The document proposes establishing a Migrant Resource Center (MRC) in Sindh, Pakistan to provide information and support to migrant workers. It outlines 10 specific objectives for the MRC, including career counseling, corporate training, and campaigns to promote technical and vocational education and training. A 4-phase action plan is proposed to develop the MRC, with activities like securing funding, hiring consultants, developing policies and procedures, building staff capacity, and launching a website and student support services. The goal is to help reduce unemployment and empower migrant workers from Sindh province.

1. Establishing
Migrant Resource Center for Sindh
Community College Administrator Program-Spring2016
ITD, Amherst, Massachusetts, USA
Mentor: Ken Reade
Dr. Masroor Ahmed Shaikh
(April 20th
, 2016)

2. Target Age
Group for TEVT
(33 %)
Pakistan Bureau of Statistics-1998 Census

3. Specific Objectives of SBTE
1. Develop and implement demand driven CBT
based programs,
2. Affiliate programs and training institutes/
organization,
3. Provide valid, reliable and impartial
assessment system and
4. Register, Certify and Authenticate trainees
for further education or employment.

4. Proposed projects
1. Career Counseling, Guidance and Placement
Services at Institutes,
2. Migrant Resource Center,
3. Corporate Training setup,
4. Vocationalization of General Education,
5. Developing Model class room,
6. Mobile training Unit for outreach,
7. Training for Prisoners’ in Prison,
8. Training for people with disabilities,
9. Campaign for image building and promotion of
TEVT,
10. Introduction of Vocational Training in Deeni
Madaris (Religious Schools).

5. Why? MRC
1. We are a 9th
bigest Migrant workers Country, from 1971-2013
more than 7millions officially proceeded abroad (90% to
GCC).
2. Migrant workers from Sindh are low at 8.12% as compared to
Punjab 51.52% and KPK 27.48.
3. Youth looking forward to work in GCC countries required
information about Employment trend, Labor laws, Wedges',
Skills required for the job and available relevant training in
Pakistan.
4. Existing Migrant workers struggling/facing challenges due to
lack of information. To retain and improve their working
environment abroad, desired support and awareness about
the labor laws, Wedges’ and skill training/certification is
required.

6. Migrant Workers in GCC and by Province
Province 2008-2013 Percentage Population
Punjab 1,501,794 51.52% 53.70%
Sindh 236,814 8.12% 22.20%
Khyber Pakhtunkhwa 801,083 27.48% 12.90%
Baluchistan 34,050 1.17% 4.80%
Azad Jammu &
Kashmir
197,749 6.78% 2.20%
Gilgit-Baltistan 4,045 0.14% 1.30%
FATA & ICT 139,405 4.78% 2.90%
Total 2,914,940 100.00% 100%
S# Countries 2008 2009 2010 2011 2012 2013 Total
1 Saudi Arab 138,283 201,816 189,888 222,247 358,560 270,502 1,381,296
2 U.A.E. 221,765 140,889 113,312 156,353 182,630 273,234 1,088,183
3 Oman 37,441 34,089 37,878 53,525 69,407 47,794 280,134
4 Bahrain 5,932 7,087 5,877 10,641 10,530 9,600 49,667
5 Qatar 10,171 4,061 3,039 5,121 7,320 8,119 37,831
6 Kuwait 6,250 1,542 153 173 5 229 8,352
Total 419,842 389,484 350,147 448,060 628,452 609,478 2,845,463
Bureau of Emigration and Overseas Employment

7. Further Considerations
Expectations Government is interested in projects those help in:
- reducing unemployment rate
- strengthening and promotion of TEVT
Values &
Standards
SBTE is responsible for Assessment of TEVT
program, thus Quality Assurance for employment
and further training/study. The project will provide
support to the trainee in getting employment and
develop an Alumni setup as well.
Acceptability to
others
Govt., Sindh TEVTA, NAVTTC and other TEVT
organizations will be happy. However, Overseas
Employment Corporation, Pakistan Overseas
Employment Promoters Association currently in
business may not be happy being MRC is their
future competitor.
Extent of
Support
Government, Civil society, Training providers,
Employers abroad and International Donors
hopefully will support the project.

8. Cont.
Human Resource For student registration setup is available at SBTE,
the implementation of project required capacity
building of stall.
Financial
Resource
Funding is required for:
- establishing of conference room,
- procurement IT equipments and furniture,
- capacity building,
- six months consultancy: on development of Policy,
Procedure, Website development, developing
linkages, Capacity building etc.
For funding USAID, ILO, any UN organization could
be approached.
Data Provided above
Measurement of
Results
Tracer studies and feedback of the trainees,
Acceptance of the trainees,
Rate of employment of the trainees,
Team efforts and
Enrollment of the trainees on web portal.

9. Strategy – Action Plan
Standard
Action Step
(What)
Time Frame
(When)
Responsible
Persons/Organization
(Who)
How Resources
Challenges /
Constraints
1 Development of Proposal/Concept at ITD
2 Project Scope and Its Implement
(Deputing Staff/Assignment and Developing PC-1, A
3 Hunt for Funding –
Grant Application/Request for FA and Technical Assistance
4 Technical Expert/Consultant Scope of Work including:
-Developing Policy, Procedures, Guidelines and Management
System.
-Identifying and developing linkages with Overseas employers both
in GCC and Pakistan.
-Capacity building of Staff at SBTE unit
-Developing Promotion and Publicity material
-Developing Web Portal and Student Support Services
5 Expert/Consultant’s cope of work breakup into specific activities

10. Action Plan
Standard
Action Step
(What)
Time Frame
(When)
Responsible
Persons/Organization
(Who)
How Resources
Challenges /
Constraints
1.1 Project Concept March, 12th
to
April 20th
ITD and Sindh Board of
Technical Education
Developed during AP
Workshops’ sessions
conducted at ITD.
State Department,
US and ITD,
Amherst,
Massachusetts
Availability of
funds for
Implementation.
1.2 Project Scope
and Its
Implementation
After
functionalizatio
n of MRC
Sindh Board of Technical
Education (SBTE) and
partner including Pakistani
Embassies in GCC, MOP,
POEPA or other Partners
employment agencies
abroad.
Communication and
Data Collection
a)Identify Jobs
Markets / Demanded
Trades in GCC
countries,
b)Tagging of existing
migrant workers and
general issues/
problems faced,
c)Students’/Trainees’
Registration and
developing Alumni,
d)Orientation/Awarene
ss and Placement of
trainees
MRC and SBTE
Funding
ICT equipment and
facilities
Vehicles
Survey, data
collection analysis
tools
Use of
geographical and
demographic data
Liaison with
Overseas
Employment
Agencies for
Pakistan and
Trainees/Students
- Funding
- Linkages and
Communication
and Coordination
between partners.

11. Action Plan
2.1 Deputing
Assignment
May, 2nd
2016 Chairman, SBTE Notification SBTE, Karachi Over Burdon
and Shortage
of time
2.2 Project PC-I and
Approvals
PC-1 by the
May, 20th
2016,
BOG Approval
June, 3rd
2016
Approval of
minutes, June
24th
, 2016
Chairman and
Secretary SBTE
BOG and approval of
Minutes from the
Controlling Authority
SBTE, Karachi Manpower and
Relevant Expertise
2.3 Identify Clients
and Developing
linkages and
Partnership
May 2th
, 2016,
and
May 20th
, 2016
Cont.
SBTE and Stack
holders / partners /
Overseas Employment
Agencies
Advise from Expert /
Consultant.
- Use of Geographical and
Demographic Data,
Conduct Market
Research and Surveys,
- Sensitize the Stake
holders / Overseas
Employment Agencies,
- Develop Network,
- Meetings and
Communications with
partners including
(Employers and
Employment Agencies in
GCC countries and
Overseas employment
promoters in Pakistan).
Funding,
Survey Forms and
Data Collection and
Analysis Tools,
IT Equipment,
Expert / Consultant,
Available Expert Staff
/ Personal at SBTE,
Karachi
Funds,
Access to people
and Understanding
of System,
Change of people
Mindset and
Developing
agreement,

12. Action Plan
3.1 Grant Application May 23rd, 2016 From Chairman, SBTE
to State Department,
UN, ILO and
Government of Sindh
Filling Grant Application Expert Manpower, Acceptance and
Availability of Funds
3.2 Request for
Fulbright Fellow
Expert
or
Hiring of
Consultant
May 23rd
, 2016
(One Month)
May 29th
– 30th
June
Chairman, SBTE - Sending request to
State Department for
Fulbright Expert
Or
- Inviting EOI for
Consultancy
- Expert Manpower,
- Funding
- Acceptance,
- Availability of
Funds
4.1 - Developing Policy,
Procedures,
Guidelines and
Management
System.
- Identifying and
developing linkages
with Overseas
employers both in
GCC and Pakistan.
- Capacity building of
Staff at SBTE unit
- Developing
Promotion and
Publicity material
- Developing Web
Portal and Student
Support Services
Starting July-
2016
3 – 6 months
Short term
consultancy
Ending in
December-
2016
- Experts / Consultant
and, Internal
Persons /
Counterparts
- Adopting and Modifying or
Developing policies and
Procedures,
- Seminar/Workshop,
- Print and Non Print Media,
Information Pack including
Publicity Material
(Pamphlets, Poster and
Brochures), and well
designed Web Portal,
Funding,
Expert /
Consultant, Counter
parts
Information Packs and
Training Material
tailored to local
environment
Availability of Funds
Access to people,
Customisation of
Adopted material

13. Action Plan
4.2 Capacity Building
of
Staff/Counterpart
s
Continuous
Professional
Development
Strategies
Ongoing 3-6
months
Consultancy
SBTE Support Unit
and Stack holders /
Partner
Experts /
Consultant
Training of Staff
-Management Tools including
Customer Focus, Time
Management, Communication
and Modern Tools of
Communication,
-Training of Management
(Management process and
governance),
-Surveys, Data Collection and
Data Analysis
-Good performance
management system
-Self-paced development
(journals, conferences,
information packs)
-Refresher and top-up training
as needed to meet performance
gaps
Funding
Experts / Consultant
Performance
management system
for staff
Training Material
Availability of Funds
Access to People
Change of People
mind set
Customization of
training material
4.3 Establish student
Support services
3-6 months
Consultancy
Experts / Consultant
SBTE staff at Support
Unit
Establish support services facilities
Develop job descriptions for student
support staff
Develop student support services,
access and equity policies and
procedures
Placement/Recruit staff at SBTE,
Support Unit and their training
Funding
Governance
Media and publicity
materials
Trained staff
Career Guidance and
Counselling at STEVTA
Institutes
Funding
Recruitment of right
people
Training of staff

14. Action Plan
4.4 Information to
students regarding
access to their
own records on
Web portal
3-6 months
Consultancy
Secretary and Support
unit at SBTE
ATO & STEVTA
Expert /
Consultant
Internet
Career counselling
sessions,
Open house events
Media campaigns
Governance
Media and publicity
materials
Trained staff at
SBTE support unit
Mindset
Media outlets
4.5 Development of
approach to deal
with appeals and
complaints
3-6 months
Consultancy
Institute/student
support
SBTE support units
ATO & STEVTA
Expert / Consultants
Auditors
Develop/review policies
and procedures for
appeals and complaints
Develop complaint forms
readily available to
students
Develop and maintain
complaints and appeals
register
Audit complaints and
appeals process for
continuous improvement
Funding
Training materials
Funding
Mindset

15. Action Plan
4.6 Individual
Training/Assessm
ent plans
3-6 Months
Consultancy
Faculty at STEVTA
Institutes
SBTE Support
services
STEVTA
ATO
Expert / Consultant
Student support Services
Individual Career
Counselling pre-enrolment
RPL processes
Enrolment forms ask
information of special
needs
Information to students on
training and assessment
plans and support services
Flexible training and
assessment policies,
procedures and
approaches
Customised
training/assessment
materials/approaches
Customised training
facilities/equipment
Bridging courses
Faculty specially trained in
supporting students with
special needs
Funding
Accessible training
facilities
Specially trained
faculty
Support services
External support
agencies
Flexible learning
materials
Funding
Mindset
Policy and regulatory
frameworks

16. Action Plan
4.7 Identification of
Overseas
Employers and
Developing
Linkages
Developing
Industrial linkages
for apprenticeship
to Bridge the gap
of Training.
Developing policy
and Procedure for
Affiliation /
Registration of
Workplaces and
in-service training
places as ATO
3-6 months
Consultancy
Employer in GCC
countries,
Overseas Employment
Promoters and
agencies both in
Public and Private
Sector.
Chamber of
Commerce, Industry
association
Develop networks with
overseas employers’ in GCC
countries and in Pakistan
Preparing training for
Employer Awards
Direct financial incentives for
employers taking on
trainees/apprentices
(apprenticeship fee)
Training subsidies for
apprentices and trainees
Establishment of
Apprenticeship arrangements
Professional development for
industry personnel conducting
on the job training and
assessments
Co-ordination and integration
of on- and off-the-job training
Support and assistance to
industry personnel conducting
training and assessment
Back to industry schemes for
faculty, and industry personnel
to be guest/visiting lecturers
Funding
Governance
Industry/institute
networks
Legislative/policy
changes
Apprenticeship
reform
Media/
sensitisation
campaign
Funding
Mindset
Existing
legislation/policy
frameworks
Lack of confidence
in the training
system by industry

17. Action Plan
5.1 Records Management
system that may
include:
Information and
records management
system
Personnel
management systems
Student management
systems
Quality management
systems and audit
schedules
Resources/facilities
management system
(asset register, stock
control…)
Training/assessment
management system
3-6 months
Consultancy
SBTE Support Unit
ATO and TEVTA
Records Management
Information System
suppliers
Expert / Consultant
Auditors
Establishing or Adopting a
Records Management and
information system (Compliance
to ISO, CAMS or any other
internationally recognized
system for TEVT management)
Developing or Adopting of
Records Management policies
and procedures, including
privacy, security, student
access, and disposal
Training of staff at SBTE support
unit on Records Management
system requirements
Audit of records system for
continuous improvement
Funding
Records Management
Information System
ISO or CAMS compliant
records standards
Capacity Building of staff
Funding
Mindset
Policy and regulatory
frameworks
Staff capabilities
ICT infrastructure
5.2 QA for Training and
Assessment
QA and continuous
improvement for
access, equity and
client approaches
Ongoing SBTE Examination and
Assessment
ATO & STEVTA
Faculty
Industry
Consultant
Auditors
Training of Assessors
Policies and procedures for
assessment
Validation of assessment
materials, including ATO and
Workplaces/Industry
Audits
Internationally available
Standards for Assessment
Continuous improvement of
Assessments
Funding
Access to ATO, industry
and SBTE
Consultant
Auditors and Faculty
Relevant Training
Package
SBTE and ATO provided
Assessment materials
and Methodology
Availability of Funds
Access to People
Change of People mind
set
Availability of Auditors
Customisation of any
assessment materials
provided by SBTE and
ATO

18. Action Plan
5.3 QA of externally
delivered training
and assessment
Ongoing SBTE
Examination and
Assessment
ATO & STEVTA
Faculty
Industry
Consultant
Auditors
Training of Faculty
Policies and procedures for external delivery
and assessment (by ATO)
MoUs with industry by Institute for delivering
VET
Collection of data
Audits
Standards
Continuous improvement of approaches to
externally delivered training/assessment
Funding
Access to ATO,
Workplace/Indu
stry
Consultant
Auditors
Trained
personnel
Faculty
Availability of Funds
Access to People
Change of People
mind set
Availability of auditors

19. Action Plan
5.4 Governance Organisational structure for the institute, including
lines of authority and delegations
Job descriptions clearly stating roles and
responsibilities and deliverables, as well as
selection criteria
Policies and procedures for:
•Human resource management
•Training and assessment, including RPL
•Financial management
•Student management and support
•Records management
•Quality management and continuous
improvement
•Procurement
•Institute/industry liaison, apprenticeships and
workplace training/assessment
•Data collection and information management
•Agreements with Workplace/Industry/Institutes
delivering VET
•Enrolments and admissions
•Access and equity
•Safety and environment
Strategic and operational plans and KPIs
Evaluation plans (people, processes and systems)
Regulatory compliance

20. Action Plan
5.5 Data collection
and analysis
See above
5.6 Records
management
system
(Component II
and III)
See above