written notice as follows.
One month notice fromeither side or one month's salary (gross) in lieu of notice period
In case of notice period shorted than one month, salary will be deducted/ provided on a
basis.
During the month of termination, the employee will be eligible to all allowances on a
basis. This clause will however not be applicable to cases of termination without any
notice period.
Days in service will be calculated till the last day (
) presence at office.
16. Termination of Contract
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rounded off to lower day in case of
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Separation
Separationbecause of
Separationbecause of desertion
Separationduetodeathof employee
Employees may separate fromthe Society for various reasons including unfortunate case of
death of employee. In all cases of separation, settlement of all dues should be made fast and
fair not only for the sake of appreciation of her/his services to the organisation but also as a
matter of financial discipline.
In all possible cases, a process of counseling would be undertaken to understand the
reasons due to which the employee is seeking separation. In case there are
misunderstandings or an issue which can be resolved, the SPMHRDwould try to counsel the
concerned person.
The following procedure and guidelines will guide cases of separation:
Resignation tendered by employee
Non-renewal of contract
Dismissal due tocompelling reasons
The resignation letter should be addressed to the CEO cum Project Director with a copy
marked tothe reporting officer.
In all cases of separation due to above causes, the employee concerned should take a '
' before the last day of his/her duty from all concerned offices/department of
the Society. This certificate should be finally signed and approved by CEOfor payment of all
dues. Accounts unit shall prepare a final list of recoverables ( and dues
within fifteen days of receipt of the copy of the approved resignation letter. All recoverables
must be first settled as per the accounting norms before payment of dues.
The employee should hand over charge to her/his reporting officer or the DPCfor all positions
at the district and block level. For DPC and all State level positions, the charge should be
handed over tothe SPMor the Administrative Officer.
In such cases the Project shall make contacts over telephone to enquire about reason of
desertion. If suitable answers are not received the Project may serve at least two letters to the
permanent residential address as per Project records. Accounts unit shall prepare a final list
of recoverables ( and dues and inform CEO. If required legal
proceedings (notice through newspaper) may be initiated against the person.
In case of unfortunate death of an employee, SPM – HRD will be responsible to prepare a
status list of clearance from all offices/ departments of the Society and submit to CEO for
approval. A condolence message fromthe Project signed by the CEOand all the employees
may be sent to the bereaved family. Recoverables ( may be settled as
No
Dues Certificate
in case of advances)
in case of advances)
in case of advances)
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per the accounting norms and payment of dues made to the nominated member as per
Project records within a fortnight.
Employees in whatever ranks are ambassadors of an organization and its culture. In all cases
of separation except unfortunate death of an employee exit interviews shall be conducted.
The purpose of the exercise would be gain critical feedback from the employee on areas
which could be further improved within the BRLPS. This process shall be conducted just
before the actual release of employee. Exit interview would be conducted only be a trained
senior person within the BRLPS, preferably the SPM - HRD. It should be conducted by
someone not in the direct line of command. It would be done through an in depth interview,
with the purpose of seeking feedback for improvement.
All employees at BRLPS shall live up to the highest standards of conduct, accountability and
performance.The following are guiding principles by which all staffs of BRLPS shall adhere
to.
17. Exit Interview
18. Professional Conduct andAccountibilityof Staff
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S/he will behave in a disciplined manner in all our interactions with colleagues and
outsiders.We will operate on basis of trust and mutual respect.
S/he will not indulge in any activities prejudicial to the interest and reputation of the
society.We will abide by all the Society rules and regulations.
S/he will show respect to the dignity of all our collegues,particularily
women,minorities,differently abled and other marginalized groups.We will not use
authority toundermine a collegeague's sensed of pride or dignity.
S/he will show due frugality in the matter of use of all the resources (funds and
assets) at our disposal.We pledge that dereliction in rendering accounts will be
treated as a serious breach of professional misconduct.
S/he will not have commericail dealing of BRLPS with parties in whom we, our
friends or colleagues have a direct financial interest or connection .or indulge in
any dishonesty with its funds and works,or act in a way which will procure undue
enrichment for us or others.
S/he will not engage in outside employment or revea any confidential information
relating toBRLPSwork toany outsider, nor defame BRLPSor a colleague.
S/he will not smoke in the work place in the interests of the good health ad working
comfort of all our colleagues and visitors.
S/he will not indulge in substance abuse or excessive use of alcohol or drugs.
S/he will endeavour to behave in a manner befitting BRLPS, its values and
mission.
In the event that s/he does not observe the code of conduct, in the full meaning or
indulge in unacceptable standard of work,action of behavior ,s/he will render
themselves liable todisciplinary action.
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COMMUNICATION
1. Disclosure of Information
2. Relationship with outside organizations
3. Channel of Communication
An employee of the BRLPS shall not, except in the proper course of his duties, whether of a
general nature or special nature, divulge to any unauthorized person or body any information
relating to administration, programme of work, experiment or any other information
concerning the business or finance of BRLPS.
No employee of BRLPS shall be in possession of any minute or document circulated within
the Society for any purpose other than those conveyed to him/her for his/her information,
compliance or action.
An employee is prohibited from making use of any unpublished or confidential information
made known to him in the normal course of his work within the Society for any purpose other
than his normal duties.
An employee shall obtain prior approval from the CEO in writing for any publication of any
book or article or any other work, subject matter of which is connected to the official functions
of the Society
An employee shall not release any information to media and /or be involved in any interview
with media without explicit approval of the CEOof the Society.
An employee shall not engage in any outside occupation which is likely to affect the proper
discharge of his duties as an employee of the Society.
No employee may be actively associated with the management of, or hold a financial interest
in any business concern, if it were possible for himto benefit fromsuch association or financial
interest by reason of his employment in the Society. However, an employee is not debarred
from holding shares in a public company unless such holding amounts to controlling interest
of such company.
An employee shall not accept any favor or a gift for any services rendered by himon behalf of
the Society without explicit approval of the CEO.
Reports or any submissions to the senior management or to outside parties for official
business should be made through the immediate supervisory officer unless explicit approval
has been obtained from the CEO to deviate from the normal channel. Correspondence must
followthe norms and standards as laid down.
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Letters
Faxes
E-mail
All letters received must be marked when received with a date and time stamp by the
reception.
Official letters/communication from BRLPS may be done by the CEO or the nominated
officers only. If any other member of staff needs to issue a letter/fax, the relevant officer
should initial these communiqués on the office copy, before it is sent out. A minimum of
one copy needs to be kept in the Office File. As far as possible standard paper, fonts,
colour etc should be used for all external communication.
Signatory – All letters must be approved / signed by the relevant Authorized personnel.
All faxes should be replied (if warranted) within 24 hours of receipt.
Outgoing faxes should be filed in the relevant project file together with the Sending
Receipt.
1. All faxes must be sent with a Fax Cover as given in standard fax cover sheet.
2. If the Fax is short or informal, you may write the message on the Cover Sheet itself.
3. Once a fax is sent, a delivery notice must be attached to the original Fax (or copy if the
original is sent by post) and then filed in a project folder
4. All faxes must include the disclaimer notice
All e-mails should be acknowledged within the course of the business day, if received
within normal business hours. If e-mail is received after working hours, this is deemed to
have been received the next working day.
Staffs are requested to use the Auto reply function when out of the office for a length of
time that would prevent adherence to the policy (i.e. training days, leave etc).
Alternatively, staff should allow access to their inboxes to other staff member for review
and supervision.
All important e-mails (e.g those which announce change in rules/ policies, grant/seek
approval or authorizes action in anyway), should be printed and filed.
Signature must be added in the format as given in standard e mail signatory.
All e-mails must include the standard disclaimer notice.
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Community Institution Arrangement: Self-help group; Village Organization and Cluster
Level Federation.
Institutionalizationof communitycadres: TrainingandLearningCentre.
CommunityResource Person: Strategy for replicatingthebest practices of theproject.
1.1 Self HelpGroups(SHGs)
Bihar Rural Livelihoods Promotion Society, (BRLPS) an autonomous body under the Department
of Finance, Govt. of Bihar has been designated as State Rural Livelihoods Mission by the
Department of Rural Development, Govt. of Bihar under the overall framework of National Rural
Livelihoods Mission to scale up the JEEViKA model of poverty alleviation throughout the state of
Bihar in a phased manner. JEEViKA is mandated to reach to 1.5 crores rural HHs and in the
process, formnearly 10 lakh SHGs, 65000 VOs and 1600 CLFs.
Under the 3-tier Community Managed Institutional Structure, the project has mobilized 10, 00,000
HHs into 91,000 SHGs, federated these SHGs into more than 5000 Village Organizations (VOs)
and taken around 2500 VOs under the fold of 107 Cluster level federations.
The project core lies in the development of community managed institutions that build social
capital and leadership, financial sustainability through member based savings and leveraging
credit/ loan from financial institutions in order to augment their livelihoods. These institutions will
also be able to access various financial and non-financial services and benefits provided under
programmes/ schemes of the government and non-government organization.
The project envisages a three tier institutional structure at the community level for carving a path
for empowerment of rural women drawn from poor households. The base structure is the Self
Help Group comprising membership from the poorest and the poor community. The cluster of
such SHGs at a village level will be federated as the VO. These VOs would then get federated as a
Cluster Level Federation. Aggregation as a strategy is important for creating the critical mass
necessary toinfluence and bring about change in the lives of the poor in a sustainable manner.
Group formation is also seen as crucial to the social empowerment process as women draw
strength from their own collective. The group provides: (a) confidence and mutual support
for women striving for social change; (b) a forumin which women can critically analyze their
situations and devise collective strategies to overcome their difficulties; (c) a framework for
awareness raising, confidence building, dissemination of information and delivery of
services, and for developing communal self-reliance and collective action; and (d) a vehicle
for the promotion of economic activities.
The project has adopted the Self Help Group (SHG) and its federation as the appropriate
people's institution which provides poor women with the space and support necessary for
1. TheCommunityInstitutional Arrangement
INSTITUTION & CAPACITY BUILDING
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enabling effective steps towards greater control of their lives at a personal and societal
level. The essence of an SHGis that it lays the foundation for self-reliance through building
up an institution which has the capacity to continue the development and empowerment
processes for women in the future.
Member based savings and credit rotation is the initiation point for the activities of SHGs as
it requires active participation and commitment of all members. It provides them with an
opportunity to exercise control and participate in decision making. It also satisfies short term
needs for immediate credit (for consumption and emergency purposes), leading later to the
provision of credit for productive purposes, and removes them from exploitation at the
hands of the moneylenders. The self-help group is seen as a dynamic institution, which
builds on the resources and management skills of its members and their increasing
confidence to become involved in issues and programs that directly affect their lives by
giving themvoice.
Some of the essential features of SHGs are:
Ownership of the group by the members. The group exists because the members see
some value in it in helping themto solve their problems through their collective efforts.
Ownership and control of the group belongs to the members and not to the promoting
institution.
Affinity as the base for coming together. A sustainable, cohesive group needs a
common underlying bond on which trust can be built. This may be caste, sub-caste,
community, place of origin, occupation, etc. The facilitating agency (whether fromthe
BRLPS, WDC, NGO, Bank or Government) must have the experience to identify
these natural groupings or affinity groups. It is, therefore, essential that the groups are
formed naturally and by the will of the women themselves.
Mutual help as the foundation of the group's existence. The rationale for the existence
of the group is mutual help and progress towards self-reliance and not the passive
receipt of benefits.
Forumfor collective learning. The groups provide a forumfor collective learning which
rural people find more “friendly”, based on mutual respect/support, and which is
consequently more effectivethan the individual approach that is commonly adopted.
Forum for inter-agency dialogue and cooperation. The groups provide a firm base for
dialogue and cooperation in programs with other institutions like Government
departments, cooperatives, financial and panchayat institutions; if the groups are
functioning well, they have the credibility and the power to ensure their participation in
identifying, planning, budgeting and implementation of programs for the overall
empowerment of women with a special focus on the poor.
Cost-effective credit delivery mechanism. The group provides a cost effective credit
delivery systemas the transaction costs of lending decrease sharply both to the banks
and to the borrowers. At the same time, individual members maintain control over the
pace, timing size and schedules of loans and programs. The group also helps to build
the individual member's management capacity tooptimize returns.
The second tier of Community Institution is the Federation of SHGs at the village, hamlet or
habitation level. They will be called the Village Organization (VO). Once the SHGs are
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1.2 VillageOrganization(VO)
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consolidated in a village and reach a reasonable level of maturity, this tier will be initiated.
The VOoperates as a forumor voice of the poor in the village and raises resources required
to take up the appropriate development interventions for their member SHGs. This is the
forum where the Community Investment Fund (CIF) will be disbursed for further
disbursement to the SHGs and its members. The VOs may also access bulk loans from
MFIs/ banks to lend to its member SHGs. The VOs will aim at building linkages with line
departments and other agencies to access their entitlements. The VOs by virtue of their
number and strength, will appoint their own Para-professionals in the areas of health,
livestock, education, marketing, social services etc., The VO will have a General Body
comprising of all the group members and an RGB (Representative General Body)
comprising 2 representatives fromeach member SHG. This will also have an EC(Executive
Committee) comprising of 12 members fromthe RGB. The VOwill have 3 to 5 office bearers
who will carry out the day-today functions and represent the VO in various
forums/institutions. The VO will be encouraged and facilitated to have its EC meeting at
least once in a month and the General Body meeting at least once in a year. The role of VO
as designed in the project is as follows:
Providing technical assistance toSHGmembers
Problemsolving and conflict resolution in SHGs
ReviewSHGperformance
Facilitate formation of SHGs of the remaining poor in the village
Compile micro plans for the socio-economic development of its members
Reviewmicro plans for the social and economic development of SHGs
Prepare Action Plan for the socio-economic development of its constituent area.
Network and establish linkages with resource agencies for implementing the micro
plans/investment plans and thus ensure the economic and social empowerment of
the poor households.
Act as a platformfor sharing experiences and concerns of SHGmembers
At present, village organizations are providing several financial and social services to the
SHGs which include savings from SHGs, routing of Community Investment Fund (CIF),
managing Community Mobilizers (CMs) and their honorarium, health risk fund (HRF), food
security fund (FSF), livelihoods funds etc. Apart fromthis many VOs are engaged in availing
various services and benefits of government schemes and programmes. It is envisaged
that in longer run community institutions will be engaged largely in executing the role of
identification and implementation of livelihoods activities through themselves, and also in
affecting social change through community participation. This shall result in a wider gamut
of activities that will be carried out and managed by the community themselves. Hence the
programme needs a bigger umbrella to anchor and manage services to the SHGs and
Village Organizations. In order to achieve this, the federation of VOs will be developed and
named as 'Cluster level federation (CLF)'.
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1.3 Cluster Level Federation
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A Cluster Level Federation (CLF) will be a federation of 20 to 40 VOs consisting of
representatives from all member VOs to attain the goals of economic and social
empowerment of VOmembers. It will act as a platformfor providing continuous support and
guidance tostrengthen the member VOs and SHGs.
Tonurture and provide handholding support toVOs.
Tofacilitate systemdevelopment at VOs.
To facilitate convergence of VOs and SHGs with Banks and other Financial
Institutions for credit support.
Toorganize training programs for CLFand VOmembers and Community Cadres
To facilitate convergence of VOs and SHGs with different Govt. /other schemes and
programs for betterment of health, nutrition, food security and education at the
household level.
To manage and monitor larger scale income generating activities being carried out
through activity based groups and to provide sufficient handholding support as the
higher federation.
The CLF will be formed by federating 20-40 VOs. The structure of CLF will consist of
General Body, Representative General Body and Board of Director. The details are given
below:
The General Body will consist of the BODmembers (12 no.) of each VO. For instance,
if CLF has been formed including 30 VOs, the General Body would be of 360
members.
RGB will consist of 2 representatives (President and Secretary) from each VO. For
instance, if CLF has been formed by federating 30 VOs, the Representative General
Body would be consisting of 60 members. 5 SC/ST and 5 EBC/BC members will be
given priority in RGB.
The RGB members will elect Board of Directors (BOD). In BOD, there will be 12
members. Out of 12 seats, 2 seats will be reserved for ST/SCand 2 seats for BC/EBC
members. If there are no members fromSC/ST or BC/EBCthen it will be filled up from
other members of RGB.
The Board of Directors will elect office bearers namely, President, Secretary,
Treasurer, Vice-President and Joint-Secretary for execution of day to day activities of
CLF. InOBpriority will be given toone member fromST/SC.
Objective
INSTITUTIONALSTRUCTUREof CLF
General Body(GB)
Representative General Body(RGB)
Boardof Director (BOD)/ Executive Committee (EC)
OfficeBearers (OB)
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Ä ACTIVITIESINCLF
InstitutionBuildingandCapacity Building
MicroFinanceandMicroInsurance
Social Development
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1. Ensuring Social Inclusion/ inclusion of left out poor HHs in the villages, ensuring
saturation and mobilizing newVOs for membership in CLF.
2. Assessing the capacity building needs and organizing modular training and
exposure of member VOs and SHGs enabling them to effectively manage their
operations.
3. Selection, orientation, capacity building and reviewof CRPs and cadres.
4. Organizing exposure for CRPs and cadre and coordinate development of different
types of CRPs through accreditation process. Also, monitoring the performance of
various community cadres and ensuring on time payment of honorarium.
5. Capacity building of different sub-committees at VO level and making them
functional.
6. To review the VOs and PGs performance as per AAP and expansion and
monitoring of VOquality indicators tonewmember VOs.
1. Assist VOs in preparation of micro-plans for different activities including food
security, ICF, HRF, Agri-based livelihoods and other income generating activities
etc.
2. Appraisal of Micro plans submitted by VOs through organizing LCM and
approving ICFtoVOs as well as newly formed SHGs.
3. Monitor the proper usage of VO funds and ensuring that the benefits reach up to
the target groups. Also to monitor and reviewthe timely repayment of CIFfund and
SHGbank loan as per repayment schedule, review Idle funds at VOand devising
strategies for its efficient usage through re-routing to needful VOs and new
interventions.
4. Convergence with Banks and other financial and non-financial institutions to
leverage funds in form of institutional credit, investment, donations etc. as per
legal norms.
5. Sensitize VOs on TFI, Life Insurance (Janshree Bima Yojana), Siksha Sahyog
Yojana, remittance etc. and convergence with agencies for leveraging benefits
under the schemes. Also, capacity building of SHG members for enhanced
financial literacy to enables better financial decisions at individual and institutional
levels.
1. Sensitize member VOs on different govt. schemes and programs/social security
schemes i.e. MGNREGA, PDS, TSC, RSBY, Widowand old age pension, Indira
Awas Yojna, disability schemes, etc. Demand generation and convergence with
concerned department (Block) and line departments to leverage govt. program
benefit tomembers.
2. Dissemination of information and awareness generation regarding health,
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nutrition, sanitation, education and other social issues and coordinating with local
health institutions like PHC/APHC for increased outreach of health services to
women and children. Also, overseeing the activities of CNCCs operational within
the CLF and converging with line departments to route health services for
pregnant and lactating mothers through the centers.
3. Mobilizing VOs for construction and use of toilet by households and making the
village open defecation free. Convergence with concerned department for
construction of toilets and leveraging benefits from other govt. schemes to cover
various costs.
4. To facilitate job demand registration by VOfor job card holders and follow up with
block and panchayat for issuance of job cards, timely payment after work and
provision of unemployment allowance.
5. Coordination with authorized agency concerning RSBY for getting health cards
issued and coordination with hospitals and doctors for timely health services to
members.
6. Devising community based monitoring systems to monitor activities of various
public institutions like schools, Aaganwadi centers, PDS etc. and ensuring
involvement of community members in reviewing these services at local level.
7. Sensitizing VOs on girl child education and marriage of daughter only after
attaining legal age.
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Livelihood
Others
1. Assisting VOs in developing Integrated Livelihoods Plans for all members and
ensuring its proper roll out as per the approved action plan.
2. Support VOs in formation of activity based Producer Groups, their appraisal and in
infrastructure creation concerning different livelihood activities i.e. hatchery for
poultry, milk chilling plant for dairy, etc.
3. Appraisal and review of higher level federations of producer groups i.e. Producer
Company or other similar institutions on a regular basis, resource planning for
scaling up of activities under these federations, ensuring placement of requisite
workforce at various levels, etc.
4. Coordination and liaising with departments i.e. Agriculture /Veterinary
/Horticulture /Fishery departments and other agencies for leveraging requisite
support toactivity based Producer Groups.
5. Interface with agencies as well as individuals for taking necessary support
/technical support/service/input concerning different livelihood activities being
implemented at VO/CLFlevel.
6. Sensitize VO on Job opportunities for rural youths and mobilizing them for
registration of youth for training, participation in Job fairs and subsequently
monitor Job training.
1. Networking and convergence with other agencies and leveraging funds to
implement programs for the benefit tomembers.
35
2. Social audit of infrastructure creation by VOs or SHGs , assets purchased by VO,
agro machinery purchased by nodal VO, procurement &uses of food items under
FSF, etc.
3. Facilitate grading and financial audit of member VOs.
4. Procurement of items for VOs i.e. agri. machinery etc. and distribution to VOs and
verifying proper usage and maintenance of purchased items.
The current set of activities is a reflection of the annual action plans submitted by the institutions.
Newadditions or deletions may happen based on CLF's action plan over the years.
Achieving the above mentioned targets requires building a cadre of community
professionals (CPs) at an enormous scale who will not only provide a supporting hand in
formation and nurturing of these community institutions but also in managing and leading
these institutions to a meaningful cause by imbibing the values of equity, transparency and
accountability. The project relies heavily on 'community professionals' strategy including
use of Community Resource Persons (CRPs) for social mobilization and capacity building
which have given good results on ground. Also, the community professionals formthe core
facilitation structure on ground supporting the CBOs under various thematic interventions.
With massive expansion of the project area on hand, there is requirement of CRPs and
other community professionals round the year. As part of this strategy, Training and
Learning Centers have been envisaged at the district level to systematically identify, train,
accredit and appraise CRPs and other community professionals like community mobilisers,
bookkeepers, livelihood resource persons, etc. TLC will also be involved in centrally
anchoring CRPdrives and other similar trainings within and outside district
is an organization at district level with representation
fromall CLFs of the district. This organization will be community owned and managed. It will
be a centre of excellence in terms of nurturing and providing custom made trainings and
working on capacity building of community professionals and community resource persons.
To identify members of the community who have experience and who have shown
initiative in implementing the project and develop theminto community professionals.
To develop skilled community professionals under various thematics and community
resource persons through the process of induction, training, exposure and their
accreditation.
To support in extending outreach of community development programs into localities
which need them.
To provide the services of CPs and CRPs within the project and outside it in
mobilization of community, building community institutions and implementation of
project interventions and function as the central coordination hub for these activities in
each district.
To develop community managed training infrastructure that can cater to training needs
of cadre as well as project staff and earn revenue for the member CBOs by providing
various services.
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1.4 InstitutionalizingCommunityCadres (TLC)
Training and Learning Centre (TLC)
Objective
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INSTITUTIONALSTRUCTUREOFTRAININGANDLEARNINGCENTRE(TLC)
General Body:
Representative General Body (RGB):
Executive Committee (EC)/ Board of Director (BoD):
Office Bearers:
The Training and Learning Centre will initially be established at district level and will have
representation from all CLFs in the district. The institutional structure of TLC will consist of
General Body(GB), Representative General Body (RGB) & Board of Director (BoD)/ Executive
Committee (EC).
All the EC/ BoDmembers of CLFwill constitute the General Body of the TLC. The
General body will act as the most important and empowered body within the TLC. The major roles
and responsibilities of GBis mentioned below-
It will approve the annual budget and annual action plan of TLC.
It will approve the selection or dismissal of members.
It will be responsible for hiring the services of a CAfor the annual audit.
The general body will meet at least once a year.
Representative General Body will be consisting of 2
members namely President and Secretary from each of the participating CLF. In case of smaller
districts with lesser number of CLFs, the RGB may include all the 5 OB members of CLF. The
major roles and responsibilities of RGBare mentioned ahead-
It will elect the members of the Executive Committee/BoD.
Fixation of roles and responsibilities of BoD
It will reviewthe work of EC/ BoD
Reviewof mobilization and utilization of resources
Twelve members elected by RGB will
form the Executive Committee (EC)/BoD of the TLC. The EC/BoD will have two members
belonging to SC/ST and 2 from BC /EBC category. The EC will elect President, Secretary,
Treasurer, Vice President and Joint Secretary as office bearers. The roles and responsibilities of
Executive Committee are mentioned belowas-
It will approve staff positions, their qualification and experience, terms of
appointment, compensation and other allowances.
Overseeing and finalizing all the activities of TLC as per the Annual Action Plan and
approved monthly expenditure.
Preparing monthly, quarterly and annual action plans and budget for TLC.
Formation and review of the performance of the sub-committees and approve
addition/removal of members as per need.
Arranging for internal audit of the TLC.
Office bearers will be elected from the BoD/EC members. There will be 5 office
bearers namely President, Secretary, Treasurer, Vice President and Joint Secretary for day to
day functioning of TLC. In OB, there will be a preference to elect at least 1 SC/ ST member. The
roles and responsibilities of Officebearers are given belowas-
Torepresent TLCon every platform.
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Tooperate TLCBank Account as per guidelines.
Todevise strategies and implement the TLCAAPand other decision taken by BoD.
Selection and reviewof TLCstaff, decide their roles, responsibilities and benefits.
Fund management and proper updating of books of accounts and records.
Toassist and reviewSub-committee functioning.
Having TLCas an organization dedicated solely to training and capacity building will greatly help in
formalizing the process and making the whole exercise logistically easier and more efficient. Major
activities tobe carried out by TLCare as follows:
To conduct training need assessment of CPs, CRPs and CBOs and preparing its annual
training plan and budget.
Training and capacity building of leaders of CBOs and subcommittee members.
Induction, training and accreditation of the community professionals and community
resource persons.
To maintain database of community professionals and community resource persons and
as per the requirement, TLCwould make provision for CRPs and other cadre within district,
outside district and outside state for formation of CBOs and their trainings. All these
activities will be planned and scheduled as per the demand raised by CBOs/ DPCU/
Agencies.
To coordinate the exposure visit of CBOs, community professionals and community
resource persons within and outside district.
To develop resource pool of CPs and CRPs in various themes at district level through
trainings, TOT, exposure and accreditation.
Toconduct need based skill trainings for SHGmembers.
Toextend training and skill development support toother agencies.
Networking and convergence with other agencies and leveraging funds to implement
programs for the benefit tomembers.
A cadre of activists and para professionals including community activists, book keepers,
community resource persons, skilled exterior workers, para veterinarians, job resource persons,
health activists will be developed by the project through investment in their knowledge and skills to
provide services toand be accountable tothe CBOs and be paid by themover a period of time.
Believing community to community interactions and cross learning approach as the best vehicle
for social mobilization, formation of community institution and its nurturing with sustainable
approach. The Community Resource Person (CRP) strategy is the best strategy for targeting,
mobilizing, forming and nurturing of SHGs and its federation at scale. These CRPs are community
leaders, who have long experience as members of organizations and have developed the faith
that SHGs are strong tools for empowerment. These successful women have emerged as CRPs in
ACTIVITIESINTLC
2. CommunityCadre
3. CommunityResource PersonStrategy
38
the project to replicate the institutional building process in the new areas with their experiential
learning and inculcating best practices in their own institution.
With the learning of successful implementation of CRPstrategy for the last 5 years in JEEViKAin
55 blocks of nine districts (including three districts of Kosi region) of Bihar for forming quality
SHGs and Village organizations. As an evolving strategy and learning from different state
projects JEEViKA has also identified and upgraded different types of CRPs as Scoping,
Institution building, Trainer and Thematic CRPs. Presently, JEEViKA is having more than 5000
functional CRPs who are contributing their effort in social mobilization and institution building
process within and outside project.
Internal CRPs would be fromSHGs having an experience of conducting 52 weekly meetings and
having excellent articulation and communication skills to work with the community, having ability
to bring change and motivate others and will be willing to give time. Initially 5-10 potential CRPs
from each JEEViKA promoted VO from each block will be identified (based on the following
criteria), trained and clubbed into different teams for effective result.
Initially the fresh internal trained CRPs will be selected as CRP-apprentice / trainee and will be
part of SHGCRPteamfor at least one round of CRPdrive and will render their services in villages
of the selected blocks/ districts. For at least one round of CRP drive fresh trained internal CRPs
will be considered as CRP- Apprentice. Based on their performance during the drive the BPIU
team can consider to promote them as SHG-CRP. The broad job descriptions of each team are
as follows:
: will be responsible for social mobilization, targeting, SHGformation, imparting
basic modular trainings, selection of potential community mobiliser, establishment of basic books
of records and document preparation for SHG bank account opening through community
mobiliser in atleast two villages during the proposed duration of drive. Initially the role of
community mobilizer/literate CRP in the team will be of doing targeting and later on with the
extension of their service for one month we can expect them for establishment of basic books of
records and document preparation for SHGbank account opening.
: will be responsible for imparting modular trainings (M-4) to all potential SHGs (to
be taken into the fold of VO), imparting basic modular trainings, selection of potential bookkeeper
and establishment of basic books of records in the formed VO(RGB) in the proposed duration of
drive.
will be responsible for social mobilization, creating awareness and
generating demand and desirable result for specific thematic intervention as per the plan.
WhocanbetheInternal CRPs?
SHGCRP Team
VOCRPTeam
Thematic CRP Team:
Jobdescriptionsof theInternal CRPteam
39
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¬|l^¬i ¤lº¤i¬·i ¬ ¤lº¤·¤ - nº|·i n¬ l^l·i·· ¤¬iº ¬| ·|-i ¤i¬·i~i ¬i ¤r¤·i -r-^¤¸ºi ri
¬ini r| ;¬ ¬··i - ~i- ~i·-| ·|-i ¤i¬·i ¬¬| ¤i¬·i~i ¤º ¤lº¤i¬·i ¬ ,iºi ¬i¤ ¤i¬¸ ri n¤i
r n·ii ~i·^i¬ ¬-¤ - ~·¤ ·|-i ¤i¬·i~i ¤º ·i| ¬i¤ ¤iº-·i rini| ~n ¤lº¤i¬·i ¬ ¬·l·in ¬-|
¬i-·il¤¬ ¬n-·i ¬ ¬i·i ri· ^i¬| l^l·i·· ·-¬i - ·|-i ¬ -r-^ ¬i ºªiil¬n ¬º·i ¬l·lº¤n
¬º| ¤¸l¬ ·|-i ¬| ~¬n÷~¬n ¤i¬·i~i - ¬s ¤¬-ºn ºilºi ¬·l·in ¬·-¤ ¬i ·i| ··| rin| r,
~n ¤r ~iº ·i| -r-^¤¸ºi ri ¬ini r l¬ ·|-i ¬ ·iº - ¬·-¤i ¤^ ¬·¬ ¬n-·i ¬i ¤r¬ ¬ ¬i·¬iº|
· ·| ¬i¤ ¤^ ·|-i - ·iin|·iº ··i· rn ¬·r n¤iº l¬¤i ¬i¤| ;¬¬ nº|·i ¬ ,iºi ·|-i rn ¬·¬|
¬in·iº| ¬i¤| r· n¬ ·«n| ~iº ;¬¬i ¬¬iºi--¬ ~¬º ¬·¬ ¬|^· - ··¬i^ ¬| l·ºii n¤
¼ni|
;¬¬ ·|-i ¬ºi¤ r¤ ·¤l·n ¬i --¤ ¤i ··i-·i ¬ ¤¬n r; l^-i|¤ ·iln ¬i ¬s r· n¬ ¬- ¬º· -
-·· l-¬n| r| ¤lº¤i¬·i ¬ ~nnn -¸¬n l·-· ¤¬iº ¬| ·|-i ¤i¬·i~i ¤º ¬i¤ ri· ¬| ¤·¬
¬·ii^·i r ÷
;¬¬ ~nnn l¬¬| ·¤l·n ¬i ¬s º¬- ·|-i l¬-n ¬ º¤ -
·|-i ¬¤·| ¬i ··| ¤÷n| r ~iº ¬¬¬ ¤^¬ - ·|-i ¬¤l·¤i --¤ ¤i ··i-·i ri· ¤º -~i^¬i
Ä
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==¸; = ¤i-alº+ ua÷«a +| ¬=ºa
¤ialº+ ua «a + ¤i¤«
=¸== «|=i
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(Micro Insurance)
¬|^· ·|-i,·¤l·n ¬i ·|-i
42
¤·i· ¬ºn| r| l^l·i·· ·|-i ¬¤l·¤i ¬ ,iºi l^l·i·· nºr ¬| ·|-i ¤i¬·i¤ ¤¬i¤| ¬in| r|
~i- ~i·-| ·|-i ¤i¬·i ·iiºn|¤ ¬|^· ·|-i l·n- ¬ -i·¤- ¬ ·÷ ¤-i· ¤º ¬i-il¬¬
¬º·ii ¤¬÷ ¬ nrn ¤¬i¤| ¬in| r| ;¬ ¤i¬·i ¬ ~nnn ¬-¸r ¬·-¤ ¬i ·aa º¤¤ ¤|l-¤-
··i rini r| ¤r ^·i ¬ l¬¤ rini r n·ii ¤r ¤-¤¬ ^·i ¬ºi·i rini r| ~i-
~i·-| ¤i¬·i - ¬÷· ¬ l¬¤ ¬·-¤ ¬| ¬- ·s ^·i ¬ rs ^·i n¬ rin| r| ¤l· ·|l-n ¬·-¤
¬| --¤ rin| r ni ··i-·i --¤ - /raaa,÷ ºa n·ii ¬i-i·¤ --¤ - sa,aaa,÷ ºa ¬|^·
·|-i l·n- ,iºi l·¤i ¬ini r|
¬s ·|-i ¬¤l·¤i ··iiº ¤ºi~i ¬i ·|-i ¬ºn| r| ¤ºi ·|-i ni-|ºi
¤lº¤·¤ - ·rn -r-^¤¸ºi ri ¬ini r ·¤il¬ ·rn ¬iº l··i· ¤lº^iºi ¬| ~i¬|l^¬i ¬i·^ºi ¬
¬riº ¤¬n| r| ¤ºi~i ¬| ril· ri· ¤º ¤¸º ¤lº^iº ¬| ~i¬|l^¬i ¤º ªinºi -÷ºi· ¬nni r|
~n ¬i·^ºi ¬i ·|-i ri·i ·rn r| -r-^¤¸ºi ri ¬ini r| ¬|l^¬i ¤lº¤i¬·i ~i· ^i¬ ¬-¤ -
¤ºi ·|-i ¤º ¬i¤ ¬º· rn l¤niºi|¬ ~iº ¤ln·, r|
¬s ·|-i ¬¤l·¤i -i¬- ~i·iilºn ¤¬¬ ·|-i ¤·i· ¬ºn| r nil¬ -i¬- - r¤
··¬i^ ¬ ri· ^i¬ ¤¬¬ ¬| ril· ¬i ~¬º ¤¸º| nºr l¬¬i· ¤º · ¤÷ ¬i¤| ~n ¬l·i ·|-i
¬¬| ¤|¬i ¬| ºiª~in ·|-i ¬¤l·¤i ,iºi ¬º¬iº ¬ ¬r¤in ¬ l¬¤i ¬ini r|
s.
¤r ¤¬ ¤¬| l^-i|¤ ¬l^·ii r l¬¬¬ ,iºi l··i· ¬-·i¤ ¬ ¬in ¤¬ ¬i ~i·i· ¤·i· ·¸º ·ºi¬ ¬
;¬i¬ n¬ ¬º ¬¬n r| ¬·iºrºi ¬ niº ¤º ~nº r- ¤in r l¬ l¬¬| ·iº ¬i ¤¬ ¬·-¤ ~¤· ·iº ¬
·¸º ¬-i· rn ¬ini r ni ¬¬¬| ¤r¬| l¤¬ rin| r rº -r|· ¤¬i ·iº n¬ ¤r¤i· ¬| nil¬ ¤lº^iº ¬
¬·-¤i ¬i ¬r| ¤i¬·÷¤i·iºi ri ¬¬| ·¬ ¤i ¤i-- ~il¤¬ ¬ ¬lº¤ ¬| ¬l^·ii l··i·
¤lº^iºi n¬ ¤r¤i; ¬i ¬¬n| r| nº|·i n¬ ;¬ -i·¤- ¬| ¬i·¬iº| ¤r¤·i r| ¤r¬| ¬ªºn r ~iº
;¬¬ -i·¤- ¬ ¤lº^iº ¬ ¬·-¤i - l·ºnº ¬÷i^ -r¬¸¬ rini ºrni r| ¬i·¬iº| · ri· ¬| ·ºii -
nº|· ¤^ l··i· ¬ini ¬i ¤¬i ¬¤º ¬ ¬-¤ - ~i¤ºil·i¬ n-^i ,iºi ¬¸- l¬¤i ¬ini r| ¤¬| l-·iln -
¤r -r-^¤¸ºi ri ¬ini r l¬ ¬n-·i--¬ -nº ¤º l^-i÷¤·iºi ¬¬| ¬l^·ii~i ¬| l^-nn ¬i·¬iº| ¬ini
¬ ¤i¬ ºr n·ii ¬¬¬ ¬¤¤in rn ¬ini ¬i ¬-¤lºn l¬¤i ¬i¤|
¬|l^¬i ¤lº¤i¬·i ¬ ~nnn l··i· ¤lº^iºi ¬ l^-i|¤ ¬-i^ºi· ¬|
¤lº¬~¤·i ¬| n¤| r| ·¤i^rilº¬ ª¤ - ¬i-·il¤¬ ¬n-·i ¬ -i·¤- ¬ ;¬ ¤lº¬~¤·i ¬i
¤¬ -¸-i ª¤ ·· ¬| ¬ilºiºi ¬| ¬i ºr| r| l^-i|¤ ¬-i^ºi· ¤¬ -r-^¤¸ºi ¤r¬¸ ¬ ª¤ - ¬·iº
ºri r ·¤il¬ l^¬i¬ ¬i ¬i; ·i| ¤iª¤ ;¬¬ l··i ~·i¸ºi ¬il·n rini| ¤r ¬^l^l·n r l¬
l^¬i¬ ¬| l·ºii - ¬i; ·i| -¬i- l^-i ¬ l··i ¤i¤i ·r| ¬i ¬¬ni r| ~n ¤¬ ¬-·i¤, ¬i
l^¬i¬ ¬ ºi-n - ¤|s ¤¬ ºr r ¤i s¸- n¤ r, ¬·r -ª¤·iiºi ¬| l^-i|¤ ¬-·ii~i ¬ ¬i·i
¬i÷· rn ¬|l^¬i ¤lº¤i¬·i ¬n ¬¬l~¤n r| l^-i|¤ ¬-i^ºi· ¬| l·ºii - ^l¤n ¬-·i¤i ¬i
· l¬¤ ¤lºil·in ¬º¬ ¬i-·il¤¬ ¬n-·i ¬ -i·¤- ¬ ¬i÷i ¬i ºri r, ·l~¬ -ª¤·iiºi ¬|
¬-·ii·i ¬ l^l·i·· l^-i|¤ ¬^i¤ ¤i·n ¬º· rn ¬·r rº nºr ¬ ¬r¤in l·¤i ¬i ºri r|
¤lº¤i¬·i ¬ ~nnn ¤r ·i| ¬l·lº¤n ¬º· ¬| ¬ilºiºi ¬| ¬i ºr| r l¬ -^¤ ¬ri¤ni ¬-¸ri
¬i l^-i|¤ ¤i·iºi ¬ l¬¤ ·¬i ¬ ¬i·i ¬÷i^ l·ºnº ··i ºr|
Renewal
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¤ºi ·|-i,¬i·^º ·|-i
¬l·i ·|-i
·¬ ¬ ¬i·i ¬·,ni
Remittances ¸ºl=ci-=) ¸l«-i ¤·iºi ¤i -i¬| ;¶ º+=)
Remittance
43
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·¬ ¬ ¬i·i ¬·,ni ¬| ¬ªºn
·¬ ¬ ¬÷i^ ¬i nº|¬i
·¬ - ·¤n ªiini ªii¬·i
·¬ ªiini ªii¬·,ªi¬^i· ¬ ¤¸^ ¬| n¤ilº¤i
·¬ ªiini ªii¬· rn ~i^º¤¬ ·-ni^¬
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¬-¸r ¬ ¤¬ ¬i ¬r| nº|¬ ¬ ¬ºl·in ¬º· rn|
¬-¸r ¬| l^-n|¤ ¬ªºni ¬i ¤¸ºi ¬º· ¬ l¬¤ -ª¤·iiºi ¬| ¬-·ii~i ¬ ¬i÷· rn|
¬-¸r ¬ ~·º ~i--l^º^i¬ ·«i· rn|
¬-¸r ¬ ·irº ¤¬ ¤¬ ¬-·ii· ¬ ¬÷i^ ri l¬¬¬ ~i· ^i¬ ¬-¤ - ~i¬|l^¬i ¬ ¬¬i·i·i
¬i ·«i· - rº nºr ¬| ¬ri¤ni l-¬ ¬¬|
·¬ - ·¤n ªiini ªii¬¬º|
·¬ ¬ ¬i·i ¬l÷- l¬¬¬ ¬l·lº¤n ¬º^i ¬º|
÷ ¤r ¬-¸r ¬i ·¬ ¬ ¬i·i ¤·i- -nº ¬i ¬÷i^ rini r nil¬ ¬-¸r
¬ ¬·-¤i ¬| ¤r¤ -ª¤·iiºi ¬| l^-i|¤ ¬-·ii·i ¬ ¬i·i ri ¬¬|
÷
-^¤ ¬ri¤ni ¬-¸r ¬ ¬·-¤i ,iºi l·¤l-n ·¤n ri·| ¤ilr¤|
-^¤ ¬ri¤ni ¬-¸r ¬| ¬ªii¬· ¤l-n¬i~i ¬i ¬r| nº|¬ ¬ l¬ªii ri·i ¤ilr¤|
-^¤ ¬ri¤ni ¬-¸r ¬ ¤lnl·l·i¤i ¬i r-ni·iº ¬º·i ~i·i ¤ilr¤|
-^¤ ¬ri¤ni ¬-¸r ¬i ·¬ - ªiini ªii¬· rn ¬i¤^ir| ¤l-n¬i ¬i ¤¸ºi ª¤ºi l¬ªii ri·i
¤ilr¤, l¬¬- ¬·i| ¬·-¤i ¬ r-ni·iº,~n¸- ¬i l·ºii· -¤·- ª¤ ¬ ri|
-i-¸r ¬ ¤lnl·l·i¤i ¬ ¤i-i ¬| n|· ¤ln ¬i ~¤· ¤i¬ ri·i
¬l·lº¤n ¬º·i|
~i^i¬ ¤^ ¤r¤i· ¬| ¬-¤ni -·iil¤n ¬º· rn ¤r¤i· ¤¤
¬i ~¤· ¤i¬ ¬l·lº¤n ¬º·i|
÷
¬-¸r ¬ n-· ¬ l·· l¬ªi| n; ¬i¤^ir| ¤l-n¬i ¬| si¤i¤ln(¤·i- ·-¬)|
¬-¸r ¬ ,iºi ··i¤ n¤ (l·¤-i^¬|) ¬| si¤i¤ln|
·¬ ªiini ªi¬^i· rn l¬¤ n¤ l·ºi¤ ¬| si¤i¤ln|
¬-¸r ¬ ¤lnl·l·i¤i ¬i ¤i-i |
¬-¸r ¬ ¤lnl·l·i¤i ¬i ¬a^i;a¬| rn ¤-iºi ¤¤ l¬¬- ¤ni
~iº ¤r¤i· ·i·i ¬i ¤-iºi ·¬ ri| ¬i-i·¤n ¤r ·i·i ¤-iºi ¬-¸r ¬·-¤i - l·-·
·-ni^¬i - l-¬ ¬in r ÷
·. -n·ini ¤r¤i· ·i¤
z. -·ºni ¬i ¬i· ¬i÷
s. ·|.÷|.~i. ,iºi ¬iº| ~i^i¬|¤ ¤r¤i· ¤¤
·¬ ªiini ªii¬· ^i¬i ¤¸ºin ·iºi r~i ~i^·· ¤¤|
¬-¸r ¬ ¬iº ¬·-¤i ¬i n¤ ¤i-i n·ii ·¤l·nnn ¤i-i|
ªiini ¬¤i¬· rn ¤¤l·n ¤lnl·l·i¤i ¬ ¤·i^ ¬·l·in ·-¬ ¬i l·ºi¤ ¤^ ¬¬ ·-¬ ¬
¬·l·in ¬i¤^ir| ¤l-n¬i ¬| si¤i¤ln|
¬-¸r ¬ -irº ¬| ¬ººn ·i| ¤÷n| r|
·¬ - ¬·i| ¬in·iin ¤º ¬-¸r ¬i -irº ¤^ ¤il·i¬n ¬·-¤i ¬i r-ni·iº ªiini ªii¬· ¬
l¬¤ ~i^º¤¬ r|
¬·-¤i ¬| ¬¸¤| l¬¬- ¬·¬ ·i-, ¤ln ¤i l¤ni ¬i ·i-, ¬-, ·¤^¬i¤ ~il· ¬l~¬lªin ri
(¬·¤·i, ¬l¤·, ¬i·ii·¤·i)
(-n·ini ¤r¤i· ¤¤, -·ºni
¬i ¬i«¬i·, «|.·|.¬i. ,iºi ¬iº| ¬i·i¬|¤ ¤r¤i· ¤¤)
(¬·¤·i, ¬l¤·, ¬i·ii·¤·i)
Bylaws
44
aic v+ ¤;¤ia ¤> +| ¬=ºa =a+| ¤;¤ia + luv ;ia| ; a·ii «¸=º +| ¬=ºa =a+ ¤i«i=÷=«·i| ¤a +
luv ;ia| ;¡ ¶= aº; «i ¤+iº + ¤;¤ia ¤> +| ¬=ºa ;ia| ;¡ ==¸; + ¤lalal·i¤i + luv ¤; ¬=º| ; l+ «
¶=+i ¤«·i +º u¡ v+ ;iai ; ¤i«i=|¤ =·¤ai ª·iil¤a +ºa + luv ai «¸=ºi ;iai ; ¤;¤ia ª·iil¤a +ºa +
luv¡ ¶= =« = ¤ai« ¤i¤in øiºi lana ¤ai« +i=, ¤=i= øiºi lana ¤i«i=|¤ ¤=iºi ¤>, l«¬u| l«u,
clu¤ia l«u ¶·¤il« =|·i aiº ¤º =i-¤ ;i ¬ia ;¡
¶=+ ¤ui«i =º+iº| a> = =«l·ia ¤l·i+iº|j¤lalal·i =a ¤;¤iai +i =·¤il¤a +ºa = ==i= ;¡ ¶= «ia +i
=«u=i ºi¤¤ ªaº|¤ «+= =l=la + øiºi lana ¤¤> = ª¤·c ; ¬i ¶= =a¤u + =i·i =u·a -i| ;¡ ¶= ¤¤> +i
=¤¤in ¤lº¤i¬ai +l=¤i øiºi l+¤i ¬iai ¤il;v¡
Ä
Ä
Ä
¬-¸r ¬i ·¬ ªiini ·r| ªii¬· ¬ ri· ^i¬| ril·
·¬ ªiini ªii¬· - ri· ^i¬| l··¬n
·¬ ªiini ªii¬· - ri· ^i¬| l··¬ni ¬i ¬-i·ii·
÷
¬-¸r - ~l·i¬ ¤¬i ri ¬i· ¤º ºªi÷ºªii^ - l··¬n|
¬-¸r - ºªi ¤¬i ¬ ·º¤¤in ¬| ¬·ii^·i ·« ¬in| r|
·¬ ¬ ¬i·i l^-n|¤ ¬-i^ºi· ·r| ri ¤ini r| ;¬¬ ·il^·¤ ¬| ¬ªºni ¬ l¬¤ l¤º ¬
-ri¬·i ¤º l··iº ri·i ¤÷ni r|
·÷| ¬ªºni ¬| ¤¸ln ri· - l··¬n ¬i ¬i-·i ¬º·i ¤÷ni r|
·¬ ¬i ºiª~in| ·iº - ¬-¸r ¤º l^º^i¬ · ri·i|
¬-¸r ,iºi ¬-i l¬¤ ¬i· ^i¬ ·-ni^¬i ¬i ¤¸ºiª¤ ¬ · ·iºi ri·i ÷ ¬i¤^ir| ¤l-n¬i ¬i
¬i ¬r| «n ¬ · l¬ªii ri·i, ·i ¬| ¬nr ¤¬ r| ¤r¤i· ¤¤ ¬i ¬-i ¬º·i (¬·i| ·-ni^¬i
¬i ¬-i · ri·i) ;-¤il·|
·¬ ,iºi ªiini ªii¬· rn ~iº^i¬· ··i, ¬l¬· -i¬--i¬ ¬º·i|
¬ ¬·l·in ¬ªºni ¬i ¤¸ºi ¬º· rn ¬·-¤i ¬ ¤i¬ ¬·l·in ·-ni^¬ ¬i · ri·i|
¬^¤·i- ¤lº¤i¬·i ¬ ¤ªi÷ ¤lnl·l·i ¬i ·¬ (ºiiªii ¤··i¬) ¬ ¬i·i l-¬¬º ¤lº¤i¬·i ¬
¬··º¤ ¤^ ¬i¤ ¤i¬·i ¬ ·iº - ¤¸ºi ¬i·¬iº| ··| ¤ilr¤|
¬·i| ¬ªº| ·-ni^¬i ¬i ¤¸ºin ·iº ¬º ¬-i ¬º·i ¤ilr¤|
~nº ·¬ ¬i ¬i; ¤lnl·l·i ¬-¸r ¬i ni-÷-nº ¤º ·i-ºi ¬º·i ¤ir ni ¬¬ ~^º¤ ·i-ºi
¬ºi·i ¤ilr¤|
¤lº¤i¬·i ¬ ¤lnl·l·i ¬i ºiiªii ¤··i¬ ¬ ¬i·i l^¤iº÷l^-ºi rn ¤¬ ¬-¤ ¬i·i ¤ilr¤
¬· ¬¬¬ ¤i¬ ¤¤i·n ¬-¤ ri| l^-n|¤ ¬·÷·· ¬ ¬-¤ ºiiªii ¤··i¬ ºii¤· ~i¤¬i
·¤i·i ¬-¤ ·r| · ¤i¤|
¤lnl·l·i ¬ ª¤ - ¤¬ ·¤l·n ¬i ¬i·i ¤ilr¤ ¬i ¬r| nº|¬ ¬ ¬·i| ·ini ¬i ºªi ¬¬|
~nº ·¬ ¤··i¬ · ·i| -i· ºr ri ni ·¤i·i ¬-il¬n ·r| ri·i ¤ilr¤| ·¬ ¤··i¬ ¬ ¬i·i
l¬¬| ·i| ¤lºl-·iln - ¬··ii^¤¸ºi lººni ··i¬º ºªi·i ¤ilr¤| ¬s l··~i ¤º ¬r¤in ¤i
¬-i·ii· · ri· ¬| l·ºii - ¤lº¤i¬·i ¬ ¬·l·in l¬--·iº ¬ini n¬ ~¤·| ·in ¬ºº ºªi|
¤lºl-·iln ¬ ~·ª·i ¬iº| ¬--¤i~i ¬i ¬-i·ii· ¬·i^ r|
~nº ¬i; ·¬ ºiiªii l¬¬| ·i| ¤lºl-·iln - ¬i¤ ¬º· ¬i n¤iº ·r| r n· ¬¬| ·¬ ¬
+¤º| -nº ¤º ¬--¤i ¬i ºªi·i ¤ilr¤ nil¬ ¬·l·in ºiiªii ¬i -in·ºi· l-¬ ¬¬|
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KYC
45
¤lº¤i¬·i ¬ ~nnn ~iºl·i¬ ¤¸¬|¬ººi l·l·i ¬| ºilºi ¬i l^l·i·· ¤ººii
- l^·i·n l¬¤i n¤i r ¬i l·-·l¬lªin r ÷
~iºl·i¬ ¤¸¬|¬ººi l·l·i ¬i -ª¤ -¬¬· r ¬-¸r ¬| nº|· ¬·-¤i ¬| ¬ªºni ¬ l¬¤ ¤¸¬| ¬| ¬¤¬··ini
¬r¬ ª¤ ¬ ¬i-·il¤¬ ¬n-· ¬ -i·¤- ¬ ¬l·lº¤n ¬º^i·i| ;¬ l·l·i ¬ ¬-¸r ¬ ¬·-¤ ~¤·|
si-|÷si-| ¬ªºni ¬¬ ·|-iº|, ºii·|÷·¤ir, ºi¬niº ~il· ¬| ¤¸ln ¬ºn r| ¤¸l¬ -^¤ ¬ri¤ni ¬-¸r
··i· ¬| ¤l¬¤i ¤lº¤i¬·i - -·iil¤n ri ¤¬| r, ~n ¬-ni ¬i ¬¬ni r l¬ ¬-¸r ¬| l·ºi¤ ·i-ni ;¬
-nº ¤º ~i n¤| r l¬ ¤lº¤i¬·i ,iºi ·| n¤| º¬- ¬i ^ ¬r| ¬¤¤in ¬º ¬¬n| ;¬ l·ºi¤ ·i-ni ¬i
-¬·¸n| ¤·i· ¬º· rn ¤lº¤i¬·i ,iºi ¬-¸ri ¬i s ¬ « -i÷¤¸¬ ¤º ¤l’i·iºi l·¤i ¬ini r| ¤r -i÷¤¸¬
¬-¸r ¬ ¬·-¤i ¬i ¬-¸r ¬| ¬ªºn, l^-i|¤ ~·ºii¬·, ¬|÷ººi|¤ ¬¬ -··i ¤º ·i-ni^·i· ¬ºn| r ~iº
¤r ¬--|· ºªin| r l¬ ¬·-¤ ;¬ ·i-ni^·i· ¬i ~¤· ¬|^· - ·i| ~i--¬in ¬ºn| ;¬¬i ~l·i¤i¤ ¤r r
l¬ ¬r| ¤^ ¬·| n¤| ¤|¬i ¬i ^-nn ¬-¸r ¬ ¬·-¤ ·¤^riº - ¬i¤n| ;·r| ¤|¬i ¬i ·¤i· - ºªin r¤
^n-i· - ~iºl-·i¬ ¤¸¬|¬ººi l·l·i ¬ ~·nnn ~l·i¬n- ra,aaa º. ¬| ºilºi n¤ ¬| n¤| r| ;¬ ¤i· rn
¬s ~l·^i¤ ~rni¤ r n·ii ;¬ ¤¸º| ;-i··iº| ¬ ¬i·i ¬¤¤in ¬º· ¬ ·i· ¬-¸r ¬i ¬i-i·| rin| r|
¬¸·- l·¤i¬· ¬| ¤l¬¤i ¤¸º| ri· ¬ ·i· r| ¬| ºilºi ·| ¬i ¬¬n| r| ¤r ·¤i· ºr ¬| ¬-¸r ¬| ¬¸·-
l·¤i¬· ¤l¬¤i -|¬ «n ¬ ri ~iº ¬iº ¬·-¤i ¬i ;¬¬| ¬i·¬iº| ~·s nº|¬ ¬ ri|
ni-|ºi -nº ¤º ¤r ·ªii ¤^ ~··i^ l¬¤i n¤i r l¬ ¤¬ nº|· ~¤· ¤lº^iº ¬ ¬i·i ¬÷| -r·n
-¬·¸º| ¬º¬ ~in ·« ·i| ¬ini r ¤i ·«· ¬| l·ºii - ¬·- ·«ini r ni ¤¬ ·|-iº| (-^i-·¤ ¬
¬·l·in ¬iººi) ¤¸º| nºr ¬ ¬¬ ¤|s ·i¬¬ ·n| r| ^r ~il·i¬ ª¤ ¬ ¬-¬iº ri ¬ini r ~iº ¬¬¬
·i· ·i| ~nº ^r ¤¸ºiª¤ºi -|¬ · ri ¤i¤i ri ni -ri¬·i ,iºi ·| n¤| ºilºi ¬i ·in ¬¬ ¤¸º| nºr ni÷
·n| r| si-| ~·i^i ·÷| º¬- ¬ ¤^¬ - ¤¬ nº|· ~i·-| ¬i ·rn nºr ¬ ¬-nin ¬º· ¤÷n r|
¬¬ ~¤·| ¬¤l-i ~·i^i -¬·¸º| n¬ lnº^| ºªi·| ¤÷n| r| ¬¬¬| ~i^i¬ -· ¤÷ ¬in| r| ;·
¤lºl-·iln¤i ¬ nº|· ·¤l·n ¬i ·¤i· rn ¤lº¤i¬·i ¬ ~··i^ ¬ ~i·iiº ¤º ¤¬ l·l·i ¬i n-· l¬¤i
n¤i r l¬¬ -^i-·¤ ¬º·ii l·l·i ¬rn r| ;¬ l·l·i ¬i ni- ¬n-· ¬ -nº ¤º ºªii n¤i r nil¬
;¬¬i ¬-l¤n ¬¤¤in ¬i-¸lr¬ ¬r-ln ¬ ~i·iiº ¤º l¬¤i ¬i ¬¬| ;¬ l·l·i ¬i ¬¤¤in ¬-¸r ¬
¬·-¤ -^i-·¤ ¬··i| ¬ªºni ¬i ¤¸ºi ¬º· ¬ l¬¤ ¬ºn r| ;¬ l·l·i ¬ ¬·l·in l^-nn ¬i·¬iº|
¬| -in·lºi¬i - ¬¬·· r|
¬i-·il¤¬ ¬n-·i ¬ ¬i·i ¬i- ¬ºn r¤ ¬|l^¬i ¤lº¤i¬·i ¬i ;¬ ·in ¬i ~··i^ r~i l¬ ni- -nº
¤º ^i-nl^¬ l^¬i¬ ¬| ªi·¬ n·i| ¬·i; ¤÷n| ¬· ¬-¸r ¬ ¬·-¤ ;¬ ·in ¬ l¬¤ ¤º¬iº ¬ilºiºi
¬º n·ii ¤r ¬l·lº¤n ¬º l¬ ¬·l·in ni^ ¬i ¬i; ·i| ¤lº^iº ·i¸ªi ¤- · ºri ri| ;¬ ~iºi¤ ¬i -¸n
ª¤ ·· rn ¤r -r-^¤¸ºi ri ¬ini r l¬ ni- ¬n-· -nº ¤º ¤¬ ¤¬| l·l·i ¬i l·-iºi ri l¬¬¬i
;-n-i¬ ¬·-¤ ,iºi ªiin ¬º·ii rn l¬¤i ¬i ¬¬| ni-|ºi -nº ¤º ªiin ¬º·ii ¬| ¤lº¬~¤·i ¬i
¬i¬iº ¬º· rn ªiin ¬º·ii l·l·i ¬i l·-iºi l¬¤i n¤i r| ;¬ l·l·i ¬i ¬¤¤in ¬-¸r ¬ ¬·-¤i ¬
,iºi ªiini·· ¬| ¬ººni ¬i ¤¸ºi ¬º· rn l¬¤i ¬ini r| ¬i-·il¤¬ ¬n-· ;¬ ·in ¤º ¬iº ·n r
l¬ ¬·¬ ¬i; ¬·-¤ ªiini·· ~¬º·ii ¬ ·ii^ ¬ nl¬n · ri| ;¬ l·l·i ¬| l^-nn ¬i·¬iº| ªiini··
¬º·ii l·l·i ¬ ¬·l·in -in·lºi¬i - ·| n; r|
(Community Investment Fund)
(ICF– Initial capitalization Fund)
ICF
(Health Risk Fund)
HRF
(Food Security Fund)
«. ¤iºl-i+ ¤¸¬|+ººi lal·i
ª«iª·¤ =º=ii lal·i
=iiu =º=ii lal·i
Ä
Ä
46
Ä
Ä
¬|l«+i¤i¬a lal·i
¤iºl-i+ ¤¸¬|+ººi lal·i «a ;a ==¸; ªaº ¤º =i¤«º= )
(Livelihoods Fund)
: SRI, SWI, PVSP,
(ICF-Initial Capitalization Fund
(Community Mobilizer) Books
of Accounts
¤¬i ~·¬º ·ªii n¤i r l¬ ¬·-¤ ~¤·| ºiª~in| ¬ªºni÷ l¬¬- ¬¤·iin ¬| ¬ªºn ·i| ºiil-¬ r,
¬ ¤¸º ri· ¬ ·i· -·iil¤-^ ¬| ~iº ·«·i ¤irn| r| ¬·-¤nºi ¤r -·iil¤-^ ¬|l^¬i¤i¬· ¬ ~i·iiº
¬i ·«i¬º ¬º·i ¤irn r| ;¬¬i -n¬· ¤r r~i l¬ ¬·-¤ ºi¬niº ¬ ¬¬i·i·i ¬i ·«i· rn
n¬·|¬| ¤^ l^-i|¤ ¬ri¤ni ¬| ¬ªºn -r¬¸¬ ¬ºn r nil¬ ¬·¬ ¬|l^¬i¤i¬· ¬ ~i·iiº ¬i -¬ ·
¬n ~iº ¬¬¬i -·iil¤-^ ·º¬ºiº ºr| ¤¸l¬ ¤lº¤i¬·i ¤ilº^ilº¬ -nº ¤º ~i¬|l^¬i ¬ ¬¬i·i·i ¬i
·«i· rn ¬n¬¬~¤ r, ;¬l¬¤ ¤¬ l·l·i ¬i n-· l¬¤i n¤i r l¬¬ ¬|l^¬i¤i¬· l·l·i ¬ ·i- ¬
¬i·i ¬ini r| ¤lº¤i¬·i ¬ ,iºi ¬·-¤i ¬i ¬nn ¬|l^¬i¤i¬· ¬ ~^¬º -r¤i ¬ºi· rn l^l·i··
nlnl^l·i¤i ¬¬ ¤ºi¤i¬·, -·i-·ªi| ¤i¬· ;-¤il· ¬ ¬i÷i ¬i ºri r| ;·
nlnl^l·i¤i ¬i ¬¤iª ª¤ ¬ ¬¤i¬· ¬º· rn n·ii ºi¬niº ¬ ~l·i¬ ~^¬º ¬¤¬··i ¬ºi· ¬ ¬i·i
r| ¬i·i ~i-··| ·«i· rn ¬|l^¬i¤i¬· l·l·i ¬| ·¤^-·ii ni- ¬·i-· -nº ¤º ¬| n; r|
-^¤ ¬ri¤ni ¬-¸r ¬- ¬ ¬- ·i -ir ¤ºi·i ri·i ¤ilr¤| ;¬ ·iºi· ¬-¸r ¬| l·¤l-n ¬- ¬
¬- s ·-¬ ¤¸º| ri·| ¤ilr¤| ¬-¸r ¬i ·¤n ªiini ·¬ - ªi¬i ri·i ¤ilr¤|
¬-¸r ¬i ¤¤¬¸¤ ¬i ¤i¬· ¬º· ^i¬i ri·i ¤ilr¤| ;¬¬i -n¬· r l¬ ¬-¸r ,iºi l·¤l-n
·-¬, l·¤l-n ·¤n, l·¤l-n ¬·÷··, l·¤l-n ^i¤¬| ~iº l·¤l-n ¬ªii ¬·iiººi l¬¤i ¬ini
r|
¬-¸r ¬i ¤lºi·iºi ¤lº¤i¬·i ,iºi n¤ -i÷¤¸¬ ¤º ri n¤i ri| ¤ -i÷¤¸¬ r
·. nº|·| ¬ ¬iººi n·ii ¬-¸r ¬| ~i^º¤¬ni|
z. ·-¬ ¬| ¤l¬¤i, l·¤-i^¬| ¤^ nº|¬i ¬ ¬·l·in ¤|¬|
s. ·n-^, l^-i|¤ ~·ºii¬· ¤^ -n·i· ¬-i·ii· ¬¬ -··i ¤º ¤lº¤¤i|
¬|l^¬i l-¤ ¬i ¤¤· ri ¬i·i ¤ilr¤| ¬|l^¬i l-¤ ¬i
¤º ¤lºi·iºi ¤¸ºi ri·| ¤ilr¤ ¤^ ¬¬ ¬-¸r ¬i l·¤l-n ¬ªii¬· ¬ºn ºr·i
¤ilr¤| ¬|l^¬i l-¤ ¬i ¬·÷·· ¤¤¤ ¤º ¤lºi·iºi ~l·^i¤ r|
ªiini ·r| ¬i ¬ªii¬· ¬r|÷¬r| ri·i ¤ilr¤| ¬i¤^ir| ¤l-n¬i ¤^ ¬·÷·· ¤¤¤ ni
¬ºº r| l¬ªii ri·i ¤ilr¤| ªiini ·r| ¬i ¬ªii¬· ¬|l^¬i l-¤ ¤i ¬i-·il¤¬ ¬-·^¤¬
¬ ,iºi ~^º¤ r| l¬ªii ri·i ¤ilr¤|
¬¸·- l·¤i¬· ¬| ¤l¬¤i - ¬·-¤i ¬| ·iin|·iº| ¬l·lº¤n ¬º^i·| ¤ilr¤ n·ii ¬·i| ·i|
¬·-¤i ¬| ¬ººn ¬ ·¤i·i ~ºi ¤º ¬iº ·r| ··i ¤ilr¤| ¬-¸r ¬| ¬¸·- l·¤i¬· ¤l¬¤i
¤¸ºi ri·| ¤ilr¤|
~iºl·i¬ ¤¸¬|¬ººi l·l·i ¬-¸r ¬i ·· ¬ ¤r¬ ¬·l·in ¬i-·il¤¬ ¬n-¬ ¤^ ·i¤|¤
¬n-¬ ;¬ ·in ¬i ¬l·lº¤n ¬º l¬ ¬¸·- l·¤i¬· ¬| ¤l¬¤i ¬| ¬-n ¬·-¤i ¬ -nº
¤º ~·s| ri|
¬·-¤i ¬| ¬ªºni ¬i ~i¬¬· ~·s| nºr l¬¤i n¤i ri ¤^ ¬·¬i ~ºi ¬| ºin -¤·-
-i¬¸- ri|
l·¤l-n ·-¬ - ¬·-¤i ¬| ¬¤l-·iln ¬- ¬ ¬- sa ¤lnºin ri·| ¤ilr¤| ;¬¬| nºi·i
¬ªº ¬º ~iº ¬¬¬i ~i·iiº ¬i·¤ ¬ ª¤ - ºr·i ¤ilr¤|
·-¬ - ¬¤l-·in ¬·-¤i - ¬ ¬-÷¬÷¬- sa ¤lnºin ¬·-¤ l·¤l-n ·¤n ¬º ºr ri|
©
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©
©
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47
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¬-¸r ¬ ~i·nlº¬ ¬·÷·· ¬| ºiª~in ~^º¤ ri·| ¤ilr¤| ¬-¸r - ¬| n¤| º¬- ¬|
¬¬-¤ ^i¤¬| ¬i ·¤i· ·i| ¬ªº ºªi|
¬-¸r ¬| ^i¤¬| ·º ¬-÷¬÷¬- sa ¤lnºin ri·| ¤ilr¤|
¬-¸r ¬| ·¤n ºilºi ¬ ¬·-¤i ¬| si-| ¬ªºni ¬i ª¤i¬ ºªii ¬ini r n·ii ¬^¬ ¬|l-n ~ºi
ºilºi ¬i r| ¬·÷·· rini r| ¬·-¤i ¬| ~·¤ ~i^º¤¬ni~i ¬| ¤¸l-i rn ·÷| ºilºi ¬i l·^ºi
¬i-·il¤¬ ¬n-·i - ~i^º¤¬ r| ~n ¬| ºilºi ¬-¸r ¬i ¬¤¬··i ¬º^i; ¬in| r| ¬·-¤i
¬| ¬ººn ¬¤·iin ¬ ¬¬º ¬-¤i·· n¬ ¬| ri ¬¬n| r|
¬-¸r ¬ ¬·-¤i ¬i nº ¤º-¤ºinn ¬ini ¤·ii -ri¬· ¬ ¬¬ ¬| ^i¤¬| ¬º· - -·· rn|
¬-¸r ¬i ·¬ ¬ ¬-·,ni ¬ºi· ¬ ¤¸^ ·÷| ºilºi ¬ ¬·÷·· ¬| ~i·ni ¬i l^¬l¬n ¬ºi· rn|
¬-¸r - l^-n|¤ ~·ºii¬· ¬| ~i·n l^¬l¬n ¬º· rn|
-^¤ ¬ri¤ni ¬-¸r ¬i ~i--÷l^º^i¬ ¤^ -^il--^ ¬ ¬i·i ¬-¸r ¬ ¬··º¤i ¬i nln ·· rn|
-i-¸r ¬ ¬·-¤i ¬| si-| ~·i^i ·÷| ¬ººni ¤·ii ºiºi· ¤i ¬¤÷i ªiº|·n|, ·|-iº|, ¤^÷-¤iriº,
-¬i· -º--n|, ¬¤l-i l·-iºi ~il· ¬| ¤¸ln - ¬r¤in ¬º· rn|
-^¤ ¬ri¤ni ¬-¸r ¬i ¬¸·- l·¤i¬· n¤iº ¬º·i
-^¤ ¬ri¤ni ¬-¸r ¬ ¬·i| ¬·-¤i ¬| ¬¤l-·iln n·ii ¬^¬--ln ¬ ~i·iiº ¤º ¬i-·il¤¬
¬n-¬ ,¬i-·il¤¬ ¬-·^¤¬ ,·i¤|¤ ¬-·^¤¬ ,iºi ¬-¸r ¬ l¬¤
¬¸·- ¤i¬·i ~·iin -i;¬i ·¬il·n n¤iº l¬¤i ¬ini r| ;¬ ¤l¬¤i ¬| -¸¬ ·ii^·i ¤r r l¬
¬-¸r ¬ ¬·-¤ ¤¬ ·¸¬º ¬| ¬i-il¬¬ ¤^ ~il·i¬ ¬ªºni ¬i ¬-n n·ii ¬¬- ~¤·i ¬r¤in
·| ;¬¬ ¬i·i r| ¬-¸r ¬ ¬·-¤i ¬ ¤i¬ ¬¤¬··i ¬¬i·i·i ¬| ·i| ¬-|·ii rin| r ~iº ¬-¸r ¬
~··º ¬¬ ¤º ºi¤ ··n| r| ¬-¸r ¬ ~··º ··| r; ºi¤ ¬i r| ~i·iiº ··i¬º ¬-¸r l^l·i·· -··i
¤º l·ºi¤ ¬ni r| ¤r ¤¬ ¤¬| ¤l¬¤i ¬| ºiª~in r l¬¬- ¬-¸ri ¬i · l¬¤ ~l·i¬iº l·¤ n¤
r ·l~¬ ¬·r ¬·¬| l¬--·ilº¤i ¬i ·i| ~r¬i¬ ¬ºi¤i ¬ini r| ¤¸l¬ ¤r ¤l¬¤i ¬·-¤ -nº
¤º l¬¤ n¤ ·il^·¤ ¬| ¤i¬·i~i ¬i ¬¬¬· r l¬¬¬i ~¬º ¬·¬ ¤ilº^ilº¬ -nº ¤º ·i| ¤÷ni
r, ¬-¸r ¬ ¬·-¤i ¬i ~¤· ¤lº^iº ¬ ·i| ºi¤÷-ºil^ºi ¬º ¬r-ln ··i· ¬ l¬¤ ¤lºn l¬¤i
¬ini r| ;¬ ¬¸·-,¬·i l·¤i¬· ¬i n¤iº ¬º· - l¬¤ ¬n-|¬ººi
¬i ¬i¤ ¬ºn n·ii ¬-¸r ¬i ¤-¤¬ l·ºi¤ ¬-¸r ¬ ¬·-¤i ,iºi l¬¤i ¬i¤ni|
¬¸·- l·¤i¬· ri· ¬ ¬¤ºin ¬-¸r ,iºi ·-¬ - ¬| ºilºi ¬ l¬¤ ~i^·· ·· ¬ ¬··i
- ¤¤i l¬¤i ¬i·i ¤ilr¤| ¬·l·in ·-¬ ¬| ¬i¤^ir| ¤l-n¬i - -¤·- ª¤ ¬ ¤r l·ºi¤ l¬ªii ¬i·i
¤ilr¤ l¬ ¬-¸r ¬| ¬ªºni ¬i ¤¸ºi ¬º· ¬ l¬¤ (¤ilº^ilº¬ l·^ºi ¤i¬·i ¬ ~i·iiº ¤º) ºilºi ¬|
¬ªºn r n·ii ;¬¬ l¬¤ l^l·i·· ¬ini ¬ ¬-¤¬ ¬i·i· ¬| ¬ªºn r| ¬· ¬ini - ¬ ¤¬ ¬in r
¬|l^¬i ¤lº¤i¬·i| ¤lº¤i¬·i ;· ¬ªºni ¬| ¤¸l-i rn ¤¬ l·l·i ¬i n-· ¬º ¤¬| r l¬¬
¬i-·il¤¬ l·^ºi l·l·i ¬rn r| ;¬| l·l·i ¬ ¬-¸r ¬i ¬·¬| ¬ªºni rn ºilºi ¬¤¬··i ¬º^i· ¬|
¤lº¬~¤·i r| ;¬¬ l¬¤ ¬ªº| r l¬ ¬-¸r ~¤·| ¬ªºni ¬| ¤¸ln rn ~i^º¤¬ ºilºi ¬i ~i¬¬·
¬º ¤¬ ~i^·· n¤iº ¬º| ¬-¸r ~iºl·i¬ ¤¸¬|¬ººi l·l·i rn ·i nº|¬ ¬ ~i^·· · ¬¬ni r ÷
Ä
Ä
Ä
¤iºl--i+ ¤¸¬|+ººi lal·i +i =««º¤
¤iºl--i+ ¤¸¬|+ººi lal·i +| ºilºi «a = ¤;u +| ¤lø¤iv
¤iºl-i+ ¤¸¬|+ººi lal·i ;a ==¸; øiºi ¤i««a
(ICF)
ICF
(ICF)
(C.M.) (C.C.) (A.C.)
CM/CC/AC
(Facilitation)
(ICF)
(M.P.) (ICF)
48
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©
©
©
~i^·· ¤¤¤ ¬i ¬|l^¬i ¤ªiº÷ ¬i¤i¬¤ - ¬-i ¬º¬ |
~i^·· ¤¤¤ ¬i ni- ¬n-· -nº ¤º ¬-i ¬º¬|
¬|l^¬i ¤lº¤i¬·i ¬ ~·nnn ¬-¸ri ¤^ ¬·¬ ¬n-·i--¬ «i¤ ¤i·| ni- ¬n-· ¬ l·-iºi ¬ ·|¤
¬n·in ·a ¬ ·z -r|· ¬i ~nºi¬ rini r| ;¬ ·|¤ ¬-¸r ¬| ¬ªºni ¬i ¤¸ºi ¬º· rn ¤r l·ºi¤
l¬¤i n¤i r l¬ ºiª~in| ·iº - ¬-¸r ~¤·| ¬ªºni ¬| ºilºi rn ~i^·· ¬|·i ¤ªiº÷ ¤lº¤i¬·i
;¬i; - ¬-i ¬ºn|| ri¬il¬ ¤r ºilºi ¤lº¤i¬·i ,iºi l·nn rin| -nº ¬-¸r ;¬ ·in ¬i
¬ºiº ¬ºni r l¬ ¬· ¬·i| ni- ¬n-· ¬i l·-iºi rini, ¤lº¤i¬·i ,iºi ·| n¤| ºilºi ¬i ^ ni-
¬n-· ¬i r| ¬i-i¤n| ;¬ ¤l¬¤i ¬ ¬-·iinn «i¤i ¬ l·-iºi - ¬~··i¬| ¬| n¬i;ºi ·r| ºrn| r
n·ii ¬¬iºi--¬ ¤lººii- ~i· ¬| ¬--|· ·i| ºrn| r|
-^¤ ¬ri¤ni ¬-¸r ,iºi ¤ªiº÷ ¤lº¤i¬·i ¤··i¬, ¬ ·i- ¬ ~i^·· ··i rini l¬¬- ¬ªºn
¬ lr¬i· ¬ -in| n¤| ºilºi -¤·- ª¤ ¬ l¬lªin ri·| ¤ilr¤| ~i^·· ·· ¬ l·ºi¤ ¬ ·iº - ¬-¸r
¬| ¬i¤^ir| ¤l-n¬i - ·i| ;· ·ini ¬i ¬~¬ªi ri·i ¤ilr¤|
¬¸·- l·¤i¬· n¤iº ¬ºn ¬-¤ ¤ilº^ilº¬ l·^ºi ¤i¬·i ¬ ~i·iiº ¤º ¬·-¤i ,iºi l^l·i··
l¬¤i¬¬i¤i rn ¬¬ ºilºi ¬i -¤·- l^^ººi ri·i ¤ilr¤| ¬·-¤i ¬ ¤in·i· ¬i -¤·- ¬ºn r¤ ·i¬|
ºilºi ~ºi ¬ ª¤ - ¤i· rn -¤·- l¬ªii ri·i ¤ilr¤| ¤r -¤·- ª¤ ¬ l¬ªii ri·i ¤ilr¤ l¬ ¬ªº|
~ºi ºilºi - l¬n·| ºilºi ni- ¬n-· ¤i ¬|l^¬i ¬ ~ºi ¬ ª¤ - ¬· ¬| ¤i¬·i r n·ii l¬n·|
ºilºi ¬i ·¬,l^-i|¤ ¬-·ii~i ¬ ¬· ¬| ¤i¬·i r| ~i^·· ¬i ¤¤¤ ¬| ¤l-n¬i - ¬¬·· r|
~·iin ~iºl·i¬ ¤¸¬|¬ººi l·l·i ¬ ¬·l·in ~i^·· ·· rn ~·¤ -r-^¤¸ºi ¤r¬¸ ÷
¤r ·in ·rn r| -r-^¤¸ºi r l¬ ni- ¬n-· ··· ¬ ·i· ¬| ºilºi ··iºi ¤i· rn ~i^··
¬|·i ni- ¬n-· ¬i r| l·¤i ¬i¤ni ¤^ l·ºi¤ ·i| ni- ¬n-· ¬ -nº ¤º r| rini|
·¸¬º| -r-^¤¸ºi ·in ¤r r l¬ ¬-¸r ~¤·| ¬ªºn ¬ lr¬i· ¬ r| ~ºi ¬| ºilºi ¬i -in ¬º|
¬¬i l¬ ¤r¬ l¬ªii ¬i ¤¬i r l¬ ¬ ~·nnn ~l·i¬n- ~ºi ¬ ª¤ - ·| ¬i· ^i¬| ºilºi
¤¤i¬ r¬iº ri ¬¬n| r| l¬¬| ¬-¸r ¬| ¬ªºn ~nº ¤¤i¬ r¬iº ·r| r ni ^r ;¬ º¬- n¬
¬| ºilºi ¬· ¬ l¬¤ n|· ·iº n¬ ~i^·· ¬º ¬¬ni r| ¬·irººi ¬ niº ¤º n¬i· ¬|l^¬i
¬-¸r · ~¤·| ¬ªºn ¬¸·- l·¤i¬· ¤l¬¤i ri· n¬ sa,aaa,÷ ª¤¤i ¬| ~i¬| r ~iº ~i^··
sa,aaa,÷ ª¤¤i ¬i r| l·¤i r ni ¬¬ ¬-¸r ¬i ¤·i- ·iº ¬ niº ¤º sa,aaa,÷ ª¤¤i r|
l·¤i ¬i¤| l¤º ¬s ¬-¤ ·i· ¬-¸r · ~nº ~iº za,aaa,÷ ª¤¤i ¬| ¬ªºn ¬ni¤| r ni ¬¬
¬| l·l·i ¬ nrn r| za,aaa,÷ ª¤¤ l·¤ ¬i¤ n·ii ;¬ º¬- ¬i ·i| ¤·i- l¬-n ~·iin
~ºi ¬ ª¤ - r| ¬i·i ¬i¤ni| ·i¬| ·¤| ·|¬ r¬iº ª¤¤ ¬| º¬- ¤i· rn l¬¤
¤ilº^ilº¬ l·^ºi ¤i¬·i n¤iº ¬º· ¬| ¬ªºn rin||
¤¬ ¬-¸r l¬·¬i n-· ni- ¬n-· ¬ l·-iºi ¬ ·i· rini r, ~iºl·i¬ ¤¸¬|¬ººi l·l·i rn ~i^··
¬|·i ni- ¬n-· ¬i ¬ºn| ~i^·· ¬i ¤¤¤ ¬¸·- l·¤i¬· rn n¤iº -in·lºi¬i - ¬¬·· r| ni-
¬n-· -nº ¤º ~ºi ·· rn ri· ^i¬| ¤l¬¤i~i ¬i l¬¬ ni- ¬n-· ¬ ¬·l·in -·~¬ - -¤·-
r|
BPIU
ICF
(BPIU)
BPIU
ICF
MP
ICF
ICF
ICF
ICF
ICF CIF
ICF
(ICF)
ICF
Ä
Ä
ºilºi ;a ==¸; øiºi ¬|l«+i ¤=iº= +i¤iu¤ = ¤i««a
¤iºl--i+ ¤¸¬|+ººi lal·i ;a ni= =naa = ¤i««a
49
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Ä
Ä
- nl-n ¬l-ln ,iºi ¤-¤¬ ·r l·· ¤º ¬i ~i¤i¬· ¬º·i
¤ilr¤| ¤ªiº÷ -nº ¤º ¬·l·in n·ii ¬¬ ¬ ¬·-¤ rin r|
¬l-ln ¬·-¤i ¬ ·|¤ l·-· l···~i ¤º ¤¤i ~^º¤ ri·| ¤ilr¤ ÷
¤lº¤i¬·i ,iºi l··iilºn -i¤·º÷ ¬-¸r ,iºi ¤¸ºi l¬¤i ¬ini r l¬ ·r|| ¤ -i¤·÷ r÷
¬-¸r ¬i ªiini ªi¬·i, ¤lºi·iºi ri·i, ¤¤¬¸¤ ¬i ¤i¬· ri·i, ¬i ¤lºi·iºi ri·i
;-¤il·|
¬i· ¬l--| l-l-n - ¤¤i ¬ ·i· ~·-il·n ¬-¸ri ¬i -i;¬i·¬i· ¬ ~i^·· ¤¤ ¬| -¸¬¤ln, ¬i·
¬l--| l-l-n ¬ ¬-¤ n¤iº ¬i¤^ir| l^^ººi ¬ ¬i·i -
,iºi ·i¬i ¬ini r| ¤l¬ ¤l¬¤i¤ ¤¸ºi ºr· ¤º ,iºi ¬-¸ri ¬ ªiin - ¤-nil^n ºilºi
·i¬ ·| ¬in| r|
¬|l^¬i ¤lº¤i¬·i ¬ ~·nnn nº|· -lr¬i~i ¬ ¬i·i ¬i- ¬º· rn ¬i-·il¤¬ ¬n-·i ¬i -i·¤- ¬ ª¤
- l¤lrn l¬¤i n¤i r| ~n ¤lº¤i¬·i ¤¸º| l··-i ¬ ¬i·i ¬ºi·n ¬i-·il¤¬ ¬n-·i ¬ l·-iºi ¤^ ·i-ni
^·i· ¬ ¤ln ¬¬l~¤n r| ¬i-·il¤¬ ¬n-·i ¤·ii ¬-¸ri, ni- ¬n-·i ¤^ ~·¤ ¬n-·i ¬i ¬i¤¬- ¬i
lr-¬i ··i¬º ¬·¬| ¬r·iilnni ¬l·lº¤n ¬º· ¬| ¬ilºiºi ¬| ¬i ºr| r| ¬r·iilnni ¬i ~··i^ ¬·-¤i -
-^il--^ ¬| ·ii^·i ¬i ¬·- ·ni| ¤lº¤i¬·i ¬ ¬i¤¬-i ¬i ¬¬º -^il--^ ¬| ·ii^·i ~nº ¬-·i¤ -nº ¤º
¬inn rin| r ni ~i·^i¬ ¬-¤ - l^¬i¬ ¬ l¬¤ ¤r -|¬ ¬i ¤-·iº ¬il·n rini| ¤¬| r| ·ii^·i ¬i ~iº
¬inn ¬º· rn n·ii ;¬ ·«ni ¤·i· ¬ºn r¤ ¬¸·- l·¤i¬· ¬| ¤l¬¤i ¬i ¤lº¤i¬·i - ¬-ilrn l¬¤i
n¤i r| l·¤i¬· ¬| ¤l¬¤i - ºiil-¬ ri· ¬ ¬-·i¤ ¤^ ¬·-¤ -nº ¤º ~i--l^º^i¬ ¤^ ·n-^ ¬| ·i-ni
l^¬l¬n ri· ¬i ~^¬º l-¬ni r| ¤¬ nº|· ~i·-| ~¤· ¬¬i·i·i ¬| ¬l¤n ¬-|·ii ·r| ¬º ¤ini r ~iº
¤r| ¬iººi r l¬ ·il^·¤ - ~in ·«· ¬| ¬¬¬| ~i¬i·ii ¬i ·-· ri ¬ini r| ·il^·¤ - ~in ·«· ¬ ¬··
¬i ·«i· ¤^ l·ºi¤ ·i-ni ¬i l^¬i¬ ¬º· rn ¬¸·- l·¤i¬· (-i;¬i ·¬il·n) ¬| ¤l¬¤i ¬i -·iil¤n l¬¤i
n¤i r| ¬-¸r ¬ ¬·-¤i ¬i ;¬¬| ¤¸º| ¬i·¬iº| ¤^ ¬·¬| ·iin|·iº| r| ¤¸º| -i;¬i ·¬il·n ¤l¬¤i ¬|
¬¬| r| ¬·i¤ - ¬r ni ¬¸·- l·¤i¬· ¤¬ ¤¬| ¤r¬ ~·i^i ¤l¬¤i r l¬¬- ¬-·i¤ ~¤·| ¬--n
¬ªºni ¬i ~i¬¬· ¬ºni r n·ii ~i·^i¬| ¬--¤i~i ¬ ¬-i·ii· ¬ l¬¤ l·ºi¤ ¬ni r| ;¬ l·ºi¤ ¬i
~i·iiº ¬·-¤, ¬-¸r ¤^ ¬n-· -nº ¤º ¬¬i·i·i ¬| ¬¤¬··ini rin| r| ¬|l^¬i ¤lº¤i¬·i ¬ ~nnn
-i;¬i ·¬il·n ¬| ¤l¬¤i ¤º ¬i¤| ¬iº l·¤i ¬ini r nil¬ ¬i-·il¤¬ ¬n-· ~¤· ¬·-¤i ¬| ¬ªºni
¬i ~i¬¬· ¬º, l^¤iº ¬º n·ii l·ºi¤ ¬| ¤r ¤l¬¤i ¬nn r n·ii ;¬¬ ¬·¬ ~i--l^º^i¬ ¤^ l·ºi¤
·i-ni ¤º -¤·- ¬¬iºi--¬ ~¬º l·ªini r|
¬-·i¤ ¬i -^¤ ~¤·| ¬ªºni ¤^ ¬--¤i~i ¬| ¤r¤i· ¬º· - ¬-·i ··i·i|
¬-·i¤ ¬| l·ºi¤ ¤^ ·n-^ ¬| ·i-ni - l^¬i¬ ¬º· rn|
¬-·i¤ ¬| ~il·i¬ ¤^ ¬|l^¬i¤i¬· ¬··i| ¬ªºni ¬i ¬·-¤^iº l¤lrn ¬º·i ¤^ ¬-·i¤ ¬
·|¤ - l·ºi¤ ¬· ¬| ·i-ni ¬i l^¬l¬n ¬ºn r¤ ¤i·il-¬ni ¬i l··iiººi ¬º·i|
¬-·i¤ ¬i l¬¤ ~il·i¬ l^¬i¬ r| ·r|, ¬i-il¬¬ l^¬i¬ rn l^l·i·· -··i ¤º ¤¤i ¬º ¬i¤ ¬i
¤¬ ·; l·ºii ··i|
=¸== la¤i¬a ¤iº ¤i««a + ¤i·iiº ¤º
s. =¸==ju·i ¤i¬ai÷
=¸== la¤i¬a v+ ª«=¤
=¸== la¤i¬a + =««º¤
LCM(Loan Committee Meeting)
BPIU LCM Loan Committee Meeting
BPM, CC AC LCM
LCM
M1- M3 CM
District Accounting Centre (DAC)
BPIU DAC
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¬-·i¤ ¬ ·|¤ - ¬¤¬··i ¬¬i·i·i ¬| ¤r¤i· ¬º·i n·ii ¬·¬i ¬-l¤n ¬¤¤in ¬º· rn ¤lºn
¬º·i|
¬-·i¤ ¬| l^-n|¤ ¬ªºni ¬i ¤ºi ¬º· rn l^-n|¤ ¬-·ii~i n¬ ¤r¤ ··i· - -·· ¬º·i|
¬-·i¤ ¬| ¬º¬iº| ¤i¬·i~i n¬ ¤r¤ ··i· n·ii ¬¬¬ ºi-n ¬ ¬n-|¬ººi rn|
¬-·i¤ ¬| ni-¬il¬¬ ^ ·|·i¬il¬¬ ¬ªºni ¬| ¤r¤i· ¬º· ¤^ ¬·¬i l¬¬ -nº ¤º, ¬ri ¬
¤¸ºi l¬¤i ¬i ¬¬ni r ¬i -in l·ªii· rn|
¬-·i¤ ,iºi ~¤·| ¬l-¤i ¬i l¤lrn ¬ºn r¤ ·i-ni l^¬i¬ ¤^ ¬iºi¬ l^¬i¬ ¬| ¬ªºni ¬|
¤r¤i· ¬º·i|
¬-·i¤ - ¤··i¬|¤ ¤^ l^-i|¤ ¬iºi¬ l^¬l¬n ¬º· rn|
¬¬i·i·i ¬ ¬-l¤n ¬¤¤in, ¬i-·il¤¬ ¬ºi·n|¬ººi ¤^ ¬-¸r ¬ l·ºi¤ ·i-ni l^¬i¬ rn|
¬·-¤i ¬| ·i-ni n·ii ¬·¬ ¬·l·in ¬i-·il¤¬ ¬n-·i ¬i -¬·¸n| ¤·i· ¬º·i|
¬¤¬··i ¤i¬ln¬ ¤^ ¬i-il¬¬ ¬¬i·i·i ¬| ¤r¤i· ¬º l^¬i¬ ¬ nº|¬i ¬| ªii¬ ¬º·i|
-·ii¤| ¤^ ~-·ii¤| ~i^º¤¬ni~i ¬| ¤¸ln rn|
¬-¸r ¬ ¬·-¤i ¬| ~i^º¤¬ni ¬ ~·¬iº ¤i·il-¬ni ¬ ~i·iiº ¤º ¬|l-n ¬¬i·i·i ¬i ¬¤¤in|
-^¤ ¬ri¤ni ¬-¸r ¬| ·-¬ - ¬·¬| ~i^º¤¬ni~i, ¬ªº¤ ^ ¬-i·ii· ¤º l^-nn ¤¤i ri·|
¤ilr¤|
¬¸·- l·¤i¬· ¬ ·iºi· ¬·-¤i ,iºi ¬·¬ ·iº - ·| ¬i· ^i¬| ¬i·¬iº|, ¬¸¤·i ¬| ¤l·- ¬·i|
¬·-¤i ¬ ·|¤ - ¤¤i ¬º ¬| ¬i·| ¤ilr¤|
-^¤ ¬ri¤ni ¬-¸r ¬i ¬i-il¬¬ -··i, ¬º¬iº| ¤i¬·i~i ¬ ¬·l·in -··i ¤º ¤¤i ¬º·| ¤ilr¤|
-^¤ ¬ri¤ni ¬-¸r ¬ ¬·-¤i ,iºi ¬¸·- l·¤i¬· ¬| ¤ilº^ilº¬ l·^ºi ¤i¬·i ··i· ¬ ¤r¬ ~¤·
¤lº^iº ¬ ¬·-¤i ¬ ¬i·i ~i¤ ^l, ¤^ ¬|l^¬i¤i¬· ¬·l·in -··i ¤º ¤¤i ¬º·| ¤ilr¤|
¬-¸r ¬ ¬·i| ¬·-¤i ¬i ¤¬ ·¸¬º ¬ ~ºi ¬ ¬ªº¤ ^ -in| n; ºilºi ¬| ¤¸ºi ¬i·¬iº| ri·|
¤ilr¤|
~ºi ¤i·il-¬ni l··iiººi ¬ ·iºi· ¤-¤¬ ¬·-¤ ¬ ~ºi ¬ ¬ªº¤, ~ºi ºilºi, ~·-i·· ¤º l^-nn
¤¤i ri·| ¤ilr¤ ¤^ ¬·-¤i ¬| ¬^¬--ln ¬ ~ºi ¬| ¤i·il-¬ni ¬i l··iiººi ri·i ¤ilr¤|
¤i·il-¬ni l··iiººi - ¬·¬ ¬ªºn-· ^ ¬·¬ nº|· ¬·-¤i ¬i ¤i·il-¬ni ··| ¤ilr¤, ;¬¬
l¬¤ ¬-¸r ¬ ·|¤ l^-nn ¤¤i ri·| ¤ilr¤| ¤r r-ºii ·¤i· ºr l¬ ¬-¸r ¬ ¬·¬ nº|· ¬·-¤ ¬i
r¬ ¤r¬i r| ¬¬| nºr l^·i^i ¤i ~·¤ ¬iººii ¬ ¤¸º| nºr ~il·i¬ ª¤ ¬ ~·i- ¤^ l¬¬| nºr
n¬iºi ¤¬i· ^i¬ ¬·-¤i ¬ l¬¤ ¬-¸r n-¤º ºr| -i;¬i ·¬il·n ¬| ¤l¬¤i ¬i ¬º·
^i¬ ¬ini ¬ ;¬¬| ~··ªi| ·r| ri·| ¤ilr¤|
¤-¤¬ -·· (¬|l^¬i¤i¬·, ¬i-il¬¬, ¬º¬iº| ¤i¬·i, ·i-ni l^¬i¬ ;-¤il·) ¬| ¤r¤i· ri· ¬
¤º¤in ¬¬¬ ¬-i·ii· ¬i l·ºi¤ ¬-¸r ,iºi l¬¤i ¬i·i ¤ilr¤|
¬ ,iºi ¬¸·- l·¤i¬· ¬| ¬--n ¤l¬¤i~i ¬i ¬¬¬ l¬¤ n¤iº ¬| n¤| ¬l¤¬i - r|
l¬ªi·i ¤ilr¤|
¬-¸r ,iºi ~ºi ¬| l¬ºni ¬ l··iiººi ¬ºn ¬-¤ ¬·-¤i ¬ ~·s| nºr ¬ ¤¤i ¬º¬ ¬·¬| ~i¤
¬ -i·¤- ¬i ·¤i· - ºªin r¤ l¬ºni ¬| ¬ª¤i ¤^ l¬ºni ¬| ºilºi ¬i l··iiººi ¬º·i ¤ilr¤|
¬i-il¬¬ -··i, ¬|l^¬i¤i¬· l^·i¤¬ -··i ¤^ ¬º¬iº| ¤i¬·i~i ¬ ¬·l·in -··i ¬ ¬-i·ii·
¬ nº|¬, ¬·¬ l¬¤ l¬¤ ¬i· ^i¬ ¤¤i¬ ¬i -¤·- ª¤ ¬ l¬ªii ¬i·i ¤ilr¤|
Ä =i¶øi -uiaj=¸== la¤i¬a + «iºia =;| ¤l+¤i ¤¤aia ;a =in«ºia
Facilitate
Facilitator
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¬¸·- l·¤i¬· ¬ ¬-¤ ¤¤i ¬| n; ·ini ¬i ¬i¤^ir| ¤l-n¬i - l¬ªii ¬i·i ¤ilr¤|
¤r l·ºi¤ l¬¤i ¬i·i ¤ilr¤ l¬ ¤-¤¬ ¬·-¤ (¤i·il-¬ni ¬ ~i·iiº ¤º) l¬·r ºiª~in - ~ºi
l·¤i ¬i¤ni ¬¬ ºilºi ¬i ¬¤¤in ¬ªº¤ ¬ ~·¬iº ¬ºn|
¤r ·i| -¤·- ri·i ¤ilr¤ l¬ -in| r; ºilºi ¬i ~·¤ ¤|¬i - ·¤¤ ¬º· ^i¬ ¬·-¤ ¬i ·l÷n l¬¤i
¬i¤ni|
¬¸·- l·¤i¬· ¬| ¤¸º| ¤l¬¤i ¬i ¤iº·ºi| ¤^ ¬i-·il¤¬ ¬r·iilnni ¬ -i¤·÷ ¤º ºªi¬º ¬º·|
¤ilr¤|

,iºi ·-¬ - ªi¬i -iri¬ ··i·i ¤ilr¤|
¬-¸r ¬| ¤l¬¤i ¬i ¬n- ··i· - -·· ¬ºni|
¬-¸r ¬ ¬|l^¬i¤i¬· -··, ¬i-il¬¬ -··, ¬º¬iº| ¤i¬·i~i ¬·l·in -·· ;-¤il·
¬| ¬-¸r ¬ ·|¤ - ¤¤i ¬º· - -·· ¬ºn|
¤r ¬l·lº¤n ¬ºn l¬ ¤-a¤|a ¤l¬¤i ¬ ·iºi· l^l·i·· -··i ¤º ¬·i| ¬·-¤i ¬|
·iin|·iº| ri|
¬·-¤i ,iºi ·| n; ¬i·¬ilº¤i ¬i ¬-¸r ¬ ·|¤ - ¤¤i rn ºªin n·ii ¬¬¬| ¬-¤ni
¬-¸r ¬ ¬·-¤i ¬ ¬ºi¤n|
¬¸·- l·¤i¬·i ¬| ¤l¬¤i ¬ ·iºi· ¬r¤in| ¤^ -in·ºi¬ ¬| ·i¸l-¬i - ºrn n·ii
~¤· l·ºi¤ ¤i ¬i¤ ¬i ¬-¸r ¤º ¬in¸ ¬º· ¬| ¬ilºiºi ·r| ¬ºn|
,iºi ¬l·lº¤n ¬º·i rini l¬ ¬|l^¬i¤i¬· -··i ¬ ¬i·i÷¬i·i ¬i-il¬¬ -··i ¤º
·i| l^-nn ¤¤i ri| ¤¤i ¬ l¬¬| ·i| -ª ¬i ¬¬º ¬-n ·¤i·i -¤·- ri ¬in| r|
,iºi ¤-a ¤|a ¤¸ºi ri· ¬ ·i· ¬-¸r ¬i ¬¬¬ ·i· ri· ^i¬| ¤-¤¬ ¤l¬¤i ¬ ·iº -
·ni·i ¤ilr¤|
¤i·il-¬ni l··iiººi - ~nº ¬i; ~-¤n nº|· -lr¬i ¬| ~··ªi| ri ºr| ri n· ¬i
¬-¸r ¬i ·¤i· ;¬ ~iº ¬ªº ~i¬·- ¬º·i ¤ilr¤|
¤r ¬l·lº¤n ¬º·i ¬| l¬--·iº| rin| l¬ ;¬ ¤l¬¤i ¬i ¬-¸r ¤i ¬·-¤ ¬i¤º^ir| -
· ¬| ;¬ ¤l¬¤i ¬i ¤¬ -i¬ ¬ ª¤ - ¬-n ¬· ¤i¬·i ··i· ¬i ~l·i¬iº ªi· ¬·r · l·¤i n¤i
ri|
¤r ¬l·lº¤n ¬º·i ¬| l¬--·iº| rin| l¬ ¬·i| ¬·-¤ -i;¬i ·¬il·n ¬ ¬··º¤i ¤^
l¬¤ n¤ l·ºi¤i - ¤¸ºiª¤ºi ºiil-¬ r|
¬-¸r ¬ ,iºi ¤l¤n -··i ¤^ ¬·¬ ,iºi l¬¤ n¤ l·ºi¤i ¬i -¤·- º¤ ¬ ¬¸·- l·¤i¬· ¬··i|
-in·lºi¬i - l¬ªi·i rini|
-i;¬i ·¬i· ¬ ¬ªº¤ ¬i l··i ·ni¤ ¬¸·-÷l·¤i¬· ¬| ¤l¬¤i ¬| ºiº~in ¬º·i ¬l¤n ·r|
rini|
¬¸·- l·¤i¬· ¤ilº^ilº¬ l·^ºi ¤i¬·i ·iº· ¬| n¤iº| ¤lº^iº ¬ ¬·-¤i ¬ ¤¤i ¬ l··i ·r|
¬º·| ¤ilr¤| ;¬¬ l¬¤ ,iºi ¬·i| ¬·-¤i ¬i ¬- ¬ ¬- ¤¬ l·· ¬i ¬-¤ ··i
¤ilr¤|
Ä
Ä
u·i =ºi ¤i¬ai a¤iº +ºa = +| -i¸l=+i
=lalº¤a +ºa +| ¤|¬
=i¶øi -uiaj=¸== la¤i¬a = «¤i a;| +ºai ¤il;v
Facilitator
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Facilitator
Facilitator M.P.
Facilitator
Facilitator
Facilitator
Facilitator
Facilitator
Facilitator
Facilitator
Facilitator
Facilitator
(Don't's)
Facilitator
Do's
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-i;¬i ·¬i· ¬·i| ¬·-¤i ¬| ¬ªºn ~iº ¬ªº¤ ¬i l··i ¬i· n¤iº ·r| ¬º·i ¤ilr¤|
¬·-¤ -nº ¤º l··i ^i¤¬| l·¤i¬· ¬ ¬| ¤l¬¤i ¬i ªi-- · ¬º|
-^¤ ¬ri¤ni ¬-¸ri ¬ ¬·-¤i ¬ ·iº - ¬i·¬iº| ^ ¬· ¬i·¬ilº¤i ¬i ¬-i^ºi|
¬·-¤i ¬| ·¤l·nnn ¤^ ¬i-¸lr¬ ¬--¤i~i ¤^ ¬ªºni ¬i ~i¬¬·|
¤ilº^ilº¬ l·^ºi ¤i¬·i|
¬¬i·i·i ¤^ ¬ªºni ¬ ¬·l·in -··i ¤º l·ºi¤ (-·· ¤^ ¬-i·ii·)|
¤r l¬ªi·i -r-^¤¸ºi rini l¬ ¬ l^l·i·· ¤ººii ¬ ~¬i^i ¬-¸r ¬| ¬l·i·n ¬i·¬iº| rn ¤¬
l^^ººi| n¤iº ¬| n¤| r| ;¬ l^^ººi| ¬ ~nnn ¬-¸r ¬i ·i-, n-· ¬| niº|ªi, ¬-¸r ¬ ¬·-¤i ¬|
¬ª¤i, ·¬ ¬i ·i- ^ ªiini ¬ª¤i, ¬-¸r ¬ ·-¬i ¬| ¬ª¤i, ¬¤l-·iln ¬i ¤lnºin, ¬¬ ·¤n, ¬¬
l^nlºn ~ºi ¬| ºilºi, ^i¤¬| ¤lnºin, ·¤i¬ ¬| ºilºi, ·irº| ¬-·ii~i ¬ ~l¬n ~ºi ºilºi,
¬i-il¬¬ ¬-·ii· ¤^ ¬|l^¬i¤i¬· rn l¬¤ n¤ ¤¤i¬, ¤i·n ¤lºi·iºi ¤^ ¬-¸r ¤lnl·l·i¤i ¬ ·i-
~l¬n rin r|
;¬- ¬-¸r ¬| ¬i-il¬¬, ~il·i¬ ¤^ l^-n|¤ ~·ºii¬· ¬| l-·iln ¬i ¤¬ ·¬º - ·ªii ¬i ¬¬ni
r n·ii ¬-¸r ¬| nºi^-ii ¬| ¬-n ··i¤| ¬i ¬¬n| r|
¬-¸r ,iºi n¤iº l¬¤ n¤ ¤ilº^ilº¬ l·^ºi l·l·i ¬i ¤i·il-¬ni l··iiººi ¬r| nº|¬ ¬ l¬¤i n¤i r
~·i^i ·r|| ¤r ¬l·lº¤n ¬º·i rini l¬ ¬-¸r ¬ ~nnn ¬·¬ nº|· ¤lº^iº ¬| ~··ªi| ·r| r;
r| ¬i·i r| ¬i·i ¤r ·i| l·lº¤n ¬º·i ¬l¤n rini l¬ ¬-¸r ¬ ¤lnl·l·i¤i ,iºi ¤i·il-¬ni - ¤r¬
l··iiººi ·r| l¬¤i n¤i r| ri¬il¬ ¬ªºn ¬ ~i¬¬· ¬ lr¬i· ¬ ¬·i|÷¬·i| ¤lnl·l·i¤i ,iºi
¤i·il-¬ni - ¤r¬ l··iiººi ¬i ~·l¤n ·r| -rºi¤i ¬i ¬¬ni r|
¬-¸r ,iºi -··i ~iº ¬--¤i~i ¤º l^--in ¤¤i ¬| n; r ~iº ¬·r -¤·- ª¤ ¬ ^lºin l¬¤i n¤i r
l¬ ·r||
¬-¸r ,iºi ¬·¬ ¤i¬ ¬¤¬··i ¬¬i·i·i ¬ ~i·iiº ¤º ¬--¤i~i ¬ l··i· rn l^l·i·· -nº ¤º l·ºi¤
l¬¤ n¤ r l¬ ·r||
·i¤ ·i-ºi ¬ ~··i^i ¬ ~i·iiº ¤º l¬lªin l-·¤lºi¤i ¬i ·i| -r-^ ri ¬ini r| ¬· l-·¤lºi¤i ¤º ·i|
¤¤i ri·| ¤ilr¤|
s.
¬|l^¬i ¤lº¤i¬·i -lr¬i ¬ºil·n¬ººi rn ¬i¤ ¬º ºr| r, ¤lº¤i¬·i ¬i -ª¤ ¬··º¤ ni-|ºi ·i¤i -
l·^i¬ºn -lr¬i~i ¬i ¬i-il¬¬ ¤^ ~il·i¬ º¤ ¬ ¬-, ··i·i r| ¤lº¤i¬·i -lr¬i~i ¬i ¬-¸r ¬
º¤ - ¬nl-n ¬ºn| r ~iº ¬·- ¤r l^º^i¬ ¬ni· ¬i ¬i¤ ¬ºn| r l¬ ¤-¤¬ -lr¬i ¬i-il¬¬ º¤
¬ ¬ºi·n n·ii ~il·i¬ º¤ ¬ ~i--l··iº ri ¬¬n| r| ;¬ rn -^¤ ¬ri¤ni ¬-¸r ¬ º¤ - ¬·il-n
ri¬º -lr¬i¤ ~¤· -·¤ ¬·÷·· ¬i ¤i-¬ilrn ¬ºn| r| ¤lº¤i¬·i -^¤ ¬ri¤ni ¬-¸r - ri ºr ¬·
·· ¬i ¤·ii^| º¤ ¬ ¬ªii¬· ¬| ¤-n¬i - ·¬ ¬º ¬·-¤i ¬ -·¤ ~i¤¬| l^º^i¬ ¬i -¬·¸n ¬ºi·
¬i ¤¤i¬ ºiº ¬ ¬ºn| r, l¬¬¬ ¬·-¤i - ¬· ·· ¬i ¬¬º ¬-n l·l-n rin| r n·ii ¬·-¤i ¬i
l¬¬| ·i| ¬-¤ ¤r ¤ni ¤¬ni r l¬ ¬·¬| ·¤l·nnn ·¤n ·¤i r n·ii l¬¬| ¬·-¤ l^ºi·i ¬i l¬n·i
~ºi ~i¬ n¬ l-¬i r ~iº ¬¬ ¬·-¤ · ·¤i ^i¤¬| ¬| r| ¤lº¤i¬·i ¤¤¬¸¤i (¬i·nilr¬ ·i-¬,
¬i·nilr¬ ·¤n, ~i¤¬| ¬·÷··, ~ºi ^i¤¬| ~iº ·¬¬|l¤n) ¬ l¬,in ¤º ¬-¸ri ¬i ¤·ii^| ··in| r
l¬¬- ¤¬ -ª¤ ¬¸¤ ¬ªii¬· ¬| ¤-n¬i ¬i l·¤l-n º¤ ¬ ¤-¤¬ ·-¬ - l¬ªii ¬ini r|
MP
MP
Ä =¸== la¤i¬a + ¤iº ¤ººi ÷
¬|l«+i + =«-i = u=ii+a +i =;·«
53
¬|l^¬i ¤lº¤i¬·i ¬ªii¬· ¬i l¬¬| ·i| ¬-¸r ¬| º|« -i·n| r n·ii ¤r l^º^i¬ ¬ºn| r l¬ ·¤^l-·in
¬ªii¬· ¬-¸r ¬i ¬-, ··i· - -·· ¤·i· ¬ºni ~iº ¬-¸r ~il·i¬ -^i^¬·| ri¬º ¬·-¤i ¬i
¬i-il¬¬ n·ii ~il·i¬ º¤ ¬ ¬·« ··i¤ni|
;¬ ¬i¤ ¬i ¤¸ºi ¬º· ¬ l¬¤ ¤lº¤i¬·i¬l-¤i ¤^ ¬i-·il¤¬ ¬n-¬i ¬i ¤lºi·iºi ¬ -i·¤- ¬
·i-ni^l, ¬º· l¬¤i ¬ini r| ¬i·i r| ¬i·i ¬-¸r -nº ¤º ¬i ··¬i^ ri ºr r ¬·r ¬¬ --÷| ¬
-i·¤- ¬ l^l·i·· -nºi ¤º ¤lºi·iºi ·¬º ¬-¸r ¬ªii¬· ¬| ¤-n¬i - l¬¬ ¤¬iº lº¬i÷ ¬º ¤r ·i|
·ni¤i ¬ini r| ·¤^l-·in ¬ªii¬· ¬-¸ri ¬i l^-n|¤ ¬-·ii~i ¬ ¬^,ni l·¬i· - -r-^¤¸ºi ·i¸l-¬i
l··ii¤ni ¤¬i ¤lº¤i¬·i ¬i ·« l^º^i¬ r|
¬ªii¬· l¬¬| ¬-·ii· - r¤ l^-n|¤ ¬·÷··i ¬| ¤¸ºi ¬i·¬iº| ºªi· ¬i ¤¬ ¬i·i· r| ¤r l^-n|¤
¬¸¤·i~i ¬ ~¬·, ^n|¬ººi ¤^ ¬·i¤ºi ¬º· ¬| ¤¬ ¤¸ºi ¤ºii¬| r| -^¤ ¬ri¤ni ¬-¸r ¬i ¤·ii^|
¤··i· rn ¬ªii¬· ¬º· ¬ ¤¸^ ¬ ·-ni^¬ ¬i ºªi·i n·ii ¬¤ºi·n ·-ni^¬i ¬ ~i·iiº n·ii n¤
l¬,ini - ¬ªii¬· ¬º·i ~i^º¤¬ r|
¤¸l¬ -^¤ ¬ri¤ni ¬-¸r ¬- ¤« l¬ªi ¬·-¤i ¬i ¬-¸r r ¬ri l^-n|¤ ¬·÷·· ;·r| ¬·-¤i ¬ ·|¤
~i¤¬ - rin r ~n ¤¬| ·¤^-·ii ¬i ri·i ~i^º¤¬ r l¬¬¬ ¤·ii^¤¸ºi ¤^ ¬l¤n ¬ªii¬· ri ¬¬
~iº -^¤ ¬ri¤ni ¬-¸r ¬ ~nnn ¬l¤n ¬ªii¬· ¬| ·¤^-·ii, ¬-¸r ¬ ¬ºil·n¬ººi - ¤¬ -r-^¤¸ºi
·i¸l-¬i l··ii ¬¬| ¤¬ -^¤ ¬ri¤ni ¬-¸r ¬ ~nnn ¬l¤n ¬ªii¬· ¬| ·¤^-·ii l·-· ¬iººii ¬ ·i|
~i^º¤¬ r÷
¤r ¬-¸r ¬ ~inlº¬ ¤ºii¬¬|¤ ·¤^-·ii ¬i -¬·¸n ¬ºni r,l¬¬¬
¬-¸r - l^-n|¤ ¤iº·lºini ··| ºrn| r ~iº ¬-¸r ¬ ~nnn ¬i; l^-n|¤ l^^i· ri· ¬| ¬·ii^·i
·nº¤ rin| r ¬i ¬-¸r ¬ -¸-· ¬i ¬iººi ··| ¤r ;¬ ¬·r ¬i ¬-i·n ¬ºni r l¬ ¬-¸r ¬
¬i·i·i ¬i ¤¸ºi ¬¤¤in ·r| ri ºri r| ¬ºi¬ l^--i|¤ ¤··i· ¬-¸r ¬| ¤¬ni ¬i ··i¤ ºªini r|
¬l¤n ¬ªii¬· ¬| ·¤^-·ii ~·¤ l^-n|¤ ¬-·ii·i ¬ ·¤^riº ¬º· - ¬ri¤ni ¤·i· ¬ºni r|
¬i; ·i| ¬-·ii· ºi·-|¤ ri ¤i ~nºi·-|¤, ¬º¬iº| ¤i nº ¬º¬iº| ¬-¸r ¬i l^-n|¤ ¬ri¤ni
¤·i· ¬º· ¬ ¤r¬ ¬-¸r ¬ ¬ªii¬· ·¤^-·ii ¬i l·º|·iºi ¬ºn r| l¬· ¬-¸ri - ¬ªii¬· ¬|
¬l¤n ·¤^-·ii ·r| r ¬·r l^-n|¤ ¬ri¤ni ¤i·n ¬º· - ¬l-·i; rin| r| ~nº ¬-¸r ¬ ¤i¬
¬ªii¬· ¬| ¬l¤n ·¤^-·ii ·r| r ni ¬-¸r ¬i ·¤i·i ¬-¤ ¤^ ~- ·irº| l^-n|¤ ¬-·ii·i ¬i
¬-ini· - ··i· ri ¬¬ni r|
¬ªii¬· ¬ r- ^r ¬·i| l^-n|¤ ¬¸¤·i¤ ¤i·n rin| r ¬i ¤¬ ¬-¸r ¬ ¤·ii^| l^--i|¤ ¤··i· ¬
l¬¤ ~i^º¬ r| ¤r r- ¤r ·i| ¬i·· - ¬ri¤ni ¤·i· ¬ºni r l¬ ¬i·i· ¬| ¤il·n ¬-¤ ¬ ri
ºr| r n·ii ¬· ¬i·i·i ¬i ¤·ii^¤¸ºi nº|¬ ¬ ¬¬| ¬··º¤ ¬ l¬¤ ¬¤¤in l¬¤i ¬i ºri r
l¬¬¬ l¬¤ ¤r ¤i·n r¤ ·i|
¬-¸r - ~i¤¬| l^º^i¬ ·r| ºrni|
¬-¸r ¬·-¤i ¬ ,iºi l¬n·|÷l¬n·| ·¤n ¬| n; r, ¤r ¤ni ·r| ¤¬ni|
¬-¸r ¬·-¤i ¬ ,iºi ~i¤¬| ¬·÷·· - l¬n·i÷l¬n·i ~ºi l¬¤i n¤i r n·ii l¬¬ ¬·-¤ ¬
¬¤º l¬n·i ~ºi ·¬i¤i r ¤r ¤ni ·r| ¤¬ni|
Ä
Ä
ª«¤ =;i¤ai ==¸; + =«-i = u=ii+a +i =;·«
==¸; = ·¤«lª·ia u=ii+a a ;ia + «·¤lººii=
©
©
©
©
©
©
(Internal Governance)
54
©
©
©
©
©
©
¬-¸r - ~·¤·i, ¬l¤^ ¤^ ¬i·ii·¤·i -·-i·| ¬º·i ¤i¬¸ ¬º ·n|
¬-¸r ·irº| -¤ini ¬ ¬-·i ~¤· ·¤^l-·in ·-ni^¬i ¬i ·r| ºªi ¤i¤ni l¬¬¬ ¬-¸r ¬i ~ºi
¬· ¤i ~·¤ ¬i¤ ¬º· - ¤ººii·| rin||
¬-¸r ~¤· ¬·-¤i ¬ ·rnº| ¬ l¬¤ ¬i¤ ·r| ¬º ¬¬ni r|
¬-¸r l^-n|¤ ¤··i· ¬i ¬i¤ ·r| ¬º ¬¬ni, ¬¸¤·i~i ¬i ~i¤¬ - ^i-nl^¬ ¤·ºi· ·i| ·r| ¬º
¬¬ni r|
¬-¸r ¬| ~inlº¬ l·¤¤ºi ¤ºii¬| ¤^ l^º¬·iºi ¤^ln ¬-i·n ri ¬i¤n|| ~·iin ·¤^l-·in
¬ªii¬· ¬ ~i·ii^ - ¬-¸r ¬r| nº|¬ ¬ ¬i¤ · ¬ºn r¤ -il¤¬ ln¬|¤i ¬| nºr l·ªiº ¬¬ni
r ¤il· ¬-¸r ·· ri ¬¬ni r|
¬¬i l¬ ¤r¬ ·ni¤i ¬i ¤¬i r l¬ l¬¬| ·i| ¬-·ii· ¬ l¬¤ ·¤^riº - ~i· ^i¬| ¤-n¬i ¬i ·i ·iini
- ^n|¬n l¬¤i ¬i ¬¬ni r -|¬ ¬·r| l¬,ini ¬ ~i·iiº ¤º r-iº -^¤ ¬ri¤ni ¬-¸r ¬ l¬¤
¬ªii¬· ¬| ¤-n¬ ·i ·iini - ^n|¬n r ~iº ^r r ÷
-ª¤ ¤-n¬ ¤^ ¬ri¤¬ ¤-n¬|
-^¤ ¬ri¤ni ¬-¸r ¬ ¬··i - ·i| ¬^-i·¤ l¬,ini
·i -ª¤ ¤l-n¬i ¬¤¤in - ¬i¤| ¬in| r ÷
¬·º¬ ¬ ·iº - ¬¬i l¬ l^l·n r l¬ ;¬- ¬·iiº ¬·÷·· l¬ªi ¬in r| r-iº -^¤ ¬ri¤ni
¬-¸r ¬ ~nnn ¬·iiº ¬·÷·· ¬| ·¤^-·ii ·r| r ~iº ~nº r ·i| ni ;· ¬·÷··i ¬| ;n·|
-i¤i ·r| r l¬ ;¬¬ l¬¤ ~¬n ¬ ¬·¬ ¤-n¬ ºªi| ¬i¤| ~n -^¤ -iri¤ni ¬-¸r ¬ ~nnn
¬·¬ ¤-n¬ ¬i ¤^i·ii· ·r| r|
·.
¬·÷·· ¤¤¤ ºi¬÷ ·r| ¬i r| ¤¬ ¤¬iº r| ;¬- -|l-n l^ºi·i ¬ ¤il·n ~iº ·inni·i ¬
l¬¤ ¬·i| -· ¤r¬ ¬ r| s¤ r¤ r| ;¬¬| l^ºi·ini ¤r r l¬ ¤r ·i ·iini - ·-i r~i r ÷
¬·-¤^iº ¤^ ¬-¸r^iº| ¬-¸r^iº ¤· ·i ·iini - ^n|¬n r÷ ·¬· ¤^ ·¬
~·iin ;¬¬ ~nnn ·¬· ¬ ¬i·i÷¬i·i ¤¬ - r¤ ¤il·n ~iº ·inni·i ¬i ·i| l¬ªi· ¬|
¬l^·ii r| ¤ri r- ·ªi ni ¤r ºi¬÷ ·r| r| r l¬¬¬ ¤iº¤ - ¬s ¤lº^n· l¬¤ n¤ r
~iº ;¬ ¤¬iº ;¬¬i ·i- ¬·÷·· ¤¤¤ ºªii n¤i r| ¤r ¤lº^n· ¬-·i¤ ¬| ¬l^·ii ¤^
·i¤ ¬ ¤i·n ~··i^ ¬ ~i·iiº ¤º l¬¤i n¤i r|
¬·÷·· ¤¤¤ ¬| l^ºi·ini ¬i ;¬ ¤¬iº ·i| ¬-ni ¬i ¬¬ni r ÷ ¬· ·· ¤¤¤ ¬i ¤¬
¤·- ¬-¸r ¬ ºi¬÷ ·r|
¬ ¤-¤¬ ¬·-¤i ¬ ¬i·i ¤¬ ·-¬ - r¤ ¬·÷··i ¬i
l¬ªi· ¬| ¬l^·ii r ÷ ~iº ;¬| ·iin ¬i ·i- l·¤i n¤i r ¬·-¤^iº| ¬·-¤^iº ¬| ·|¤
Ä ª«¤ =;i¤ai ==¸; + =«-i = u=ii+a +| ¤ªa+
==¤ ¤ªa+
i. ua÷«a ¤¤> ¸ºi+= «;|)
z. =iiai «;|¡
ua÷«a ¤¤> ¸ºi+= «;|)
¤·i
(·irº| ¬ªii ¤ºii¬|) ¬ ¬i·iiº ¤º ¤¬iº ¬|
(¤il·n÷·inni· ·¬·) ¬iº «¬ «r| (¤il·n÷·inni· ·¬·) ¬iº
«¬ «r| (¤il·n÷·inni· «¬) ¬i ¤¬÷¤¬ ¤·- r ¬iº ;¬| ºi¬· «r| ¬ ¬¤º ¤¬ ¬iº ·n
¬i· l·¤i n¤i r l¬¬- ¬-¸r
55
¬-¸r^iº ·¤iºi r| ¬·÷··i ¬i l¬ªi· ¬i ¤i^·ii· r ~iº ¤r| ·iin ^i-n^ - ¬-¸r ¬i
ºi¬÷ ·r| ¤^ ·¬ ·r| r| ;¬ l·-·il¬n ¤iº¤ ¬ ~i·iiº ¤º ~iº ~i¬i·| ¬ ¬-ni ¬i
¬¬ni r|
;¬¬i -r-^ ¤r r l¬ ¬-·i¤ ,iºi ¬- ¬ ¬- -r·n ¬º·i ~iº ~l·i¬ ¬ ~l·i¬ ¬¸¤·i¤
¬ªii¬· ¬ l¬,ini ¬ ~i·iiº ¤º ~l¬n ¬| ¬i ¬¬n| r|
¬· n¬ ¬·÷·· ~l·i—n ·r| rini r n· n¬ ^r ¬ªii¬· ¬| ¤-n¬i - ·r| l¬ªii ¬i
¬¬ni r| ~n ¬ªii¬· ¬| ¤-n¬i ¬i l¬ªi·i ¤^ ¬·÷··i ¬i ~l·i—n ri·i ·i
~¬n÷~¬n ·in r| ¬-¸r ¬ ¬··i - ¬·÷··i ¬i ~l·i—n ¬º· ¬ l¬¤ ¬i¤^ir|
¤l-n¬i ¬i ¤¤in - ¬i¤i ¬ini r| ¤r| ¬i¤^ir| ¤l-n¬i ¬·÷·· ¤¤¤ l¬ªi· ¬i
~i·iiº rini r|¬i¤^ir| ¤l-n¬i ¬-¸r ¬| ¤ºii¬¬|¤ ¤l-n¬i rin| r l¬¬- ¬-¸r ~¤·
,iºi l¬¤ ¬i ºr ¬i¤i ·-¬, ·¤n, ~i¤¬| ¬·÷··, ¬i-il¬¬ ¤^ l^¬i¬--¬ ¬i¤
~il· ¬i l^-nn l^^ººi l-¬ni r n·ii ¬¤ºi·n l^^ººii - ¬-¸r ¬| ¬r-ln ri ¬i· ¬
l·ºi¤ ¬ ·i· r| ¬·÷·· ¤¤¤ - ·¬ l¬¤i ¬ini r|
¬-¸r ¬ ¬·÷··i ¬| ¤¬ln ¬ ~·¬iº ¬s ¬·÷··i ¬i l^-nn l^^ººi ºªi·i ~l·^i¤ r ~n
¤ri ·i ¤¬iº ¬ ¬ri¤¬ ¤-n¬ r ÷ ·¤n ¤^ ~ºi ¤l-n¬i|
=;·«
lu=ia +i ¤i·iiº
ªi;i¤+ ¤ªa+
ni= =naa + =«-i = u=ii+a +i =;·«
(
)
©
©
©
©
©
©
©
©
©
ni- ¬n-· l¬¬| ni- - l·l-n s ¬ ·o ¬-¸ri ¬i ¬n-· rini r ¬i ¬-¸ri ¬| «·| ¬ªºni ¬i
¤¸ºi ¬º· ¬ ¬··º¤ ¬ «·i¤i ¬ini r| ni- ¬n-· - ·¤·l-·in nº|¬ ¬ ¬ªii¬· ¬| ¤-n¬i
n·ii ¤-n¬ l¬ªi· - ¬n· ·i¬ ¬r¤in| ¤¤¤i ¬i l¬ªii ¬i·i ¬l··i¤ r| ¤l· ni- ¬n-· -
¬ªii¬· ¬r| ¤¬iº ¬ rini ni ni- ¬n-· ¬ºi·n ri¬º ¬¤º ¬- ¬¬ni|
ni- ¬n-· - ·¤·l-·in ¬ªii¬· l·-· ¬iººii ¬ ¬i·º¤¬ r ÷
ni- ¬n-· - ºiil-¬ ¬-¸ri ¬i ¬i¤¬| l·º·i¬ «·i¤ ºªi· ¬ l¬¤|
¬·-¤ ¬-¸ri ¬i «¤n ¤· ~ºi ¬| ¬·n· ¬i·¬iº| ¬ l¬¤|
ni- ¬n-· - ºiil-¬ ¬-¸r ¬-¤ ¤º ¬¤·| ~ºi ·i¤¬| ¬º ºr r ¤i ·r| ;¬ ¬i·¬iº| rn|
ni- ¬n-· - ¤lº¤i¬·i ¬ -i·¤- ¬ ¬¬n÷¬¬n -·i - ¤i·n ·i·ºilºi ¬i ¬¤¤in ri ºri
r ¤i ·r||
ni- ¬n-· ¤· «irº| -¤ini - «rnº ni¬-¬ «·i¤ ºªi· ¬ l¬¤|
ni- ¬·i-· ¬| l·-n|¤ l-·iln ¬i ¬i·· ¬ l¬¤|
¬i·¸·| ¬i¤·ir| ¬i ¤¸ºi ¬º· ¬ l¬¤|
ni- ¬n-· l¬· ¬il·i¬ ¬-l, ¬i ¤i·n ¬º· ¬ ¬··º¤i ¬i ¬¬º nl-n l¬¤i n¤i r,
·¤i ·r ¬i¤ ¬r| ri ºr r ¤i ·r||
¬¤ºi·n «in ni- ¬n-· - ·¤·l-·in ¬ªii¬· ¬º· ¬ ·ªi| ¬i ¬¬n| r|
56
ni= =naa + =«-i = u=ii+a +| ¤lªa+i
==¤ ¤ªa+
ºi+= «;|
¤·i
=;·«
¬¬i l¬ ¤r¬ «ni¤i ¬i ¤¬i r, ¬ªii¬· ¬ ¬·-i·¤ l¬,in (·irº| ¬ªii ¤ºii¬|) ¬ ¬·¬iº
ni- ¬·i-· ¬ ¬··i - ·i| ¬ªii¬· ¬| ·i ¤-n¬i - ·n|¬n r ÷ -ª¤ ¤-n¬ ¤· ¬ri¤¬
¤-n¬ |
·. ¬i-i·¤ ¬ºi| ¬| ¤l·l·-
z. ¬iº-i ¤l·l·-
s. ¬-i¤i¬· ¤l·l·-
«.
r.
ni- ¬n-· ¬ ºi¬· «r| - ¬«¬ ·¤i·i ¤l·l·- ;¬|
¬ºi| - ·¬ ¬| ¬in| r| ¤r ¤¬ ¬·÷·· r ¬i l¬¤ ·¬· ¬ ¤il·n ¤i ·¬· ¬
·inni· ¤i l¬¤ «¬ ¬| ¤il·n ¤i «¬ ¬ ·inni· ¬i ¤·iil·n ¬ºni r ¬·iin l¬¬¬i
l¬¤ ¤¬ ¤·i ¤º ¤·ii· ¤·ni r ¬iº ¤¬ ¬·÷··i ¬i ºi¬· «r| - ¤i ni ·¬· ¤il·n
¤i ·¬· ·inni· - ¤l·l·- ¬ºn r ¤i l¤º «¬ ¤il·n ¤i «¬ ·inni· - ¤l·l·- ¬ºn
ni- ¬n-· - ¬ªii¬· ¬i ¬º· ¬ l¬¤ ·i -ª¤ ¤-n¬i ¬i ¬¤¤in - ¬i¤i ¬ini r ÷ ºi¬÷
·r| (·i ªii·i ^i¬|) ¤^ ªiini ·r|| ¤¸l¬ ni- ¬n-· - ¬·iiº ¬·÷·· ¬i ¤^i·ii· ·r| ~iº
~nº r ·i| ni ¬n·| -i¤i - ·r| l¬¬¬ l¬¤ ~¬n ¬ ¬·¬ ¤l-n¬i ºªi| ¬i¤| ~n ni-
¬n-· - ¬·¬ ¤l-n¬i ¬i ¤i^·ii· ·r| r|
ni- ¬n-· ¬ ~nnn ·i ªii·i ^i¬| ºi¬÷ ·r| ºªi| n; r ~n ;¬- l¬¬- ·n· ¬ ¬i·i
·¬ ¬ ,iºi ¤¬ ¤^ ÷i¤- ¬ -i·¤- ¬ r¤ ¬·÷·· ¬i l¬ªii ¬ini r|
ºi¬÷ ·r| l¬ªi· ¬ ni- ¬n-· ¬i ¤r -i¬¸- rini r l¬ ~i¬ ¬ l·· ni- ¬n-· -
l¬n·i ·¬· ºi·i r n·ii l¬n·i ·¬ ºi·i r ~·iin ni- ¬n-· ¬ ¤i¬ l¬n·i ·i·ºilºi r
¤r ·i·ºilºi ¤i ni ·¬· ¬ º¤ - rin| ¤i ·i¬ ªiin - ¬-i rin||
©
©
ºi+÷ «rí n n+÷¤+ +í ¤í¤íªc + ¤+iº ÷
1. ¬ini·¤ ~ºií +í ¤í¤íªc ÷
(General Entry)
(Adjustment Entry)
Cancellation entry
Rectification entry
57
r, ;¬ ¤¬iº ¬| ¤l·l·- ¬i ¬i-i·¤ ¬ºi| ¬| ¤l·l·- ¬rn r|
;¬¬| ¤l·l·-| ·i ¤·i|¤ rin| r| ¤¬i ¬·÷·· ¬i ·¬· n·ii «¬
¬i ¬i·i÷¬i·i ¤·iil·n ¬ºn r ¬·iin ·¬· - ¤il·n rin| r ni «¬ - ·inni· n·ii
·¬· ·inni· rini r ni «¬ - ¤il·n ¤¬i ·i l-·iln - r| ¬·i· ri ¤ini r|
;¬ l-·iln - ·¬· ·i-ni r ni «¬ ««ni r|
;¬ l-·iln - ·¬· ««ni r ni «¬ ·i-ni r|
¤¬ ¬·÷·· ¬i ºi¬· «r| - ·i·i nº¤ l¬ªii ¬ini r| ·¤i· ºªi· ¤i·¤ «in ¤r rin| r l¬
¤¬ nº¤ ·¬· - ¬-i rini ni ·¸¬º| nº¤ «¬ - ¤i l¤º ¤¬ nº¤ «¬ - rini ni ·¸¬º| nº¤
·¬· -| ¤¬ ¬·÷·· ¬| ¤l·l·- ¬ ¬-¤ ºi¬· «r| ¬ ªiini «r| ¤·- ¬ª¤i - l¬ªi·i
¬i·º¤¬ rini r ¬iº ¬·i| ·i| ¤¬ nº¤ ·r| l¬ªii ¬i¤ni, ¬« ·i| rini ni ·i·i nº¤
(¤il·n ¤· ·inni·) ¬ ¬i·i ·¬· ¤· «¬ ¤¬ ¬i·i rini| ;¬ ¤¬iº ¬| ¤l·l·- ¬i ¬iº-i
¤l·l·- ¬rn r|
÷ ;¬¬ ¬nnn ¤¬ ¬·÷··i ¬| ¬ºi| - ¬in r l¬¬- ·¬· ¬i ¬i·in-·
nºn ·r| rini r| ¬i-i·¤n ¤¬ ¬·÷·· ¬·¬ - l¬ªi ¬in r ¬l¬· ¬·¬ ¬| ¬·¤l-·iln -
¤¬ ¬·÷··i ¬i ºi¬· «r| - r| l¬ªii ¬ini r ¬-i¤i¬· ¤l·l·-¤i ¬i ºi¬· «r| -
¬i··ii·|¤¸·¬ ¬·iin ·i·i nº¤ l¬ªii ¬i·i ¤ilr¤|
«.

¬rn r|
-
¬| ¬ªºn ¤·n| r|
z. +iºci ¤í¤íªc ÷
«+ n ¬ni ÷
«+ ¬ í++i¬í ÷
++¤ ¤icui r ui «+ «aui r, «+ ¤icui r ui ++¤ «aui r(
a. ¬ni¤i¬+ ¤í¤íªc
÷
÷


C”
C”
Cancellation entry
Cancellation entry
Rectification Entry
CancellationEntry
5. Rectification Entry
¬i-i·¤n¤ ¬· l¬¬| ¬-·ii ¬i ªiini ·¬ - ªi¬ni r ni ªiini ªii¬·
- ~l·i¬n ·¤l·n¤i ¬i r-ni·iº ¬º·i rini r n·ii ªiini ªi¬^i· ¬ ¬-¤ ¬·¬ ,iºi l¬¤ n¤
r-ni·iº - l¬¬| ¤¬iº ¬| ~¬-i·ni rin| r ¤i ~·¤ l¬¬| ¬iººi^ºi ¤¬ ~¤lnl·-n ri¬º ·¬
¬ ^i¤¬ ~i ¬ini r ni ;¬¬| ¤l^l·- ºi¬÷ ·r| - ¬º·i ~l·^i¤ ri ¬ini r ¤¸l¬ l¬¬ ¬-¤
¤¬ l·nn l¬¤i n¤i ·ii, ¬¬ ¬-¤ ;¬¬| ¤l^l·- ºi¬÷ ·r| - ¬| n¤| ·i| ~n ~¤lnl·-n ri·
¬| l-·iln - ·i| ;¬¬| ¤l^l·- ºi¬÷ ·r| - ¬º·i ~l·^i¤ rini r| ;¬ ¤l^l·- ¬i
ªiiniºi|·i ^ ºilºi ^r| rin ¬i ¤¸^ - ¬¬ ¤¬ ¬i l·nn ¬ºn ¬-¤ l¬ªi
n¤ ·i ~nº ¤r rini l¬ ~nº ¤¸^ - ·inni· ¬ nº¤ ¤l^l·- ¬| n¤| ·i| ni ~· ¤il·n ¬ nº¤
¬º·| rin||
¬·i|÷¬·i| ¬·÷··i ¬i l¬ªin ¬-¤ ¬,iln¬ n¬n| ri ¬¬n| r|
¤r l^ºi·i¬º ¬-i¤i¬· ¤l^l·-¤i ¬ ¬··i - ri ¬¬ni r ~iº ¤¬| n¬n| ¬·iiº· ¬ l¬¤ r| ;¬
ºi¬÷ ·r| l¬ªi· ¬i ~i·iiº ¬i ¬-n·i ~i^º¤¬ r l¬¬¬ ºi¬÷ ·r| - ·¤i l¬ªii ¬i¤ni, ¬·
l¬ªii ¬i¤ni ¤^ ¬ri l¬ªii ¬i¤ni, ¤r -¤·- ri ¬¬ n·ii ¬¤¤·n ·ini ¬| ¤¤i·n ¬i·¬iº|
l-¬ ¬¬| ºi¬÷ ·r| ¬ l¬ªi· ¬ l·-· ~i·iiº rin÷ ¬) ¤il·n l^¤¤, ªi) ·inni· l^¤¤, n)
© ºi+= «;| lu=ia +i ¤i·iiº
58
¬iº-i l^¤¤, ·i) l^¬¤ ¤l-n¬i, ÷) ¬¬·ºi· ¤l-n¬i, ¤) ¤¬ ~in- ¤^ l·nn ¤l-n¬i ¤^ s)
·¬ ·¤n ªiini ¤i¬·¬|
¬-¸r ¬·-¤ ~i¤¬ - ·¤n ¬ºn r¤ ~i¤¬| ¬··· ¬| ¤l¬¤i ºiº ¬º¬ l^-i|¤ ~·ºii¬· ¬i
¬-¸r - -·iil¤n ¬º· ¬i ¤¤i¬ ¬ºn r| ¬·-¤i ¬| ·¤n ºilºi l¬¤ ¬ ¬·¬| l^-i|¤ ¬ººni
¬| ¤¸l-i ¤¸ºin ·r| ¬| ¬i ¬¬n| r, ;¬l¬¤ ¬-¸r ¬ ,iºi ·¬ ¬ ~ºi ¤i·n ¬º· ¬| ¤l¬¤i ºiº
¬| ¬in| r| ·¬ ¬ ¤i·n l^-i (ºilºi) ¬i ¬¤¤in ¬-¸r ¬ ¬·-¤ ~¤·| ~i^º¤¬ni~i ¬| ¤¸ln
¬º· rn ¬ºn r| ^-i-i· ¬-¤ - --· ¬| -^¤ ¬ri¤ni ¬-¸ri rn nl-n ¬l-ln ,iºi -^¤
¬ri¤ni ¬-¸r ¬ ¤lº¤·¤ - l¬¤ n¤ l·ºi¤ ¬ ~·¬iº ·¬i ,iºi ¬-¸r ¬i ¬·¬| ·¤n ºilºi ¬i
¤iº nºii ¤i ¤¤i¬ r¬iº ª¤¤ - ¬ ¬i ·i| ·¤i·i r ¤·i- ~ºi ¬ ª¤ - l·¤i ¬ini r n·ii
l,n|¤ ~ºi ¬ º¤ - ¬iº¤¬ ºilºi (¬-¸r ¬| ~¤·| ºilºi l¬¬ ^i¤¬ ·r| ¬º·| r) ¬i ·a nºii
¤i ·.r ¬iªi - ¬ ¬i ·¤i·i r| ·¬ ¬ -i·¤- ¬ ri· ^i¬ l^-i|¤ ¬·÷·· ¬ ¬-¸r ¬ ¬·-¤i
¬i nº|·| ¬ ·irº l·¬¬· - -·· l-¬n| r| ¤r ·¤i· ºr l¬ ¬ªºn ¬ ·¤i·i ~ºi ~i^··
¬º· ¬| ¬ªºn ·r| r|
¬i ¤i-¬ilrn ¬º· ¬ ~nnn l·-· ·ini ¬| ¬i·¬iº| ~i^º¤¬ r ÷
·. ·¬ ¬l÷- l¬¬¬ ¬| ~i^º¤¬ni
z. ·¬ ¬l÷- l¬¬¬ rn ¬¤¤·n ¬-¤
s. ·¬ ¬l÷- l¬¬¬ - ¬n· ^i¬ ·-ni^¬
«. ·¬ ¬l÷- l¬¬¬ ¬| ¤l¬¤i
r. ·¬ ¬l÷- l¬¬¬ ¬ ¬-¸r ¬i ¬i·i
s. ·¬ ¬l÷- l¬¬¬ ¬ ·¬ ¬i l^-i|¤ ¬-i^ºi·
·. ¬-¸r ¬ ¬·-¤i ¬| ¬i-i·¤ ¤^ ºi¬niº ¬··i| l^-i|¤ ¬ªºni ¬i ¤¸ºi ¬º· - ·¬ l¬¬¬ ¬i
-r-^¤¸ºi ¤in·i· r|
z. ¬ªºn ¬ ¬-¤ - -ª¤·iiºi ¬| l^-i|¤ ¬¬i·i·i ¬ ¬i·i ¬÷i^ ri·i|
s. ¬- ·¤i¬ ·º ¤º ¬¬ l-¬· ¬| ¬l^·ii ri·i|
«. -ri¬·i ¬ ¤n¬ ¬ -·n ri· - -·· l-¬n| r|
r. ^i-nl^¬ l^-i|¤ ¬-i^ºi· rn|
s. ·¤i¤iº,·¤^¬i¤,¬l·i ¬ l¬¤ ·¤i·i ·i·ºilºi ¬| ¬ººn - ¤¸ln rn|
¬i-i·¤n ¬-¸r n-· ¬ s -r|· ·i· ·¬ l¬¬¬ ¬| ¤l¬¤i ºiº rin| r| ;¬ ·|¤ ¬-¸r ~¤·|
·¤n ¤¸¬| ¬ ~i¤¬| ¬··· ¤iº·i ¬ºni r ~iº ¬-¤ ¤º ~ºi ^i¤¬| ¬l·lº¤n ¬ºni r|
¬-¸r - ¤i·n ¬-i ºilºi ¬ r| ¬·-¤i ¬ ·|¤ ¬· ·· ¬i ¬i¤ l··iilºn ·¤i¬ ¤º l¬¤i ¬ini r|
¬·-¤i ¬| ~i^º¤¬ni¤ ·«· ¬ ¬i·i ·i·ºilºi ¬| ·i| -in ·«n| r| ¬-¸r ¬| ·¤n ¬ ¬·i|
¬·-¤i ¬| ~¤l·in -in ¬i ¤¸ºi ·r| l¬¤i ¬i ¬¬ni r| ~n ¬-¸r ¬| ~¤l·in -in ¬ ~·º¤
© «+ +l=c ¸=ºi) lu+¬
«+ +l=c lu+¬ +| ¤i«º¤+ai
«+ +l=c lu+¬ ;a =¤¤«a ==¤
Bank Linkage
59
·¬ ¬ ~ºi ¬· ¬i l·ºi¤ ¬-¸r ¬ni r n·ii ¬-¸r ~¤· ¤lnl·l·i¤i ¬i ;¬ ¬i¤ rn ~l·i¬n
¬ºni r| ·¬ ~ºi ¬ l-¬· ¬ ¬ri ¬·-¤ -ri¬· ¬ ºii·iºi ¬ ·¤n r, ^r| -lr¬i¤ ~¤· ¬i
¬ºi·n -r¬¸¬ ¬ºn| r| ¬·-¤i ,iºi ¬-¤ ¤º ~ºi ^i¤¬| ~i^º¤¬ r nil¬ ¤· ·¸¬º
¬·-¤i ¬i ·¬ ,iºi ~ºi l·¤i ¬i ¬¬|
·¬ ¬i l^lrn ¤¤¤ l¬¬- l·-· ¬¬··¬ ºrn r÷
·. ~ºi ~i^·· ¤¤¤
z. ¬-¸r ¬i l^-i|¤ ~i¬¬· ¤¤¤
s. ¬-¸r ¬ ¬·i| ¬·-¤ ,iºi ¤-nn ¤º-¤º ¤¬ºiº·i-i (;-º÷¬÷¤n|--)
«. ·¬ ¬ ¬i·i ¬-¸r ¬i ¤¬ºiº·i-i
r. ÷|a ¤|a (l÷-i÷ ¤il-¬º|) ·i-
s. l·ºnºni ·i¤
/. ¬-º ~i¤ ^^º
s. ¬-º ~i¤ ri;¤il·i¬ºi·
¬-¸r ¬| l·¤-i^¬|
¬-¸r ¬| nn ·-¬ ¬i ¤-ni^ l¬¬- ¬-¸r ,iºi ·¬ ¬ ~ºi ¬· ¬i l·ºi¤ l¬¤i n¤i r,
~ºi ºilºi -¤·- r n·ii ~·¤·i, ¬l¤^ ¤^ ¬i·ii·¤·i ¬i ·¬ ¬ ~ºi ¬· ¬| ¤l¬¤i ¬i ¤¸ºi
¬º· ¬ l¬¤ ~l·i¬n l¬¤i n¤i r|
¬-¸r ,iºi ~l·i¬n ¤lnl·l·i¤i ¬i ~i^i¬|¤ ¤-iºi ¤¤ ¤^ ¤¬ ¤r¤i· ·i¤ |
~nº ¬ªº ¤÷ ni ¬·i| ¬·-¤i ¬i ·|a¤|a¤-a ,iºi ¬-¤il¤n ¤i-i |
¬-¸r ¬i -irº |
¬·i| ¬·-¤i ¬| ·i ¤ln - ¤i-i|
-^¤ ¬ri¤ni ¬-¸r ¬ ,iºi ·¬ ¬ ~ºi ¬· ¬i ~inr ¬º· ¤º ·¬ ¬-¸r ¬i ~i¬¬· ¬ºn| r
~iº ¤r ¤ni ¬nin| r l¬ ^i-n^ - ¬-¸r l·¤-i·¬iº ¬ªº¤ ¬i ¤¸ºi ¬º·i ¤irni r ¤i ·r||
·¬ ¤lnl·l·i ¬ ,iºi ¬-¸r ¬i ~i¬¬· ¬-¸r ¬| ·-¬ - ºiil-¬ ri¬º l·-· l···~i ¤º l¬¤i
¬ini r ÷
·. ¬-¸r n-· ¬| ¤l¬¤i, l·¤-i^¬| ¤^ ¬ªº¤ ¤º ¬·i| ¬·-¤i ¬| ¬-n
z. ¬·-¤ ¬ª¤i
s. ¬-¸r - ~i¤¬| ¬÷i^
«. ·n-^ ·i-ni
r. ·-¬ ·¤^-·ii ¤^ ¬¤l-·iln
s. ·¤n ¤^ ·¤n ¬| l·º·nºni
/. ~i¤¬| ¬·÷·· ¬| ¤^l-i
s. ¬-¤ ¤º ~ºi ^i¤¬|
s. ¬i¤^ir| ¤l-n¬i ¤^ ¬ªii ¤l-n¬i ¬i ¬¬-¤ ¬·iiººi
·. ¬¬ ~i¬i·| ¬ l-¬ ¬ini r|
«+ +l=c lu+¬ = una «iu «ªai«¬
«+ +l=c lu+¬ +| ¤l+¤i
«+ +l=c lu+¬ = ==¸; +i ui-i
©
©
©
©
©
©
©
60
z. ·÷| ¬ººn ¤¸ºi ¬º· ¬ l¬¤ ºilºi l-¬ ¬in| r|
s. ·¤i¬ ¬| ·º ¬- rin| r|
«. ~ºi ¬| ^i¤¬| si-÷si- l¬-ni - rin| r|
r. ¬-i·n ¬| ~i^º¤¬ni ·r|÷ lº¬^ ·¬ ~i¤ ;l÷¤i · ¬ r ¬iªi n¬ ¬|
¬ nrn ¬-i·n ·r| ¬· ¬i l·¤- ··i ºªii r|
s. ¬-¸r ¬| -lr¬i¤ ~ºi ºilºi ¬i ¬l¤n ¤··i·, ¬¤¤in ~iº ¬-¤ ¤º ~ºi ^i¤¬| ¬º·i
¬|ªin| r|
/. l^-i|¤ ~·ºii¬· ¤^ ~i--l^º^i¬ ¬i l^¬i¬ |
^n-i· ¬-¤ - ·¬i ,iºi ¬-¸ri ¬i ¬ºi ¬l÷- l¬l-- ¬¤¬··i ¬ºi; ¬i ºr| r| ¬i-i·¤n
¬-¸ri ¬ ¤lº¤·¤ - ¬ºi ¬l÷- l¬l-- ^r l¬l-- rin| r ¬i ¬-¸r l¬¬| ·i| ¬-¤ l¬l-- ¬|
¬·¤ ¬|-i n¬ l·¬i¬| ¬º ¬¬ni r n·ii l¬n·| ºilºi l·¬i¬| ¬| ¬i¤n| ¬¬| ºilºi ¤º ¬-¸r
¬i ·¤i¬ ··i rini| ¬ºi ¬l÷- l¬l-- ¬i -r-^ ¬¬ ¬-¤ r| ·¤i·i rini l¬ ¬-¸r ºilºi ¬i
l·¬i¬ ~¤·i ¬i¤ ¤¸ºi ¬º ºilºi ¬-i ¬º ~iº ¤· ºilºi l·¬i¬ ~·iin ¬-¸r ¬; ·iº ºilºi
l·¬i¬ ¬¬ni r| ¬ºi ¬l÷- l¬l-- - ¬i-i·¤n¤ ¬i; ·i| -il¬¬ l¬ºn n¤ ·r| ºrn| r|
¬^¬ ·¤i¬ ··i ¤÷ni r ¤ºn ~·s ·l¬n ·¤^riº ¬ l¬¤ l·-· -il¬¬ ^i¤¬| ¬-¸ri ¬ l¬¤
~l·^i¤ rin| ÷
~·iin ¤ln r¬iº l·¬i¬| ¤º ¬-¸r ra º¤¤ -il¬¬ ~^º¤ ^i¤¬ ¬ºni|
-^¤ ¬ri¤ni ¬-¸ri ¬i ·¬ l¬¬¬ ¤¬ ¤¬i nº|¬i r l¬¬¬ ·¬i ¬ ,iºi ¬i-·il¤¬
l¬--·ilº¤i ¬i ^r· ¬º· l¬ l·ºii - ¤¬· ¬i ·^¬n ¬·irººi ¤-nn l¬¤i ¬ini r| ¤¸l¬
¬-¸ri ¬ nº|· ^n ¬ ¬ini ¬i ¬÷i^ rini r ~n ¤r ¬·- ¬· ^l¤n ¬-·i¤i ¬i -ª¤·iiºi ¬
¬i÷· ¬i ¬¬iºi--¬ ¤¤i¬ r| ;¬ ¬·- ¬ ·il^·¤ - ·÷| ¬ª¤i - ···
¬| ¬-·ii^·i ··n| r| ¬·i¤ - ¬ri ¬i¤ ni ·¬ l¬¬¬ ¬i -r-^ ·i·i ¬i-il¬¬ ¤^ ~il·i¬
¤lº¤·¤ ¬ l^-i|¤ ¬-·ii~i ¬ l¬¤ ¤ºi¬·|¤ ¬·- r n·ii ¤r ¤¤i¬ r l¬ -ª¤·iiºi ¬| l^-i|¤
¬-·ii· ~¤· ¤r¤ n¬ ··i ¬¬|
S.H.G Credit
Linkage
Bankable customer
“Bottomof the pyramid”
«+ +l=c lu+¬ = «+ +i l«-i|¤ ==i«ºia
61
SOCIAL DEVELOPMENT
With objective to enhance social and economic empowerment of the rural poor in Bihar, the
project developed community based organizations to enable themto access and better negotiate
services, credit and assets frompublic and private sector agencies and financial institutions.
InJEEViKA, most of the targeted households have either very less land holdings or are landless.
While working with the community institutions on various interventions, the project's experience
so far indicates that expenditures on health are a major drain on the household expenditures. It
has been seen that it constitutes close to 30 to 40% of the total credit accessed by the
communities. This is because, in spite of the presence of public health facilities and various public
and private health insurance schemes the poor incur substantial out-of-pocket expenses related
to transportation, consultation, drugs/medication, diagnostic tests and hospitalization fees. To
meet these sudden requirements family ends up in debts by borrowing money from informal
sources (money lenders/mahajans) at high interest rates (5 – 10 percent per month) or by selling
assets.
Hence, these interventions aimto address these issues faced by the community and are targeting
the poorest of the poor SHGmembers. The diversification in this intervention basket aims to target
the household as a complete entity meeting the social security needs hence complimented and
supplemented by other themes of JEEViKA.
The different products/interventions under the umbrella of Social Development are as follows:
Under health program two interventions are being carried out, firstly the Health Saving
intervention in which the SHG members are saving@ 5 to 10 per month as health saving
which is being deposited at the VOlevel and secondly the Health Credit intervention through
Health Risk Fund (HRF) being given by the project to VOs to address the health needs of the
SHG members HHs.Health Credit through HRF can be taken to meet the medical
expences. These expenses includes expence on checkup, medical tests, medicines,
hospitalization, travel expense etc during illness.
1. HealthProgram
62
63
Training to VO - Executive Committee Member on Health
Risk Fund (HRF) concept by Community Coofinators
FLOW CHART - HRF INTERVENTION
Disbursement of HRF Loan by needy members (Emergency Loan / General Health)
Loan Committee meeting on application and
transfer of fund to VO by DPCU
Submission of application by VO for availing HRF fund to
DPCU through BPIU
Formation of Social Action Committee (Health Committee)
for implementation of HRF
Health Saving Amount being collected by SHG Members
and deposited to VO during VO Meeting
Finalization of the Health Saving amount
in the VO Meeting
Training to SHG members on HRF and
Health Saving Concept
Training to Social Action Committee, VO-office bearers, Community Mobilizers,
JEEViKA Saheli, Book Keeper on implementation of HRF intervention by BPIU
FAQfor HealthRisk Fundintervention
i. ª«iª·¤ =º=ii lal·i «¤i ;'
z. ª«iª·¤ =º=ii lal·i ;a «¤a «¤i ¤i«º¤+ ;'
º. ·ii= =naa øiºi ª«iª·¤ =º=ii lal·i ;a «¤a +| ºi=¤ia +« +| ¬ia| ¤il;v'
«. =«ª¤i +| ª«iª·¤ =º=ii lal·i ;a =il=+ «¤a +| ºilºi l+aa| ;ia| ¤il;v '
s. «¤i a|a =i; a+ ª«iª·¤ =º=ii lal·i ;a uniaiº =il=+ «¤a +ºa + «i« =il=+ «¤a «« +º «a|
¤il;v '
¤r ¤lº¤i¬·i ,iºi l··iilºn ¤¬ ~¬n l^ºi·i ¬i·i r ¬i -^¤ ¬ri¤ni ¬-¸r ¬ ¬·-¤ ¤^ ¬·¬
¤lº^iº ¬ ¬·-¤i ¬ -^i-·¤ ¬··i| ªi¤i ¬ l¬¤ l^-i|¤ ~ºi ¬l^·ii ¬¤¬··i ¬ºin| r|¤ ªi¤
¤ini¤in, l¤l¬-¬|¤ ¤ºi-ºi ·^i, ¬i¤ ~iº ~-¤ni¬ - ·in| ºi~¬ ;-¤il· ri ¬¬n r | ;¬¬ l¬¤
¬-¸r ¬ ¬·i| ¬·-¤ -^i-·¤ ¬º·ii l·l·i ¬ ·i- ¤º -il¬¬ ·¤n ni- ¬n-· - ¬-i ¬ºn r|
¬-¸r -nº ¤º ¬·-÷l·¤i¬· ¬ ·iºi· ¤r ¤i¤i n¤i r l¬ ~l·i¬nº ¬·-¤
-^i-·¤ ¬··i| ªi¤i ¬ l¬¤ ·irº| ¬¬ ¬n r| ¤r ·i| ¤i¤i n¤i r l¬ ·|-iº| ¬ ¬-¤ ¬-¸r ¤i ni-
¬n-· ¬ ¤i¬ ¤¤i·n ºilºi ¬¤¬··i ·r| rin| r| ~n ¬·-¤i ¬| ·|-iº| ¬··i| ¬ªºni ¬ ¬-¤ ·i·
¬| ~·¬¤¬··ini ¬i ·¤i· - ºªin r¤ ¬·-¤i - -^i-·¤ ¬º·ii rn ~¬n ¬ ·¤n ¬º· ¬| ¬i¤
¬-¤·· r;| ;¬ nºr ¬·-¤i ¬ ,iºi l·¤l-n ·¤n ¬º· ¤º ¬i·i ¬| ºilºi ·«n| r ~iº ¤lº¤i¬·i
-^i-·¤ ¬i·i ¬| ºilºi ·«i· rn ¤¬ l··iilºn ºilºi l^-n|¤ ¬ri¤ni ¬ º¤ - ni- ¬n-· ¬i ¬¤¬··i
¼in| r|
·ii- ¬n-· ¬ n-· ¬ nºn ·i· -^i-·¤ ¬º·ii l·l·i rn -^i-·¤ ·¤n ¬| ºiª~in ¬| ¬i ¬¬n| r|
;¬¬ l¬¤ ni- ¬n-· - ¬i-il¬¬ ¬i¤ ¬l-ln ¬i
¬-¸r ¬i ¤-¤¬ ¬·-¤i ¬| ·¤¸·n- ºilºi -il¬¬ ·¤n ¬º· ¬| ·i-ni ¬ ~i·iiº ¤º -^i-·¤ rn
-il¬¬ ·¤n ¬| ºilºi ¤i¤ ª¤¤ ¤i ;¬¬ ~l·i¬ ·¬ ª¤¤ n¬ ri ¬¬n| r| ni- ¬n-· ~¤· ¬·i|
¬-¸ri ¬| ºi¤ ¬ ~i·iiº ¤º -^i-·¤ ¬º·ii l·l·i ¬ l¬¤ -il¬¬ ·¤n ¬| ºilºi l··iilºn ¬ºn||
-^i-·¤ ¬º·ii l·l·i rn ¬| ¬i· ^i¬| -il¬¬ ·¤n n|· -ir ¬ ·i· ·i| ¬iº| ºªi·i ~i^º¤¬ r|
-^i-·¤ ¬º·ii l·l·i ¬ l··lºi¬i ¬ ~i·iiº ¤º -^i-·¤ rn -il¬¬ ·¤n n|· -ir ¬ ·i· ··· ·r|
¬º·i r| ;¬ nºr l·¤l-n ·¤n ¬º· ¤º -^i-·¤ ¬i·i ¬| ºilºi - ·l, rin| r|
n-· ¤· ªiini÷«r| ¬i ¬¤iª ¬·iiººi ri ¬i·i
¬i·º¤¬ r ¬i·i r| ¬-¸r ¬ ¬·i| ¬·-¤i ¬| «¤n rn ¬r-ln «· n; ri| «¤n ¬| ºiª¬in ¬ ¤r¬
ni- ¬n-· ¬ ¬·i| ¬i¤¬ilººi| ¬·-¤i ¤· -·¤ ¬ri¤ni ¬-¸ri ¬i -·i-·¤ ¬º·ii rn «¤n, ~ºi
n·ii -·i-·¤ ¬º·ii l·l·i ¬ ¬«l·in ¬i·¬iº| ¤lºi·iºi ¬ niº ¤º ¤lºil·in ¬|l·¬i l-¤,¬i-·il¤¬
¬-··¤¬,¬|l·¬i ¬r¬| ,iºi l·¤i n¤i ri|
(Micro Planning)
64
s. ¤l« ==¸; + +e =«ª¤ «¤a ºi= +ºa ; ¤iº ¤-¤ =«ª¤ «¤a + luv =;=a a;| ; ai «¤i == ==¸;
+i ni= =naa ª«iª·¤ =ºi +| =l«·ii l=ua «iu ==¸;i + ¤-«º º=ii ¬i¤ni
z. «¤i ==¸; + =-i| =«ª¤i øiºi =il=+ «¤a ¶+¿i ;ia + «i« ;| v+ =i·i ¤·¤+ =i; ni= =naa
= ¬=i +ºai ¤il;v '
a. l+= =«ª¤ +i «|=iº| +| ¤i«º¤+ai + ==¤ ª«iª·¤ =º=ii lal·i = =ºi l=u =+ai ; '
o. «¤i v= ==¸; + =«ª¤ +i =ºi l=u =+ai ; l¬=+i =|c ¤i¶c v¤c =ºi «i¤=| «º ¤-ei a;| ; '
ic. l+=| =«ª¤ +i ª«iª·¤ =º=ii lal·i = =ºi ¤i-a +ºa + luv «¤i +ºai ;iai ;'
`
ni- ¬n-· n· n¬ ¤¬ ¬-¸r ¬i -^i-·¤ ~ºi ¬l^·ii l-¬· ^i¬ ¬-¸ri ¬ ~··º ºiil-¬ ·r| ¬º
¬¬n| ¬· n¬ l¬ ¬¬ ¬-¸r ¬ ¬·i| ¬·-¤ ¬r-n ri¬º ·¤n ºiª ·r| ¬º ¬n r| ~n -^i-·¤
~ºi ¬l^·ii ¬· ¬ l¬¤ ¤¬ ¬-¸r ¬ ¬·i| ¬·-¤i ¬i ¬r-n ri¬º l·¤l-n ·¤n ¬º·i ¬ªº| r|
ri, ¤-¤¬ -ir ¬-¸r ¬ ¬·i| ¬·-¤i ¬i ·¤n ;¬,i ri ¬i· ¬ ·i· r| ¤¬ ¬i·i ¬·i| ¬·-¤i ¬|
·¤n ºilºi ¬i ni- ¬n-· ¬| ·-¬ - ¬-i ¬º·i ¤ilr¤| ¤l· ¬-¸r ¬ ¬s ¬·-¤ ·¤n ¬-i ·r|
¬º ¤in r ni ¬-¸r ¬· ¬·-¤i ¬ ··¬ ·¤n ºilºi ¬-i ¬º¬ ¬¬ ¬·-¤i ¬ ·¤n ¬ ·ºi·º ¤¸º|
ºilºi ni- ¬n-· - ¬-i ri·i ¤ilr¤|
¤¬ ¬·i| ¬·-¤i ¬i l·¤l-n ª¤ ¬ -^i-·¤ ¬º·ii ¬ ·i- ¬ -il¬¬ ·¤n ¬-i ¬º ºr r ¬·¬ n·ii
¬·¬ ¤lº^iº ¬ l¬¬| ·i| ¬·-¤ ¬ ·|-iº| ¬| ~i^º¤¬ni ¬ ¬-¤ - ni- ¬n-· - ¬¤¬··i -^i-·¤
¬º·ii l·l·i ¬ ~ºi l-¬ ¬¬ni r| -^i-·¤ ·¤n ·r| ¬-i ¬º·^i¬ ¬-¸r ¬ ¬·-¤i ¬i -^i-·¤
~ºi ·r| l-¬ ¬¬ni r|
·|-iº| ¬ ri· ^i¬ ¬ilªi- ¬i ·ªin r¤ ·ii- ¬n-· ¬¤¤·n ¤lºl-·iln - -^i-·¤ ~ºi ·· rn
~i^º¤¬ l·ºi¤ ¬ ¬¬n| r| ¤r ~¤·ii ¬| ¬in| r l¬ ¬-¸ri ¬i ¬|a ~i;a ¤¤a ~ºi ^i¤¬| ·º sr
¤lnºin rin|| l¬·¬i ~ºi ^i¤¬| ·º ~·si ·r| r ~iº l¬·r ·|-iº| ¬ ¬-¤ ~ºi ¬| ~-¤·n
~i^º¤¬ni r ni ¬·r ni- ¬n-· ~¤· -^i-·¤ ¬º·ii l·l·i ¬ ~ºi ¬¤¬··i ¬ºi ¬¬n| r nil¬
~i^º¤¬ni - ¤÷ ¬·-¤i ¬i ·irº l¬¬| ~·¤ ~ini ¬ ¬¬ · ¬·i ¤÷ ~iº ·|-iº| ¬·l·in ·÷
¬ilªi-i ¬ ¬·r ·¤i¤i ¬i ¬¬|
l¬¬| ¬·-¤ ¬i -^i-·¤ ~ºi ¬· ¬ l¬¤ l·-·l¬lªin ¤l¬¤i ¤¸º| ¬º·| rin| ÷
·|-iº| ¬ ¬-¤ l¬¬| ¬·-¤ ¬i -^i-·¤ ¬º·ii l·l·i ¬ ~ºi ¤i·n ¬º· ¬ l¬¤ ~¤· ¬-¸r -
·|-iº| - ªi¤ ¬ l¬¤ ~ºi ºilºi ¬| -in ºªi·| rin|| -^i-·¤ ~ºi -in· ^i¬ ¬·-¤ ¬i
~i^·· ¤¤ l¬ªi·i ¬ªº| ·r| r|
¬-¸r ¬·n ¬·-¤ ¬| ·|-iº| ¤^ ¬¬¬ ,iºi -in| n¤| ~ºi ¬| º¬- ¤º l^¤iº ¬º¬ ¤¬
l··iilºn ~ºi ¬| ºilºi ni- ¬n-· ¬ ¬· ¬ l¬¤ ¤¬ ~i^·· ¤¤ ··i rini| l¬¬- ¬-¸r ¬
~·¤·i, ¬l¤^ ¤^ ~i^·¬ ¬·-¤ ¬i r-ni·iº ri·i ~l·^i¤ r | ¬·l·in ~i^·· ¤¤¤ ¬|
¤lnl¬l¤¤i ¤r¬ ¬ r| ¬-¸r ¬ ¤i¬ ºªi·i ~l·^i¤ rini| ¬-¸r ¤r ~i^·· ¤¤ ni- ¬n-· ¬
¬i-il¬¬ ¬i¤ ¬¤÷¬l-ln ¬i ~·ºi¬i rn ¤l·in ¬ºni|
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ni- ¬n-· ¬ ¬i-il¬¬ ¬i¤ ¬¤÷¬l-ln ¬·n ~i^·· ¬ ~i·iiº ¤º ~ºi -in· ^i¬ ¬·-¤ ¬
·|-iº| ¤^ ~ºi ¬| ºilºi ¬| -in ¬i ~il¤-¤ l·º|·iºi ¬º· ¬ ·i· ni- ¬n-· ¬ ~ºi -r¤i
¬ºi· ¬ l¬¤ ¬·n ~i^·· ¤¤ ¤º ~¤·i ~·ºi¬i ¬ºn|| ¬l-ln ¬ ¬·-¤i ¬| ¬r-ln ri· ¤º
¬-¸r ¬ ,iºi l¬ªi ~i^·· ¤¤ ¤º r| ¬l-ln ~¤·i r-ni·iº ·¬º ~ºi rn ~·ºi¬i ¬ºn| ¬¬
~¬n ¬ ~i^·· ¤¤ ·· ¬| ~i^º¤¬ni ·r| r| ¬l-ln ¬i ~il¤-¤ l·º|·iºi ¬ ¬-¤
l·-·l¬lªin l··~i ¬i ·¤i· - ºªi·i ~i^º¤¬ r ÷
~i^·¬ ¬·-¤ ¬ ,iºi ·ni¤ n¤ -^i-·¤ ¬--¤i ¤^ ~ºi ¬| ºilºi ¬| ¬-¤ni ¬| ¬i¤|
~i^·¬ ¬·-¤ ,iºi -^i-·¤ ~ºi ¬¤¬··i · ri·¤º ¬·iil^n ril· ¤^ ¬ilªi- ¬i ~i¬¬·|
¬-¸r ,iºi ·i¬ n¤ ~i^·· ¤^ ¬i-il¬¬ ¬i¤ ¬¤÷¬l-ln ¬ ~·ºi¬i ¤º l^¤iº ¬ºn r¤ ni-
¬n-· ~ºi ·· rn ~i^º¤¬ ~-^|¬ln ¤i -^|¬ln ·¬º ~ºi l·nn ¬º· ¬ l¬¤ ¬¬| ·-¬
¬ ¬-¤ l·ºi¤ ¬n|| ¬i-i·¤ni -^i-·¤ ~ºi ¬i ·inni· ¤¬ ¬ -i·¤- ¬ ¬º·i ~i¤l·in r|
ni- ¬n-· ¤¬ ¬ -·¤- ¬ ·i| ~ºi ºilºi ¬i ·inni· ¬-·l·in ¬-¸r ¬ ·i- ¤º ¬º ¬¬n| r|
¤l· ~ºi ºilºi ¬i ·inni· ni- ¬n-· ¬ ·-¬ - ¬¤l-·iln ¬·-¤i ¬ ·|¤ ¬| ¬i¤ ni ~ºi
ºilºi ¬i ·inni· ¬-¸r ¬ -i·¤- ¬ ~i^·¬ ¬·-¤ ¬i ·n· l¬¤i ¬i ¬¬ni r| ~i^º¤¬ni
¤÷· ¤º ni- ¬n-· ;¬¤º ~¤·| ~i^º¤¬ l·ºi¤ ¬ ¬¬n| r|
·
ni- ¬n-· ¬ ¬i-il¬¬ ¬i¤ ¬¤÷¬l-ln ¬ s ¬·-¤|
ni- ¬n-· l¬·r| ·i ~ia ·|a ¬·-¤ ¤^
ni- ¬n-· ¬| ¬|l^¬i ¬r¬| (-^i-·¤ ¬i¤¬Ÿii)|
`
~i¤in¬i¬|· l-·iln - -^i-·¤ ~ºi ¬· ¬ l¬¤ ~i^·· ¤¤ l¬ªi·i ~l·^i¤ ·r| r, l¬·n ¬-¸r ¬|
~n¬| ·-¬ ¬ l·· ni- ¬n-· ¬ ·i- ¤º ~i^·· ¤¤ l¬ªi·i ~l·^i¤ r| l¬¬- ~i^·¬ ¬·-¤
¬i r-ni·iº ~l·^i¤ r| ¬¬ ~i^·· ¤¤ - ¬i-il¬¬ ¬i¤ ¬¤ ¬l-ln ,iºi n-¬i¬ l·nn ºilºi ¬i
l^^ººi l¬ªi·i ~l·^i¤ r n·ii l·nn ~ºi ºilºi ¬i ni- ¬n-· ¬| ~n¬| ·-¬ - ~·-i·· ¬ºi·i
~l·^i¤ r|
·ii- ¬n-· ,iºi ~i¤in¬il¬· ~ºi ¬| ºilºi º¬- ¬ º¤ - ·| ¬i ¬¬n| r| ¬i-i·¤ ~ºi ¬|
¬ººn - ;¬ ¤¬ ¬ ,iºi l·¤i ¬i¤ni| ¤l· ¬i-i·¤ ~ºi ¬i ·inni· ni- ¬n-·,¬-¸r ¬| ·-¬
- l¬¤i ¬i¤ ni ~i^·¬ ¬i ~ºi ¬| ºilºi ·n· (¬ºi) ¬ º¤ - l·¤i ¬i ¬¬ni r|
i. a·+ilu+ =ºi =¤u··i +ºia + luv =i=il¬+ +i¤ =¤=l=la = +ia÷+ia =«ª¤ ;i =+a ; '
iz. «¤i ¤i¤ia+iu|a ª«iª·¤ =ºi ua + ==¤ =«ª¤ +i ¤i««a «ai ¤la«i¤ ;
iº. ª«iª·¤ =ºi +| ºilºi ¤+ ¤i an« ¸+ºi) + øiºi =«ª¤i +i lana ;i'
FOODSECURITYINTERVENTION
The Food Security intervention is a community managed food procurement and food distribution
systemtomeet the food requirements of the SHGmembers through Food Security Fund.
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Training on Food Security Fund concept
to SHG members
Training on Food Security Fund concept Village
Organisation Executive Committee Members
FLOW CHART - FOOD SECURITY FUND
Continuation of Second Cycle of FSF
within 3-4 months
Repayment of instalment to VO through SHG as per
repayment schedule
Preparation of repayment schedule
(to be paid within6 months)
Procurement of food grain by Procurement Committee as
per guidelines & distribution to SHG members on the same day
Approval and Release of Food Security Fund
to Village Organisation
Submission of Application form for availing FSF
to DPCU through BPIU
Micro Planning as SHG level and Consolidation
of demand for availing FSF at VO level
Formation of Food Security Committee and
training to the FSC members
i. =iiu =º=ii +i¤+= «¤i ; '
z. ·ii= =naa = =iiu =º=ii +i¤+= +«ºi= ;ia| ¤il;v v« ¶=+| ¤l+¤i «¤i ; '
º. =iiu =º=ii +i¤+= = «¤i l=¤ ¤i«u v« n;¸ ;| =iº|«a +| «ia ;in| '
«. ¶= «ia +| niºc| += u| ¬i =+a| ; l+ +i¤+= +i ui-i ¤·¤-a nº|« =«ª¤i +i ¬=º l=u '
s. =iiui-a +i =¸«¤+= a¤ l+¤i ¬i¤ni'
¤r ¬i-¸lr¬ ¤^ ¬i-·il¤¬ ¬i¤¬- r ¬i nº|·i ¬ ·iºi ¬| ªiin ¬| ¬ªºni ¬i ¤¸ºi ¬º· ¬ l¬¤
··i¤i n¤i r|
;¬ ¬i¤¬- ¬ nrn, ni- ¬n-· ;¬ ·in ¬| niº-| ¬ni r l¬ rº ¬·-¤ ¬ ·iº -ª¤ ªiin ¤·i·i ¬
ª¤ - ¤i^¬ ¤i nr¸ ¬¤¬··ini ¤¸º ¬i¬ ¬ l¬¤ ri nil¬ ¬i; ·i| ·i¸ªii · ºr|
¬i·i r| ¬i¤¬- ¬ nrn -lr¬i~i ªii¬¬º n·i^n| ¤^ ·ii¤| -ini ¤^ ··¤i ¬ ¤il·-¬ ~iriº ¬i
¬l·º¤n ¬º·i ·i| ni- ¬n-· ¬| l¬--^iº| rin||
ªiº|··iº| n|· -lr· ¤ºi· ni- ¬n-· - rini l¬n ;¬ ¬i¤¬- ¬ ¬·l·in ¤r¬| -l·n ni- ¬n-·
¬ ·¸¬º -|l-n ¬ nºn ·i· l·¤i ¬i¤ni| -l·n ;¬ ·in ¤º rin| l¬ ni- ¬n-· ªiin ¬º·ii ¬l-ln
¬i n-· ¬¬ ri, ;¬¬ ¬·-¤ ¬i· rin ¤^ ~·¤ ¬l-ln¤i ¬¬÷ªiin ¬º·ii ¬l-ln, ªiº|··iº|
¬l-ln, lº¤¤-- ¬l-ln ¬| l¬--^iº| ·¤i rin|| ni- ¬n-· ªiin ¬º·ii ¬l-ln ¬i n-· ¬º ;¬
¬i¤¬- ¬i ¤¬i· ¬| l¬--^iº| ·n|| ·|¤|~i;¤¸ ¬| l¬--^iº| rin| l¬ ªiin ¬º·ii ¬l-ln,
ªiº|··iº| ¬l-ln, lº¤¤-- ¬l-ln ¬ ¬i·i÷¬i·i ·¬ ¬|¤º ¤^ ¬|¤- ¬ ¬i¤¬¬i¤ ¬ ·iº - ·i
l·^¬|¤ -l·n ·|
¬·-¤i ¬| ªiin ¬··i| ¬ªºni ¬i ·¤i· - ºªin r¤ ni- ¬n-· ªiin ¬··i| ~·¤ ^-n~i ¬| ·i|
ªiº|·iº| ¬º ¬¬n| r| ni- ¬n-· ¬i ¤r l·ºi¤ ;¬ ~i·iiº ¤º ¬·i ¤ilr¤ l¬ ªiº|·iº| ~-¤·n
nº|· ¬·-¤i ¬ lrn - ¬ªº ri|
¬·- ¤i¬·i ¤¤¤ ¬ ¬i¬- ·a ¬ ªiin ¬º·ii ¬l-ln ¬·-¤i l¬ ·¤¸¸·in- ªiº|·iº|
¬| ·i-ni ¬i ~i¬¬· ¬ºni r l¬¬¬ ~i·iiº ¤º ªiin ¬º·ii ¬l-ln ¤i^¬ ¬| ªiº|·iº| ¬i ~i¬n ·º
(·¤¸·n- ¤^ ~l·i¬n- ·º ¬ ·|¤ ¬i ·º) n¤ ¬º ªiº|·iº| ¬l-ln ¬i ·nin| r| ªiº|·iº| ¬l-ln ¬
¬i·i ¬i· ^i¬| ªiin ¬º·ii ¬l-ln ¬| ¬·-¤ ªiini·· ¬i ·º n·ii ¬¬¬| nºi^ni ¬i ¤ºªi· -
¬ri¤ni ¬ºn| r| ¬^¬--iln ¬ ni- ¬n-· - ¤· n¤ ªiini·· ¬| ªiº|··iº| ·· ¤^
·n^··n-¬-·¬ ·^¬¬¤¬¬-- ,iºi ¬| ¬i¤n||
l¬¬ ·º ¤º ¤i^¬ ªiº|·i n¤i r ¬¬ ·º - l¬¤ ªiini· ¬i ¬i· - n·ii ¬niº· - ¬n ªi¤ ¬i
¬i÷¬º ¤i^¬ ¬i ·i- n¤ l¬¤i ¬i¤ni| ;¬ ·in ¬i ·¤i· ºr l¬ ~·¤ l¬¬| ·i| ¤¬iº ¬i ªi¤ ¬¬
ªiº|·iº| ¬l-ln ¬ ¬·-¤i ¬i ·i¬iº ¬i· ~iº ~i· ¬i ·ii÷i ¤i ^- l¬¬| ·i| ªi¤ ¬i ·iiº ¬·-¤i ¤º
·r| l·¤i ¬i¤ni| ;¬ nº|¬ ¬ ªi¤i ¬i ni- ¬n-· ¬ ¤ºii¬l·¬ ªi¤ ¬ ^r· l¬¤i ¬i¤ni|
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s. =iiu =º=ii =l=la + =«ª¤ +ia ;in a·ii ¶a+| =ii= -i¸l=+i «¤i ; '
z. =iiu =º=ii =l=la +| =|lcn +« ;in| ¤iº ¶=+i v¬=i «¤i ;ini a·ii =l=la ni= =naa +i «¤i lº¤ic
+ºn|'
a. =iº|«iº| =l=la a·ii =iiu =º=ii =l=la +| ¤un÷¤un «¤i -i¸l=+i ; '
o. «¤i =iiui-a ¤¸º =iu + luv =iº|«i ¬i¤ni ¤i l=¤ +e =l;ai + luv '
¬-¸r ¬ ¬·-¤ (~·¤·i, ¬l¤^ ¤^ ¬i·ii·¤·i ¬i si÷¬º) ¬-¸r ¬| ¬i; ·i| nº|· -lr¬i l¬¬ ªiini··
¬| ~i^º¤¬ni ri ¬i ¬l-ln ¬i ¬·-¤ ni- ¬n· ,iºi ¤·i ¬i¤ni| ¤lº¤i¬·i ¬| ¤lº¬~¤·i r l¬
ªiin ¬º·ii ¬i¤¬- ¬i ¤¬i· ¬| ¤¸ºi l¬--^iº| ni- ¬n-· ,iºi ªiin ¬º·ii ¬l-ln ¬i l·¤i
¬i¤ni nil¬ ¬i¤¬- ~-¤·n nº|·i ,iºi ¤¬i¤i ¬i¤ nil¬ ¬i¤¬- ¬i ¬i·i ¬·r ¬ªº l-¬,
¬i¤¬- ¬ l¬¤i·^¤· ¬| l·nºi·| ¤¸ºin ni- ¬n-· ,iºi l¬¤i ¬i ¬¬|
ªiin ¬º·ii ¬l-ln ¬| ·i-¬ ni- ¬n-· ¬ -|l-n ¬ ¤¸^ rin|| ¤¸^ ¬ -n¬·i r÷·i ·i-i ¤i ¤¬ l··
¤r¬| ¬l-ln ¬ -|l-n ¬i -ª¤ ¬··º¤ rini÷
ªiini··i ¬ ªiº|··iº| ¬| ¬¸¤·i ¬i ~i·i·÷¤·i·|
¤¸^ l¬¤ n¤ ªiº|·ºiº| - ~i¤ ¤ººii·| ¬i ~i¬¬·|
¤¸^ ¬ ¬i·iil·i¤i ¬ l-¬ ¤|÷·i¬ ¤º ¤¤i ¤^ ;¬¬ ~·¬iº ªiº|··iº| ¬l-ln ¬i ¬¬ir ¤·i·
¬º·i|
~n¬ ¤¬ ¬| ¬¤ ¬ l¬¤ ¤¸^ ¬ lº¤¤-- ¬i ~i¬¬· ¬º ¤r ·ªi·i l¬ sa ¤|¬·| ¬ ¬-
lº¤¤-- l¬¬ ¬-¸r ¬i r ~iº ;¬¬ ¬iººi ¬i ¬i··i|
ªiin ¬º·ii ¬l-ln ,iºi ni- ¬·i-· ¬i l·-· lº¤i- l¬¤i ¬i¤ni÷
l¬¬ ªiini·· ¬| ~iº l¬n·| ªiº|··iº| ¬| n¤| r|
ªiº|··iº| ¬ l¬n· ¬·-¤i ¬i ¬i·i l-¬i r|
ªiº|··iº| ¤i l^nººi - ~i¤ r¤ l¬¬| ªii¬ ¬--¤i ¬i l¬¬|
~n¬ ¤¬ ¬ ªiº|··iº| ¬| ·¬il·n ¬· r n·ii l¬¬ ªiini·· ¬| ªiº|··iº| rin||
ªiin ¬º·ii ¬l-ln lº¤¤-- ¬| l-·iln ¬| ¬i·¬iº| ni- ¬·i-· ¬i ·n| nil¬ ni- ¬·i-·
lº¤¤-- ¬l-ln ¬i ¬l¤n l··ºi · ¬¬|
·i·i ¬l-ln ¬| ·i¸l-¬i l^l·i·· -nº ¤º l·-· r ÷
¬i¤¬- ¬| ºiª~in ¤i·| ¬·-¤i ¬ ¬ªºn ¬ lr¬i· ¬ -in ¬·i ªiin ¬º·ii ¬l-ln ¬|
-r-^¤¸ºi ·i¸l-¬i - ¤¬ r|
¬·-¤i ¬| -in ¬i ¤¬¤ n·ii ¬¸·- ¤i¬·i ¬ ¤¤¤ ¬ lr¬i· ¬ ~i¤ r¤ ~i¬n ·º n¤ ¬º ni-
¬n-· ¬ l··iilºn º¬- ¬| -in ¬º·i ¤r ªiin ¬º·ii ¬l-ln ¬i ·¸¬ºi -r-^¤¸ºi ¬i¤ r|
ªiº|·iº| ¬l-ln ¬| ·i¸l-¬i ¬¬¬ ~¤· ^i-nl^¬ ª¤ - r ¤i·| ¬i-i· ¬| ªiº|·iº|, ¬¬¬|
nºi^-ni ¤^ ¬¬¬ ^¬· ¬| niº-| ··i r|
¬·- ¤i¬·i ¤r ¤i¤i n¤i r l¬ nº|·i ¬ l¬¤ ªiini·· ¬| ¬--¤i l¬¤ ¬s
-lr·i ¬| ·r| rin| r| ;¬l¬¤ ni- ¬n-· ¬-¸r ¬ ¬·-¤i ¬| ¬ªºn ¬| lr¬i· ¬ ªiº|··iº| ¬|
¤i¬·i l^l·i·· ¤¬i ¬ lr¬i· ¬ l¬¤ ¤¸º ¬i¬ ¬ºn||
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ic. «¤i ni= =naa øiºi an« -inaia l+¤i ¬i =+ai ; '
ii. «¤i =iiu =º=ii +i¤+= = =«ª¤i +i =¸« a;| «ai ;ini '
iz. =iiu =º=ii +i¤+= + luv ·ii¤=| la¤i¬a «¤i ;ini '
iº. =iº|«iº| + ¤¸« ·i¤iai uai +i¤+= + luv l+aai ¬=º| ;' ¤; ºilºi ¤la l+ui l+aa| ;i =+a| ; '
i«. «¤i ¤nº =iiu =º=ii =l=la øiºi =in n¤ º+= +| ºilºi zccccc = += ; ai ni= =naa l+aa º+= +
luv ¤=iº= ¤lº¤i¬ai l+¤i-«¤a ¶+i¶ +i ¤i««a «ni '
is. løa|¤ ¤+ +| =iº|««iº| +| «¤i ¤l+¤i ; '
·rn ·÷ º¬- ¬i ·n· ·inni· ¬º·i ¬·-¤i ¬ lrn - ·r| rini| ;¬l¬¤ ¤lº¤i¬·i ¬| nº¤ ¬
ni- ¬n-· ¬i ¤r ¬¬ir ·| ¬in| r l¬ ra,aaa ¬ ·¤i·i º¬- ri· ¤º ·¤ r¤ º¬- ¬ l¬¤ ·iiº¬
¤¬ l^¬ni ¬i l·¤i ¬i ¬¬ni r| (¬¬i l¬ ¬i-·il¤¬
ªiº|·iº| ÷ ,iºi ·ini¤i n¤i r|)
ªiin ¬º·ii ¬i¤¬- - ¬¸· ¬| ¬nr ¤¤i¬ ¤¬i ¤ln l¬¬i ¬^i ºi~¬ ¬ ª¤ - ¬·-¤i ,iºi ni-
¬n-· ¬i l·¤i ¬i¤ni| ¤¸l¬ º¬- ¬| ^i¤¬| ~l·i¬n- s -lr· - rin| ~n ;¬ s -lr· ¬ l¬¤
¬^i ºi~¬ ¤¤i¬ ¤¬i ¤ln l¬¬i r| rini|
~ºi ^i¤¬| ¬i l·¤i¬· ;¬ ¤¬iº rini l¬ n|· -lr· ¬ l¬¤ n¤ l¬¤ n¤ ªiini·· ¬| º¬- ¬|
^i¤¬| ~l·i¬n- s -lr· - ~^º¤ ri ¬i¤| ;¬| ¤¬iº ~nº ni- ¬n-· ¤¬ -lr· ¬ l¬¤
ªiº|·iº| ¬ºni r ni ªiini·· ¬| º¬- ¬| ^i¤¬| ·i -lr· ¬ ~l·i¬ - ·r| rini| ¬i·i r| ·inni·
;¬ nº|¬ ¬ l¬¤i ¬i·i ¤ilr¤ l¬ n|· -lr· ¬ l¬¤ ªiº|· n¤ ªiini·· ¬| º¬- ¬i sa ¤lnºin
n|· -lr· ¬ ~··º ~i ¬i¤ nil¬ ·¸¬º n|· -lr· ¬ l¬¤ ni- ¬n-· ¤· ªiº|·iº| ¬º ¬¬|
;¬|¤¬iº ¤¬ -lr· ¬ l¬¤ ªiini·· ¬| ªiº|·iº| l¬¤ ¬i· ¤º sa ¤lnºin º¬- ¤r¬ -lr· - ~i
¬i¤ nil¬ ·¸¬º -lr· - ~n¬ -lr· ¬| ªiº|·iº| ¬| ¬i ¬¬|
nº|·i ,iºi ··i¤| n¤| ¬-·ii r-ºii ;¬ ·in ¬ l¬¤ ~¤· ~i¤¬i ~iº^-n ¬º·i ¤irn| r l¬
~nº ªiin ¬i-n| ~i ¬i· ¬ ·i· l¬¬| ¬·-¤ ,iºi ~·i¬ ·r| l¬¤i n¤i ni ~·i¬ ¬| ¬º·ii -
l¬¤ n¤ ªi¤ ¤i ¬-i ri ¬i· ¬ ¬iººi ~·i¬ ¬| ··i·| ¬ r; ril· ¬i ¬s -nº n¬ ¬- l¬¤i ¬i
¬¬|ra ¤¬ ¤i ·ºa ¤ln l¬¬ini- ¬ ~l·i¬ ·¤i·i ºilºi ·r| ¬| ¬i ¬¬n| r|
ni- ¬n-· ,iºi -in| n¤| º¬- zaaaaa,÷ ºa ¬| r| rin|, l¬¬¬ ni- ¬n-· ·i ¤¬i - ªiini·
¬| ªiº|·iº| ¬º ¬¬| l¬·n ªiin ¬º·ii ¬l-ln ,iºi ~i^l·n º¬- ^i-nl^¬ ªiini·· -in ¬ lr¬i·
rin| ¤^ ni- ¬n-· ^i-nl^¬ -in n¤| º¬- ¬i ¤¬ r| ªiin ¬º·ii ¬l-ln ¬i ·n||
¤r¬ ¤¬ ¬| ªiº|··iº| ~nº n|· -lr· ¬ l¬¤ r~i ri ni ·¸¬º -lr· ¬ ~n rin r| ~n¬ ¤¬ rn
ªiin ¬º·ii ¬¸·-i l·¤i¬· ¬| ºiº~in ri ¬i·| ¤ilr¤| ¤r n¤ ºr l¬ n|¬º -lr· ¬ ªi-- ri· ¬
¤¸^ ~n¬ ¤¬ ¬i ªiini·· ¬·-¤ n¬ ¤r¤ ¬i¤| ¤r¬ ¤¬ ¬ ·i -lr· ¬ ~n n¬ sa ¤|¬·|
lº¤¤-- ~i ¬i·i ~i^º¤¬ r|
(Bearer Cheque/Ac payee Cheque/DD)
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CommunityNutritionCare Centre
Community managed Community Nutrition Care Centre (CNCC) in an innovative intervention
started by JEEViKAto improve nutrition and nutritionseeking behaviour among pregnant women,
lactating mothers, and infant children by providing themnutritional diet thrice a day.
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FLOW CHART - COMMUNITY NUTRITION CARE CENTRE
Village Profiling to capture incidence of
infant deaths, institutional delivery, Home delivery etc.
maternity deaths,
Formation of Establishment Committee comprising of CM,
Asha Worker, Cluster Coordinator, JEEViKa Saheli at Village level
Regular Capacity Building of All Functionaries
Initiation of income generation activity by opening of
Kitchen Garden and making CNCC economically viable
Providing health services to members by convergence
with government department
Regular health education to members by JEEViKA Saheli
Meal three times a day to enrolled lactating and pregnant
women. Child care services up to 1000 days of a child
Enrolment of members at CNCC
Fund transfer and procurement of required
items for initiation of CNCC
Selection of VO by prioritization of Vos at BPIU
level base on Village Organisation
LIVELIHOODS
JEEViKA, a project jointly supported by the World Bank and the Government of Bihar, has piloted,
customized and eventually scaled-up several innovative livelihood interventions to improve the
well-being of poor households in Bihar. Anumber of innovative aspects account for the success of
these livelihoods programs in the state. Foremost among these is the fact that it was implemented
through community-driven and community-owned institutions. The institutional platformthat was
facilitated by the project has enabled the creation of a single-window system at the doorstep of
small and marginal farmers. Farmers can now demand better services from the public sector,
access credit fromcommercial banks, and experiment and customize various technologies.
Interventions are designed to decrease cost and increase productivity at farm. Currently all the
interventions are implemented through Village Organisation (VO). Village resource person (VRP)
is last mile delivery of interventions. VRP handholds all the members in adoption of intervention
and resolve any difficulty at member level.
For income generation livelihoods activities need to be taken up as a business. Gradually, activity
based Producer Groups (PG) would be formed one per village per activity with focus on
organising farmers/individuals with interest in common income generating activity. Focus would
be on Production planning, input management, delivery of extension services and products and
quality management followed by value addition activities. PG would report to Cluster Level
Federations. Initial focus would be formation of PGs for Agriculture, Dairy, and Poultry along with
non-farmactivities.
1.
In order to strengthen the SHG members, production per unit area has been the major
target of BRLPS. This was achieved through adoption of best practices in farming. This
involved ensuring timely delivery of quality inputs to farmers, handholding through village
resource persons in adoption of best practices and rigorous training.
Following are the technologies promoted by BRLPSfor productivity enhancement
System of Crop Intensification (SCI): SCI is adoption of principles of System of Rice
Intensification (SRI) into 20 other crops to increase production fromsmall land holdings
of the farmer. The participant farmers have witnessed 86%increase in rice productivity
and 72% increase in wheat productivity. The profitability of rice cultivation has
increased 2.5 times and has almost doubled for oil-seeds. SCI has been customized
and adopted for wheat, green gram, oil seeds and vegetables in Bihar. Out of these the
major focus has been Paddy and Wheat crop apart from moong bean, vegetables,
mustard and maize.
Vermicompost production: Vermicompost / compost has been essential part of
sustainable agriculture practices since centuries. BRLPS has revived use of organic
FARMBASEDINTERVENTIONS
Productivityenhancement
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manure in form of vermicompost by promoting production through vermicompost pits
by individual farmers. Use of vermicompost enhances productivity of soil along with
promoting activity of friendly micro-organisms beneficial tocrops.
JEEViKA' has introduced several livelihood interventions in the last five years based on
the demands of the communities. Most communities were keen to productively use credit
and enhance their agricultural income. The project also recognized that enhancement of
agriculture income can significantly impact poverty incidence in the state and improve
food security. Another initiative called is also being
piloted in Bihar. For promotion of green agriculture use of vermin-compost was
encouraged among the SHGmembers.
Zero Budget Natural Farming (ZBNF) propagates use of natural manure and nutrients
for farming instead of chemical fertilizers and pesticides. Unlike organic farming, this
method of farming focuses on using things that are naturally available inside or around
the farmso that nothing is purchased fromoutside. Most prominently, it focuses on the
use of dung and urine of local breeds of cows and other locally available material that
are considered tobe the best source of nutrients and microbes for cultivation.
Vermi-Compost: The compost prepared by using earthworms is called
Vermicompost. The Vermiculture Biotechnology is all about the rearing of the
Earthworms using modern scientific methods and using the same for soil
conservation and many other sustainable agricultural activities. The members are
provided with inputs to construct vermi-pits at their place. Most of the members use
vermi-compost as a supplement or replacement of fertilizers, while the remaining is
sold at market rates. The use brings downs the cost of agricultural inputs and makes
the agricultural product safe for consumption.
In line with the growing technology, JEEViKA has also integrated ICT with its current
extension mechanism to make it more robust and effective to meet its increasing
communication needs. It has collaborated with Digital Green to create a locally
generated video database of various interventions.
Use of Information and Communications Technology as extension program: Videos
featuring community members are being developed in partnership with an agency to
propagate reliable and comprehensive information package on various agricultural
practices across the project districts. These videos have helped in faster and cheaper
dissemination of information. Furthermore, it has created a sustainable system, which
can exist even after the agency withdraws support from the project. The project
started as a pilot in 100 villages of one district and has been scaled up to5 districts.
After Agriculture, Livestock's rearing is the second most potential income generating
activity being practiced by the SHG households. Dairy, Poultry and Beekeeping
interventions have been started in the project area to enhance income of the rural poor
women households. The brief description on the off-farminterventions being implemented
in the project area are as follows:
2. Cost reductionandsustainableagriculture
3. OFFFARMINTERVENTIONS
Zero Budget Natural Farming (ZBNF)
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Dairy
Poultry
Beekeeping
4. NON FARM INTERVENTIONS
Madhubani painting
With an objective of improving livelihoods of the SHG member having milch cattle,
Dairy has been taken up in collaboration with COMFED by establishing Dairy
Cooperative Societies. COMFED is providing both backward and forward linkages to
support the SHG members in management of DCSs, breed and productivity
improvement through AI, fodder production, supply of cattle feed, vaccination, urea
treatment , de-worming and marketing of milk under the brand SUDHA. Currently we
have 331 DCSs in Nalanda, Muzaffarpur, Madhubani and Khagaria districts.
Planning is being done to form a Dairy Producer Group to strengthen the backward
linkages.
The low cost model of Kuroiler based backyard poultry for addressing seasonal
unemployment and creating income generation opportunities for landless households
has been a great success. Kuuroiler – “Kegg + Broiler” is a dual purpose hardy bird with
significantly higher productivity and having many features of indigenous birds, such as
feather colour, agility toescape frompredators and resistance todiseases.
Kruoiler based enterprises are economically viable and based on this model Poultry as
an income generating activity has been started in Gaya, Khagaria, Nalanda,
Muzaffarpur and Purnia districts with support fromM/s Kegg Farm.
Looking into the potential of bee keeping in Muzaffarpur district due of the availability of
indigenous bee-keeping skills with the SHG members and availability of mango and
litchi orchids, bee keeping as a income generating intervention was started in
Muzaffarpur in partnership with EDA rural systems Private Ltd. Two Producer Groups
comprising of 512 SHGmembers have been formed.
The origins of Madhubani painting or Mithila Painting are shrouded in antiquity and
mythology.Madhubani painting/Mithila painting has been done traditionally by the
women of villages around the present town of Madhubani and Darbhanga (the literal
meaning of Madhubani is forests of honey) and other areas of Mithila. The painting was
traditionally done on freshly plastered mud walls and floors of huts, but now they are
also done on cloth, handmade paper and canvas.
Traditionally, painting was one of the skills that were passed down from generation to
generation in the families of the Mithila Region, mainly by women. The painters depict
some of the better known scenes from Ramayana and Mahabharata. JEEViKA in the
year 2007 started working on Madhubani Paintings to enhance livelihoods of the SHG
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members by collaborating with the individual households doing this traditional art form
for their livelihood purposes. In 2008 Shilp Sangh was formed in Madhubani to promote
their art and provide market linkage tothe artists.
Sikki is a grass or a weed thrived on most of the river bank. The craftsmen involved in
Sikki art prepared beautiful and colourful toys, decorative and wares out of this grass.
This craft is particularly practiced by women artisan in Bihar. To enhance the income of
the SHG members involved in production of such crafts Sikki Sangh comprising of 50
SHG members has been formed in Madhubani. The SHG members collectively
procure rawmaterial, produce craft work and sell their produce in Saras Mela, fairs and
other platforms across the country.
The tableau representing Bihar in the 64th Republic Day Parade at Rajpath , NewDelhi
was prepared by JEEViKASHGmembers.
One of the many styles of the embroidery art, , the stitching tradition of Bihar is
also a woman's tradition. The art has been preserved in the remote villages by the
women who prepare articles of great aesthetic value, primarily meant for household
use. Initially this technique was used to sew together pieces of old cloth, layer over
layer, the purpose of using old cloth with was very specific – to wrap the newborn,
to allowit to be enveloped in a soft embrace, resembling that of its mother. However, in
course of time this art form evolved and women today stitch their experience, their
sorrows and their realities on the , transforming a mundane quilt into a testimony
of their lives.
This tradition of needle-craft was taken as a livelihood intervention by JEEViKA in
Muzaffarpur district. Sikki Sangh of the SHG members has been formed for collective
procurement of rawmaterial, production and sale of these products.
Rolling of agarbatti is traditionally being carried out in districts of Nalanda and Gaya by
our SHG members. With an objective of providing better price to their produce,
JEEViKA has formed 18 Producer Groups of the SHG members in Nalanda and Gaya
with technical support from partner agency. The partner agency is helping the SHG
members in setting quality specifications on agarbatti production, develop standard
production procedure, buy back of rawagarbatti fromdoorsteps of the producers.
Based on the need of the community, JEEViKA is also facilitating clean energy based
home lighting systems. Energy Security Credit is being used to provide Solar home
lighting solutions to the community members. More than 1500 Households have been
covered under this intervention.
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Sujani Art
Agarbatti intervention
Sujani
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Table summarises the list of activities under livelihood domain and specific the district where the
activities are being undertaken.
The objective of the livelihood initiative is to enhance sectoral size and productivity growth in key
livelihood sectors for employment generation of the poor. This will be achieved by making
investments in technical assistance, service provision and setting up of market support
mechanisms.
List of livelihood activities and area of implementation
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1. SKILLTRAINING&PLACEMENT
Skill trainingCentre
Key Features skill trainingandplacement program
Bihar is primarily an agrarian state with 89%of population residing in village and majority of them
are engaged in agriculture and allied activity. High population density, frequent drought & flood
condition across the state, less industrialization are major reasons for large scale migration from
Bihar. Most of them are from poorest of poor households and are without any vocational skill
required for a meaningful job in manufacturing and services sector. In fact, more than two third of
the migration is in search of job and better wage for their work. There are various other socio-
economic reasons for large scale exodus of population from the region. The project focuses to
curb the distress migration. To create a pool of skilled human resources for growing sector of
economy and support themtoenter job market especially in the organized sector.
Market linked Skill Development programme is one of the key components of income
generation activities. This envisages providing gainful employment opportunities, locally or
outside, as sustainable livelihoods generation option primarily for the female & male of 18-
35 year age group. The main focus of the programme is poverty reduction in rural areas
through market linked demand driven skills training. Skill development is an important
component of improving employability, diversifies and increase source of income and
therefore is a direct poverty reducer. It aims to address the issues of unemployment and
livelihoods thus contributing not only towards improving the lives of the direct beneficiaries
but also ensuring sustained source of income for their families.
The project has been planning to curb the trend of exodus of unskilled labour and provide
skilled human resources, especially in the organized sectors. To achieve this objective,
BRLPS is planning to provide market linked training and placement to the rural youth. As of
now, about 40000 youth have been trained under SGSY special project and placement of
more than 30000 youth done by PIAs.
Rural youth (18-35 year) are mobilized to join market linked skill training programme as
per their choice & aspiration. Youth get about 3 month residential/non residential
training (8hr/day total 624 hrs). English, computer, life skills and soft skills are integral
part of all domain/core skill training. On job training (OJT), certification, minimum 3
month retention is ensured by PIAs. Post placement support & regular tracking of
candidates is done for next 1year after placement.
Providing customized residential and non residential training
Training on trade specific skills, soft skills, basic computer & English
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75% assured placement above minimum wages
Data bank of unemployed youth (18-35 Yr) on Jobs MIS.
3 Job Resource Person (JRP)/ BPIUfor Mobilization &counselling
Outsourcing of PIAs for market linked skilling &placement
Job Fairs @block level tolink rural youth with potential employers.
Job Helpline cumcounselling centre.
Quality Cell: Toensure quality of skills training &placements
Youth Helpline offers an effective way to provide youth and their families with accurate
information, counselling and placed the youth to appropriate companies. The anonymity of
a youth Helpline is a key asset, especially with youth, because it allows the callers to ask
their query by calling to the youth Helpline, he/ she talked to a telephone caller without any
hesitation and they can enquire their query.
Thehighlightsof skill &placement programof BRLPS
2. JOBHELPLINECUMCOUNSELLINGCENTRE
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Providing accurate and timely information regarding training and placement.
Regular Tracking of Candidate.
Counselling come guidance
Grievance/Complain
Objectiveof thehelplinecentres
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3. JOBFAIR
ROLES&RESPONSIBILITIESOFCC&AC
Job fair is an important annual event at block level for linking unemployed youth with the
potential employers. Pre registration of interested youth, guidance for preparation of
required documents like age proof, residential certificate, photo Id, mark sheet &certificates
prepared well in advance. Candidates also get information about howto impress employers
and face screening/interview.
Regular review of JRP ( Minimum100 youth profile sheet accurately collected by JRP
and submitted toBPIU, participation of JRPin VOmeeting)
Point person for JRP
Mobilize candidates in the training centre
Active support tomobilize candidates in Job Fair
Periodic visit toskill training centres
Validate data related totraining and placement
Organize community mobilization drive (CMD) for direct placement
Counselling toparents and candidates
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MONITORING, EVALUATION & lEARNING
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FINANCE
1. Inductionof Financial Management
Objectivesof Financial Management
SCOPE OF PROJECT
JEEViKA project is funded by different organizations
Financial management is a basic need of any organization or person to ensure a positive cash
flow. It includes the administration and maintenance of financial assets. Besides, financial
management covers the process of identifying and managing risks. A financial manager
looks at the available data to judge the performance of enterprises. The primary usage of this
term is in the world of financing business activities. However, financial management is
important at all levels of human existence because every entity needs to look after its
finances.
To have clarity on financial management system of project so that implementation of
project intervention could be ensured with very sound documentation of financial
transaction with transparency as it is Govt. funded project and we are accountable for
public money.
To have an understanding on disclosure of financial status before funding agency
/internal auditor/statutory auditor/AGaudit.
For making awareness regarding internal control measure of project.
For smooth implementation of any intervention in time with due care on statutory
obligations.
For administration and maintenance of financial assets.
For identifying and managing risks.
For making understanding on financial transaction made by CBOs and its reporting
structure as our project has adopted bottom approach for Annual Action Plan and
Budget. Office bearers of CBOs Community cadres(Book keepers, bank Mitra tc) are also
playing vital role in financial transaction. All project staffs are playing role in
implementation of plan with financial implication.
To sharpen all ACs/CCs on financial issue as they are vital part of project in
implementation of different intervention at different stages.
To equip with financial Management system of project at initial stage for optimum
utilization of fund and its documentation for audit purpose.
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Ä PROJECT COMPONENTS & SUB COMPONENTS
Component I
Component II
Component III:
Component IV :
Component I Community Institution development
Component II: CommunityInvestment Fund
1. Initial Capitalization & Food Security -
2. Livelihood & Assets -
3. Social Service -
4. Skill Development -
Component III: Special Technical Assistance Fund
Four main components have been designed keeping in mind the objectives of the project.
They are:
: Community Institution Development (CID)-Formation and
strengthening of Self Help Groups, Producer Groups and Federation
: Community Investment Fund (CIF)
Special Technical Assistance and Development Funds
Project Management
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This component is core of the project which involves strengthening and building vibrant and
self managed primary institutions of the poor, i.e. self Help Groups, based on thrift and credit.
These primary level institutions of the SHGs will then be federated at the village level to form
Village Organization (VOs).These VOs would aggregate at the cluster level to form Cluster
Level Federation (CLF).
Four levels of funds have been earmarked with a two-pronged approach for meeting
livelihood enhancement needs and enabling environment.
This will enable the poorest of the poor to have
the whole year access to food of improved quality without any gap particularly during the
lean period, reduce the vulnerability of the poor households to the food market price
fluctuations and to fill the gap of the household food requirement in the absence of the
functioning PDS.
This will provide seed funds for leveraging credit from financial
institutions.
This is for facilitating increased access to services like health, nutrition,
counseling, justice, education, special assistance tomost vulnerable groups like disabled.
The objective of this Component is to provide employment
opportunity for socially and economically underprivileged educated youth and improve
bargaining power for the migrants through skill based trainings and partnerships.
A Special technical assistance funds has been created for providing the technical and other
support on livelihood enhancement in the project area. These could include setting up of NGO
Capacity Building Fund, Business Development facility, Innovations Grant Fund and Micro-
Finance Technical Assistance and Innovations Fund.
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© Component IV: Project Management
Project Component under NRLM/NRLP and its corresponding component under
BRLP
2. Financial Propriety
Principles Relating to Expenditure
Noexpenditureshall beincurredunless:
The Component will facilitate overall coordination, Implementation, Financial Management,
Monitoring, learning &communication of the project at state, District and Block Level. It would
include setting up and strengthening State, District and Block level project level units
,providing office infrastructure and logistic support and setting up monitoring, Evaluation and
learning systems. This component will be managed by the BPIUs, DPCUs and SPMUs and
the important activities include identification and contracting resource support agencies,
disbursement of salaries and other benefits to staff procurement & maintenance of vehicles,
office and equipments and liasioning and convergence with other agencies and government
department.
Every Officer incurring or authorizing expenditure fromthe Society funds or on behalf of t h e
Society should be guided by the established principles of financial propriety viz.
Toenforce financial order and economy at every step
To see that financial regulations and directions are observed by his own office and by
subordinate offices.
To exercise the same vigilance as a person of ordinary prudence would exercise in
respect of expenditure of his own money.
Not to exercise its power of sanctioning expenditure to pass an order which will be directly
or indirectly tohis/her advantage.
The expenditure should not be prima-facie more than the occasion demands.
The allowances should not be on the whole a source of profit tothe recipient.
1. The expenditure has been sanctioned by a general or special order of the competent
authority, having been delegated with powers of sanction.
2. Sufficient funds have been earmarked for the expenditure in the budget estimate of the
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year or shall be covered by an order for re-appropriation of fund, issued by the
competent authority.
3. Money shall not be withdrawn from the bank accounts unless it is required for
immediate disbursement.
4. The payment for any expenditure is tobe made only after the entry is made in the Tally.
3. Settlement TA/DABill/FLTA
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4. Settlement of Advance
5. LoansAdvances anditsadjustment
Loan for Two Wheeler
Laptop Advance to AC/Accountant/LHS/Assistant
Note -After lapse of 15 days advance will be adjusted fromsalary of current month.
After one month of advance Bills will not be accepted for reimbursement or adjustment without
approval of CEO.
Approval: After taking proper application, post dated cheque equivalent to the loan,
contract paper in non judicial stamp paper and driving license, Unit Head
recommended for approval to competent authority
Limit: up to Rs. 25,000/-
Adjustment : Deducted from monthly salary in maximum twenty installment in the
case of CC and in other case maximum ten installment
Approval : After taking proper applicationof laptop and recommend for approval to
competent authority
P urchase price subject to the limit of Rs. 34,500/-
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Adjustment : Advance will be adjusted in 20 equal installment.
Approval : As per devolution of power
Limit : up to one month salary
Adjustment : Deducted from salary - maximum five installment
Approval : As per devolution of Power
Limit : After considering the previous advance, up to the TA/DA entitlement and
expected expenditure
Adjustment : After completion of tour, balance amount along with travel claim
Submitted to the account section for adjustment
Time Limit : within State - after completion of tour or 7 day of next month; Outside
State – within seven days after completion of tour
Approval : As per devolution of power
Adjustment: Submit the bill and balance amount of advance to account section for
adjustment of advance
Time Limit :1 After completion of program or within 15 days of Advance, whichever is
later
UC from SHG/VO/CLF/PG etc within one month of delivery of Cheque or transfer of
fund in CBOs account.
Audit compliance of VOaudit within 15 days of receipt of observation.
Hard copy of MOUwith VOand MPwith LCMbefore release of CIF/ICF/other fund.
Double payment of CIFin same CBOs
Next advance will be given after settlement /submission of Bill of previous advance.(latest
within 15 days of advance)
Settlement of advance latest within 7 days after submission of claim.
Ensuring Devolution of Power.
UCof Fund received fromother Agencies (NFSM/UNICEFNAWARDetc)
No any expenditure will be made without approval fromcompetent authority.
Forged claim(TA/DA, Training bill etc)
Expenditure without bill/voucher.
Personal Advance
Travelling Advance
Program Advance
6. NON NEGOTIABLE FOR FINANCIAL DISCIPLINE IN JEEVIKA
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Revenue stamp on payment of Rs. 5000/.
Mis utilization of project fund and community fund.
False recommendation for the release of CIF to community.( ACs /CCs will ensure that
no dupl i cat e payment i s bei ng made t o same CBOs f or same
MICROPLAN/Interventions).
There is a provision of giving advance to each CRPfor meeting initial expenditure on fooding,
travelling etc. in the drive. Formerly BPIUs (where CRPs are sent or recipient) used to give
advance to each CRPand send advance receipt and absentee of internal CRPs to the BPIUs
(from where the CRPs has been sent or sender) for adjustment of advance and payment of
honorarium to internal CRPs after completion of drive. This process takes long time to pay
internal CRPs which gives irregular payment to CRPs and dissatisfaction among them on
present payment system. The newly proposed system for payment of Community Resource
Person can be dealt belowas-
Note – CC/AC and BPM will be accountable for recommending wrong number of cadres.
CC/AC/BPMwill be responsible for the recommendation on quality of cadres' performance.
8. Payment Process for JEEViKACommunityResource Person
7. Business process for payment of communitycadres.
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IntraDistrict (for BRLPS)
Inter District (for BRLP)
Incase of sendingCRPs outsidetheDistrict withinBRLP,
Inter District (withOther Agency under theMoU/ Agreement)
Incase of sendingCRPs totheExternal Agency/ Agencies.
Based on the demand generated by the Training Cell/ TLC, the concerned BPIU/ CLF
(sender) will recommend and send the names of internal CRPs (as per CRP policy,
guidelines and CRProster) tothe training cell/ TLCfor drive.
The requisite advance payment to internal CRPs (with the mentioned amount and
CRP detail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will
approve and release the advance to the selected CRPs from their account. Payment
will be booked as in VO/ CLFbooks of accounts.
The concerned BPIU (recipient) will prepare, approve and send the absentees of
each CRPafter finishing of drive tothe concerned Training Cell/ TLC.
Based on the absentees of CRPs (as recommended by recipient BPIU) and report,
the DPCU/ TLCwill release the payment in the concerned VO/ CLFaccount.
The concerned VO/ CLF will release the payment to each CRP after adjusting all
advances to CRPs (if any) and deducting institutional charges (VO, CLF and TLC) as
per the approved CRPpolicy.
Based on the demand generated by the Training Cell/ TLC, the concerned BPIU/ CLF
(sender) will recommend and send the names of internal CRPs (as per CRP policy,
guidelines and CRProster) tothe training cell/ TLCfor drive.
The requisite advance payment to internal CRPs (with the mentioned amount and CRP
detail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve and
release the advance to the selected CRPs fromtheir account. Payment will be booked as
in VO/ CLFbooks of accounts.
The concerned BPIU (recipient) will prepare, approve and send the absentees of each
CRPafter finishing of drive totheir Training Cell/ TLC.
The Training Cell/ TLC (recipient) will approve and send the absentees and advance
detail of each CRPto the concerned training cell/ TLC(sender). The recipient DPCU/ TLC
has torelease the payment tothe sender DPCU/ TLC.
With this, the DPCU/ TLC(sender) has to release payment to the concerned VO/ CLFwith
the detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (if
any) and deducting institutional charges (VO, CLF and TLC) as per the approved CRP
policy.
The concerned agency will send the demand of CRPs to Resource Cell/ SPMU with a
brief description and proposal.
'Advance toCRP'
'Advance toCRP'
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Based on the requisition from the Resource Cell/ SPMU , a demand will be generated by
the concerned Training Cell/ TLCand the concerned BPIU/ CLF (sender) will recommend
and send the names of internal CRPs (as per CRP policy, guidelines and CRP roster) to
the training cell/ TLCfor drive.
The requisite advance payment to internal CRPs (with the mentioned amount and CRP
detail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve and
release the advance to the selected CRPs fromtheir account. Payment will be booked as
in VO/ CLFbooks of accounts.
The concerned agency/s (recipient/s) will prepare, approve and send the absentees of
each CRP along with a brief report after finishing of drive to the Resource Cell/ SPMU
(sender).
The recipient agency/s has to release the payment to the Resource Cell/ SPMU in
advance before the start of drive. With this, SPMUwill release payment of internal CRPs to
the sender DPCU/ TLC.
With this, the DPCU/ TLC(sender) has to release payment to the concerned VO/ CLF with
the detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (if
any) and deducting institutional charges (VO, CLF and TLC) as per the approved CRP
policy.
The concerned agency will send the demand of CRPs to DPCU/ TLC with a brief
description and proposal.
Based on the demand generated by the Training Cell/ TLC, the concerned BPIU/ CLF
(sender) will recommend and send the names of internal CRPs (as per CRP policy,
guidelines and CRProster) tothe training cell/ TLCfor drive.
The requisite advance payment to internal CRPs (with the mentioned amount and CRP
detail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve and
release the advance to the selected CRPs fromtheir account. Payment will be booked as
in VO/ CLFbooks of accounts.
The concerned agency/s (recipient/s) will prepare, approve and send the absentees of
each CRPalong with a brief report after finishing of drive tothe DPCU/ TLC(sender).
The recipient agency/s has to release the payment to the DPCU/ TLC in advance before
the start of drive.
With this, the DPCU/ TLC(sender) has to release payment to the concerned VO/ CLF with
the detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (if
any) and deducting institutional charges (VO, CLF and TLC) as per the approved CRP
policy.
'Advance toCRP'
'Advance toCRP'
Inter District (withOther Agency under NOMoU/ Agreement)
Incase of sendingCRPs totheExternal Agency/ Agencies.
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OutsideState (withOther Agency/ Agencies)
Incase of sendingCRPs outsidetheState,
The concerned agency will send the demand of CRPs to Resource Cell/ SPMU with a
brief description and proposal.
Based on the requisition from the Resource Cell/ SPMU , a demand will be generated by
the concerned Training Cell/ TLCand the concerned BPIU/ CLF(sender) will recommend
and send the names of internal CRPs (as per CRP policy, guidelines and CRP roster) to
SPMU/ Resource Cell through the training cell/ TLCfor drive.
The requisite advance payment to internal CRPs (with the mentioned amount and CRP
detail) will be given by the concerned VO/ CLF. The concerned VO/ CLF will approve and
release the advance to the selected CRPs fromtheir account. Payment will be booked as
in VO/ CLFbooks of accounts.
The concerned agency/s (recipient/s) will prepare, approve and send the absentees of
each CRP along with a brief report after finishing of drive to the Resource Cell/ SPMU
(sender).
The recipient agency/s has to release the payment to the Resource Cell/ SPMU in
advance before the start of drive. With this, SPMU will release the payment to internal
CRPs through sender DPCU/ TLC.
With this, the DPCU/ TLC(sender) has to release payment to the concerned VO/ CLFwith
the detail of advance, for paying their internal CRPs after adjusting all advance to CRPs (if
any) and deducting institutional charges (VO, CLF and TLC) as per the approved CRP
policy.
'Advance toCRP'
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1. if any genuine claim related with TA/DA/FLTA/training /salary /arrear salary is not being
settled within 15 days after submission of claimWritten communication to DPMthrough BPMis
required.
2. If any claim is not settled within month after intimation to DPM written information through
DPM to SPMU (AO/OSD/SPM(HR)/CFO) is required for the settlement of claim at the
earliest.
NOTE
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PROCUREMENT
Procurement is defined as process for purchase of goods, services, hiring of non-technical
services and works. Economy, Efficiency, transparency and fairness should be the objective of
purchase procedure. Items to be purchased should be procured within the budget, at the current
market price and should not exceed the budgeted amount and quantities agreed in approved
estimates and within threshold limit.
MethodsandThreshold(For Services &Consultancy)- WorldBank
Note: Thresholdtoberevisedsoon.
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MethodsandThreshold(For Goods&Works)- WorldBank
Note: Thresholdtoberevisedsoon.
Methods & Threshold (For Services & Consultancy)-SRLM
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Methods & Threshold (For Goods & Works)-SRLM
PROCUREMENTT COMMITTEES
The SPMU, DPCUand BPIUwill have a Procurement Committee whose members will be trained
by the SPMU on procurement aspects to assist the Community Procurement. A procurement
committee shall be formed consisting the followings members at different levels:
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NOTE:
STAGESOFPROCUREMENT
Roles andResponsibilities
SPMU
BPIU and DPCU will ensure to get the approval of constituted Procurement Committee
fromSPMU. The meeting of the Procurement Committee shall be called by DPMat District Level
and BPMat Block Level.
Preparation of Procurement Plan and its approval fromSPMU/World Bank/NRLM
Approval of competent authority for procurement of goods, works, non technical service &
other services
Preparation of Bid document/Expression of Interest (EoI)
Issuance of bid document topotential bidders.
Publication of EoI in newspapers etc.
Opening of bids/EoIs.
Preparation of comparative chart (for goods, work and non technical services) and
Shortlisting chart (in case of EoIs) based on the bids/EoIs received till last date and time of
submission.
Procurement Committee meeting.
Approval of competent authority on the recommendation of procurement committee.
Issuance of Work Order/ Purchase Order (in case of goods, works and non technical
service) and obtain NOOBJECTIONfromSPMUon Shortlisting of EoIs.
Issuance of Request for Proposal (RFP) toshort listed agencies/individuals.
Technical Evaluation of RFPs received till last date and time.
Procurement Committee meeting on Technical Evaluation.
Approval of competent authority on recommendation of procurement committee on
Technical Evaluation.
Taking NOOBJECTIONon technical evaluation of RFPs fromSPMU.
Opening of Financial Proposal and combined Evalution.
Taking approval of competent authority on Combined Evaluation.
Technical Negotiation with H1 agency.
Contract singing (for services)
Monitoring of delivery of goods, completion of work (in case of procurement of
goods/works)
Payment of bill/s.
1. Procure goods, services & works for the projects at the State Level beyond certain
ceiling at district and block levels.
2. Preparation of Annual Action Plan.
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3. Preparation of Procurement manual for District /Block and community levels.
4. Train the DPCU&BPIUin procurement with due deligence.
5. Build the procurement capacity tothe district &block levels.
6. Ensure the procurement related capacity building tothe SHG/VO/CLF/BLF/PG.
1. Prepare the Annual Procurement Plans for the District and assist BPIUs for preparing
procurement document.
2. Procure the goods, services and works within the specified ceiling of the district level
with due diligence.
3. Guide and train the BPIUin all the procurement activities.
4. Maintain all the records of procurement at district level.
5. Build the procurement capacity at district/block level and ensure the time and cost
effective procurement.
6. Organize training/workshop on procurement periodically for BPIU/community
institution.
1. Prepare the Annual Procurement Plan for the respective BPIU.
2. Procure goods, services and works within the specified ceiling at block level.
3. Trained and guide SHG/VO/CLF/BLF/PGin community procurement.
4. Maintain all the records of procurement at block level.
5. Maintain a panel of supplier and service provider who are reliable and whom the
SHG/VO/CLF/BLF/PGcan approach toprocure an item.
6. Build the procurement capacity at block and community level staff so that time and
cost effectiveprocurement is strengthened.
1. Maintain Procurement register of Goods, Services and Consultancy separately.
2. Prepare a Rate Bank and update it regularly.
3. Prepare a minute of every Procurement Committee meeting.
4. All the Procurement records i.e, Bid documents, Bid Proposals, Comparative Chart,
Award of Contract (copy of work/purchase order etc.) must be kept in file
systematically.
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BPIU
RecordKeeping
At BPIUs &DPCUs
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Do & Don't in Procurement
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Uses of Brand name in request for Bid.
Rotation of winning bidder by job.
Asignificant number of qualified bidders sale tobid.
Allowing and unreasonable short time limit tobid.
High number of competitive or sole source awards toone supplier
Large number of bidding documents sold/ issued but only one or few bidders respond to
request for bids.
Winning bid too high compare tocost estimates.
Winning bid was not the lowest bid.
Apparent connections between bidders: Common address, Personnel, Phone Numbers.
Apparent high prices compare tosimilar contracts.
Split Purchases toavoid competitive bidding limits.
Previously competitive procurements becomes non competitive.
Bid amounts for items on one contract are significantly higher than the same itemon other
contract.
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COMMUNITY PROCUREMENT
Purpose
Principlesof CommunityProcurement
The procurement arrangements at the community level are aimed at satisfactory implementation,
speedy transfer of resources by way of disbursement and achieving economy, efficiency and
transparency in the project.
One of the most important activities in implementing a livelihoods/business plan is procuring
goods, works, materials and other support services required for implementation of the business
plan.
Procurement planning by community should take into account: What will be procured; who will
procure it; when it will be procured; and howit will be procured. Therefore, procurement methods
should be selected considering economy, efficiency and transparency, and appropriate
procurement procedures followed.
Simple process of procurement without sacrificing the principles of competitiveness and
transparency has been designed conducive to the capacity of the community rural environment.
Procurement through market survey is the simplest method that could be undertaken by
community for procurement of goods of small value such as good grains, seeds, Agricultural
equipments, sewing machine, motor pump, cattle, fertilizer, thresher, sprayer, bidder, stationery,
cash book &Dari etc.
1. Provide for the fair and equitable treatment of all the persons or firms involved in
purchasing by the community.
2. Assure that goods and services are procured efficiently, effectively and transparency
at the most favorable prices and the highest quality available tothe community.
3. Promote the success and growth of community owned and community member-
owned business and individual community members through the application of
preference as set for in this policy.
4. Promote competition.
5. Provide safeguard for maintaining a procurement systemof quality and integrity.
1. All procurement procedures must be carried in an open transparent manner and
displaying all details of procurement at prominent places in the village. Transparency
mechanism for procurement need to be there from the beginning and not only when
the procurement has taken place.
2. The procurement process should be known and informed to all. Everybody should
have access to knowthe process; partiers involved, prices offered by them, method to
select the party and details of selected parties and product.
3. Purchase materials and hiring of services should be done locally wherever it is
possible.
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4. No quotation is required for direct purchase on non-comparable goods such as cattle,
seeds and plant.
5. Equal opportunity must be given to all suppliers interested in supplying items to the
VO/CLF/SHG/anduniformevaluation procedures must be adopted.
6. Service of expert or neighboring VO/CLFshould be utilized wherever possible.
7. Items procured should meet the required technical specification and the quality
standards and the best price including comparing with Government rates.
8. Service area; guarantee period must be entered for the materials tobe purchased.
1. Communities are able to get the best price from the suppliers and procure items at
optimumcost which will ensure saving and quality.
2. Community is accountable and takes responsibility for the decision which is
advantageous tothe community members.
3. Community will improve skills and gain confidence in implementing participatory
development.
4. Communities will display information related to procurement actions for the
information of communities thus ensuring transparency of their transactions.
5. Help in procuring the bet things and services within the budget or time.
6. Help in protecting our interest and judiciously use the money.
Community procurement means any type of procurement undertaken at three level which
are as follows :
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CommunityStructure ©
CLF/BLF/PG(Block Level Federations)
VO(Village Organization)
SHG(Self Help Group)
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Methodof Procurement
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* In case of non availability of three quotations, decision may be taken by
procurement committee with two quotations or obtain quotation from nearest
VO/CLF/BLF/PGbut adequate justificationmust beindicatedandrecorded.
Rate Bank
Social Audit Committee
Direct Contracting
Shopping
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SHG, VOand CLF/BLF/PGwill prepare a Standard Price List which is called Rate Bank. The
community institutions while preparing the procurement plans will utilize standard
specifications and price list maintained at BPIU. BPIUwill help themfor preparing Rate Bank
as per the market price. BPIU may collect local market rates for the likely goods, works and
services to be procured by the CLF/BLF/PG/VO. The rate bank will be periodically updated
(preferably in every 6 months) or there is a sudden change in the market rates.
Social Audit Committee may recommend procuring the items at SHG level. Social Audit
Committee will as part of monitoring the SHG/VO/CLF/BLF activities check / verify the
procurement of works, goods and services at the community level and report to BPIU
periodically.
Direct contracting systemmay be adopted in case of article including food grains, seeds,
cattle, small machinery equipments, agricultural instrument etc. up to threshold limit of
Rs.10,000/- per contract which are specifically certified as of proprietary in nature, or
where only a particular firm is the manufacturer of the article demands or in case of
extreme emergency.
Standardization of equipment or spare parts to be compatible with existing equipment
may justify additional purchase fromthe original supplier.
The required itemis proprietary and obtainable only fromone source.
Need for early delivery toavoid costly delays.
Works are small and scattered or in remote location where mobilization cost for
contractors would be unreasonably high.
Shopping is a procurement method based on comparing price quotations obtained from
several suppliers usually at least three toensure competitive prices.
Shopping is an appropriate method for procuring readily available off the shelf goods or
standard specifications commodities of small value or simple civil work of small value.
The request for quotation shall be made in dictating the description, specification and
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quality of the goods, terms of delivery or specifications of work, as well as desired delivery
or completion of time and place. If the quotations are called for more than one
items/works, it should be indicated whether the evaluation would be for each item-wise.
BPIUs will assist the CLF/BLF/PG/VO in initial stage for selection of consultant and other
services. At VO/CLF/BLF/PG level Consultant Qualification Selection (CQS), Least Cost
Selection (LCS), Single Source Selection (SSS) may be adopted.
1. - On the basis of local advertisement/notice,shortlist,select best firm on
qualification, Ask for technical and financial proposal from the only selected firm,
Negotiate and award, if technical proposal accepted.
2. – On the basis of local advertisement/notice, Minimum marks for technical
qualification, two envelope system (Technical & Financial), open technical &
disqualify less than minimum marks firm, open financial proposal, award to lowest
quote among the technically short listed firm.
– If any service provider is hired through single source, the same should be
justified and approved by procurement committee of the BPIU.
For individual consultant, advertisement is not required and consultants do not need to
submit proposals. Consultant shall be selected through comparisons of qualification of at
least three candidates among those who have expressed interest in the assignment or
have been approached directly by the borrower.
Individuals considered for comparisons of qualifications shall meet the minimumrelevant
qualifications and those selected to be employed by the VO/CLF/BLF/PG shall be the
best qualified and shall be fully qualified for carrying the assignment. Capability is judged
on the basis of background, experience and appropriate knowledge of local conditions.
If any service provider is hired through single source, the same should be justified and
approved by procurement committee of the BPIU.
Ä Consultant andServices
Institutional Consultant
CQS
LCS
3. SSS
Individual Consultant
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© Thresholdfor Procurement Methods(VO/CLF/BLF/PG)
Note: Above thresholdtoberevisedsoon.
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TrainingonProcurement
Key Measures
Procurement Committee
Social Audit Committee
Procurement Audit along with Financial Audit
Public Information Display
Procurement Supervision/Review
Training on procurement must be given to VO/CLF/BLF/PG/SHG members and
programming committee office bearers and VO/CLF/BLF/PG/SHG sub committee
members by BPIUon quarterly basis.
Office bearers must visit other villages to learn about procurement methodology used by
themand learn fromgood practices.
Training of VO/CLF/BLF/PG/SHGmembers on financial and procurement issue is a pre-
requisite before singing of MoUbetween VO/CLF/BLF/PG/SHGand BPIU.
Ignorance on procurement guidelines will not be considered as an excuse for making
errors in procurement activities.
: The VO and the CLF/BLF/PG will have procurement
committees whose members will be trained by the BPIU on procurement aspects to
assist the community. A three member committee shall be formed. Resolution of each
and every procurement should be recorded in procurement register/minutes book.
: In order to ascertain the quality and cost effectiveness and
efficiency of procurement the social audit committee will have members who will
undertake procurement audit and provide their opinion to the respective VO or
CLF/BLF/PG. The role of Social Audit teamis more important at SHGlevel procurement.
: A rigorous procurement and financial
audit will be needed in the initial stage or at least till the community has understood and is
confident about procurement.
: Display of information on procurement in the VO and
CLF/BLF/PG office will help community learn from each others positive and negative
experience.
Community Procurement at SHG/VO/CLF/BLF/PG level will be supervised or review by the
BPIUs on a quarterly basis. Post reviewof sample contracts may also be conducted by SPMU
on a half-yearly basis for the first year and the findings will be incorporated in the COM and
collection of best practices on community procurement through case study will be created.
This will supplement the findings of the regular social audit conducted by the committee.
SPMUProcurement Teamwill also reviewat least 6 CLF/BLF/PGand 12 VOs every year on
sample basis.
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ReportingRequirement
Internal Control
VO/CLF/BLF will submit a detailed list of procurement done in a prescribed format to
BPIU.
BPIU/DPCU will submit a detailed list of procurement done in a prescribed format to
SPMUso that post reviewwill be done by SPMUprocurement team.
Internal Audit Team will also make procurement audit of at least 20% procurement done
at DPCU/BPIUlevel and 10%of SHG/VO/CLF/BLFlevel in every quarter.
Ensure transparency, efficiency and economy in every procurement.
To develop a simple procurement plan for each VO/CLF/BLF/PG endorsed by the
community.
Informing community groups whenever goods are procured, the sources, its prices and
when delivered.
Rotating procurement committee of the community groups.
Resolution of the committee should be announced loudly among the members.
Transport issue must be addressed and cost includes in the estimates of a proposal.
Recommendation of the procurement committee through resolution should also be
signed by Chairman and Secretary after ensuring that procurement is done according to
plan.
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BRLP BIHAR RURAL LIVELIHOODS PROJECT
BRLPS BIHAR RURAL LIVELIHOODS PROMOTION SOCIETY
CEO CHIEF EXECUTIVE OFFICER
CFO CHIEF FINANCE OFFICER
AO ADMINISTRATIVE OFFICER
AC AREA COORDINATOR
BK BOOK KEEPER
BLF BLOCK LEVEL FEDERATION
BPIU BLOCK PROJECT IMPLEMENTATION UNIT
CBO COMMUNITY BASED ORGANIZATION
CC COMMUNITY COORDINATOR
CHNCC COMMUNITY HEALTH NUTRITION CARE CENTRE
CIF COMMUNITY INVESTMENT FUND
CID COMMUNITY INSTITUTIONAL DEVELOPMENT
CL CASUAL LEAVE
EL EARN LEAVE
SL SPECIAL LEAVE
HPL HALF PAY LEAVE
CLF CLUSTER LEVEL FEDERATION
CM COMMUNITY MOBILIZER
CRP COMMUNITY RESOURCE PERSON
CVM CROSS VERIFICATION MECHANISM
DPCU DISTRICT PROJECT COORDINATION UNIT
DPM DISTRICT PROJECT MANAGER
FLTA FIXED LOCAL TRAVELLING ALLOWANCE
FO FINANCE OFFICER
FSF FOOD SECURITY FUND
HR HUMAN RESOURCE
ABBREVIATIONS
IB & CB INSTITUTION BUILDING & CAPACITY BUILDING
ICF INITIAL CAPITALIZATION FUND
JRP JOB RESOURCE PERSON
KPA KEY PERFORMANCE AREA
KPI KEY PERFORMANCE INDICATORS
LCM LOAN COMMITTEE MEETING
LS LIVELIHOODS SPECIALIST
LWP LEAVE WITHOUT PAY
M&E MONITORING & EVALUATION
MP MICRO FINANCE
MIS MANAGEMENT INFORMATION SYSTEM
MKSP MAHILA KISAN SHASAKTIKARN PARIYOJNA
MP MICRO PLAN
NPM NON PESTICIDAL MANAGEMENT
NRLM NATIONAL RURAL LIVELIHOODS MISSION
NRLP NATIONAL RURAL LIVELIHOODS PROJECT
OSD OFFICER ON SPECIAL DUTY
PG PRODUCER GROUP
PM PROJECT MANAGER
SCI SYSTEM OF CROP INTENSIFICATION
SHG SELF HELP GROUP
SPM STATE PROJECT MANAGER
SPMU STATE PROJECT MANAGEMENT UNIT
SRI SYSTEM OF RICE INTENSIFICATION
SWI SYSTEM OF WHEAT INTENSIFICATION
SRLM STATE RURAL LIVELIHOODS MISSION
UC UTILISATION CERTIFICATE
VRP VILLAGE RESOURCE PERSON
ZBNF ZERO BUDGET NATURAL FARMING
JOINING
REPORTS
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To,
State Project Manager - HRD,
Bihar Rural Livelihoods Promotion Society,
Patna.
Sir,
With reference to you letter no. ............................................................. dated .......................
I ................................................................................................., hereby report for joining as
...................................................... at JEEViKA, Bihar Rural Livelihoods Promotion Society,
Vidhyut Bhawan - II, Bailey Road, Patna (Bihar), Pin - 800 021 on ..........................................
and I accept terms and condition of the society.
Yours faithfully,
: ........................................................................
Name : ........................................................................
Date : ........................................................................
Place : ........................................................................
Sub : Joining Report
Signature
JOINING REPORT FORM
(Name)
(Designation)
(Letter Issuing date) (Ref. No.)
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1. Registration No. : ...............................................................................
2. Name of the Candidate : ....................................................................
............................................................................................................
3. Position : ............................................................................................
4. : / /
5.
. Gender: ...........................................................................................................................
7. Father’s / Husband’s Name : ...........................................................................................
8. Present Address : ............................................................................................................
.........................................................................................................................................
P.O. : .................................. P.S. : .................................. Block : ....................................
District : ............................... State : .................................Pin : .......................................
Phone with code : ......................................... Mobile : +91 - ...........................................
e-mail address : ...............................................................................................................
9. Permanent Address : .......................................................................................................
.........................................................................................................................................
Date of Birth
Category : UR SC ST BC EBC OBC
6
P.O. : .................................. P.S. : .................................. Block : ....................................
District : .............................. State : ................................. Pin : .......................................
Phone with code : ........................................ Mobile : +91 - ...........................................
Date : Signature of Candidate
CANDIDATE INFORMATION FORM
Photo
Checked by (Name & Signature)
Matriculation
Intermediate
Graduation
Post Graduation
Others
Exam School/College/ Year of %age of Marks Checked by
University Passing Obtained (Name & Signature)
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CANDIDATE INFORMATION FORM
P.T.O.
Name of Organisation/ Designation Duration Supervisior’s Reason Checked by
Institution/Agency Staff ID Name for Leaving (with contact no.) (Name & Signature)
10. Education Details :
11. Experience Details :
12. Caste Certificate :
Date : Signature of Candidate
Caste : Category :
Issuing Authority & No. : Date of Issue :
Checked by
(Name & Signature)
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12. Domicile / Residential Certificate :
13. Nominee’s Name with Relation : ......................................................................................
..........................................................................................................................................
14. Reference :
Can you work on Computer : Yes No
Do you know typing on Computer : English Hindi
I ...................................................................................................................................
S/o/W/o/D/o ........................................................................................................ certify that
information furnished above by me is true and correct to the best of my knowledge and belief. If
at any stage of my service, any Information furnished above is found wrong / incorrect / not
disclosed / false, my service may be terminated from Bihar Rural Livelihoods Promotion
Society with immediate effect.
Date : Signature of Candidate
Place :
CANDIDATE INFORMATION FORM
Resident of :
Issuing Authority & No. : Date of Issue :
Checked by
(Name & Signature)
Ref. - 1 (Name, Address, Contact No. & e-mail) Ref. - 2 (Name, Address, Contact No. & e-mail)
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A. Employee Details :
B. Dependant’s Details :
1.
2. Full Name of Employee : ...............................................................................
3. Designation : ...............................................................................
4. Date of Birth : ................./................./...........................................
5. Date of Joining :
1. Spouse Name : ...............................................................................
Date of Birth :
Registration Code : ...............................................................................
................./................./...........................................
................./................./...........................................
6. Gender : ...............................................................................
2. Child Name - 1 : ...............................................................................
Son / Daughter : ...............................................................................
Date of Birth : ................./................./...........................................
3. Child Name - 2 : ...............................................................................
Son / Daughter : ...............................................................................
Date of Birth : ................./................./...........................................
4. Father’s Name : ...............................................................................
Date of Birth : ................./................./...........................................
5. Mother’s Name : ...............................................................................
Date of Birth : ................./................./...........................................
I hereby declare that the information furnished above is true and correct to the best of my
knowledge. If at any point of time it is found that statement or particulars given above are
incorrect, Bihar Rural Livelihoods Promotion Society shall have no liability under this
insurance in respect of myself and my family members proposed for insurance.
Place : Date :
Supervisor’s Name Employee’s Name
Signature Signature
DETAILS FOR MEDICLAIM POLICY
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(Paragraphs 33 & 61 (1) of the Employees' Provident Fund Scheme,1952 and Paragraph 18 of the
Employee's Pension scheme, 1995)
1. Name (in Block letters) :
2. Father 's/Husband's Name :
3. Date of Birth :
4. Sex :
5. Marital Status :
6. Account No. :
7. Date of Joining :
8. Address :
Permanent :
Temporary :
I hereby nominate the person (s)/ cancel the nomination made by me previously and
nominate the person (s) mentioned belowto receive the amount standing to my credit in the
, in the event of my death
1. *Certified that I have no family as defined in para 2(g) of the
and should I acquire a family hereafter the above nomination
should be deemed as cancelled .
2 *Certified that my father /mother is /are dependent upon me.
strike out whichever is not applicable
PART – A(EPF)
Employee'sProvident Fund
Employee's Provident
Fund Scheme ,1952
Signature or thumb impression of the subscriber
FORM - 2 (REVISED)
NOMINATION AND DECLARATION FORM FOR UNEXEMPTED /EXEMPTED ESTABLISHMENTS
Declaration and Nomination Form under the Employee's Provident Funds and Employee's pension Scheme
Name of Nominee/ Address Nominee’s Date of Total amount of If the nominee is minor,
Nominees relationship Birth share of accumulation name & relationship &
with the in provident fund to be address of the gurdian
Member paid to each nominee who may receive the
amount during the min-
ority of the nominee
1)
2)
3)
4)
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I hereby furnish below particulars of the members of my family who would be eligible to
receive widow/children pension in the event of my death.
S. No. Name & Address of Date of Birth Relationship
with member
Name Address
1 2 3 4 5
1.
2.
3.
4.
**Certified that I have no family as defined in para2 (vii ) of Employee's pension scheme ,
1995 and should I acquire a family hereafter I shall furnish particulars thereon in the above
form.
I hereby nominate the following person for receiving the monthly widowpension (admissible
under para 16.2 (a) (i) and (ii) in the event of my death without leaving any eligible family
member for receiving Pension.
Date :..........................
** Strike out whichever is not applicable Signature or thumb impression of the subscriber
Certified that the above declaration and nomination has been signed /thumb impressed
before me by Shri /Smt./ Kum................................................................................ employed
in my establishment after he /she has read the entries /entries have been read over to him
/her by and got confirmed by him/her.
Place: ........................................ Signature of the employer or other
Authorised office of the Establishment
Designation :.........................……………
Date the: ................................... Name &Address of the factory /
Establishment or rubber stamp thereof
of the family member
Name & Address of the Nominee Date of Birth Relationship with member
1 2 3
CERTIFICATE BY EMPLOYER
Part - B (EPS) (Para 19)
I……………….....................…………….………………….Designation…...…………....…………..
Reg.No.…………………...........…….Place of Posting…………..........................….………………
BPIU/DPCU…………….....…………....................……. hereby declare that I have ……………
Children and I request of Child Education Allowances for the following Children.
Date of my appointment is…….........……….................I have /not have been receiving Child
Allowances for 1/2 Children. If receiving the date of order is………..............………………..(Date
must be mentioned).
I also declare that my spouse is not claiming Child Education Allowances for above mentioned
children.
This declaration is correct. I may be paid Child Education Allowances for one/ Two Child/Children.
Signature of the Applicant : ...................................
Name: ...................................................................
Signature of Recommending Autority: ......................................................
Name of Officer: .........................................................................................
Designation: ...............................................................................................
BPIU/DPCU: ..............................................................................................
Date and Seal of Recommendation: .........................................................
Note : Admission receipt of the school must be attached with the declaration form.
Child Education Form
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1. Copy of Appointment Letter
2. Joining Report
3. Educational Documents
a) Matriculation / 10th
b) Intermediate / 12th
c) Graduation
d) Post Graduation
e) Any Professional
4. Work Experience Documents
a) Organisation/Institutions/Agency - 1
b)
Appointment Experience Salary
Letter Letter Slip
Organisation/ Institutions/Agency - 2
c) Organisation/ Institutions/Agency - 3
d) Organisation/Institutions/Agency - 4
5. Medical Fitness Certificate
6. Photo ID Proof
7. Address Proof
8. Two Passport Size Colour Photograph
9. Caste Certificate
10. Domicile / Residential Certificate
11. Selection Category
Signature of the Candidate Signature of HR Representative
Name : .................................................. Name : .......................................
DETAILS OF DOCUMENTS PRODUCED AT THE TIME OF JOINING
Bihar Rural Livelihoods Promotion Society
State Rural Livelihoods Mission, Bihar
Vidhyut Bhawan - II, Bailey Road, Patna (Bihar), Pin - 800 021
Tele/Fax : +91-2504980 / 60; e-mail : info@brlp.in; Website : www.brlp.in
JEEV KA i
(An initiative of Govt. of Bihar for Poverty Alleviation)
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