The TNA STEP model

1. The TNA STEP model Target Groups Job requirements Existing competencies Required competencies for the project Organisational Environment Training Needs Type of training Objectives, contents and expected results

2. The TNA STEP model Target Groups Characterisation Job in terms of functions in the requirements Training field Existing Tasks in the training fields and responsibilities competencies What are they able to do? What potential do Required they have? in terms competencies of Knowledge, skills for the project awareness and attitudes What do they have to be able to do? What potential do Organisational they have? in terms Environment of: Knowledge, skills awareness and attitudes With respect to the training field: If the constraints show that the Environment can be improved by training of other target groups they have to be included in the target group list.

3. The Working Steps • Tailoring of Information needs • Design and Test of Interview Format • Design and Test of Questionnaires • Conduction of Group and individual Interviews • Compilation of Case Studies for 4 Fields • Selection of Sample for nationwide Data Collection Case Studies at CPCB

4. The Working Steps • Tailoring of Information needs • Design and Test of Interview Format • Conduction of Group and individual Interviews Case Studies at CPCB

5. The Working Steps • Tailoring of Information needs • Design and Test of Interview Format • Conduction of Group and individual Interviews Case Studies at CPCB

6. The Working Steps • Tailoring of Information needs • Design and Test of Interview Format • Conduction of Group and individual Interviews Case Studies at CPCB

7. The Working Steps • Tailoring of Information needs • Design and Test of Interview Format • Conduction of Group and individual Interviews Case Studies at CPCB

8. The Working Steps • Tailoring of Information needs • Design and Test of Interview Format • Conduction of Group and individual Interviews Case Studies at CPCB

9. The Working Steps • Tailoring of Information needs • Design and Test of Interview Format • Design and Test of Questionnaires • Conduction of Group and individual Interviews • Compilation of Case Studies for 4 Fields • Selection of Sample for nationwide Data Collection Case Studies at CPCB • Data Collection • Visits of selected Institutions • Data Collection via Questionnaire Data Collection nationwide • Data Processing and Analysis • Compilation of nationwide Studies Analysis and Derivation of Training Needs Obejectives, Contents and expected Results

10. The Working Steps • Analysis of the selected Fields of Activity and Tailoring of Information Needs • Design and Test of Interview Format • Design and Test of Questionnaires • Conduction of Group and individual Interviews • Compilation of Case Studies for the 4 selected Fields • Definition of Survey Approach and Selection of Sample for nationwide Data Collection Case Studies at CPCB Data Collection nationwide • Data Collection • Visits of selected Institutions • Data Collection via Questionnaire • Data Processing and Analysis • Compilation of nationwide Studies Analysis and Derivation of Training Needs Objectives, Contents and expected Results

11. Scope of the TNA The TNA will • provide a nationwide strategy for HRD for institutions, organisations, administrations and professionals who have to fulfil a legal obligation in the selected fields of activity including trainers in these fields • definition of objectives • definition of expected results • description of a framework for operationalisation of the objectives • 2. provide a organisational and development concept for ETU to fulfil its tasks in this respect • mandate and task description of ETU • job descriptions • needs for training and support in institutional development • 3. derive an operational plan for the addressed target groups and organisations • training plan • work plan • financial management • linkages with partners • links to future plans 4. provide a list of organisational constraints for the improvement of performance of the addressed organisations, institutions and administrations fur further planning

12. Definition of Target Groups Target groups for training • 1. Institutions, organisations, administrations and professionals who have to fulfill a legal obligation of environmental laws in the respective field and trainers in the field. • directly related to mandates of CPCB • involved in the mandates of CPCB • indirectly related to the mandates of CPCB • 2. Results user of group 1. • 3. Persons who have an interest in this field and should have awareness and a certain knowledge. Groups who should be asked to take the survey for Phase 1 (fill the questionnaire) 1. Group one above (Insiders, limited number, up to 500) 2. Organisations, institutions or individuals with a professional knowledge of the field, the acting institutions and the legal obligations (Outsiders, limited number up to 100). • Consulting agencies • training, educational and research institutes, • NGOs, etc.)

13. Survey Strategy • Questionnaire for insiders of the organisations, institutions and administrations • 1. CPCB, possibly in some selected SPCBs: individual interviews covering the fields organisational constraints, individual expectations at ETU and training needs (individual and for the unit) • Questionnaire (with or without individual interview) covering • the importance of the different working levels in regard to the execution of tasks and obligations on the level of the respective organisation or institution, • the training needs of the different working levels in regard to the respective tasks and • possible organisational constraints

14. Survey Strategy • Questionnaire for external experts of the respective sector familiar with the mandates of the focussed organisation or institution • 1. The same questionnaire as above • 2. Questionnaire (with or without individual interview) covering • the functions of the different institutions • possible organisational constraints and main training needs • Expert feedback on the TNA based on the survey