EFOS.in Newsletter June 2021

www.efos.in JUNE 2021 .in Education, Employment, Employability and Entrepreneurship Development of Indian Youth SKILL INDIA MISSION FIXING THE CRISES IS NEED OF THE HOUR DISCUSSION AWARENESS : FAKE DEGREE SCAM SPREADING ITS TENTICLES Source Train Deploy

Index INDEX 1 Editorial ( Skill Development ) ___________________________ 3 2 Cover Story ( Skill India ) _________________________________ 4 -16 3 Discussion ( Source-train-Deploy is key to success ) _________ 17 - 20 4 Awareness ( Beware - Fake Job Scam )____________________ 21 - 23 5 Opportunities For Youth ( Ready to Apply )______________________________ 24 5 Inviting Partners For EFOS ( EFOS Channel partners )_______________________ 25 EFOS EDUMARKETERS PVT LTD 2021 2 .in JUNE 2021

Editorial Team EFOS.in Skilling India a novel idea, but it faces massive challenges - An Analysis of Bene ts & Challenges Founder MD Skill development is not just political Sachin Jain – [email protected] issue but it is actual need on which devel- Co-Founder opment of our country lies. It cannot be Ranjan Singh – [email protected] done by just providing training to youth to Co-Founder get entry level job which don’t have career Dr. Akansha Jain – [email protected] growth aspects. A holistic approach needs to Corporate Relations be developed where the objective of these Kulveer Kandari – [email protected] skill development programs should be; to Operations Team get basic skills; to get entry level jobs or on Anup Kumar – [email protected] job trainings; to get proper career progres- Abhishek Dixit – [email protected] sion path and if required get into higher edu- Jitendra Singh- [email protected] cation or high skills job. Mubashshira Baig – [email protected] Work integrated education, regulating on Sachit Sharma – [email protected] the job training, enrollment under NEEM Nimisha Jain – [email protected] scheme, NAPS and following source-train Manish Rawat – [email protected] and deploy model is what is needed for Fahed Khan – [email protected] making youth of today skilled and job ready. Rajdeep Singh – [email protected] If we are able to provide a skilling environ- Finance & Admin ment matching global standards, it will take Amit Kumar – [email protected] no time for India to be skill capital of the Gaurav Yadav – [email protected] world. Monu Kumar We at EFOS enable eligible candidates to get Web Design & Development to know and enroll in skill development Dev Kaushik – courses, vocational training and internships SIDEREAL TECHNOLOGIES PVT. LTD programs of their interest. The courses can Creative Designer be 'free', 'partially paid' or 'full payment' Garima Garg – [email protected] basis depending on their organizer /delivery structure. In Association With Editor S Dr. Akansha Jain [email protected] COLORING INNOVATIONS . . . 3.in JUNE 2021 EwPwINwF.eOpWinAfYoSwPayVsT..cLoTmD

Cover Story SKILL \"India's youthful manpower, a result of the demographic dividend, need to be provided with skills and ability to tackle global challenges. The more we give importance to skill development the more competent youth will be. It is important to predict the possibilities of the future, and prepare for them today itself. We have to make India the skill capital of the world.\" - Shri Narendra Modi, Prime Minister of India. Skill development is a vital tool to empower people, to safeguard their future and for the overall development of an individual. It is an important aspect that enhances employability in today’s globalization. Skills and knowledge develop- ment are the driving forces behind the financial growth and community devel- opment of any country. Skill building is a powerful tool to empower individuals and improve their social acceptance. It must be complemented by economic growth and employment opportunities to meet the rising aspirations of youth. As India targets to becoming a global economic powerhouse, it needs to equip its workforce with employable skills and knowledge. National Scenario- Youth skilling & Employment • India continues to face deep-rooted and persistent challenges of illiteracy, dropouts, skill-gap, and wage disparity, unemployment and underutilization of the workforce. • In last decade, the Indian government has been trying to build robust plans towards the skill India mission. Over 5000 Skill Development Cen- tres were started across districts and training is provided in over 2000 \"job roles\" which range from Electronics, Apparel to Retail, Telecom etc. (38 sectors) 4 .in JUNE 2021

Cover Story • Since 2009, The National Skill Development Corporation (NSDC) is mandat- ed to promote skill development by catalyzing creation of large, quality and for-profit vocational institutions. It started with a target of skilling 500 million by 2022. • In July 2015, A flagship programme - Pradhan Mantri Kaushal Vikas Yojana (PMKVY) under NSDC was launched. NSDC reduced-revised its target to skill 400 million youth. • National Apprenticeship Promotion Scheme(NAPS), National Employability Enhancement Mission(NEEM) and flexi education while working (D.VoC,B.VoC) are in focus to address the youth skilling-employability – edu- cation challenge. • These targets and programs are to address the issue of unskilled youth as well as the rise of the unemployment rate. National Scenario- Youth In Education - 47 Million Indian students dropped out of school by the 10th standard (UNESCO 2016 report). - 77% enrollment in class 10 reduces to only 52% in class 11. - Enrollment further decline by about half between class 11-12 and college (i.e. 26%). - Uttar Pradesh leads with 1.6 million out-of-school children, followed by Bihar and Rajasthan. - 7000 students go abroad for MBBS every year. Total >200,000 students go overseas yearly. 5.in JUNE 2021

Cover Story National Scenario- Youth and Vocational Skills 90% of jobs are skill-based. Only 2% of the population (15-25 age group) enrolled for vocational training vs.60-80% worldwide. Of rural and urban women aged 15–29, 49% are neither part of the labour force nor pursuing education, general or vocational. 2 million Indian institutions are imparting skills > 50 lac candidates every year undergoes various skill programs by Govt and Pvt sector. Estimated budget is >10,000 cr targeting 70% placements. Source:Bridging Skills vs. Employability gap for a SMART INDIA, PMI-national conference paper-2017., NSSO 68th Round 2014 (with data for 2011–12).,from Ministry of Skills and Development 2015. National Scenario- Youth in Employment India’s current workforce of ~468 million comprise Unemployment rates of 31% illiterate, 13% with primary education and Vs age 6% college graduates. 4% 20-24 yrs About 2% of the workforce has formal vocational 12% 25-29 yrs training, and 9% have non-formal, vocational train- 30-34 yrs ing. 29% >30 lakh graduates, > 10 lacs engineers, > 8 lacs Jobs Distribution Diploma, > 3 lacs ITI join the Indian job market every year. 8% Nearly 12.5 Lakh new workers aged 15–29 are Formal projected to join the workforce every month through 2022. Sector 92% Informal Sector 6 .in JUNE 2021

HISTORY OF SKILL DEVELOPMENT PROGRAMS IN INDIA National Policy on National Skills (new) National Indian Education Skill Development Qualification Policy on Commission Framework Education (Kothari and Commission) Entrepreneurship National Policy Apprentices National Skill (first) National (first) Industrial on Education (Amendment) Development Policy on Policy Corporation (NSDC) education Act established (NPE) 2020 2015 2013 2008 1986 1968 1964 1956 2016 2014 2009 1992 1969 1966 1961 Flagship program Ministry of skill (modified) (first) Apprenticeship PMKVY2.0 Development National Policy Industrial Act 2016-2020 on Education Training and Institute A revised launched Entrepreneurship (NPE) PMKVY3.0 to train 1cr established Cover Story(first) NationalNational Policy Labour 7.in JUNE 2021 on Skill Policy Development youth Training and National Skills Development will be launched Apprentice division moved to MSDE Agency (NSDA) (from MoLE) established

Cover Story Skill Development Eco System in India 1 Skills and knowl- 5 The National Skill trainees’ aspirations for sustainable livelihoods. edge are the driving Development Mission b) Establish and enforce forces of economic launched by the Minis- cross-sectoral, national- growth and social devel- try of Skill Development ly and internationally opment in a country. and Entrepreneurship acceptable standards on July 15, 2015, aims to for skill training in the 2 As opposed to create convergence country. across sectors and developed countries, States in terms of skill 8 Infrastructure where the percentage training activities. of skilled workforce is Build capacity for skill between 60% and 90% 6 Sub Missions development in critical of the total workforce, un-organised sectors India records a low 5% a) Create an end-to-end (such as the construc- of workforce (20-24 implementation frame- tion sector, where there years) with formal voca- work for skill develop- few opportunities for tional skills. ment skill training) and b) incorporation of skill- provide pathways for 33. Realizing the ing in the school curricu- re-skilling and up-skill- lum ing workers in these importance, more than c) providing opportuni- identified sectors, to 20 Ministries/Depart- ties for quality long and enable them to transi- ments run 70 plus short-term skill training tion into formal sector schemes for skill devel- d) providing gainful employment. opment in the country. employment and ensur- ing career progression 9 Trainers 45. Besides consol- that meets the aspira- tions of trainees. Enable pathways for idating and coordinat- ing skilling efforts, it 7 Institutional transitioning between also aims to expedite decision making across Training the vocational training sectors to achieve skill- ing at scale with speed a) Align employer/indus- system and the formal and standards. try demand and work- force productivity with education sys- tem,through a credit transfer system. 9 .in JUNE 2021

Cover Story 10 Convergence for matching the per candidate. Avg Cost demand and supply of is around 75000 per can- Ensure sufficient, high skilled workforce in the didate for the skilling. country. The LMIS, will c) Recognition of Prior quality options for on the one hand learning for upskilling provide citizens with of youth already work- long-term skilling, vital information on skill- ing in industries. In this ing initiatives across the scheme,individuals with bench marked to inter- country. On the other, it prior learning experi- will also serve as a plat- ence or skills were nationally acceptable form for monitoring the assessed and certified performance of existing Duration was 8 hours to qualification standards, skill development 100 hours and payout programmes, running by govt was around which will ultimately in every Indian state. Rs.3000-8000 per candi- date. contribute to the d) Special Projects – which is approved for creation of a highly woman, disabled , trans- gendors or special skilled workforce. areas like JnK, North East, Naxlite Areas etc. 11 Overseas Emp- 15 -loyment Who Can be Trained Support weaker and 14 Di erent Type under Govt Funded Skill of Programs Development Program- disadvantaged sections Training has to be provided to Indian of society through youth who are either school/college drop- focused outreach a) Short term non-resi- outs or unemployed. dential training with After completion of programmes and target- duration of around 150 training assessment is and 300 hours with govt conducted and then ed skill development spend of Rs 8000 to candidate has to be Rs.30000 per candidate placed. activities. avg is around Rs. 15000 per candidate. These 12 Livelihoods programs are run by Ministry of Skill Develop- Propagate aspirational ment, Minority Ministry value of skilling among and Many other central youth, by creating social ministries and almost awareness on value of all state skill develop- skill training. ment missions. b)Residential long term 13 Leveraging training with duration Public infrastr- of around 500 hrs to -ucture 1200 hrs and govt payout for the same Rs Maintain a national 30000 to 100000rs database, known as the Labour Market Informa- tion System (LMIS), which will act as a portal 10.in JUNE 2021

Cover Story Avg Cost of the Placing a Candidates – - In Short Term and Special Project Avg cost of training is around Rs. 15000 and in Long Duration Residential Training it is around 70000 . If we assume that 60% in short duration training and 40% in long duration train- ing the avg cost of training will be around Rs. 37000 - If we assume 50% of the placement which data is avail- able on different schemes website than also per person cost of Employment is around Rs. Rs. 74000 per person to get a minimum wage job. These are the schemes focused on training the candidates, assessing them and finally placing them in the industry. Success of these schemes could only be achieved if candidates under these schemes are proper mobilized, trained and finally placed. There are very few options of employment where a certify candidates gets more salary than a non-certify candidates, this is emerging as one of the crucial factors affecting the mobilization of candidates. Moreover, there are many sectors where this much of skilling is not required at all. As per the statement tabled by the skills development minister Mahendra Nath Pandey in Rajya Sabha in Feb 2021, 36.04 lakh candidates were trained under short term training (STT) component. Out of this, 18.95 lakh candidates have been placed (2.77 lakh – self-employed, 15.83 lakh – wage employed and 0.35 apprenticeship). This accounts for around 50% of the placement and there is no data about how many of them are still in job. Job retention is equally important. Place- ment is worth is candidate gets placed and retains his job and is earning for himself and family.Recognition of prior learning is not linked with place- ments; it is about upskilling. In short term training, as per reported numbers 51.44% is placement and 46.52% candidates are placed under special proj- ects.In one of the schemes under long term residential training ,placement is around 50%. Having spent such huge amount of funds on skilling of individ- uals and not getting them placed is of no use. This is cause of concern that having spent huge amount on enhancing skills of youth, why are they not getting placed. Why candididates trained under Skill India were unable to find jobs.Skills India schemes have such huge funds involved then also outcomes are not beenachieved?? Why is it so??What are the shortcomings of these schemes? Even the reports state that the number shown in place- ment are not actual number but inflated ones. Actual placement rate is far below. 11 .in JUNE 2021

Cover Story What is the Success Criteria – - Before 2014 there was no criteria for tracking placement in most of the schemes, only training was the concern. - Now There is a third party certification to assess the skills on based of Qualification Pack and National Occupation Standard , having clear that assessment is one of the success criteria . - After 2014 , Getting a Job for atleast 50% of the trained candidate is bare minimum success criteria and success when 70% of the trained candidates are placed with 3 months of their retention in the job. - Successful wage employment means A Job with at least minimum wage and as per all labor laws. Govt has also allowed to place in Work Integrated Programs, National Apprenticeship Scheme, NEEM ( Nation- al Employability Enhancement Scheme ) also and consider that as a placement for skill development courses. 12.in JUNE 2021

Cover Story Challenges In The Skilling Landscape In The Country • Bottom of pyramid segment is being missed because of lack of awareness: The target of Skill India was to reach out to 300 million young people by 2022 but this target remained far too high in achieving because of not reaching grass root level for proper mobilization. • Poor employment linkages: PMKVY was totally dependent on its TP’s to get candidates placed which emerged out as one of the biggest challenge. • Chronic challenges of quality infrastructure, training, pedagogy and the involvement of inter- national partners in the delivery of skilling programmes. • Selection of effective training partner with upright integrity: There were so much of public fund involved that integrity of the training partner remained biggest challenge as TP were busy completing targets and filling papers in files to complete process as monitoring always lacked. Also, Targets were given to few favorite training partners of the government who failed to deliver. • Proper skilling and the actual placement is a big question: Employability issues are common amongst the candidates as good quality training was not provided to students and training was done just for name of training which ultimately resulted in inability to get trainees actually placed. • Proper monitoring is major missing part of the scheme: There were so many TP and even more TC so it became really tedious for limited staff of NSDC to monitor data flow, informa- tion, funds and various processes under various skill schemes. • Skill development programmes of the Central Government are spread across more than 20 Ministries/Departments without any robust coordination and monitoring mechanism to ensure convergence. • Multiplicity in assessment and certification systems that leads to inconsistent outcomes and causes confusion among employers. • Narrow and often obsolete skill curricula. • Declining labour force participation rate of women • Predominant non-farm, unorganised sector employment with low productivity but no premi- um for skilling. • Lack of mentorship and adequate access to finance for startups. • Lack of entrepreneurship skills: While the government expected that some of the PMKVY-trainees would create their own enterprise, only 24% of the trainees started their busi- ness. And out of them, only 10,000 applied for MUDRA loans. • Low industry interface: Most of the training institutes have low industry interface as a result of which the performance of the skill development sector is poor in terms of placement records and salaries offered. 13 .in JUNE 2021

Cover Story Way Forward We need to have a holistic approach to vocational education and skill develop- ment by having a defined approach for both short-term and long-term train- ing courses to meet the objectives of the Skill India programmes.India needs to learn from technical and vocational training/education models in China, Germany, Japan, Brazil, and Singapore, who had similar challenges in the past, along with learning from its own experiences to adopt a comprehensive model that can bridge the skill gaps and ensure employability of youths. Global Best Practices Studied Multiple pathways and credit transfers must be allowed in present educa- tion system 14.in JUNE 2021

Cover Story NSQF Path For Employnment Multiple Pathways 15 .in JUNE 2021

ENTERPRI Cover StoryAMEWORK Proposed Innovation Model Required SE RISK M ANAGEMENT FR Innovative Model Dropout students into Mainstream If we are able to provide a skill- ing environment matching Earn and While Learn - OJT Opportunity for Students global standards, it will take no time for India to be skill capital Regulating the OJT- Harmonizing the OJT through of the world. OJT Diary The key to success lies in proper implementation, which Capacity Building- Teacher OJT at Start of each requires co-ordinated efforts Semester of all stakeholders comprising trainees, training providers, Digital Learning- Moocs, e-course 10671-E-books, industries, sector skill councils, 5000+ E-Journala, 20+ E-Newspapers, 2500+ books, certifying and accreditation 15+ Magazine bodies, government and its agencies. The Fee is subsidized and each student covered under Accidental Insurance 16.in JUNE 2021 Work Integrated learning programme in world class OJT Facility Industry Integration - On boarding Industry for Outcome based Skill Education

Discussion Time to think out of box: Source- TSraUin-CDeCplEoySisSthe key to India has the world’s youngest workforce. But this fresh talent is not prepared with the right skills to fit in the changing industry demands. There is abundant industry relevant talent available for traditional skills in the current talent landscape. While we find shortage of professionals equipped with emerging skills for various job roles. The available talent lacks the training and skills employers requires leading to count- less jobs in India going unfilled. Source Train Deploy So, there is need to think out of box and bring a change in traditional talent acquisition methods. We need to develop a strategy to meet the acute talent requirement by changing the trend from hiring‘talent’ to hiring ‘skill’. 17 .in JUNE 2021

Discussion Source-Train-Deploy is the emerging concept in which industries can recruit in youth with skills and then train them as per their requirements so that they can be deployed to desired positions. It aims at finding the right candidates from different sources, training them on the exact skill set required and deploying them on the desired job position once the training is finished. This helps compa- nies save a lot of time and money and get the resources with the exact skill set and technology for the project. It is also known as the talent-on-demand model. In this model, the candidates will be put through a rigorous training programme and be deployed at desired job positio at the end. It is an industry demand driven concept which will help in meeting the manpower requirements of the industries across various sectors and domains. Source- Train – Deploy model This is very impressive concept and it becomes more fruitful if indus- tries having huge CSR budgets can spend their CSR fund in training the recruited youth to fit in their requirement. This will be a value addition for the companies and this can be win-win situation from perspective of both companies and youths. Presourcing- Identi - Sourcing-mobili- Recruiting cation of the desired sation of candi- Recruiting the skillset required and dates who can candidates after the sources through t in the desired prooer interview which such manpow- positions . processes. er needs can be ful lled. Deployment - Training- Provid- Placing the candi- ing training to candidates so date to desired that the candi- vacant positions . date acquire all required skills. He is ready to work from day 1. 18.in JUNE 2021

Discussion Reduction in overall cost On Tap JIT resources avaliability to the tune of 30-50% Resources Zero/Minimal Bench Cost 2 Reduction 3 Better Better control of the process Outcomes for consistency, repeatability, Industry ready professionals, Higher and predictability camn be put on the job Productivity much faster than peers 4 Bene ts of Source, Train & Deploy :- Cost Effective Talent Acquisition- Save the costs lost to recruiting, training, IT infrastructure and mis-hiring. Custom Trained for required Environment-Trainees are custom trained for required skill set by creation of exclusive talent pools which work with enhance existing talent and provide resources with hard-to-find skills. Increased Efficiency and Productivity- Candidates are well versed in the required skills and hence can work more effectively On tap resources- Resource is always available in just in time with zero or minimal waiting. Win-win model for all stake holders- This approach proves to be a win-win model for all stake holders involved. The magic of this model This model delivers outputs at scale with consistency, repeatability and predictability. If executed the right way, it addresses the needs of all stakeholders and results in a win-win for all. 19 .in JUNE 2021

Discussion For Corporates/Employers Companies today list effective recruitment as one of their top priorities and also one of their biggest bugbears. Companies are eagerly search- ing for capable trainees, graduates, and professionals to start work immediately and it is a challenge to find the candidate with desired skillset. This model provides the candidate who is ready to perform from day 1. Moreover, companies can use their CSR funds for training of recruited trainees leading to zero cost of training and getting desired workforce. For Trainees As there is assured job at the end of the training, motivation level of trainees is high and they focus on learning and acquiring skills rather than searching for jobs on a daily basis via off campus and other routes. It leads to Holistic and all round development of the trainees. Pygmalion Effect also works here are outcomes are good. For Training Partners If third party is involved for training, they get money for their services and also they feel satisfied as they know the skillset in which they need to train trainees. This is also scalable and sustainable model. In house training providers also are in win-win situation as they train exactly same of what is required. The bottom line 'Source Train Deploy' encompass all aspects involved in on-boarding employees such as recruiting, hiring, orientation, training and long-term integration. This helps merging new hires into the existing team after making them productive and billable assets. 20.in JUNE 2021

Awareness BEWARE: FAKE DEGREE SCAM SPREADING ITS TENTICLES The fraudulent reproduction of certificates has increased significantly in recent years making our whole education system jeopardy and is creating menace for all stakeholders. With education becoming a profitable business in India, demand and supply for fake educational degrees has risen tremendously and fake degrees are flooding the country. You can obtain fake tenth, intermediate and other degree within no time by paying just Rs 10,000-15,000, for graduation, post-graduation and engineering certificates, you just need to pay Rs. 20,000 –Rs. 75,000. There exists an influen- tial mafia network that facilitates fake degree infrastructure in India. These gangs produce certificates with the name of the university of one’s choice. Forg- ery of documents is a growing problem and demands the utmost attention. On the other hand, you might spend lakhs of rupees for your degree and get a degree which has value of not more than the paper. It is not only employers or universities who are duped by fake certificates but also students who are cheat- ed by them. Fake document mining institutions are mushrooming in all corners of the country. 21 .in JUNE 2021

Awareness There are four types of fake degree mining scams prevalent in our country:- First are the ones who are just fake degree/document printers. These are hidden mafias who take money and give you the fake document you want in a day or two by charging Rs.5000 to Rs.75000 from you. Second one are the fake universities functioning in our county where they offer you admission and you obtain a degree which has no value. Fake universi- ties are unrecognised institutions that do not have accreditations and are not established under any Centre, state/provincial Act as per section 22(1) of the UGC. On October 7, 2020, the UGC issued an annual list with 24 such universi- ties operating in India. The third one is online fake degree scam. Growing number of online higher learning institutions had led to increasing number of online scam. Some of so called diploma mill or degree mill have been proving degrees, college and university certificates and transcripts to students who are even not authorized to do so for some fees. They are reaping money by merely selling degrees for cash. It is one of the most important concern that students may buy these online degree programme and end up spending huge money for a worthless degree. As per rule, Universities/ colleges with NAAC score 3.26 and above can only provide degrees in online format. The fourth one are those who are providing degrees/ diplomas by fake means. As per the law, for regular degree there is prescribed guidelines for number of classes, internals, practical’s, assessments, on job training etc. These degree providers are using shortcuts and granting you degrees as per your and their convenience. As per one estimation around 10000 people complete law degree every year in India without attending a single class and these people include govt officials, corporate legal and HR team professionals, politicians, faculties and many others. As per sources, it has been found that around 50000 people complete B.Ed without attending a single class. Many a times candi- dates are unaware of the fact that these degrees cannot be attained without attending proper classroom training and are misled by such scammers and they attain these degrees while working in industries. Why fake degree scam is spreading its tentacles so fast ? The Gross enrolment ratio in India is 26.3 percent so there is huge gap between education providers and seekers, the fake universities take advantage of this scenario and they guarantee education and providing degrees. 22.in JUNE 2021

Awareness However, the purpose of fake universities usually is to mint money at the expense of the aspirations of mostly the underprivileged youth. Having sound credentials for name sake has led to blooming of this massive industry that provides baseless education and spurious qualifications. The result is a nation of ill-educated young people in dead-end jobs. The unfortu- nate part is that a vast number of our public institutions are also part of the system that provides indescribably sub-standard education that leads to worthless degrees. And yet, because of credentialism, young people are des- perate to acquire a degree or diploma by any means possible. Nextly, there is a demand for diplomas and degrees, and so these diploma/de- gree mills exist. These degree/diploma printing mafias can only bloom if there is demand for such document. Some youth only want documents for getting additional degree in their resume or for getting married or for promotion and they buy these false documents willfully by paying handsome amount. corners of the country. Here are a few suggestions through which students and varsities profes- sionals identify genuineness of degrees: 1. Ensure the authenticity of the university/institution 2. Inspect certificate design 3. Check for anti-counterfeiting security features 4. Check for digital track and trace features Govt of India is making an attempt in this direction by establishing Online veri- fication system for documents. UGC’s initiative ,National Academic Depository ,aims at ensuring a credible and convenient mechanism for online lodging, verification and authentication of the academic degrees /diplomas/ certifi- cates issued by various educational institutions. It also aims to eliminate fraud- ulent practices such as forging of certificates and mark-sheets, by facilitating online verifications thereof. Also, Digilocker has been launched by Govt which is a platform for issuance and verification of documents & certificates in a digi- tal way, thus eliminating the use of physical documents. With fake certificate rackets and subpar education tarnishing the nation’s image, there are tougher actions required from the Govt. Unless tougher con- trols on false certificates are put in place, there won’t be an end to these scams. We at EFOS aims at spreading awareness about such degree miners to the youth. If you come across any such scam please do write us at [email protected] 23 .in JUNE 2021

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.in www.efos.in INVITING PARTNERS FOR EFOS EFOS partners are building blocks of EFOS physical reach out network. * Responsible for eld mobilisation and onboarding of youth on EFOS platform * Can earn ‘revenue’ on successful closure of ‘opportunity’ Key Responsibilities Of EFOS Partners 1. Proactive reach out to local youth, those who are looking for ‘Career and education’ opportunities and seek assistance in plan- ning and choosing for them. 2. Sensitizing and on boarding youth on EFOS portal to access veri- ed opportunities, need based counselling and match making , prompt reach out on availability of matching opportunity. Bene ts Of Being A EFOS Centre Partner 1. One EFOS centre in a district. 2. Low Investment for Franchisee 3. Revenue sharing and incentives by EFOS 4. EFOS support and analytics for led mobilisation For More Details you can CONTACT on 8744050874 or Mail to [email protected]