Post on 04-Apr-2018
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TRAININGHANDBOOK
2011
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TABLE OF CONTENT S
Page
Brief History and Overview 2
Vision, Mission and Values 3
PSC Training Division Pledge 4
General Training Policies 5
Training Division Faculties 10
Workforce Training & Development Braod Program Categories 13
Senior Executive Services Leadership Programs 17
GTC Management Development Training Programs 19
Summary of 2011 GTC Scheduled Courses 28
2011 Training Teams 37
In House Decentralized Courses 38
Training Courses run by other Ministries & Departments 39
In service Training 40
Appendice
Appendix I PSC Training Nomination Selection & Analysis Form 44
Appendix II Transfer Evaluation 49
Appenndix III Colombo Staff College For Technical Education 52
Appendix IV Service Exams Application Fom 57
Appendix V PSC Scholarship Form 59
Appendix VI In Application for In - service Awards 61
Appendix VII Public Service Values and Code of Conduct 64
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THE PSC TRAINI NG DIV ISION
BRIIEF HISTORY AND OVERVIEW
For over forty-two years, the Training Division of the PSC has provided training
opportunities to all cadres of civil servants and members of the public.
Staff training and development in the Public Service has grown and diversified, due in
part to friendly governments, international and regional organizations and other donor
agencies.
The PSC Training Division works in partnership with the Fiji Training and ProductivityCentre (FT&PC), the University of the South Pacific (USP),Fiji National University (FNU),
the University of Fiji (UOF), other national Training Providers and Government agencies
to provide professional training that is practical, suitable and up to date.
In addition, the Scholarship Unit of PSC, a section of the Training Division, is responsiblefor implementing Governments scholarship policy for pre-service and in-service
recipients.
ROLE AND OBJECTIVES
The Public Service Commission under Part 3 Subsection II (I) part (e) of the Public
Service Act, 1999 is vested with the authority and responsibility for the training functions
in respect of the Public Service. Its Training Division undertakes these responsibilities.
In order to improve and upgrade job performance of public servants, the Training Division
carries out a systematic process of training to:
improve the job performance of individuals through building and developing their
skills, knowledge and behaviors;
assist individuals in reaching their personal and professional goals; and
support public servants, departments and agencies to build the capabilities of the
Fiji public service it requires now and into the future.
Education's pur pose is to rep lace an em pty mind w ith an open
one.
[M a lc o lm Fo rb es]
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PUBLIC SERVICE COMMISSION VISION AND MISSION
PSC TRAINING DIVI SION STAT EMENTS
In addition to the Public Service Values stipulated in the Public Service Act 1999
Part 6 Section 4, the Training Division will also foster following values:
VISION
TO BE THE ICON OF INTEGRITY
AND EXCELLENCE IN THE
PUBLIC SERVICE
MISSION
TO CHAMPION
PROFESSIONALISM AND
PRODUCTIVITY BYPROMOTING QUALITY
TRAINING ANDDEVELOPMENT FOR THE
VALUES
RESPECT FOR CLIENTELE
PROFESSIONALISM INNOVATION & CONTINUOUS IMPROVEMENT
QUALITY HUMAN RESOURCE DEVELOPMENT
EXEMPLARY SERVICE
MISSION
TO CHAMPION SERVICE EXCELLENCE
AND INCULCATE A CULTURE OF
INNOVATION THAT PROMOTES
PRODUCTIVITY IN THE PUBLIC SERVICE
VISION
EXCELLENCE &
PROFESSIONALISM IN TOTAL
QUALITY TRAINING AND
DEVELOPMENT
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PSC TRAINING DIVISION PLEDGE
Visionary Leadership
Our PSC Training Divisional leaders will set directions and create a customer
focus, clear and visible values and high expectations for all its stakeholders. They
will create systems and methods for achieving excellence, stimulating innovationand building knowledge and capabilities that will help guide all activities and
decisions.
Organizational and Personal Learning
We will provide a well-executed approach to organizational and personal learning
that will include both continuous improvement to existing approaches and
adaptation to change, leading to new goals and/or approaches that will be aligned
to the organizations needs.
Value Employees and Partners
We will value employees by committing to their satisfaction, development and well
being. This will involve more flexible, high performance; work practices tailored to
employees with diverse work place and home life needs.
Accountability
We will be accountable for our actions and responsibilities in compliance with
standing instructions
Ethical Practice
We will act in an ethical manner at all times to maintain customer confidence.
Excellent Service
We will strive to maintain excellent service with stakeholders.
Respect for Customers
We will treat all our customers fairly and with utmost importance.
Professionalism
We will at all times perform in a competent and professional manner
Inspire by Examples
We will uphold the PSC Values and Code of Conduct in high esteem.
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GENERAL TRAINING POLICIES
This section will briefly detail some important training policies which Ministries and
Departments are requested to assist the Public Service Commission in implementing.
A. ATTENDANCETRAININGCOURSES: Ministries/Departments should systematically analyse and
determine training needs to ensure that officers benefit from thecourse they attend. Officers may be nominated again for the
same or similar refresher course after 5 years to keep them
informed of existing and new developments.
Training opportunities should be equitably distributed to as many
officers as possible within a Ministry/Department and allessential training records should be kept for each officer so
trained.
Officers approved to attend training programs are required to
attend the full training program. Failure to meet this requirement
shall result in the forfeiture of certificates. Officers who fail toattend training an approved training program are required to
submit a written explanation to the Director Training on the
reason for their absence. Failure to meet this requirement shallprohibit the officer from consideration for any other training
program for a period of six (6) months.
Prior approval of PSC must be sought before any officer is
released to attend conferences, congress, seminars, workshops
or other similar activities. This applies to local as well asoverseas programs.
The practice of making direct approaches to aid donors and
foreign embassies for any training, scholarships and overseastravel grants is most unsatisfactory and must cease. All requests
for overseas training or visits must first be cleared with the Public
Service Commission to ensure that training activities are well
coordinated and consistent with Governments overall human
resource development policy. Informal enquiries however withpotential donor agencies may be carried out, but no specific
commitment as to the choice of candidates must be made,particularly where the officers concerned belong to the general
administrative cadre.
If you w ant to be
listen ed to, you
should put in time
listening.
(Amer ican Marge
Piercy)
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B. BONDING: The Governments revised bonding policy is covered in the
PSC circular No.19/90. Ministries/Departments will continue tobe responsible for all bonding arrangements for their officers
on training/studies either locally or abroad.
The bonding policy requires that:
Any officer who proceeds on training under Government
sponsorship or external sponsorship channeled throughGovernment will continue to be bonded according to PSC
Circular 19/1990;
Any officer who proceeds on training for eight (8) weeks or more
must be bonded;
If the duration of training is between eight (8) weeks and one(1) year, the officer shall be bonded for a minimum period of one
year;
If the period of training is more than one (1) year, the officershall be bonded for the actual length of training but it shall not
exceed a maximum period of six (6) years;
Six (6) bond forms are to be completed by the trainee of which
two (2) are to be sent to PSC; one (1) to be retained by the
Ministry/Department; the other three (3) to be retained each by
the bondee and guarantors;
There shall be two (2) guarantors none of which shall be the
spouse of the bondee; and
Any bondee who does not complete serving his/her bond shall
be required to pay the outstanding amount of the bond.
GO 903 is relevant and provides that any officer who undertakes
a course of instruction, attachment or visit, shall make a report induplicate in accordance with the form prescribed by the PSC,
copies of which may be obtained from that office. One copy
shall be forwarded to the PSC and one retained by the Officersdepartment.
Progress comes
from the intelligentuse of experience
Elbert Hubbard
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All training activities in the Service should be systematically
done in line with the requirements of the NTPC Levy &Grant Scheme. This will ensure effective training and
maximum grant claim and refund to Government.
Ministries/ Departments are to pay particular attention to
the important requirements listed below and are to liaise
closely with PSC Training Division on the issues.
The Fiji National Training (FNT) Act requires that each
employer shall pay to NTPC the amount equal to 1% of the
total gross wages/salaries in respect of all employeesoccupying leviable posts.
The Public Service Commission is responsible for the
calculation and payment of NTPC Levy in this exercise by
properly submitting accurate Personal Emolument Figures
in respect of all leviable employees every year. Ministries
and Departments are required to keep and update records
for all leviable and non-leviable positions provide relevant
information to PSC when required.
Under the same Act, PSC will claim training grants annuallyfrom NTPC for all training conducted in the Service. The
assistance and support of every Ministry and Department in
this vital exercise is needed in adhering to essential NTPC
requirements:
Officers involved in training activities should be registered
with the NTPC. Request for training of trainers for possible
registration should be submitted to PSC as soon as an
officer assumes training responsibility. Ministries and
Departments should keep a register for all registered and
unregistered Training Instructors and Training Officers.
Ministries and Departments should submit an up-dated list
of all registered training officers/instructors to PSC by
January of each year.
NTPC
REQUIREMENTS
PERSONALEMOLUMENTS
FIGURES
NTPC GRANTCLAIM
(a) Registration of
Training Staff
(b)Training Needs
Analysis (TNA)
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Heads of Department should ensure that a Training
Nomination/Selection and Analysis form is properly
completed for each officer and kept in the officers file. The
forms should list in advance all aspects of training the
officer needs in that particular post. These completed forms
will be inspected by PSC and NTPC staff regularly.
Specimen form is at Appendix I. The needs analysisshould also relate to Section V of the officers annual
confidential report.
All Ministries/Departments conducting their own in-house programmes (on-the-job/off-the-job) are requiredto submit their Training Plans to PSC Training
Divisionfor the next year by 15thNovember each year.
PSC will then forward to TPAF a Master Training Plan for
the Service for their approval.
Ministries and Departments should develop, maintain andkeep records of all departmental training facilities and
equipment. An updated list of these to be submitted toPSC by the 31st of February every year.
All training should be based on identified needs and officers
selected for any training must have those needs listed in
their Training Nomination/Selection and Analysis Sheet.
All nominations for in-service training should always be
accompanied by fully completed Training Nomination/
Selection and Analysis form. It should be noted that trainingopportunities are limited due to scarcity of funds and staff
constraints; therefore selection of trainees will be based on
the most meritorious and urgent needs.
Ministries and Departments should keep accurate records
of all training activities executed to include names of
trainees, positions, course, location, dates, and training
officer/instructor.
Each Ministry/Department is required to submit monthly
returns of all in-house training activities (on-the-job and off-
the-job).
Ministries and Departments are also required to keep a
record of all officers that attend training coordinated by PSC
Training Officers.
(c)Departmental
Training Plan
(d)Training Facilities
(e) Formal Selection
(f) Training Records
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Ministries and Departments should note and give
compulsory emphasis in the training of their departmental
officers on Induction, Occupational Health and Safety
(OHS), Employee Relations and Management and
Supervisory Development courses. PSC Training Officers
have been assigned certain Ministries and Departments to
look after and they will assist in the conducting of thesecourses. All Ministries & Departments have been assigned
a desk officer at the Training division and these officers will
become the focal point.
To uphold the professionalism of the service, all
participants at training courses must wear decent and
respectable clothes.
All training personnel and course participants are reminded
that no multi-coloured shirt (Bula), Jeans, flip-flops, etc. for
males and multi-coloured tops or dresses and miniskirts forfemales is to be worn during courses. It is preferred that
males wear light plain white or coloured shirts with trousers
or sulu and for females plain white or coloured tops,
dresses, long skirts etc. during courses. This is to uphold
the professionalism of the service.
PSC has scheduled a number of courses for GWE staff
because of their contribution to the attainment of the
Outputs in the Corporate Plan of their Ministries andDepartments. PSC will not be able to train all of GWEs and
Ministries and Departments are requested to assist in other
areas of training.
(g) Special Courses
(h) Dress Code
Training Programmesfor Government WageEarners (GWE)
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TRAINING DIVISION FACULTIES
The Training Division is divided into three faculties:
UNIT 1
Stream 1 - Workforce Training and Development
The stream is responsible for the:
conduct of CTD training programs to officers at and below SS02 grade or
equivalent; and
facilitation of the in-house training courses organised by Ministries/Departments
Stream 2 - NTPC/SES. The stream is responsible for:
Administration of the Senior Executive Services (SES) training programs.
administering the TPAF Levy and Grant Scheme;
carrying out Training Needs Analysis (TNA) service wide coordinating In-country Training programs sponsored by donor Governments/
agencies;
compiling Monthly and Annual CTD ReportsStream 3 - Research and Development
undertaking training research and development work;
formulation of the PSC Training Plan and the compilation of the annual TrainingHandbook and administering the CTD Library
STAFF OF WORKFORCE TRAINING AND DEVELOPMENT (UNIT 1)
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UNIT 2
In-Service Training Unit
This unit is responsible for the:
administration of all short-term and long-term local in-service training of
government employees at USP, FNU, UoF;
administration of all short-term and long-term overseas in-service training
undertaken by government officers only;
conduct of Serviceexaminations; and
provision of Secretariat support to the Public Service Training and
Examinations Board.(PST&EB)
provision of support services for training activities
STAFF OF IN - SERVICE TRAINING (UNIT 2)
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UNIT 3 - Workforce Planning and Scholarship Unit
This unit is responsible for the:
provision of Secretariat support to the Fiji Government Scholarship Committee
administration of the Cost Sharing Schemes
administration of the Student Loan Scheme
facilitate scholarship expositions and awareness programs; and
administration of the pre-service scholarships for local institutions like USP,
FNU and Overseas awards.
Administration of the loan recovery payments
STAFF OF WORKFORCE PLANNING AND SCHOLARSHIP (UNIT 3)
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WORK FORCE TRAIN IN G & DEVELOPMENT BROAD PROGRAM
CATEGORIES
The PSC Training programs are divided into 3 broad categories:
A. SENIOR EXECUTIVE SERVICES [SES] PROGRAMS
The programs offered are designed for SES levels i.e. SS01 level or equivalent and
above. The programs focus on strengthening and enhancing leadership skills and
competencies of offices at that level.
B. CTD SCHEDULED COURSES
There are three streams of CTD scheduled course:
i). Management/Supervisory Development Programs
The programs offered are designed for front-line managers of all cadres. The
programs dwell on techniques of supervision and systematic organization as a basis
for higher returns.
ii).Support Staff Programs
The programs offered are aimed at all officers in the basic levels of occupational
classifications to enable them to understand important service requirements.
C. IN- HOUSE TRAINING PROGRAMS
These are some of the compulsory courses under the Fiji National Training (FNT) Actand are aimed at officers at middle management level and officers at the lower grades.
The programs are aligned/tailor-made to the requirements of the ministry/department.
PSC Training Division also offers a range of additional learning and development
opportunities and programs which include local in-service training programs,
correspondence courses and Service Examinations courses.
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SENIOR EXECUTI VE SERVI CES OF THE FIJ I PUBL IC SERVI CE
The Senior Executive Service is comprised of officials charged with leading the
continuing transformation of the Fiji Public Service and Fiji Government as a whole.
These leaders are expected to possess well-honed executive skills and share a broad
perspective of government and a public service commitment which is grounded in the
Constitution. The Public Service is committed to deliver results, and the SeniorExecutives drive those results. The most enduring legacy for the future of the Fiji Public
Service is the proper development of its Senior Executives. The ability of Senior
Executives to achieve results can be met by establishing a strong learning environment
that supports both initial and ongoing training and development of both current and
future leaders.
In view of this increasing emphasis on leadership, the time is right to recommit and
strengthen the Fiji Public Service to developing effective future leaders. The following
guidelines should assist our Senior Executives in carrying out their agency'smanagerial development responsibilities.
In planning for leadership development, agencies should ensure that the following
criteria are met:
Clear linkage to organizational strategy, goals, and values. Modifications are
needed to incorporate emerging trends and new requirements and to ensure
continued alignment.
Clear linkage to service-wide leadership competencies and Executive Core
Qualifications as well as agency-specific core requirements, to ensure the
training provided fosters a broad agency and service-wide perspective.
Top-level commitment as demonstrated by dedicating adequate resources, byensuring active involvement of higher-level officials in the development of their
managerial subordinates, and by serving as positive role models, mentors, and
teachers for leadership.
Integration with other related human capital management processes, such as
succession planning, talent management, and performance management.
Thorough training needs analysis based on an identification of competency gaps
and current mission or business goals and challenges.
Systematic evaluation of the extent of learning, its application, impact, andwhere feasible, its return on investment.
Agencies, at a minimum, incorporate the following components into their leadershipdevelopment approach:
Development of the objectives, methodology, content, and coverage of each
program or significant learning activity in accordance with basic instructional
design principles.
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Strategies for identifying potential leaders with options for management
nomination and for self-nomination.
Initial and periodic assessment of the leadership competencies of each
supervisor, manager, and executive, ideally with multiple sources of input.
Assessments should also be conducted for employees identified as potential
leaders.
Leadership development plans designed for the individual's level ofmanagement. Special attention should be paid to any periods of transition into
new roles and the continuing development of executives. Similar plans may be
developed for potential leaders.
Training for new supervisors and managers to ensure they have completed
development of basic supervisory skills, including communicating expectations,
and managing, evaluating, improving and rewarding employees' performance.
Ideally, training should be completed within six months of appointment to
supervisory duties.
Periodic agency program evaluations of training plans, including leadership
development programs, to determine how the plan or program accomplishes or
effectively promotes the agency's specific performance plans and strategic
goals.
A broad range of learning methodologies grounded in experiential/action-
oriented learning and relationship-based learning. This can include additional
assignments and responsibilities structured for development purposes, coaching
and mentoring assistance, action learning projects, simulations, case studies,
and other experientially oriented assignments. Further development can be
offered through appropriate educational opportunities and self-development or
professional development activities.
Appropriate use of technology in delivery of learning material, system support,
tracking, and measurement. In learning delivery, blended learning solutionsshould be considered.
Agencies should take into account the following best practices and special
considerations:
Facilitating learning through active involvement of the leader's supervisor,
coach, mentor, peer group, or management consultant.
Learning from feedback through such methods as multi-rater assessments,
organizational surveys, business simulations, and development-focused
assessment centers.
Learning activities that integrate individual learning with team or organizationallearning.
Structuring development challenges into future assignments. External rotations,
launching new initiatives, and managing turnaround organizations are examples
of excellent learning opportunities.
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Attention to Government-specific issues of concern, for example, procurement
integrity and ethical standards, or to areas of increasing responsibility, such as
managing employees with non-traditional career patterns or managing a multi-sector workforce.
Together, these policies and tools provide the foundation for a Government agency to
establish a highly effective leadership cadre for the present and the future.
Objectives are no t fate, they are d irection. They ar e not com ma nd s,
they are comm itments. They do not deter mine the future; they are
me an s to m obilize. re sour ces an d e ner gy
[Peter Drucker People and Perform ance]
DEPUT Y SECRETARIES OF VARIOUS GOVERNMENT MINISTRIES & DEP ARTMEN TS
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Leader ship is about m aking discern ing decisions for t he
best way forward in pr eserving peace and p rosperi ty as wel l
as a ddr essing the intellectual and op era tional challenges
present .
(Comm issioner Fusi Vave..Open ing of the Leader ship Tr aining
Programme)
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LEADERSHIP DEVELOPMENT PROGRAMS 201 1
The Senior Executive Services training program is established for the purpose of
addressing for the training needs of our Senior Executives in Government. These areofficers at US04 level or equivalent and above.
The programs have been designed to suit professional people searching for the skills
and knowledge essential to meet the demands of the changing work practices and
ethics that have been evolving within and beyond the Public Sector.
In order to ensure that the training programs meet the actual needs of the Senior
Executive Services from Ministries/ Departments, a training need analysis exercise
was carried out at Organizational, Occupational and Individua l levels prior to the
programme being designed. Therefore the schedule of the programmes contained in
the prospectus reflect the actual need and accordingly offers extremely wide range of
training programs which responds to the full range of competencies required for the
complexity of operating the Public Service.
CTD COURSE DATES COURSES DESTINA TION TARGET GROUP
07/03 - 11 /03 /2011
Leadership Training
M odu le I I TBD Perm anent Secretar ies
02 /05 - 06 /05 /2011
Leader ship Trainin g
M odu le I TBD Deput y Secretar ies
30&31/ 05 -1 -3/ 06 /11Leadership TrainingM odu le I I I TBD Perm anent Secretar ies
05 - 09 /09 / 2011Leadership TrainingM odu le IV TBD Perm anent Secretar ies
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TH E CENTRE FOR TRAIN ING AN D DEVELOPMENT (CTD) SCHEDULED COURSES
2011 PUBLIC SERVICE HUMAN CAPITAL CAPACITY DEVELOPMENT MASTER PLAN
CTD COURSE DA TES COURSES DESTINA TION TARGET GROU P COORDIN ATO R
JANUARY
3/1 / 2011 Pub l ic Ho l iday: New Year ' s Day
IST01/ 11 06/ 01-28/ 02/ 2011 IST Scholarship Offers 2011 3 Divisions Exam Candid ates LKoroi
T & DU1
01/11 17/01/ 2011 Plann ing & Account ab i l it y Framew ork Suva
Training Division
Staff SFCKorovusere
T & DU1
02/11 18/01/ 2011 Plann ing & Account ab i l it y Framew ork Suva
Training Di vision
Staff SFCKorovusere
FEBRUARY
L& D01/11 21/02-22/ 02/2011 Product iv i ty & Qual i ty M anagem ent Suva A l l Of f icers JFuata
TO T
01/ 11 07/ 02 - 11/ 02/ 2011 FTPC TOT I Suva TO's JFuata
14/02/ 11 Pub l ic Ho l iday: P rophet M oham med 's B i r thday
L& D
02/ 11 25/ 02/ 2011 Trainers Discussion Forum Suva Training Off icers JFuataL& D
05/ 11 16/ 02-17/ 02/ 2011 Emp loyee Relat ions Nausor i Operat io nal Staf f IChandra
T& D
06/11 16/02 - 18 /02/ 2011 Induct ion Suva A l l Of f icers AParshotam
T & DU1
03/ 11 21/ 02 -24/ 02/ 2011 Training Pol icy Aw areness W orkshop Suva M inistr ies/ Dept . JF/ AP/IC/ M T/CY
T & DU1
04/ 11 23/ 02 / 2011 Training Pol icy Aw areness W orkshop Labasa M inistr ies/ Dept . NTSeruvatu
T & DU1
05/11 23/02/ 2011 Train ing Po licy Awareness W orkshop Lautoka M in ist r ies /Dept . NRaika
CTD
08/11 10/ 02-11/02/ 2011 Pub l ic Sector Reform and Change M anagemen t Nabouw alu A l l Of f icers NTSeruvatu
L& D
09/11 07/02-09/ 02/2011 Induct ion Nabouw alu A l l Of f icers NTSeruvatu
L& D10/11 23/02 - 24 /02/ 2011 Record M anagement Suva Opera t iona l Sta f f M Tara/ IC
M ARCH
L& D
03/ 11 01/ 03 - 02/ 03/ 2011 Publ ic Sector Reform and Change M anageme nt Savusavu Al l Off icers JFuata
L& D
04/ 11 03/ 03 - 04/ 03/ 2011 Discipl inary & Adm inistrat ive Ethics Savusavu Al l Off icers JFuata
L& D
12/ 11 28/ 02 - 01/ 03/ 2011 Product iv i ty & Qual i ty M anagemen t Labasa Al l Off icers NTSeruvatu
L& D
13/ 11 02/ 03 - 03/ 03/ 2011 Discipl inary & Adm inistrat ive Ethics Labasa Al l Off icers TO(2)
L& D
14/11 07/03 - 09 /03/ 2011 Induct ion Vun isea A l l Of f icers AParshotamL& D
15/11 10/03 - 11 /03/ 2011 Pub l ic Sector Reform and Chan ge M anagement Vun isea A l l Of f icers AParshotam
L& D
16/11 28/03-30/ 03/2011 Induct ion Nadar iva tu A l l Of f icers NTSeruvatu
L& D
17/ 11 01/ 04-02/ 04/ 2011 Publ ic Sector Reform and Change M anageme nt Nadar ivatu Al l Off icers NTSeruvatu
L& D
1 8 / 1 1
0 8 / 0 3 -
10/ 03/ 2011 Service Excellence Training fo r Cham pion s Suva SEA Cham pio ns JFuata
L& D
1 9 / 1 1
0 8 / 0 3 -
10/ 03/ 2011 Service Excellence Training fo r Cham pion s Suva SEA Cham pio ns IChand ra
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ELDP
0 1 / 1 1
0 7 / 0 3 -
11/ 03/ 2011 Leadersh ip Tra in ing M odule I I TBD
Permanent
Secretaries NRaika
L& D
2 2 / 1 1
1 4 / 0 3 -
18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates IChandra
L& D
2 3 / 1 1
1 4 / 0 3 -
18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates CYabak i
L& D
2 4 / 1 1
1 4 / 0 3 -
18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates M TaraL& D
2 5 / 1 1
1 4 / 0 3 -
18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates TO(2)
L& D
2 6 / 1 1
1 4 / 0 3 -
18/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates NTSeruvatu
L& D
2 7 / 1 1
2 1 / 0 3 -
25/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates AParshot am
L& D
2 8 / 1 1
2 1 / 0 3 -
25/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates IChandra
L& D
2 9 / 1 1
2 1 / 0 3 -
25/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates JFuata
L& D
3 0 / 1 1
2 1 / 0 3 -
25/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates Cyabak iL& D
3 1 / 1 1
2 1 / 0 3 -
25/ 03/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates M Tara
APRIL
L& D
3 2 / 1 1
2 8 / 0 3 -
01/ 04/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates TO(2)
L& D
3 3 / 1 1
2 8 / 0 3 -
01/ 04/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates CYabak i
L& D
3 4 / 1 1
2 8 / 0 3 -
01/ 04/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates NTSeruvatu
L& D
3 5 / 1 1
2 8 / 0 3 -
01/ 04/ 2011 Governm ent Procedures & Regula t ions: H(1) Lautoka Exam Candidates AParshot am
L& D3 6 / 1 1 2 8 / 0 3 -01/ 04/ 2011 Governm ent Procedures & Regula t ions: H(1) Labasa Exam Candidates JFuata
L& D
3 7 / 1 1
0 4 / 0 4 -
08/ 04/ 2011 Governmen t Procedures & Regula t ions: H(2) Suva Exam Candidates JFuata
L& D
3 8 / 1 1
0 4 / 0 4 -
08/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates CYabak i
L& D
3 9 / 1 1
0 4 / 0 4 -
08/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates M Tara
L& D
4 0 / 1 1
0 4 / 0 4 -
08/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates TO(2)
L& D
4 1 / 1 1
0 4 / 0 4 -
08/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates NTSeruvatu
L& D
4 2 / 1 1
1 1 / 0 4 -
15/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates CYabak i
L& D
4 3 / 1 1
1 1 / 0 4 -
15/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates IChandra
L& D
4 4 / 1 1
1 1 / 0 4 -
15/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates NTSeruvatu
L& D
4 5 / 1 1
1 1 / 0 4 -
15/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Lautoka Exam Candidates AParshot am
L& D
4 6 / 1 1
1 1 / 0 4 -
15/ 04/ 2011 Governm ent Procedures & Regula t ions: H(2) Labasa Exam Candidates JFuata
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22/ 04/ 2011 Publ ic Hol iday: Good Fr iday
25 / 04 / 2011 Pub l i c Ho l iday: Easte r M onday
L& D
4 7 / 1 1
2 6 / 0 4 -
29/ 04/ 2011 Govt Acctg Procedures& Regula t ion: U Suva Exam Candidates JFuata
L& D
4 8 / 1 1
2 6 / 0 4 -
29/ 04/ 2011 Govt Acctg Procedures& Regula t ion: U Lautoka Exam Candidates M Tara
L& D
4 9 / 1 1
2 6 / 0 4 -
29/ 04/ 2011 Govt Acctg Procedures&Regula t ion : U Labasa Exam Candidates NTSeruvatu
L& D
5 0 / 1 1
2 6 / 0 4 -
29/ 04/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice: E Suva Exam Candidates IChandra
L& D
5 1 / 1 1
2 6 / 0 4 -
29/ 04/ 2011 M achinery of Govt,State& The Public Service: E Suva Exam Candid ates CYabaki
L& D
5 2 / 1 1
2 6 / 0 4 -
29/ 04/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice: E Suva Exam Candidates NRaika
0 2 / 0 5 -
13/ 05/ 2011 1st Term School Hol idays
M AY
TOT
0 2 / 1 1
0 2 / 0 5 -
06/ 05/ 2011 FTPC TOT II Suva TO's JFuata
L& D
5 3 / 1 1
0 9 / 0 5 -
11/ 05/ 2011 Indu ct ion Lautoka Al l Of f icers IChandra
L& D
5 4 / 1 1
1 2 / 0 5 -
13/ 05/ 2011 Disc ip l inary & Adm in is tra t ive Eth ics Lautoka Al l Of f icers TO(2)
ELDP
0 2 / 1 1
0 2 / 0 5 -
06/ 05/ 2011 Leadersh ip Tra in ing M odule I TBD
Deputy
Secretaries NRaika
L& D
5 5 / 1 1
0 2 / 0 5 -
06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates M Tara
L& D
5 6 / 1 1
0 2 / 0 5 -
06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates AParshot am
L& D
5 7 / 1 1
0 2 / 0 5 -
06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates IChandra
L& D5 8 / 1 1
0 2 / 0 5 -06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates JFuata
L& D
5 9 / 1 1
0 2 / 0 5 -
06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Lautoka Exam Candidates CYabak i
L& D
6 0 / 1 1
0 2 / 0 5 -
06/ 05/ 2011 Govt M achinery & Acctg Procedures: S Labasa Exam Candidates NTSeruvatu
L& D
6 1 / 1 1
0 2 / 0 5 -
06/ 05/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice: E Lautoka Exam Candidates M Tara
L& D
6 2 / 1 1
0 2 / 0 5 -
06/ 05/ 2011 M achinery of Govt,State& The Public Service: E Labasa Exam Candid ates NTSeruvat u
IST
0 2 / 1 1
1 0 / 0 5 -
11/ 05/ 2011 Session 1: Service Exams H(1), H(2), S, U, E 3 Divis ions Exam Candid ates M Tar a
L& D6 3 / 1 1
1 0 / 0 5 -11/ 05/ 2011 Disc ip l inary and Adm in is tra t ive Eth ics Nab ouw alu A l l Of f icers JFuata
L& D
6 4 / 1 1
1 2 / 0 5 -
13/ 05/ 2011 Governm ent M achinery and Procedures Nab ouw alu A l l Of f icers JFuata
L& D
6 5 / 1 1
1 6 / 0 5 -
17/ 05/ 2011 Governm ent M achinery and Procedures Lautoka Al l Of f icers AParshot am
L& D
6 6 / 1 1
1 8 / 0 5 -
19 /05 / 2011 Reco rds M anagemen t Lau toka M idd le M angmt AParsho tam
L& D
6 7 / 1 1
1 6 / 0 5 -
18 /05 / 2011 Induc t ion Taveun i A l l O f f i ce rs M Tara
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6 8 / 1 1
1 9 / 0 5 -
20/ 05/ 2011 Em ployee Rela t ions Taveuni A l l Of f icers NTSeruvatu
L& D
6 9 / 1 1
1 6 / 0 5 -
18/ 05/ 2011 OHS M odules I & I I Lautoka
Reps/Com
M em bers CYabak i
L& D
7 0 / 1 1
1 9 / 0 5 -
20/ 05/ 2011 Em ployee Rela t ions Lautoka Al l Of f icers CYabak i
L& D
7 1 / 1 1
1 8 / 0 5 -
19/ 05/ 2011 Disc ip l inary & Adm in is tra t ive Eth i ics Suva Al l Of f icers JFuataELDP
0 3 / 1 1
3 0 & 3 1 / 0 5 -1 -
3 / 06/ 11 Leadersh ip Tra in ing M odule I I I TBD
Permanent
Secretaries NRaika
L& D
7 2 / 1 1
2 4 / 0 5 -
25/ 05/ 2011 Except iona l Custom er Care Labasa Al l Of f icers TO(2)
L& D
7 3 / 1 1
2 6 / 0 5 -
27/ 05/ 2011 Governm ent M achinery and Procedures Labasa Al l Of f icers TO(2)
L& D
7 4 / 1 1
2 3 / 0 5 -
25/ 05/ 2011 OHS M odules I & I I Suva
Reps/Com
M embers IChandra
L& D
7 5 / 1 1
2 5 / 0 5 -
27/ 05/ 2011 Indu ct ion Suva Al l Of f icers AParshot am
L& D
7 6 / 1 1
2 4 / 0 5 -
25/ 05/ 2011 W ork fo rce & Success ion P lann ing Suva M anagem ent JFuataJUNE
L& D
7 7 / 1 1
2 1 / 0 6 -
22/ 06/ 2011 Advocacy and Prosecut ion Sk i l ls Suva M anagem ent TO(2)
L& D
7 8 / 1 1
2 3 / 0 6 -
24/ 06/ 2011 Governm ent M achinery & Procedures Suva Al l Of f icers TO(2)
L& D
7 9 / 1 1
0 1 / 0 6 -
03 /06 / 2011 Po l i cy Fo rm u la t ion and Developmen t Suva M anagem en t AParsho tam
L& D
8 0 / 1 1
0 1 / 0 6 -
03/ 06/ 2011 Indu ct ion Nausor i A l l Of f icers IChandra
L& D
8 1 / 1 1
0 6 / 0 6 -
08/ 06/ 2011 Indu ct ion Vanuabalavu Al l Of f icers JFuata
L& D8 2 / 1 1 0 9 / 0 6 -10/ 06/ 2011 Em ployee Rela t ions Vanuabalavu Al l Of f icers JFuata
L& D
8 3 / 1 1
0 7 / 0 6 -
08/ 06/ 2011 Publ ic Sector Reform & Change M anagement Levuka Al l Of f icers IChandra
L& D
8 4 / 1 1
0 9 / 0 6 -
10/ 06/ 2011 Disc ip l inary & Adm in is tra t ive Eth ics Levuka Al l Of f icers M Tara
L& D
8 5 / 1 1
0 9 / 0 6 -
10/ 06/ 2011 Publ ic Sector Reform and Change M anagement Suva Al l Of f icers AParshot am
L& D
8 6 / 1 1
0 9 / 0 6 -
10/ 06/ 2011 Em ployee Rela t ions Koro A l l Of f icers NTSeruvatu
L& D
8 7 / 1 1
1 4 / 0 6 -
16/ 06/ 2011 Indu ct ion Koro A l l Of f icers NTSeruvatu
13/ 06/ 2011 Publ ic Hol iday: Queen 's B ir thd ayJULY
TOT
0 3 / 1 1
0 4 / 0 7 -
05/ 07/ 2011 FTPC TOT III Suva TO's JFuata
L& D
8 8 / 1 1
0 4 / 0 7 -
06 /07 / 2011 In t roduc t ion to D isaste r M anagemen t Suva M idd le M angmt NTSeruvatu
L& D
8 9 / 1 1
0 7 / 0 7 -
08/ 07/ 2011 Em ployee Rela t io ns Suva Al l Of f icers TO(2)/JFuata
L& D
9 0 / 1 1
1 1 / 0 7 -
12/ 07/ 2011 Em ployee Rela t ions Sigatoka Al l Of f icers M Tara
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9 1 / 1 1
1 3 / 0 7 -
14/ 07/ 2011 Publ ic Sector Reform and Change M anagement Sigatoka Al l Of f icers NTSeruvatu
L& D
9 2 / 1 1
1 1 / 0 7 -
13/ 07/ 2011 Indu ct ion Rak irak i A l l Of f icers CYabak i
L& D
9 3 / 1 1
1 4 / 0 7 -
15/ 07/ 2011 Publ ic Sector Reform and Change M anagement Rak irak i A l l Of f icers IChandra
L& D
9 4 / 1 1
1 9 / 0 7 -
20/ 07/ 2011 Indu ct ion Suva Al l Of f icers TO(2)L& D
9 5 / 1 1
2 6 / 0 7 -
27/ 07/ 2011 Except ion a l Custom er Care Lautoka Operat iona l Sta f f NTSeruvatu
L& D
9 6 / 1 1
2 8 / 0 7 -
29/ 07/ 2011 Publ ic Sector Reform and Change M anagement Lautoka Al l Of f icers NTSeruvatu
L& D
9 7 / 1 1
2 6 / 0 7 -
27/ 07/ 2011 Record M anagement Labasa M anagem ent JFuata
L& D
9 8 / 1 1
2 8 / 0 7 -
29/ 07/ 2011 Governm ent M achinery and Procedures Labasa Al l Of f icers JFuata
AUGUST
L& D
9 9 / 1 1
1 5 / 0 8 -
16/ 08/ 2011 Disc ip l inary & Adm in is tra t ive Eth ics Ba Al l Of f icers IChandra
L& D1 0 0 / 1 1
1 7 / 0 8 -18/ 08/ 2011 Publ ic Sector Reform and Change M anagement Ba Al l Of f icers AParshotam
L& D
1 0 1 / 1 1
1 5 / 0 8 -
17 /08 / 2011 In t roduc t ion to D isaste r M anagemen t Lau toka M idd le M angmt M TARA
L& D
1 0 2 / 1 1
1 8 / 0 8 -
19/ 08/ 2011 Em ployee Rela t ions Lautoka Al l Of f icers M TARA
L& D
103/ 11 18/ 08 - 19/ 08/ 10 Publ ic Sector Reform & Change M anagement Taveuni A l l Of f icers JFuata
L& D
104/ 11 20/ 08 - 21/ 08/ 10 Governm ent M achinery and Procedures Taveuni A l l Of f icers TO(2)
2 2 / 0 8 -
02/ 09/ 2011 2nd Term School Hol idays
L& D1 0 5 / 1 1 2 9 / 0 8 -30/ 08/ 2011 Em ployee Rela t ions Labasa Al l Of f icers IChandra
L& D
1 0 6 / 1 1
3 1 / 0 8 -
02/ 09/ 2011 Indu ct ion Labasa Al l Of f icers CYabak i
SEPTEM BER
L& D
1 0 7 / 1 1
0 5 / 0 9 -
06/ 09/ 2011 Publ ic Sector Reform & Change M anagement Lakeba Al l Of f icers NTSeruvatu
L& D
1 0 8 / 1 1
0 7 / 0 9 -
08/ 09/ 2011 Disc ip l inary & Adm in is tra t ive Eth ics Lakeba Al l Of f icers NTSeruvatu
ELDP
04/ 11 05 - 09/ 09/ 2011 Leadersh ip Tra in ing M odu le IV TBD
Permanent
Secretaries NRaika
L& D
2 0 / 1 1
1 2 / 0 9 -
13/ 09/ 2011 Product iv i ty & Qual i ty M anagement Lautoka Al l Of f icers IChandraL& D
2 1 / 1 1
1 4 / 0 9 -
15/ 09/ 2011 Disc ip l inary and Adm in is tra t ive Eth ics Lautoka Al l Of f icers M Tara
L& D
1 0 9 / 1 1
1 9 / 0 9 -
20 /09 / 2011 OHS M odu le 1 & 11 Labasa
Reps/Com
M embers AParsho tam
L& D
1 1 0 / 1 1
2 1 / 0 9 -
22/ 09/ 2011 Publ ic Sector Reform & Change M anagement Labasa Al l Of f icers AParshot am
L& D
1 1 1 / 1 1
1 9 / 0 9 -
20/ 09/ 2011 Emplo yee Relat io ns Rak irak i A l l Of f icers J Fuata
L& D 21/ 09 - Disc ip l inary & Adm in is tra t ive Eth ics Rak irak i A l l Of f icers TO(2)
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1 1 2 / 1 1 2 2 / 0 9 / 2 0 1 1
TOT
0 4 / 1 1
2 1 / 0 9 -
23/ 09/ 2011 NTPC TOT IV Suva TO's JFuata
L& D
0 7 / 1 1
2 6 / 0 9 -
27/ 09/ 2011 Em ployee Rela t ions Suva Al l Of f icers CYabak i
L& D
1 1 / 1 1
2 8 / 0 9 -
29/ 09/ 2011 Except iona l Custom er Care Suva Al l Of f icers CYabak i / IC
OCTOBER
L& D
1 1 3 / 1 1
0 3 / 1 0 -
05 /10 / 2011 In t roduc t ion to D isaste r M anagemen t Labasa M idd le M angmt M Tara
10/ 10/ 2011 Publ ic Hol iday: F ij i Day
L& D
1 1 4 / 1 1
1 7 / 1 0 -
21/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates JFuata
L& D
1 1 5 / 1 1
1 7 / 1 0 -
21/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates CYabak i
L& D
1 1 6 / 1 1
1 7 / 1 0 -
21/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates M Tara
L& D
1 1 7 / 1 1
1 7 / 1 0 -
21/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates TO(2)
L& D
1 1 8 / 1 1
1 7 / 1 0 -
21/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates NTSeruvatu
L& D
1 1 9 / 1 1
1 7 / 1 0 -
21/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates AParshot am
L& D
1 2 0 / 1 1
1 7 / 1 0 -
21/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates IChandra
L& D
1 2 1 / 1 1
2 4 / 1 0 -
28/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates JFuata
L& D
1 2 2 / 1 1
2 4 / 1 0 -
28/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates M Tara
L& D
1 2 3 / 1 1
2 4 / 1 0 -
28/ 10/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates CYabak i
26/ 10/ 2011 Publ ic Hol iday: Diwal i
NOVEM BER
L& D
1 2 4 / 1 1
3 1 / 1 0 -
04/ 11/ 2011 Government Procedures & Regula t ions: H(1) Suva Exam Candidates TO(2)
L& D
1 2 5 / 1 1
3 1 / 1 0 -
04/ 11/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candidates NTSeruvatu
L& D
1 2 6 / 1 1
3 1 / 1 0 -
04/ 11/ 2011 Governm ent Procedures & Regula t ions: H(1) Suva Exam Candi dates AParshot am
L& D
1 2 7 / 1 1
3 1 / 1 0 -
04/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates IChandra
L& D
1 2 8 / 1 1
0 7 / 1 1 -
11/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates JFuata
L& D
1 2 9 / 1 1
0 7 / 1 1 -
11/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates CYabak i
L& D
1 3 0 / 1 1
0 7 / 1 1 -
11/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates M Tara
L& D
1 3 1 / 1 1
0 7 / 1 1 -
11/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candi dates TO(2)
L& D
1 3 2 / 1 1
0 7 / 1 1 -
11/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates NTSeruvatu
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L& D
1 3 3 / 1 1
0 7 / 1 1 -
11/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates AParshot am
L& D
1 3 4 / 1 1
0 7 / 1 1 -
11/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Suva Exam Candidates IChandra
L& D
1 3 5 / 1 1
1 4 / 1 1 -
18/ 11/ 2011 Governm ent Procedures & Regula t ions: H(1) Lautoka Exam Candidates TO(2)
L& D
1 3 6 / 1 1
1 4 / 1 1 -
18/ 11/ 2011 Governm ent Procedures & Regula t ions: H(1) Labasa Exam Cand idates JFuataL& D
1 3 7 / 1 1
1 4 / 1 1 -
18/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Lautoka Exam Candidates TO(2)
L& D
1 3 8 / 1 1
1 4 / 1 1 -
18/ 11/ 2011 Governm ent Procedures & Regula t ions: H(2) Labasa Exam Candidates JFuata
L& D
1 3 9 / 1 1
2 1 / 1 1 -
25/ 11/ 2011 Govt Acctg Procedures& Regula t ion: U Suva Exam Candidates JFuata
L& D
1 4 0 / 1 1
2 8 / 1 1 -
01/ 12/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice :E Suva Exam Candidates M TARA
L& D
1 4 1 / 1 1
2 1 / 1 1 -
25/ 11/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates CYabak i
L& D
1 4 2 / 1 1
2 1 / 1 1 -
25/ 11/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates NTSeruvatuL& D
1 4 3 / 1 1
2 1 / 1 1 -
25/ 11/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates IChandra
L& D
1 4 4 / 1 1
2 1 / 1 1 -
25/ 11/ 2011 Govt M achinery & Acctg Procedures: S Suva Exam Candidates AParshot am
L& D
1 4 5 / 1 1
1 4 / 1 1 -
18/ 11/ 2011 Govt Acctg Procedures& Regula t ion: U Lautoka Exam Candidates NTSeruvatu
L& D
1 4 6 / 1 1
1 4 / 1 1 -
18/ 11/ 2011 Govt Acctg Procedures& Regula t ion: U Labasa Exam Candidates AParshot am
L& D
1 4 7 / 1 1
2 8 / 1 1 -
01/ 12/ 2011 M achinery o f Govt ,Sta t e& The Publ ic Serv ice :E Lautoka Exam Candidates JFuata
L& D
1 4 8 / 1 1
2 8 / 1 1 -
01/ 12/ 2011 M achinery of Govt,State& The Public Service :E Labasa Exam Candid ates NTSeruvat u
L& D
1 4 9 / 1 1
2 8 / 1 1 -
01/ 12/ 2011 Govt M achinery & Acctg Procedures: S Lautoka Exam Candidates JFuata
L& D
1 5 0 / 1 1
2 8 / 1 1 -
01/ 12/ 2011 Govt M achinery & Acctg Procedures: S Labasa Exam Candidates NTSeruvatu
DECEM BER
T&DU1
0 5 / 1 1
0 5 / 1 2 -
09/ 12/ 2011 Analysing & Report ing on Transfer Eva luat ions Suva M in is t r ies / Dept. CYabak i
T&DU1
06/ 11 13/ 12/ 2011 Tra iners Foru m on 2012 Tra in ing P lan Suva M in is t r ies/ Dept. M TARA
12/ 02/ 2011 3rd Term School Hol idays
IST
0 3 / 1 1
0 6 / 1 2 -
08/ 12/ 2011 Session 2: Service Exams H(1), H(2), S, U, E 3 Divis ions Exam Candid ates M ToraT&DU1
0 7 / 1 1
1 4 / 1 2 -
16/ 12/ 2011 Phase 2 : P lann ing & Account ab i l i ty Fram ew ork Suva M in is t r ies/ Dept. M TARA
T&DU1
0 8 / 1 1
1 4 / 1 2 -
16/ 12/ 2011 M oni t or ing and Eva luat ing Tra in ing Records Suva M in is t r ies/ Dept. JFuata
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Design of PSC Training Divisions Scheduled Training Programs
CTD scheduled training programs range from two to five days. Each training programincludes recognized and contemporary concepts and theories, while being practically
orientated. Programs include a range of different learning techniques, including, but not
limited to, group discussions, individual and group exercises, simulations, role playingand case studies. Handouts and reading materials are usually provided for all topics
covered to complement learning and assist with participants transferring their skills andknowledge back into the workplace. The number of participants range from 20-25
people.
CTD scheduled training programs are offered in the main centres of Suva, Lautoka andLabasa and in some districts. The venue for these programs in Suva is the newly
renovated Centre for Training & Development (located at Queen Elizabeth Drive,
Nasese), which is a modern training venue, with up-to-date technology and experienced
and qualified staff.
CTD Scheduled Nomination Procedures
Scheduled courses for the year are based on training needs of Ministries/ Departments.Therefore nominations for all courses/workshops should be made and supported by the
Training Nomination/Selection and Analysis Form to reach the Commissions Training
Division two weeks before the scheduled date of training. Specimen form - Appendix I
Nominations without completed Training and Nomination/Selection and Analysis formswill not be considered.
Quality Assurance of CTD Training Programs
Training Division takes a systematic three-step approach to ensure the programs are
delivered at a high standard and are effective at developing skills and transferring
knowledge to trainees.
1. Pre and Post-Course Trainee Appraisal
Training needs are properly identified through determining the pre-course and post-
course level of knowledge, skills and attitudes of participants.
2. Daily and End-of Course Evaluation
Training Officers monitor the progress of learning during the course through sum-ups,reflections and group discussion sessions. Trainees are provided with the opportunity to
evaluate the programs daily and also at the end of the course.
3. Transfer Evaluation
Three months after the training, trainees and their supervisors are required to assess the
effectiveness of the training undertaken on the actual job performance. This form can be
downloaded on the PSC website. Evaluation forms Appendix II
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SUMMARY OF 20 11
SCHEDULED COURSES
INDUCTION
Induction is a process by which a new employee
is integrated into an organization to become anactive, cooperative and productive member. The
progress and performance of officers depend to alarge extent on how they were inducted/oriented
into the organization. Induction is always the firststep in the management development process.
Objectives: At the end of the course, participants
should understand the machinery of government;the rules, procedures and regulations of the
Service; their rights, obligations and
responsibilities as Public Officers and the termsand conditions governing their employment.
Target Group: Officers who are newly recruited,
promoted or transferred at all grades.
No. of participants : 20 - 25 per session
Content: The State Services Decree andMachinery of Government, Public Service Act
(Constitution) Regulation, 1990, General Orders,Financial Instructions 2010, Fiji Procurement
Office Regulation, Registry procedures, OfficialCommunication Process, Improving Customer
Services in the Public Sector, Public ServiceEthics, Code of Conduct, Time Management,
Occupational Health and Safety, QualityPerformance, FICAC Awareness
Methodologies:
Information Sessions, Case Studies andExercises.
Venue and Dates
Venue Dates
Suva 16/02-18/02
25/05-27/05
19/07-20/07
Nabouwalu 07/02-09/02
Vunisea 07/03-09/03
Nadarivatu 28/03-30/03
Taveuni 16/05-18/05
Nausori 01/06-03/06
Vanuabalavu 06/06-08/06
Koro 14/06-16/06
Rakiraki 11/07-13/07
Requirements:
All nominations must be accompanied with duly
completed Training Nomination/ Selection andAnalysis form or will be disregarded.
Application Closing Date: Two weeks prior to
commencement of course.
EMPLOYEE RELATIONS
Traditionally employee relation was viewed asthe antagonistic existence between employers,
employees and the state in the labour process.Management emphasizes the efficient use of
resources for maximum returns, while employeeslook for continuity of employment, security of
earnings and satisfaction in their work. TheGovernment acts as the referee. Within these
roles and functions, some conflicts of interes t arebound to arise. Contemporary definitions of ER
connote the whole gamut of employeerelationships in the work process.
Objectives: At the end of the course participantsshould be able to understand the Employee
Relations Systems, industrial policies andpractices in Fiji, and how to resolve industrial
conflicts.
Target Group: Officers at SS03 grade orequivalent and below.
No. of Participants: 20 25 per session
Content: Theories of Employee Relations, ERP2007, Grievance Procedures in the Service,
Industrial conflicts in
Organisation conciliation, mediation, arbitrationand negotiation, Current employee relations
issues: terms and conditions of service;
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Occupational Health & Safety/Act,
Methodologies: Information Sessions, Group
Exercises and Discussions.
Venue and Dates
Nausori 16/02-17/02/2011
Vanuabalavu 09/06-10/06/2011
Suva 07/07-08/07/2011
Sigatoka 11/07-12/07/2011
Lautoka 18/08-19/08/2011
Labasa 29/08-30/08/2011
Suva 26/09-27/09/2011
Requirements:
All nominations MUST be accompanied with duly
completed Training Nomination/ Selection andAnalysis form or wil l be disregarded.
Application Closing Date: Two weeks prior tocommencement of course.
GOVERNMENT MACHINERY &PROCEDURES
All officers in Ministries and Departments need to
aware of the environment they work in and be
well versed with their procedures and regulationsof work. In many instances, issues arise from thelack of awareness of the government system and
more importantly what officers roles are and howwe fit into the whole government machinery. For
civil servants, being able to identify where you fitin and how you contribute to the goals of
government should be rewarding and motivating.
Objectives: At the end of the course participantswill be able to understand the machinery, rules
and regulations governing their employment andapply them in their day-to-day activities.
Target Group: SS02 or equivalent & below
No. of Participants: 20 - 25 per session
Content: The State Service Decree, Machinery
of Government, Terms and Conditions ofEmployment, General Orders, Financial
Instruction 2010, Fiji Procurement Office
Regulation, JIC Agreement, Public Service Act1999, Public Service Code of Conduct andvalues, OHS, Performance Merit, Performance
Management/Appraisal, the Organisation andYou,
Methodologies: Information Sessions,
Exercises, Discussions and Case Studies.
Venueand Dates
Nabo uw alu 12/05 - 13/05/2011
Lautoka 16/05 - 17/05/2011
Labasa 26/05 - 27/05/ 2011
Suva 23/06 - 24/06/ 2011
Labasa 28/07 - 29/07/ 2011
Requirements:
All nominations should be accompanied with duly
completed Training Nomination/ Selection andAnalysis form or will be disregarded.
Application Closing Date: Two weeks prior tocommencement of course.
DISCIPLINARY & ADMINISTRATIVEETHICS
The concept of Ethics is subjective but important.It generally means formal or informal agreements
made between two parties. Unethical practicesare breaches of the agreement caused mainly by
abuse of power, ignorance and other motives.Public Service Managers face challengers in their
role as Public Officers wherein they arerequired not only to be servants of the public but
also to care and maximize benefits derived fromPublic Financial Resources. Management values
include fairness, honesty, Integrity andaccountability, while a managers ethical
responsibility include equity, neutrality, probityand loyalty.
Objectives: At the end of the course participantsshould be able to identify and practice ethical
values and responsibilities.
Target Group: Officers at SS02 grade orequivalent and below.
No. of Participants: 20 25 per session
Content: Definition of Ethics, Importance ofTraining in Ethics, Established Code of Conduct
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in the Fiji Public Service, Ethics and values,Ethics and their context, developing an Ethical
Attitude. Organizational contexts of discipline,
organizational behavior modification processes,Public Service Commission Regulations 1999:
Disciplinary Action, Suspension for Duty, PublicService (Personal Grievance) Procedure, JIC
Personal Grievance Procedures and Public
Service Ethics/ Code of Conduct.
Mthodologies: Information Sessions, Group
Discussions, Case Studies and Exercices.
Venue and Dates:
Savusavu 03/03 - 04/03/2011
Labasa 02/03 - 03/03/2011
Lautoka 12/05 - 13/05/2011
N a b o u w a l u 10/05 - 11/05/2011
Suva 18/05 -19/05/2011
Levuka 09/06 - 10/06/2011Ba 15/08 - 16/08/2011
Lakeba 07/09 - 08/09/2011
Lautoka 14/09 - 15/09/2011
Rakiraki 21/09 - 22/09/2011
Requirements:
All nominations MUST be accompanied with duly
completed Training Nomination/ Selection andAnalysis form or will be disregarded.
Application Closing Date:
Two weeks prior to commencement of course,
EXCEPTIONAL CUSTOMER CARE
It is important for the Government to create andsustain trust from the public. The image of the
Public Service is perceived by the public on howeffectively and efficiently we perform our official
duties and how we communicate. As publicOfficers, public relation is an integral part of our
duties and responsibilities.
Objectives: At the end of the course,participants should understand the mechanics of
good customer service and develop rightattitudes and skills in public relations at the
counter through writing, via telephone and in anyother situation.
Target Group: Officers at SS04 grade orequivalent and below.
No. of participants: 20 25 per session
Content: Customer vs Client, Organizationalcontext of Customer/Client Service, Customer
Service principles, Customer and their needs,Attitudes to Customer Service, Communication
Techniques, Telephone Techniques, Developingand maintaining Customer attitude.
Methodologies: Information Sessions, Case
Studies, Classroom Exercises and Role Play
Venue:
Labasa 24/ 05 -25/ 05/ 2011
Lautoka 26/07 - 27/07/ 2011
Suva 28/ 09 - 29/ 09/ 2011
Requirements:
All nominations MUST be accompanied by dulycompleted Training Nomination/ Selection and
Analysis form or will be disregarded.
Application Closing Date:
Two weeks prior to commencement of course,
RECORDS MANAGEMENT
Record Keeping and their proper management are vitalto the efficient and effective operation of public andprivate agencies. Well managed records allow anorganisation to make information readily available fordecision making, allow long and short term planning,implement accurate accounting practice, guard againstcorruption, support human resource planning, provide ameans of measuring output, enable control of stores,and protect the organisation from troublesome law suitsand negative publicity.
Objectives
At the end of the course participants should have:
Greater awareness of records management
Improved record keeping skills
Understanding the role of the National Archives
Appreciate obligations under the Public Records
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Act
Be current with legislative developments
Understand basic management of records in
special format (Electronic and AV)
Target group:Middle Management
No. of Participants: 20 25 per session
Content:Overview of Records Management, CurrentTrends, Legislative Developments, The NationalArchives of Fiji, Records Life Cycle, Management ofRecords in Government Agencies, Managing Recordsin Special Format, Disposal Schedules, Appraisal
Principles Appraisal Techniques.
Methodologies: Information Sessions, Discussions
and Group Exercises
Venue and Dates:
Suva 23/02 - 24/02/2011
Lautoka 18/05 - 19/05/2011
Labasa 26/07 - 27/07/2011
Requirements:
All nominations MUST be accompanied with duly
completed Training Nomination/ Selection andAnalysis form or wil l be disregarded.
Application Closing Date: Two weeks prior to
commencement of course.
PUBLIC SECTOR REFORM AND
CHANGE MANAGEMENT
Change is inevitable and is imperative for the ongoingand fast pace reform movement in theGovernment.Public Enterprise Reform, FinancialManagement Reform and Civil Service Reform are thethree types of reform that are happening in the PublicSector. There was a slow progress of reform previouslyand now there has been changes that are happeningwhich is now going through the pace which has beenidentified by the Roadmap and the Peoples Charter for
Peace and Progress.
Objectives
At the end of the course participants will be able toidentify areas of reform programme from the threetypes of reform. Understand the factors that havecontributed to Public Sector Reforms
I. Identify thebenefits of the Public Sector ReformPrograms
II. Relate how thereforms have had an impact to ones workenvironment
III. Define ChangeManagement
IV. Comprehend thereaction of people during a period oftransition
V. Appreciate the
need for reforms and the importance ofadapting to change
Target group:Officers at SS05 grade or equivalentand above.
No. of Participants: 20 25 per session
Content:Identifying Benefits of the PublicSector Reform
Components of the Civil Service Reform
Components of the Public Enterprises Reform Components of the Financial Management
Reform Types of Changes in an Organization Management During a period of Transitions Managing Resistance to change
Methodologies: Information Sessions, Discussions
and Group Exercises
Venue and Date:
N a b o u w a l u 10/02-11/02/2011
Savusavu 01/03 - 02/03/ 2011
Vunisea 10/03 - 11/03/ 2011
Nadar ivatu 10/03 - 11/03/ 2011Suva 09/06 - 10/06/ 2011
Sigatoka 13/07 - 14/07/ 2011
Rakiraki 14/07 - 15/ 07/2011
Lautoka 28/07 - 29/07/ 2011
Ba 17/08 - 18/08/ 2011
Requirements:
All nominations should be accompanied with dulycompleted Training Nomination/ Selection and Analysis
form or will be disregarded.
Application Closing Date: Two weeks prior to
commencement of course.
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PRODUCTIVITY AND QUALITYMANAGEMENT
The initiative by the Training Divisions in line with Pillar4 of the Peoples Charter is the design of the coursecontent of Productivity and Quality Management tomeet the Training Needs in the Civil Service inmaximizing Productivity and delivering Quality Services.
The implementation of the Service Excellence AwardFramework requires all government agencies to identifyand employ process improvement tools. The tools willbring about changes and improvement continuously.
Objectives
At the end of the course participants will be able to
Identify some of the productivity and qualitymanagement tools that can be used in their respectiveagenciesUse Quality Circles, 5S as the recommended tools forcontinuous improvement tools.To interpret and implement the Service ExcellenceAward Framework at various Government Agencies.
Target group:All staffs
No. of Participants: 20 25 per session
Content:Defining Productivity, Quality and TotalQuality Management, Concepts of TQM, QualityManagement tools like Employee Survey Form,Customer Survey Form, Complaints Register, and
Suggestion Scheme. Quality Circles and 5S.
Methodologies: Information Sessions, Discussions
and Group Exercises
Venue and Date:
Suva 21/02-22/02/2011
Labasa 28/02 - 01/03/2011
Lautoka 12/09 - 13/09/2011
Requirements:
All nominations should be accompanied with dulycompleted Training Nomination/ Selection and Analysis
form or will be disregarded.
Application Closing Date: Two weeks prior to
commencement of course.
SERVICE EXAMINATIONS
One of the statutory requirements of the Public ServiceCommission is to conduct service examination inaccordance with the provisions of the Examination Act,1978 and of the General Orders. For advancement andpersonal development in the civil service, officers arerequired to pass relevant service examination. ThePublic Service Commission is responsible for thedevelopment and conduct of service examinations H(1),
H(2), S, U and E.
Objectives
Assist eligible candidates to pass the relevant service
examinations.
Target group:Eligible candidates for serviceexaminations
No. of Participants: 30 35 per session
Content: Government Reform Programs; PublicService Act & Regulations 1999; GWEs Terms &Conditions of Employment; General Orders; Delegationof Powers; Supplies & Services Instructions; Financial
Instructions; Transport Rules & Regulations;Government Machinery; Constitution; EnglishComprehension & Grammar; Service Commissions;
Judicature.
Methodologies: Information Sessions, Discussions,
Group Exercises and Individual Assessments
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Venue/Dates:
14/ 03-18/03/ 2011 H1 Suva
14/ 03-18/03/ 2011 H1 Suva
14/ 03-18/03/ 2011 H1 Suva
14/ 03-18/03/ 2011 H1 Suva
14/ 03-18/03/ 2011 H1 Suva21/ 03-25/03/ 2011 H1 Suva
21/ 03-25/03/ 2011 H1 Suva
21/ 03-25/03/ 2011 H1 Suva
21/ 03-25/03/ 2011 H1 Suva
21/ 03-25/03/ 2011 H1 Suva
28/ 03-01/04/ 2011 H1 Suva
28/ 03-01/04/ 2011 H1 Suva
28/ 03-01/04/ 2011 H1 Suva
28/ 03-01/04/ 2011 H1 Lautoka
28/ 03-01/04/ 2011 H1 Labasa04/ 04-08/04/ 2011 H2 Suva
04/ 04-08/04/ 2011 H2 Suva
04/ 04-08/04/ 2011 H2 Suva
04/ 04-08/04/ 2011 H2 Suva
04/ 04-08/04/ 2011 H2 Suva
11/ 04-15/04/ 2011 H2 Suva
11/ 04-15/04/ 2011 H2 Suva
11/ 04-15/04/ 2011 H2 Suva
11/ 04-15/04/ 2011 H2 Lautoka
11/ 04-15/04/ 2011 H2 Labasa26/04-29/04/2011 U Suva
26/04-29/04/2011 U Lautoka
26/04-29/04/2011 U Labasa
02/ 05-06/05/ 2011 S Suva
02/ 05-06/05/ 2011 S Suva
02/05-06/05/2011 S Suva
02/05-06/05/2011 S Suva
02/ 05-06/05/ 2011 S Laut oka
02/ 05-06/05/ 2011 S Labasa
17/10 -21/ 10/ 2011 H1 Suva
17/10 - 21/10/ 2011 H1 Suva
17/10 - 21/10/ 2011 H1 Suva
17/10 - 21/10/ 2011 H1 Suva
17/10 - 21/10/ 2011 H1 Suva
17/10 - 21/10/ 2011 H1 Suva
17/10 - 21/10/ 2011 H1 Suva
24/10 - 28/10/ 2011 H1 Suva
24/10 - 28/10/ 2011 H1 Suva
24/10 - 28/10/ 2011 H1 Suva
31/10 - 04/11/ 2011 H1 Suva
31/10 - 04/11/ 2011 H1 Suva
31/10 - 04/11/ 2011 H1 Suva
31/10 - 04/11/ 2011 H2 Suva
07/11 - 11/11/ 2011 H2 Suva
07/11 - 11/11/ 2011 H2 Suva
07/11 - 11/11/ 2011 H2 Suva
07/11 - 11/11/ 2011 H2 Suva
07/11 - 11/11/ 2011 H2 Suva
07 /11 - 11/11/ 2011 H2 Suva
07/11 - 11/11/ 2011 H2 Suva
14/ 11- 18/11/ 2011 H1 Lautoka
14/ 11- 18/ 11/ 2011 H1 Labasa
14/ 11- 18/11/ 2011 H2 Lautoka
14/ 11- 18/ 11/ 2011 H2 Labasa
21/11 - 25/11/ 2011 U Suva
21/11 - 25/11/ 2011 S Suva
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21/ 11 - 25/ 11/ 2011 S Suva
21/ 11 - 25/11/ 2011 S Suva
21/ 11 - 25/ 11/ 2011 S Suva
14/ 11- 18/11/ 2011 U Lautoka
14/11- 18/11/2011 U Labasa
28/11-01/12/2011 S Lautoka
28/ 11-01/12/ 2011 S Labasa
Requirements:
All nominations should be accompanied with dulycompleted Training Nomination/ Selection and Analysis
form or will be disregarded.
Application Closing Date: Two weeks prior to
commencement of course.
OHS MODULES I & II
As rapid industrialization is taking place in Fiji,
new legislation, technology and machinery areconstantly being introduced. It is therefore
necessary to improve existing working conditionsto maximize employees health and safety. Every
ministry/ department needs to be familiar with theprovisions of the Health & Safety at Work
(HASAW) Act and ensure that all OHS committeemembers and representatives undergo a
modules I & II training program.
Objectives: At the end of the course participantsshould be able to:-
Understand the concept of OHS; understand thenew OHS legislation; identify work related
problems caused by negligence; and takeprecautionary measures or reduce risks in
negligence.
Target Group: Members of OHS Committee andAll employees
No. of Participants: 20 - 25 per session
Content: Health & Safety at Work (HASAW) Act,Workplace Regulations, Identifying Risks and
Hazards, Accident Investigation, Prevention ofaccidents, First aid procedures, OHS Policy
Formulation, Workmen's compensation
Mthodologies: Information Sessions, Case
Studies and Exercises.
Venue:
Lautoka 16/05-18/05/2011
Suva 23/05 - 25/05/ 2011
Labasa 19/09-20/09/2011
Requirements:
All nominations should be accompanied with dulycompleted Training Nomination/ Selection and
Analysis form or will be disregarded.
Application Closing Date: Two weeks prior to
commencement of course.
POLICY FORMULATION ANDDEVELOPMENT
The workshop focuses on how to plan and
formulate policies in line with the national
policy objectives, critically analyse nationalpolicies and to assess the impact andimplications of policies they administer
ensuring proper management within theorganization.
Objectives: At the end of the course
participants should be able to understand theprinciples of policy planning and management
develop and improve the ability to plan andformulate policies, critically analyse nationalpolicies and understand the proper
management of policies.
Target Group: Officers at SS02 and SS03grade or equivalent.
No. of Participants: 20 - 25 per session
Content: Policy Planning and managementconcepts, Policy analysis, Effective policy
formulation, Policy evaluation, Monitoring ofpolicy, Strategies for policy management.
Methodologies: Information Sessions, Group
Exercises, Case Studies and Discussions.
Venue /Dates:
Suva 01/06 - 03/06/ 2011
Requirements:
All nominations should be accompanied withduly completed Training Nomination/
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Selection and Analysis form or will bedisregarded.
Application Closing Date: Two weeks prior to
commencement of course.
RECORDS MANAGEMENT
Records and their proper management are vital to the
efficient and effective operation of public and privatebodies. Well managed records allow an organisation tomake information readily available for decision making,allow long and short term planning, implement accurateaccounting practice, guard against corruption, supporthuman resource planning, provide a means ofmeasuring output, enable control of stores, and protectthe organisation from troublesome law suits andnegative publicity.
Objectives
At the end of the course participants should have:
Greater awareness of records management
Improved record keeping skills
Understanding the role of the National Archives
Appreciate obligations under the Public Records
Act
Be current with legislative developments
Understand basic management of records in
special format (Electronic and AV)
Target group:Middle Management
No. of Participants: 20 25 per session
Content:Overview of Records Management, CurrentTrends, Legislative Developments, The NationalArchives of Fiji, Records Life Cycle, Management ofRecords in Government Agencies, Managing Recordsin Special Format, Disposal Schedules, Appraisal
Principles Appraisal Techniques.
Methodologies: Information Sessions, Discussions
and Group Exercises
Venue:
Suva 04/07 - 06/07/2011
Lautoka 15/08 - 17/08/2011Labasa 03/10 - 05/10/ 2011
Requirements:
All nominations should be accompanied with
duly completed Training Nomination/
Selection and Analysis form or will be.
Application Closing Date: Two weeks prior to
commencement of course..
INTRODUCTION TO DISASTER &
RISK MANAGEMENT
The course provides an opportunity for
participants to learn essential skills andknowledge in Disaster Risk Management to
address implementation challengers in asystematic manner. The course will also promote
proactive disaster risk management practices byraising awareness among key stakeholders and
by advancing the analytic skills and professionalknowledge of development practitioners in
specific areas of disaster risk management.
Intended Outcomes:
Understand the principles and methodsinvolved in Disaster risk Management;
Strengthen and improve skills onDisaster and Risk management ;
Understand of the risk ManagementStructure;
Periodic review mechanism as part ofthe monitoring and review process; and
To improve community resilience tonatural disaster.
Target Group: Training OfficersMiddle Management
Venue:
Suva 04/07 - 06/07/2011
Lautoka 15/08 - 17/08/2011
Labasa 03/10 - 05/10/ 2011
Maximum No. of Participants: 20-25 per
session
Requirements:
All nominations should be accompanied with dulycompleted Training Nomination/ Selection and
Analysis form or will be disregarded.
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Application Closing Date: Two weeks prior tocommencement of course.
ADVOCACY AND PROSECUTIONSKILLS
This course will provide an opportunity forparticipants to acquire Knowledge for allprosecution and advocacy. Skills in handling
disciplinary cases are required for all prosecutorsin all Government ministries and departments..
Intended Outcomes:
Plan a structured investigation and carry itout effectively
Identify the scope of investigations
Have an understanding of the relevantlegislation and investigation processes
Determine the required standard of proof
Conduct interview to the highest ethicalstandards and interpret evidence,
Target Group
Middle Management
Maximum No. of Participants 20 -25 persession
Content:
Effective Investigating Skills
Building a Fraud Prosecution
Purpose of Fraud Investigation Advocacy skills
Interviewing s kills and Negotiation
Requirements:
All nominations should be accompanied withduly Completed Training Nominations/Selectionsand Analysis form.
Venue: SUVA : 31/05 - 01/06/2011
Applications Closing Dates: Two weeks priorto commencement of the course.
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20 11 TRAINING TEAMS
CTD DESK OFFICER MINISTRY/ DEPARTMENT
MARAMA TARA
SENIOR TRAINING OFFICER
TEAM ONE
Presidents OfficePrime Ministers Office
Public Service CommissionDefense, National Security and Immigration (RFMF, Police, Prisons)
JOE FUATA
SENIOR TRAINING OFFICERTEAM TWO
Foreign Affairs, International Cooperation & Civil AviationFinance & National Planning
Information & National Archives
COLLIN YABAKI
SENIOR TRAINING OFFICERTEAM THREE
Ministry of Education National Heritage Culture and Arts Youth and SportsAttorney General, Justice, Electoral Reform, Public Enterprise andAnticorruptionJudicialDPPSolicitor General
NAIBUKA TINIVATA
SERUVATU
TRAINING OFFICER
TEAM FOUR
HealthWomen Social Welfare and Poverty Alleviation
Local Government, Urban Development, Housing & EnvironmentPublic Enterprise and TourismIndustry and Trade
IRENE CHANDRA
TRAINING OFFICER
TEAM FIVE
Ministry of Works and TransportPublic UtilitiesLand Transport AuthorityStrategic Framework for Change, LegislatureLabour, Industrial Relations and Employment
ABINESH PARSHOTAM
TRAINING OFFICER
TEAM SIX
AgricultureFisheries and Forests
Provincial Development and Multi-Ethnic AffairsIndigenous Affairs
Lands and Mineral Resources
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IN-HOU SE DECENTRAL ISED COURSES
Ministries and Departments are encouraged to conduct more in-house training,
especially generic courses to boost capacity building within the Civil Service.
Ministries and departments must submit to the PSC Training Division theirTraining Plan for in-house training courses each year. This will be forwarded to
the Training and Productivity Authority of Fiji (TPAF) together with the CTD
Training Plan for TPAFs approval.
CTD can assist Ministers and Department in conducting in-house training for ten
development programs, fulfilling the requirements of the Fiji National Training
Act. The programs are specially tailored and focused to meet the requirements of
the ministries and departments.
CTD, upon receipt of request/invitation and depending on the training needs and
available resources, will assist Ministries and Departments in facilitating trainingon:
Motivation
Delegation
Problem Solving & Decision
Making
Stress Management
Disciplinary Procedures &Grievance Handling
Customer Service
Time Management
Employee Relations
Induction
Conflict Management
Human Resource
Development (HRD)
Report Writing
Communications Techniques
and Skills
Occupational Health & Safety
(OHS)
Government Procedures and
Regulations
Performance Management
Registry Procedures
Records Management
Management/Administrative
Ethics
Team Building
Gender Mainstreaming
Negotiation Skills
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TRAI NIN G COURSES RUN B Y OTHER MIN ISTRIES &
DEPARTMENTS
The Ministry of Finance
The Ministry of Finance and National Planning through its Training and Systems
Development Division will conduct training courses for Government Accounting
Procedures and Ministries and Departments can liaise with this ministry to
organize training.
The Government Supplies
The Government Supplies Department through its training unit condu