Guidelines on Skill Development of Workmen in the Road Sector

IRC 127 - Scope Summary

IRC 127 focuses on skill development and training in the road construction sector rather than technical design formulas or structural specifications.

Key Points on Scope:

• Covers skill levels of workmen, training initiatives, and policies promoting skill development.
• Addresses training of workmen, supervisors, technicians, and trainers.
• Includes provisions related to contract documents and apprenticeship engagement.
• Enlists qualification packs (QPs), National Skill Qualification Framework (NSQF) levels, and training hours.
• Provides annexures with detailed lists of courses, tasks, certifications, and contract provisions.

Important Annexures for Reference:

Summary Diagram:

graph TD
  A[Skill Development Scope] --> B[Workmen Training]
  A --> C[Supervisors & Technicians Training]
  A --> D[Contract Provisions]
  A --> E[Apprenticeship & Certification]
  B --> F[MES & NCVT Courses]
  C --> G[Qualification Packs & NSQF Levels]
  D --> H[FIDIC, CPWD, MES Contracts]
  E --> I[Apprenticeship Flow Chart & Certification Levels]

Note: For design or structural formulas, refer to relevant IRC codes (e.g., IRC 6, IRC 21) as IRC 127 is skill-development focused.

IRC 127: Introduction and Background - Key Points

• Scope: IRC 127 focuses on skill development and training in the road construction sector, emphasizing enhancing workmen's capabilities.
• Background: Post-independence transport sector growth necessitated structured skill development initiatives.
• Key Chapters: Cover transport sector history, skill status, government initiatives, training facilities, and policies promoting skilling missions.
• Training Framework: Includes apprenticeship schemes, training of technicians, trainers, and supervisors.
• Annexures: Provide detailed lists of approved courses (MES), qualification packs, certification levels, and contract provisions (FIDIC, CPWD, MES).
• Stakeholders: Multiple bodies like CSDCI, IESC, CPWD, MES, and others collaborate for skill development.
• Acronyms: Important for understanding roles of agencies and organizations involved (e.g., MES, CSDCI, CPWD).

No specific formulas or tables for calculations are provided in the introduction; the document serves as a comprehensive guide to skill development frameworks and policies in road construction.

flowchart LR
    A[Transport Sector Growth] --> B[Need for Skilled Workforce]
    B --> C[Skill Development Initiatives]
    C --> D[Training of Workmen & Supervisors]
    C --> E[Apprenticeship Programs]
    C --> F[Certification & Qualification Packs]
    D --> G[Improved Road Construction Quality]

IRC 127: Policies Promoting Skilling Mission – Key Points

1. National Policy on Skill Development and Entrepreneurship, 2015 (Clause 4.2)

• Framework to enhance skill development aligned with industry needs.
• Encourages Public-Private Partnerships (PPP) for training delivery.
• Focus on financing and support for weaker sections.

2. Skill Development Mission (Clause 3.3)

• Launched during 11th Plan (2007-12) targeting 50 million skilled individuals by 12th Plan end.
• Emphasizes:
  • Industry and employee involvement in training design and implementation.
  • Private sector role in ITI management, faculty development, and investment.
  • Government role in enabling framework and financing.

3. Apprenticeship Engagement Flow Chart (Preamble Table)

• Key bodies involved:
  • AA: Assessment Agency
  • ITI: Industrial Training Institute
  • CSDCI: Construction Skill Development Council of India
  • MSDE: Ministry of Skill Development & Entrepreneurship
  • Others: CIDC, CREDAI, CPWD, etc.

Summary Table: Roles in Skill Development

flowchart LR
    Govt[Government] -->|Policy & Financing| Framework[Enabling Framework]
    PrivateSector -->|Investment & Management| ITI[Industrial Training Institutes]
    IndustryEmployees -->|Training Design & Implementation| Training[Training Programs]
    Training -->|Skill Development| SkilledWorkforce[Skilled Workforce]
    Framework --> SkilledWorkforce

This structured approach ensures alignment of skills with market demand, promoting sustainable infrastructure growth.

Role of Construction Skill Development Council of India (CSDCI) — IRC 127, Clause 4.5.3

CSDCI is the apex body for skill development in the construction sector, including roads. Its key roles are:

• Occupational Standards: Develop National Occupational Standards (NOS) and Qualification Packs (QPs) defining competency levels for job roles.
• Training & Certification: Issue guidelines and facilitate training/certification of trainers and assessors.
• Skill Planning: Align skill development plans with industry priorities.
• Accreditation: Accredits and affiliates trades training institutes.
• Assessment & Certification: Acts as the nodal agency for trainee assessments and certifications.
• Labour Market Info: Creates and manages Labour Market Information System (LMIS) for data-driven decisions.
• Academies of Excellence: Establishes centers for high-quality skill training.

Summary Table:

This framework ensures a skilled workforce aligned with construction industry needs, enhancing quality and productivity.

IRC 127 primarily addresses skill development strategies in construction and infrastructure sectors. While it doesn't provide direct structural formulas, it outlines frameworks and management systems for skill development.

Key Elements from IRC 127:

• Skills Strategy (Clause 4.1):
  Focus on aligning training with industry needs, enhancing employability, and continuous skill upgradation.

• Skill Development Management System:
  Framework for planning, implementing, and monitoring skill development initiatives.

• Apprenticeship Engagement Flow Chart:
  Defines roles of agencies like AA (Assessment Agency), AB (Assessing Body), and training institutes (ATI, ASTI).

• National Skill Qualification Framework (NSQF):
  Standardizes skill levels across trades with defined competency benchmarks.

Important Tables and Acronyms:

Summary Diagram: Skill Development Flow

flowchart LR
    A[Skill Need Assessment] --> B[Training Design]
    B --> C[Training Delivery by ITI/ASTI/ATI]
    C --> D[Assessment by AA/AB]
    D --> E[Certification]
    E --> F[Employment/Upgradation]

Note:

For structural design, refer to relevant IRC codes (e.g., IRC 6, IRC 21). IRC 127 supports capacity building, not design formulas.

IRC 127: Categories of Workmen & Qualification Packs

Key Points from Clause 6.4 & 6.6

• Sources for Categories & Qualification Packs (QPs):

  • CSDCI/DGE&T lists for Highway & Construction sectors
  • MoRTH & MoRD Standard Data Books
  • CPWD Schedule of Rates
  • Apprenticeship Act, 1961 designated trades
  • Other road construction agencies

• Nomenclature:

  • CSDCI list nomenclature prevails if differences exist.
  • Clarifications on nomenclature differences must be provided.

• Classification:

  • Workmen categorized under trades, supervisors, operators, etc.
  • Seven annexures list courses, trades, and QPs.
  • Includes Modular Employable Skills (MES) courses approved by NCVT/NSQC.
  • Minimum education & training hours specified.
  • Ancillary categories like security, accounting, storekeeping also included.

• Training & Certification:

  • Apprenticeship Act trades require on-site training.
  • RPL/MES route candidates get structured project-site training.
  • Certification levels compiled (Annexure 7).

Typical Table Format for Qualification Packs (Example)

Summary Diagram: Flow of Workmen Qualification

flowchart TD
    A[Sources: CSDCI/DGE&T, MoRTH, CPWD, Apprenticeship Act] --> B[Listing of Trades & Courses]
    B --> C[Nomenclature Standardization (CSDCI prevails)]
    C --> D[Training & Certification Levels]
    D --> E[Deployment on Projects]
    E --> F[Ancillary Support Categories]

Note: Refer Annexures 1-7 in IRC 127 for detailed lists of courses,

IRC 127: Existing Training Facilities and Infrastructure – Key Points

• Physical Infrastructure

  • Training Institute building
  • Classrooms for theoretical sessions
  • Laboratories and project sites for practical training

• Curriculum Design

  • Tailored to each worker category
  • Includes both soft (digital) and hard copy study materials

• Trainers

  • Must be trained and certified
  • Provide knowledge and skills aligned with Qualification Packs/Job Roles

• Project Site Training Preparation (Clause 10.5)

  • Adequate space and materials for on-site practical training
  • Safety and accessibility considerations

Summary Table: Training Facility Components

flowchart TD
    A[Training Facilities] --> B[Physical Infrastructure]
    A --> C[Curriculum Design]
    A --> D[Certified Trainers]
    A --> E[Project Site Preparation]

This ensures comprehensive training aligned with IRC 127 guidelines for worker skill development.

Coordination and Management of Training at Project Sites
(Based on IRC 127, Clause 10.5 and 10.6)

Key Specifications:

• Nomination of Representatives:

  • Employer to nominate a site representative (preferably Assistant Engineer or equivalent).
  • Contractor and Sub-Contractors to nominate their representatives.

• Introductory Meeting:

  • Conduct a formal meeting with all stakeholders: trainers, Employer’s engineers, Contractor’s Project Manager, Sub-Contractors, and others.
  • Discuss training scope, anticipated difficulties, and required facilities.

• Training Facilities:

  • Classroom & Laboratory: Minimum 30 sqm area each for batch size of 30 trainees.
  • Furniture and other necessities to be provided by Employer/Contractor.

• Training Schedule:

  • Minimize disturbance to workers’ normal jobs except during practical demonstrations.
  • Theory classes to be conducted beyond normal working hours (approx. 1 hour).
  • Possibility of off-site training based on requirements.

• Documentation:

  • Minutes of the meeting must be recorded and circulated.
  • Cooperation from all parties is essential for successful training.

• Trainee Introduction:

  • Arrange an introductory meeting after forwarding trainee list to Training Agency to foster participation and motivation.

Summary Table:

flowchart TD
    A[Nominate Representatives] --> B[Introductory Meeting]
    B --> C[Discuss Facilities & Schedule]
    C --> D[Provide Training Facilities]
    D --> E[Conduct Training (Practical + Theory)]
    E --> F[Record & Circulate Minutes]
    F --> G[Ensure Cooperation & Follow-up]

This structured approach ensures effective coordination and management of training at project sites as per IRC 127.

IRC 127: Training of Trainers (ToT) – Key Points

• Clause 12.3: ToT courses must align with Qualification Packs (QP) and NSDC ToT guidelines.
• Curriculum should cover:
  • Complete domain knowledge of the QP.
  • Platform skills for both Trainer and Lead Trainer.
• Use Operating Manuals of construction machinery as a reference for syllabus content.
• Only trained and certified Lead Trainers can conduct ToT sessions.

Specifications Summary:

No explicit formulas or tables are provided in IRC 127 for ToT; focus is on structured curriculum and certified trainers.

flowchart LR
    A[Qualification Pack (QP)] --> B[Curriculum Design]
    B --> C[Domain Knowledge]
    B --> D[Platform Skills]
    C & D --> E[Training of Trainers Course]
    E --> F[Certified Lead Trainer Conducts Training]

This ensures quality and standardization in training delivery for construction machinery operation.

IRC 127: Training Methodology & Practical Demonstrations

Key Specifications from Clauses 10.7.2 & 10.7.3

• Session Planning:

  • Pre-decide theory topics and practical demonstrations.
  • Arrange materials, tools, and aids beforehand.
  • Preferably conduct demonstrations at active work sites.

• Session Content:

  • Cover materials, tools, techniques.
  • Ensure interactive participation from trainees.
  • Use Yes/No questionnaires post-session for immediate feedback, recorded individually.

• Training Duration:

  • About 30 theory classes + 10 practical demonstration sessions recommended.
  • Trainers may adjust timing based on needs.

Suggested Training Structure Table

Practical Demonstration Workflow

flowchart TD
    A[Pre-plan Theory & Practical Topics] --> B[Arrange Materials & Tools]
    B --> C[Conduct Interactive Session On-site]
    C --> D[Distribute Yes/No Questionnaire]
    D --> E[Collect & Record Responses]

This methodology ensures structured, interactive, and documented learning aligned with IRC 127 guidelines.

Assessment & Certification of Workmen (IRC 127 - Clause 26.1 & related)

• Qualification Requirement:

  • At least 25% of Skilled/Semi-Skilled tradesmen must hold certificates from recognized institutions (ITI, NICMAR, NAC, or equivalent).
  • Certificates must be submitted to Garrison Engineer (GE) for approval. GE’s decision on skill adequacy is final.

• Hierarchy & Experience Levels:

  Level	Role	Experience Requirement
  7 (Manager)	Project Manager / JGM	Diploma/Graduate + 2-3 years Level-VII experience
  6 (Supervisor)	Supervisor (ITI + Supervisory Course)	Min. 2 years Level-V experience
  5 (Foreman)	Foreman (ITI Equivalent)	Min. 3 years site experience
  4 (Charge-hand)	High Skilled Worker	1 year Level-III experience + short training
  3 (Skilled Worker)	Skilled trades	Min. 2 years Level-II experience
  2 (Assistant)	Assistant Technician	-
  1 (Helper)	Helper / Marginally Skilled	90 days site work (BOCW Act)

• Apprenticeship & Stipends:

  • Apprenticeship levels: 50% GET, 25% Supervisor, 15% Workmen.
  • Stipends for GETs: Rs. 5,000 (first 6 months), Rs. 10,000 (last 6 months).
  • Workers: 70%-90% of minimum wages over 3 years.
  • Certification by NCVT mandatory; certificates recognized for Govt. jobs.

• RPL (Recognition of Prior Learning) Process:

  • New workers must be registered under BOCW Act and assessed via RPL.
  • Unskilled workers eligible for Level-I testing after 90 days site experience.

• Training & Certification Sources:

  • Qualification Packs from CSDCI/DGE&T/NCVT/NSQC.
  • Trades under Apprenticeship Act, 1961.
  • Modular Employable Skills (MES) courses for construction and ancillary trades.

Summary Flow for Workmen Certification

Apprenticeship & Employment Linkages (IRC 127 Key Points)

1. Apprenticeship Levels & Duration (Clause 9.3)

• Government funds 75% of stipend cost.
• Employer bears balance cost (training, PPE, productivity loss, etc.).

2. Skilled Tradesmen Requirement (Clause 26.1)

• Minimum 25% of skilled/semi-skilled tradesmen must be certified from recognized institutions (ITI, NICMAR, NAC, etc.).
• Tradesmen must submit certificates for approval.
• GE's decision on skill adequacy is final.

3. Recommended Stipends

4. Hierarchy & Job Role Movement

• Hierarchy Pyramid from Project Directors to Helpers (Annexure 11).
• Job roles classified from Level 1 (Helpers) to Level 6 (Supervisors).
• Movement through experience and certification.

5. Apprenticeship Engagement Flow

• New workers selected via RPL process, registered under BOCW Act.
• Apprenticeship training is fully residential.
• Apprentices from polytechnics/ITI spend minimum 3 months at project site per semester.

flowchart TD
    A[Project Manpower Projection] --> B

The IRC 127 code references Quality Assurance (QA) and Accreditation primarily through institutional frameworks rather than specific formulas or tables.

Key Points on Quality Assurance and Accreditation:

• Accrediting Bodies:

  • NABL: National Accreditation Board for Testing and Calibration Laboratories ensures lab competence.
  • NAC, NSDC, SSCs: Oversee skill development and training quality.

• Quality Assurance Framework:

  • Use Qualification Packs (QP) and National Occupational Standards (NOS) to define skill and quality benchmarks.
  • Employ Assessment Agencies (AA) and Assessing Bodies (AB) for certification and compliance checks.

• Flow of Apprenticeship & Training:

  • Structured through bodies like DGT, ITI, CIDC, and NSDC ensuring standardized skill development.

• Standards & Compliance:

  • Follow National Skill Qualification Framework (NSQF) for uniformity.
  • Use Personal Protective Equipment (PPE) and adhere to Safety, Health and Environment (SHE) norms.

Summary Table: Key Accreditation & QA Bodies

No direct formulas apply here; QA is process-driven through accreditation and compliance with standards.

flowchart LR
  TrainingProvider --> AssessmentAgency
  AssessmentAgency --> Certification
  Certification --> AccreditationBodies[NABL / NSDC / SSCs]
  AccreditationBodies --> QualityAssurance
  QualityAssurance --> Compliance

In essence: IRC 127 emphasizes institutional accreditation and standardized skill frameworks for ensuring quality, rather than numeric formulas or design tables.

Key Formulas, Tables & Specifications for Incentives & Contractual Provisions for Training (IRC 127)

1. Training Cost & Increment

• Training Cost: Rs. 32.50 per hour per worker (from 1.04.2018).
• Annual Increment: 10% increase every financial year.

2. Tool Kits & Assessment Fees

• Tool Kits: Rs. 1500 per worker.
• Assessment Fees: Rs. 1000 per worker (post result declaration by RDAT).

3. Training Cost Provision Formula

• Training cost is charged at 0.05% of total civil work estimate.
• Total training expenditure capped at 0.10% of project estimate, including:
  • Training provider fees
  • Transportation charges
  • Consultant & data entry operator charges

4. Stipend

• Maximum stipend of Rs. 15,000 per trainee to compensate income loss during training.

5. Contractual Provisions

• Minimum 10% trained workmen (NSQF certified) to be hired.
• Training to be organized at project site as per schedule approved by Project Director/Executive Engineer.
• Supplementary agreements to incorporate these provisions for ongoing projects.

6. Training & Assessment Process

• Training Providers (TP) and Assessing Bodies (AB) empaneled by DGT, MSDE.
• Assessment per NCVT norms; certificates issued with competencies inscribed.
• Attendance and trainee details to be submitted daily to RDAT.

7. Miscellaneous

• Transportation charges reimbursed as per actuals with approval.
• Training infrastructure to be approved and set up at project site.

Summary Table

IRC 127: Implementation and Monitoring – Key Points

The code focuses on skill development and training implementation in road projects, emphasizing:

Implementation (Clause 10.5 and related chapters)

• Preparations for Training at Project Site:
  • Identify training needs based on workforce skill gaps.
  • Allocate resources: trainers, materials, and facilities.
  • Schedule training sessions integrated with project timelines.
  • Use apprenticeship and modular employable skills (MES) courses (Annexure 1 & 2).

Monitoring

• Assessment & Certification:
  • Use recognized qualification packs (Annexure 3 & 4) aligned with NSQF levels.
  • Continuous evaluation via assessment agencies (AA, AB).
• Documentation & Reporting:
  • Maintain records of trainee progress and skill upgrades.
  • Follow apprenticeship engagement flow chart (Annexure 13).

Summary Table: Training Implementation Steps

This structured approach ensures effective skill development aligned with project execution and quality standards.