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What makes CSCU different
- (a) Practitioner focused and driven training philosophy.
- (b) Rigorous train the trainer programme.
- i) Trainer selection criteria with emphasis on relevant knowledg, skill and experience in the public sector; Passion and drive for results; as well as availability and readiness to train at the the least cost to government.
- ii) Dry run sessions to assess the preparedness of each trainer.
- iii) Standard slide template for each presentation.
- (c) Phenomenal training faculty comprising subject matter and generic expert from public and private sector. Currently, about 150 practioners constitute the training faculty.
- (d) Small training size (25 - 45) participants per class) which enhances interaction between facilitators and participants.
- (e) Training evaluation based on Donald Kirkpatrick's 4 Level Training Evaluation Model:
- i) Reaction level the college uses pre-trianing competency assessment. This is used to assess the knowledge level of the target participants. Feedback from this level enables the College to make quick adjustments in terms of delievery techiniques, points of emphasis and assessment criteria when delivering a particular training.
- ii) Learning level participants are evaluated through daily self assessment forms, use of learning logs, question and answer sessions and group exercise.
- iii) Behaviour level CSCU assess changes in job performance resulting form the learning process in collaboration with Head of Human Resource Dision in the respective client ministry, Department, Agency or Local Government. Staff performance appraisel results are compared between treatment(trianed) and control (no-trained) groups. If we trained group's appraisel results are significantly better than those of the control group, we collectively attribute improved performance to the newly acquired skills while on the job to the training.
- iv) Result level CSCU designs and conducts tracer study aimed at tracking down in-service trainging participants in order to identify and address mismatch between former learner's job performance before and after receiving training. The study generates comprehensive information on labour market outcomes of training recipients, and obtains the views and opinions of trainees and employers on the quality and relevance of their training. Consistent with the CSCU's training management cycle, a tracer survey is conducted every three to six months after each training event. This enables timely review and reorientation of training context and delivery techniques in order to maximise results.
In addition, CSCU undertakes impact evaluation two years after the training. This evaluation focuses on the results of training on the client institution in terms of quality of quarterly and annual pefrormance reports. The supervisors are required to evaluate whether the quality of quaterly and annual performance reports has improved to gauge whether the training had an impact or not.
- (f) Long term capacity development-CSCU training participants are traced, supported and coached after attending learning programmes.
- (h) Use of Caravan Approach in training. The College has a Caravan that is fully equiped with training tools (Generators, Laptops, Projectors, Loud speakers e.t.c). With this caravan, the trainer can pitch anywhere and train using existing public facilities such as schools, boardrooms, council halls and other training institutions, like The National Leadership Institution-Kyankwanzi. This innovative approach has been found to reduce training costs like venue hire, mileage and accommodation, by 19%. Therefore, even with the completion of construction of the college, some training programmes will still be conducted using the caravan approach.
The CSCU has significantly raised awareness and understanding of the need for continuous professional development with Government institutions, CSOs and development partners on civil service sector performance improvement and development issues. The major achievements from the efforts of the college during the past 7 years were delivered through the Strategic goals indicated as below
|Deliver high quality in-service training that meets the needs of Public Service development
||CSCU has trained over 20,000 civil servants.
Developed 29 demand driven programmes and Mandatory courses:-(Induction Training for Newly Recuited Officers in MDA and LGs.
Senior Management Courses for Heads of Department and Divisions, and Sections in MDAs.
Supervisory Skills Course for Divisions, Units and Sections in MDAs
Strategic Leadership Course for Chief Executive and Directors of Ministries, Departments, Agencies and LGs.
|Supporting Public policy research and provide advisory services for transformation of the Public Service.
||CSCU conducted a public sector needs analysis.
Developed a Public Policy research framework.
Efforts are underway to streamline the research function across entities, undertaking the research function
Established strategic partnerships.
|Support innovations for enhanced performance in strategic areas of national development
||CSCU Held Annual Innovation Conference(two) for the Public Sector held in 2012 and 2013 and supported the development of Tourism information Centres in Jinja, ENtebbe, Kasese and Mbarara Municipalities.
Supported process at URSB.
Over 1000 civil servants have been trained in Innovations Management.
Developed 20 demand driven programmes in which a component on Innovations Management is incorporated, over and above the specific functional training in Innovations Management.
Established partnership with the Government of Estonia to support innovations.
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