Sugar Factories
Sangli is in the region known as India's "SUGAR BELT". Vasantdada Shetkari Sahakari Sakhar Kharkhana Ltd. Sangli is number 1 cooperative Sugar factory in Asia. y Vasantdada Shetkari Sahakari Sakhar Kharkhana Ltd. Sangli, phone - 2372611, 2372615. y Tasgaon Taluka Sakhar Karkhana Ltd. Turchi fata Tasgaon. y Rajarambapu Sahakari Sakhar Kharkhana Ltd. Rakaramnagar, Sakharale. Islampur y Hutatma Kisan Ahir Sahakari Sakhar Kharkhana Ltd. Walwa. Phone - 34540. y Shri Mahankali Sahakari Sakhar Kharkhana Ltd. Kavathe Mahankal. y Manganga Sahakari Sakhar Kharkhana Ltd. Sonarsidhnagar, Atpadi. y Vishwas Sahakari Sakhar Kharkhana Ltd. Chikhali, Shirala. y Yeshwant Sahakari Sakhar Kharkhana Ltd. Nagewadi, Khanapur -Vita y Sonhira Sahakari Sakhar Karkhana Ltd., Wangi, Kadegaon. y Dongari Sagreshwar Sahakari Sakhar Karkhana Ltd. Post.Hingangaon, Kadegaon y Kranti Sahakari Sakhar karkhana Ltd. Kundal, Palus. y Mohanrao Shinde Sahakari Sakhar Karkhana Ltd. Mohannagar, Arag, Miraj. y Rajaram Patil Sahakari Sakhar Karkhana Ltd. Wategaon, Walwa-Islampur.

Special Projects for Placement Linked Skill Development of Rural BPL Youth under Swarnjayanti Gram Swarozgar Yojana (SGSY) SKILL Defined: An acquired and practiced ability or a qualification needed to perform a job or certain task competently- (World Employment Report, 1998) 
Skills acquisition can raise the productive level of workers  Acquisition of skills can improve the chances that the unemployed will find stable wage employment  Skills development does not refer to the curricular orsources of training, but to the productive capacities that are acquired

Why government is laying so much importance on skill development 
Productivity: Enable individuals to be more productive and generate higher incomes. Workforce skills make enterprises more productive and profitable  Poverty reduction: Improved skills are essential for the poor to access decent work and add value to the existing subsistence employment

 Physical capital complementarities: Human capital helps determine the amount of investment in physical capital in an economy. Skills and physical capital complement each other  Technological and structural change: New technologies are knowledge and skill intensive, and impose a need to train people  Effect of skill shortages: Skills shortages add to the cost of employing skilled workers. Firms may substitute unskilled for skilled labour, thereby reducing productivity  Competition and FDI: Globalization places a premium on skills. Skills establish a pull factor for FDI

Marketable skills Commonly understood to refer to any skill/expertise/ability that has market value, has the potential of being utilized for generating income/employment Employability skills They describe non-technical skills and competencies that have always been an important part of effective and successful participation in the workplace. PPP approach to skill development
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A PPP is not a joint venture A PPP is not outsourcing of roles and responsibilities It is about leveraging the social and commercial goals of the stakeholders into achieving a common objective Skill Development needs an evolved PPP approach through development of robust institutional mechanisms

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The Apparel industry- an overview
The Textiles sector in India is the second largest provider of employment after agriculture. Thus, the growth and all round development of this industry have a direct bearing on the improvement of the economy, and more importantly of a large section of the labour force. The industry, which was growing at 3-4 percent during the last six decades has now accelerated to an annual growth rate of 9-10 percent, and is expected to grow at a rate of 16 percent in value terms and will reach the level of US $115 billion (exports US $55 billion; domestic market US $60 billion) by 2012. The clothing and apparel sub-sector are expected to grow at a rate of 16 percent in volume terms and 21 percent in value terms. Garmenting will be the highest employment provider in the textiles sector. The National Manufacturing Competitiveness Council (NMCC) and the Planning Commission have acknowledged this. This growth in employment opportunities will have to be under-pinned by education and training at vocational institutes for almost six million trained workers. The clothing sector is a low investment and highly labour intensive industry (an investment of Rs.1 lakh creates 68 jobs). At current rate of investment, it is estimated that this sub-sector will create incremental employment for a 56.40 lakh workforce by 2012, of which 28.25 lakh will be semi-skilled and 11.30 lakh unskilled. Alongside, competition in the global market has made efficiency and productivity even more important. The skill requirement at the entry level in the apparel industry is quite low for some operations, functional literacy is all that is required. Possibilities of growth for the workers are high, since performance is easily and directly measurable. Bringing together these three factors large numbers of poor, unskilled youth with limited education; the large gap between need and availability of skilled manpower in the apparel industry; and finally the need for higher standards of efficiency and productivity - a formal and structured training that can equip a large number of people within a short time to meet the demands of the apparel industry becomes relevant. 

and in the process. or any other polytechnic who have been working in the industry for some time and have basic knowledge of the above mentioned. IL&FS Clusters in partnership with different organizations (Garment Exporters/ Education Trusts/NGOs/University Departments) has set up training centers across the country. to reach out to the target population. The other benefits that accrue from the programme are impact on behavior. who conduct the training at the centers are identified by industry. im parts basic skills necessary to become a shop floor level operator. The following are the tie. To reach this objective the program will train and place rural BPL youth as machine operators at the shop flo or in the Garments & Apparel Industry. Arvind. ______________________________ - SKILLS REQUIRED BY A TRAINER Experience: The trainer manual mentions that -the candidate should have a minimum of 2-3 years factory experience and should possess good knowledge of sewing machines. needles etc. Enable rural poverty alleviation. as it seams together.ups we have in different regions across Maharashtra. In the long term it will have an impact in organizing lower skilllevel labour force and contribute to higher levels of productivity nationally. based on inputs fro m the industry to meet global best practices and communicated in multimedia format. Here is the list of all the partners for SEAM across the country. attempt to cover the BPL into the social security safety net as many of the companies have benefits like provident fund and ESIS which otherwise are not accessible to casual labourers.SKILLS FOR EMPLOYMENT IN APPAREL MANUFACTURING (SEAM) Skills for Employment in Apparel Manufacturing (SEAM) is the training program conducted by ILFS with financial support from the ministry of rural development. But in Maharashtra most of the tie-ups are with small garment factories owned by trusts or political party leader. Education Candidate should have a minimum qualification level of XII pass (14 years of schooling) from any board and discipline. so that the initial wages of the selected person are at least equal to the prescribed minimum wages. To achieve these objectives. Prospective Trainers. the large pool of people in need and the high growth industrial sectors. and undergo a month-long intensive training with faculty from reputed national and international professional training agencies and additional coaching by team members of IL&FS Clusters. or certificate holders from NIFT. . Objectives & Targets: The program has twin objectives: To meet the skill requirements of the apparel industry. The partnership in the program hinges on the commitment of the industry to partake in the training process and employ persons trained under this program. 2. poppy etc. 1. 4. The training content has been developed. The candidate should have a good understanding of basic mathematical functions. conducted in 192 hours-over a period of one month. 3. Preference could be given to ATDC students.They have tie ± ups with several leading garment factories likeShahi exports. SEAM truly signifies its name. Orient Craft. The Training Program.

But many of the trainers with no experience but with the required aptitude and the right attitude are selected for the TOT. Course/curriculum should preferably be designed jointly with . Physical infrastructure: No new infrastructure creation is supported by MoRD under the Program. Leverage and utilization of existing infrastructure and facilities for operation of training centers is the fundamental principle. All the trainers know to read and write Marathi. Hindi and also Basic English. They are able to read the manual which is in English but find it little difficult to understand everything and therefore it is necessary that the manual be in Marathi. Objectives of Special Projects The objective of each of the special projects for skill development would be to ensure a time bound training and capacity building programme for bringing a specific number of Below Poverty Line (BPL) families above the poverty line through placement ensuring regular wage employment. Salient features of this Programme are as follows: 1. It is very heartening to see women with modest educational background becoming trainers and they are extremely good at their job. Age No barriers for the right candidate.Their educational qualification varies from Almost all the trainer in the three centres. This enables appropriate use of underutilized infrastructure and helps immediate start of the training programme in decentralized locations. Most of the trainers currently teaching in centres of Atpadi and kadegaon have undergone the TOT in Delhi in June 2010. Machinery and Equipment: The PIA has to arrange for requisite machinery and equipments on its own or from the perspective employers to the extent possible on lease/rent or as contribution /participation of employer/PIA. Training Training Content: The PIA has to ensure innovative content development with inputs from the industry to ensure employability as per current industry practices. This is a demand driven programme and one of the main pre-requisite of the program is the commitment of the PIA/industry to employ the trained persons. 2.Atpadi. kadegaon and Islampur have around 10 months of experience working as a trainer. Placement linked skill development programme was taken up on pilot basis through PPP. Following the recommendations of an Inter Ministerial Group (IMG) constituted to address the issue of capacity building and training. it becomes easier for them to teach them and make them understand at the level they require. however this should not be a restrictive criterion as long as the candidate is willing and open to learn. Important -Must be able to read and write in the local language. (Preferably above 25 years) General It would be an added advantage to have trainers with an understanding attitude and possess some leadership qualities to drive people with positive motivation.Before that they have on an average around seven to eight months of experience working in the production department of garment factory. the special projects for Skill development of rural youth under SGSY was designed to equip the unemployed rural youths from the BPL Households with marketable skills which would enable them to either secure placement in the industry or pursue sustainable self-employment opportunities through micro enterprise.Strategy & Approach Placement Linked: Assured placement for at least 75 % of the trainees. Coming from the same background as the trainees. Candidate should have a pleasing personality and be able to serve the purpose of a role model for the upcoming students at the training centres. Language Candidate should have basic understanding of English language.

boarding & lodging facilities are to be provided to the trainees by the PIA so that BPL youth in remote locations can be covered. trainees are to be provided with to and fro transport and food. Skill sets: The objective of the program is to impart skills necessary for regular employment. with a maximum total project cost of Rs.15 crore per project.1 Trainee accommodation: Wherever necessary. 3. The project cost breakup comprising of required parameters shall be submitted with the proposal. mobilization of beneficiaries. Maximum Cost. In addition to technical skills. utilization certificate is to be furnished for the project would only be in respect of the government grant. Mobilization and Selection of Trainees: All the trainees in the age group of 18. In Special Projects where 25% contribution towards project cost is borne by the implementing agency. need not reflect this as part of receipts.35 years with requisite aptitude depending upon the trade or job requirements are to be selected from rural BPL families. a minimum of 50% will be from SC/ST. the Auditor will provide a separate certificate indicating the valuation of cost components borne by the IA.prospective employers/industry. The Audited Accounts.(Rs. Balance is to be mobilized by the Implementing agencies through contributions from State Government. 4. Soft Skills are also to be imparted tobeneficiaries to face transition challenges of moving from an agrarian backdrop tothe industry environment. minorities and women headed rural BPL household duly verified by the Panchayat / Block/ Tehsil functionary as BPL may be treated as sufficient for candidate selection by PIA/DRDA. In such projects. industry and other sources. so that the initial wages are not less than the prescribed minimum wages. Cost Norms The cost norms for various components of the programme are as under: Sr no 1 1 Components Training Cost. however. Course Duration: Preferably short duration of upto three months so that the opportunity cost of being away from productive work opportunities during training period are minimized. In other cases. . per beneficiary) Irrespective of sectors or While SEAM project has South African agency as the third party evaluator. Funding MoRD provides funding support up to 75% of the training cost. The Implementing Agency will ensure that out of the total beneficiaries covered. Training Partners: Partnership with training agencies and employers which have aptitude and capability to conduct training and placement of rural BPL youth aftercertification acceptable to the industry is solicited. It has to be certified by the Auditors of IAs as having been implemented as indicated in the proposal. SESS does not have third party evaluation but placement in both the projects is 100 percent. The contribution of the IA shall have to be proportionate to the central/state share as per approved estimates. ST and minority pockets in rural areas for selection of beneficiaries. as per the list maintained by the District Rural Development Agencies (DRDAs) / State Government. employer. audit reports should reflect the entire Government Grant (central and state share and interest thereon) and cash contribution if any from other sources. Preliminary Screening of Candidates: The trainees mobilized have to be put through an assessment process or other basic screening tests to assess the need and aptitude that are fundamental to the trades in which training is to be imparted and also to reduce mid-course/post training dropout of candidates before placements. Women and minority categories has to be accorded a priority in selection of candidates depending on demographic profile and trade requirements. Certification and Assessment of trainees: Independent certification and assessment by third party agencies acceptable to the industry or employers is mandatory to ensure high quality standards and employment. Priority should be accorded to SC/ST certificate holders. In the case of contribution in kind by the Implementing Agency. Cost break up given by the IA will become part of project performance requirements. Training and course content into local languages has to be ensured to enable better absorption by BPL youth who may not have exposure to English. The Project Implementing Agency (PIA) will take appropriate awareness and publicity campaign in local electronic/print media and organize meetings especially in SC. industry or sources other than the government. Utilization for claiming 2nd and 3rd installments will be seen with reference to the total expenditure in cash or kind.

Escalations.00 crore. 2000/payable to candidates during placement after training. if any. Utilities. NABARD etc.1000 per month subject to maximum of Rs. The cost will be exclusive of monitoring charges of agencies like NIRD. The funds are routed through the states Government/Funds routing. 1. Equipment. (or any other agency approved by the Department) as the case may be and routed through these agencies.2 3 4 5 6 7 Curriculum. 8 Total @ Rs. under no circumstances there shall be more than two on going projects in a district. funds are released to coordinating. infrastructure facilities and other indicators before consideration of the proposal by PAC. Boarding & Lodging or food and to and fro transport of trainees Assessment & Certification Placement Linkage MIS & Tracking/monitoring Institutional overheads (Admn.15. Up to Rs 12100 + 2000 (Rs. PAC can get the projects appraised by independent agency as well. Training of Trainers. coverage. Recurring expenditure such as creation of posts or vehicles or maintenance expenditure shall not be admissible in the projects. (ii) Size of the Project Cost The maximum investment. Appraisal of Projects All projects of various organizations or PIAs are to be first appraised by the state government/national level coordinating agencies such as NIRD.e. raw materials. under each Special Project should not exceed Rs./PIA/other agencies as the case may be. No cost escalation shall be permitted for the project. In case of state specific projects. etc. up to Rs 12100* per head or cost worked out in the project report whichever is less. With a view to implement the programme on large scale multi state projects operating in poverty concentrated areas covering large number of districts will be encouraged. (iii) Coverage of BPL families . experience in implementing such projects. Release of Funds On approval of the projects. *This will be maximum MoRD funding in each project and treated as 75% of the project cost and remaining 25% has to be contributed by the State Govt. would be met by the State Government or the PIA as the case may be. Costs) maximum up to 10 % of the total project cost. Monitoring and fund routing Agencies in 3 installments i. State government /Monitoring Agency will certify the credentials of IA after examining their financial position. Infrastructure. NABARD etc. in exceptional cases. Assistance during post placement settlement support for trainees. Ordinarily one district specific project shall be approved for one district at a time and. 6.14100)* or cost estimates in the project report whichever is less. Monitoring & coordination agencies to the PIA s. 5. Project Approval Committee (PAC) may approve a second project for the district. Teaching aids. 25:50:25.00 crore and the minimum project cost shall not be below Rs. Criteria for formulation of Special Projects: The Special Project to be submitted to the Ministry of Rural Development should have the following criteria: (i) Identification of project area The Special Projects should be formulated/ posed particularly with focus on districts having high incidence of poverty. inclusive of all components and State share. 7. However. The Project Screening and Project Approval Committee will consider the projects received from state government and other agencies only after receipt of appraisal report and credential verification of PIA.

the Ministry has a two-tier Committee system. income etc will have to be maintained by the PIA and beneficiaries tracked at least for one year. a) Project Screening Committee The Projects submitted would be examined and considered by the Project Screening Committee (PSC) before they are submitted to the Project Approval Committee with its recommendation. districts. The Project Screening and Project Approval Committee will consider projects as per guidelines which inter-alia prescribe the following conditions: i) No stipend will be paid to the beneficiaries during the training period out of MoRD funds. D/o Rural Development Chairman Director/Dy.state projects submitted directly to the Department by the implementing agencies will be referred by the Department for appraisal to any of the central fund routing /monitoring/ coordinating agencies to sponsor the project and act as fund routing agency. b) Project Approval Committee The composition of the Project Approval Committee (PAC) would be as under: Secretary. SHGs who have been federated into. M/o Rural Development Member DG CAPART Member Special Invitee (Expert) Member Joint Secretary (SGSY) Member-Convener IV. ii) The implementing agency will furnish a certificate to the effect that the beneficiaries trained and /or placed have not been assisted under any other Government programmes for similar skill development/training. M/o Rural Development Chairman Adviser (RD).Attempt should be made to cover 100% of candidates living below poverty line (BPL) from rural areas under the Project. The State or Central Government agencies may pose projects in partnership with Credible Non. D/o Rural Development Member Special Invitee/Expert Member Director/Deputy Secretary/Joint Director dealing Member-Convenor With the subject The Committee would refer the screened project to be placed before the Project Approval Committee (PAC) for final approval after which the project will be sanctioned. Planning Commission Member AS&FA. iv) No capital assets. The composition of the Project Screening Committee would be as under: Joint Secretary (SGSY).Government Organizations (NGOs). The number of rural BPL candidates to be covered should be specifically indicated in the Project Proposal along with proposed trades. To consider these proposals. The Special Projects may be formulated based on these points. who have successfully demonstrated and implemented community based pro-poor initiatives. Planning Commission Member Director/Deputy Secretary (IFD). Further year wise targets may also be furnished in the proposal. Federations of SHGs of Swarozgaris assisted under SGSY may also pose suitable projects to the Ministry provided that the Federation is registered either under the Companies Act. III. course duration etc. The multi. equipment or infrastructure would be supported with government funding under the project and only expenses on consumable and apportioned revenue expenses (rental etc. Panchayati Raj Institutions or Semi Government Organizations at the State and National Level or Overseas Organizations at international level may pose projects under SGSY. should have passed requisite gradation test from the appropriate authority and should have taken up some economic activities.) on training related infrastructure will be permissible. (iv) Format for Project report: The Ministry of Rural Development has outlined certain important points for formulation of Projects under the Special Project component of the SGSY that may be seen at Annexure I. . the Trust Act etc. Approval of Special Projects: The Special Project duly approved and recommended by State or Central Level Agencies are to be submitted to the SGSY Division of the Ministry of Rural Development for consideration. The Society Registration Act. iii) A Web based monitoring system is to be established and a web site for this project with details regarding beneficiaries.Adviser (RD). (v) Implementing Agency The State Government. training.

v) Implementing Agency will furnish an affidavit to the effect that the infrastructure or cost components included in the project proposal has not been funded or are proposed to be funded under any other government programmes/schemes before release of funds by the coordinating agency to IA. Where contribution from other sources are arranged in the project cost before claims 2nd/3rdinstalment from the Government PIA has to ensure that such contribution proportionate Government releases has been utilized. A sample format of MoU is attached at Annexure III. (d) Regular reporting of progress in the prescribed format and against the approved expenditure phasing. (c) Submission of year-wise audit reports of the funds utilized. (b) Submission of year-wise utilization certificates for at least 60% of thetotal available funds. 25% of the total Project cost) will be released after the approval of the project by PAC. Role of the State Rural Development Department: State specific Special Project Proposals would have to be routed through the Rural Development/Panchayati Raj Department. (b) Submission of year-wise utilization certificates for at least 90% of the total available funds. The PIA has to enter into bipartite MoU with the fund routing agency in case of multi state projects. VI. V. (f) Before release of 3rd and final instalment. monitoring framework and coordination with line departments in the State/Centre that would ensure convergence of activities and their focus on BPL families. Releasing of Matching Share: The State Government is required to release its corresponding matching share with in a fortnight after. (e) A certificate from the Implementing/Coordinating Agency that the project is being implemented as per the approved project proposal.e. in case of process oriented and long gestation projects the period of implementation shall not exceed five years. it will be open to MoRD to have verification/evaluation of project progress by third party / independent agency. obtaining the respective instalment of the Central share. Monitoring and review of the Project: Monitoring and Review of the Projects sanctioned and implemented will be done in two levels i. VIII. . state government has to act as facilitator and provide requisite support in terms of infrastructure. vi)The BPL beneficiaries. 3rd Instalment The 3rd and final instalment of 25% of central share will be released upon the following: (a) Utilization of 90% of the total available funds and achievement of corresponding physical targets. pre appraisal and to indicate State s share. selection of beneficiaries etc to the extent possible and monitor the implementation and outcomes. In case multi state projects. shall be adjusted against the Government share of the Project cost at the time of release of the third and final instalment. Project Period: Ordinarily. (d) Regular reporting of progress in the prescribed format. VII. resources. (c) Submission of year-wise audit reports of the funds utilized.e. should be given preference in selection of beneficiaries under the project. 2nd Instalment The 2nd instalment of 50 % of central share will be released upon the following: (a) Utilization of 60% of the 1st instalment and achievement of corresponding physical target. The funds are routed through the state governments / fund routing /monitoring/ coordinating agencies to the PIA s. which is in charge of implementation of the SGSY in the State. (e) A certificate from the Implementing/Coordinating Agency that the project is being implemented as per the approved project proposal. However. the projects are to be implemented within three years time. who have completed 100 days (or maximum permissible days of work) under NREGA. The responsibility of the Rural Development Department of the respective States would be to expedite formulation of appropriate project proposals. IX. at State Level and Central Level. if any. Release of Funds: Ist Instalment: The first installment (i. Utilization of Interest earned on central release (s): The interest amount accrued on Government releases. X.

XIV. . The completion report of the project should be made available by the IA/ Coordinating agency to MoRD within three months from the date of project completion along with up-to-date utilization certificate and audit reports of 3rd and final instalment and funds that remained unspent at the time of release of 3rd and final instalment. Monitoring Format To keep track of the progress of the projects. The Committee shall take up monthly/quarterly review with the concerned line departments and DRDAs. In multi state projects.(a) State Level: For monitoring and periodic review of the sanctioned project. such committees will be constituted at the level of the coordinating. The audit report together with action taken on the auditor s observations and physical progress under the project shall be furnished at the time of release of 2nd / 3rd installment of Central funds. The implementing authority is required to send quarterly progress reports of the ongoing project/s to the Ministry. PSC briefs PAC about the progress of the ongoing projects as and when necessary. Audit: (i) The Ministry of Rural Development retains the right to carry out internal audit of funds and financial of the project. XI. XII. It should cover the details of deliverables as indicated in the project and achievements made against these deliverables. the Ministry has devised a monitoring format. and a copy of the same is given in the next few pages. The progress of the Project/s shall also be discussed in the District Level SGSY Committee / State Level SGSY Committee meetings. from time to time to ensure proper execution of the project. IA has to keep track record of beneficiaries at least for one year and also maintain on the website accessible to all. (ii) It shall be open to the Ministry of Rural Development to prescribe such conditions. After completion of project. XIII. Project Completion Documentation is an inherent part of the project along with video recording giving the status of beneficiaries before and after the project. as it deems fit. if deemed necessary. Submission of progress reports: (i) The implementing agency/coordinating agency shall submit the progress report of the project by 15th of the month succeeding every quarter in the format for monitoring enclosed at Annexure-II. Failure to furnish the progress report would make the implementing/coordinating agency liable to refund of the Central funds released for the Project along with interest. (b) Central Level: In the Central Level. monitoring and fund routing agencies. a Committee at the State level headed by the Secretary (RD) of the State is to be constituted who shall have the responsibility of reviewing and monitoring the Project/s. (ii) Financial audit is to be carried out by the Chartered Accountant of PIA orany other authority appointed by the State Government/Coordinating Agency. However. the PSC has been entrusted for periodical review and monitoring of the special projects sanctioned under the scheme.

Skills for employability in apparel manufacturing SESS . CLUSTER DEVELOPMENT INITIATIVE There are three main aspects under the CDI initiative identification of companies mobilization placement SEAM has two aspects.General information about IL&FS Currently there are four main projects being carried out by the CDI wing of IL&FS.there are no centres yet established but is in process of getting set up soon.garment manufacturing and spinning. These are as follows SEAM. MAHARASHTRA SEAM Centres Islampur Vita Kadegoan Atpadi ETCO(Spinning) Nagreeka(spinning) Maruti Foundation Lokmangal SELF Centre Mumbai SESS Centre Nasik Nagpur Mumbai Pune STEP Centre.Skills for employability in service sector STEP .Skills SELF . In Maharashtra training for both is going on.Skills for employability in leather fabrication. .

While explaining the b enefits to the BPL people we need to think from their perspective. There we will get a rough idea about the number of candidates that will come to attend the training. In some states for projects like SEAM the training partner and the placement partner are different but in most of the states for SEAM it is the same. official approach-through government structure 2. The second way of mobilization is done by our appointed mobilizer. The trainers I met had undergone their training in Faridabad. MOBILIZATION There are two ways in which mobilization takes place1. Also another important advantage is that the post placement tracking becomes relatively simpler. From the BDO we get the entire list of the BPL population of all the villages in that particular block. Also approaching the informal leader who has a strong say in the important affairs of the village is an effective. The income the person will get after the training gets over is the main criteria that will help the candidate to decide whether or not he should undergo the training or not. The children can be given the pamphlets and the kids will immediately spread the news about it.There are two important components of running a training program. So the trainees are also well acquainted with the surro unding and find it much easier to work there. Training of trainer(TOT) usually is taken by the master trainer that the company. Then we contact the Gram sevak or the sarpanch of the village and give details of our project. how many discontinued etc. This is usually done when the first approach does not yield much of a result. Here it is very important to explain the long term benefits of the program. At one particular training centre they can easily keep a track of how many are still working in the factory. rest all centres both are the same.Sherale. For SESS and SELF it is 3500. Training The money spend per trainee for SEAM and STEP is 4500. It is also an innovative way of letting people know about the program. unofficial approach in the first case that is the official way for mobilization . The advantages when both are the same is smooth transformation from the training to placement and in most of the cases the training is conducted in the production centre only. He then will arrange for a meeting with the potential candidates belonging to the BPL category and in that meeting we can present he project and explain to the beneficiaries the benefits of the training. One is the training part ner and the other is the placement partner.We can also get the address of the respective sarpanch or gram sevaks. What will I get by undergoing this training program? Transportation from the village to the training centre and after that to the production factory is one of the key components. As most of the villages have poor access to the transport system it becomes a deciding factor. From the data available we can also come to know which village has more BPL population so we accordingly prioritize the villages we will choos e for mobilization.we contact the BDO(Block Development Officer). Dholak or making announcement by the use of a Rickshaw is another. So in Maharashtra except for one centre. Also the time taken to reach the centre is crucial. The l oudspeaker in the temple or the major gathering centre of the people is very cost effective way of letting people know about the program.IL& FS has. The details are as follows - . Also schools children can be used for mobilization. Distributing pamphlets to villagers is one way.

Also they check if the trainees once trained can get placed or not that means does the company have the capacity to take in that many trainees or not. Two lakh rupees are given by the industry for the K -Yan module of IL&FS. Depending on the projects we have we contact that particular industry. photographs. Fifteen days before the training centre has to be started there has to be information passed to the Delhi centre and they will send all the training requirements. Steps to set up a training centre  Industry Identification The first step which is done by personnel in the business development is industry identification. All the expenses regarding the TOT is borne by IL&FS.  Willingness report There is a willing ness form that we get filled from the industry partner. Here there are a few critical issues. The training batch was of 32 trainers.  Software and MOU Software AAM The entire process has to be signed by all the heads within the IL&FS and after that is completed memorandum of unders tanding is generated. They are also the details about the documentation that is during the screening of the candidates . Out of the twenty days of the training fifteen days is spend on the machine for efficiency in their work. number o f trainees that can be placed. We pay them the per trainee fees. The details of the form include the number of machines they have. CERTIFICATION .TRAINING OF TRAINERS (TOT) The training of three of trainers from each of the three batches was held from 9 th June to 29 th June 2010. Then we try and contact as many as possible who c an provide placement to the trained people. They are also made to deliver lecture on how they will communicate to the students.  Due diligence This is done by the IL&FS where they check if the claims of the company regarding the number of machines and others mentioned in the willingness report is true or not.filling up of application form. Most of the industry partners are also ready to provide us the infrastructure as it is their requirement of getting the employees. It was held for 20 days in Faridabad. There are two copies of the MOU that is generated and then it signed by us and the industry partner and one copy is kept with the industry partner. In between the TOT is also to be conducted. the number of workers. They are also taught how to speak in front of the group of fifty trainees. Xerox of all the required documents. The trainer is recommended by them and after an initial screening we make them undergo the training of trainer.

9. 5. 7. Employment offer letter no. 1.Placement proof of the trainees . 2.Attested attendance sheet of the trainees for the training period . . Following are the enclosures of claim to support release of payment. and date-as per annexure attached 12. Eligible for reimbursement 11. 3. TRAINING FEE CLAIM These are the details of the form in which the training fee claim is made.Admitted .Date of assessment done by IL&FS CDI .Name of the company .Date of checking of the eligibility of claim by IL&FS CDI 14. Company(s) name and address of employed trainees . Certified by Industry/ training partner---name and date 15. MIS There are two main reasons for the maintenance of MIS Transparency and accountability.Employed 10.Completed training .Date of soft skills conducted .Certified . 4. 8.Date of distribution of certificates . Claim date Name of the training centre Location Address and contact details Month and year Training batch no Training period Number of trainees . Claim verified by CDI Co-ordinator----name and date Annexure . Claim form no.NCVT (National Council of Vocational Training) RDAT (Regional Directorate of Apprenticeship Training) These are the two organisations that certify the program.Have certificates been distributed .Contact person .List of trainees . 6.Address 13.Dropped .

The excel sheet of all the students with the following details are to be given Trainee name Address State District Category Pin code Date Date of birth Gender DRDA BPL No Place of residence Education qualification No of members Present source of income Family average monthly income Placed (no.at the time of placement) Father or husband/wife Mobile no Email id Course of duration TCA/DCA From when To when Assessing body Sector or code MES course code MES Sector MES course name Assessment date Result Competency required Employed/ self employed Job preference Stay Commitment to join job Selection approved by (name of mobilizer) Mothers name .

Having seen such examples in the field myself.one of the primary reasons are that the target audience (i. giving a short Mobilizer Training Programme is a must. In the latter case it is not always the . he/she not only mobilizes people but also is the link between the people and the programme. twelvth standard students form a major chunk of the training programme conducted in the months of April and May.Mobilization In areas like Atpadi. As a mobilizer. Mobilizer is perhaps one of the most important components of the programme. The mobilizer should not only know what important features of the programme he/ she needs to tell people but also what he should not say just to fill in the batch. For example. I strongly feel that a training will make him/ her understand the importance attached to such projects. spreading a rumour or giving any misconception about the programme. The mobilizer also focussed on these students because the response he got from the students was very good. For example. The response from the students was mainly because of the following three reasons y y y A government stamped certificate Training was free Travelling allowance was provided It is obvious that these students will not take up the job once their college starts and this training for them is like a certification course during the vacation. where local public transport is scarce and the villages are located in the interior it is not easy for the mobilizer to mobilize people with the traditional tools. so he has a big part to play in influencing and motivating people even during the programme .e people who actually need employment) are not the only ones taking training. Yes it might be argued that they may utilize this training later in their lives. It is instances like these that points out the need for training the mobilizer and ensuring that the objective of the training is met. The people who join the programme trust the mobilizer. Although reasons fort them are many. Also once the training programme has started. But the question one needs to ask is whether this is the objective of the programme. One of the major causes of worry for the project formulators are the huge dropout percentage seen in these projects. the mobilizer plays the handholding and supporting role. Except in case where the student is under severe economic crunch or really needs the job the rest are just for filling in the numbers. A similar method was used in Rajasthan called Rozgar Rath which will not only grab people s attention but will also save time and efforts of the mobilizer to go individually to each of the houses. It is here that the role of the mobilizer becomes crucial. As a mobilizer is an important element of the project. The reasons will be explained in the coming paragraphs with examples as to why a mobilizer training programme will go a long way to help in bringing credibility to the entire project. In such cases a car or a van or a rickshaw with a loud speaker advertising about our training programme will be effective.

Also the training programme will cover basic etiquettes of talking to government officials vis-à-vis talking to villagers and what points to highlight while speaking to both the groups. Teaching is not an easy job especially considering the level of each student is different (as it wont be a homogenous class) and putting added work will only make things worse. When someone you know is already working and she says that her experience has been good and it is a very good source of income generation the other women will listen. With the pressure of filling up the batch to its strength. District and local government ( government officials and government programs) Role: y Facilitates entry into the village y Provides access to candidates y Securing access through this channel is vital It is important that as a mobilizer this channel is communicated with properly. Also because of the network of women through SHG s this form is the best form of convincing someone to join the programme. Role: Have wide networks and have credibility and trust among the local community. 2. NGOs/Societies and local Educational Institutions Write about aangenwadi teachers. there is a hesitation while talking to officials. Main channels of mobilization---refer other mobilization document 1. Employee referrals Role: y Very effective and powerful mobilisation channel. Another important positive of the training programme will be that he will have thorough knowledge about the project. Also many a times their response will be lukewarm and they will not be forthcoming in helping us. The training programme can also cover the various tools available and also a small video can be shown of successful innovative tools which have been used by others. This will give him the confidence from day one itself while explaining the project to government officials or the informal leaders. In many of our training centres the trainer does both training and mobilization also. In projects like SEAM where more than the 80 percentage of the workforce constitutes women it is especially important. . Local leaders and influential people Role: -play an important role in disseminating information about the programme 3. In fact a lot of women I spoke to said they came to know about the programme through their SHGs or through someone they already knew who got the training and was working. Without any training when the mobilizer goes on the field with bits and pieces of information about the programme.mobilizer s fault. he/she might use various means to get people. Add to that the work of documentation of the forms and results and conducting tests and all these in the meagre salary of Rs 2000/ month is like adding insult to injury. But one should not take that as a setback. which is not his fault and so the company should see to it that before someone is send to the field he is well equipped in terms of skills and knowledge as he is the face of our company s project.in the rural context it especially holds significance. 3. Although it helps in the rapport building between the candidate and the trainer. it puts added pressure on the trainer. If one can get positive response from them then half of the work is done. All the information regarding the number and the contact details of the key SHG members can be obtained from the aanganwadi workers.

announcement at temple. 3. huge posters in the local language with effective use of colours can be good way of informing people about the job fairs.Primary strategies to reach out 1. davandi (drum beater) and advertising by contacting the SHG members and also local government bodies. As this is a government of india project . Although their result in the rural context is still unexplored partly due to limitations and partly due to non-co-operation from officials. then our purpose of providing skill to people according to demand is served. 2.An effective way of recruiting lot of people for the programme. Once the officials are convinced and say the sarpanch shows interest he himself will take initiative to arrange a meeting with the local youth and thus make the mobilizer job easy. STEPSetc. In both the cases. it has been experimented in recent times. identification of the target village in order of preference depending on potential of getting the maximum number of candidates. With costs also there is huge risk of whether the expected turn out will be met. The phone numbers of all the locally elected members can be obtained from the BDO officers. mobilisation and post. Contact the Sarpanch or the Gam Sevak of the village by meeting them in person or arranging a meeting with them over phone.To arrange for job fairs advertising is the key. Meeting with the SHG is especially crucial for programmes like SEAM where we can not only meet our target group and directly talk to them but also we will get access to all those women who are not a part of SHG because of the word of mouth and the message will spread fast. In the meeting with the local heads the mobiliser along with explaining about the programme can also ask for arranging a meeting with potential candidates. Thus the three steps involved in the mobilisation process can be divided into premobilisation.mobilisation. Here at important or key places in the village like the bus stop or local mandi. Also lot of SHGs are linked by a federation. SESS. Few of the methods for advertising are pamphlets. The meeting with the government officials can pave way for having a meeting being arranged with potential interested candidates. PRE-MOBILISATION This step involves y y y Getting the list of BPL families from DRDA or BDO officer of the entire block. One of the biggest advantages of meeting with SHG is that many of them are specifically SC/ST or BPL SHG group so targeting becomes easier. Here mobilizer will visit all the BPL families and give them information and motivate them to join the programme and get trained. the mobiliser has to first arrange according to the availability of the members and has to put across all the key points of the programme. But here the aim should not be to publicise only for one particular program but it should be for all the projects like SEAM. Door to door campaigns This will ensure that no BPL youth of the village is left out. Most of the times the response might not be very receptive but this is one of the most effective ways to start the mobilization process. Job fairs . Mobilisation should always be planned and if done so can not only save time and energy but also yield better results. If the candidate can be given an option of choosing what he/she wants to do. MEETINGS -The meetings her refer to both meetings with government officials and also meetings with SHG members. So contact with these federations will help us to get a meeting arranged with six to seven SHGs at one place. From the list.

birth certificates. One must be absolutely thorough with the short speech covering the important points of the programme. Four photograph . BPL proof. If it s a big village. this will give confidence to the people to join. The current poster is a little dull and small if we were to paste it on walls. However meeting with one of the SHG leaders not only gave us the assurance of arranging for a meeting in two days time but also gave the contact details of the office of the federation of the SHGs. Also maintain contact with the new trainee informing them about the commencement of the training. Age proof. travelling allowance in the speech. We could not get the announcement through loudspeaker or davandi because of lack of response from the local authorities( they said the davandi person was not available as of now). The sarpanch was in fact of the opininon that the salary is too low and only youth with no other opportunity will come and when asked to arrange for a meeting . MOBILISATION In this step. In this case posters bigger than the pamphlets and more colourful and bright would have been helpful. Also if they want to see the centre before joining that could be arranged for. So it becomes necessary that we have enough resources to fall upon when the others are not available. school/college leaving certificate or any other valid age proof. y y y y y y y y y y y y Documents to be collected from new trainees are Duly filled application form. Importance be laid on the free training provided.BPL card / BPL ration card. he said for contacting the BPL families individually( door to door). the response from the sarpanch and the other local officers was very poor. Letting everyone from the village know about the meeting becomes difficult if there is no announcement made. Contact Bachat-Gat heads and ask for a meeting of all the members of the Bachat-Gat. One must also know the days of the local mandi and the place of get together in the village. Practical application in one of the villages we visited (Tadsar). The mobilizer needs to keep motivating the new trainees and also provide handholding support. photographs of our training centre and the machine used in training. then take a transit walk and ask for local informal leader and also inquire if there is any festivals (local religious festivals) or a mela in the near future. one must ensure that one is ready for the meeting pamphlets.here the trainer needs to check their name against the list form DRDA. brochure. Also in the speech it can be mentioned that if there are about 10 people from the village then a van can be arranged for them(this should be confirmed with the training partner). The mobilizer s contact details should be clearly written on the pamphlet. Tell them clearly on the documents required along with the application form which they need to get on the first day of joining. POST-MOBILIZATION Co-ordinate with the training centre for the dates for starting the new batch. tool kit (to show them that they need not bring anything from home to the centre).y y y the likelihood of getting the required support from the sarpanch or sevak is high than otherwise. job after training.

Although there is no brochure as of now it should be remembered that we need to give all the support required to the mobilizer to make his job easy. y y y Important tools of a mobiliser Pamphlets and brochures There are no brochures currently available with the mobilizer. A small brochure of 10 pages explaining what will be taught and how the training centre will look like. . Because for people who know nothing about th programme the e pamphlet will give sufficient information but for people who know something about tailoring or working in the garment factory will ask for details like what is taught and this is especially useful when meeting the officials.y Additional (not mandatory). the mobilizer who might not know about the details involving the job of SMO and what is exactly being taught in the training and might give inadequate information. People need assurance that this is not some bogus programme. Seeing is believing and this will be the best form of communicating our message.caste certificate and NREGA card. Sample offer letters and photographs of training centre/work sites can also be used by mobiliser to explain the features of our programmes to rural youth. But this should again be in the local language and this can be shown in the meetings. the machine pictures will be more reassuring to the people. Sample films on the programme which will have our trainees speaking about changes in their life because of the programme is a very effective tool. Also there are chances that without the brochure. I think brochure is an important tool that one must have. Although used in a limited way. Also the brochure should be in local language and the less alien the language the better it is. I feel one should use it more often because it can convince people and they will believe in what you are saying. Social mobilization is the process of bringing together all feasible and practical intersectoral social allies to raise people s awareness to assist in the delivery of resources and services and to strengthen community participation.

2010. She says if not for the training program she would have become a ST conductor which pays the samebut a more stressful job.Case studies Trainer Name : Miss Asha Training centre: kadegaon Education : Graduation Salary: She had completed her graduation in arts and was looking for decent job but due to lack of opportunities in nearby area could not find any. She has a family of five members with her father earning about Rs 200/ day. She was then send to TOT to Delhi. She had applied and even cleared the exam for ST conductor. Now with this job she says it makes her happy that her family income has increased and she can also save some money for future. Asha says that this TOT not only taught lot of important nuances of SMO but also gave her the confidence that she can teach and be a good trainer. And that s when ILFS training happened. She completed her training and after that she was recognised as a potential candidate for trainer training. . The training held from June 9th to June 29th.

Before this job she used to work as a wage labourer for which she used to get Rs 30 to Rs 80. She started with the pay of 1200 and now after about one year she earns about Rs 2500 to Rs 3000. for Anita life was getting difficult with only one earning member in the family. How to sit properly. But she prefers working in the garment factory. she says the pay is too low to do any savings. She has two children. Despite her prior experience she says that it was the training that taught her the etiquettes of the job. She knew the basics of tailoring before she joined the training and used to earn around Rs 700 per month. She earns around Rs 3500 per month. They have no land of their own. Her husband earns around Rs 5000 per month. Tea is provided by the company and she says that the supervisor( a woman herself) treats them well. She says though she now earns money and helps in adding income to the family. the . Her husband is a tailor and earns about Rs 7000 per month. Case study She completed her training one year ago.Case study Name : Anita Training centre: Kadegaon Training completed: Feb 2010 Married and having two kids and five members in the family. When asked whats the best to have from this job of hers she says that she doesnot need to ask for money from relatives during emergency and this makes her proud of what she is doing. For travelling the factory pays half the allowance and the rest half is paid by them.

But she says given the earnings she still cant save much money.They usually grow soya bean . her income increased to Rs 4000. She now sends her kids to school.finishing of the stitch is something she learnt from the training.30 and also do all the household work). From January 2011. In the first few months she was paid Rs 1200 and then it increased to Rs 1500. she feels that she is contributing to the family. They have about one and a half acres of agricultural land on which he does farming. She says despite the hectic timing (from 9 to 5. Her husband does not do much of work. Although they have to pay half the travelling allowance ( the other half contributed by the garment factory) from the income. But due to lack of irrigation facilities they do not earn much. Case study Name : Mrs Haseena Training completed : Feb 2010 She is currently working as a supervisor in the production department.

In the first two to three months they are paid only a meagre amount of Rs 1200 per month. the trainees are then absorbed in the production department. Include this in the suggestion column y In all the centres of SEAM they follow the piece rate system. Hence she has now become the main bread winner for the family. Details of training centre Out of 30 days of training. Here a separate trainer comes and gives training on soft skills. She says she likes the work because it gives her a chance to get out of her house and she feels independent. she wants to continue work.and other hybrid plants but she says the income they het from it is not much. Though she is not able to save much from her income. For the first few eight days. the piece rate system is not followed. This proves to be of great help for trainees who are of great help for the trainees who are very anxious and this soothes them. one of the trainer has to be with the trainees for helping them with the transition. After completion of training (a month). The reason for not following the piece rate system by the big players is that the quality gets compromised in the piece rate system. For the trainees who after completing the training though this is a major hindrance from earning money. Whereas in centres like Faridabad( Shahi Exports) and other centres in Rajasthan. In this duration they do . last 3 days is dedicated to soft skills training. She does not have to ask for money from her parents or relatives and also says that she can bring her child well now that she earns money.

She has been working with the garment factory for over one and half years and is still paid only Rs 2000 per month. This is exactly one third of the wages paid in other parts of the country. It is very unfortunate that salaries of these trainers are one. So including the cost of travelling expenses in the starting three months their income doesnot exceed Rs 1500 to Rs 1800. as we have a large role to play in our trainees working in the factory. Even after two years of work they do not earn more than Rs 3000 to Rs 3500 per month on an average. Even though we can have very little say in the functioning of the factory. But now it is stopped. My personal interaction with one of the trainers in Atpadi confirmed the above argument. travelling allowance provided to them. And here we are talking about unskilled labour. But she said that she will leave the job in the next two months if they do not increase the income. She is given the travelling allowance. There the trainer gets a fixed income of Rs 10. They were given tea before. it will be Rs 2100. As a student of development studies it is very disturbing to see such a scenario.fifth of what is being paid in other parts of the country. Compare this with the starting salary of R 4339 in other centres of the country.30 with only lunch and no tea is extremely taxing on the body. . The reasons the owners give is that there is no person to make tea. still there can be no explanation given to such low salaries being given to the trainers. Although the company does give the travelling allowance it doesnot exceed Rs 4000 in any case. If this is not exploitation then what is it? No excuse by the garment factory can justify the low income of these trainers. Below is a detailed comparison of the minimum wage prescribed by the state of Maharahtra.y y y y y not have fixed target. When we spoke to the owners they said that they will do it but were positive that the trainer will not leave because even they were aware of the fact that she has limited opportunities outside. Even a daily wage unskilled worker will earn more than this. If we take the wage as Rs 100 per day. Now lets take a look at the wages of the trainers who took training from ILFS and then after taking the TOT have now become trainers. Issues at some of our centres that needs immediate attentiony y ATPADI centre: There is not tea being served by the Garment factory. we should make sure that the basic facilities are being fulfilled by them. it comes to about 3000. Even after considering the factors like the location of the garment factory. but depending on their performance they then start earning Rs 2000 from the fourth month. But examples like these force me to use it and how else can one sum up these situations. She had requested the owner to increase the income and they promised to but how much and when is still not known.000/ month. Here is the break down of the income of these trainers of the various centres TRAINING CENTRE SALARY PAID TO TRAINER Atpadi Rs 2000/ month Kadegaon Rs 3000/month Islampur Rs 2500/ month Sherale Rs 2000/ month Compare this with the salary paid to trainers in centres like Faridabad. proximity to cities. Working from 9 to 5. In case of women. I have been resisting the usage of the word exploitation of human work force.

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MORD. NIRD. 3. Recommendation to the MORD. 6.Recommending the proposal to the MORD.Communicating observations on the project proposal to PIA for revision if required.Preparation of the project summary. . Receipt of project proposal from MORD by NIRD. .Project summary report . Activities and Work Products y y y y Role NIRD is a nodal agency NIRD is the Monitoring.Monitor data management .Evaluation of the project proposal.Presentation the proposal to the PSC and PAC.On receipt of approval of the project.Monitoring and controlling the process against the plan for performing the process and take appropriate corrective action. Presentation of the project before Project Approval Committee headed by Secretary.Manage corrective actions to closure Work Products .Monitor project risks .Conduct progress reviews . Process Monitoring and Control y y y Monitor and control the process . 5. . finalise the tripartite MOU. Assessing the credibility of the organisation by the committee headed by FA. Submission of report to the NIRD. Evaluation of the project by evaluation parameters by monitoring team of SGSY. Purpose: the purpose of monitoring and controlling is to provide an understanding of the project s progress so that appropriate corrective actions can be taken when the project s performance deviates significantly from the plan. . Co-ordinating and fund routing organization. Involves measuring appropriate attributes of the process or work products produced by the process. field verification by POs). Presentation of the project by the PIA before a Project Screening committee of NIRD ( if the PSC recommends.Monitor stakeholder involvement . Parameters used are: .Monitor the commitments of PIA .Conduct milestone reviews . .Role of NIRD in implementation of Placement linked skill development projects ( SGSY Special Projects) Evaluation of project proposal submitted by PIA( project implementation agency) 1.Release of funds to the PIA. . Roles. . 7. 4. 2. Activities : .Monitor the project through field verification and online monitoring using the checklist and MIS.

- Placement report Quarterly performance report Financial status report Cost trend analysis PIA milestones trend analysis Project Status Review Report .

+ = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1013. 4500. 1013. 5315. 1239. 4500. 4565. 1013. 1239. 4000. 5239. 5513. 1615. 4415. 1615. 1615. 5315. 5213. 1615. 3600. 3500. 6439. 3700. 6239. + = + = + = 00 40 40 00 40 40 00 40 40 3800. 4900. 1239. 1013. 1239. 5000. 1615. 3500. 1615. 1239. 5939. 4300. 5115. 4800.Total Minimum Wages Per Month (in Rs) Name of Sr the . 5439. 4500. 5513. + = + = + = 00 00 00 00 00 00 00 00 00 Special Allowance = 1615. 5813. 5415. 4200. 4915. + = + = + = 00 60 60 00 60 60 00 60 60 Special Allowance = 1239 5200. + = + = + = 00 00 00 00 00 00 00 00 00 4700. 1239. 1615. 1013. t Zone I Basic Pay + Special Allowance=Total Minimum Wage Zone II Basic Pay + Special Allowance=Total Minimum Wage Zone III Basic Pay + Special Allowance=Total Minimum Wage Zone IV Basic Pay + Special Allowance=Total Minimum Wage Advocate and Attorney Skilled 1 Semi-skilled Special Allowance = 1615. 5039. Scheduled N Employmen o. 5115. 4800. 1615. 6213. 1615.60 5500. 1013. 1013. 1615. 5215. 1013. 3300. 1013. 2800. + = + = + = 00 40 40 00 40 40 00 40 40 --- --- --- --- --- --- Un-skilled Automobile Repairing Skilled 2 Semi-skilled --- --- --- --- --- --- Un-skilled Bakeries Skilled 3 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Canteen & Clubs 4 Skilled --- --- --- --- --- --- . 1239.40 3900. 5515. 1615. 5913. 6039. 1013. 6513. 5539. + = + = + = 00 40 40 00 40 40 00 40 40 3700. 5015. + = + = + = 00 60 60 00 60 60 00 60 60 5100. 1239. 3400. 5813. 1615. + = + = + = 00 00 00 00 00 00 00 00 00 4200.40 3200. 1239. 4815. 3800. 2950. 5200. + = + = + = 00 60 60 00 60 60 00 60 60 4800. 5739. 6113.

3377. 2250. 4625. 2250. 5660. 3927. 4365. + = + = + = 00 40 40 00 40 40 00 40 40 --- --- --- Semi-skilled --- --- --- Un-skilled Chemical Fertilizers 8 Skilled --- --- --- --- --- --- . 4315. 2850. 2250.Semi-skilled 3100. 5160.40 3510. 1615. 5360. 2200. 3377. 1700. 1627. 4715. 5960. 1627. 2910.50 2350. 1615. Asst. 1750. + = + = + = 00 00 00 00 00 00 00 00 00 3610. 1615. 2300. 2250. + = + = + = 00 50 50 00 50 50 00 50 50 2250. 1627. + = + = + = 00 00 00 00 00 00 00 00 00 Special Allowance = 1615. 3827. 5260. 3410. 2250. 2700. 1627. + = + = + = 50 50 00 00 50 50 00 50 50 Special Allowance = 1088. Driver Light Peon. 50 50 00 00 50 50 00 50 50 SupeA. 3927. 1615. 4465. 1650. 2350. 2250. Watchman 6 Cashew Processing Cement & Cement Based Industry Skilled 2250. 3010. 3877. 5025. 3902. 4665. 3877. 3977. 2200. 1650. 5560.50 --- --- --- --- --- --- Special Allowance = 2250 7 3710. 1615. 2300. 1615. 3410. 3878. 1627. 1750. 2750. 1627. 1627. 1627. 5760. + = + = + = Typist. 1615. 5460. 3277. 1627. 1627. 1627. 3110. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1627. 5125. 1627. + = + = + = 00 00 00 00 00 00 00 00 00 3510. + = + = + = 00 50 50 00 50 50 00 50 50 2275. 3327. 5860. 3827. 3978. 1627. 2250. 1615. 2250. 2250. Clerk. 2900. + = + = + = 00 50 50 00 50 50 00 50 50 --- --- --- Un-skilled Card Board Boxes Skilled --- --- --- 5 --- --- --- Semi-skilled --- --- --- Un-skilled --- --- --- Supervisory Steno. 3277. 4515. 2250. 3310. 1627. 1615. 3210. 1627. 3010. + = + = + = 00 40 40 00 40 40 00 40 40 3050.

1615. 4550. 5839. 1239. + = + = 00 5 25 00 5 25 --- --- --- Semi-skilled --- --- --- Un-skilled --- --- --- .Semi-skilled 3410. 1615. 1615. 4925. 4000. 5039.2 4845. 1615.2 5345. 4525.2 5345. + = + = + = 00 40 40 00 40 40 00 40 40 Semi-skilled Un-skilled Cotton 11 Ginning & Pressing Cycle Mechanic Works Shop Special Allowance = 3168. 6265. 1615. 3210. 845. 4750. 1239. 845. 1615. 1615. 1615. 845. 5025. 2810. + = + = 00 00 00 00 00 00 4100. 3800.40 10 4950. 5965. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 4750. 4425. 1239. 4100. 4450.25 12 Skilled 5500. 1239. 6565. + = + = 00 5 25 00 5 25 4500. 4925. 1239.2 6345. 6165. 4825. + = + = 00 5 25 00 5 25 5000. 4550.2 5845.2 5845. 2910. 5639. 1615. 6139.40 Special Allowance = 845. 5339. 5339. + = + = + = 00 40 40 00 40 40 00 40 40 --- --- --- Un-skilled Cloth Dyeing & Printing --- --- --- Skilled 9 Semi-skilled 4900. 4350. + = + = 00 00 00 00 00 00 --- --- --- --- --- --- Un-skilled Constructio n of Roads/Build ings Skilled --- --- --- Special Allowance = 1615. + = + = + = 00 40 40 00 40 40 00 40 40 3310. 6065. + = + = + = 00 40 40 00 40 40 00 40 40 4850. 6365. 845. 845. 5000. 4600. 3310. 6465. 1615. 1615. 845. 1615. 1239. 1615. 6165. 4500. + = + = 00 00 00 00 00 00 4400. 1615. 4650. 6365.

+ = + = + = 00 40 40 00 40 40 00 40 40 4560. 5155. 1615. 1615. 5275. 1355. 5875. 5175.40 3310. 1615. 4325. 1732. 1615. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 3110. 3500. 1615. 3800. 1615. 1355. 4260. 4525. 6075. 1850. 3760. + = + = 00 50 50 00 50 50 Special Allowance = 1615. + = + = + = 00 40 40 00 40 40 00 40 40 4460. 5375. 5455. 1732. 1615. 2910. 6155. 4160. 1732. 1615. 4060. 3582. 3110. 6175. 2710. 3660. 5675. 3682. 1615. 1355. 3682. 4825.Dairy Skilled 13 Semi-skilled Special Allowance = 1732. 3582. 3200. 3782. 1732. 4825. 4855. + = + = + = 00 40 40 00 40 40 00 40 40 ------------- --- --- --- Un-skilled Dispensary Skilled 14 Semi-skilled --- --- --- --- --- --- Un-skilled Drugs & Pharmaceut icals Skilled 15 Semi-skilled --- --- --- Special Allowance = 1615. + = + = + = 00 16 16 00 16 16 00 16 16 Special Allowance = 1062.50 2050. 1355. 4555. 4425. 1750. 1950. 5555. 1355. 4925. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1355. 2810. 4725. + = + = 00 50 50 00 50 50 1850. 3010. 1355. + = + = + = 00 16 16 00 16 16 00 16 16 4500. 1615. 1615. 5855. 1615. 3210. 3800. 1355. 4400. 5155. 1355.16 4800. 4725. 1732. 4100. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 3210.40 4660. 1615. 5755. 4625. + = + = 00 50 50 00 50 50 1950. 1615. 3482. + = + = + = 00 16 16 00 16 16 00 16 16 4200.00 --- --- --- --- --- --- Un-skilled Dyes & Chemicals --- --- --- Skilled 16 Semi-skilled Un-skilled Eatable Tobacco 17 . 1732. 6275. 1615. 1615. 5775. 1355. 3560.

Skilled 3700. 845. 1615. 1062. 4845. 1615. 1615. 5245. 845. 1615. 2880.25 20 5500. 5045. 2780.2 5745. 3530. 3230. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 3530. 4295. 1615. + = 00 00 00 Special Allowance = 1615.2 5545. 1615.40 3730.2 5845. 4062. 3330. 845. + = + = + = 00 40 40 00 40 40 00 40 40 --- --- --- Semi-skilled --- --- --- Un-skilled Engineering Skilled 18 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Exercise Books Skilled 19 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Factories under Fy. 5245. 5200. 5145. Act (Residuary) Skilled --- --- --- Special Allowance = 845. 845. 1062. 4495. + = + = + = 00 5 25 00 5 25 00 5 25 4500. 4900. 3900. 2680. 1615. 1615. 4762. 1615. 4700. 845. 5345. 1615. 4295. 4095. + = + = + = 00 40 40 00 40 40 00 40 40 2880.2 5045. 1615. 4395. 4595.2 4745. + = + = + = 00 40 40 00 40 40 00 40 40 3630.2 5245. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1615. 4945. 4400. + = + = + = 00 5 25 00 5 25 00 5 25 5000.2 5345. 3130. 1615. 4262. 1615. 2680. 1615. 4495. 4200. 845.40 3080. 1062. 2480. + = 00 00 00 3200. 4695.2 6345. 5145. + = + = + = 00 5 25 00 5 25 00 5 25 --- --- --- Semi-skilled --- --- --- Un-skilled Film 21 Production Studio --- --- --- Special Allowance = 966 . 3430. 845. 2580. 4745. 845.2 6045. + = 00 00 00 3000. + = + = + = 00 40 40 00 40 40 00 40 40 2980. 845. 4195. 1615. 1615. 3630.

1282. + = + = 00 0 50 00 0 50 --- --- --- --- --- --- --- --- --- --- --- --- Un-skilled Fountain Pen --- --- --- Skilled 23 Semi-skilled --- --- --- --- --- --- Un-skilled Glass Bulb Skilled 24 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Glass Industry 25 Skilled --- --- --- --- --- --- .0 6466. 500. 4995.5 6500. + = + = + = 00 40 40 00 40 40 00 40 40 3550. 3550. 4515. 1615. 1282.5 5200. + = + = 00 25 25 00 25 25 5050. 500. 1282. 1615. 5165. 5065. + = + = 00 25 25 00 25 25 Special Allowance = 1615. 5100. 3550.5 5600. 3450. 5195. 4700. 5500.5 5700. 5315. 500. 1615. 1615.0 5966. 6132. + = + = 00 0 00 00 0 00 --- --- --- Semi-skilled 5200. 4465. 966. 500.0 6666. 4600. 500. 1615. 5165. 5882. 5100. 6332. 1615. 6582. 966.Skilled 5700. 5165. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 3600. 4850. 4500. 3180. 1282. 4795. + = + = + = 00 40 40 00 40 40 00 40 40 4700. 5500. 4565.0 5666. 1615. 1615. 966. 1615. 500. 1615. 1282. + = + = 00 0 50 00 0 50 5200.50 6000. 3380.40 3580. 966. 6082. + = + = 00 25 25 00 25 25 4800. + = + = A 00 0 00 00 0 00 Un-skilled Forest and Forestry Skilled 22 Semi-skilled 5600. + = + = 00 0 00 00 0 00 Special Allowance = 500. 2900. 966. 1615. 1282. 966. 2850. 2950. + = + = 00 0 50 00 0 50 Special Allowance = 1282. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1615.25 5300.40 3700.5 6000.5 6100.0 6166. 6382. 5215. 5000.0 5466.

769. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 769. = 4665. 4795. + = + = + = 00 40 40 00 40 40 00 40 40 3380. = 4315. 1615. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1615. 5145. 1615. 769. 4775. 5075. 3180. 769. 2700. 769. 4895. 4995. 3260. 2800. 1615. 1615. 769. + = + = + = 00 5 25 00 5 25 00 5 25 3500. 1615.2 4269. 1615. 3330. 2850. 4000.2 3769. 4775. 2950. 3280. 4515. 4875. + = + = + = 00 40 40 00 40 40 00 40 40 3430. + = + = + = 00 40 40 00 40 40 00 40 40 3260.25 4000. 4945. 4875. 3160. + = + = + = 00 40 40 00 40 40 00 40 40 3050. 1615. 1615. 4815. 4500. 2930. 1615.2 4769. 1615.2 5769. 4545. 4715. 4645. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1615. 1615. 4875. + = + = + = 00 40 40 00 40 40 00 40 40 3100. 1615. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 3360. 4675. + = + = + = 00 5 25 00 5 25 00 5 25 Special Allowance = 1615.2 5269. 3260. 4695.2 4769. 4745. 4845. 1615. 2980.2 5269. 1615. 769. + 1615. 4500. 769.40 3630. + 1615. 1615. 1615. 5045. 1615. 1615. 1615. 1615. 4975. 5000. 3160.40 3460. 1615. 3230. + 1615. + = + = + = 00 40 40 00 40 40 00 40 40 3530. 2900. 1615. 3060. 3080. 769. 3500. 3360. 4000. 5245. + = + = + = 00 5 25 00 5 25 00 5 25 3000. 4365. 4415. 3030. 1615. 3130. 2750. 3130.2 4269. --- --- --- Un-skilled Hair Cutting Saloon --- --- --- Skilled 26 Semi-skilled --- --- --- --- --- --- Un-skilled --- --- --- Handloom Skilled 27 Semi-skilled --- --- --- --- --- --- Un-skilled --- --- --- Hospital Skilled 28 Semi-skilled --- --- --- --- --- --- Un-skilled Hotel & Restaurants Skilled 29 Semi-skilled Un-skilled --- --- --- --- --- --- ----- ----- ----- .40 3200. 4565. 1615. 769. 1615. 1615.2 4769. 4975. 1615. = 4465.Semi-skilled 3480. 4745. 5095. 4595.

1615. 2830. 5739. 5525. 6239. 5445. 1615. 4245.00 Ice & Cold Drinks Skilled 30 Semi-skilled 40 40 00 40 40 00 40 40 Special Allowance = 1615. 5025. 2730. 1615. 4645. + = + = + = 00 40 40 00 40 40 00 40 40 2830. 3030. 4545. 1615. 4545. 3410. 1615. 5539. 1239. 3810. 4445. 3310. 3530. 6039. 1615. 4345. 1615. 5325. + = + = + = 00 40 40 00 40 40 00 40 40 3910. 3130. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1239 5300. 2830.40 3030. 1239. 5125. 1615. 5239. + = + = 00 00 00 00 00 00 Special Allowance = 869.40 4110. 1615. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1615. 1615. 5225. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 2930. 1239. 4345. 1615. 1615. 4445. 5425. 1615. 1615. 5625. 1615. 1615. 6539. 1615. 1615. 4445. 4745. 3230. 3510.40 3930. 5725. 5145. + = + = + = 00 40 40 00 40 40 00 40 40 4010.40 ------------- --- --- --- --- --- --- Un-skilled Laundry Skilled 31 Semi-skilled --- --- --- --- --- --- Un-skilled Liquor Industries Skilled 32 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Oil Mill Skilled 33 Semi-skilled --- --- --- --- --- --- Un-skilled Optical Frames --- --- --- 34 . 5045. 5545. 4645. + = + = + = 00 40 40 00 40 40 00 40 40 3730. 1615. 1615. 1615. 4000. 4500. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1615. 3710. 1615. 5000. 1239. 4925. 2630. 1239. + = + = 00 00 00 00 00 00 4300. + = + = 00 00 00 00 00 00 4800. 5345. 1615. 2930. 4845. 3430. 3330. 4945. 2730. 1615. 1239. 3610. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 3830.

4200. 1615.2 5645. 869. 3340.4 3979.2 5623. 869. 5055.2 4845. 5355. 1615. 5200. 3010.2 5495.2 5723. + = + = + = 00 40 40 00 40 40 00 40 40 --- --- --- Semi-skilled --- --- --- Un-skilled Paints and Varnishes --- --- --- Skilled 35 Semi-skilled --- --- --- --- --- --- Un-skilled Paper & Paper Board Skilled 36 Semi-skilled --- --- --- Special Allowance = 523. 5700. + = + = + = 00 0 40 00 0 40 00 0 40 3110.4 4079.25 5300. 523. + = + = 00 00 00 00 00 00 --- --- --- --- --- --- Un-skilled Plastic --- --- --- Skilled 37 Semi-skilled --- --- --- --- --- --- Un-skilled Poha/ Kurmura 38 Skilled --- --- --- --- --- --- . 2910. 1615.4 3879.4 3779.2 6145. 5900. 523. + = + = + = 00 5 25 00 5 25 00 5 25 5100.2 4995. 3540. 5555.2 6223. 5150.40 3940. 845. 523.4 3979. 5639. 3110. 845. 4150. 869. + = + = + = 00 40 40 00 40 40 00 40 40 3740.4 3779. 5355. + = + = + = 00 40 40 00 40 40 00 40 40 3840.2 5845. 1615. 3740. + = + = + = 00 0 40 00 0 40 00 0 40 3010. 845. 3440. 4500. 523. + = + = + = 00 5 25 00 5 25 00 5 25 4300. 869. 4650.Skilled 3210.2 5345. 845. 4700.25 6100. 523.2 6123. 869. 523. 4000. 869. + = + = + = 00 5 25 00 5 25 00 5 25 Special Allowance = 845. + = + = + = 00 0 40 00 0 40 00 0 40 Special Allowance = 1615.2 6623. 1615. 2810. 3540. 845. 845.2 6423. 5155. + = + = + = 00 5 25 00 5 25 00 5 25 4800.4 3879. 5255. 4900. 1615. 2910. 1615. 3640. 4955. 869. 5155. + = + = + = 00 5 25 00 5 25 00 5 25 Special Allowance = 1239 4400. 5000.4 3879. 1615. + = + = + = 00 5 25 00 5 25 00 5 25 5600. 5439. 1239. 523. 845. 3010.2 5923. 869. 1615. 523.2 5423.4 3679.2 5995. 523.2 5145. 845. 1239. 845. 5400. 869.2 5223. 5455.

0 4569. 4769.0 4569.0 4569. 3498. 200.0 3198. 3418. + = + = + = 0 00 00 0 00 00 0 00 00 250. 3448.0 4569.0 3198.0 4569. + = + = + = 0 00 00 0 00 00 0 00 00 240. 4869.0 3198. 4869. 140. + = + = + = 0 00 00 0 00 00 0 00 00 --- --- --- Skilled B --- --- --- Semi-skilled --- --- --- Un-skilled --- --- --- Manager --- --- --- Accountant 39 Clerk (b) Powerloom s Skilled A --- --- --- --- --- --- Special Allowance = 3198. 3548.0 4569. 4769. + = + = + = 0 00 00 0 00 00 0 00 00 350. 4919. 3468. 3338. 3438. 1239. 200.0 4569. 4819. 1239. 220.0 3198. 4839.0 4569. 1239. 4719. 250.0 3198. + = + = + = 0 30 30 0 30 30 0 30 30 270.0 3198. 4819.0 4569. 3428.184/.0 3198. 1239. + = + = + = 0 30 30 0 30 30 0 30 30 350.0 3198. + = + = + = 0 00 00 0 00 00 0 00 00 230. 4769.0 3198. 190. 4839.184/. 250. + = + = + = 0 30 30 0 30 30 0 30 30 --- --- --- Skilled B --- --- --- Semi-skilled --- --- --- Un-skilled --- --- --- Manager --- --- --- . 4819. 5039. 140.0 4569. 4699. 250. + = + = 00 00 00 00 00 00 --- --- --- Un-skilled (a) Powerloom s Skilled A --- --- --- Special Allowance = 4569 (Employees who are paid Rs. 4759.0 3198.0 4569.0 3198. 4789. + = + = + = 0 30 30 0 30 30 0 30 30 240. 3398. 4819. 3600. 130. 300. 200. 4709.0 3198.0 4569. 4869. 3378.0 3198. 170.0 4569. 220.0 4569. + = + = + = 0 30 30 0 30 30 0 30 30 230. 170.0 4569. 200.0 4569. 3368.0 4569. 3328. 4749.0 4569.0 3198.30 (Employees who are paid less than Rs. 5289. 250. 4050.as basic wages) 300. + = + = + = 0 00 00 0 00 00 0 00 00 270. + = + = + = 0 00 00 0 00 00 0 00 00 300.0 4569. 3448. 250.above basic wages) 300. 3498.0 3198. 190.0 4569.Semi-skilled 4250.0 4569. 3388. + = + = 00 00 00 00 00 00 3800. 180. 130. 5489. 150. 300. 4809. 4739. 4799. 180.

+ = + = + = 00 40 40 00 40 40 00 40 40 4500. 200. 796. 3398. 3000. 3275. 5333.0 3198. 4933. 150.0 3198. 6739. 6215. + = + = + = 00 60 60 00 60 60 00 60 60 3300. 1615. 1615. 4683. 796.4 4396. 5815. 4733. 1615. 3350. 3700. 1733.60 3900. 1733. 3498. 3448. 5500.4 4296. 6015.4 4196. 1615. 3600. 1615. 796. + = + = + = 00 60 60 00 60 60 00 60 60 3600. 3398. 796. 1733. 5315. 1239. + = + = + = 00 0 40 00 0 40 00 0 40 --- --- --- Clerk Potteries --- --- --- Skilled 40 Semi-skilled --- --- --- --- --- --- Un-skilled Premises wherein Buffaloes or Cows are kept 41 Skilled --- --- --- Special Allowance = 1733. + = + = + = 00 40 40 00 40 40 00 40 40 4400. 3200. 796. 4200. 6939. 250. + = + = + = 00 0 40 00 0 40 00 0 40 3500. 5215. 3550. 3500. 3550.4 4346. 5633. 796. 5008. 796. 3448.Accountant 300.4 4496. 1733. 1733. 1733. + = + = + = 00 60 60 00 60 60 00 60 60 Special Allowance = 1615. 796. + = + = + = 00 40 40 00 40 40 00 40 40 --- --- --- Semi-skilled --- --- --- Un-skilled Printing Press --- --- --- Skilled 42 Semi-skilled --- --- --- --- --- --- Un-skilled Public Motor Transport Skilled -A --- --- --- Special Allowance = 1239 43 5700.0 3198. 1615.0 3198. 6115.4 3996. 1239. 4433. 796. 4100. 1733.4 4146. 4300. 5033. 5915. + = + = + = 0 30 30 0 30 30 0 30 30 250. 2700. 5283. 200.0 3198. 1615. 3400.40 3900. + = + = + = 0 30 30 0 30 30 0 30 30 Special Allowance = 796.4 4546.4 4696. 3200. 5715. 1615. 3750. 1615. 2950.40 4600. 5115.0 3198. + = + = + = 00 0 40 00 0 40 00 0 40 3700. 3600. 1733. 1733. + = + = 00 00 00 00 00 00 --- --- --- . 3348.

5675. 1239. 1239.B 5500. 1239. 1239. 5275. + = + = + = 00 40 40 00 40 40 00 40 40 4060. 4200. 1615. 1615. 6339. 1239. 3760. 1239. 1615. 5339. 3600. 5775. 1615. 1239. 1239. 3600. 4000. 4555. 1615. 1239. 4855. 3700. 3860. 6539. 5239. 1239. 5575. 1239. 3660. 4100. 5100. 5300. 4060. 5039. + = + = 00 00 00 00 00 50 Special Allowance = 1239 4300. 5639. 1239. 5339. 4939. 1239. 5355. 1615. 5439. 5675. 5439. Flour or Dal Mill Skilled 45 Semi-skilled --- --- --- Un-skilled Rubber Balloon Skilled 46 Semi-skilled --- --- --- --- --- --- Un-skilled Rubber Industry --- --- --- 47 . + = + = 00 00 00 00 00 50 3800. 1239. + = + = 00 00 00 00 00 50 4100. 5575. 1239. 3960. 1615. + = + = 00 00 00 00 00 00 5300. 5839. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1239 4600. 1239. 5039. + = + = + = 00 00 00 00 00 00 00 00 00 3800.C --- --- --- Semi-skilled --- --- --- Un-skilled Readymade Garments Skilled 44 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Rice. + = + = 00 00 00 00 00 00 Special Allowance = 1615. 3900. + = + = + = 00 40 40 00 40 40 00 40 40 3960. + = + = + = 00 00 00 00 00 00 00 00 00 Special Allowance = 1173 --- --- --- Skilled . 5139. + = + = 00 00 00 00 00 00 4600. 1239. 5539. 1615. 3900. + = + = 00 00 00 00 00 00 4200.40 4160. 5175. + = + = + = 00 00 00 00 00 00 00 00 00 4100. 1239. 1615. 1239. 4839. 5039.Skilled . 1239. 1239. 5375. 6739. 4400. 5839. 4400. 1239. 1239. 5339. 3800. 3560. 6539. 5475.

1532. 845. + = 00 50 50 ------------------------- --- --- --- Semi-skilled --- --- --- Un-skilled Saw Mills Skilled 48 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Seepz --- --- --- Skilled 49 Semi-skilled --- --- --- --- --- --- --- --- --- --- --- --- Un-skilled Shops & Commercial Establishme nts Skilled --- --- --- --- --- --- --- --- --- Special Allowance = 491. 3540.4 6291.4 5591. 1173. 1615.4 4891. + = + = + = 00 5 25 00 5 25 00 5 25 4900. 845. + = + = + = 00 0 40 00 0 40 00 0 40 5400. 5200.4 5491. 4000. 4273. 845. 4500. 6532.4 5291. 845. 845.2 4845. 5100. 3300. + = + = + = 00 00 00 00 00 00 00 00 00 3200. 491. 4955.4 5191. 3150. 4523. 4173. 1173. 491. 845. 1173. + = 00 50 50 4500. + = 00 50 50 5000. 1173. 1532.40 3740. 5200. 3400. 491. + = + = + = 00 0 40 00 0 40 00 0 40 5000. 845.2 5745. 1173.2 6245. 491. 5000. 491. 4800. 1173.4 5691. 491. 1615. 3000. 845.4 5891. 845. 4700.2 6045. 1173. 1615.2 5545. 4573. 4373. + = + = + = 00 0 40 00 0 40 00 0 40 Special Allowance = 1615. 3250. 6032. 3100.40 50 5800. 4423. 5500. 1532.2 5845.2 5245.Skilled 3500. + = + = + = 00 00 00 00 00 00 00 00 00 3350.50 5500. 1173. 4200. + = + = + = 00 00 00 00 00 00 00 00 00 Special Allowance = 845. 5355. 1173. + = + = + = 00 5 25 00 5 25 00 5 25 Special Allowance = 1532. 491.2 5345. 7032. + = + = + = 00 40 40 00 40 40 00 40 40 --- --- --- Semi-skilled --- --- --- Un-skilled Soaps & Cosmetics 51 Skilled --- --- --- --- --- --- . 4700. 4673. + = + = + = 00 5 25 00 5 25 00 5 25 4400.25 5400. 4400. 5155.4 5991. 4473.2 5045. 491. 3340. 4323. 491.

+ = + = 00 0 50 00 0 50 Special Allowance = 1615. 5055. 1615.2 5550. 3440. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 885. 5255. 4550. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1170. 1615.2 5250. 5200. 1170.50 5500.5 6385.5 6085. 1615. 885.5 5685. 3240. + = + = 00 75 75 00 75 75 Special Allowance = 950. 1170. 1170. 4920. 4755. 950. 4955. + = + = 00 75 75 00 75 75 4250. 3640. 1615. 1615. 3140. 4800. 5055. 885. 5055. 5155. 4300. 4300. 885. 885. + = + = + = 00 5 25 00 5 25 00 5 25 Special Allowance = 1615.5 5885. 1615. 5720. 4855.40 3840.5 5385. 5355. 1170. 885. 1615.75 4750. 1615.5 5185. + = + = + = 00 40 40 00 40 40 00 40 40 3740.Semi-skilled 3640. 4955. 1615. 4050. 1615. 3440. 5920. 5420. + = + = + = 00 40 40 00 40 40 00 40 40 3640. 950. 1615. 4450. 1170. 1615. 1615. 3440. 3340. + = + = 00 0 50 00 0 50 5000. 5255. + = + = + = 00 40 40 00 40 40 00 40 40 3540. 5255. + = + = 00 0 50 00 0 50 4500. 3750. + = + = 00 75 75 00 75 75 3950. 3340. 950.40 --- --- --- Un-skilled Silver Industry Skilled 52 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Steel Furnitures Skilled 53 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Stone Breaking Skilled 54 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled Sweeper & Scavengers 55 Full time Tanneries & Leather --- --- --- --- --- --- 56 . 5220.2 5400. 5155. 4855. 3540. 5455.25 4600. 5120. 1170. 885. 3240. 1615.

5915. 1615. 2070. 6139. + = + = + = 00 00 00 00 00 00 00 00 00 2070. 1615. 3900. 6015. 4515. 1182. 5439. 4200. 2800. 6115. 1182. 3252. 3000. 1239. + = + = + = 00 00 00 00 00 00 00 00 00 2270. 4715. 2952. 4615. 3052.40 4500. 5615. + = + = + = 00 00 00 00 00 00 00 00 00 Special Allowance = 1239 5500.Skilled 3400. 1615. 5815. 4400. 3252. 1615. + = + = + = 00 00 00 00 00 00 00 00 00 Special Allowance = 1615. 3200. 1670. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1182 2270. 5715. 4815. 1239. 6739. 4000. + = + = + = 00 40 40 00 40 40 00 40 40 4300. + = + = + = 00 00 00 00 00 00 00 00 00 4800. 3152. 6039. 3252. 1615. 1615. + = + = + = 00 40 40 00 40 40 00 40 40 3200. 2070. 4915. + = + = + = 00 40 40 00 40 40 00 40 40 3300. 3352. 4500. 3052. 6439. 1615. 1615. 1239. 5915. 4100. 1615. 1239. 1615. 1870. 5515. 1239. 1239. 4200. 3100. 1182. 3452. 1615. 1182. 6339. 2852. 1615.40 --- --- --- Semi-skilled --- --- --- Un-skilled Utensils Skilled 57 Semi-skilled --- --- --- --- --- --- --- --- --- Un-skilled --- --- --- Village Panchayat Clerical Staff 58 Skilled Semi-skilled Un-skilled Watch Straps Skilled 59 Semi-skilled --- --- --- --- --- --- Un-skilled Wooden Furniture --- --- --- 60 . 4300. 6039. 4500. 1182. 4415. 4900. + = + = + = 00 00 00 00 00 00 00 00 00 5100. 4800. 5739. 4615. 1182. 1615. 5200. 6015. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 1615. 1182. 3452. 1615. 1615. 3052. 3000. 1239. 1239. 1182. + = + = + = 00 40 40 00 40 40 00 40 40 4400. 4815. 1182. 1239. + = + = + = 00 00 00 00 00 00 00 00 00 2170. 1182. 1770. 1615. 1870. 1970. 1182. 1615. 2900. 5015. 1182. 5739. 1870.

4825. + = + = + = 00 40 40 00 40 40 00 40 40 2940. 1615. 4155. 4655. 2740. 4000. 6272. 5272. 4355. 5272. 6772. 4255. 1615. 1272. 4455. 4925. + = + = + = + = 00 36 36 00 36 36 00 36 36 00 36 36 Semi-skilled . 1615. 1272. 1615. 1615. 1615. 1615. 3500. + = + = + = 00 40 40 00 40 40 00 40 40 --- --- --- Semi-skilled --- --- --- Un-skilled Wooden Photo Frames Skilled 61 Semi-skilled --- --- --- Special Allowance = 1615. 2840. 5000.30 --- --- --- --- --- --- Un-skilled Tobbaco (Bidi) --- --- --- 62 Vita & Kaule Industry 63 (Brick & Roof Tiles Manufactur ing) Special Allowance = 933 Name of Sr the . 4772. 4500. + = + = + = + = 00 36 36 00 36 36 00 36 36 00 36 36 5000.Skilled 3610. 4355. 3310. 4555. 5025. 1272. 5225. 2640. + = + = + = 00 40 40 00 40 40 00 40 40 3510. t Cinema Exhibition Skilled Total Minimum Wages Per Month (in Rs) Multiplex Basic Pay + Special Allowance=Total Zone I Basic Pay + Special Allowance=Total Zone II Basic Pay + Special Allowance=Total Touring Talkies Basic Pay + Special Allowance=Total 64 Special Allowance = 1272. Scheduled N Employmen o. 1615.36 5500. + = + = + = 00 40 40 00 40 40 00 40 40 Special Allowance = 56. 4000. 4555. 2540. + = + = + = 00 40 40 00 40 40 00 40 40 3040. 3210. 2940. + = + = + = 00 40 40 00 40 40 00 40 40 3410. 1615. 5772. 1272. 1272. 1615. 1272. 1615. 4925. 5025. 1615. 4500. 1615. 2740.40 3140. 3310. 1615. 5125. 5772. 1272. 1615. 6272. 4755. 3510. 1272. 1615. 3410. 1615. 5025. 5125. 1615. 3410.

4000. 3000. 5772. 1272. 1272.Un-skilled 4500. 4772. 5272. + = + = + = + = 00 36 36 00 36 36 00 36 36 00 36 36 . 1272. 3500. 1272. 4272.