NATIONAL APPRENTICESHIP TRAINING SCHEME (NATS)

[Implemented under The Apprentices (Amendment) Act 1973 & 1986 by Boards of
Apprenticeship / Practical Training]

Establishments Role for Skill Development, Quarterly Assessment and Record of

Progress
Dear Establishments.
The following guidelines will help the establishments to develop the Structured Training Module under
defined skill sets (General Attributes & Technical Skills) in the apprentices during one year
apprenticeship training.

STEP-1: SKILL DEVELOPMENT

Objectives, Developing Methodology, Defining Skill Sets

Every training establishment shall formulate a training program for the training of Graduate/Technician
and (Optional for Technician (voc) Apprentices) apprentices under The Apprentices (Amendment) Act,
1973 & 1986 covering a total period of one year and the same is to be approved by the respective
Regional Central Apprenticeship Advisor. The formulated training program shall have the provisions to
develop General Attributes consisting of Communication Skill, Leadership Skill, Multi Tasking Skill,
Analytical Skill and Positive Attitude. The said training program shall also have the provisions to
develop Technical Skill in maximum three areas of specialization.

Structured
Training Module /
Program

MODULE- I MODULE- II MODULE- III MODULE- IV

Advanced /
Induction General Training Specialized Training Project oriented
Training

General Attributes : Communication Skill, Leadership Skill, Analytical Skill, Time

Management Skill, Positive Attitude, Multi Tasking Skill.
Technical Skills: Max. 3 Areas of Specialization
Development of Skill Sets
The establishment shall ensure that the skill sets in the following categories are developed as per the
skill development objectives defined under different skill sets. The development methodology is also
defined under each skill sets for a general guidelines to the establishments. Establishments are free to
adopt any other methodology approved and practiced in similar industries.

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[A] General Attributes-

1.1 Communication Skill

Course Objectives
• To introduce apprentices the concept of English and vernacular language, communication
strategies, verbal and non-verbal communication and four fold skill based on English knowledge
and comprehension.
• To enable apprentices to meet high professional expertise with the help of much developed
communication skills.
• To enable apprentices for job applying, making resume and cover letters and preparing them for
job interviews.

Developing Methodology
• The apprentices shall be provided with lectures along with discussion and opportunities for
active participation. They shall be given presentation on different topics. Question and feed back
shall be welcomed.

Assessment and Testing

• The performance of the apprentices will be assessed through quarterly Skill Assessment Tests,
presentation, assignments and on job performance.
• The apprentices shall be required to attend at least 80% of the total training days.

Defined Skill Sets

Sr.No. Code Definition
10 CS10 Delivering public speaking and presentation
9 CS9 Writing effective business e-communication
8 CS8 Generating/writing daily log books for the work assigned independently
7 CS7 Communicate information and ideas in writing so that colleagues and peers
can understand
6 CS6 Create documents required on the job (including requirement sheets, query
sheets, response or feed back sheets etc.)
5 CS5 Speaking at least one local language.
4 CS4 Reading and understanding reviews from colleagues and peers in terms of
their requirements, queries and feed backs.
3 CS3 Read and understand policies / procedures and requirement pertinent to the
job for best implementation/practice.
2 CS2 Interact with other colleagues and peers to understand their requirements,
queries and feed backs on various aspects within the organization.
1 CS1 Interact with organization’s internal stake holders.

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1.2 Leadership Skill
Course Objectives
• To introduce apprentices a learning platform to use and develop their leadership skill through
discharging their responsibilities towards the achievement of the goal of the organization during
on-the-job training.
• To enable apprentices to implement and develop the existing leadership traits so as to develop
characteristics of effective leadership.
• To enable apprentices to develop their leadership skills required to fulfil the middle and higher
level managements in the organization as a next generation leaders due to companies
experiencing merger and closure of work force strategies, rapid technology changes, increase
domestic and foreign competitions and lower of company loyalty.
Developing Methodology
• By involving apprentices in all activities that incorporate a variety of experiences.
• Apprentices shall be exposed to leadership development programs such as action learning, cross
functional rotations, exposure to senior executives, exposure to strategic agenda, formal and
informal mentoring, internal case studies, accelerated promotion and conferences, challenging
assignments, team projects etc.
Assessment and Testing
• The performance of the apprentices shall be assessed through quarterly Skill Assessment Tests,
presentation, assignments and on job performance.
• The apprentices shall be required to attend at least 80% of the total training days.

Defined Skill Sets

Sr.No. Code Definition
10 LS10 Developing strong bond between the team members to achieve organization
goals and results.
9 LS9 Curiosity and aptitude to learn and willingness to take risks to try new
things.
8 LS8 Maturity with the knowledge of business.
7 LS7 Passion for the work.
6 LS6 Clarity of purpose and the strength to achieve.
5 LS5 Ability to process large amount of information and formulate strategies.
4 LS4 Confident to make difficult decisions.
3 LS3 Honesty and integrity and lead by example.
2 LS2 Strong desire to influence and lead others.
1 LS1 Ability to work in a team and provide leadership as and when required

1.3 Analytical Skill

Course Objectives
• To help the apprentices to evaluate the problem and make a decision.
• To develop creativity or lateral thinking necessary to come up with ideas for resolving the
problems and find fresh approaches.

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 • To develop a logical and methodical approach by identifying problems, finding the problems,
examining the options, acting on the plan and analysis of consequences.
Developing methodology
• The apprentices shall be provided with a platform / opportunities to handle small project at least
one in each quarter which might be having a good scope for improvement (reduction of cost,
environmental improvement, quality enhancement) through analytical skills.
Assessment and Testing
• The performance of the apprentices shall be assessed through quarterly Skill Assessment Tests,
presentation, assignments and on job performance.
• The apprentices shall be required to attend at least 80% of the total training days.

Defined Skill Sets

Sr.No. Code Definition
10 AS10 Sharing the suggestions/outcome to achieve the desired goal.
9 AS9 Evolving the best possible options based on the outcome of suggestions.
8 AS8 Monitoring the outcome of the action taken, reviewing the problem and
problem solving process.
7 AS7 Providing information to other stake holders, delegating tasks and reviewing
progress.
6 AS6 Resolving the problem and completing the assignments.
5 AS5 Deciding between possible options for the action, deciding on further
information to be gathered before action.
4 AS4 Analysing the options in greater depth, identifying steps that can be taken to
achieve the objectives.
3 AS3 Help others in managing the problem, using the information gathered.
2 AS2 Helping in evaluating the problems
1 AS1 Ability to identify the problem.

1.4 Time Management Skill

Course Objectives
• To introduce a platform to the apprentices so as to develop time management skill during the
course of one year training to achieve the different goals through setting priorities.
• To develop time management skill through time saving action plan for effective time
management.

Developing methodology
• By involving apprentices to prepare time saving action plan through time waster-analysis or any
other techniques for efficient discharge of duties and responsibilities in time bound manner.

Assessment and Testing

• The performance of the apprentices shall be assessed through quarterly Skill Assessment Tests,
presentation, assignments and on job performance.
• The apprentices shall be required to attend at least 80% of the total training days.

Defined Skill Sets

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Sr.No. Code Definition
10 TMS10 Reduce meeting time, take time to plan.
9 TMS9 Take breaks and get started.
8 TMS8 Ability to attend multiple jobs.
7 TMS7 Consolidation of similar tasks.
6 TMS6 Start implementing the most urgent task.
5 TMS5 Ability to understand time waste analysis.
4 TMS4 Answering to the questions what is the best use of time right now.
3 TMS3 Preparation of a daily list of “work to do”.
2 TMS2 Setting priorities.
1 TMS1 Preparation of list of goals.

1.5 Positive Attitude

Course Objectives
• At any given time the choices of action are limited and the choices of apprentices regarding their
attitude are not. They need to develop a sense of positive attitude.
• The apprentices shall be provided with a platform during the course of one year apprenticeship
training to observe case studies of the people with the positive attitude and to practice the same
at their work place as well as in their personal life.
• The apprentices shall be made aware of the importance of attitude – boost morning routine,
carrying an attitude of happiness, relishing small pleasures, smile, uploading positivity in their
brain, taking responsibility, having a zen attitude, positive adoptability of good thoughts,
limiting their complaints etc. through visual, audio-visual and reading and on job demonstration.

Developing Methodology

• Providing books and journals on developing positive attitude.

• Through audio-visual display demonstrating real life time situation for developing positive
attitude.
• Case study of employees with high positive attitude at the work place.

Assessment and Testing

• The performance of the apprentices shall be assessed through quarterly Skill Assessment Tests,
presentation, assignments and on job performance.
• The apprentices shall be required to attend at least 80% of the total training days.

Defined Skill Sets

Sr.No. Code Definition
10 PA10 Maintain a pro-active attitude, demonstrate personal motivation.
9 PA9 Take responsibility for the quality of his work, focus on the process as well as
results.
8 PA8 Stay committed even in difficult times to reach organizational goals, have a good
sense of humor.
7 PA7 Work well as a part of a team, support others in decision making process.
6 PA6 Open to new ideas and can be counted to do the right thing.
5 PA5 Solve problems instead of complaining, communicate openly and honestly.
4 PA4 Consider other’s feelings and points of views.
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 3 PA3 Treat others appropriately and listen to other’s point of view.
2 PA2 Strive to give the best services possible.
1 PA1 Speak in a friendly and courteous manner.

1.6 Multi Tasking Skill

Course Objectives
[Multi tasking is the fundamental competency requirement of an individual which enables for
wider coverage of working components and enhancement of position.]

• To develop multi tasking ability in apprentices in a multi tasking work environment. The ability
of multi tasking is to be developed to an extent so as to increase the productivity and reduce
overall costs and idleness of workforce.
• To assess the multi tasking ability periodically and to use the assessment to predict future
performance in multi tasking environment.

Developing Methodology

• The area of operations of each apprentices are to be defined on rotational basis in a multi-tasking
environment. Each environments shall be defined in terms of its characteristics of multi-tasking
settings.
• Development of multi-tasking ability of the apprentices are aimed to develop the attributes
required for high employability.
Assessment and Testing
• The performance of the apprentices shall be assessed through quarterly Skill Assessment Tests,
presentation, assignments and on job performance.
• A well developed system shall be used to screen individual for positions that demand high levels
of multi-tasking ability.
• The apprentices shall be required to attend at least 80% of the total training days.

Defined Skill Sets

Sr.No. Code Definition
10 MTS10 Works through obstacles.
9 MTS9 Keeps goal in mind throughout the day.
8 MTS8 Keeps quality in mind on all tasks/assignments.
7 MTS7 Deftly juggles several tasks at once.
6 MTS6 Develop urge for multi-tasking with multiple skills.
5 MTS5 Always says ‘Yes’ to additional responsibilities.
4 MTS4 Prioritize tasks and gives equal focus on all projects/assignments.
3 MTS3 Prioritize projects for maximum productivity.
2 MTS2 Allocates time slot to complete a wide range of tasks.
1 MTS1 Highly regarded and respected for his/her ability to multi task.

[B] TECHNICAL SKILLS

The training establishments shall prepare the structured training module containing areas of
specialization (maximum 3 in numbers) in which the apprentices would be placed for developing their
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skill for specified period during the training. The allocation of area of specialization for training shall be
assigned to each apprentices with the specified time period. The establishment shall also prepare for
each area of specialization, the content of the skill sets required to be developed for acquiring full skill
sets (as a benchmark) needed for the job and to monitor the development during the specified time. The
benchmark shall be defined in such a manner as to help the assessor in conducting correct assessment
and allocation of Grades and Points at the time of assessment. The area of specialization and its course
content of skill shall be made available to each apprentices well in advance. The establishments may
refer Qualification Packs being developed by respective Sector Skill Councils under NSDC from time to
time for defining Skill sets in those areas.

Example to develop (Establishment specific) defined skill sets for specialized area
A Company having nature of activities involving Power Distribution may have a defined area of
specialization in the following format which is just an example to help the establishments develop such
training modules and the apprentices develop their skills as per defined skill sets and also for better
understanding of the assessor in assessing and marking the developed skill sets at the time of
assessment.

POWER DISTRIBUTION SYSTEM

Course Objective –
• To Learn transmission, distribution and generation of electrical power.

Defined Skill Sets

Sl.No. Code Definition
10 TS10 Switchgear operation.
9 TS9 Operational function of overhead conductor.
8 TS8 Operational function of underground cables.
7 TS7 Maintenance and overhauling performance of transformer.
6 TS6 Knowledge on function and operation of different types of insulators.
5 TS5 Erection and commissioning of electrical poles and towers.
4 TS4 Detection and rectification of faults in different installations.
3 TS3 Installation and connection of power to the consumers. Laying of
underground cables.
2 TS2 Use and functioning of measuring instruments.
1 TS1 Application of safety devices.

STEP-2 : GUIDELINES FOR SKILL ASSESSMENT

Dear Establishment,
The following guidelines will help the establishment to assess the skill sets (General Attributes and
Technical Skills) in the apprentices.

[A] Skill Assessment (General Attributes)

2.1 FREQUENCY OF ASSESSMENT
The progress of skill development shall be monitored through skill assessment to be conducted four
times in a year as mentioned below-
a) Entry level
b) At the end of 2nd quarter
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 c) At the end of 3rd quarter
d) At the completion of the training period.

2.2 NOMINATION OF ASSESSORS

The establishment shall nominate a group of assessors (preferably at the senior level) not less than
two in numbers.

2.3 APPRENTICES TO BE A PART OF ASSESSMENT

The establishments shall ensure that all eligible apprentices are well informed about the date of their
assessment about a week in advance. The establishment shall ensure that the apprentices are
informed about their grades/points in respect of each skill sets scored in each quarters. The inbuilt
system of the portal shall ensure that the same is being provided on the dashboard of the apprentices.

2.4 ASSESSMENT AND TESTING

The establishment shall ensure the assessment of skill sets as mentioned under definition against
each skill sets. At the prescribed frequency/interval, the skill sets shall be assessed to know the
number of skill sets developed in the apprentices and the same shall form the points for awarding
subsequent to assessment. The assessor shall award the grade/points in respect of each assessed skill
based on the benchmark that has been provided under each skill sets as mentioned under 2.5 below.

2.5 SCALE OF ASSESSMENT

The assessor shall assess the skill sets on a scale of 1-10 points with the following definition of points &
Grades vis-à-vis benchmarking.

Grades/Points Distribution for Assessment

Point Grade Evaluation Scheme
10 Outstanding All ten of the skill sets defined
9 Excellent Any nine of the skill sets defined
8 Very Good Any eight of the skill sets defined
7 Good Any seven of the skill sets defined
6 Moderately Good Any six of the skill sets defined
5 Above Average Any five of the skill sets defined
4 Average Any four of the skill sets defined
3 Below Average Any three of the skill sets defined
2 Poor Any two of the skill sets defined
1 Very Poor Any one of the skill sets defined

[B] ASSESSMENT OF TECHNICAL SKILLS

The establishment shall decide and assign maximum three areas of specialization during the course of
one year apprenticeship training to each apprentice. The areas of specialization shall be decided in
consultation with each apprentice by the authority of the training establishments. The skill sets
developed by the apprentices in these areas of specialization shall be subsequently assessed at the
interval mentioned under 2.1 above. The assessment for development of skill sets in the areas of
specialization shall be done by the training establishments on a grade/points similar to that applicable
for assessment of general attributes.

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STEP-3: GENERATION OF RECORDS OF PROGRESS AND SUBMISSION TO BOPT/BOATs
The following guidelines will help the establishments to generate and upload the record of progress in
the webportal. Establishment is required to keep the record of progress in the prescribed format duly
filled in, signed and sealed for each apprentice for each quarter for uploading.

3.1 TERMS AND CONDITIONS

• The establishment shall implement the training program in line with the objectivity for the
development of different skill sets of the apprentices as prescribed in the national webportal.

• The assessment shall be done by the establishment as per guidelines including benchmarks
displayed on the national webportal.

• The establishments shall ensure that all necessary steps are taken to ensure continuous
development in the different skill sets of the apprentices to the extent as displayed on the
national webportal. The establishments shall assess and submit the record of progress in the
prescribed format through national portal at regular interval of time as mentioned under Part-A
above.

• The establishments shall note that candidates scoring 03 (three) or more points on the scale in at
least 03 (three) skill sets (General Attributes and Technical Skills) shall be considered as
successful.

• The establishments shall ensure that in a group of apprentices less than 3 points are not awarded
to a maximum of 5% of apprentices.

• The establishments shall ensure that all the necessary steps are taken at their end to develop the
skill sets further for all apprentices in general and particular to those who have obtained points
less than 3 in any quarter.

STEP-4 : SUBMISSION OF RECORD OF PROGRESS:

Click on the record of progress for concerned quarters.
Select the apprentices for which the record of progress is to be submitted.
The following fields will appear, some of them will be auto-populated.

DETAILS OF ASSESSOR
Name Designation Name of the establishments where
the assessor belongs to

Name Designation Name of the establishments where

the assessor belongs to

Name Designation Name of the establishments where

the assessor belongs to

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Name of the apprentice:__________________________ [auto populated]
Registration Number:_________________________[auto populated]

1.0 General Attributes

1.1 Communication Skill Points (1 to 10 points)

1.2 Leadership Skill Points (1 to 10 points)

1.3 Analytical Skill Points (1 to 10 points)

1.4 Time Management Skill Points (1 to 10 points)

1.5 Positive Attitude Points (1 to 10 points)

1.6 Multi Tasking Skill Points (1 to 10 points)

2.0 Technical Skill Text Box

2.1 Area of Specialization 1 Points (1 to 10 points)

2.2 Area of Specialization 2 Points (1 to 10 points)

2.3 Area of Specialization 3 Points (1 to 10 points)

Enter the points/grades against each skill sets on a scale of 1-10.

Write area of specialization in brief in the text Box and provide grades/points scored by the
apprentice during the assessment quarter.
Enter the name and designation of the assessor.
Upload the duly field in skill assessment sheet signed and stamped by the appropriate authority
maximum size of which should be 1Mb.
Click preview button to see the information entered into, after ensuring that the information are
correctly entered,
Click submit button.
10
MII\UTES OF THE SECOND MEETING O-F THE SPECIAL COMMITTEE TO
BENCHN{ARK THE GENERAL ANDA TECHNICAL ATTRIBUTES AS WELL AS DEVELOP
AN UNIFORM ASSESSMENT AND MARKING/GRADING SYSTEM FOR TRAINING
ESTABLISHMEI{TS UNDER NATIONAL APPRENTICESHIP TRAINING SCHEME OF'
VT. O HELI) 16 AT KOL

Ir.r first meeting of the Special Courrlittee held on 11.5.20 16 in regat'ds to discr-tss and flnalize
pLrrsua.ce to the
r.ecor.rrrerclation in respect oi the fbrrrat for subrnission of inibrmation c'rt't issltance of certiflcates
b\
BOATs/BOP'I as mentioned uncler ltem No.6 of the nreeting held at Miuistrv on 18/4/2016, tlle second meeting
ancl llnalize bench mark fbr thc
o1.the Spccial Comnrittee was held on 9.9.2016 at BoPT (ER). Kolkata to discuss
sliill sets under (jeneral Attribr-rres as rvell as developrlent olan rrtrifbrtr assessmellt s)'stelr ancl grac'ling s)'stelll to
irelp rhe trainilg establishment in irlplementatior-r of an r-rnitbrm assesslrent and grading s\stelll as trretrti.rlrcd
,rcierpoirtno.ioltheMinutesoftheMeetingheldon 11.5.2016.I'hefollorvingnretnbersattendedthenreeting:-

L Mr.S.N1. E.laz Ahnrecl. Director. BOPT (ER). I(oll<ata

2. Dr. Sumit Datta. GM(HR). Rourkela Steel Plant. Odisha
.1. N4r. N.K. 0.iha" Gl\{ (}lRD). CN4PDI
4. N1r. Indranii Aich. Ir4D" Aich Group olCotrpatries
5. ir,ir. N4ihir Sen. CEO. Cotl'tltuet lntbst's
6. N4r. Kripa llam. D1'. Manager. GRSE L-td.
t'. lVlr'.lianishlta Baneriee. AM(FIR)" Diamotld Beverage
8. N4r. Suclip Baneriee. Clamellia Group

vice president (l-tR). EMC Linited, Kolkata attended the nreeting as Special Invitee'
Dr.. Siclclhartha pande1,,.

Repr.esentarives tl-onr othelthree Regional Boards IBOAT (SR). BOAT (\\/R) and BOAf (NR)l also altenc]eil the
111,jg:tin$.

lr;1r.. .r\rr-rnar,a Chakrabortl,.Assistant Directol of Tlaining. BOPT (ER). Kolkata arrd Ms. Dalia Dev.
rrpicsc.ptatiire of Copfecleration ollnclian lnciustries (Eastenr Region) could ttot attencl the tllc-'ltilrg.

r\r the oursct" ijjaz Ahmecl, Director. BOPT (ER). Kolkata $'elconred all the rrrenrbet's and app|isecl tlre
N4r. S.N{.
rrer.rber-s abolit tlre. ob.ieciive o1'today's nTeeting. Thereafier, as per thc proqram scheclr-tle
Mr. Ailrtlecl sll\/e A\\ia)
of tlre first n-,".iing of the Special Conrnrittee anrl basis ol'prePill'lttiotl o1'tlle clt'afl
hi:i prcsentatiep on the outcorne
doctunent ibr tite lttc-eling orr 9.9.2016.

the,reeting table fbr cliscgssiorr o1'tlre r.nernbers. The comrnents ftrnviircled by CII (lrtt) u'ere discrtsseti irl
clc'tail
u,hich rverc c0ttsidered apllt'opl'iate $'cre
li.,,the,rerrbers ancl afier discLrssion, r,iervs ancl sug,testions
int:olporated.

Dr_rring the tneeting. clerail discr-rssion and deliberatiol.rs i,iere macle. NecessarY llltlditlculit,,.ls ilr tlrc drafi
ciocLlriept rverc prade. A fltralized docutlent \\ias prepared ar-rd sigrrcd b1'all the lllelllb!-rs.

J-he lrerrber-s als6 discussecl the implementation palt o1'the s1'stenr throLrgh National Webportal.
J'he rtletnbet's
iclt thar tire leull,cleveloped Shill Assessnrent anci Certiflcation Svsten-t uoLtld be verrn'crv r-tselitl tbt'crcatiotl tll
brancl i.rase of Apprenticesliip Tr.aining ancl it ri,ill provide the apprentices a plattblm to do'elop irltportatrt sLill
sets to i.rlirr'e tSeir enrplol,otltity as well as the establishrnents to have a better
ttnclerstilrlclitrg olthe cleveloped
siiill scls in an altp|entice in ot'del'to olfer hirn etllployrlrellt.

fr'l-
During thc iliscussion, the cc'rr.nmittee also resolved that the Skill Asscssntent Slieet ii'hich r'i'trs frttalized itl lile i''
rneeting pra_v also have prerrtion o1-the "NLrmber of training da1's attc'nclecl out ol'thc total trairtittg da1's llroviclecl
b1,thc tr.ailipg estalrlislrment". The Assessrnent and Certif-ication svstent tbr Technician (Vocatiottal; alrpretltices
nrav be discussed and decided separatel-v.

i\s thcre \vils uo otlter agencla itern to discuss. tlte nteeting ertded u'ith votc o1-lhatliis to the Chair'.

. \\t;
\ \,$r/
Dr. S\-rrnit Dtrttit. Mr. S.M. Ei mecl. Director-
BOAT (NR), Kanpur (ER). I(oll<ata

t.

-:-)$"r"
a\\
rx" l'
:/A
Mr. Indranil Aich. N,ID.
Mr. I(ripa Ratn, D1,. Manager.
CRSE Ltd. Aich Group of Llotrpatties

*,ma*"
Mr. Sudip Banerjee, Mr. I(zrn i shka Banerjee.
AM (l-{R) Diamond Beverage
N4r. N,lihir Scn. CEO.
Conrunet ln1bsl's
Camellia Group
f
t
i\* ,z
A*)fl
VS.'PandeV
N,{r. kfi.
,\---ffif
\t'{. \\ ldodc.
Asst. Director of Trg D1,. Direclor of Trg.
BOAT (SR), Chennai BOAI- (WR).MLrmbai

Datecl: Kolltata.
The t)'l' September. 20 1 6