Sevottam is an Indian standard for quality management in public service delivery. It aims to align service standards with citizen expectations through clear communication and consistent meeting of standards. Key components include citizen charters that declare service standards, grievance redress mechanisms, and ensuring capabilities for quality service delivery. The Sevottam framework provides criteria and processes for designing and implementing these components, conducting self-assessments, and certifying organizations that meet the quality standards. Successful implementation depends on high-level commitment, change management, stakeholder involvement, and linking Sevottam to other government reforms for improved governance.
CENTRAL SECRETARIAT MANUAL OF OFFICE PROCEDUREConsultant
CENTRAL SECRETARIAT MANUAL OF OFFICE PROCEDURE
MINISTRYOF PERSONNEL, PUBLIC GRIEVANCES AND PENSIONS
DEPARTMENT OF ADMINISTRATIVE REFORMS AND PUBLIC GRIEVANCES
CENTRAL SECRETARIAT MANUAL OF OFFICE PROCEDUREConsultant
CENTRAL SECRETARIAT MANUAL OF OFFICE PROCEDURE
MINISTRYOF PERSONNEL, PUBLIC GRIEVANCES AND PENSIONS
DEPARTMENT OF ADMINISTRATIVE REFORMS AND PUBLIC GRIEVANCES
This presentation on citizen's charters discusses its origin, key features, process flow as well as recent developments in an Indian context. The status of the initiative in Andhra Pradesh is also briefly discussed.
The presentation was created jointly with Shri Rajeev Chawla, an IAS officer of the Karnataka Cadre, better known as the founder of the Bhoomi Program.
This presentation was delivered to the IAS officers of the 2008 batch as part of the e-Governance module included in the Phase I training.
There is mostly an emphasis on need for Government Process Re-engineering to precede IT Automation. This presentation does not completely contradict this thought but states that sometimes IT automation by itself can provide many benefits and GPR needs to be undertaken with care. In case of Computerization of the Indian Railway reservation service , GPR was implemented very gradually
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
This is for educational purpose only. If you own any of the content please let me know. We are not here to hurt anyone's emotion. Please try to co-orperate and use this for educational purposes only.
This presentation on citizen's charters discusses its origin, key features, process flow as well as recent developments in an Indian context. The status of the initiative in Andhra Pradesh is also briefly discussed.
The presentation was created jointly with Shri Rajeev Chawla, an IAS officer of the Karnataka Cadre, better known as the founder of the Bhoomi Program.
This presentation was delivered to the IAS officers of the 2008 batch as part of the e-Governance module included in the Phase I training.
There is mostly an emphasis on need for Government Process Re-engineering to precede IT Automation. This presentation does not completely contradict this thought but states that sometimes IT automation by itself can provide many benefits and GPR needs to be undertaken with care. In case of Computerization of the Indian Railway reservation service , GPR was implemented very gradually
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
This is for educational purpose only. If you own any of the content please let me know. We are not here to hurt anyone's emotion. Please try to co-orperate and use this for educational purposes only.
The presentation analyses the open data movement across the world and in India. The current experiments in benchmarking open data initiatives are also briefly mentioned.
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Outsourcing and Managed Services - Developing a Common Language Between Suppl...Alan McSweeney
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Often, a variety of individuals within an organization are responsible for establishing contracts with myriad Service Delivery Organizations. Without a top-down service level management approach, the end result is often unacceptable timelines for service delivery. This presentation will demonstrate the importance of starting with the business to define SLAs and creating Underpinning Agreements that support those SLAs.
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This presentation will look at applying the CMMI for Services model to the process group, treating their functions as a service provided to the organization. The new Services process areas provide an interesting insight into how a process group might function more effectively.
Sample considerations:
> Definitions - When looking at the process group as a service, how do your define the “service system”, “service agreement”, “service request”, “service incident”?
> Service System Development (SSD) – How does a process group analyze, design, develop, integrate, verify, and validate their “service system” against defined requirements?
> Service System Transition (SST) – How does a process group deploy new or significantly changed process assets while managing their effect on ongoing service delivery?
> Strategic Service Management (STSM) – How does a process group align their services with strategic needs and plans?
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Presentation from the 5th itSMF SEE Regional Event on title: KEY ITSM DRIVERS FOR BUSINESS SUCCESS.The conference covered more than 30 inspiring and thought-provoking sessions, and as such it was the biggest and best-ever IT Service Management programme of seminars, panel discussions and keynotes in South East Europe. (http://www.itsmf.org.rs/drupal/content/itsmf-see-2011-programme)
Online version of the presentation - http://prezi.com/lstdrvohprmp/belgrad-prezentacija/
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A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
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A Strategic Approach: GenAI in EducationPeter Windle
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Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
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Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
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1. SEVOTTAM
Nayana RenuKumar
CENTRE FOR GOOD GOVERNANCE
2. Quality in service delivery
What constitutes satisfactory or acceptable quality
of service delivery ?
How to make quality uniform across places?
Going the way?
Role of standards
3. Sevottam
Seva + Uttam
A mark of excellent quality of a public service
Represents conformance to the BIS standard IS 15700:2005
Inspired by UK Charter Mark, Malcolm Balridge and ISO series, tailor-
made for Indian government organizations
Driven by Department of Administrative Reforms and Public
Grievances (DAR&PG)
A Quality Management System
Laying down and clearly communicating service standards
&
Ensuring that these are constantly met
4. Background to Sevottam
Key components of service delivery
Standards + Grievance redress
CITIZEN’S CHARTER
Reality
Written declaration by a public Prepared without involvement of
service provider that highlights stakeholders
standards of service delivery No relation with service delivery
Empower citizens/clients to demand improvement
services as per committed standards
Information about charter does not
percolate down the line, hence not
implemented
PUBLIC GRIEVANCE REDRESS
Organizations needs to have Not in place in many organizations
systems and processes to receive, Grievances not taken as feedback for
record, investigate, analyze, improvement of services
Employees not trained for improvement of
prevent and redress grievances
tasks assigned
5. BACKGROUND TO SEVOTTAM
Need for a standard to:
Align service delivery performance with citizen’s
expectations
Establish a benchmark of quality of service delivery
Provide incentives to public service organizations to
acquire and retain the mark
Enable continuous improvement, performance
assessment and grading of organizations
6. Sevottam components
Citizen’s Charter
Design and implement a citizen’s charter, monitor its
implementation, and review it in the light of feedback
received from citizens and employees
Public Grievances
Develop a mechanism of receiving, resolving and preventing
public grievances
Capability for Service Delivery
Know customers’ and employees’ feedback
Improve capabilities & resources to match them
7.
8. Implementing Sevottam
Citizen’s Charter
Cover page - Uniform
Vision
Mission No. Main services Time lines Officer responsible for Contact details of
delivery of services the officer
Service Standards
Names and contact details of Public Grievance Officer
Helpline number/ website URL to lodge grievances
Grievance Redress Mechanism
Responses to be expected
Stakeholders/ Clients Time line for redress
Responsibility centres and subordinate organisations under the
department
Indicative expectations from service recipients
Month and year for next review of the charter
9. Charter design and implementation process
Collect
Receive inputs through
information on Collect information Plan for stakeholder
stakeholder consultations
services standards on service standards consultations on service
achieved/ can be achieved by standards of departments/ field Administer survey tools
achieved by the responsibility centres units
as per survey plan
Department
Analyse data collected
through survey tools
Prepare list of
Identify services Identify stakeholder groups Prioritize stakeholder
field units
delivered to be consulted expectations
Prepare a list of
Identify Prepare plan to receive
services offered
indicators to stakeholder inputs Consolidate internal
by field units information and stakeholder
measure service Design tool to collect data on
Estimate current consultation results
standards citizen expectations
service standards
Estimate current Design tool for stakeholder Compare existing
achieved by field
service consultations on service and service standards with
units
standards service standards stakeholder
Document role expectations
Document Design tool for external
of department in
current service expert consultations on Finalise standards of
service delivery
standards service and service standards service delivered by
by field units
Department
10. Charter design and implementation process
Initiate process for
Ensure
Prepare Charter Publish charter in Sevottam
implementation of
and get approval public domain compliance by
charter by staff
responsibility centres
Prepare draft Upload on Send
citizen’s charter
department communication
Circulate for website to all staff
Provide inputs to
comments field units
Provide printed Conduct
Finalise charter copies to various training/orientati
Agree roadmap
stakeholders on session for with field units
Make bilingual
versions Disseminate staff on charter
charter contents
through help
desks etc
Charters
Ministry of Drinking water supply
11. Grievance Redress Mechanism
Information on receipt
No. Date of Name Address Landline Whether Subject of Office Brief Date of Date of
receipt /Mobile / acknowledgeme grievance Description acknowle redress
email nt given at the dgement
time of receipt
Communication to complainant
At the time of During redress, if not At the time of final
complaint redressed in time redress
Grievance number to
facilitate monitoring and
reminders
Information on reasons for Actions taken for redress
delay If not satisfied with redress,
Expected time of redress
Updated expected time of avenues for pursuing the
If not addressed in time,
redress matter further
action to be taken by
complainant
12. Grievance Redress Mechanism
Criteria for classification
Time norms for redress
Level of responsibility for redress
Criteria Grievance Timeline for Timeline for Timeline for Timeline
category redress at redress at redress at for redress
level 1 level 2 level 3 at level 4
Charter related
Policy related
Personnel related
Pensioners’ related
Vigilance related
Analysis and Prevention
Date and Grievance Systemic causes Action Planned date and Action
description of prone areas identified required to authority taken date
grievance identified improve responsible for
system taking action
13. GRM design and implementation process
Design of GRM
Prepare list of data
item to be captured in
the GRM
Implementation of
Prepare the internal GRM
process flow chart for Implement the process flow
Grievance Prevention
GRM through existing systems
Training/workshop on GRM Conduct systemic
analysis
Initiate process for
automation related decision Identify grievance
prone areas ad
Launch the GRM
remedial actions
Publicize the GRM
Take follow up action
Periodic review of GRM
to address grievance
prone areas
14. Service Delivery Capability
Understanding customer expectations
Motivation and training of employees
Availability of adequate hard and soft infrastructure
for service delivery
15. Process Stakeholder feedback on
Baseline/As-is study Gap analysis
mapping service standards
List the documents containing
information necessary for managing List issues to address Identify service
Break up the
service quality service while settings standards recipient groups who
List activities need to monitor delivery work need to be better
List the systems needed
achievement of standards contained flow into informed
distinct steps for smooth delivery of
in charter
routine services Develop method to
List activities needed to progressively Gather
collect data on
improve service standards information List the systems need
needed to information needs of
List periodic checks needed toe for continuous
improve and service recipients
ensure effectiveness of improvement for
standardise Collect and analyse data
communications service delivery
each step
List areas where use of technology is Aggregate the
known to improve service delivery Root cause analysis Resource Base Assessment
time needed
List prizes /awards for motivating staff for
to provide better services completion Identify HR
Identify the cases where
List activities which are commonly and transition requirements
for each service was not delivered
used to receive service recipient Identify finance
service as per standards
List areas where periodic review is requirements
required to keep up with changing Identify Categorise the cases
environment improvement according to the reason
Identify infrastructure
opportunities requirements
List service delivery improvement for nota achieving
areas for regular review by top standards Office management
management systems assessment
16. Integrated model for assessing service delivery
Module (3) Criteria (3)
Citizen Charter 1.1 Implementation
1.2 Monitoring
1.3 Review
Public Grievance Redress 2.1 Receipt
2.2 Redress
2.3 Prevention
Service Delivery Capability 3.1 Customers
3.2 Employers
3.3 Infrastructure
18. Intended outcomes of Sevottam implementation
IMPROVEMENT IN QUALITY OF PUBLIC SERVICE DELIVERY
Citizen empowerment Redress satisfaction Capacity enhancement
Citizen’s Charter Public Grievance
Public Grievance Service Delivery
Service Delivery
Citizen’s Charter
Redress
Redress Capacity
Capacity
INTEGRATED APPROACH
INTEGRATED APPROACH
19. Sevottam assessment framework
First level assessment
A screening mechanism to filter out organizations that do not
even enter assessment process
Has the department published and approved a Citizen Charter?
Has the department circulated Charter among service delivery units?
Has the department appointed a senior officer as Director of Public
Grievances /nodal officer for citizen charter ?
Has the departments et up a task force for formulation, implementation and
review of citizen's charter as per standards and for conducting self assessment
with the involvement of representative citizen groups?
Has the department ppublished grievance redress procedure and timelines ?
20. Sevottam assessment framework-II
Process Quality Assessment
A rating mechanism to assess the quality of related processes and
its impact in improved service delivery from citizens’ perspective
Module/Criteria/Element Systematic Adhoc
5 4 3 2 1
1 Citizen’s Charter
1.1 Charter implementation
1.1.1 How do you determine the citizen groups and
what services do you offer them?
1.1.2 How do you meet the service expectation of
your citizen’s group?
1.1.3 How do you ensure that frontline staff and
citizen groups are aware of the charter
21. SEVOTTAM SUCCESS
Success of SEVOTTAM depends on…
High level Change
commitment Management
Management
Mindset
Political Administrative systems
Implementation Stakeholder
of framework involvement
Assessment Government
Criteria Citizens
process staff
22. Sevottam
Link with Results Framework Document
Link with Right to Services Act
Link with single window portals
Link with open government
Grievance: expression of dissatisfaction made to an organisation related to its products/ services/ processes where a response is explicitly or implicitly expected. Complaints against non-delivery of services as outlined in the charter
Introduced in 2004-06. Piloted in few departments with large citizen interface 2009-10 – action plan to intensify the exercise
Grievance: expression of dissatisfaction made to an organisation related to its products/ services/ processes where a response is explicitly or implicitly expected. Complaints against non-delivery of services as outlined in the charter