human resource manual - rspn
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Program Management and Implementation Unit
Sindh Basic Education Program
Human Resource Manual
Education & Literacy Department
Government of Sindh
March 2013
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Program Management & Implementation Unit – PMIU
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Table of Contents
Annexes 5
Acronyms 6
Definitions 8
Chapter 01 Introduction
1.1 Goal of the Program 10
1.2 Program Objectives 10
1.3 Geographical Coverage of the Program 10
1.4 Title, Commencement and Applicability 11
Chapter 02 How to Use the Manual
2.1 Purpose & Scope of Manual 13
2.2 Responsibility & Authority 13
2.3 Approval, Revision & Updates in The Manual 13
Chapter 03 Manpower Planning
3.1 Organization Structure 15
3.2 HR Section at PMIU
3.4 Program Steering Committee (PSC) 16
3.5 Program Management & Implementation Unit
(PMIU)
16
3.6 Sections at PMIU 16
3.7 Regional Offices 17
Chapter 04 Recruitment, Selection and Induction
4.1 Human Resource Required 18
4.2 Employment Policy 21
4.3 Process of Selection 21
4.4 Pay Scale and Salary Package 23
4.5 Extra Allowance 23
4.6 Job Description 25
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4.7 Service Record Management 25
4.8 Probation 26
4.9 Transfers & Posting 26
4.10 Resignation 27
4.11 Termination 28
Chapter 05 Working Hours
5.1 Office Hours 29
5.2 Pay Days 29
5.3 Holidays 29
Chapter 06 Attendance & Leave Management
6.1 Attendance 31
6.2 Earned Leave 31
6.3 Casual Leaves 31
6.4 Leave On Full Pay 32
6.5 Special Leave 33
6.6 Maternity Leave 33
6.7 Disability Leave 33
6.10 Recall From Leave 33
6.11 Over stay after Sanctioned Leave 33
6.12 Ex-Pakistan Leave 33
6.14 Process for Leave Sanctioned 34
6.15 Manner of Handing over charge while proceeding
on Leave.
34
6.16 Assumption of Charge on Return from Leave 34
Chapter 07 Traveling Facility
7.1 Use of Program Vehicles 35
7.2 Vehicles 37
7.3 Maintenance of Vehicles 37
7.4 Traveling Allowance / Daily Allowance 37
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7.5 Air Travel 38
7.6 Overnight Accommodation 39
Chapter 08 Performance And Management
8.1 Performance Appraisal 40
8.2 Objectives 40
8.3 Procedures 40
8.4 Criteria 41
8.5 Evaluation of Market Based Position 42
8.6 Counseling 42
Chapter 09 Capacity Building
9.1 Orientation 44
9.2 Need Based Training Program 44
9.3 Training Procedure 44
9.4 Refresher Mechanism 45
Chapter 10 Disciplinary Action
10.1 Disciplinary Action 46
10.2 Authority to Take Disciplinary Action 47
10.3 Procedure for Disciplinary Action/Inquiry 47
10.4 Penalties 49
Chapter 11 Code of Conduct
11.1 Ethical and Logical Responsibilities 50
11.2 No- Smoking Zone 50
11.3 Dressing of Employees 51
11.4 Respect for All 52
11.5 Discrimination Against Women 52
11.6 Violence & Harassment 52
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ANNEXES
Annex A-1: Risk Mitigation 51
Annex A-2: Organogram for PMIU and Regional Offices 52
Annex A-3: Composition & TORs of The PSC 53
Annex A-4: Reservation of Quota for Female/ Minoritites/Disabled in appointments
Annex A-5: Selection Comitte for Posting of Officers from Govt Departments
on deputation basis & Selection Comitte for appoinment of employees from Open Market 54
Annex B: Job Descriptions of Staff Members of the Program 58
Annex C-1: Advertisement for Positions(Selection from open market) 104
Annex C-2: Application Format (Selection from open market) 107
Annex C-3: Score sheet for Selection of Candidates (Open market candidates) 123
Annex D-1: Contract for Employees (Selected through open market)
Annex D-2: Weeding of Service Record 118
Annex E-1: Annual Confidential Report (in respect of Deuptatiosts) 138
Annex E-2: Performance Evaluation Report (Employees from open market) 155
Annex F: Office Time Log (Attendance) 161
Annex G: Travel Request Form 164
Annex H: Note For Record 167
Annex I: Vehicle Requisition Form 169
Annex J: Employees Identification Card 172
Annex K: Harassment of Women Act 174
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Acronyms
ACR Annual Confidential Report
ADS Automated Directive System
ASP Assessment and Strengthening Program
DA Daily Allowance
DC Deputy Commissioner
DPD Deputy Program Director
EU European Union
GIS Geographical Information System
GOS Government of Sindh
GPI Gender Parity Index
HR Human Resource
HRM Human Resource Management
ICT Information Communication Technology
IDA International Development Association
MDG Millennium Development Goals
M & E Monitoring & Evaluation
MIS Management Information System
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NFR Note for Record
OIE Office of the Infrastructure and Engineering
PD Program Director
PER Performance Evaluation Report
PMIU Program Management and Implementation Unit
PSC Program Steering Committee
RSU Reforms Support Unit
SBEP Sindh Basic Education Program
SERP Sindh Education Sector Reform Program
SOP Standard Operating Procedure
TA Traveling Allowance
USAID United States Agency for International Development
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Definitions
Absence: - Remaining absent from duty without getting the
leave sanctioned in advance.
Accused: - An employee alleged of misconduct under the
manual .
Appointing Authority: An Officer/Committee/Body authorized to make
appointments under the Program.
Area Operation: - Dadu, Jacobabad, Shahdadkoat, Karachi
(Selected Towns), Kashmore, Larkana, Sukkur and
Khairpur districts of the Province of Sindh.
Competent Authority: - A Person/ Committee/ Body designated to
exercise powers conferred in him by the manual.
Deputationist: - An Office whose services have been borrowed
from any Government for the Program .
Employee: - A person works on contract/deputation basis in
SBEP.
Leave: - Leave availed with prior approval of the
sanctioning authority.
Millennium
Development Goals: - Internationally determined goals for the
improvement of education.
Misconduct: - Violation of the procedures and Policy by an
employee of SBEP as defined in the Manual .
Penalty: - Punishment to be imposed on account of misconduct
under the Manual
Parent Department: - The Original Department of a civil Servant from
where his services have been borrowed.
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Recruitment Policy: - Policy formulated for the selection/ hir ing of
professionals and other employees for SBEP.
Regional Offices: - Offices of SBEP located at Sukkur and Larkana.
Responsibilities: - The Obligation to perform assigned tasks.
School Management
Committee: - Committees formulated in public sector schools
involving Civil Society.
Traveling Allowance: - Allowance granted to the employee to meet the
expenses incurred by him while travel ing in
connection with program requirements.
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Chapter No: 01 INTRODUCTION
1.1 Goal of the Program
The Sindh Basic Education Program (SBEP) is to increase and sustain
student enrolment in Primary, Middle and Secondary schools in
targeted geographic locations in Sindh by developing a school
environment conducive to teaching and learning.
1.2 Program Objectives
The Government of Sindh with the assistance of United States Agency
for International Development (USAID/ Pak) has initiated Sindh Basic
Education Program (SBEP) for the improvement of education sector of
the areas affected by the flood during 2010 in the Sindh Province.
The above transformation will be achieved through the following
components:
Construction of schools affected by 2010 floods;
Support to Government of Sindh (GOS) Policy Reforms to merge,
consolidate and upgrade schools through construction of schools;
Improvement in early grade reading in primary schools;
Community mobilization with a focus on increasing girls enrolment and
improving nutritional status of children;
Technical assistance to the Department of Education & Literacy;
Monitoring & Evaluation and
School Construction Design and Construction Management &
Supervision.
1.3 Geographical Coverage of the Program
Following districts of Sindh Province are the areas of operation under
this Program:
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Dadu
Jacobabad
Shahdadkot @ Kamber
Karachi (Selected towns)
Kashmore @ Kandhkot
Larkana
Sukkur
Khairpur
1.4 Title, Commencement and Applicability
Human Resources Manual of the SBEP–2013 has been developed to
facilitate the implementation for the purpose of clarity in Human
Resource Management of the Program. It provides guidelines to be
followed in the administration of personnel in the Program which
includes (i) Employee (ii) Deputationists & (iii) Consultants. The Manual
will be effective after its approval by the Program Steering Committee
(PSC).
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Chapter No: 02 HOW TO USE THIS MANUAL
2.1 Purpose and Scope of Manual
Based on the conditions precedents and observations in the pre award
assessment report of Sindh Education & Literacy Department and
Reform Support Unit (RSU), USAID developed Risk Mitigation Framework
(RMF) for SBEP. SBEP will be managed through a Program Management
and Implementation Unit (PMIU). The focus on addressing the risks
identified in the RMF will ensure implementation of the SBEP in a
transparent and accountable manner. The mitigation measures will
focus on the PMIU and related implementing partners in the Provincial
& District Governments. The risks along with the mitigation measures are
attached at Annex: A-1.
The purpose of the Manual is to provide required assistance and
guidelines in the management of Human Resources and outline the
policies and procedures laid down by the authorities of this program. It
is to serve as a code of conduct as well as determinate of the role of
actors involved in this mission. The manual has been designed in
compliance with the policies of the provincial Government`s Civil
Servants Efficiency and Conduct Rules, USAID Regulations and the
Practice prevalent in different public sector programs. This manual will
serve as a guide and on-going reference to streamline the day to day
working of the organization, monitoring the conduct and efficiency and
evaluating the performance of the employees. It will provide maximum
information related to appointments/selection, working schedules,
benefits, entitlements, leave, retirement and the description of jobs.
It will serve the Standard Operating Procedure (SOP) in relation
to comprehensive reference of policies, procedures and general
information concerning the operations of the Program Management
and Implementation Unit (PMIU) of USAID/ Pakistan assisted Sindh Basic
Education Program.
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2.2 Responsibility and Authority
This manual is the property of the SBEP. The HR Section in the PMIU of
the Program is responsible for safeguarding and implementation of the
Human Resources Manual under the supervision of Program Manager
Support Services who is responsible to maintain and keep the manual
up-dated as and when required.
2.3 Approval, Revisions and Updates in the Manual
The policies and procedures contained in this Manual are subject to
modification. The PMIU is responsible for any revisions, deletions and
additions in the manual, in accordance with the required needs.
The updates are to be communicated to the users via official e-
mail or otherwise as well. Upon receipt of new or revised information,
the user can print and insert the replacement pages with the
superseded pages. New or revised policies and procedures become
effective when issues unless otherwise specified.
This manual is to be implemented only after approval from
Program Steering Committee. Any changes suggested afterwards will
also be approved by Program Steering Committee and made part of
this manual.
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Chapter No: 03 MANPOWER PLANNING
3.1 Organization Structure
The formal arrangement of various positions; as per approved PC-I of
SBEP, is given below:
Program Steering Committee
Program Management and
Implementation Unit - Karachi
Regional Office
Sukkur Regional Office
Larkana
Construction
Management Learning, Reforms,
and Community
Mobilization
Support Services
Monitoring and
Evaluation
Internal Auditor
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3.2 Program Steering Committee (PSC)
A Program Steering Committee (PSC) with representation from USAID
for observing the Program and overall coordination among all GOS
Departments is to be chaired by Secretary, Education and Literacy
Department. The TORs of the PSC are contained in the notification at
Annex A-3.
The members of the PSC include:
Secretary, Education and Literacy Department (Chair- Person),
Secretary, Planning & Development Department,
Additional Secretary, Finance Department,
Chief Program Manager, Reform Support Unit Education Department,
Deputy Commissioner (DC) of the concerned District.
Program Director, SBEP will act as Member/Secretary of the PSC
Representative of USAID/Pak will attend all meetings of the PSC as an
observer and may contribute to the discussions.
3.3 Program Management and Implementation Unit (PMIU)
For the implementation and management of the Program, a Program
Management and Implementation Unit (PMIU) is established in the
Education and Literacy Department, Government of Sindh. PMIU is
headed by a Program Director (PD) who is to report directly to the
Secretary, Education and Literacy Department in the capacity of
Chairman, Program Steering Committee (PSC). The Program Director is
assisted by a Deputy Program Director. PMIU will serve as the
Secretariat of the PSC. The PMIU management is also mandated to
develop policies and procedures to ensure that its directives are
followed.
3.4 SECTIONS AT PMIU
PMIU is comprised of four sections:
Schools Construction Design and Construction Management &
Supervision,
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Learning, Reforms and Community Mobilization,
Support Services,
Monitoring and Evaluation
3.5 HR Section PMIU
The HR Section at PMIU is headed by Program Manager Support
Services. He is further assisted by the Manager Finance, Accounts &
Admin and Administrative Officers (The post of Admin Officer re-
designated from one of the posts of Finance and Accounts Officer).
The HR section will be the sole responsible for recruitment of staff
and their overall management. This section is also responsible for the
safe guarding and implementation of the HR manual under the
supervision of PM Support Services.
3.6 Regional Offices
PMIU will have two Regional Offices, one each in Sukkur and Larkana
to provide on ground liaison, and interaction with, and monitoring of
the schools, sub contractors, and communities. Sukkur office will be
responsible for the program operations in Sukkur, Kashmore@Kandhkot,
Khairpur, and Jacobabad districts and Larkana office will be
responsible for Larkana, Kamber @Shahdadot, and Dadu districts. On
ground interventions in selected towns of Karachi districts will be
directly managed by PMIU Karachi.
The Regional Offices are headed by Regional Directors, reporting
directly to Program Director. The Regional Directors are supported by (i)
Planning, Monitoring & Evaluation Officer, (ii) Construction, Designing &
Supervision Officer, (iii) Admin Assistant and supporting staff.
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Chapter No: 04 RECRUITMENT & HIRING PROCEDURE
4.1 Human Resources Required
For successful implementation of the Program, qualified and
experienced human resource is engaged at PMIU and Regional
Offices. According to the approved PC-I following staff/officials is
engaged at PMIU and Regional Offices. The organizational
organogram is attached at Annex A, while the job descriptions of the
employees are attached at Annex B.
4.1.1. Positions at PMIU
S # Title Positions Scale
1 Program Director 1 19/20
On
Deputation
2 Deputy Program Director 1 18/19
On
Deputation
3 Program Manager Construction Management 1 18
On
Deputation
4 Program Manager Reforms, Learning and
Community Mobilization
1 18
On
Deputation
5 Program Manager For Support Services 1 18
On
Deputation
6 Monitoring and Evaluation Consultant/ 1 Open
Market
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Specialist
7 Manager Construction Designing and
Contracting
2 Open
Market
8 Manager Construction Supervision 2 Open
Market
9 Manager Communications 1 Open
Market
10 Manager Reforms, Learning and Community
Mobilization
1 Open
Market
11 Manager Planning, Monitoring and Evaluation 1 Open
Market
12 Manager Information Technology 1 Open
Market
13 Manager Finance & Accounts and
Administration
1 Open
Market
14 Senior Procurement Specialist 1 Open
Market
15 Internal Auditor 1 Open
Market
16 Assistant Internal Auditor 1 Open
Market
17 Planning, Monitoring and Evaluation Officer 1 16
18 Finance and Accounts Officer (One Post since
re-designated as Administrative Officer)
2 16
19 Procurement Officer 2 16
20 Admin Assistant 5 14
21 Stenographer/ Computer Operator 1 12
22 Drivers 5 5
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23 Dispatch Rider 1 4
24 Security Guard 2 3
25 Office Boy 7 2
26 Sanitary Worker 1 2
4.1.2 Positions at Regional Offices Sukkur / Larkana
S # Title Positions Scale
1 Director Regional Office 2 18/19
On
Deputation
2 Planning, Monitoring and Evaluation Officer 2 Open
Market
3 Construction, Designing and Supervision
Officer
2 Open
Market
4 Admin Assistant 2 14
5 Driver 2 5
6 Security Guard 4 2
7 Office Boy 2 2
8 Sanitary Worker 2 3
The professionals for market based positions will be engaged
through open competition. In exceptional cases their salary and
benefits can be negotiated and offered according to their
qualification, skills and experience by remaining within upper limit of
ceilings mentioned in approved PC-I.
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4.2 Employment Policy
The SBEP completely adheres to a comprehensive policy of equal
opportunity in employment for all genders and disabled persons
regardless of their race, caste, color, origin, ancestry, religion, age, or
marital status. The selection in the Program is made purely on the basis
of merit. However proper attention is given to the share/quota
specified by the GOS for gender, minorities and disabled persons
(Female & Minorities = 05%, whereas disabled = 2%). Such policy
circulars of the Govt. of Sindh are given at Annex A-4.
4.3 Process of Selection
The following two processes are adopted for selection of employees for PMIU
and Regional Offices:-
Government Officers on Deputation Basis: -
According to the approved PC-I the officers/ officials for following positions
are to be posted from Government Departments on deputation basis. The
suitable candidates have to appear for interviews before the Selection
Committee formulated for this purpose with the approval of Program Steering
Committee (Annex A-5):
Program Director
Deputy Program Director
Director Regional Offices
Program Manager Construction Management
Program Manager Reforms, Learning and Community
Mobilization
Program Manager Support Services
Hiring from Open Market: -
Process: The positions other than the above table are to be hired through open
competition from market. The following process is to be adopted in this
regards:-
The Support Services Section will be responsible for advertisement in
leading daily newspapers. Advertisement in minimum one Sindhi,
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one Urdu and one English leading daily newspaper is necessary.
The following will be necessarily mentioned in the advertisement-the
specimen of which is given at Annex C-1:-
a. Title of the required position and brief description of program.
b. Required qualification and experience for the position
c. Duty Station
d. Closing date for submission of application
e. Posting address for submission of applications
Provide ample time (minimum 15 days) for submission of applications.
The application(format at Annex C-2) should cover :
a. Personal Information: name, father‟s name, postal address,
permanent address, CNIC number, telephone number (line
number and cell number), email address
b. Academic Qualification: degrees obtained start from higher
degree
c. Professional Education: list of training programs/ courses attended;
certificate and diploma
d. Experience: starting from last employment; covering name of
employer, designation/ title, starting date, ending date, nature of
duties,
e. Consultancy Assignments (if any): nature of assignment, duration,
employer/ donor, major duties
f. Two References; name, designation, organization, address,
telephone number (line and cell), e mail address
Support Services Section at PMIU is responsible to:
a. Collect applications on prescribed format (Annex C-2)
b. Maintain record of received applications (Manager Support
Services with approval from Program Director will depute a
responsible official for this purpose.)
c. The short listing of the candidates for selection will be done by a
Committee constituted by the Program Director for the purpose
who will maintain the criteria in two forms:
i. ]bled)
Short listed candidates will be interviewed by the Selection
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Committee constituted for this purpose ( Annex A-5) and they will
rate the candidates in following areas:
i. Name of Candidate
ii. Qualification
iii. Work Experience
iv. Computer Literacy
v. Knowledge of subject
vi. General Appropriateness for Position
vii. Inter-Personal & Communication Skills
viii. Willingness to work in Field
d. Dispatch of invitation letters to short listed candidates for test and
interview through registered post/ Courier Service
e. Notification of Selection Committee for interviews. The composition
of the Committee to be recommended by Program Director, PMIU
and approved by Chairman, PMIU/Secretary, Sindh Education and
Literacy Department.
f. The score sheet for selection of candidates is attached at Annex-
C-3. The final score in the above Sheet i.e after interview process,
will determine the rank and position of the candidate.
g. Selection of candidates is made after approval of the Program
Director on the recommendations by selection committee.
Issuance of offer letter/ contract duly signed by Program Director, must
mention:
a. Title of the position
b. Duration of contract (should be issued by specifying the period and
extendable for further period of Program on the basis of
performance of employee)
c. Salary package (lump sum for employees selected from open
market).
d. Duty station
e. Roles and responsibilities.
Signing of contract with employees selected through open
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competition. Sample contract is attached at Annex D. The newly
selected candidate would be responsible to provide medical fitness
certificate and police verification certificate along with signed
contract.
4.4 Pay Scale and Salary Package
Pay scales, salary package, and allowances are already determined
and approved in PC-I. The employees transferred from Government
Departments will get their benefits in accordance with the rules and
regulations of lending Departments of Government of Sindh.
The salary package and benefits for positions filled through open
competition from market are negotiable within package range for each
position provided in approved PC-I(please refer Annex VIII of approved
PC-I). They will be hired on lump sump salary package; no other
benefits/ allowances are admissible. The annual salary raise will be
allowed between the range of 5-10%, based on their performance
evaluation report and successful completion of Probation Period.
4.5 Extra Allowances:
In addition to the allowances paid as a part of regular salary package
following employees of the PMIU will be paid extra allowance (or any
other) on the rates determined by the authority;
a. Overtime Allowance for Staff Car Drivers and Dispatch Riders.
b. Assistants, Computer Operators, Data Entry Operator, Drivers and Naib
Qasids working in late hours after the office hours will be entitled to a
conveyance charge according to the rates admissible by the Finance
Department, Government of Sindh.
c. Each of the overtime allowance will be subjected to a maximum limit
and the verification by the Officer in-Charge.
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4.6 Job Descriptions
Job Descriptions of Program Staff are determined in this manual. The job
descriptions of staff members are attached at Annex -B. The job descriptions
clearly elaborate:
Purpose of the position,
Roles and responsibilities,
Duty station,
Reporting hierarchy, and
Key qualification / experience required for the position.
4.7 Service Record Management
The service record for all employees working with SBEP working in PMIU or
Regional Office level must be maintained. The office of Manager
Finance and Accounting will be responsible for maintaining service
record of employees working in PMIU. While the Admin Assistant at
Regional Offices will be responsible for maintaining service record for
employees working at Regional Office. The service record at Regional
Offices will be accessible and made available to Manager Finance and
Accounting when required.
The service record of each employee will be maintained in the
personal file of each employee. The personal files will be stored under
lock and key and access should be limited to authorized staff member.
The service record of employee transferred from Government
Departments will be maintained according to the GOS Rules and
Regulations.
A complete personal file must have following record:
Application/CV for employment
Interview result with signatures of Selection Committee
Copy of offer letter/ Contract
Copy of job description/ Terms of Reference
Leave record
Copy of ACR/ Performance Evaluation Report of each calendar
year
Copy of warning/ action, if any
Medical Certificate from Civil Surgeon
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Educational Testimonials
The record will be updated from time to time along with the
current status
The HR Unit of SBEP will dispose off the record as per procedure laid
down in the Government of Sindh policy instructions (after 5 years), as
given at Annex A-5.
4.8 Probation
All selected staff for PMIU and Regional Offices coming through open
competition/market will be on probation of initial period of six months
extendable for further six months giving him chance for improvement
and can be terminated if the performance is not found up to the mark.
After successful completion of probation period the services of
employee will be confirmed as a contract employee for the Program
period – sample contract is attached at Annex D. After successful
completion of probation, the probation period will be accounted as
part to the total service.
The efficiency of an employee during the probation period is to
be judged on following basis:
Understanding of work assigned
Planning and implementation of allocated assignments in
accordance with the approved PC-I
Meeting the deadlines and taking pressure for completion of work
Decision power under critical situation
Coordination and relationship with management including
supervisors and subordinates, line departments and stakeholders
Supervision and reporting
Punctuality
Team management and be a team player
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4.9 Transfer and Postings
The staff working in PMIU and Regional Offices, except Deputationists
from Government, could not be transferred to any other Government
Department.
The employees transferred from Government Departments have to
complete minimum period of two years. However exceptional cases of
promotion of employee, Professional Courses or any other unavoidable
circumstances, could be considered.
In case of Deputation, the matters relating to transfer, posting or
extension be moved by P.D at-least three months in advance so that his
replacement is arranged in time. This is necessary to maintain the work
continuity at PMIU.
4.10 Resignation
The employee selected from open market could resign from his service
at any time with one month‟s advance notice in writing to the Program
Director, PMIU or one month salary in lieu thereof. All resignations
mandate acceptance and approval from the concerned competent
authority. The employees transferred from Government Departments will
follow the GOS rules and regulations.
Procedure:
In case an employee decides to resign, he is required to submit a
written resignation to his relevant supervisor addressed to the PD one
month in advance of his end of service date. After approval by
concerned competent authority, Finance Wing of the Program would
take action for final settlement etc. During probation it would be 15
days notice from either party.
The term “month” used herein in respect of notice period will be
reckoned according to the English Calendar and will commence from
the day following the day on which notice is given by the employee or
by SBEP as the case may be.
A letter of acceptance/rejection of resignation is issued to the resigning
employee regarding the status of his resignation by HR.
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In cases where the contract of employment ends and no
renewal/extension in contract is granted at least 30 days prior to the
end of contract, the employee is relieved on the contract end date,
and no notice of resignation is required from the employee in such
case.
The salary of an employee whose service is ending will cease from the
date of such end of service.
At the end of employment, all the tangible property of the PMIU in the
employee‟s possession is returned.
Employee is required to complete a clearance form and obtain
relevant signatures in order to make sure that all outstanding liabilities
have been cleared. The employee must turn over all files, keys,
equipment and liquidate any cash advances and or any other assets
belonging to SBEP.
Employee should fill in an “Exit Interview Form" and submit it to
concerned HR.
At the time of the last payment of salary to employee, he must sign a
“No-Demand Certificate”, confirming that all payments due from/to
SBEP have been paid/ received along with vehicle(s), equipment and
any other item provided to him /her by SBEP.
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4.11 Termination:
The services of any employees selected from open market could be
terminated any time with one month‟s advance notice in writing or
payment of one month`s salary in lieu thereof (as mentioned in the
signed contract) o termination of his services as a result of disciplinary
grounds (Section 5 of this Manual – Misconduct Proceedings).
The employee transferred from Government Department on
deputation will be governed under Rules and Regulations of Sindh
Government/GOP. Their case will be referred to their parent
department of necessary action. In case of non- compliance of
services or disciplinary grounds (determined by their parent
department) the employees could be repatriated to their parent
department in accordance with the rules and regulations of parent
Department/ Government.
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Chapter No: 05 WORKING HOURS
5.1 Office Hours
The Sindh Government`s office timings would be followed as office
hours for PMIU and Regional Offices (presently 9:00 am to 5:00 pm five
days a week). All employees working at PMIU or Regional Offices are
bound to attend office regularly and observe office timings strictly.
Habitual absenteeism and non observance of office timings shall
warrant disciplinary action. Program Director or Regional Directors
could impose penalties accordingly.
5.2 Pay Days
The first day of each month will be pay day for transfer/ disbursement
of salaries for employees working in PMIU and Regional Offices. In case
of holiday on first day of the month the salaries will be transferred/
disbursed on next working day.
5.3 Holidays:
Employee of the program is entitled to enjoy Public Holiday notified by
the Government of Pakistan, Sindh and Regional/District administration.
Muslim and non-Muslims are equally allowed to avail optional holiday
on their religious festivals. Prior sanction for availing of optional
holiday is required so that the work is not disturbed. However such
leave is treated/ adjusted against casual leave.
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Chapter No: 06 ATTENDANCE & LEAVE MANAGMENT
6.1 Attendance
Attendance with punctuality is an essential aspect of every position in
SBEP. All employees are expected to report to work on time every day
and maintain a satisfactory record of attendance. If an employee is
unable to report to work he is expected to notify his supervisor within 30
minutes of his start time. In case of emergency/ uncertainty, it is the
privilege of an employee to take leave instead of un-notified absence.
All unapproved absences will be noted in the employee‟s personal file.
Excessive and unauthorized absences will result in disciplinary action.
Such late comers have to face disciplinary action as may be decided
by Program Director/ Manager Support Services. The format of Time
Record Register is attached at Annex F.
6.2 Earned Leave
An employee shall earn leave only on full pay which shall be
calculated at the rate of 2.5 days for every calendar month of duty
rendered and credited to the leave account as “Leave on full pay” at
the end of each calendar year.
All leave at credit in the account of an employee on the last day
of December, shall be carried forward and expressed in terms of leave
on full pay and the leave account in such cases shall, with effect from
the first day of January, or in the case of an employee who was on
leave on that date, with effect from the date of his return from leave,
be recast as under:-
Leave on full pay:-
(a) 1 month : 30 days
(b) 1 day : 01 day
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6.3 Casual Leave
Casual leave shall be sanctioned in favor of an employee by his
immediate supervisor.
There shall be 25days casual leave during a calendar year.
Casual leave shall ordinarily not exceed 10 days at a time, only in
special circumstances, shall it be extended to 15 days.
Casual leave shall be granted in conjunction with Sunday or
public holidays, but not with any other kind of leave or joining
time.
In case casual leave is combined with holidays the total period
shall not exceed 15 days at a time.
During casual leave or holidays no employee shall leave the
Headquarter except with permission from sanctioning authority.
Casual leave shall not be claimed as a right, but shall be granted
by way of grace to enable employee to attend to his private
affairs.
6.4 Leave on Full Pay
The maximum period of leave on full pay that may be granted at
one time to a Deputationist shall be as follows:-
i. Without medical certificate, 120 days
ii. With medical certificate, 180 days plus
iii. On medical certificate from leave account, 365 days in entire
service.
The employees hired from open market will not be entitled for
such leave
6.5 Special Leave
A female employee, on the death of her husband may be granted
special leave on full pay, when applied, for a period not exceeding
one hundred and thirty days (Iddat Leave).
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6.6 Maternity Leave
Maternity leave to be granted on full pay, outside the leave account
to a female employee to the extent of ninety days (90) in all from the
date of its commencement (as specified in the application for leave)
or forty-five days from the date of her confinement whichever be
earlier. Such leave could only be availed after six months service in
PMIU; otherwise it will be treated as medical leave. The maternity leave
could only be availed one time during program life; otherwise it will be
treated as medical leave.
6.7 Disability Leave
Being program employee disability leave may be granted outside the
leave account up to a maximum of 90 days on such medical advice
as the section head may consider necessary to an employee, disabled
by injury, ailment or disease contracted in course or in consequence of
duty or official position.
In case an employee dies, or is declared permanently
incapacitated for further service while in service by a Medical Board a
lump sum payment equal to leave pay up to one hundred and eighty
days out of the leave to his credit shall be made to his family. The same
will be applicable for employees selected from open market.
6.8 Re-Call from Leave
Employee could be Re-Called to duty in case of any emergency from
his leave. The re-called to duty is compulsorily with personal approval of
the head of his office from leave of any kind that he is spending away
from his office. One side fare will be provided to employee in this case.
6.9 Overstay After Sanctioned Leave
Unless the leave of an employee is extended by the Head of his
section, an employee who remains absent after the end of his leave
shall not be entitled to any remuneration for the period of such
absence and without prejudice to any K2disciplinary action that may
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be taken against him by doubling the period of such absence shall be
debited against his leave account.
An employee may apply for any type of leave which is due and
admissible to him and it shall not be refused on the ground that
another type of leave should be taken in the particular circumstances,
for example an employee may apply for extraordinary leave or leave
on half pay even if leave on full pay is otherwise due and admissible to
him or he may proceed on extraordinary leave followed by leave on
half pay and full pay rather than that on full half pay and without pay.
6.10 Ex-Pakistan Leave
This leave is allowed only for religious purpose. However employees
can consume his casual and/or annual earned leaves for this purpose
collectively and such leaves will be approved by the PD.
Under no circumstances leave without pay or sick leaves can be
coupled with ex-Pakistan leave.
One type of leave may be combined with joining time or with or with
any other type of leave otherwise admissible to an employee.
However, leave preparatory to retirement, admissible to the
Deputationists only, shall not be combined with any other kind of leave.
6.11 Process for Leave Sanction
The Section in-charge would be authorized for sanction of casual leave
not more than three days for employees up to scale10.
The leaves exceeding this limit or any other type of leave will be
recommended by section in-charge and approved by Program
Director in PMIU.
Regional Director would be authorized to approve casual and sick
leaves (medical certificate is required for sick leave) for employees
working at Regional Offices. Any other type of leave requires final
approval from Program Director on the recommendation of Regional
Director.
The leave record will be maintained by the Manager Finance,
Accounts and Administration for staff working at PMIU.
The leave record for the staff working in Regional Offices will be
maintained by Admin Assistant.
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6.12 Manner of Handing Over Charge While Proceeding on Leave
An Employee proceeding on leave (Other than Casual Leave) shall
hand over the charge of his post and shall, while handing over charge
of the post sign the charge relinquishment report.
6.13 Assumption of Charge on Return from Leave
An employee on return from leave shall report for duty to the authority
that sanctioned his leave and assume charge of the post to which he is
directed by that authority unless such direction is given to him in
advance.
In case he is directed to take charge of a post at a station other
than that form where he proceeded on leave travel expenses as on
transfer shall be payable to him.
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Chapter No: 07 TRAVELING FACILITIES
7.1 Use of Program Vehicles:
It shall be made possible for staff of PMIU to travel by program vehicles
(if available) or use public transport during his business visits including
supervision, monitoring, observation of the progress of construction of
programs, training, conducting inquiries and other matters related to
the organization. Personnel on key positions should be allocated
vehicles for program use along with a fixed amount to meet the
expenses as POL and maintenance charges. The amount should be
reimbursed by the accounts section of PMIU after the verification of the
receipts their approval and provisions under travelling head.
7.2 Vehicles
According to the approved PC-1 the details of Program vehicles along
with their entitlement is given here under. The vehicles can however
also be used for the Program purpose but only after prior approval from
Program Director/ Deputy Program Director for field visits if & when the
need arises.
Quantity
of
vehicles
Entitled Official Make
1 Program Director Toyota Corolla Xli 1300 CC
1 Deputy Program Director Cultus VXR-CFI (CNG) 1000 CC
3 Sectional Heads of PMIU Cultus VXR-CFI (CNG) 1000 CC
1 Director Regional Office Larkana Suzuki Jeep Jiminy JLSX
1 Director Regional Office Sukkur Suzuki Jeep Jiminy JLSX
1 Dispatch Rider at PMIU Honda Motor Cycle 70CC
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7.3 Maintenance Of Vehicles
Program Manager Support Services and his section would be responsible for
management and maintenance of vehicles.
In case the vehicle is required for the Program purpose i.e other than the
normal availability of the vehicle with the allotee officer, Vehicle requisition is
to be made on the form given at Annex I which may clearly mention:
i. Name and designation of officer/official
ii. Purpose of visit
iii. Destination
iv. Duration
v. Any advance required for POL
Recommendation by Section In-Charge/ Program Manager
Responsible person (transport in-charge) from Support Services Section
will allocate vehicle along with vehicle number and driver name.
Approval from Program Director/ Deputy Program Director/ Regional
Director, wherever necessary.
Provision of advance for POL from Finance Section
Driver will be responsible for:
Cleanliness / washing of the vehicle
Change of oil & filter
Maintain record in log book
Timely maintenance, service and repair as & when required.
Concerned staff member will also sign the log book and ensure the
correct entry of covered millage
In case of vehicle accident/ theft the Government of Sindh rules and
regulation will be applicable on all PMIU vehicles.
Transport In-Charge will over all ensure the proper maintenance of the
vehicle.
7.4 Traveling Allowance /Daily Allowance
Government of Sindh rules and regulations will be applicable for
traveling allowance and Daily allowance (TA/DA) during program visits.
The employees working with PMIU and Regional office could use office
vehicles for Program duty and field visits after approval from
concerned Program Manager and Program Director/ Regional
Director.
The staff using Program vehicle for office duty and field visits will also be
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responsible for maintaining proper log book for record and audit. The
other mode of transportation will also be used for program duty and
field visits as per rules of Government of Sindh or as recommended by
section head. The field visits will be made after prior approval from
Program Director or Regional Director. Travel request form is attached
at Annex G.
Process for Field Visits/ Traveling
Completion of the travel request form containing:
i. Name and designation of employee
ii. Nature and purpose of travel/ field visit
iii. Expected outcome of the field visit
iv. Destination/ place of visit
v. Duration of field visit
vi. Mode of traveling (in case of using official vehicle use vehicle
requisition request)
vii. Any advance required
Recommendation by section In-charge/ Program Manager
Approval from Program Director/ Deputy Program Director/
Regional Director
Provision of advance for daily allowance from Finance Section
Submission of required receipts to finance section for clearance
TA/DA claim
The visiting employee should submit a brief report of field visit
;“Note for Record (NFR)” in concerned section. The NFR form is
attached at Annex H. The NFR should clearly explain the:
i. Name and designation of employee
ii. Date/ duration of visit
iii. Place of visit
iv. Purpose of visit
v. Meetings attended during the field visit
vi. Outcomes of the field visit
vii. Decisions taken during field visit
viii. Actions required for future and responsibilities
7.5 Air Travel
In SBEP, air travel in economy class is allowed to all entitled/authorized
staff working with PMIU and Regional Offices with prior approval from
PD. The following procedure will be adopted in this regard:
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A prior approval from Program Director is required for such
traveling by completing travel request form
HR section will be responsible for making reservations through
selected travel agent to maintain the record and make
payments
The traveling employee is required to submit air ticket and
boarding card stubs with TA/DA claim form
7.6 Overnight Accommodation
The employees of PMIU will be entitled to accommodation in private hotels
and rest houses and government guest houses at the rate based on their one
and half Daily Allowance plus three days for high cost of living stations.
Reimbursement shall be subjected to the entitlement.
Entitlement of the employee.
Copies of the receipts and bills paid.
Certificate of actual expenses from the employee.
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Chapter No: 08 PERFOMANCE & MANAGEMENT
8.1 Performance Appraisal
Each year, the Human Resources Section will send performance
appraisal forms to all Sectional Heads providing the detailed
instructions for the execution of performance appraisals along with
relevant deadlines.
Evaluation of the performance of an employee during the period;
specified for this purpose, is considered essential to make the
management effective.
8.2 Objectives:
Evaluation of performance includes the following objectives:
Rating the performance of the employee
Development of the capacities and performance
Provide a guideline for career and its planning
Motivation and readiness of employees
Foster positive relation between staff and management
Align individual and organizational aims
Highlighting the needs of further planning and changing the working
conditions or counseling.
8.3 Procedures:
Evaluation of Deputationist:
The assessment shall be made using Performance Evaluation Report
(PER) forms of the Govt of Sindh in respect of deputationists.
ACR/PER form issued by the Government of Sindh will be made
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available for such an employee by the management (HR Section).
Different forms are designed for the employee / officer working in
different BPS (Different Specimen of ACR/PER are given at Annex-E1).
Staff member shall be appraised by immediate supervisor with
whom he has worked for three or more months.
8.4 Criteria:
All employees will be appraised on the basis of following criteria;
Technical knowledge
Time management
Planning and managing
Reporting and administration
Verbal and Written Communication
Use of ICT
Meeting Deadlines
Problem Solving & Decision Making
Energy Determination & Work Rate
Commitment to the task
Ability to see beyond surface issues.
Personal appearance and Image.
Demonstrate Prudent Conduct
Keeping team together
Social and Moral Conduct
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8.5 Evaluation of Market Based Positions
PER of professionals selected/hired from open market will be carried
out twice in each calendar year (in the month of July and January).
The evaluation is to be made on the PER pro-forma given at Annex E-2.
Employee is also provided an opportunity to record his views on
his appraisal, which is to be finalized by the superior authority.
8.6 Counseling:
Employees not performing at the appropriate level of the rank position
should be informed of their appraisal in writing issuing a memo to
improve in future. Such employees should be given chance to perform
better in next appraisal. Couching mentoring and counseling be
initiated under close supervision of such appraises immediate approval
from the position of reducing the rank and scale of employee causing
financial loss should be avoided. However action should be taken
against employee rated poor and below average;
Communication of adverse remarks and their entry on Annual PER.
Courses are to be conducted to address the weakness of the
employee.
Constant counseling to overcome the deficiency and improve the
performance is required. If no improvement or change is observed,
counter signing authority shall rate such an employee accordingly.
However he will be given an opportunity to appeal the authority higher
than the counter signing authority. In case of marker based positions
such appeal shall lie with Chairman PSC
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Chapter No: 09 CAPACITY BUILDING
PMIU will ensure that proper human resources are made available with
appropriate skills for discharge of their duties with efficiency. PMIU
should make special arrangements for on job training programs for
relevant employees.
9.1 Orientation
Program Director and Deputy Program Director are responsible to
arrange orientation sessions for key professionals selected/ transferred
from Government Department or Open Market. The purpose of the
session is to introduce staff members with objectives of the Program,
activities, scope of work, geographical coverage, roles and
responsibilities of different authorities/ professionals/ stakeholders and
working mechanism of PMIU and Regional Offices.
Program Manager Support Services is responsible for designing
and delivery of these sessions.
9.2 Need-Based Training Programs
The Program Manager Support Services will take special efforts to
identify training needs for employees working in PMIU and Regional
Offices. Based on the training needs assessment a complete training
plan will be devised for all categories of employees. The employee
selected on contract basis would also be entitled to attend training
programs at designated institutions.
9.3 Training Procedure
A Capacity Development Committee (CDC) headed by DPD and
comprising of four sectional heads will be formed to oversee the
capacity development process
Training needs assessment of all employees working at PMIU and
Regional Offices, will be carried out by PM Support Services
A training plan will be developed for all employees working with this
program
After this process a training calendar will be developed for capacity
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building of the employees. The training calendar will be revised on
yearly basis
The training calendar will be approved by Capacity Development
Committee (CDC).
CDC will also nominate employees for the required training.
The CDC will also decide to make special arrangements for in
house/on-job training programs
The Program Manager Support Services will be responsible for
maintaining record of:
i. Training needs assessment
ii. Development of Training plan
iii. Developed training calendar
iv. Nominations made by CDC
v. Employees who attended training programs
vi. Training Program arranged for employee in house/ on job
9.1 Refresher Mechanism:
PMIU shall prepare a balance mechanism to assess the working of the
personnel attended trainings, workshops organized for capacity building.
Recording the conduct of trainee during courses.
Contribution to work as individual and as member of certain team.
Unbiased rating of the organizers of trainings.
Ratio/percentage of improvement noticed by officers after the completion of
training.
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Chapter No: 10 DISCIPLINARY ACTION
10.1 Disciplinary Action 1.
Disciplinary action means punishment to employees for lapse of duty or
violation of the conduct policy. The grounds for penalty against
employee are as under, where an employee in the opinion of the
authority:
Is inefficient, or has ceased to be efficient, whether by reason of
infirmity of mind or body or otherwise and is not likely to recover this
efficiency, or
Is indifferent to his duties or
Is guilty of misconduct or
Is corrupt or reasonably be considered corrupt because.
a. He is or any of his dependents or any other person through him or on
his behalf is in possession of pecuniary resources or of property
disproportionate to his known sources of income or
b. He has assumed a style of living beyond his ostensible means or
Is engaged, or is reasonably suspected of being engaged, in
subversive activities or activities detrimental to the interest of local or
national security or is reasonably suspected of being associated
with others in such activities and whose retention in service is
considered prejudicial to the interest of the national security or
Is associated in any capacity with an association of any kind other
than an association organized by or under the aegis of the
organization without obtaining prior permission of the head in writing
or
Is engaged directly or indirectly in any trade, business or occupation
which may in the opinion of the Appointing Authority interfere with
due performance of the duties of his office, without the prior
permission of the appointing authority in writing or
Absents himself from duty or overstays sanctioned leave without
sufficient cause acceptable to the Appointing Authority or
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Exercises unwholesome influence or is reasonably suspected of
exercising unwholesome influence on the moral standings of the
Program, the Authority may impose on him one or more penalties.
10.2 Authority to Take Disciplinary Action
The Program Director has the final authority to take disciplinary action
for employees hired from market working in PMIU and Regional Offices
where as for the Deputationist the authority lies with concerned
administrative department. The Program Director has authority to:
Take responsibility himself for inquiry and take decision
Form an inquiry committee and take decision on committee‟s
recommendations
Appoint an inquiry officer and take decision on his recommendations.
However, Program Steering Committee is responsible for any inquiry
against Program Director
10.3 Procedure for Disciplinary Action/Inquiry
After two written warnings, the Head of Section will refer the case in
writing to Manager Support and Services Section. On receipt of a
written complaint by the relevant Sectional Head against an
employee, the Support and Services Section will frame a charge and
communicate it to the accused employee together with statement of
the allegations explaining the charge and of any other relevant
circumstances which are proposed to be taken into consideration
together with profound penalty warranting such action. For employees
transferred from Government Department, the details of alleged
misconduct be conveyed to their parent Unit/ Department for further
process under their laws/ regulation.
The employee will be charge-sheeted by the Program Director,
PMIU, giving the date, place and the nature of the alleged
misconduct, and will be required to give his explanation in writing
within 7 days. If the explanation to the charge sheet is found
unsatisfactory, an inquiry will be instituted. He would also be asked to
state whether he would like to be heard in person, and/ or produce
any evidence in his defense.
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The Program Director, PMIU will appoint Inquiry Officer/
Committee, amongst the inquiry panel, to conduct the proceedings.
The members of said inquiry panel will be nominated by the PSC.
The Inquiry Officer/ Inquiry Committee shall enquire into the
charges; examine any documentary evidence and question witnesses,
if any. The employee under inquiry is entitled to cross-examine the
witnesses against him.
The case will be heard on a day to day basis and no
adjournment is admissible. An adjournment would be allowed only in
case a written appeal is made to the relevant Head stating cogent
reasons for requesting an adjournment. An adjournment cannot
exceed one week.
If the Inquiry Officer/ Committee constituted for the purpose is
convinced that the employee under inquiry is hampering or attempting
to hamper the progress of the inquiry, the process would be completed
in just manner by the Inquiry Officer/ Committee.
Powers of Inquiry Officer/ Committee
For the purpose of an inquiry under these rules, the Inquiry
Officer/ Committee shall have the following powers:
i. Summon any person and examine him on oath;
ii. Receiving evidence on affidavits;
iii. Requiring the discovery and production of documents;
iv. Issuing commissions for the examination of witness or documents.
The power of taking disciplinary action against employee usually belongs
to the PD/ Sectional head because he is the person who is mainly and
immediately responsible for the discipline and efficiency of PMIU.
However, for government employee in the program, the details of
allegation will be sent to the Chief Secretary through Education and
Literacy Department for further necessary action under „Efficiency and
Disciplinary Rules‟. Therefore his authority is to be regulated in
accordance with the following provisions – of the Constitution of Islamic
Republic of Pakistan 1973:
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i. No employee shall be demoted or dismissed by an officer lower in
rank to one who had appointed him.
ii. No employee shall be demoted or dismissed except for a cause,
specified in some statute or departmental regulation.
iii. Before a final action is taken the employee shall be given
reasonable opportunity to give his defense against the charge or
charges.
iv. The charge for which the employee is demoted or dismissed shall be
set forth in writing and filed with some appropriate officer.
10.4 Penalties
i. Censure.
ii. Withholding of increment for a specified period.
iii. Recovery from pay of the whole or part of any pecuniary loss
caused to the Program by negligence or breach of orders,
iv. Suspension, in case of deputationists
v. Termination from service
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Chapter No: 11 CODE OF CONDUCT
11.1 Ethical and Legal Responsibilities
The employees working with PMIU and Regional Offices have to
refrain from the following;
i. Possessing and use of any sort of drug
ii. Harassment of other employees, especially sexual harassment of
female employees
iii. Possessing and display of all sort of arms
iv. Involvement in any sort of corruption and ethical acts.
v. Acceptance of any gift from anyone engaged with PMIU
Disciplinary action is to be taken on violation of above mentioned
ethical and legal acts. In such cases the Disciplinary Committee will be
notified by the Program Director.
Being Program employee this will be applicable to all staff working
with PMIU and its Regional Offices.
i. The employee is responsible to conscientiously discharge of his
assigned duties appertaining to it in accordance with the
constitution and the laws of the country.
ii. The employee must carry on his duties with sincerity, impartiality,
integrity and with industriousness & care. He should not think of his
personal, communal or political interests while discharging his
duties.
iii. Employee has to be truthful in his office dealings even when they
are under a charge.
iv. Respect for superiors inside as well as outside the office.
v. Safeguard and maintenance of the dignity and respect of the
service and office. He should not allow insult to the office to pass
unnoticed. It does not matter whether the official feels to be
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personally hurt or not/because what matters is the dignity of the
office.
vi. The employee is whole time workers for the Program. He therefore
cannot take any additional office or employment other than their
Program.
vii. The employees must observe official secrecy which forms a
comprehensive code of behavior. Employee has to observe
secrecy not only during the program services but also after
discharge from the Program.
viii. For attendance at outside conferences, Workshops and discussion
the permission of the head of the department should be sought.
11.2 NO SMOKING ZONE:
Offices and fields/sites of SBEP are to be declared as No Smoking zone
and employees of PMIU be directed to strictly avoid smoking in office
premises. Use of pan, naswar, gutka etc should also be prohibited in
working areas and program vehicles as well.
However smoking shall only be allowed in designated places
and smoker who needs to take breaks should do so in allotted tea and
lunch breaks. Adequate arrangements be made by PMIU to designate
smoking areas in the premises to protect the health of non-smokers.
Use, sell, possession, distribution, trafficking or storing of drugs and
alcohols are equally prohibited in the areas/ places falling within the
premises of PMIU.
Violation of above policy must be reported to immediate
supervisor (Preferably in writing) for disciplinary punitive action.
11.3 THE DRESS:
The employees of SBEP should wear decent dress suitable to their
office environment and promoting their personal appearance. Casual
dresses should not be used in office premises which may disturb the
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environment of office. The dress should raise the professional image of
the Program.
11.4 Respect for All:
PMIU believes in humanity and should strictly abide the universal declaration
of Human Rights signed by the Government of Pakistan and Proclaimed by
General Assembly of the United Nations.
Respect and regard to every Human irrespective of his class, color,
caste or working position in office shall be the policy of the organization. Any
act contrary to this policy and defaming any employee or different sections
of society shall be seriously noticed by the management of PMIU.
Abusing, insulting, shouting etc are equally considered unethical acts
in our society and inter-native community. PMIU employee representing a well
reputed organization should behave in a civilized manner and respect all
sections of society and colleagues as clearly printed out in Article 2 of the
United Declaration of Human Rights (UDHR):
“Everyone is entitled to all rights and freedoms set forth in this
declaration, without distinction of any kind, such as race, color, sex,
languages, religion, positions or other opinion, national or social origin,
property birth or other status”
11.5 DISCRIMINATION AGAINST WOMEN:
Elimination of all forms of discrimination against women shall be
the policy of PMIU. As mentioned in the optional protocol of the
General Assembly of UN. The term discrimination against women shall
mean any distinction, exclusion or restriction made on the basis of sex,
which has the effect or purpose of impairing or nullifying the
recognition, enjoyment or exercise by women irrespective of their
marital status, on a basis of equality of men and women, of human
rights and fundamental freedoms in the political, economic, social,
cultural, civil or any other fields.
Hence PMIU believes to eliminate prejudices and customary
practices based on the perception of the superiority or inferiority of
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either of the sexes or on stereotype roles for men and women. Manual
extends the selection to a position to all without any discrimination.
Employees of PMIU are expected not to indulge in such immortal and
inhuman acts, failing which necessary action shall be taken against
their misconduct. The Protection against Harassment of Women at
Work Place Act-2010 will be adhered to in letter & sprit (Annex K).
11.6 VIOLENCE AND HARASSMENT:
Keeping the work environment safe, secure and healthy shall be the
commitment of PMIU. Any form of violence and harassment instilling
fear and insecurity to life and property or hindering the smooth working
of employee and the organization shall not be tolerated. Possession or
display of weapons at workplace or visits should be strictly prohibited
(except law enforcing agencies of the persons deployed for the
security to be approved by the Authority. Such cases shall be reported
to authority and cases registered against violator under the law.
Threatening behavior shall also be considered as an act of the
violence and sever action be initiated against such act.
Any unwelcome sexual advance, request for favor or any written
or oral communication or physical contact of a sexual nature or
sexually demeaning attitudes causing self-disrespect and interference
in working environment or creating and intimidating and attempt to
threat to be reported to the supervisor.
ANNEX A-1
Risk Mitigation Framework
Sr.Risk identified / Conditions in Pre-Award
Assessment Report
Condition
Agreed by
USAID
(Yes/No)
Reasons to be considered as a
condition
Level
Considered by
USAID
Action(s) to mitigate risk
USAID Provided
Technical
Assistance
Responsibl
e Person
/office
TimelineStatus as of
report date
Closed
(Yes
/No)
Info/Docs required for closure
8
Deficiencies in HR & administration
functions:
HR and Admin functions don’t have
sufficiently skilled staff, staff JDs are not
done and it is hard to retain staff.
(Pre award report reference 2.2)
Yes
To ensure effective HR & administration
function Post
disbursement
1. Develop HR & administration
manual.
2. Training of staff in HR
management
3. JD for PMIU staff are
developed/revised
Yes. Through ASPActivity
Manager
With in 6 months
of agreement
signing
Outstanding No
1. HR & Administration manual
cleared by Sindh Edu Department and
USAID
2. Training plan of HR staff
3. JDs for PMIU staff are updated
9
Management Information System:
No management information system is in
place which might affect the planning and
decision making process
(Pre award report reference 1.4)
No
Sindh Education MIS has been
supported by USAID assisted program
such as ESRA and Ed-Links. SEMIS is
also getting support from other donors
such as the World Bank and the
European Union.
SEMIS strengthening is an on-going
process.
USAID is not considering this as it does
not impact SEP
USAID will provide technical support to
GOS for the strengthening of SEMIS
through technical assistance under the
SEP assistance.
Other Conditions
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ANNEX A-2
Organogram for PMIU and Regional Offices
Program Steering
Committee Program Director
Internal Auditor
Program Manager Construction
Management
Manager Construction
Design & Contracting
Assistant Internal
Auditor
Program Manager Reforms, Learning and
Community Mobilization
Program Manager
Support Services
Monitoring & Evaluation
Consultant/ Specialist
Manager Construction Supervision
DirectorRegional
OfficeLarkana
DirectorRegional
OfficeSukkur
Monitoring &
Evaluation Officer
Construction Design
& Supervision Officer
Monitoring & Evaluation Officer
Construction Design and Supervision Officer
Admin Assistant
Admin Assistant
Manager Communications
Manager
Reforms, Learning, and
Community Mobilization
Manager Information Technology
Manager Planning, Monitoring & Evaluation
Procurement Officer
Finance & Accounts Officer
Senior Procurement
Specialist
Manager Finance & Accounts and
Admin
Planning, Monitoring & Evaluation Officer
Manager Construction
Design & Contracting
Manager Construction Supervision
Administrative
Officer
Procurement Officer
Deputy Program Director
ANNEX A-3
Compositions & TORs of The PSC
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ANNEX A-4
Reservation of Quota for Minoritites/Disabled /Female in
appointments
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ANNEX A-5
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ANNEX B
JOB DESCRIPTION
PROGRAM DIRECTOR (PD)
POSITION Program Director (PD)
LEVEL/ Grade BS 19/20
REPORTS TO Secretary, Education and Literacy Department Sindh
Duty Station Karachi
Concerned
Department/ Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To plan, manage and facilitate all activities related to Sindh Basic
Education Program (SBEP) in 7 target districts of the Northern Sindh and
selected towns of Karachi for implementation as per approved PC-I.
2. To provide dynamic leadership, and to ensure good governance and
conducive to work environment at Program Management and
Implementation Unit (PMIU) established for SBEP.
3. To formulate and ensure implementation of strategies related to
monitoring and evaluation of program activities at Provincial and district
level to achieve program objectives.
4. To liaise with Officials of Education and Literacy Department,
Government of Sindh at provincial and district levels, and
USAID/Pakistan Karachi Office for effective management and
implementation of activities mentioned in PC-I and activity agreement.
ROLES AND RESPONSIBILITIES
1. Program Implementation and Infrastructure
a. Establish strategies frameworks, regulations, policies and
procedures necessary for planning interventions for Sindh Basic
Education Program
b. Ensure implementation of approved PC-I in coordination with
USAID/Pakistan
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c. Communicate policies and information with program staff
d. Extend help to PMIU and districts in preparation of programs
and sub PC-Is to enhance program activities
e. Coordinate with districts to ensure implementation of
approved guidelines for selection of schools for construction
and/or up-gradation
f. Coordinate with USAID/Pak for hiring of architectural designing
and engineering firm for designing and construction of schools.
Ensure implementation of guidelines and standards for
completion of work in relation to timeliness, cost effectiveness,
delivery, and quality of works
g. Report and discuss program implementation plan of SBEP with
Secretary Education and USAID Program Manager Sindh basic
Education
h. Facilitate for implementation of strategies and mechanism for
effective monitoring of progress and outcomes of all
components of the program
i. Ensure timely submission of monthly and quarterly progress
reports as per PC-III format
j. Prepare a risk management framework to identify potential
risks and risk response measures for active risk control
k. Collaborate and coordinate with SBEP staff and education
management at district level to implement all components of
the Program in an integrated manner for optimum results
l. Coordinate for procurement of necessary equipment for SBEP
PMIU
m. Provide on-site surveys and review of programs at the district
level as well as provincial level
n. Ensure effective evaluation of programs/programs and
provide feedback as needed
2. Personnel Management
a. Engage, retain and make best use of human resource to
achieve program objectives
b. Appraise performance of individuals working with PMIU
c. Facilitate for training need assessment process and ensure skills
enhancement for the staff working with PMIU
3. Public Relations
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a. Prepare and implement communication strategy to publicize
achievements of the Program through paper, and electronic
media to ensure its visibility and to improve accountability of
implementers
b. Attend necessary workshops, events and training seminars
4. Administration
a. Ensure implementation of procurement guidelines for goods
and services at different levels in accordance with the
approved procurement manual
b. Oversee the financial management and exercise his powers in
accordance with the approved financial manual to ensure
cost effectiveness
c. Ensure open communication and structured reporting
mechanism with PMIU Regional Offices
5. Undertake any other assignments delegated by the PSC
KEY RELATIONSHIPS
Internal External
• Secretary, Education and Literacy
Department Sindh
• Program Steering Committee
• Program Managers and PMIU staff
• Counter parts from USAID
• Districts
• Civil Society Organizations
• Service providers
• School Management Committees
• Development partners
• Reforms Support Unit
DEPUTY PROGRAM DIRECTOR (DPD)
POSITION Deputy Program Director (DPD)
LEVEL/ Grade BS 18/19
REPORTS TO Program Director
Duty Station Karachi
Concerned
Department/ Agency
a. Education and Literacy Department
Government of Sindh
b. United States Agency for International
Development – Pakistan
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PURPOSE OF POSITION
1. To assist Program Direct to plan, manage and facilitate all activities
related to Sindh Basic Education Program (SBEP) in 7 target districts of
the Northern Sindh and selected towns of Karachi for implementation as
per approved PC-I.
2. To assist Program Director in implementation of activity agreement in
selected districts of Sindh for SBEP interventions to achieve program
objectives.
3. To formulate and ensure implementation of strategies related to
monitoring and evaluation of program activities at PMIU and field level
to achieve program objectives.
4. To liaise with Officials of Education and Literacy Department,
Government of Sindh at provincial and district levels, and
USAID/Pakistan Karachi Office for effective management and
implementation of activities mentioned in PC-I and activity agreement.
ROLES AND RESPONSIBILITIES
1. Program Implementation and Infrastructure
a. Assist Program Director for establishment of strategies frameworks,
regulations, policies and procedures necessary for planning
interventions for Sindh Basic Education Program
b. Ensure implementation of approved PC-I in coordination with USAID-
Pakistan
c. Communicate policies and information with program staff
d. Ensure implementation of approved guidelines for selection of
schools for construction and/or up-gradation
e. Facilitate for implementation of strategies and mechanism for
effective monitoring of progress and outcomes of all components of
the program
f. Ensure timely submission of monthly and quarterly progress reports as
per PC-III format
g. Collaborate and coordinate with SBEP staff and education
management at district level to implement all components of the
Program in an integrated manner for optimum results
h. Facilitate effective evaluation of programs/programs and provide
feedback as needed
2. Personnel Management
a. Ensure team work for optimum performance at PMIU and district
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level
b. Facilitate for training need assessment process and ensure skills
enhancement for the staff working with PMIU
3. Public Relations
a. Facilitate for implementation of communication strategy to publicize
achievements of the Program through paper, and electronic media
to ensure its visibility and to improve accountability of implementers
b. Attend necessary workshops, events and training seminars
4. Administration
a. Ensure implementation of procurement guidelines for goods and
services at different levels in accordance with the approved
procurement manual
b. Oversee the financial management and exercise his powers in
accordance with the approved financial manual to ensure cost
effectiveness
c. Ensure open communication and structured reporting mechanism
with PMIU Regional Offices
5. Officiate and exercise powers of Program Director in his absence
6. Undertake any other assignments delegated by the Program
Director/PSC
KEY RELATIONSHIPS
Internal External
• Secretary, Education and Literacy
Department Sindh
• Program Steering Committee
• Program Director
• Program Managers and PMIU staff
• Counter parts from USAID
• Districts
• Civil Society Organizations
• Service providers
• School Management Committees
• Development partners
• Reforms Support Unit
PROGRAM MANAGER SCHOOLS CONSTRUCTIONS DESIGN & CONSTRUCTION
MANAGEMENT& SUPERVISION
POSITION Program Manager - Construction Management
LEVEL/ Grade BS 18
REPORTS TO Program Director (PD)/ Deputy Program Director (DPD)
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Duty Station Karachi
Concerned
Department/ Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist PMIU to plan, manage and facilitate all activities related to
Sindh Basic Education Program (SBEP) in 7 target districts of the Northern
Sindh and selected towns of Karachi for implementation as per
approved PC-I.
2. To facilitate districts for selection and damage assessment of schools for
construction or up-gradation.
3. To assist in finalizing the design of schools for construction in coordination
with selected architectural designing and engineering firm
4. To ensure the quality of school construction in line with the guidelines
approved by PSC
5. To monitor the construction work for timely completion
ROLES AND RESPONSIBILITIES
1. Assist Program Director and Deputy Program Director in planning,
policy formulation and implementation of activities related to
school construction in accordance with the guidelines and
standards approved by PSC
2. Assist Program Director and Deputy Program Director for
implementation of PC-I in field for construction of damaged
schools in selected districts
3. Assist Program Director, Deputy Program Director and Districts in
process of school selection for construction or up gradation in
accordance with the approved guidelines
4. Coordinate with selected architectural designing and engineering
firm for architectural design of schools in line with budget provision
in the PC-I and guidelines approved by PSC
5. Assist Program Director and Deputy Program Director to get
approval from PSC on architectural design, guidelines for
construction work, and quality standard for school construction
6. Coordinate with Program Manager Support and Services to
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finalize contracts for procurement of goods and services for
construction of damaged schools in line with approved
procurement manual and budget provision in PC-I. The
procurement contracts will be approved by Program Director in
accordance with the guidelines provided in procurement manual
7. Coordinate with districts, PMIU Regional Offices for monitoring and
supervision of construction work in accordance with the guidelines
provided by PSC
8. Liaise with school management committees and capacitate
them for monitoring of school construction work
9. Hold meetings with contractors/ selected architectural designing
and engineering firm/ districts/ school management committees
to facilitate and monitor the process of school construction within
provided timeframe and standards
10. Develop and submit progress report of construction work to PD on
monthly, quarterly and yearly basis
11. Ensure timely provision of furniture and fixtures for schools
according to the budget provision and guidelines provided by
PSC
12. Ensure timely taking and handing over of completed schools
according to the approved standards
13. Undertake any other assignments delegated by the Program
Director/ Deputy Program Director
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department,
Sindh
• Districts
• Civil Society Organizations
• Architectural Designing and Engineering
Firm
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
PROGRAM MANAGER REFORMS, LEARNING AND
COMMUNITY MOBILIZATION
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POSITION Program Manager – Reforms, Learning and Community
Mobilization
LEVEL/ Grade BS 18
REPORTS TO Program Director (PD)/ Deputy Program Director (DPD)
Duty Station Karachi
Concerned
Department/ Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Program Director and Deputy Program Director in strategic
planning of activities in accordance with the PC-I in all activities related
to Sindh Basic Education Program (SBEP) in 7 target districts of the
Northern Sindh and selected towns of Karachi.
2. To coordinate with Sindh Education Reforms Program to set standards
for quality learning and formulate policies for school reforms to improve
education standard, teacher training, school management
3. To mobilize community to improve the quality of education and take
part in school management
ROLES AND RESPONSIBILITIES
1. Assist Program Director and Deputy Program Director in
formulation and implementation of strategies related to
education reforms, learning of students and teachers, and
community mobilization for educational activities
2. Assist Program Director and Deputy Program Director to
implement parts of PC-I in field related to educational reforms,
learning and community mobilization
3. Initiate process and hold meetings with Civil Society Organization
and local communities for awareness raising and enhancing their
role in school construction and learning of students. Play role in
strengthening school management committees
4. Close monitoring for implementation of guidelines of school
reforms and learning activities
5. Coordinate with RSU to develop and implement standards to
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ensure quality learning and propose different steps/ tests/
indicators to assess the learning of students and teachers in
accordance with the guidelines approved by PSC. Close
coordination with Reforms Support Unit in this regard
6. Assist in training needs assessment process to propose skills
enhancement plan for teachers, school management, and
school management committees.
7. Liaise with Ministry of Education & Literacy Department,
Government of Sindh for timely provision of books to students and
other teaching material. Regularly attend meetings to improve
educational reforms and learning process
8. Provide support to Regional PMIU Offices to ensure
implementation of educational reforms
9. Coordinate with other sections of PMIU to ensure implementation of PC-I
in 7 target districts of the Northern Sindh and Karachi
10. Undertake any other assignments delegated by the Program
Director/ Deputy Program Director
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
PROGRAM MANAGER SUPPORT SERVICES
POSITION Program Manager for Support Services
LEVEL/ Grade BS 18
REPORTS TO Program Director (PD)/ Deputy Program Director (DPD)
Duty Station Karachi
Concerned a. Education and Literacy Department
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Department/ Agency Government of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To streamline process for procurement of services and goods in
accordance with the procurement manual
2. To implement financial rules and provision of funds in accordance with
the Financial Management Manual
3. To ensure the implementation of Financial Management Manual and
Procurement Manual approved by PSC
ROLES AND RESPONSIBILITIES
1. Assist Program Director and Deputy Program Director in
implementation of financial and procurement policies for
functioning of PMIU in accordance with the approved financial
management and procurement manuals
2. Assist Program Director and Deputy Program Director in provision
of funds and facilitate in procurement process for implementation
of approved PC-I
3. Implement guidelines/ policies provided in Financial Management
Manual approved by PSC
4. Implement guidelines/ policies provided in Procurement Manual
approved by PSC
5. Maintain record of financial transaction procurement in
accordance with the approved manuals
6. Assist Program Director to Engage, retain and make best use of
human resource to achieve program objectives
7. Prepare record/ books for internal and external audits
8. Make efforts for timely provision of funds for program activities
9. Make efforts for timely procurement of goods and services for
program activities
10. Close coordination with other sections of PMIU especially
Manager Construction
11. Close coordination with PMIU Regional Offices for implementation
of financial and procurement procedures
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12. Assist Program Director in appraising performance of individuals
working with PMIU and Regional Offices
13. Un
dertake any other assignments delegated by the Program
Director/ Deputy Program Director
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• Architectural Designing and Engineering
Firm
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
MONITORING AND EVALUATION CONSULTANT/ SPECIALIST
POSITION Monitoring and Evaluation Consultant/ Specialist
LEVEL/ Grade Program Manager
REPORTS TO Program Director (PD)/ Deputy Program Director (DPD)
Duty Station Karachi
Concerned
Department/ Agency
a. Education and Literacy Department
Government of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Program Director in strategic planning of activities in
accordance with the PC-I and activity agreement
2. To monitor and evaluate all Program activities, including but not limited
to construction activities in accordance with the approved standards
3. To finalize success indicators for students, monitor and evaluate PMIU
activities related to learning and community mobilization
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4. To prepare and disseminate quarterly and annual progress reports
ROLES AND RESPONSIBILITIES
1. Assist Program Director and Deputy Program Director in strategic
planning and implementation approved PC-1 and activity
agreement
2. Assist Program Director and Deputy Program Director in finalizing
guidelines for monitoring & evaluation activities under this
program
3. Analyze the outputs from the previous year‟s annual school census
in order to propose performance indicators and their targets for
the next year.
4. Coordinate with Reforms Support Unit for preparation of indicators
to assess the learning of students and link it with SEMIS
5. Prepare indicators to assess progress on construction of damaged
schools in accordance with the approved guidelines from PSC
6. Close coordination with Sindh Education Reform Program/
Education and Literacy Department of the Government of Sindh/
Reforms Support Unit to monitor progress and quality of learning
7. Monitor and evaluate the implementation of approved guidelines
provided in manuals prepared for financial management,
procurement, and human resource management
8. Assist/ undertake formative and summative evaluation of the
Strategic Plan and its annual review
9. Prepare quarterly and annual progress reports for submission to
PSC and dissemination
10. Un
dertake any other assignments delegated by the Program
Director/ Deputy Program Director
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
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KEY QUALIFICAION AND EXPERIENCE
• Master degree in Social Sciences,
Computer Sciences or Equivalent
• 15 years experience in monitoring of
foreign aided programs
• At least 5years experience for working
with public sector organization or
experience of working on similar
programs.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• Architectural Designing and Engineering
Firm
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
DIRECTOR REGIONAL OFFICE SUKKUR/ LARKANA
POSITION Director Regional Office
LEVEL/ Grade BS 18
REPORTS TO Program Director
Duty Station Larkana/ Sukkur
Concerned
Department/ Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Program Direct to plan, manage and facilitate all activities
related to Sindh Basic Education Program (SBEP) in specific areas for
implementation as per approved PC-I.
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2. To assist Program Director in implementation of activity agreement in
selected districts of Sindh for SBEP interventions to achieve program
objectives.
3. To formulate and ensure implementation of strategies related to
monitoring and evaluation of program activities at field level to achieve
program objectives.
4. To liaise with Officials of Education and Literacy Department,
Government of Sindh at provincial and district levels, and
USAID/Pakistan Karachi Office for effective management and
implementation of activities mentioned in PC-I and activity agreement.
ROLES AND RESPONSIBILITIES
1. Program Implementation and Infrastructure
a. Assist Program Director for establishment of strategies frameworks,
regulations, policies and procedures necessary for planning
interventions for Sindh Basic Education Program
b. Ensure implementation of approved PC-I in coordination with USAID-
Pakistan
c. Communicate policies and information with program staff
d. Ensure implementation of approved guidelines for selection of
schools for construction and/or up-gradation
e. Facilitate for implementation of strategies and mechanism for
effective monitoring of progress and outcomes of all components of
the program
f. Ensure timely submission of monthly and quarterly progress reports as
per PC-III format
g. Collaborate and coordinate with SBEP staff and education
management at district level to implement all components of the
Program in an integrated manner for optimum results
h. Facilitate effective evaluation of programs and provide feedback
as needed
i. Ensure team work for optimum performance at PMIU and district
level
j. Facilitate for training need assessment process and ensure skills
enhancement for the staff working with PMIU
2. Public Relations
a. Facilitate for implementation of communication strategy to publicize
achievements of the Program through paper, and electronic media
to ensure its visibility and to improve accountability of implementers
b. Attend necessary workshops, events and training seminars
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3. Administration
a. Ensure implementation of procurement guidelines for goods and
services at different levels in accordance with the approved
procurement manual
b. Oversee the financial management and exercise his powers in
accordance with the approved financial manual to ensure cost
effectiveness
c. Ensure open communication and structured reporting mechanism
with PMIU Regional Offices
4. Undertake any other assignments delegated by the Program Director/
Deputy Program Director
KEY RELATIONSHIPS
Internal External
• Education and Literacy Department
Sindh
• Program Steering Committee
• Program Managers and PMIU staff
• Counter parts from USAID
• Districts
• Civil Society Organizations
• Service providers
• School Management Committees
• Development partners
• Reforms Support Unit
MANAGER SCHOOLS CONSTRUCTION, DESIGNING AND CONTRACTING
POSITION Manager Construction – Designing and Contracting
LEVEL/ Grade
REPORTS TO Program Manager Construction Management
Duty Station Karachi
Concerned
Department/ Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Program Manager Construction Management and PMIU to
implement activities related to construction of damaged schools under
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Sindh Basic Education Program (SBEP) in 7 target districts of the Northern
Sindh and selected towns of Karachi for implementation as per
approved PC-I.
2. To assist Program Manager Construction Management, districts for
selection and damage assessment of schools for construction or up-
gradation.
3. To assist Program Manager Construction Management and selected
architectural designing and engineering firm in finalizing the design of
schools for construction
4. To ensure contracting for construction of schools in accordance with the
procurement manual
ROLES AND RESPONSIBILITIES
1. Assist Program Manager Construction Management and PMIU in
designing and contracting for construction of damaged schools in
accordance with the guidelines and standards approved by PSC
2. Assist Program Manager Construction Management and Districts in
process of school selection for construction or up gradation in
accordance with the approved guidelines and PC-1
3. Coordinate with selected architectural designing and engineering firm
for architectural design of schools in line with budget provision in the PC-
I and guidelines approved by PSC
4. Coordinate with Program Manager Support and Services to finalize
contracts for procurement of goods and services for construction of
damaged schools in line with approved procurement manual and
budget provision in PC-I. The procurement contracts will be approved
by Program Director in accordance with the guidelines provided in
procurement manual
5. Facilitate districts, PMIU Regional Offices for implementation of
construction contracts in accordance with the guidelines provided by
PSC
6. Liaise with school management committees and capacitate them for
implementation of construction contracts in accordance with the
approved architectural design
7. Hold meetings with contractors/ selected architectural designing and
engineering firm/ districts/ school management committees to ensure
timely completion of school construction
8. Develop and submit progress report of construction work to Program
Manager Construction Management on monthly, quarterly and yearly
basis
9. Ensure timely provision of furniture and fixtures for schools according to
the budget provision and guidelines provided by PSC
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10. Ensure timely taking and handing over of completed schools according
to the approved standards
11. Undertake any other assignments delegated by the Program Director/
Deputy Program Director
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• BSc. Civil Engineering or equivalent • Two years experience in construction
work
• At least one years experience for
working with public sector organization
or experience of working on similar
programs.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• Architectural Designing and Engineering
Firm
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
MANAGER CONSTRUCTION SUPERVISION
POSITION Manager Construction – Supervision
LEVEL/ Grade
REPORTS TO Program Manager Construction Management
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
_____________________________________________________________________________
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PURPOSE OF POSITION
1. To assist Program Manager Construction Management and PMIU to
implement activities related to construction of damaged schools under
Sindh Basic Education Program (SBEP) in 7 target districts of the Northern
Sindh and selected towns of Karachi for implementation as per
approved PC-I.
2. To assist Program Manager Construction Management, districts for
selection and damage assessment of schools for construction or up-
gradation.
3. To assist Program Manager Construction Management and districts for
supervision and monitoring of school construction to ensure quality
construction
ROLES AND RESPONSIBILITIES
1. Assist Program Manager Construction Management and PMIU in
supervision of construction of damaged schools in accordance
with the guidelines and standards approved by PSC
2. Assist Program Manager Construction Management and Districts
in process of school selection for construction or up gradation in
accordance with the approved guidelines and PC-1
3. Facilitate districts, PMIU Regional Offices for implementation of
construction contracts in accordance with the guidelines
provided by PSC
4. Liaise with school management committees and capacitate
them for supervision of school construction in accordance with
the approved architectural design and construction guidelines
5. Hold meetings with contractors/ selected architectural designing
and engineering firm/ districts/ school management committees
to ensure timely completion of school construction
6. Develop and submit progress report of construction work to
Program Manager Construction Management on monthly,
quarterly and yearly basis
7. Ensure timely provision of furniture and fixtures for schools
according to the budget provision and guidelines provided by
PSC
8. Ensure timely taking and handing over of completed schools
according to the approved standards
9. Undertake any other assignments delegated by the Program
Director/ Deputy Program Director
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KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• BSc. Civil Engineering or equivalent • Two years experience in construction
work
• At least one years experience for
working with public sector organization.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• Architectural Designing and Engineering
Firm
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
MANAGER REFORMS, LEARNING AND
COMMUNITY MOBILIZATION
POSITION Manager – Reforms, Learning and Community Mobilization
LEVEL/ Grade
REPORTS TO Program Manager Reforms, Learning and Community
Mobilization
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
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1. To assist Program Manager Reforms, Learning and Community
Mobilization in strategic planning of activities in accordance with the
PC-I in all activities related to Sindh Basic Education Program (SBEP) in 7
target districts of the Northern Sindh and selected towns of Karachi
2. To coordinate with Sindh Education Reforms Program to set standards
for quality learning and formulate policies for school reforms to improve
education standard, teacher training, school management
3. To mobilize community to improve the quality of education and take
part in school management
ROLES AND RESPONSIBILITIES
1. Assist Program Manager Reforms, Learning and Community
Mobilization in formulation and implementation of strategies
related to education reforms, learning of students and teachers,
and community mobilization for educational activities
2. Assist Program Manager Reforms, Learning and Community
Mobilization to implement parts of PC-I in field related to
educational reforms, learning and community mobilization
3. Hold meetings with Civil Society Organization and local
communities for awareness raising and enhancing their role in
school construction and learning of students. Play role in
strengthening school management committees
4. Close monitoring for implementation of guidelines of school
reforms and learning activities
5. Coordinate with RSU to develop and implement standards to
ensure quality learning and propose different steps/ tests/
indicators to assess the learning of students and teachers in
accordance with the guidelines approved by PSC. Close
coordination with Reforms Support Unit in this regard
6. Assist in training needs assessment process to propose skills
enhancement plan for teachers, school management, and
school management committees.
7. Liaise with Education& Literacy Department, Government of Sindh
for timely provision of books to students and other teaching
material. Regularly attend meetings to improve educational
reforms and learning process
8. Provide support to regional PMIU Offices to ensure implementation
of educational reforms
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9. Coordinate with other sections of PMIU to ensure implementation of PC-I
in 7 target districts of the Northern Sindh and Karachi
10. Undertake any other assignments delegated by the Program
Manager Reforms, Learning and Community Mobilization/
Program Director
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• Masters Degree in Mass Communication,
Social Sciences or equivalent
• Two years experience in designing and
implementation of communication and
awareness raising or community
mobilization activities for NGOs or
public organization.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
MANAGER COMMUNICATIONS
POSITION Manager – Communications
LEVEL/ Grade
REPORTS TO Program Manager Reforms, Learning and Community
Mobilization
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
_____________________________________________________________________________
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PURPOSE OF POSITION
1. To assist Program Manager Reforms, Learning and Community
Mobilization in strategic planning of activities in accordance with the
PC-I in all activities related to Sindh Basic Education Program (SBEP) in 7
target districts of the Northern Sindh and selected towns of Karachi.
2. To coordinate with Sindh Education Reforms Program to set standards
for quality learning and formulate policies for school reforms to improve
education standard, teacher training, school management
3. To mobilize community to improve the quality of education and take
part in school management
ROLES AND RESPONSIBILITIES
1. Assist Program Manager Reforms, Learning and Community
Mobilization in formulation and implementation of strategies
related to education reforms, learning of students and teachers,
and community mobilization for educational activities
2. Assist Program Manager Reforms, Learning and Community
Mobilization to implement parts of PC-I in field related to
educational reforms, learning and community mobilization
3. Hold meetings with Civil Society Organization and local
communities for awareness raising and enhancing their role in
school construction and learning of students. Play role in
strengthening school management committees
4. Close monitoring for implementation of guidelines of school
reforms and learning activities
5. Assist in training needs assessment process to propose skills
enhancement plan for teachers, school management, and
school management committees.
6. Liaise with Education and Literacy Department, Sindh for timely
provision of books to students and other teaching material.
Regularly attend meetings to improve educational reforms and
learning process
7. Coordinate with other sections of PMIU to ensure implementation of PC-I
in 7 target districts of the Northern Sindh and Karachi
8. Undertake any other assignments delegated by the Program
Manager Reforms, Learning and Community Mobilization/
Program Director
_____________________________________________________________________________
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KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• Masters Degree in Mass Communication,
Social Sciences or equivalent
• Two years experience in designing and
implementation of communication
activities/ campaigns or as public
relation officer or community
mobilization
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Relevant sections/ units of RSU
MANAGER FINANCE, ACCOUNTS AND ADMINISTRATION
POSITION Manager – Finance, Accounts and Administration
LEVEL/ Grade
REPORTS TO Program Manager Support Services
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
_____________________________________________________________________________
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1. To assist Program Manager Support Services in implementation of
financial rules and provision of funds in accordance with the Financial
Management Manual
2. To ensure the implementation of Financial Management and HR
manuals in PMIU and Regional Offices
ROLES AND RESPONSIBILITIES
1. Assist Program Manager Support Services in implementation of
financial and procurement policies for functioning of PMIU in
accordance with the approved financial management manual
2. Assist Program Manager Support Services in provision of funds and
facilitate in procurement process for implementation of approved
PC-I
3. Implement guidelines/ policies provided in Financial Management
Manual approved by PSC
4. Develop and manage pay role for PMIU and Regional office staff
5. Maintain record of financial transaction in accordance with the
approved financial manual
6. Update record of financial transaction in computer
7. Maintain bank(s) record and reconcile receipts & payments on
monthly basis
8. Prepare record/ books for internal and external audits
9. Make efforts for timely provision of funds for program activities
10. Close coordination with other sections of PMIU
11. Close coordination with PMIU Regional Offices for implementation
of financial and procurement procedures
12. Assist Program Manager Support Services to engage, retain and
make best use of human resource to achieve program objectives
13. Assist Program Manager Support Services in appraising
performance of individuals working with PMIU and Regional
Offices
14. Undertake any other assignments delegated by the Program
Manager Support Services/ Program Director
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
_____________________________________________________________________________
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KEY QUALIFICAION AND EXPERIENCE
• Master‟s degree in Commerce or MBA
Finance.
• Two years experience in Accounts and
Administration Department
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
SENIOR PROCUREMENT SPECIALIST
POSITION Senior Procurement Specialist
LEVEL/ Grade
REPORTS TO Program Manager Support Services
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Program Manager Support Services in formulation and
implementation of procurement policies in accordance with the
Procurement Management Manual
2. To ensure transparent procurement of goods and services for Sindh
Basic Education Program
ROLES AND RESPONSIBILITIES
_____________________________________________________________________________
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1. Assist Program Manager Support Services in formulation and
implementation of procurement policies for functioning of PMIU in
accordance with the approved procurement management
manual
2. Assist Program Manager Support Services in finalization of
procurement contracts provision for implementation of approved
PC-I under Sindh Basic Education Program
3. Ensure quality of goods and services through well elaborated
procurement contracts. Quality indicators and activity timeframe
would be made part of procurement contracts for timely
completion of programs
4. Ensure to include risk management measures in procurement
contracts for risk mitigation
5. Coordinate with Education and Literacy Department, district
school management, RSU and selected Architectural Designing
and Engineering Firm for quality work and procurement
6. Especial coordination with Program Manager Construction
Management for timely procurement of goods and services to
ensure quality
7. Maintain record related to procurement of goods and services
8. Ensure appropriate implementation of procurement contracts
and timely completion of programs
9. Close coordination with PMIU Regional Offices for implementation
of procurement procedures
10. Un
dertake any other assignments delegated by the Program
Manager Support Services/ Program Director
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• Master Degree in Social Sciences or MBA • Five years relevant experience in
procurement management and,
administration.
• Knowledge of public procurement
policies and procedure required.
_____________________________________________________________________________
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KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
MANAGER PLANNING, MONITORING AND EVALUATION
POSITION Manager Planning, Monitoring and Evaluation
LEVEL/ Grade
REPORTS TO Monitoring and Evaluation Consultant
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Program Director in strategic planning of activities in
accordance with the PC-I and activity agreement
2. To monitor and evaluate all Program activities, including but not limited
to construction activities in accordance with the approved standards
3. To finalize success indicators for students, monitor and evaluate PMIU
activities related to learning and community mobilization
4. To prepare and disseminate quarterly and annual progress reports
_____________________________________________________________________________
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ROLES AND RESPONSIBILITIES
1. Assist Program Director and Deputy Program Director in strategic
planning and implementation approved PC-1 and activity
agreement
2. Assist Program Director and Deputy Program Director in finalizing
guidelines for monitoring & evaluation activities under this
program
3. Analyze the outputs from the previous year‟s annual school census
in order to propose performance indicators and their targets for
the next year.
4. Coordinate with Reforms Support Unit for preparation of indicators
to assess the learning of students and link it with SEMIS
5. Prepare indicators to assess progress on construction of damaged
schools in accordance with the approved guidelines from PSC
6. Close coordination with Sindh Education Reform Program/
Education and Literacy Department of the Government of Sindh/
Reforms Support Unit to monitor progress and quality of learning
7. Monitor and evaluate the implementation of approved guidelines
provided in manuals prepared for financial management,
procurement, and human resource management
8. Assist/ undertake formative and summative evaluation of the
Strategic Plan and its annual review
9. Prepare quarterly and annual progress reports for submission to
PSC and dissemination
10. Un
dertake any other assignments delegated by the Program
Director
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• Master Degree in Social Sciences. • Five years relevant experience in
monitoring and evaluation in public
sector organization or in civil society
organization.
_____________________________________________________________________________
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KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
• Districts
• Civil Society Organizations
• Architectural Designing and Engineering
Firm
• School Management Committees
• Relevant sections/ units of RSU
MANAGER INFORMATION TECHNOLOGY
POSITION Manager Information Technology
LEVEL/ Grade
REPORTS TO Monitoring and Evaluation Consultant
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Monitoring and Evaluation Consultant in strategic planning and
development of monitoring reporting system
2. To assist in networking and computer functioning at PMIU
3. To finalize success indicators for students, monitor and evaluate PMIU
activities related to learning and community mobilization
4. To prepare and disseminate quarterly and annual progress reports
ROLES AND RESPONSIBILITIES
1. Assist Monitoring and Evaluation Consultant in strategic planning
and implementation approved PC-1 and activity agreement
2. Assist in finalizing guidelines for monitoring & evaluation activities
under this program
_____________________________________________________________________________
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3. Analyze the outputs from the previous year‟s annual school census
in order to propose performance indicators and their targets for
the next year.
4. Coordinate with Reforms Support Unit for preparation of indicators
to assess the learning of students and link it with SEMIS
5. Prepare indicators to assess progress on construction of damaged
schools in accordance with the approved guidelines from PSC
6. Assist in developing monitoring and evaluation formats in
accordance with Monitoring and Evaluation Manual
7. Monitor and evaluate the implementation of approved guidelines
provided in manuals prepared for financial management,
procurement, and human resource management
8. Assist in analysing the data/ information for different reports
9. Assist/ undertake formative and summative evaluation of the
Strategic Plan and its annual review
10. Prepare quarterly and annual progress reports for submission to
PSC and dissemination
11. Un
dertake any other assignments delegated by the Monitoring and
Evaluation Consultant
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• MS Information Technology or Equivalent • Five years relevant experience in
Information Technology.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
• Districts
• Civil Society Organizations
• School Management Committees
• Relevant sections/ units of RSU
_____________________________________________________________________________
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PLANNING, MONITORING AND EVALUATION OFFICER
POSITION Planning, Monitoring and Evaluation Officer
LEVEL/ Grade
REPORTS TO Manager Planning, Monitoring and Evaluation
Concerned Regional Director
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist in monitoring and evaluating of all Program activities,
including but not limited to construction activities in accordance
with the approved standards
2. To assist in finalizing success indicators for students, monitor and
evaluate PMIU activities related to learning and community
mobilization
3. To prepare and disseminate quarterly and annual progress reports
ROLES AND RESPONSIBILITIES
1. Assist Manager Planning, Monitoring and Evaluation in finalizing
guidelines for monitoring & evaluation activities under this program
2. Assist in preparation of monitoring and evaluation formats
3. Data collection from field and analysis
4. Analyze the outputs from the previous year‟s annual school census in
order to propose performance indicators and their targets for the
next year.
5. Assist in coordination with Reforms Support Unit for preparation of
indicators to assess the learning of students and link it with SEMIS
_____________________________________________________________________________
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6. Assist in preparation of indicators to assess progress on construction of
damaged schools in accordance with the approved guidelines from
PSC
7. Monitor and evaluate the implementation of approved guidelines
provided in manuals prepared for financial management,
procurement, and human resource management
8. Assist/ undertake formative and summative evaluation of the
Strategic Plan and its annual review
9. Assist in preparation of quarterly and annual progress reports for
submission to PSC and dissemination
10. Un
dertake any other assignments delegated by the Manager Planning,
Monitoring and Evaluation
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• Master Degree in Social Sciences. • 2 years‟ experience in monitoring and
evaluation of donor funded programs.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
• Districts
• Civil Society Organizations
• Architectural Designing and Engineering
Firm
• School Management Committees
• Relevant sections/ units of RSU
CONSTRUCTION, DESIGNING AND SUPERVISION OFFICER
POSITION Construction, Designing and Supervision Officer
LEVEL/ Grade
REPORTS TO Manager Construction, Designing and Contracting
Regional Director
_____________________________________________________________________________
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Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Manager Construction Management, districts for selection and
damage assessment of schools for construction or up-gradation.
2. To assist Manager Construction Management and districts for supervision
and monitoring of school construction to ensure quality construction
ROLES AND RESPONSIBILITIES
1. Facilitate districts, PMIU Regional Offices for implementation of
construction contracts in accordance with the guidelines
provided by PSC
2. Liaise with school management committees and capacitate
them for supervision of school construction in accordance with
the approved architectural design and construction guidelines
3. Hold meetings with contractors/ selected architectural designing
and engineering firm/ districts/ school management committees
to ensure timely completion of school construction
4. Develop and submit progress report of construction work to
Program Manager Construction Management on monthly,
quarterly and yearly basis
5. Ensure timely provision of furniture and fixtures for schools
according to the budget provision and guidelines provided by
PSC
6. Data collection from field and reporting on progress of
construction work
7. Ensure the quality standards in construction work
8. Look after the quality and quantity of construction material
9. Check the construction work according to the work plan and
awarded contract
10. Ensure timely taking and handing over of completed schools
according to the approved standards
_____________________________________________________________________________
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11. Undertake any other assignments delegated by the Manager
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• BSc. Civil Engineering or equivalent • 2 years‟ experience in construction,
designing and supervision of
educational programs.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• Architectural Designing and Engineering
Firm
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
FINANCE AND ACCOUNTS OFFICER
POSITION Finance and Accounts Officer
LEVEL/ Grade
REPORTS TO Manager Finance, Accounts and Admin.
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Manager Finance, Accounts and Admin in implementation of
financial rules and provision of funds in accordance with the Financial
Management Manual
_____________________________________________________________________________
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2. To ensure the implementation of Financial Management manual in PMIU
and Regional Offices
ROLES AND RESPONSIBILITIES
1. Assist Manager Finance, Accounts and Admin in implementation
of guidelines/ policies provided in Financial Management Manual
approved by PSC
2. Develop and manage pay role for PMIU and Regional office staff
3. Maintain record of financial transaction in accordance with the
approved financial manual
4. Update record of financial transaction in computer
5. Maintain bank(s) record and reconcile receipts & payments on
monthly basis
6. Prepare record/ books for internal and external audits
7. Make efforts for timely provision of funds for program activities
8. Close coordination with other sections of PMIU
9. Close coordination with PMIU Regional Offices for implementation
of financial and procurement procedures
10. Assist Program Manager Support Services to engage, retain and
make best use of human resource to achieve program objectives
11. Assist Program Manager Support Services in appraising
performance of individuals working with PMIU and Regional
Offices
12. Un
dertake any other assignments delegated by the Manager
Finance, Accounts and Admin
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• BBA Finance and Accounts or B.Com or
equivalent
• 2 years‟ experience in maintaining
accounts and financial transactions in
public or private organization.
_____________________________________________________________________________
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KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
PROCUREMENT OFFICER
POSITION Procurement Officer
LEVEL/ Grade
REPORTS TO Senior Procurement Specialist
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
1. To assist Senior Procurement Specialist in formulation and
implementation of procurement policies in accordance with the
Procurement Management Manual
2. To ensure transparent procurement of goods and services for Sindh
Basic Education Program
ROLES AND RESPONSIBILITIES
1. Assist Senior Procurement Specialist in finalization of procurement
contracts provision for implementation of approved PC-I under
Sindh Basic Education Program
_____________________________________________________________________________
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2. Ensure quality of goods and services through well elaborated
procurement contracts. Quality indicators and activity timeframe
would be made part of procurement contracts for timely
completion of programs
3. Ensure to include risk management measures in procurement
contracts for risk mitigation
4. Especial coordination with Program Manager Construction
Management for timely procurement of goods and services to
ensure quality
5. Maintain record related to procurement of goods and services
6. Ensure appropriate implementation of procurement contracts
and timely completion of programs
7. Close coordination with PMIU Regional Offices for implementation
of procurement procedures
8. Undertake any other assignments delegated by the Senior
Procurement Specialist
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• Master Degree in Social Science • Minimum 2 years‟ experience in
procurement and procurement
management.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
_____________________________________________________________________________
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ASSISTANT ADMINISTRATION
POSITION Assistant Administration
LEVEL/ Grade Equivalent to 16
REPORTS TO Director Administration
Duty Station Karachi
Concerned Department/
Agency
a. Education and Literacy Department Government
of Sindh
b. United States Agency for International
Development – Pakistan
PURPOSE OF POSITION
The Assistant Admin will work under the direct supervision of Deputy Director
Administration and will assist in the Program’s Administration. The position
will be responsible for developing, strengthening and implementation of
effective administrative support systems services within the program to
ensure that work carry out in smooth and effective manners.
ROLES AND RESPONSIBILITIES
1.
_____________________________________________________________________________
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KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
• Master Degree in Social Science • Minimum 2 years‟ experience in
procurement and procurement
management.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
_____________________________________________________________________________
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INTERNAL AUDITOR
POSITION Internal Auditor
LEVEL/ Grade Equivalent to 17
REPORTS TO Audit Team & Finance Department
Duty Station Karachi
Concerned Department/
Agency
A. Education and Literacy Department Government of
Sindh
B. United States Agency for International Development –
Pakistan
PURPOSE OF POSITION
The Internal Auditor will assist the Director (Finance & Compliance)
in Examining financial records, internal controls and information. Internal
Auditor It also includes liaison with the external auditors in order to
prevent duplication of effort and to keep them briefed on areas of
concern. In addition the post holder will prepare audit plans programs
based on the analysis of risks and operational priorities. He will also assess
and timely report on legal/ compliance/ organizational and operational
issues.
ROLES AND RESPONSIBILITIES
1. To work with management to ensure a system is in place which
ensures that all major risks of the organization are identified and
analyzed, on annual basis
2. To plan, organize and carry out the internal audit function
including the preparation of an audit plan
3. Prepare reports containing observations, comments and
recommendations based on carried out work 4. Ensure that the agreements executed with donor agencies are
strictly implemented.
5. To plan, organize and carry out the internal audit function
including the preparation of an audit plan which fulfills the
responsibility of the department, scheduling and assigning work
and estimating resource needs
6. Ensure the confidentiality of financial and technical information
including audit findings and observations from the irrelevant
entities.
_____________________________________________________________________________
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7. Facilitates external audit and discusses with external auditors
major observations arising from interim and final audits and any
matter that the auditors may wish to highlight.
8. Ensure that funds allocations for each program are appropriately
utilized and any budget variations are communicated to the
relevant authorities.
Knowledge & Skills
- Strong analytical and problem-solving skills
- Effective written and verbal communication and interpersonal
skills
- Ability to adapt to change quickly, organizational and multi-
tasking skills
- Sound judgment and proficiency in technology tools and systems
- Excellent computer skills
- Detail-oriented, observant and has the ability to deal with sensitive
issues and information
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
ICMA-Inter / CA-Inter / MBA
A minimum of five years of
experience in the related field.
Ability to work with donor funded
Programs.
KEY RELATIONSHIPS
Internal External
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
_____________________________________________________________________________
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ASSISTANT INTERNAL AUDITOR
POSITION Assistant Internal Auditor
LEVEL/ Grade Equivalent to 16
REPORTS TO Internal Auditor /Audit Team
Duty Station Karachi
Concerned Department/
Agency
A. Education and Literacy Department Government of
Sindh
B. United States Agency for International Development –
Pakistan
PURPOSE OF POSITION
The Assistant Internal Auditor will assist the Internal Auditor in
Examining financial records, internal controls and information. In
addition the post holder will assist to prepare audit plans programs
based on the analysis of risks and operational priorities. He will also assess
and timely report on legal/ compliance/ organizational and operational
issues.
ROLES AND RESPONSIBILITIES
2. To work with management to ensure a system is in place which
ensures that all major risks of the organization are identified and
analyzed, on annual basis.
2. To plan, organize and carry out the internal audit function
including the preparation of an audit plan
3. Prepare reports containing observations, comments and
recommendations based on carried out work 4. Ensure that the agreements executed with donor agencies are
strictly implemented.
5. To plan, organize and carry out the internal audit function
including the preparation of an audit plan which fulfills the
responsibility of the department, scheduling and assigning work
and estimating resource needs
6. Ensure the confidentiality of financial and technical information
including audit findings and observations from the irrelevant
entities.
_____________________________________________________________________________
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7. Facilitates external audit and discusses with external auditors
major observations arising from interim and final audits and any
matter that the auditors may wish to highlight.
8. Ensure that funds allocations for each program are appropriately
utilized and any budget variations are communicated to the
relevant authorities.
Knowledge & Skills
- Strong analytical and problem-solving skills
- Effective written and verbal communication and interpersonal
skills
- Ability to adapt to change quickly, organizational and multi-
tasking skills
- Sound judgment and proficiency in technology tools and systems
- Excellent computer skills
- Detail-oriented, observant and has the ability to deal with sensitive
issues and information
KEY QUALIFICAION AND EXPERIENCE
Desired Qualification Desired Experience
Graduation (B.Com/ B.B.A)
3 years post qualification
experience in Internal Audit
preferably in the
development sector.
KEY RELATIONSHIPS
Internal External
_____________________________________________________________________________
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KEY RELATIONSHIPS
• Program Director
• Deputy Program Director
• Heads of other units of PMIU
• PMIU Regional Offices
• Education and Literacy Department
Sindh
• Districts
• Civil Society Organizations
• School Management Committees
• Venders and contractors
• Relevant sections/ units of RSU
_____________________________________________________________________________
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ANNEX C-1
Advertisement for Positions
CAREER OPPORTUNITIES
Government of Sindh (GOS) and USAID have agreed to improve access, equity and
quality in education by improving governance and institutionalizing accountability in
education service delivery.
Sindh Basic Education Program (SBEP) is initiated to increase and sustain student
enrolment in primary, middle and secondary schools in targeted geographic locations
in Sindh by developing a school environment conducive to teaching and learning.
Now SBEP is inviting applications for following positions based in Program
Management & Implementation Unit, Karachi and its Regional Offices at Sukkur and
Larkana.
S
#
Position Qualification Experience Station
Details and application format for the above positions are available at www.________ .
Please send your CV along with application (on prescribed format) at the following
address:
.______________________
____________________
The last date for submission of applications is __________________
_____________________________________________________________________________
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Women are encouraged to apply
The candidates must provide following information:
a. Personal: name, father‟s name, postal address, permanent address, CNIC number,
telephone number (line number and cell number), email address
b. Academic: degrees obtained start from higher degree
c. Professional Education: list of training programs/ courses attended; certificate and
diploma
d. Experience: starting from last employment; covering name of employer,
designation/ title, starting date, ending date, nature of duties,
e. Consultancy Assignments (if any): nature of assignment, duration, employer/ donor,
major duties
f. Two References; name, designation, organization, address, telephone number (line
and cell), e mail address
_____________________________________________________________________________
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ANNEX C-2
Sindh Basic Education Program
Program Management and Implementation Unit
Application Form
(For Employee’s Selection from Open Market)
1. Personal Information
1.1 Name
1.2 Father’s Name
1.3 Date of Birth
1.4 Gender
1.5 Marital Status
1.6 CNIC Number
1.7 Postal Address
1.8 Permanent Address
1.9 Phone Number
1.10 Fax Number
1.11 Cell Number
1.12 E mail ID
_____________________________________________________________________________
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2. Academic Qualification(Start with last degree)
2.1 Degree Title
Subject
Name of Institution
Year of Passing
2.2 Degree Title
Level
Name of Institute
Address
Period From To
Majors
2.3 Degree Title
Level
Name of Institute
Address
Period From To
Majors
_____________________________________________________________________________
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3. Professional Education
3.1 Title
Level (diploma/certificate)
Name of Institution
Year of Passing
3.2 Title
Level (diploma/certificate)
Name of Institute
Address
Period From To
Description
4. Training Programs Attended
# Title Organization Duration
4.1
4.2
4.3
4.4
4.5
4.6
4.7
_____________________________________________________________________________
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5. Professional Skills
# Name of Skill Excellent Good Fair
5.1
5.2
5.3
5.4
5.5
6. Language Proficiency
# Name of Language Read Write Speak Understand
6.1
6.2
6.3
6.4
6.5
7. Computer Proficiency
# Computer Program Excellent Good Fair
7.1
7.2
7.3
7.4
7.5
7.6
7.7
_____________________________________________________________________________
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8. Experience (start from last employment)
8.1 Name of Organization
Type of Organization
Location
Designation
Duration From To
Description
8.2 Name of Organization
Type of Organization
Employer contact
Designation
Location
Tenure From To
Description
_____________________________________________________________________________
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9. Programs Completed
9.1 Name of Organization
Title of program
Role
Location
Tenure From To
Description
9.2 Name of Organization
Title of program
Role
Location
Tenure From To
Description
10. References
10.1 Name
Designation
Organization
Contact Number
Fax Number
Cell Number
E mail
_____________________________________________________________________________
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10.2 Name
Designation
Organization
Contact Number
Fax Number
Cell Number
E mail
11. I, the undersigned, certify that to the best of my knowledge and belief,
this bio-data correctly describes myself, my qualifications, and my
experience. I understand that any willful misstatement described herein
may lead to my disqualification or dismissal, if engaged.
Signature Date:
_____________________________________________________________________________________
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ANNEX C-3
Sindh Basic Education Program
Program Management and Implementation Unit
Score Sheet for Selection of Candidates
(For Employees Selected from Open Market)
Position: ________________________________________ Date of Interview _________________
Interview of Candidates
S#
Nam
e o
f
Can
did
ate
Qu
ali
ficati
on
Wo
rk
Exp
eri
en
ce
Co
mp
ute
r
Lit
era
cy
Kn
ow
led
ge o
f
Su
bje
ct
Gen
era
l
Ap
pro
pri
ate
ness
for
Po
sit
ion
Inte
r-p
ers
on
al &
Co
mm
un
icati
on
Skil
ls
Willin
gn
ess t
o
Wo
rk in
Fie
ld
To
tal
(15) (10) (25) (25) (15) (10) (100)
1
2
3
4
Name of Selected Candidate:
Selection Committee Members
Name Signature
1. ___________________________________ ________________________
2. ___________________________________ ________________________ Approved by Chairman,
Selection Committee
3. ___________________________________ ________________________
_____________________________________________________________________________________
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ANNEX D-1
EMPLOYMENT CONTRACT
NAME: Name of Employee
ADDRESS: Address
DATE: Date of Contract
POSITION: Title
Dear
Following your interview and discussion with the Selection Committee of Sindh Basic
Education Program (SBEP), we are pleased to appoint you as __________________ in
Program Management and Implementation Unit (PMIU) with effect from _______.
The objective of the Sindh Basic Education Program is to increase and sustain student
enrolment in primary, middle and secondary schools in targeted geographic locations
in Sindh by developing a school environment conducive to teaching and learning.
As __________________________, you will report to _________________ and work under
administrative control and guidance of Program Director, Sindh Basic Education
Program, PMIU, Karachi.
Your responsibilities will be, given below: (please insert from Job Description)
1
2
3
4
5
_____________________________________________________________________________________
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Duration of Contract
Y our appointment with SBEP will be for program Period ending on ______________
(please mention period with month and year) commencing on the date of your joining.
Your appointment is subject to clearance of six months probation period. At the end of
six month your performance will be reviewed and upon satisfactory performance your
services for the above mentioned period will be extended.
Upon unsatisfactory performance, your services will be either terminated or the
probation period will be further enhanced for another six months. Your performance will
be reviewed at the end of each calendar year by your immediate supervisor/ Manager
and performance evaluation will be made part of your personal file.
Duty Station
You will be stationed at _______________________. Your service is non transferable to
other stations. However, you are required extensive traveling and night stays outside
your station for discourse of your duties.
Salary and Benefits
This is a lump sump contract and you will be paid Rs._____________ per month. This salary
is inclusive of all benefits/ allowances other than travel allowance for field visits.
However, you will be entitled for an annual increment as per policy based on your
performance.
Taxes
You will be liable to pay taxes according to Pakistan Income Tax Law on your salary
and benefits as per the rules laid down by the Government. PMIU‟s Accounts Section
will provide necessary assistance in preparation of your tax returns, if required.
Other Benefits
You will be allowed traveling and daily allowances during field visits in accordance with
entitlement. The regulation for all the staff working with PMIU and Regional Offices has
been prepared in HR and Admin manual in accordance with the normal practice of
Government of Sindh.
_____________________________________________________________________________________
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In addition to Gazetted and other local holidays in accordance with the normal rules of
the country your entitlement of leaves is mentioned in HR and Admin manual which is in
accordance with the normal practice of Government of Sindh.
General
1. You shall keep the secrets of SBEP and any company, organization, or
persons with which you may come in contact, during the tenure of your
employment, and at all times after the termination thereof, and shall not
divulge any matter or information to any unauthorized person or
company.
2. Except during authorized holidays, you will devote yourself to your duties
with all of your professional capabilities and effective working.
3. You will not become interested or engaged directly or indirectly in any
trade, business or employment whatsoever, except with the prior
approval of the Program Director.
4. The terms of this contract are strictly confidential, and are the basis of a
truly private contract between you and SBEP. You should, therefore,
refrain from discussing these terms with any person whatsoever.
5. All conduct rules and disciplinary actions elaborated in HR and Admin
manual will also be applicable on your terms of employment.
Two copies of this contract are enclosed. If you accept employment contract on the
conditions listed above please return one copy of the same duly signed in.
Sincerely,
Name
Designation
I have read the foregoing contract, and I accept the offer on the terms and conditions
listed above.
Date _______________ Name ____________________ Signature ______________
_____________________________________________________________________________________
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ANNEX D-2
Weeding of Records
_____________________________________________________________________________________
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ANNEX E-1
Performance Evaluation Report
(For Employees Transferred from Government Departments)
FOR OFFICERS IN BPS 19 & 20 CONFIDENTIAL
GOVERNMENT OF SINDH
Ministry /Division/ Service/Group
Department/Office
PERFORMANCE EVALUATION REPORT
FOR THE PERIOD 20 TO 20
PART I
(TO BE FILLED IN BY THE OFFICER REPORTED UPON)
_____________________________________________________________________________________
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1. Name (in block letters)
2. Personnel number
3. Date of birth
4. Date of entry in service
5. Post held during the period (with BPS)
6. Academic qualifications
7. Knowledge of languages (Please indicate proficiency in speaking (S), reading (R) and writing (W)
8. Training received during the evaluation period (Training courses attended earlier,
if any, may please be listed separately on the back page of the report).
_____________________________________________________________________________________
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Name of course attended
Duration with dates
Name of institution and country
9. Period served
(i) In present post (ii) Under the reporting officer
PART II
(TO BE FILLED IN BY THE OFFICER REPORTED UPON)
1. Job description
_____________________________________________________________________________________
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2. Brief account of achievements during the period supported by statistical data where
possible. Targets given and actual performance against such targets should be
highlighted. Reasons for shortfall, if any, may also be stated.
PART III
(EVALUATION BY THE REPORTING OFFICER)
1. Please comment on the officer's performance on the job as given in Part II (2) with special reference to his knowledge of work, ability to plan, organize and supervise, analytical skills, competence to take decisions and quality and quantity of output. How far was the officer able to achieve the targets? Comment on the officer's contribution, with the help of statistical data, if any, in the overall performance of the organization. Do you agree with what has been stated in Part II (2)?
_____________________________________________________________________________________
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2. Integrity (Morality, uprightness and honesty)
_____________________________________________________________________________________
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3. Pen picture including the officer's strengths and weaknesses with focus on
emotional stability, ability to work under pressure, communication skills and
interpersonal effectiveness. (Weakness will not be considered as adverse entry unless
intended to be treated as adverse).
4. Area and level of professional expertise with suggessions for future posting.
_____________________________________________________________________________________
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5. Training and development needs.
6. Overall grading
_____________________________________________________________________________________
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7. Fitness for promotion Comment on the officer's potential for holding a higher
position and additional responsibilities.
Name of the reporting officer Signature
(Capital letters)
Designation Date
_____________________________________________________________________________________
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PART IV
(REMARKS OF THE COUNTERSIGNING OFFICER)
1. How often have you seen the work of the officer reported upon?
Very frequently
Frequently
Rarely
Never
2. How well do you know the officer? If you disagree with the assessment of
the reporting officer, please give reasons.
_____________________________________________________________________________________
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3. Overall grading
4. Recommendation for promotion (Comment on the officer's potential for holding a
higher position and additional responsibilities).
_____________________________________________________________________________________
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5. Evaluation of the quality of assessment made by the reporting officer.
Exaggerated
Fair
Biased
Name of the countersigning officer Signature
(Capital letters)
Designation Date
_____________________________________________________________________________________
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PART V
REMARKS OF THE SECOND COUNTERSIGNING OFFICER (IF ANY)
Name Signature
Designation Date
_____________________________________________________________________________________
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FOR OFFICERS IN BPS 17 & 18 CONFIDENTIAL
GOVERNMENT OF SINDH
Ministry /Division/ Service/Group
Department/Office
PERFORMANCE EVALUATION REPORT
FOR THE PERIOD 20 TO 20
PART I
(TO BE FILLED IN BY THE OFFICER REPORTED UPON)
_____________________________________________________________________________________
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4. Name (in block letters)
5. Personnel number
6. Date of birth
4. Date of entry in service
5. Post held during the period (with BPS)
8. Academic qualifications
9. Knowledge of languages (Please indicate proficiency in speaking (S), reading (R) and writing (W)
_____________________________________________________________________________________
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8. Training received during the evaluation period
Name of course attended
Duration with dates
Name of institution and country
9. Period served
(i) In present post (ii) Under the reporting officer
PART II
(TO BE FILLED IN BY THE OFFICER REPORTED UPON)
1. Job description
_____________________________________________________________________________________
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_____________________________________________________________________________________
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2. Brief account of performance on the job during the period supported by statistical data
where possible. Targets given and actual performance against such targets should be
highlighted. Reasons fro shortfall, if any, may also be stated.
_____________________________________________________________________________________
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PART III
(EVALUATION BY THE REPORTING OFFICER)
The rating in Part III should be recorded by initialing the appropriate box.
The ratings denoted by alphabets are as follows:
'A' Very Good, 'B' Good, 'C' Average, 'D' Below Average
For uniform interpretation of qualities, two extreme shades are mentioned
against each quality.
A
B
C
D
1. Intelligence
Exceptionally bright; excellent
comprehension
Dull; slow
A B C D
_____________________________________________________________________________________
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2. Confidence and will power
Exceptionally confident and resolute
Uncertain; hesitant
3. Acceptance of responsibility
Always prepared to take on
responsibility even in difficult cases.
Reluctant to take on
responsibility; will avoid
it whenever possible.
4. Reliability under pressure
Calm and exceptionally reliable at all
times
Confused and easily
flustered even under
normal pressure.
5. Financial responsibility
Exercises due care and discipline
Irresponsible
_____________________________________________________________________________________
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6. Relations with
(i) Superiors
Cooperative and trusted
Un-cooperative
ii) Colleagues
Works well in a team
Difficult colleague
iii) Subordinates
Courteous and effective;
encouraging
Discourteous and
intolerant;
7. Behavior with public
Courteous and helpful
Arrogant, discourteous
and indifferent
A
B
C
D
_____________________________________________________________________________________
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8. Ability to decide routine matters
Logical and decisive
Indecisive;
Vacillating
9. Knowledge of relevant laws, rules,
regulations, instructions and
procedures.
Exceptionally well informed,
keeps abreast of latest developments.
Ignorant and
Uninformed.
_____________________________________________________________________________________
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PART IV
(REPORTING OFFICER'S EVALUATION)
1. Please comment on the officer's performance on the job as given in Part II(2)
with special reference to knowledge of work, quality and quantity of output.
How far was the officer able to achieve targets? Do you agree with what has
been stated in Part II (2)?
_____________________________________________________________________________________
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_____________________________________________________________________________________
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2. Integrity (Morality, uprightness and honesty)
3. Pen picture with focus on the officer's strengths and weaknesses not
covered in Part III (Weakness will not be considered as adverse entries unless
intended to be treated as adverse).
_____________________________________________________________________________________
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4. Special aptitude
5. Recommendations for future training
_____________________________________________________________________________________
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6. Overall grading
Reporting officer
Countersigning officer
(i) Very Good
(ii) Good
(iii) Average
(iv) Below Average
7. Fitness for promotion
Reporting officer
Countersigning officer
(i) Fit for promotion
_____________________________________________________________________________________
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(ii) Recently promoted/appointed.
Assessment premature
(iii) Not yet fit for promotion
(iv) Unlikely to progress further
Name of the reporting officer Signature
(Capital letters)
Designation Date
_____________________________________________________________________________________
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PART V
(REMARKS OF THE COUNTERSIGNING OFFICER)
1. How well do you know the officer? If you disagree with the assessment of
the reporting officer, please give reasons
_____________________________________________________________________________________
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2. Evaluation of the quality of assessment made by the reporting officer
Exaggerated
Fair
Biased
Name of the countersigning officer Signature
(Capital letters)
Designation Date
_____________________________________________________________________________________
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PART VI
REMARKS OF THE SECOND COUNTERSIGNING OFFICER (IF ANY)
Name Signature
Designation Date
_____________________________________________________________________________________
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_____________________________________________________________________________________
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_____________________________________________________________________________________
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_____________________________________________________________________________________
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_____________________________________________________________________________________
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_____________________________________________________________________________________
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_____________________________________________________________________________________
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_____________________________________________________________________________________
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_____________________________________________________________________________________
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_____________________________________________________________________________________
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ANNEX E-2
Sindh Basic Education Program
Program Management and Implementation Unit
_____________________________________________________________________________________
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Performance Evaluation Report (PER)
1.0 Employee Information (To be filled in by the HR-Dept)
Office/ Region: Rating period:
from:
to:
Section: Name:
Evaluation: Annually/bi-annually Position:
Previous Year Rating: Date of
Joining:
[A] MAJOR JOB DESCRIPTION
(To be filled by the Supervisor and the employee
with the joint consent on the actual job required
to be done during the evaluation period)
(if space in not enough please attach as annex)
Exceptional
(1)
(One who is totally
different from
others and perform
exceptionally/
extraordinary)
Outstanding
(2)
(Best performance
within the given
job description)
Superior
(3)
(Batter
performance
within
given job
description)
Good/
Satisfactory
(4)
(Meets the
basic
expectation)
Non-
Satisfactory
(5)
(Performance
below
the basic
expectation)
_____________________________________________________________________________________
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[B] JOB PERFORMED DURING THE RATING PERIOD: (To be filled by the Employee, This may include any work done
other than routine work)
[C] GENERAL CONDUCT AND BEHAVIOUR
Sr # Areas of Evaluation 1 2 3 4 5 Indicators
1. Initiative Volunteer for Additional
Work
2. Sense of Responsibility Completing Job on time
3. Office Discipline Punctuality, Dealing
4. Ability to work under pressure Completing work without
complaints
_____________________________________________________________________________________
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5. Provide feedback for programme Documentation,
Reporting, NFRs
[D] SUPERVISOR’S REMARKS IN SUPPORT OF OVERALL RATING: (Including suitability for the Post/Alternate Posting,
Strong Points etc.)
[E] OVERALL RATING: (Please Initial in the Check Box)
Exceptional (1) Outstanding (2) Superior (3) Good/Satisfactory (4)
Non-Satisfactory (5)
[F] EMPLOYEE COMMENTS
________________________Date: Employee’s Signature: ___________________________
_____________________________________________________________________________________
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[
[G] ACTION PROPOSED
____________________________Date: Supervisor’s Signature: _______________________________
[H] ACTION PROPOSED
___________________________Date: Sector / Regional Head: ______________________________
[I] DECISION
Date: _____________________ PD: _______________________.
_____________________________________________________________________________________
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ANNEX F
DAILY TIME LOG/ATTENDANCE
Date _____________________
S# Name Time In Time Out Any Other*
* Mention if an employee on leave or absent or on official visit
_____________________________________________________________________________________
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ANNEX G
Sindh Basic Education Program
Program Management and Implementation Unit
TRAVEL REQUEST FORM
2. Name __________________________ 2. Designation ________________
2. Place of visit ___________________________________________________________
3. Duration of visit (Number of days) From ___________ To _____________
4. Mode of Travelling Air Public Transport
Private Transport Official Transport
5. Purpose of field visit
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
6. Expected Meetings
______________________________ __________________________________
______________________________ __________________________________
7. Do you require any travel advance Yes No
8. If yes, please mention Travel Rs.____________ DA Rs. _______________
Signature __________________________ Date _______________________
Recommended by:
Name: ___________________ Designation ______________ Signature ______
Mode of Travel
Air Public Transport Private Transport Official Transport
Advance: Travel Rs. _________________ DA Rs. ___________________
_____________________________________________________________________________________
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Approved by:
Signature ____________________________
Name & designation _____________________
__________________________________________
Finance Section:
Advance Provided:
Travel: Rs. ______
DA: Rs. _______
Total: Rs. _______
_____________________________________________________________________________________
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ANNEX H
Sindh Basic Education Program
Program Management and Implementation Unit
NOTE FOR RECORD
1. Name ____________________________ 2. Designation ________________
3. Place of visit ________________________________________________________
4. Duration of visit (Number of days) From ___________ To _____________
5. Purpose of field visit
6. Meetings held
7. Outcome and decisions:
8. Future actions required and responsibilities
Required Actions Responsibility
Signature ___________________________ Date ________________________
_____________________________________________________________________________________
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ANNEX I
Sindh Basic Education Program
Program Management and Implementation Unit
VEHICLE REQUISITION FORM
1. Name ____________________________ 2. Designation _____________________
3. Place of visit ________________________________________________________
7. Duration of visit (for long visits) From ___________ To _____________
8. Time (One day/ short use) From ___________ To _____________
9. Purpose of field visit
10. If any advance required for POL Rs. ____________ Approved Not Approved
Requisition by: Recommended by: Approved by:
Signature ____________ Signature_____________ Signature ____________
Name _______________ Name ________________ Name _______________
_____________________________________________________________________________________
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Transport In-charge
Name of Driver ____________________________ Vehicle No. ________________
(After use of vehicle)
Date Out ____________________ In _______________________
Time Out ____________________ In _______________________
Name: ____________________________________ Signature __________________
_____________________________________________________________________________________
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ANNEX J
Government of Sindh
EMPLOYEE’S IDENTITY CARD
1. Name: ______________________________________________ Photo Place
2. Fathers Name: _______________________________________
3. Designation: _________________________________________
4. Present Address: _____________________________________
_____________________________________________________
5.
C.N.I.C
No: - -
Valid Upto: _____________________
_______________________________
Designated and Signatures of Issuing Authority
_____________________________________________________________________________________
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ANNEX K
Harassment of Woman Act