Issue Date: May 14, 2011

Directorate of Staff Development

Issue # 2
Revision # 1
Title: Quality System Manual
Page 1 of 71

QUALITY SYSTEM MANUAL

Directorate of Staff Development
Government of the Punjab, Wahdat Colony, Lahore.

Telephone #: 042-99260071
Fax #: 042-99260077
E-mail: [email protected]
Website: www.dsd.edu.pk

Deputy Director (QA/M&E)/Management

Prepared by:
Representative
Reviewed by: Additional Program Director
Approved by: Program Director

COPY HOLDER

Designation
Copy #
Date of Issue
Issued by

Signature
Management Representative

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TABLE OF CONTENTS

Sr. Page
# #
DISTRIBUTION LIST 5
AMENDMENT SHEET 6
1.0 Profile of Directorate of Staff Development 7
2.0 PURPOSE AND SCOPE 10
2.1 General 10
2.2 Permissible Exclusion 14
3.0 TERMS AND DEFINITION 15
4.0 QUALITY MANAGEMENT SYSTEM 17
4.1 General Requirements 17
4.2 Documentation Requirements. 17
4.2.1 General 18
4.2.2 Quality System Manual 18
4.2.3 Control of Documents 19
4.2.4 Control of Records. 21
5.0 MANAGEMENT RESPONSIBILITY 22
5.1 Management Commitment 22
5.2 Focus on Trainers & Trainees 22
5.3 Quality Policy 23
5.4 Planning 24
5.4.1 Quality Objectives 24
5.4.2 Quality Management System Planning 25
5.5 Responsibility, Authority and Communication 26
5.5.1 Responsibility and Authority 26
5.5.2 Management Representative 27
5.5.3 Internal Communication 28
5.6 Management Review 29
5.6.1 General 29
5.6.2 Review Input 29
5.6.3 Review Output 30

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Sr. Page
# #
6.0 RESOURCE MANAGEMENT 31
6.1 Provision of Resources 31
6.2 Human Resource 31
6.2.1 General 31
6.2.2 Competence Awareness and Training 32
6.3 Infrastructure 33
6.4 Work Environment 33
7.0 PROCESS OF PROFESSIONAL DEVELOPMENT (PRODUCT 34
REALIZATION)
7.1 Planning 34
7.2 Professional Development Related Processes(Trainers 34
and Trainees Process)
7.2.1 Determination of Requirements related to the 34
Professional Development and Training
7.2.2 Review of Requirements related to the Professional 35
Development Training
7.2.3 Communication with Trainers & Trainees 36
7.3 Design of Courses/Programs and Development of 36
Curriculum
7.3.1 Planning 36
7.3.2 Inputs 37
7.3.3 Outputs 37
7.3.4 Review 38
7.3.5 Verification 38
7.3.6 Validation 38
7.3.7 Controls of Design and Development Changes 38
7.4 Purchase and Acquisition 39
7.4.1 Purchase and Acquisition Process 39
7.4.2 Purchase Information 40
7.4.3 Verification of Purchased Product and acquired services 40
7.5 Process of Training (Production and Service Provision) 41
7.5.1 Control of Process of Training (Control of Production 41
Provision)
7.5.2 Validation of Processes of Training 41
7.5.3 Identification and Traceability 42

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Sr. Page
# #
7.5.4 * Customer Property 42
7.5.5 * Preservation of Product 42
7.6 *Control of Measuring and Monitoring Devices 42
8.0 EVALUATION, ANALYSIS AND IMPROVEMENT 43
8.1 General 43
8.2 Evaluation and Monitoring 43
8.2.1 Satisfaction of Trainers and Trainees 43
8.2.2 Internal Audit 43
8.2.3 Evaluation and Monitoring of Processes 44
8.2.4 Evaluation and Monitoring of Trainer’s and Trainee’s 45
Performance
8.3 Control of Non-Conformance of QMS and Professional 45
Development Processes (Control of Non-Conforming
Product)
8.4 Analysis of Data 46
8.5 Improvement 46
8.5.1 Continual Improvement 46
8.5.2 Corrective Action 47
8.5.3 Preventive Action 47

* denotes permissible exclusions

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Section # 00

DISTRIBUTION LIST

Sr. # COPY HOLDERS

1)

2)

3)

4)

5)

6)

7)

8)

9)

10)

11)

NOTE:

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AMENDMENT SHEET

Rev. Date Designation Page Nature of Amendment Approving

# of initiator # Authority

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PROFILE OF DIRECTORATE OF STAFF

DEVELOPMENT
Background
• Initially established as the Education Extension Centre (EEC) for West
Pakistan in 1959
• Named as Directorate of Staff Development (DSD) for Punjab in 1993
• Merged with the University of Education (UoE) in 2002
• De-linked in July 2004 (to establish a system for continuous professional
development of teachers and education personnel to enhance the quality of
learning in the government schools of Punjab)
• 33 Government Colleges of Elementary Teachers (GCETs) were placed under
the administrative and financial control of DSD in 2004 (after decision of the
Lahore High Court).

Paradigm Shift in Teacher Development (under DSD)

After de-linking from the UoE, DSD has brought about a massive paradigm shift in
the concept, structure and delivery of teacher training and teacher development:

One window operation for Punjab: Restructured as an apex organization

(notified as one window operation) for Punjab to ensure a common rationalized
focus for all stakeholders for quality learning in the class room.

First time ever a holistic vision of teacher professional development: DSD

places trainings as one component within a framework of continuous professional
development (CPD). It is a holistic framework to ensure that teachers take charge
of their own professional development and also ensure that quality learning takes
place in class room. This will happen only in a system of incentives and
accountability. (Please see annexure 1).

Change in training concept: In a complete departure from past practice of one-

off activity, training is consolidated with regular support and follow-up.

Decentralized governance: DSD has moved to decentralized district level

governance to bring training closer to the class room.

Involvement of non-public sector/ consultative dialogue: Forged effective

partnerships with non-public sector and international agencies for quality input
(e.g. training of master trainers, material development, policy and plans
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development etc.). Commitment to support DSD’s objectives and Action Plan is

conditional for partnership especially for donor agencies

Changed DSD role: From provider of trainings to policy formulation and

integrated strategic planning; research and data-driven decision-making; quality
based structures, mechanisms and guidelines for operations/delivery; and capacity
building of various components in this initial stage

Pre-service and in-service integration: With GCETs under its administrative

and financial umbrella, DSD availed the opportunity to actively integrate in-service
and pre-service education.

Quality Trainings under DSD

The Continuous Professional Development (CPD) framework, developed by
DSD and approved by the Govt. of the Punjab, goes beyond one-off trainings and
ensures provision of continuous follow-up training and support (mentoring,
provision of resource materials etc) to the teachers. On-call master trainers,
specifically selected as per criteria and equitable distribution across districts, are
trained at DSD who then train teachers at designated district, tehsil or cluster
centres.

For the past many years DSD has concentrated on providing support and training
to primary school teachers (PSTs), elementary school teachers (ESTs), secondary
school teachers (SSTs), subject specialists (SSs) and their concerned heads.
Capacity of each district was developed to have its own lead trainers as Trainers of
Trainers (TOT) and master trainers of PSTs. Hence 6 TOTs called Lead teacher
educators (LTEs) were selected from each of the 36 districts and were trained (four
weeks i.e. 178 contact hours) at DSD. These LTEs trained the master trainers of
PSTs called District Teacher Educators (DTEs) for 2 weeks at the district level, who
in turn trained all the PSTs at their respective cluster centres for one week.

After initial piloting, the programme for support of PSTs has been launched in 24
districts of first phase where many Cluster Training and Support Centres (CTSCs)
have been made operational by posting of DTEs. With a view to providing
continuous support for professional development of the public school teachers, the
DTEs regularly visit primary schools of their respective clusters to observe the
teachers at work in the class rooms and impart on-site training/mentoring to them.
A well-thought out monitoring and evaluation system has been chalked out to
assess work of the DTEs. Under the overall supervision of the District Training and
Support Centre (DTSC) head, the recently appointed Teacher Educators (TEs - 4 in
each district) are responsible for monitoring and mentoring of the DTEs and
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management of professional development activities in their respective districts.

Furthermore, the Regional Programme Managers, deputed at regional offices, also
visit the districts to monitor implementation and quality assurance of the CPD
framework.

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2.0 PURPOSE AND SCOPE

2.1 General

The Quality System Manual (QSM-001) outlines a comprehensive

Quality Management System of Directorate of Staff Development in
accordance with requirements of ISO 9001:2008. “Guidelines for
Education” (Ref. Z1.11.2000) has been used wherever found
necessary.

The Quality Management Systems requirements defined in the Quality

System Manual are aimed at imparting professional development to
primary, elementary, secondary and higher secondary school teachers
through trained trainers and controlling the pre-service education.

1. Application of a Quality Management System.

2. Planning and Execution of Quality Objectives.
3. Prevention of lower grades or failures by continuous
monitoring.
4. Efforts for continual quality improvement.

Quality System Manual ensures that Directorate of Staff Development

adequately identifies requirements through the processes and
activities outlined in the quality management system, to achieve
satisfaction of the trainers and trainees and Government of the
Punjab.

In preparation of this Quality System Manual, the number given to

each para and sub-para in the text are compatible with clause
number given in ISO 9001:2008 Quality Management System
requirements. This provides quality assurance that the Directorate of
Staff Development has fulfilled the requirements of the standard.

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The basic assumption which highlights the “SERVICE” nature of the

activities of Directorate of Staff Development is that its PRODUCT is
KNOWLEDGE which it imparts to teachers of primary, elementary,
secondary and higher secondary school teachers as its primary
customers. The potential employers of the teachers who have
successfully completed their studies are considered to be secondary
customers of Directorate of Staff Development.

The Quality Management System of Directorate of Staff Development

is process based. It uses the PDCA cycle (Plan-Do-Check-Act) and
emphasis on the effectiveness of the QMS and continuous quality
improvement as shown in Figure-II.

Professional Development:

The product of the Directorate of Staff Development is considered to be

professional development of primary, elementary, secondary and higher secondary
school teachers of Punjab. The process employed is training the trainers who in
turn impart professional development to the teachers by methodology of training.

HEADING SUPPOSITION
DSD = Organization (Supplier)
Project (Training) = Professional Development
Skill
Knowledge
Material
Development
Research
Customers (Clients) = Teachers of primary, elementary, secondary and
higher secondary schools in Punjab.
Pre-service schools and colleges.

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Service Providers For material of training (TOT) and other services:

(DSD Partners) = CIDA; GTZ; JICA; UNESCO; UNICEF; USAID; The World
Bank; NCHD; NRSP; PEAS; PEC; Ali Institute of
Education; Beaconhouse School System; British Council;
PLAN Pakistan; The City School; ITA; SAHE; Allama Iqbal
Open University; Forman Christian College; Institute of
Education & Research, University of the Punjab;
University of Education; Baha-ud-Din Zakariya University,
Institute of Quality & Technology Management.
Stakeholder = Ministry of Education, Government of Punjab
School Teachers in Punjab
Student of Schools
Parents of Student
Colleges & Universities
Teacher Unions
District Government
Strategy = Train Trainers
Trainers train Teachers
Organize working of pre-service organization – GCET
to bring their training in-line with professional
development

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Continual Improvement of Quality Management System

5.0) Management Responsibility:

5.1) Management Commitment.
Customers:- 5.2) Focus on Trainers and Trainees.
Customers:-
5.3) Quality Policy.
Government 5.4) Planning Government
of Punjab 5.4.1) Quality Objectives. of Punjab
Trainers 5.4.2) Quality Management System Planning. Trainers
5.5) Responsibility, Authority and Communication.
Trainees 5.5.1) Responsibility and Authority. Trainees
5.5.2) Management Representative.
5.5.3) Internal Communication.
5.6) Management Review.
5.6.1) General.
5.6.2) Review Input.
8.0) Evaluation, Analysis and Improvement:
5.6.3) Review Output.
8.1) General
8.2) Evaluation and Monitoring.
6.0) Resource Management: 8.2.1) Satisfaction of Trainers and Trainees.
8.2.2) Internal Audit.
6.1) Provision of Resources. 8.2.3) E va lua tion and M onitor ing of
Processes.
R e q u i r e m e n t s

6.2) Human Resources.

6.2.1) General. 8.2.4) Evaluation and Monitoring of Student’s
Performance.

S a t i s f a c t i o n
6.2.2) Competence, Awareness
and Training. 8.3) Control of Non-Conformance of QMS and
Training Processes.
6.3) Infrastructure.
6.4) Work Environment. 8.4) Analysis of Data.
8.5) Improvement.
8.5.1) Continual Improvement.
8.5.2) Corrective Action.
8.5.3) Preventive Action.

7.0) Process of Professional Development Training:

7.1) Planning.
7.2) Training Related Processes.
7.2.1) Determination of Requirements Related to the
Teaching Material.
7.2.2) Review of Requirements Related to the
Teaching Material.
7.2.3) Communication with Trainers and Trainees.
7.3) Design of Courses and Curriculum Development.
7.3.1) Planning.
7.3.2) Inputs. Professional
7.3.3) Outputs. Development Output
Input 7.3.4) Review.
7.3.5) Verification. (Product)
7.3.6) Validation.
7.3.7) Control of Design and Development Changes.
7.4) Purchase and Acquisition.
7.4.1) Purchase and Acquisition Process.
7.4.2) Purchase Information.
7.4.3) Verification of Purchased Product and Acquired
Services.
7.5) Process of Training.
7.5.1) Control of Process of Training.
KEY: 7.5.3) Identification and Traceability.

Information Flow Figure-II

Value-adding activities

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SCOPE:

The scope of this Quality System Manual covers the training wing of
DSD and processes of that are practiced by the Training wing
Directorate of Staff Development and its personnel which contribute
to the quality of professional development being imparted by
Directorate of Staff Development i.e QA, M&E.

2.2 Permissible Exclusions

The following sub-clauses of Product Realization (Clause 7 of ISO

9001:2008) have been excluded from the scope of Quality
Management System of Directorate of Staff Development.

2.2.1 Customer Property:

The clause 7.5.4 is not applicable because the Directorate of

Staff Development is a training institution and does not deal
with any customer property issues.

2.2.2 Preservation of Product (Service)

The clause 7.5.5 is not applicable as professional development

through training is a non-tangible service.

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3.0 TERMS AND DEFINITIONS

DEFINITIONS
♦ Quality The totality of features and characteristics of a product or
service that bear on its ability to satisfy the stated or implied
needs.

♦ Customer Trainee teachers of elementary, primary and secondary

school.

♦ Product Professional development is considered as primary product.

♦ Supplier Trained trainers.
♦ Organization Directorate of Staff Development
TERMS
♦ DSD Directorate of Staff Development
♦ QMS Quality Management System.
♦ QSM Quality System Manual.
♦ QSP Quality System Procedures.
♦ QSR Quality System Records derived from QSPs.
♦ QWI Quality Works Instructions.
♦ SOP Standard Operating Procedures.
♦ QR Quality Records derived from SOPs.
♦ QP Quality Plans.
♦ MR Management Representative.
♦ PER Personnel.
♦ ACT Accounts Department.
♦ CWA Company Wide Activity.
♦ QA Quality Assurance.
♦ STR Stores.
♦ M Management.
♦ QO Quality Objectives.
♦ PD Project Director.
♦ PRD Professional Development.
♦ LTE Lead Teacher Educator
♦ DTE District Teacher Educator
♦ TE Teacher Educator
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♦ PST Primary School Teacher

♦ CTSC Cluster Training and Support Centre
♦ DTSC District Training and Support Centre
♦ GCET Government College of Elementary Teachers
♦ CPD Continuous Professional Development
♦ TOT Trainer of Trainers
♦ PESRP Punjab Education Sector Reforms Programme
♦ EDO Executive District Officer
♦ DEO District Education Officer
♦ AEO Assistant Education Officer
♦ DMO District Monitoring Officer
♦ MEO Monitoring & Evaluation Officer
♦ MEA Monitoring & Evaluation Assistant
♦ SSS Senior Subject Specialist
♦ LQT Least Qualified Teacher
♦ PDD Professional Development Day
♦ INSET In-Service Training of Teachers
♦ TNA Training Needs Analysis
♦ OHP Overhead Projector
♦ ACR Annual Confidential Report
♦ PER Performance Evaluation Report

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4.0 QUALITY MANAGEMENT SYSTEM (QMS)

4.1 General Requirements

Directorate of Staff Development has established, documented,

implemented and continually improves the effectiveness of the
Quality Management System in accordance with the requirements of
ISO 9001:2008. In order to fully implement the QMS, Directorate of
Staff Development has taken the following actions:

a) Identifies the processes/activities needed and their application

throughout the organization. The processes include:

i) processes for management activities;

ii) processes for provision of resources;
iii) processes for professional development, curriculum
development, purchase of materials and acquisition of
tutors services;
iv) processes for evaluation.

b) determined the sequence and interaction of these processes/

activities;
c) determined the criteria and methods for ensuring that
operation and control of these processes are EFFECTIVE;
d) ensured the availability and use of resources and information
and monitoring of these processes;
e) implemented necessary actions to achieve the planned results
and objectives;
f) ensured continual improvement of the effectiveness of the
processes;

Whenever Directorate of Staff Development out-sources any

process, the process is identified and controlled.

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4.2 Documentation Requirements

4.2.1 General

Directorate of Staff Development has prepared its Quality

management system documentation. The extent of the
documentation, are based on the following considerations:

a) Documented procedures required by ISO 9001:2008

Quality Management System.
b) Documented SOPs, work instructions or any other
required by the Directorate of Staff Development to
ensure the effective planning operations and control of
its processes and its various departments.
c) Competence level of the quality personnel.

4.2.2 Quality System Manual

Directorate of Staff Development has defined and documented

a Quality System Manual in accordance with the ISO
9001:2008 Quality Management System. It outlines the scope,
structure and general policies of the quality management
system which includes:

a) The scope including details of and justification for any

exclusion (reference para 2.2). The scope of the Quality
Management System is based on:

1) The requirements of Training wing and

processes that they follow such as TNA, Planning,
conducting the training and evaluating training.
These processes are required to ensure the
effectiveness of the Quality Management System.
2) Exclusion of any aspects of the Standard (ISO
9001:2008 Quality Management System)

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(reference para 2.2) not required by Directorate

of Staff Development. These exclusions are
limited to requirements within clause 7 of ISO
9001:2008 requirement and it is ensured that
these exclusions do not affect the Directorate of
Staff Development ability or responsibility to
provide professional development training that
fulfills the requirement of trainees.

b) Reference to the Quality System Procedures, Standard

Operating Procedure, or other supporting
documentation.
c) A description of the sequence and interaction of the
processes included in the quality management system.
Process flow charts laying out the Directorate of Staff
Development process sequence and their interaction are
defined.

Quality System Manual is prepared by the Deputy

Director (QA/M&E)/ Management Representative,
reviewed by Additional Director and approved by the
Programme Director. Quality System Manual is
controlled and distributed to the concerned persons in
accordance with document control requirement of
Directorate of Staff Development.

4.2.3 Control of Documents

Directorate of Staff Development controls the documents

required by the Quality Management System including the
internal documents. Records are special type of documents
and are controlled in accordance to the requirements given
hereunder clause 4.2.4.

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Directorate of Staff Development has established a procedure

for controlling documents used in its quality management
system. This control ensures that the:

a) Documents are approved for adequacy prior to release

by the authorized authority.
b) Documents are reviewed, updated as necessary and re-
approved after revision. Directorate of Staff
Development undertakes periodic review of documents
to identify possible improvements. Documents are also
reviewed and updated as a consequence of
advancement in techniques of teaching and assessment
by corrective and preventive actions.
c) Documents are identified with current revision status.
d) The relevant versions of documents are available at all
locations where activities, essential to the effective
functioning of the quality operating system and
processes are being carried out.
e) Documents remain legible, readily identifiable and
retrievable.
f) Applicable documents of external origin are identified
and their distribution controlled.
g) Obsolete documents are removed from all points of
issue or use, or are otherwise controlled to prevent
unintended use. Any obsolete documents retained for
knowledge purposes are suitably identified.

Documentation Structure of the Directorate of Staff

Development is given in the Quality System Procedure for
control of documents.

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Supporting Documents:

Quality System Procedure for Control of Documents QSP-

01(4.2.3).

4.2.4 Control of Records

Quality records are maintained and controlled to demonstrate

conformance to requirements and effective operation of the
quality management system.

Directorate of Staff Development has established and

maintains a procedure for record identification, storage,
retrieval, protection, retention time and disposition of quality
records.

Supporting Documents:

Quality System Procedure for Control of Records QSP-

02(4.2.4).

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5.0 MANAGEMENT RESPONSIBILITY

5.1 Management Commitment

Directorate of Staff Development’s management is fully committed to

quality and demonstrates its commitment to the development and
improvement of the quality management system by:
a) Communicating, the importance of meeting the requirements
of the trainers and trainees at all level, as well as fulfilling the
regulatory and legal requirements through:
1) Statement of Quality Policy.
2) Memos/Letter.
3) Meetings, reviews, seminars and workshops.
4) Assigning priority to fulfillment of statutory/regulatory
requirement of Government of the Punjab.
b) Establishing a quality policy (5.3).
c) Establishing the quality objectives, and ensuring that they are
deployed effectively; (5.4.1).
d) Performing self assessments periodically, management reviews
regularly and once
Annually;
Biannually
and ensuring that quality performance is effectively reviewed
at relevant levels (5.6). These meeting can also be done as
and when needed other than Annual and biannual planned
meetings.
e) Ensuring the availability of necessary resources for the
fulfillment of needed quality standards (6.1).

5.2 Focus on Trainers & Trainees (Customer Focus)

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Top management of Directorate of Staff Development ensures that

trainers and trainees requirements are determined and are met to
fulfill the goal of achieving their confidence.

The quality management system provides the mechanisms by which

the needs and expectations of the trainers and trainees are
determined and fulfilled.

The priority of focus is ensured through satisfaction measurement,

(8.2.1).

5.3 Quality Policy

Directorate of Staff Development Top Management has established a

Quality Policy which:

a) Is appropriate to the purpose of Directorate of Staff

Development.
b) Includes a commitment to comply with the requirements and
continually improvement of the effectiveness of the Quality
Management System.
c) Provides a framework for establishing and reviewing quality
objectives.
d) Is communicated, understood and implemented throughout
the organization.
e) Is regularly reviewed for continual suitability at appropriate
level of the organization.

The quality policy is the main guiding policy statement that provides
the focus on Quality for the whole organization. The quality policy is
communicated and enforced through management reviews, training,
displays in Urdu and English at appropriate locations and areas.

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The Project Director and senior members of administrative and

teaching staff conduct regular sessions with their staff member
(existing and fresh) to ensure that quality policy and the impact on
their activities is understood by all personnel involved in the
operations of the Quality Management System.

The quality policy is reviewed at least once in a year in the

management review meetings for its continuous suitability and
improvement. The attributes reviewed are:

specific address to Critical Areas;

ease of understanding;
degree of completeness with regard to key issues.

The Quality Policy is placed as Annexure A attached to this Quality

System Manual.

5.4 Planning

5.4.1 Quality Objectives

Top Management of Directorate of Staff Development has

established Quality Objectives including those needed to meet
requirements for product at appropriate functions and levels.

These objectives are defined in measurable terms and are the

measurable goals of policy deployment in each department.
Quality Objectives are established to have positive impact on
the professional development, training methodologies and
operational effectiveness.

These quality objectives are set annually and are consistent

with the quality policy, and the commitment to continual
improvement. The quality objectives are communicated to the
personnel dealing with critical activities relevant to the quality

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objectives. The personnel understand the applicable

objectives at their level and are able to identify the
contribution required from them to achieve the Quality
Objectives.

5.4.2 Quality Management System Planning:

Top Management of Directorate of Staff Development ensures

that the planning of the Quality Management System is carried
out in order to meet the requirements given at para 4.1 as well
as in Quality Objectives.

Directorate of Staff Development has established plans

identifying the resource need to achieve the quality objectives.
Quality planning covers the following issues:

a) Identification of Processes excluding permissible

exclusion.
b) Determination of sequence and interaction between
processes.
c) Determinations of controls of processes.
d) Availability of resources and information to support
processes.
e) Analysis of data.
f) Fulfillment Statutory and Regulatory Requirements.
g) Corrective, preventive action and continual
improvement.
h) Measurement and evaluation system for Quality
Objectives.
i) Reporting System for Quality Objectives.

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Planning ensures that any change is made in a controlled

manner and that the integrity of the quality management
system is maintained during such changes.

To maintain integrity of the Quality System Manual while

making changes, the interfaces within system that are
considered includes corrective action, preventive actions,
continual improvement, adaptation to trainers and trainees
requirements, fulfillment of specific statutory and regulatory
requirements, investment in infrastructure, human resource
and equipment and implications of change to the system.

5.5 Responsibility, Authority and Communication

5.5.1 Responsibility and Authority

Functions and their interrelationships within the organization

including responsibilities and authorities are defined and
communicated to all concerned in order to facilitate effective
quality management & quality assurance.

The management chart as given in Annexure B describes the

hierarchical structure of Directorate of Staff Development.

The assignment descriptions of individuals describe the

responsibilities and authorities of the Directorate of Staff
Development personnel. Directorate of Staff Development has
defined and documented Responsibility of its Personnel for
Quality Management System, which is, communicated to all
the concerned.

The Quality System Manual, Quality System Procedures and

Standard Operating Procedures also describe the
responsibilities of personnel in relation to various quality
system requirements.
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Supporting Documents:

Quality Policy – QSM Annexure A

Management Chart – QSM Annexure B
Responsibilities – QSM Annexure C
Quality System Procedures – QSP (01 to 09)
Standard Operating Procedure – SOP (001 to 004)

5.5.2 Management Representative

A DD QA, M&E has been appointed as the Management

Representative who, irrespective of other responsibilities, has
defined responsibility and authority for the Quality
Management System, which includes:

a) Ensuring that processes of the quality management

system are established and maintained in accordance
with the requirements of Quality Management System.
b) Planning and organizing internal quality audits.
c) Reporting to top management on the performance of
the quality management system, including needs for
improvement and inputs to the management review.
d) Monitoring effects of Corrective and Preventive Actions.
e) Monitoring continual Improvement Plans.
f) Preserving the integrity of the Quality Management
System at the management level decisions.
g) Promoting awareness of trainers and trainees
requirements throughout the organization.
h) Liaison with external parties on matters relating to the
quality management system.

Management Representative reports on the performance of

Quality Management System as and when required including

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needs for improvement and inputs to the management. The

scope of the report includes:

a) System Effectiveness: Performance Criteria for this

related to processes and service and Internal Audit etc.
b) Any Improvement required.
c) Promotion of awareness of Quality Objectives/Goals,
actions and progress.

Management Representative ensures the promotion of

awareness of objectives and outcomes by focusing on the
contributions as a function of their criticality, through training
session, discussions, workshops, self-assessments and internal
audits.

5.5.3 Internal Communication

Directorate of Staff Development maintains the same

communication at all levels as in the DSD organization chart
for internal communication between various levels and
functions of the organization with reference to quality
management system and its effectiveness to ensure that the
correct information is effectively transmitted/ communicated
from one department/ process/individual to another, to ensure
full awareness.

Directorate of Staff Development uses communication

methodology that includes distribution of quality system
manual, quality procedures, standard operating procedures,
external origin documents, meetings/team briefing, notice
boards, giving and receiving of instructions, assignments/tasks
in written, verbal and in transmitted form.

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Directorate of Staff Development management verifies the

adequacy of the communication using different tools i.e.
Personal Interviews and Internal Quality Auditing.

5.6 Management Review

5.6.1 General

Directorate of Staff Development has established, maintains

and implements a regular management review system. The
Management Review meetings are conducted at planned
interval and a final one (minimum once a year), sufficient to
ensure the continuing suitability, adequacy and effectiveness
of the system. The frequency of the final management review
is based on:

a) Quality Policy Statement and the Level of Objectives.

b) Performance of the system (e.g. internal and external
audit findings, customer internal and external
complaints, and non-conformance records).
c) Continual Improvement activities.

The review includes evaluation of the need for changes to

quality management system, including quality policy and
quality objectives.

5.6.2 Review Input

Agenda items may include but are not limited to.

The management review includes periodic review of current

performance and improvement opportunities related to:

a) Results of Internal and External Audit reports;

b) Feedback from internal and external sources;
c) System performance conformity;
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d) Status of preventive and corrective actions;

e) Follow-up actions from earlier management reviews;
f) Changes that could affect the quality management
system.
g) Recommendations for Improvements

5.6.3 Review Output

The output from management review includes actions related

to:

a) Improvement of the effectiveness of the quality

management system and its processes.
b) Improvement of professional development processes
related to the requirement of trainers and trainees.
c) Requirement for enhanced resources.

Records of the management review meetings are documented

and communicated to all the members of the Management
Review Committee. Follow-up of the management review
meeting is carried out to ensure effective implementation of
the management decisions within the specified time.

Supporting Documents:

Quality System Procedure for Management Review QSP-

03(5.6).

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6.0 RESOURCE MANAGEMENT

6.1 Provision of Resources

Directorate of Staff Development has determined requirements for

appropriate resources on continuous basis to implement and improve
the quality management system, and ensure that these are provided
on a timely manner. These include the resources:

a) To implement and maintain the Quality Management System

and continually improve its effectiveness.
b) To enhance satisfaction of trainers and trainees.
c) To ensure quality operation of pre-service organization.

6.2 Human Resource

6.2.1 General

Directorate of Staff Development considers the human

resource management as one of the most important processes
of the Quality Management System. The basic aim is to ensure
right person for the right job. Special attention is paid to
gender equality and disabled persons. This includes resources
for operation and improvement of the quality system, and the
satisfaction of trainers and trainees. Resources are:

people;
infrastructure;
work environment;
information systems;
financial resources.

Directorate of Staff Development assigns responsibilities to

personnel ensuring that they are competent on the basis of
applicable education, training, skills and experience criteria.

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Their qualification, experience and training data are

maintained.

6.2.2 Competence Awareness and Training

Directorate of Staff Development has determined the

necessary competence for its senior officers and staff members
affecting quality processes. Directorate of Staff Development
ensures the proper training, awareness and competence
development of its personnel. This planning is carried out,
taking into account the organizations processes, trainers and
trainees needs and expectations, the stages of development of
personnel and the culture including gender equality of the
organization. The objective is to provide personnel with
knowledge and skills, which, together with experience, improve
their competence and capabilities.

Directorate of Staff Development has established and

maintains a procedure to ensure proper capabilities of
personnel. This includes:

a) Identification of competency needs for personnel

performing activities affecting quality;
b) Providing training or take other actions to address
identified needs;
c) Evaluating effectiveness of the training provided;
d) Ensuring that personnel are aware of the relevance and
importance of their activities their contribution to the
achievement of the quality objectives;
e) Maintaining appropriate records of experience, training
and qualification.

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6.3 Infrastructure

Directorate of Staff Development has determined, provided and

maintained the infrastructure needed to achieve conformance to
planned standards. The requirements for infrastructure are regularly
up-dated as and when required. These include but are not limited to
these:

a) Buildings, work space and associated facilities e.g. overhead

projector, multimedia.
b) Library, relevant journal, books.
c) Supporting services such as transport and means of
communication.

6.4 Work Environment

The work environment of Directorate of Staff Development is

considered an important process to manage the quality management
system. In this regard, the top management ensures that a healthy,
safe, and conducive environment is maintained in offices and
classrooms such as temperature, lighting and cleanliness. Special
attention is paid to the needs of female and disabled personnel.

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7.0 PROCESS OF PROFESSIONAL DEVELOPMENT (PRODUCT

REALIZATION)

7.1 Planning

Directorate of Staff Development has planned, developed the

processes needed for professional development, which are consistent
with requirements of the other processes of the Quality Management
System. Following factors are taken into account during the process
of planning:

a) Quality Objectives and requirements of the process of

professional development taking into account trainers and
trainees requirements and statutory and regulatory
requirements of Government of Punjab.
b) The need to establish process, documents, and provide
resources specific to the process of professional development.
c) Required verification, validation, monitoring, inspection and
test activities specific to the professional development and
criteria of certificates.
d) Records needed to provide the evidence that the process of
professional development have been successfully carried out.

Quality plans and related documents are prepared/modified for the

professional development process, which describes the sequence of
training and evaluation activities carried out and the responsible
persons for each of the activity/process.

7.2 Professional Development Related Processes (Trainers and

Trainees Processes – SOP 002 and SOP 003 for Trainings)

7.2.1 Determination of Requirements related to the

Professional Development and Training

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Directorate of Staff Development determines:

a) The requirements for imparting professional

development and training keeping in view the
requirement of trainers and trainees and the national
policies especially the Government of Punjab.
b) Interrelationship between Directorate of Staff
Development and the trainers and trainees.
c) Statutory and regulatory requirements of Government of
the Punjab.
d) Code of conduct for trainers and trainees.

7.2.2 Review of Requirements related to Professional

Development Training

Directorate of Staff Development reviews the requirements as

stated at 7.2.1. This review is conducted prior to the
Directorate of Staff Development commitment to start any
professional development training session.

Directorate of Staff Development ensures:

a) Training and evaluation systems are clearly defined.

b) Interrelationships between Directorate of Staff
Development and the trainers and trainees are clearly
defined.
c) Directorate of Staff Development capability to meet the
requirement for imparting professional development
training and training as per plan.

Records of the actions arising from the review are maintained.

The Directorate of Staff Development ensures that relevant

documentation is amended in case of changes and the
changed requirements are communicated to all relevant
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personnel within Directorate of Staff Development and to the

trainers and trainees.

7.2.3 Communication with Trainers and Trainees

Directorate of Staff Development has determined and

implemented effective arrangements for communicating with
the trainers and trainees. Methods for communication
requirements are defined relating to:

a) Courses/programs, curriculum.
b) Trainers and trainees discipline.
c) Complaints feedback from trainers and trainees.
d) Directorate of Staff Development rules and regulation
governing the courses/programs.

7.3 Design of Courses/Programs and Development of Curriculum

(SOP 002 for In-House Trainings)

Directorate of Staff Development has set-up a methodology for

design and development of the course/program, material, and
curriculum.

7.3.1 Planning

During the planning stage, Directorate of Staff Development

determines:

a) the various stages of design and development;

b) the review, verification and validation which are
appropriate to each design and development stage;
c) the persons who have the responsibility and authority
for design and development including preparation,
review, validation and final approval.

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Directorate of Staff Development has ensured the effective

communication, coordination between different groups
involved in various stages and output of the process is updated
as appropriate.

7.3.2 Inputs

Inputs related to a course/program are determined and

records maintained. The input includes:

a) functional and performance requirement;

b) applicable statutory and regulatory requirement of the
Government of the Punjab and other relevant agencies;
c) any data, information derived from previous experience
or other sources.

The above inputs are complete, clear and not in conflict with
one another. The inputs are reviewed.

7.3.3 Outputs

The outputs of design and development are prepared so as to

make the process of verification against inputs simple and are
approved prior to its release. Following criteria are met:

a) meet the input requirement;

b) provide appropriate information regarding its
implementation, classrooms, trainers and trainees, time
for each course/program and other relevant
information;
c) criteria for acceptance i.e. examination, marks, reports
from designated authorities e.g. mentors.

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7.3.4 Review

At suitable stages systematic reviews of design and

development is done according to planned arrangement given
at para 7.3.1 to ensure:

a) that course/program and curriculum shall meet the

initial planned objective and outcomes;
b) that problems if any are identified and necessary actions
are proposed.

Such reviews are done by designated teams appointed by

Project Director, which may include external management
personnel, in the field of professional development. The
records of reviews and results are maintained.

7.3.5 Verification (SOP 001 & 004)

Verification is done as per planned arrangement as given at

para 7.3.1 and the records of results and any actions are
maintained.

7.3.6 Validations (SOP 001 & 004)

Validation is done by Project Director or his designated team

as per planned arrangement given at para 7.3.1 to ensure that
the course/program, curriculum design fulfills the initial
objective and goals of the course/program and curriculum.
Records of validation are maintained.

7.3.7 Control of Design and Development Changes

Any changes in design and development of courses/programs

and curriculum are identified and records are maintained. The
process of change shall follow the same path of activities as
the original design and development (para 7.3.1 to 7.3.6).
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7.4 Purchase and Acquisition (QSP 07 and QSP 08)

There are two types of purchases at Directorate of Staff

Development:

a) Purchase of items which affect the quality of the system, such

as, computers for computer laboratories, multimedia, overhead
projector, screens and other material used in the training
process.
b) Acquisition of services of trainers from external sources, if and
when so required.
c) Acquisition of programs, courses and curriculum from external
services by and when so required.

7.4.1 Purchase and Acquisition Process

Directorate of Staff Development has defined, implemented an

effective purchasing/acquisition process for the evaluation and
control of purchased product(s) and acquired service(s), in
order to ensure that purchased product(s)/service(s) conforms
to the quality requirements.

Directorate of Staff Development has determined the type and

extent of control that is to be applied on the source of supply.

Directorate of Staff Development has defined the methods for

identifying, selecting and evaluating suppliers to provide
confidence that the supplier has the ability to supply product
and/or services in accordance with the quality requirements.
Evaluation, re-evaluation and selection criteria have been
established.

The results of evaluations and subsequent follow-up actions

are recorded to provide objective evidence of actions taken.
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7.4.2 Purchase Information

Purchasing information adequately describe the product to be

purchased and service to be acquired including where
appropriate:

a) requirement for approval, procedures and processes;

b) requirements for qualification, experience especially in
case of services (outsourcing).

Directorate of Staff Development reviews and approves

purchasing/acquisition documents for adequacy prior to
release. Records of purchasing activities are maintained.

7.4.3 Verification of Purchased Product and Acquired

Services

Directorate of Staff Development verifies purchased product or

acquired services for ensuring that purchased product or
acquired service meets the specified requirements. All type of
purchased products which come under the scope of quality
management system undergo inspection and testing or other
verification activities (or a combination thereof) to ensure that
specified purchase/acquisition requirement have been met.
Directorate of Staff Development has determined and
implements the necessary verification activities.

Supporting Documents:

QSP-07 Petty Purchase Process below Rs. 25,000

QSR-07-01 Internal Audit Checklist for Purchase Under
Rs. 25,000
QSP-08 Petty Purchase Above Rs. 25,000 and
(2,00,000)
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QSR-08-01 Internal Audit Checklist for Purchase Above

Rs. 25,000
SOP for acquisition of permanent employees
Contract Policy, Government of Punjab
SOP for purchase of materials
The Punjab Delegation of Financial Power Rules 2006
Purchase Manual, Government of Punjab
Punjab Financial Rules (Vol. I & II)

7.5 Process of Training (Production and Service Provision) (QSP

09)

7.5.1 Control of Process of Training (Control of Production

Provision)

Directorate of Staff Development plans and carries out the

process of professional development training under controlled
conditions. Controlled conditions include:

a) Availability of information that defines the

characteristics of the training e.g. course/program,
curriculum, objectives, outcomes and other document
and parameters.
b) Availability of necessary SOPs governing training
processes.
c) Availability of adequate infrastructure including
classrooms and suitable equipments.
d) Use of suitable evaluation system during the training
process including the written examinations.
e) Implementation of defined processes for declaration of
final results.

7.5.2 Validation of Processes of Training

The process of validation is in place which includes:

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i) ensuring through monitoring and evaluating the

implementation of the controlled condition as mentioned
in para 7.5.1;
ii) review of quality policy and quality objective;

7.5.3 Identification and Traceability

Directorate of Staff Development has defined and documented

methods for training course identification and their traceability.
The Training files are mentioned per training on the title on the
file of the respective training. The related M&E documents are
maintained separately in under DDQA, M&E with the same title
of the related file.
Records of identification and traceability are maintained for a
upto a time of one year.

7.5.4 Customer Property

This standard clause of ISO 9001:2008 Quality Management

System has been excluded from the Scope (see Permissible
Exclusion para 2.2.2).

7.5.5 Preservation of Product

This standard clause of ISO 9001:2008 Quality Management

System has been excluded from the scope (see Permissible
Exclusion Para 2.2.3).

7.6 Control of Measuring and Monitoring Devices

As per exclusion clause under 4.2 this is excluded as the training is an

intangible service.

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8.0 EVALUATION, ANALYSIS AND IMPROVEMENT

8.1 General

Directorate of Staff Development plans and implements monitoring,

measurement, analysis and improvements processes needed in order
to:

a) demonstrate that trainees and trainers have been provided

with education and training as per course/module;
b) ensure conformity of the quality management system and;
c) Continuously improve the effectiveness of the quality
management system.

This includes the determination of all required applicable methods

and technique including statistical techniques.

8.2 Evaluation and Monitoring

8.2.1 Satisfaction of Trainees and Trainers

Directorate of Staff Development has determined and

established processes for monitoring information on
satisfaction of trainees and trainers. The methods and
measures for obtaining this information and its use are defined
in the relevant procedures. These methods include collection
and analysis of data from:

Trainers and trainees;

employers;

8.2.2 Internal Audit

The internal audit process provides an independent tool for use

in obtaining objective evidence that the existing requirements
of quality management system have been met. Directorate of
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Staff Development has established a process for performing

internal audits in order to determine that the quality
management system:

a) conforms to the requirements of ISO 9001:2008 and

Directorate of Staff Development;
b) has been effectively implemented and maintained.

Directorate of Staff Development plans audit programs which

are based on:

the status and importance of the activities;

areas or procedures to be audited, and the results of
previous audits.

Directorate of Staff Development has documented and

implemented a quality system procedure for internal audits
which covers the audit scope, frequency and methodologies,
as well as the responsibilities, requirements for conducting
audits, recording and reporting results to management. Audit
personnel do not audit an area where they work. The
management takes timely corrective and preventive actions on
deficiencies found during audit. Follow up actions include the
verification of the implementation and the effectiveness of
corrective action and the reporting of verification results.

Supporting Documents:

Quality System Procedure for Internal Audit QSP-

04(8.2.2).

8.2.3 Evaluation and Monitoring of Processes

Directorate of Staff Development applies suitable methods for

evaluating and monitoring of processes necessary to meet the

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trainers and trainees requirements and to demonstrate the

continuing ability of the processes to satisfy their intended
purpose. In case of non-conformance with the planned
results, corrective and preventive actions are taken.

8.2.4 Evaluation and Monitoring of Trainer’s and Trainee’s

Performance

Directorate of Staff Development applies suitable methods for

monitoring and evaluating the performance of the trainers and
trainees at various stages during the course of his professional
development, which include:

a) attendance result;
b) assessment by trainers;
c) results of assignments and problems solving in the
classroom;
d) evaluating presentation of trainees;
e) evaluating research projects;
f) examination at various stages.

Evidence of conformity with the acceptability criteria are

maintained, duly verified by the signatures of the authorized
person. Trainees are not allowed to proceed to the next or
final stage till all criteria of acceptability have been met unless
authorized otherwise, by the competent authority.

8.3 Control of Non-Conformance of QMS and the Professional

Development Processes (Control of Non-Conforming Product)

Directorate of Staff Development ensures that the non-conformances

occurring in the Quality Management System in general, the training

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processes and trainees’ knowledge assessment in particular, conform

to the laid down standard.

a) Identifying, investigating and taking immediate corrective and

preventive action;
b) giving special attention to the trainers and trainees not
attaining levels of professional development as per standard;
c) any other actions considered to be appropriate.

Records of nature of non-conformity and the subsequent actions are

maintained.
Supporting Documents:

Quality System Procedure for control for non-conformances of

QMS and the training processes (Control of Non-Conforming
Product) QSP-(8.3)

8.4 Analysis of Data

Directorate of Staff Development collects and analyzes appropriate

data to evaluate the suitability and effectiveness of the quality
management system and to identify areas for continual improvement.
This includes the data generated by trainee’s evaluation by trainers,
attendance and other relevant sources. Decisions are based on
objective data and effective and efficient use of appropriate statistical
techniques. The analysis of data provides the following information:

a) conformance to trainers and trainees requirements;

b) performance of trainers and trainees;
c) satisfaction and/or dissatisfaction of the trainers and trainees;

The information is subsequently translated into decisions.

8.5 Improvement

8.5.1 Continual Improvement

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Directorate of Staff Development strives continually to improve

the effectiveness of the management system through the use
of quality policy, quality objectives, audit results, analysis of
data, corrective and preventive action and management
reviews. The quality objectives are up-graded gradually on
routine basis for improving performance.

8.5.2 Corrective Action

Directorate of Staff Development takes action to eliminate the

causes of non-conformities in order to prevent recurrence.
The extent of corrective actions taken depends on the impact
of the problems encountered.

The procedure for the corrective action process includes:

a) identification and review of non-conformities (including

trainers and trainees and mentors complaints and
suggestions);
b) determination of causes of non-conformities;
c) evaluation of the need for actions to ensure that non-
conformities do not recur;
d) determination and implementation of any actions
necessary to ensure that non-conformities do not recur;
e) recording results of actions taken;
f) follow-up to ensure that the corrective action taken is
effective and recorded.

8.5.3 Preventive Action

Directorate of Staff Development determines actions to

eliminate the causes of potential non-conformities in order to
prevent their occurrence. Extent of preventive actions
depends on the impact of the potential problems. The
procedure addresses;
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a) identification of potential non-conformities and their

causes;
b) determination and ensuring the implementation of
preventive action;
c) recording of results of actions taken;
d) follow-up to ensure that the preventive actions taken
are effective and is recorded.

Supporting Documents:

Quality System Procedure for Corrective and

Preventive Action QSP-06(8.5.3).

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Annexure A
DSD’s Quality Policy

The Directorate of Staff Development as an apex organization is

committed to develop the pedagogical skills and knowledge through a
continuous process of professional development of teachers in
Punjab.
The core objective is to enhance the quality of learning at all levels of
education by training and nurturing the teaching cadre both at DSD
and simultaneously in the field.
In order to ensure accomplishment of it’s laid down goals, apart from
building a competent and devoted in-house faculty, the Directorate
has developed close interaction with National and International
organizations of like nature for qualitative deliverance of set goals.

The Quality Management System of the Directorate is based on

International Standards which includes training and motivation of
available Human Resource, monitoring and evaluation of all processes
working for professional development of teachers and continuous
enhancement of the standards.

DSD strives for continuous improvement in all laid down processes by

focusing on the satisfaction levels of its partners and stakeholders.

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Annexure B

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Annexure C

Job Description
JOB TITLE: Programme Director

DIVISION / DEPARTMENT / LOCATION: Punjab, Lahore

Programme/Project/ Training LEVEL: BPS 20

Allowance:

Rs. 100,000/- in addition to normal salary

and allowances.

DSD PURPOSE: To meet teacher development needs, both pre-service and in-
service education of teachers (INSET) of government teachers and other related staff in
Punjab.

TEAM PURPOSE: To ensure professional development for quality learning

JOB PURPOSE: This is the most senior management post to steer DSD mission and
vision for professional development of teachers in Punjab. S/he will be responsible for
providing leadership in strategic planning and required horizontal and vertical
networking with public, private, non-profit and donor sectors. H/she will bring teachers’
professional development in line with the latest research in the field to meet the
requirements of globalized knowledge society. Moreover he/she will also align this
professional development with national and provincial curricular objectives. S/he will also
supervise development of plans and then their execution as per the vision of DSD. S/he
will be the overall authority on all programme, administrative and financial matters. S/he
will ensure that programme activities are effective and meet the designated goals and
objectives of DSD and target population.

REPORTING LINES:

Post holder reports to: Secretary Education, Punjab

Staff reporting to this post: Additional Director

BUDGET RESPONSIBILITY: Oversight

KEY RESPONSIBILITIES:

• To provide vision, technical support and services to all programmes in Punjab in

terms of in-service and pre-service training of teachers and other related staff at
primary, elementary, secondary and higher secondary levels.

• To provide strong leadership to ensure that DSD implements quality integrated

programs in Punjab.

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• Policy analysis and advocacy.

• Capacity building of DSD team.

• Representing DSD in Provincial and District forums

• Donor relation management and resource management to strengthen program

development

• Contribution into quarterly, annual and occasional reports

• Contribution into provincial strategy on teacher development at the level of

Education Department.

• To oversee provision of adequate support to district/ tehsil /cluster based centers.

This will cover all aspects of the project/program cycle.

• Supervision of PITE and GCETs.

• Taking up additional responsibilities given by the Secretary Education from time

to time.

QUALIFICATION:

• From public side education/other related sector: PHD from a recognized foreign
• University preferably in Educational Planning and Management, Teacher
Development or related field with 4-5 years experience in initiating and managing
projects related to development of teacher and other related staff at primary
secondary and college level. Must have a research background and should have
worked with donor agencies in some leadership position.

OR
• CSS background with minimum 12 years experience of field and secretariat.

SKILLS AND COMPETENCIES:

• Experience of working in a leading strategic management position within a team

structure.
• Proven skills in managing and developing staff.
• In-depth understanding of education, with particular emphasis on teachers
training, in national and local context.
• Fluent written and spoken English; proposal and report writing skills, monitoring
and evaluation skills and experience
• Expertise in Project Cycle management including strong financial management.
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• Proven knowledge of computerized systems; high degree of computer literacy

(Educational database management systems, word processing, spreadsheet
analysis etc.).

Date of Issue:

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JOB TITLE: Additional Director

DIVISION / DEPARTMENT / LOCATION: Punjab, Lahore

SALARY: LEVEL: BPS 19

DSD PURPOSE: To meet teacher development needs, both pre-service and in-service
education of teachers (INSET) of government teachers and other related staff in Punjab

TEAM PURPOSE: To ensure professional development for quality learning

JOB PURPOSE: This a senior management post to support DSD mission and the Director
in strategic visioning. He will be responsible for ensuring effective
planning, development execution as per the vision of DSD. He will also
support change in environment through advocacy and lobbying in
partnership with donor agencies, private sector, NGO’s and other
networks The post is responsible for ensuring the smooth functioning
(administrative and financial) of the organization in keeping with quality
assured systems and procedures. He/she will also oversee the
appropriate placement and development of human resources at the
disposal of the organization. The post will monitor and evaluate systems
and systematically report impact of the staff development programmes
and organizational needs and ensure timely and quality reporting.

REPORTING LINES:
Post holder reports to: Director

Staff reporting to this post: DD Planning and Development, DD Quality Assurance, DD

Administration, DD Finance and senior field and DSD staff (Like Regional Program Manager,
and Course Coordinators). He will also supervise the affairs of GCETs on behalf of the
Director DSD when needed.

BUDGET RESPONSIBILITY: Supervision

KEY RESPONSIBILITIES:

• To provide technical support and services to all programmes in Punjab in terms of in-
service and pre-service training of teachers and other related staff at primary,
elementary, secondary and higher secondary levels.
• A policy analysis and advocacy.
• To oversee the development and management of Teachers Training Programme
Implementation Plans (PIP).
• Capacity building of DSD team.
• Representing DSD in Provincial and District forums
• Donor relation management and resource management to strengthen program
development
• Oversee Budget preparation, procurements, infrastructure improvement, preparation of
PC1’s and ADP, their implementation and related reporting.
• Undertaking annual review of priorities of thematic areas (collecting lessons learned and
best practices)
• Contribution into quarterly, annual and occasional reports

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• Contribution into provincial strategy on teacher development at the level of Education

Department.
• To ensure adequate support is provided to district/tehsil/cluster based centers. This will
cover all aspects of the project/program cycle.
• Support Director DSD in supervising GCETs.
• Taking up additional responsibilities given by the Director from time to time

QUALIFICATION:

Master degree (higher degree preferred) from a recognized foreign university

preferably in Education Planning and Management, Teacher Development or related
field.
OR
Civil service background with minimum 12 years experience of field and secretariat/
experience with the international development agency in social sector preferably in
education.

SKILLS AND COMPETENCIES:

• Preferable 4-5 years experience in initiating and managing projects related to

development of teacher and other related staff at primary secondary and college level
• Experience of working in a strategic management position within a team structure.
• Proven skills in managing and developing staff
• Excellent coordination skills
• Strong commitment to improving professional development in Punjab
• In-depth understanding of education, with particular emphasis on teachers training, in
national and local context.
• Fluent written and spoken English; proposal and report writing skills, monitoring and
evaluation skills and experience
• Expertise in Project Cycle management including strong financial management
• Excellent communication and interpersonal skills
• Ability to link with other players in the development arena and represent DSD effectively
at various forums
• Proven knowledge of computerised systems; high degree of computer literacy and word
processing and spreadsheet skills useful.
• Ability to work under pressure, prioritise well and commitment to meet deadlines.
• Experience in and the ability to train people
• Commitment to the aims and objectives of DSD
• Potential and flexibility of attitude to learn

Date of issue:

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JOB TITLE: Quality Assurance DD

DIVISION / DEPARTMENT / LOCATION: Punjab, Lahore

SALARY: LEVEL: BPS 18

DSD PURPOSE: To meet the in service training needs of government teachers and other
related staff in Punjab

TEAM PURPOSE: To ensure professional development for quality learning

JOB PURPOSE: This a senior management post, responsible for ensuring that quality
services are provided by DSD in the area of teachers training. The post
will ensure quality assurance mechanism (systems and procedures) for
the various stages of the programme (inception to final reporting), as
well as, within the organization enabling DSD to execute it’s policy and
implementation strategy effectively, ensuring optimum utilisation of
resources.

REPORTING LINES:
Post holder reports to: Additional Director

Staff reporting to this post: M&E officers

BUDGET RESPONSIBILITY: Inputs into budget from quality assurance perspective

KEY RESPONSIBILITIES:

• Develop Standard Operating Procedures for training programmes and organizational

proceedures
• Design and conduct training of DSD team on SOP’s
• Develop an effective monitoring and evaluation system for ensuring implementation of
SOP’s and their revision as and if required.
• Develop quality control procedures for INSET and other DSD programs
• Regular coordination with higher management and other faculty members for feedback
and improvements in the systems.
• Preparation of quality assurance reports and material for distribution.
• Taking up additional responsibilities given by the Additional Director from time to time

Qualifications
Masters degree (higher degree preferred) from a recognised university in management
sciences, education with special focus on quality control and systems development.
Or

Civil Service background with experience at the filed/ secretariat

SKILLS AND COMPETENCE:

• At least 4-5 years experience in developing and implementing quality assurance systems
• 2 -3 years experience with international agencies in area of quality assurance /
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monitoring and evaluation will be preferrred

• Experience of working in a leadership position within a team structure.
• Proven skills in managing staff
• Excellent coordination skills
• Skills at human resource management
• Strong commitment to providing quality professional development in Punjab
• In-depth understanding of quality assurance concepts.
• Fluent written and spoken English and urdu
• Report writing, monitoring and evaluation skills and a strong analytical ability
• Expertise in developing quality assurance systems
• Excellent communication and interpersonal skills
• Proven knowledge of computerised systems; high degree of computer literacy and word
processing and spreadsheet skills useful.
• Ability to work under pressure, prioritise well and commitment to meet deadlines
• Ability to travel to ensure quality control at all levels.
• Experience in and the ability to train people
• Commitment to the aims and objectives of DSD
• Potential and flexibility of attitude to learn

OTHER:

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JOB TITLE: Deputy Director Administration

DIVISION/DEPARTMENT/LOCATION: Education Department, Punjab

SALARY: LEVEL BPS-18

DSD PURPOSE: To meet teacher development needs, specifically in-service education of
teachers (INSET) of government teachers and other related staff in Punjab

TEAM PURPOSE: To ensure professional development for quality learning.

JOB PURPOSE: This is a senior management post, responsible for ensuring effective
administration in DSD and providing logistic support to conduct training for
continuous professional development and quality learning.
REPORTING LINES:
Post holder reports to: Additional Director
Staff reporting to this post: Assistant Director Administration

Budget Responsibility: Yes

KEY RESPONSIBILITIES:
• Appointment, postings/transfer, promotion, leave cases of officers/officials of DSD.
• Constitution of Recruitment/Selection/Purchase Committees.
• Act as Chairman, Selection/Recruitment Committee DSD for BS 1-16.
• To coordinate with C&W/Building Department/PHA in connection with new construction,
renovation, M&R and general get up of lawns.
• Selection/purchase of books for DSD library.
• Supervise Library affairs.
• General Supervision of all branches.
• Complaints and Enquiry cases.
• Allotment of DSD residences.
• Incharge Officer of DSD Store.
• Deal with litigation against DSD.
SKILLS AND COMPETENCE:
• Masters degree from a recognized university (higher degree preferred) in social
sciences/administration.
• Preferably from DMG or PMS
• At least 4-5 years experience of Management at Secretariat or district level.
• Proven skills in management.
• Excellent coordination skills to manage of human resources.
• Excellent communication skill.
• Skill in computer operations.
• Ability to work under pressure.
• Commitment to the aims and objectives of DSD.
• Potential and flexibility of attitude to learn.

OTHER:

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JOB TITLE: Financial Management Deputy Director Finance

DIVISION/DEPARTMENT/LOCATION: Punjab, Lahore

SALARY: LEVEL: BPS-18

DSD PURPOSE: To manage the finances to meet teacher development needs, specifically in-
service education of teachers (INSET) of government teachers and other related staff in Punjab

TEAM PURPOSE: To ensure financial regularity/transparency in Professional Development

programs for Quality Learning.

JOB PURPOSE: This is a senior management post, responsible for ensuring effective financial
management of the program. Handling all the finances being regulated through the office of the
Accountant General of the Punjab under regular rule of business by the Govt. as well as the
Personal Ledger Accounts operated through Treasury office of Govt. of the Punjab. Preparation,
maintenance, reconciliation, appropriations, re-appropriations and regularization of
misappropriations of the Budget if any in order to ensure maximum transparency also come
under the purview of his post. Preparation of SNEs, cost statements and counseling regarding
financial issues of teachers trainings are also included in this assignment. In a nutshell financial
management observing codal formalities is the core purpose of this post. The post will ensure
proper record keeping for the purposes of transparency and audit.

REPORTING LINES:

Post holder reports to: Additional Director

Staff reporting to this post: Assistant Director Finance

BUDGET RESPONSIBILITY: Yes

KEY RESPONSIBILITIES:

• Preparation/maintenance of Budget estimates, SNEs, and cost statements for various

training activities to be held at DSD and in the field.
• Preparation/maintenance of Budget to be dealt under the office of the Accountant
General for general/regular conduct of Business at DSD.
• Preparation of supplementary/revised supplementary grants if needed.
• Reconciliation and re-appropriation of accounts.
• Submission of excesses and surrenders statements to the Finance Department through
the Administrative Department.
• Handling vouched accounts of all purchases and proceeding billing to the AG office
including all utility bills.
• Getting the conduction of audit of all the accounts of DSD.
• Coordinating in holding general meetings, DACs, SDACs, PACs and any other meeting
regarding settlement of audit observations, advance paras, draft paras and printed paras.
• Coordinating in litigations regarding financial issues.
• Settlement of all previous training/regular accounts.
• Giving inputs in all planning activities in financial concerns.
• Keeping follow up of all funds provided to DSD, getting them released from the
Administrative/Finance Departments.
• Handling all other financial resources like ADP schemes, ESR funds etc.
• Handling all development funds if provided any time to DSD.
• Coordinating Administration wing regarding staffing at DSD under existing budgetary
provisions or creation of new posts if demanded so.

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JOB TITLE: DD Planning and Development

DIVISION / DEPARTMENT / LOCATION: DSD Education Department Punjab, Lahore

SALARY: LEVEL: BPS 18

DSD PURPOSE: To meet teacher development needs, both pre-service and in-service
education of teachers (INSET) of government teachers and other related staff in Punjab

TEAM PURPOSE: To ensure professional development for quality learning

JOB PURPOSE: This a senior management post, responsible for ensuring effective
planning, development of programme strategy, and supporting change in
policy environment through advocacy, lobbying and partnership with
donor agencies, private sector, NGO’s and other networks. The post is
responsible for planning professional development activities/plans, co-
plan implementation strategies and monitoring and evaluation systems.
He/She will closely work with the rest of the senior management team
for effective delivery of teacher development programs. The post will
also contribute to teacher training data/research at DSD and base the
planning on latest educational research.

REPORTING LINES:
Post holder reports to: Additional Director

Staff reporting to this post: Planning Officer

BUDGET RESPONSIBILITY: Yes

KEY RESPONSIBILITIES:

• Obtain data related to school infrastructure, teachers, children and issues pertaining to
staff development in Punjab.
• Assess resource needs (human, financial) required for an effective teachers training
program.
• Develop a proposals and activity plans for INSET in Punjab.
• Prepare estimated budgets in the light of the plan.
• Coordinate with higher management for plan and budget approval
• Prepare programs and projects for plan implementation (PC1’s), in coordination with DSD
faculty, donor agencies and other stakeholders.
• Undertaking quarterly, midterm and annual reviews of plan, programs and projects.
• Prepare plan implementation reports
• Adjust plans in the light of the reviews.
• Co-develop plan monitoring, evaluation and implementation system.
• Support DSD in any other areas of planning and development
• Taking up additional responsibilities given by the Additional Director from time to time

QUALIFICATIONS:
• Masters degree (higher degree preferred) from a recognised university preferably in
Planning and Management, (Educational Planning and Management would be an
advantage).
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OR
Civil service background with 4/5 years experience of the field
/secretariat. Work experience in a social sector program/project with
international development agency will be preferred

SKILLS AND COMPETENCE:

• Experience of working in a leadership planning position within a team structure.
• Proven skills in managing staff
• Excellent coordination skills
• Strong commitment to improving planning process for professional development in
Punjab
• In-depth understanding of the educational planning and development process with
particular emphasis on teachers training, in national and local context.
• Fluent written and spoken English and urdu, report writing and presentation skills,
monitoring and evaluation skills and experience.
• Expertise in Planning and development management including strong financial and
resource management
• Excellent communication and interpersonal skills
• Ability to coordinate with other stakeholders
• Proven knowledge of computerised systems; high degree of computer literacy and word
processing and spreadsheet skills useful.
• Ability to work under pressure, prioritise well and commitment to meet deadlines.
• Ability to translate DSD vision and concepts into plans.
• Commitment to the aims and objectives of DSD
• Potential and flexibility of attitude to learn.

OTHER:

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JOB TITLE: Regional Programme Manager

DIVISION / DEPARTMENT / LOCATION: Punjab

SALARY: LEVEL: BPS 19

DSD PURPOSE: To meet the in service training needs of government teachers and other
related staff in Punjab

TEAM PURPOSE: To ensure professional development for quality learning

JOB PURPOSE: This a senior management post for implementation of teachers training,
programme (INSET) of DSD at the district level, responsible for ensuring
effective implementation of the teachers training plans in partnership
with the districts. Additionally, the post is responsible for developing
district training networks and implementation of the monitoring and
evaluation systems to track and systematically report impact of the
training and ensure timely feedback for enhancing program design.

REPORTING LINES:
Post holder reports to: Additional Director

Staff reporting to this post: Staff from district and tehsil support centers

BUDGET RESPONSIBILITY: Detailed inputs according to regional needs

KEY RESPONSIBILITIES:

• To plan for provide technical support and services for ensuring implementation of teacher
s training plans in the region.
• Ensure timely provision of resources and their optimum utilization.
• To develop strong teachers training network through overseeing operationalization of
district/ thesil training and support centres.
• Develop training programs for capacity building of district and tehsil teams
• Develop and ensure close coordination between district education departments and the
DSD training and support centres.
• Participate in annual review of priorities of thematic areas (collecting lessons learned,
best practices, documentation of process’s)
• Ensure implementation of monitoring and evaluation mechanism in the region and
prepare quality reports besides contributing into quarterly, annual and occasional reports.
• Taking up additional responsibilities given by the Additional Director from time to time.

QUALIFICATION:
Masters degree (higher degree preferred) from a recognized university in Education/Teacher
Education with strong management background
Or

Civil Service background with at minimum 6 years of experience in the field / secretariat level

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SKILLS AND COMPETENCE:

• At least 4-5 years experience in initiating and managing projects related to development
issues
• Experience of working in a leadership position within a team structure.
• Proven skills in managing staff
• Excellent coordination skills
• Strong commitment to improving teachers training
• In-depth understanding of education related matters at the district and school level.
• Fluent in written and spoken English and urdu and an ability to communicate in the
regional language, with strong report writing, monitoring and evaluation skills and
experience.
• Excellent communication and interpersonal skills
• Ability to link with other players in the development arena and represent DSD effectively
at various forums
• Proven knowledge of computerised systems; high degree of computer literacy and word
processing and spreadsheet skills useful.
• Ability to work under pressure, prioritise well and commitment to meet deadlines
• Ability to travel extensively to oversee program implementation.
• Experience in and the ability to train people
• Commitment to the aims and objectives of DSD
• Potential and flexibility of attitude to learn

OTHER:

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JOB TITLE: Assistant Director Administration

DIVISION/DEPARTMENT/LOCATION: DSD, Education Department, Punjab

SALARY: LEVEL BPS-17

DSD PURPOSE: To meet teacher development needs, both pre-service and in-service
education of teachers (INSET) of government teachers and other related
staff in Punjab

TEAM PURPOSE: To ensure professional development for quality learning.

JOB PURPOSE: This is a middle management post, responsible for ensuring effective
administration in DSD and providing logistic support to conduct training
for continuous professional development and quality learning.
REPORTING LINES:
Post holder reports to: Deputy Director Administration.
Staff reporting to this post: Superintendent Admn; Assistant Administration; Care Taker;
Store Keeper and staff of administration like drivers, Naib
Qasids.

Budget Responsibility: Yes

KEY RESPONSIBILITIES:
• Maintenance of service record of all officers/officials of DSD.
• Provide Secretariat support to Recruitment/Selection & Purchase Committees.
• All matters pertaining to local purchase.
• Initiate cases for purchase of equipment/machinery/furniture etc.
• Maintenance of all type of equipment in DSD.
• Maintenance of transport pool of DSD.
• Maintenance of campus and office buildings and lawns etc.
• Provide logistic support for trainings being conducted at campus.
• Despatch of modules and manuals to field formations.
• Arrange printing of materials for training and general use.
• Act as custodian of DSD stores.
• Make arrangements for meetings and functions at DSD.
• Maintenance and cleanliness of campus.
• Supervision of Watch and Ward of the campus.
QUALIFICATIONS:
• Masters degree from a recognized university preferably in social
sciences/administration and experience of administrative jobs for minimum 10 years.
OR
Section officer with 10 years secretariat experience
Civil service background with minimum 5 years experience of field in the District
Governments
Relevant experience in the office of Executive District Officer Education in
District Governments
SKILLS AND COMPETENCE:
• Proven skills in managing staff
• Excellent coordination skills to manage human resources.
• Skill in computer operations.

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• Ability to work under pressure.

• Commitment to the aims and objectives of DSD
• Potential and flexibility of attitude to learn.

OTHER:

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JOB TITLE: Assistant Director Finance

DIVISION/DEPARTMENT/LOCATION: DSD, Education Department, Punjab

SALARY: LEVEL BPS-17

DSD PURPOSE: To meet teacher development needs, both pre-service and in-service
education of teachers (INSET) of government teachers and other related
staff in Punjab

TEAM PURPOSE: To ensure professional development for quality learning.

JOB PURPOSE: This is a middle management post, responsible for ensuring effective
financial management of the program. Handling all the finances being
regulated through the office of the Accountant General of the Punjab
under regular rule of business by the Govt. as well as the Personal Ledger
Accounts operated through Treasury office of Govt. of the Punjab.
Preparation, maintenance, reconciliation, appropriations, re-
appropriations and regularization of misappropriations of the Budget if
any in order to ensure maximum transparency also come under the
purview of his post. Preparation of SNEs, cost statements and counselling
regarding financial issues of teachers trainings are also included in this
assignment. In a nutshell financial management observing codal
formalities is the core purpose of this post. The post will ensure proper
record keeping for the purposes of transparency and audit.
REPORTING LINES:
Post holder reports to: Deputy Director Finance.
Staff reporting to this post: Cashier, Accountant, Bursar along with other support staff in
finance wing

Budget Responsibility: Yes

KEY RESPONSIBILITIES:
Assist Deputy Director Finance in smooth and transparent financial management at
DSD.

• Preparation/maintenance of Budget estimates, SNEs, and cost statements for various

training activities to be held at DSD and in the field.
• Preparation/maintenance of Budget to be dealt under the office of the Accountant
General for general/regular conduct of Business at DSD.
• Preparation of supplementary/revised supplementary grants if needed.
• Reconciliation and re-appropriation of accounts.
• Submission of excesses and surrenders statements to the Finance Department
through the Administrative Department.
• Handling vouched accounts of all purchases and proceeding billing to the AG office
including all utility bills.
• Getting the conduction of audit of all the accounts of DSD.
• Coordinating in holding general meetings, DACs, SDACs, PACs and any other
meeting regarding settlement of audit observations, advance paras, draft paras and
printed paras.
• Coordinating in litigations regarding financial issues.
• Settlement of all previous training/regular accounts.
• Giving inputs in all planning activities in financial concerns.
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• Keeping follow up of all funds provided to DSD, getting them released from the
Administrative/Finance Departments.
• Handling all other financial resources like ADP schemes, ESR funds etc.
• Handling all development funds if provided any time to DSD.
• Coordinating Administration wing regarding staffing at DSD under existing budgetary
provisions or creation of new posts if demanded so.
QUALIFICATIONS:
• Masters degree from a recognized university preferably in social sciences/finance and
experience of financial jobs for minimum 5 years.
OR
Section officer with 10 years secretariat experience
Civil service background with minimum 5 years experience of field /finance
Department/AG office/audit etc.
Relevant experience in the office of Executive District Officer Finance in
District Governments
SKILLS AND COMPETENCE:
• Proven skills in managing staff
• Excellent coordination skills to manage human resources.
• Skill in computer operations for preparation of financial statements.
• Ability and aptitude of networking at Treasury, Audit and Accounts offices and
Finance Department etc.
• Ability to work under pressure.
• Commitment to the aims and objectives of DSD
• Potential and flexibility of attitude to learn.

OTHER:

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JOB TITLE: Data Base Manager

DIVISION / DEPARTMENT / LOCATION: Punjab, Lahore

Programme/Training/Project LEVEL: BPS 18
Allowance: Rs. 35,000/- in addition to
normal salary and allowances in case of
govt. employee or Rs. 50,000/- pay
package all inclusive in case of
contractual employees.

DSD PURPOSE: To meet the in service training needs of government teachers and other
related staff in Punjab

TEAM PURPOSE: To ensure a strong research based professional development policy and
programme

JOB PURPOSE: This a senior management post, leading research and policy linkages at
DSD, responsible for ensuring research based program planning and
implementation. The post is responsible for establishing research cell to
provide research support for improved teachers training, developing
communication linkages with agencies working in educational research
and policy

REPORTING LINES:
Post holder reports to: Additional Director

Staff reporting to this post: Data center personnel

BUDGET RESPONSIBILITY: Inputs for budgetary allocation for research

KEY RESPONSIBILITIES:

• Establishment of research cell and data centre

• Development and operationalization of databases
• To establish partnerships with research and policy development organizations in the field
of education.
• To develop an environment for research, identifying areas of original research for
bringing the DSD ‘s professional program inline with current educational needs.
• Design and conduct TNA’a, impact assessments and prepare quality reports as inputs into
the overall training program. .
• Provide research support to other organizations such as Bureau of Curriculum and
Textbook Board.
• Dissemination of high quality DSD research amongst various stakeholders.
• Coordination with DSD faculty for understanding and conducting need based research
• Contribution into quarterly, annual and occasional reports
• Contribution into provincial strategy and work plan based upon research findings
• Development of research and policy forum.
• Taking up additional responsibilities given by the Director from time to time

Qualifications
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• From public/private sector: Masters degree (higher degree preferred) from HEC
recognized preferably foreign university in Statistics, Economics, Public Policy with
specialization in educational policy and research focus with a minimum of 4 years of
experience in conducting research particularly in the field of education and teachers
training programs at primary, secondary and college level.

SKILLS AND COMPETENCE:

• Experience of working in leading position within a team structure.

• Proven skills in managing staff
• Excellent coordination skills
• Strong commitment to research for improving professional development in Punjab
• In-depth understanding of education situation, with particular emphasis on teachers
training, in national and local context.
• Fluent written and spoken English and Urdu,
• Development of research proposals, conducting research, report writing, strong
analytical, creative and critical thinking skills as well as monitoring and evaluation skills
and experience
• Excellent communication and interpersonal skills
• Ability to link with other players in the field of research and policy.
• Proven knowledge of computerised systems; high degree of computer literacy and word
processing, spreadsheet, database, SPSS skills useful.
• Ability to work under pressure, prioritise well and commitment to meet deadlines
• Ability to travel extensively to identify problems, gaps in program design and
implementation.
• Experience in and the ability to train people
• Commitment to the aims and objectives of DSD
• Potential and flexibility of attitude to learn

OTHER:

Date of issue:

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 Issue Date: May 14, 2011
Directorate of Staff Development
Issue # 2
Revision # 1
Title: Quality System Manual
Page 70 of 71

JOB TITLE: Course Coordinator

DIVISION / DEPARTMENT / LOCATION: DSD, Education Department, Punjab,

Lahore
SALARY: LEVEL: BPS 19

DSD PURPOSE: To meet teacher development needs, both pre-service and in-service
education of teachers (INSET) of government teachers and other related staff in Punjab

TEAM PURPOSE: To ensure professional development for quality learning

JOB PURPOSE: This a senior management post for implementation of teachers training,
programme (INSET) at DSD. The post shall be responsible for ensuring
effective implementation of the teachers training plans in partnership
with the partner organizations (public, private, international development
agencies and NGOs). Additionally, the post is responsible for developing
training activity plans, workout their financial costing, implementing,
monitoring and evaluation of the training plans at DSD. During the
ongoing trainings, the post will coordinate the administrative and logistic
support to the trainees in collaboration with the Finance and
Administration wings of DSD. The post will also ensure material
development, material review and its testing in line with the vision of
DSD.

REPORTING LINES:
Post holder reports to: Additional Director

Staff reporting to this post: Subject Specialist(s).

BUDGET RESPONSIBILITY: Detailed inputs according to needs of training and material

development.

KEY RESPONSIBILITIES:

• To plan for provide technical support and services for ensuring implementation of teacher
s training plans at DSD.
• Ensure timely provision of resources and their optimum utilisation.
• To develop strong teachers training network with partner organization in public, private,
NGO and donor sectors..
• Develop training/ briefing plans for partners collaborating for teachers training
• Develop and ensure close coordination between partner organizations and DSD..
• Participate in annual review of priorities of thematic areas (collecting lessons learned,
best practices, documentation of process’s)
• Ensure implementation of monitoring and evaluation mechanism during the trainings at
DSD and generate quality reports.
• Taking up additional responsibilities given by the Additional Director from time to time.

QUALIFICATION:
Masters degree (higher degree preferred) from a recognized university in Education/Teacher
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 Issue Date: May 14, 2011
Directorate of Staff Development
Issue # 2
Revision # 1
Title: Quality System Manual
Page 71 of 71

Education with strong management background

Or

Civil Service background with at minimum 6 years of experience in the field / secretariat level

SKILLS AND COMPETENCE:

• At least 12 years experience in teacher training/education planning, if

selected from the education sector.
• Experience of working in a leadership position within a team structure.
• Proven skills in managing staff
• Excellent coordination skills
• Strong commitment to improving teachers training
• In-depth understanding of education related matters at the district and school level.
• Fluent in written and spoken English and Urdu and an ability to communicate in the
regional language, with strong report writing, monitoring and evaluation skills and
experience.
• Excellent communication and interpersonal skills
• Ability to link with other players in the development arena and represent DSD effectively
at various forums
• Proven knowledge of computerized systems; high degree of computer literacy and word
processing and spreadsheet skills useful.
• Ability to work under pressure, prioritise well and commitment to meet deadlines
• Ability to travel extensively to oversee program implementation.
• Experience in and the ability to train people
• Commitment to the aims and objectives of DSD
• Potential and flexibility of attitude to learn

OTHER:

Date of issue:

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Unauthorized duplication is prohibited