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PICPA Approach to Training

PICPA’s Outcomes are:

(a) PIC public servants’ skills better match their government’s needs as a result of exposure to quality public administration learning opportunities, primarily in their countries, which progressively are articulated with other training and accredited;
(b) PICs have adequate information on the size, characteristics and cost of their public sector workforces (disaggregated by Ministry) and have the capacity to utilise that information to best deploy and develop their workforces in support of national development goals; and
(c) PICs are implementing changes to their public sector workforce planning, management and development systems to improve their effectiveness and efficiency.

PICPA Training is aligned with matching the needs of Pacific Island Countries (PIC). The needs are generally defined in the national development plans (high level), sector plans and annual corporate plans of ministries, departments and agencies.

PICPA Training  aims at sustainability and relevance. It is designed to avoid the pitfalls of (a) training for its own sake (b) lack of sustainability such as “one-off” training where the impact dissipates over time due to lack of follow-up and absence of assessments (c) in-takes of participants whose duties and job descriptions are not aligned with the course objectives.

PICPA Training follows the general guideline of providing training which will enhance the competencies of civil servants in line with achievement of the goals outlined in the corporate plans.
(a) Training courses are to be discussed with the PICPA national focal points (Public Service Commissions) to ensure alignment with corporate plans of the sectoral agencies.
(b) Training courses are to be designed, in consultation with the PSC and sectoral agencies, to ensure alignment with the activities of participants.
(c) Proposed participants should be pre-selected based on job descriptions and experience.
(d) Trainers will:

  • Conduct an initial test of participants before the training starts to obtain a baseline benchmark for comparison after the training;
  • Conduct a second test of participants after the training to obtain an assessment of the learning outcomes.

(e) Trainers will conduct assessments during the course to determine how well the training has been understood by participants.
(f) Trainers will, where practicable, set assignments which participants will be required to apply at the workplace for assessments within 4 weeks from the end of the face-to-face training.
The current courses are competence-based training programs at the introductory level.
PICPA is planning offer a pathway of training programs in HR which will include intermediate and advanced level training leading to qualifications accredited by the national qualification authority. This is currently being designed.
PICPA is also working with USP to offer 1-week workshops based on undergraduate courses in management. This will depend on demand by PIC.




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