VTP – Mother Teresa Nursing School

VTP Details.

About Us

A motto to fill the wide gap in Nursing Strength compared to its emerging demand in Bihar as well as across India.

Student Life

Events, programs, and services that encourage student involvement in the campus

Background

The need for giving emphasis on the Skill Development, especially for the less educated, poor and out of school youth has been highlighted in various forums. The skill level and educational attainment of the work force determines the productivity, income levels as well as the adaptability of the working class in changing environment. Large percentage of population in India is living below poverty line. One of the important causes is lower percentage of skilled persons in the workforce

The skill development at present is taking place mostly in the informal way, i.e. persons acquire skill at the work-place when they help their parents, relatives and employers etc. Such persons do not have a formal certificate and thus earn lower wages and are exploited by employers. They have come through informal system due to socio-economic circumstances of the family and the compulsions of earning a livelihood rather than attending a formal course. While their productivity is low, their contribution to the national GDP cannot be ignored. If the country can create a system of certification which not only recognizes their skills but also provides education and training in a mode that suits their economic compulsions, it will not only benefit the workforce to earn a decent living but also contribute to the national economy by better productivity of this workforce.

Another related problem to be tackled is large number of students drop outs (About 63% of the school students drop out at different stages before reaching Class-X).

Framework for skill development based on MODULAR EMPLOYABLE SKILLS (MES)‟ :-

Very few opportunities for skill development are available for the above referred groups (out of school youth & existing workers especially in the informal sector). Most of the existing Skill Development programmes are long term in nature. Poor and less educated persons can not afford long term training programmes due to higher entry qualifications, opportunity cost etc. Therefore, a new frame work for Skill Development for the Informal Sector has been evolved by the DGET to address to the above mentioned problems.

The key features of the new frame work for skill development are:-

Demand driven Short term training courses based on modular employable skills decided in consultation with Industry.
Flexible delivery mechanism (part time, weekends, full time).
Different levels of programmes (Foundation level as well as skill upgradation) to meet demands of various target groups.
Central Government will facilitate and promote training while Vocational Training (VT) Providers under the Govt. and Private Sector will provide training.
Optimum utilisation of existing infrastructure to make training cost effective.
Testing of skills of trainees by independent assessing bodies who would not be involved in conduct of the training programme, to ensure that it is done impartially.
Testing & certification of prior learning (skills of persons acquired informally).
The Short Term courses would be based on „Modular Employable Skills (MES)‟.

The concept for the MES is :-

Identification of „minimum skills set‟ which is sufficient to get an employment in the labour market.
It allows skills upgradation, multiskilling, multi entry and exit, vertical mobility and life long learning opportunities in a flexible manner.
It also allows recognition of prior learning (certification of skills acquired informally) effectively.
The modules in a sector when grouped together could lead to a qualification equivalent to National Trade Certificate or higher.
Courses could be available from level 1 to level 3 in different vocations depending upon the need of the employer organisations.

MES would benefit different target groups like :-

Workers seeking certification of their skills acquired informally.
Workers seeking skill upgradation.
Early school drop-outs and unemployed.
Previously child labour and their familly.
Breach attract for disciplinary action.

Age of Participants :-

The minimum age limit for persons to take part in the scheme is 14 years but there is no upper age limit.

Curriculum Development :- Process :-

Following procedure is used for developing course curricula :-

Identification of Employable Skills set in a sector based on division of work in the labour market.
Development of training modules corresponding to skills set identified so as to provide training for specific & fit for purpose.
Organization of modules in to a Course Matrix indicating vertical and horizontal mobility. The course matrix depicts pictorially relation among various modules, pre requisites for higher level modules and how one can progress from one level to another.
Development of detailed curriculum and vetting by a trade committee and by the NCVT.

(Close involvement of Employers Organizations, State Governments, experts, vocational training providers and other stake holders is ensured at each stages).

Development of core Competencies :-

Possession of proper attitudes is one of the most important attribute of a competent person. Without proper attitudes, the performance of a person gets adversely affected. Hence, systematic efforts will be made to develop attitudes during the training programme.

The trainees deal with men, materials and machines. They handle sophisticated tools and instruments. Positive attitudes have to be developed in the trainees by properly guiding them and setting up examples of good attitudes by demonstrated behaviors and by the environment provided during training.

Some important core competencies to be developed are:-

Safety consciousness and safe working practices
Care of equipment and tools
Punctuality, discipline and honesty
Concern for quality
Respect for rules and regulations
Concern for health and hygiene
Cordial relationship and Cooperation with co-workers and team Work
Positive attitude and behavior
Responsibility and accountability
Learn continously
Communication Skills
Concern for environment and waste disposal

Following competencies should also be developed during level-II and higher courses:

Ability for planning, organizing and coordinating
Creative thinking, problem solving and decision making
Leadership
Ability to bear stress
Negotiation

Duration of programmes :-

Time taken to gain the qualification will vary according to the pathway taken and will be kept very flexible for persons with different backgrounds and experience. Duration has been prescribed in hours in the curriculum of individual module, which are based on the content and requirements of a MES Module. However, some persons may take more time than the prescribed time. They should be provided reasonable time to complete the course.

Pathways to acquire Qualification :-

Access to the qualification could be through :-

An approved training programme; OR
A combination of an approved training programme plus recognition of prior learning including credit transfer; OR
The recognition of prior learning that provides evidence of the achievement of the competencies for the qualification.

Methodology

The training methods to be used should be appropriate to the development of competencies. The focus of the programme is on “performing” and not on “Knowing”. Lecturing will be restricted to the minimum necessary and emphasis to be given for „hands on training‟.

The training methods will be individual centered to make each person a competent one. Opportunities for individual work will be provided. The learning process will be continuously monitored and feedback will be provided on individual basis.

Demonstrations using different models, audio visual aids and equipment will be used intensively.

Instructional media packages :-

In order to maintain quality of training uniformly all over the country, instructional media packages (IMPs) will be developed by the National Instructional Media Institute (NIMI), Chennai.

Assesment

DGE&T will appoint assessing bodies to assess the competencies of the trained persons. The assessing body will be an independent agency, which will not be involved in conducting the training programmes. This, in turn, will ensure quality of training and credibility of the scheme. Keeping in view the target of providing training/testing of one million persons through out the country and to avoid monopoly, more than one assessing bodies will be appointed for a sector or an area.