Friends, Karnataka State Government Employees Association of the Blind is taken up some step with regard to adding job related training key points in the state training policy. Many states does not have issues on blind employees training aspects in state training policy. Kindly please, you too all take initiate on this matters.
Below I have written outline for your reference. Kindly study yours state training policy. This policy is implementing by state administration training institute. We need to cover National training administration training institute in subjecting blind employees training also. It is requested to study and include as many below mentioned points as possible in the guidelines of the state training policy. 1. Through data analysis, visually challenged employees need to be trained on career foundation and reconstructive training. These factors need to be subject to data analysis. A. Forms of blindness. Employees must be categorised into blind from birth, grew blind and gradual blindness for training. B. Intrinsic Natural Skills. Plan activities to measure embodied ability in the employee based on memory and sharpness. C. Technical skills. Computer trained, computer non-trained and self-learning computer users among visually challenged employees to be categorised. Also note employees who have a hold on computer usage and languages in which they have writing skills. 2. Formula for development of management skills in visually challenged employees: Formula: Training + Exploration + Task Assignment + Evaluation + Reconstructive Training + Analysis + Encouragement. Descriptions: A. Training: Management Training Institute should study informative media such as currently in force National Disability Act, Rights of Persons with Disabilities Act, voluntary organizations conducted experimental activities and research. Following the study, a "comprehensive, universal and equal" policy must be implemented to guide visually challenged workers in career growth. Later, six-month career foundation training should be given to visually challenged employees from district training institutions or departmental training institutions. B. Exploration: Through career foundation training, government should build confidence in visually challenged employees to effectively handle work according to the needs of the job position. Additionally, through consultation should find out whether employees have talent to serve the nation in any way and record that in the training profile. When the employee reports the work, the office heads must take suitable action based on the analysis in the employee's Career Foundation Training Certificate. C. Task Assignment: The task must be assigned according to the talent and capacity of the visually challenged employee. Software and useful technical instruments should be compulsorily provided. Avenues for participation of visually challenged employees in software installation and up-gradation should be provided. Responsibility for this enablement should be provided to the departmental training manager. D. Evaluation: A question based evaluation form should be given by the above mentioned training Institute after eight months of career foundation training to the department/office head. Heads should fill out the answers based on the performance of the visually challenged employee. Due importance should be given to the visually challenged employee's opinion when answering. After completing the evaluation form, the Heads should sign the letter and send it to the departmental training manager for review. After review, the departmental training manager should send it to the training institute E. Reconstructive Training: Based on the evaluation response it should be determined whether the visually challenged employee needs reconstructive training or not and the same should be conveyed to the head. If reconstructive training seems to be required, then the deficits of the employee should be identified and re-training provided. F. Analysis: The employee after undergoing career foundation training and reconstructive training should be evaluated. If there is no improvement, the time of reconstructive training should be extended. If the employee's performance is not enhanced by the training given during the extended period, the incentive should not be given. G. Encouragement: If an improvement in performance is seen in the employee after career foundation training and reconstructive training, then he/she should be considered as a resourceful person. They should be given opportunity to participate in the preparation of training tools that helps employees. 3. Tools: Training tools must be prepared so as to allow self-study by visually challenged employees. Tools must be prepared in braille and e-text format. These must be provided in accordance with the demand of visually challenged employees. Texts which are notable and important must include audio clips explaining them by resourceful persons. For this purpose, try to create unique tools that include both media. 4. Department managers and trainers: A trainer who has awareness about the communication style of visually challenged persons, braille script and software-technical instruments created for visually challenged should be employed in every district training centre or in state divisions. For this purpose, required rules and regulations need be added to the cadre and recruitment rules of training centre. Such eligibility criteria should also be included when nominating departmental training managers. 5. The State Training Council and the high power Coordination Committee – both these committees will have to make provision for inclusion of a representative from voluntary organizations that trains visually challenged persons and conducts research on blindness; the Commissioner of Disability Rights and the Director of department of empowerment of persons with disabilities. 6. All training manuals prepared by the Management Training Institute should include a chapter related to the field of physically challenged people and such chapters should be capable of application. The question papers of the exam, conducted at the end of training, should include at least 5 questions. *** These six questions need to be answered to make the overall state training policy more helpful to the visually challenged employees. They are, 1. What are the different types of blindness? 2. What are the causes for each of these types of blindness? 3. What are the anxieties, communication methods and gestures of visually challenged people suffering from such types of blindness? 4. What are the medical-technological solutions to alleviate the difficulties of visually challenged people with these types of blindness? 5. How sighted individuals can understand the nature of this kind of blindness and recognise the embodied skills of visually challenged people? 6. How can everyday office work be made suitable to employees with different forms of blindness in order to make visually challenged employees actively participate in public services? *** These questions require eye doctor, psychologists and communication specialists. Also, there is a need for those who have experience in this field. Overall, an attempt has been done to convey the possible concept of training guidelines to you. It is requested to study and include in the State training policy, suitable guidelines which empower visually challenged employees. -with thanks. Srinivasamurthy B G, mo: 9035911023 blog: www.samaajakkaagi.blogspot.com Search for old postings at: http://www.mail-archive.com/[email protected]/ To unsubscribe send a message to [email protected] with the subject unsubscribe. To change your subscription to digest mode or make any other changes, please visit the list home page at http://accessindia.org.in/mailman/listinfo/accessindia_accessindia.org.in Disclaimer: 1. 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