TRAINING POLICY

FOR
ACS OFFICERS 2018

ADMINISTRATIVE REFORMS AND TRAINING DEPARTMENT

GOVT OF ASSAM

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 ADMINISTRATIVE REFORMS AND TRAINING DEPARTMENT
GOVT OF ASSAM

1 .NEED FOR A NEW TRAINING POLICY

1.1 Training Policy is a set of Operational Guidelines for the development of the human
resources of the Government. There is an increased recognition that an individual in an
organization is a key resource and should not be simply looked upon as a cost.

1.2 Rapid economic growth, devolution of funds, functions and functionaries, enhanced
transparency and accountability through the Right to information, Right to public services,
globalization, climate change and extremism among other things has created a complex and
challenging environment in which the civil service has to function at a time when there are
increasing expectations of its performance and ability to respond more efficiently and
effectively to the needs of the citizens.

1.3 Government systems of personnel administration continue to focus largely on the rules
and procedures governing the recruitment, retention and career development of the civil
service. Systematic training of civil servants has continued but is sporadic in nature.

1.4 In view of changed environment in all spheres of governance and emerging challenges
being faced by civil servants it is strongly felt that a New Training Policy for Assam Civil Service
Officer’s be devised by having a relook at existing capacity building measures for civil servants
and further strengthening of institutional mechanisms of training.

1.5 For transforming the civil service, it is imperative to move to a strategic human resource
management system, which would look at the individual as a vital resource to be valued,
motivated, developed and enabled to achieve the Government’s mission and objectives.
Within this transformational process, it is essential to match individuals’ competencies with
the jobs they have to do and bridge competency gaps for current and future roles through
training.

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2. PROPOSED NEW TRAINING POLICY FOR ACS OFFICERS

2.1 PREAMBLE

The Assam Civil Service (ACS) is the foremost service amongst the various posts filled by
recruitments through Assam Public Service Commission of the State of Assam. The job of a Civil
Servant is as varied and multidimensional as one can imagine. Service delivery and working
environment has become very challenging and with the passage of time the expectations of the
people have increased manifolds. In the changed socio-‐ political and economic environment,
the Civil Servants are also to function as providers of different services to the people. Under the
circumstances, continuous skill up-gradation and capacity building of the officers has become
extremely important. Accordingly a comprehensive, structured and compulsory training must be
imparted to the ACS Officers.

2.2 THE MISSION

To develop and create an efficient and motivated civil service, to face a complex and ever
changing challenging environment in which the civil service has to function at a time when there
are increasing expectations of its performance and ability to respond more efficiently and
effectively to the needs of the citizens.

2.3 OBJECTIVES

All civil services Officers of Assam Civil Service will be provided with training to equip them with
the competencies for their current or future jobs. Such training will be imparted:

a) At the time of their entry into service, and

b) At appropriate intervals in the course of their careers.
c) Career progression and placements need to be based on matching the individual’s
competencies to those required for a post.

The opportunities for training will not be restricted only at mandated points in a career but will
be available to meet needs as they arise.

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3 .TRAINING SCHEDULE AND COURSE CONTENT

3.1 INDUCTION TRAINING AND ORIENTATION

Induction Training and orientation for new recruits of ACS will be as follows –

S.No TRAINING PHASE VENUE

1. 2 WEEKS Joint Induction Training for 1st Phase Assam
ACS and Allied Services Administrative Staff
College (AASC)
2. 8 WEEKS Foundation training 2nd Phase Assam
Administrative Staff
College (AASC)
3. 22 weeks District Posting District Posting

4. 18 weeks (Four month) 3rd Phase Assam Survey &

Survey & Settlement Training Settlement
Training Centre,
Guwahati.
5. 2 weeks Professional Training 4th Phase Assam
Administrative Staff
College (AASC)

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 3.2 MID-CAREER TRAINING PROGRAMME FOR ACS OFFICERS

S.No PHASE SENIORITY DURATION VENUE

1. Phase II 10 years seniority 2 weeks 1 week domestic
and
1 week
foreign
training

2. Phase III 20 years seniority 2 weeks 1 week domestic

and
1 week
foreign
training

3. Phase IV 30 years seniority 2 weeks 1 week domestic

and
1 week
foreign
training

3.3 IN- SERVICE TRAINING :

All the ACS Officers will have to attend one week of mandatory in service training in a
block of two years. They will be provided several options to select the suitable training
programme.

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4. ELABORATE TRAINING SCHEDULE AND COURSE CONTENT-

4.1 TWO WEEKS JOINT INDUCTION TRAINING FOR ACS AND ALLIED SERVICES IN ASSAM
ADMINISTRATIVE STAFF COLLEGE (INSTITUTIONAL) - PHASE ‐I

4.1.1 Assam Administrative Staff College will conduct the Induction course for the newly recruited
State Civil service officers & allied service officers for a duration of 2 weeks. In these 2 weeks, the
officers are exposed with an overview of administration, principles of Natural Justice, Indian
Constitution, the organizational structure of the State Administration. They are also made aware
about the functioning of Government including State Secretariat, Districts and Sub – Divisions
along with an outline of the history, geography and culture of the state. Office manual, Noting
and drafting, financial management, relevant Acts on land revenue, Conduct Rules, Disciplinary
& Appeal Rules, RTI, ARTPS will be the part of the training curriculum. Motivation & leadership,
Ethics, Etiquettes etc. are will also be covered in the training.

4.1.2 Furthermore, the trainees are also exposed to topics of common interest such as creative
writing, progress in the field of cinema by the state, Functioning of all allied services like Police,
Taxes, Excise, Employment, Transport, Labour are covered thoroughly during this induction
training. Scheme of Induction Training Programme is proposed to continue in the Policy.

4.2 EIGHT-WEEK FOUNDATION TRAINING IN ASSAM ADMINISTRATIVE STAFF COLLEGE

(INSTITUTIONAL), PHASE‐II
4.2.1 Aim:
The Aim of the eight week induction training will be to provide professional knowledge,
develop job oriented skills, inculcate spirit d corps, nurture appropriate attitude and values
required for service and develop an understanding of administrative environment. The ACS
Foundation Course (Phase II) will cover wide range of subjects to enable the officers to handle
varied assignments that they typically hold in the first decade of service.

4.2.2 The course design will be theme-based and will cover the following subjects:
1) Role of the ACS in policy making.
2) The functions and role of Executive Magistrate 3)
Relevant Laws with cases- CPC, CrPC, IPC 4) National
Security/ Law and order.
5) Agriculture /Land Management and Administration
6) Rural Development /Decentralization and Panchayati Raj
7) Urban management/Infrastructure and Public‐Private Partnership

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 8) Public service delivery and E-‐Governance/Office Management
9) Soft skills (Leadership, Organizational Behaviour, Inter-‐personal skills).
10) Projects Management, Engineering Skills and ICT.
11) Financial management (GFR,FRSR), budgeting and project Appraisal
12) Social Sector/Weaker Section & Minorities
13) Administrative rules, procedures and programme guidelines.
14) Election
15) Ethics in Public Service
4.2.3 At the end of the Foundation Course Phase II, an Officer Trainee will be able to: -
1. Acquire a perspective of emerging socio-economic, and politico-‐legal trends; an
understanding of the emerging role of the ACS and its shared administrative responsibilities
with other services.
2. Acquire knowledge and skills needed to discharge administrative responsibilities in the first
decade of career in the following areas:
a) Law and legal instruments
b) Administrative rules, procedures and programme guidelines
c) Modern management tools, and
d) Economic analysis
3. Demonstrate proficiency in the regional language of the allotted State to better appreciate its
administrative and cultural ethos.
4. Acquire an understanding on the cultural and socio-‐economic background of the allotted
State
5. Demonstrate effective written/ oral communication skills both in interpersonal and
organizational context
6. Exhibit right values and attitudes
4.2.4 The methodology of the Foundation Training will be participative, intensive and learning
by doing. Comprehensive reading material and hand outs will be provided for enhancing the
knowledge base. The methods to be used in the training will be in the form of lecture-‐discussion,
lessons, exercises and role-plays.

4.2.5 The details and sessions of that training programme will be worked out by AASC
immediately after the Government makes formal notification of appointment to ACS. Every effort
shall be made by AASC to make the Induction Training programme more effective by
incorporating panel discussions, individual and group action plans, field visits, preparation and
presentation of Group Reports during plenary as well as informal sessions, using audio- visual
aids and computers.

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4.2.6 While providing the Officer Trainees with ample space to study, learn and enjoy the course
will also thrive to build in the Officer Trainees the complex matrix of knowledge, skills and
attitudes, which will enable them to shoulder responsibilities that are staggering and complex,
both in scope and dimension.
4.2.7 On completion Foundation Training, a comprehensive Examination ( Evaluation ) will
be conducted and evaluation reports will be submitted to the Administrative Reforms and
Training Department.

4.3 DISTRICT TRAINING -PHASE - III

Duration: The district training would be for a period of 22 weeks.
(A) Objectives: The District training is designed to:-
1. Acquaint the OTs with the ground situation, as it exists
2. Provide an opportunity to acquaint themselves with the people, their values, customs,
problems and prospects
3. Provide an opportunity to critically examine the functioning of the Government at the
grass root level
4. Provide an insight into the administrative practices and procedures followed
5. Observe and learn the functioning of District level offices
6. Understand the role of Deputy Commissioner as District Head and co- coordinator of
various District level programs and activities
7. Appreciate the need for public responsibility and sensitivity involved in it.
Sl No Training Focus Duration
1. Attachment with Deputy Commissioners office 8 weeks
2. Attachment with Circle officer/Assistant Settlement officer 4 weeks
3. Attachment with Treasury officer 1 week
4. Attachment with Superintendent of Police 1 week
5. Attachment with officer in charge of local Police Station 1 week
6. Attachment with CEO, Zilla Parishad 1 week
7. Attachment with Block Development Officer 1 week
8. Attachment with District and Sessions Judge 1 week
9. Attachment with Joint Director of Health Services 1 week
10. Attachment with DMC, Sarba Siksha Abhijan 1 week
11. Attachment with Superintendent of Jails 1 week
12. Attachment with Inspector of School 1 week
Total 22 Weeks

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(B) Supervision of the District Training: The Deputy Commissioner will be responsible for
overall supervision and monitoring of the training. Once the OTs report to the DC, he will initiate
the training programme without further delay. The training schedule as detailed below includes
attachment of the OTs with various Departmental Heads of the District including that of the DC
and DC will co-‐ordinate with these Heads for timely completion of the programme. However the
DCs are at liberty for exercising a fair amount of flexibility to make necessary changes in the
schedule as per requirements of sudden exigencies like flood, relief works, droughts, elections
etc. However the basic structure and objectives of the training should not be altered to the
disadvantage of the OTs. The DC should insist on the other Departmental Heads of the District
for arrangement of field visits for the OTs as far as practicable.

(C) Assessment: The performance of the OTs will be assessed during the District training by
AASC. Every four weeks OTs will be entrusted with submission of following reports to AASC :-‐

i One Inspection Report (1st 8 weeks )

ii One Enquiry Report ( 2nd 8 weeks )
iii One CrPC Case Record as trial Magistrate (3rd 8 weeks )
Resource persons will assess these and evaluation reports will be submitted to the
Administrative Reforms and Training Department, which would reflect the performance and
sincerity of the OTs to the training programme at District level.

4.4 18 WEEKS (4 MONTHS) SURVEY AND SETTLEMENT TRAINING PHASE-IV:-

The course of training is divided into two parts, namely Survey and Settlement and duration of
the course will be of four months, three months being devoted to Survey and one month to Land
Records and Settlement training. During the period of training Officers will be under the control
of the Director of Land Records.

(A) SURVEY : -
The training in Survey and Settlement will be carried out at the Assam Survey & Settlement
Training Centre, Dakhin Gaon, Lokhra, Guwahati. The Director of Land Records (DLR) will
arrange for the training and will lay down detailed rules from time to time for the conduct of the
classes.

The course will include lectures on the general principles of Survey, and instructions in the use of
the different instruments with a view to give officers a practical acquaintance with the system of
survey found in Assam.

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Tentative syllabi of the course is as follows; however it may be customized and changed by the
Revenue and Desaster Management Department
I. Chain Survey –necessity for testing chains, methods of chaining, taking offsets,
recording in field books and on Khata, reconnaissance and setting out triangles,
necessity for the lines, method of surveying details by subsidiary lines, plotting from
field books and in field, executing the chain survey of about 10acres, on the scale of
16 inches or 64 inches to 1 mile, plotting the survey and drawing a scale of chains and
links, preparation of diagonal scales and area square, explanation of the compass and
Magnetic North.
II. Chain Triangulation and survey theory
III. Plain Table- use of plain table and sight vane for traversing
IV. Theodolite Survey (Traversing) and Adjustment of instruments-method of observing,
marking traverse stations, conditions of a traverse circuit, the universal theorem,
system of co-‐ordinates, plotting by co-ordinates, the calculation of areas, the
necessity for Azimuthal observations, executing of closed traverse circuit of at
least 10 stations, computing and plotting the same on a scale of 32 inch to 1 mile
and calculating area, drawing a scale of yard and one of chains and links, North Point
and magnetic declination to be shown.
V. Cadastral Survey-‐ methods of filling in detail from plotted traverse stations,
necessity for distribution of error in subsidiary lines, use of pantograph and
plain meter,
execution of a cadastral survey of about 20 acres on the scale 64 inches to 1 mile,
areas to be executed by acre comb and plain meters.
VI. Final Survey Examination will be held on last four days of the training program.

(B) LAND RECORDS AND SETTLEMENT: -

On termination of the training in Survey, the officers will be attached for training in Land
Records and Settlement work. The syllabus of the training is as follows: -
I. Preliminary instructions and lectures on the subjects below: -
(a) Land Revenue in Historical context
(b) Surveyed and unsurveyed areas in Assam
(c) Preparation and maintenance of maps and records
(d) Regular and Supplementary Settlement
(e) Maintenance of Survey marks
(f) General duties of recorders, Deputy Collectors

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 (g) Procedure of mutation in field and in office
(h) Settlement rules under Section I, II and III, Supervisory Kanungo, Registrar
Kanungo
(i) Assessment of Local Rates
(j) Rules for deferred enhancement of Land Revenues
(k) Grazing Reserves
( l ) Suspension and remission of revenue.

II. Practical instruction in doing field mutation in villages. This will consist of reading out
the names of settlement holders recorded in periodic jamabandhis and recording the
names of dakhilkars in column 5 of the chitha.
III. Practical training in the present system of land classification. The officer will be taken
to a typical village and given practical training in the system of land classification
adopted at the last re-‐settlement.
IV. Writing of a chitha in the field. For this purpose the officer will be divided in batches
of two or three and will be given copies of existing cadastral maps of certain typical
villages. Each officer will write out the chitha for at least 50 days, recording crops as
well as classification in addition to names of the settlement holders and the officer
in charge as it goes on, will test their work.
V. Area calculation and other office work after chitha working. This will be done in
office; Revenue and Local Rates should be calculated at the same time.
VI. Re-settlement and the method of assessment under soil unit system- process will be
clearly explained.
VII. Visit to RKG and Circle Office and examination of the registers.
VIII. Coaching in rules- for this purpose the officer will be taken in batches of two or three
at a time and the rules of the Land Revenue and Land Records Manuals will be
discussed.
IX. Examination will be conducted at the end of the training programmes. The DLR will
submit a report on the proficiency of each officer. An officer shall not be deemed
X. To have passed the departmental examinations until he is reported by the DLR to be
proficient in Survey and Settlement works.

4.4 TWO WEEK PROFESSIONAL TRAINING AT ASSAM ADMINISTRATIVE STAFF COLLEGE -

PHASE- V
Two week Professional Training essentially seeks to provide an opportunity to Officer
Trainees to discuss and deliberate issues, with the benefit of their first-‐hand experience in
the districts, and seek more enduring solutions to administrative problems and challenges.

It further allows for sharing of experience across a plethora of issues that are being addressed
in other districts, in terms of good administrative practices, for the larger benefit of the

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 Officer Trainees for the future. This duration of training seeks to prepare the Officer Trainees
for their future assignments and postings in the districts.

4.5 MID- CAREER TRAINING PROGRAMMES

4.5.1 OVERVIEW :
The Mid Career Training Programme will ensure structured in-‐service training to ACS officers
to prepare them for higher levels of responsibilities. The Mid Career Training will be organized
in three phases, viz. Phase-‐II, Phase-III and Phase-‐IV training programmes.
4.5.2 MID- CAREER TRAINING PROGRAMME PHASE-I
The first phase of Mid-Career Training Programme of two weeks will be held on completion
of 10 years of service.
4.5.3 Objectives: -
a) To appreciate contemporary developments in political economy at the national and
global level.
b) To equip officers with tools, skills and knowledge that will help them achieve
‘excellence in implementation’ of programs.
c) To design and implement BPR in Government and leveraging
IT to improve public service delivery
d) To strengthen communication, inter-personal and team-‐building skills and appreciate
the centrality of values in governance.
4.6 MID- CAREER TRAINING PROGRAMMES PHASE-II
The 2nd phase of Mid-Career Training Programme of two weeks will be held on completion
of 20 years of service of the ACS officers.
Objectives: -
By the end of the Course, the officer will be able to:
a) Appreciate contemporary developments in political economy at the global and
national level,
b) Understand the process of public policy formulation, analysis and evaluation,
c) Enhance domain knowledge in the context of public policy,
d) Strengthen leadership and negotiation skills, and,
e) Appreciate the centrality of values in governance.

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4.7 MID- CAREER TRAINING PROGRAMMES PHASE- III
The 3rd phase of Mid-Career Training Programme of two weeks will be held on completion of
30 years of service of the ACS officers. Officers who will have 3 years to attain
superannuation will be eligible for the training programme.
Objectives: -
By the end of the Course, the officer will be able to: -
a) Develop a wider global and national perspective in order to formulate strategies to meet
future challenges
b) Understand the importance of inter-‐sectoral policy design and
c) implementation
d) Provide effective leadership in her work environment
e) Reinforce service networks essential for policy formulation and implementation

4.8 FOREIGN STUDY TOUR:

Foreign training fills a crucial gap in the training system. It provides opportunities for officers
to gain exposure to the latest thinking on different subjects in some of the leading institutions
of the world. It exposes them to experiences and best practices of different countries with
differing models of development and governance.
One-week Foreign Study Tour will be part of two weeks Mid-Career Training
Programme of all the phases to provide foreign exposure to the Officer Trainees. The Foreign
Study Tour has been envisioned as an integral part of the overall course design and seeks to
link the learning’s in the domestic component with global experiences.
One week foreign study tour will provide exposure and enhance
understanding of:-
 Emerging global trends impacting governance, including technology as driver of change.
 The praxis of Public Policy in the developed world viz formulation, communication,
implementation and evaluation etc.
 Policy and Programme Design experience from developed countries including incentive
compatibility.
 New Public Management Reform of Civil Service and international experience
 Learning from international good practices—policy experience of urban
management, Education and health sectors.

The Study Tour will comprise of classroom sessions as well as site visits and interaction with
practitioners to enable participants to consolidate learnings and acquire better appreciation
of processes of governance in the country of destination.

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