" IRS OFFICERS PROMOTED FROM THE GRADE OF SUPERINTENDENT OF CENTRAL EXCISE ARE ALSO MEMBERS OF AIACEGEO. THIS IS THE ONLY ASSOCIATION FOR SUPERINTENDENTS OF CENTRAL EXCISE AND IRS OFFICERS PROMOTED FROM THE GRADE OF SUPERINTENDENT OF CENTRAL EXCISE THROUGH OUT THE COUNTRY . President Mr.T.Dass and SG Mr. Harpal Singh.

Thursday, 14 November 2013

Inviting Inputs Comments on Competency Dictionary for Civil Services

No. 12039/04/2011-PIIA
Government of India
Department of Personnel & Training
(Training Division)
Old JNU CamPus, New Delhi- 110067
Dated November 12,2O13
Subject: Inviting Inputs/ Comments on Competency Dictionary for Civil Services
National Training policy (NTP)- 2012 stipulates that each Government Department/ Ministry should classify all posts with a clear job description and competencies required in order to move from the current system of rule-based Personnel Administration to Competency-based system of Strategic Human Resource Management’ The objective of moving towards a competency-based approach is to ensure that each job is performed by the person who has the required competencies for that job.
2. DopT in collaboration with UNDP has prepared a Competency Dictionary for Civil Services to assist Departments/ Ministries/ Training institutions in identification of competencies for various posts. This competency Dictionary has been developed in consultation with various stakeholders including Senior Civil Servants from Central and States Government Departments, cadre controlling Authorities, PM Award winners and Training Institutions’
3. The competency Dictionary is not specific to any Department/ Ministry, Function or Post’ However, this could be useful for Departments/ Ministries/ Training Institutions while identifying competencies for various posts and levels within their organizations’ An lmplementation tool-kit has also been prepared to provide step-by-step guidance on how Departments/ organizations can identify competencies for each post.
4. Once the competencies for various posts are defined, an assessment of job-holder’s competencies vis–vis current or future roles could be carried out. This assessment is valuable in preparing the personal Development plan (PDP) for each officer to ensure that training is closely aligned to the specific needs. Training Institutions can play a vital role in this entire process from identifying the competencies to designing of Personal Development Plans’
5. Inputs/ comments are invited from all Government Departments/ Ministries, Training Institutions, Civil Servants, HR Experts and Public in-general on Competency Dictionary for Civil services and implementation Tool-Kit. The Inputs/ comments may be sent latest by December 15th 2013 to the undersigned (Email: sinha.vijay@nic.in/ Postal Address: Room No’ 315′ Training Division, Department of Personnel and Training (DoPT), Block 04, Old JNU Campus’ New Mehrauli Road, New Delhi – 110067).
(V.K.Sinha)
Deputy Secretary to the Government of India