TAMA-PHED PUNJAB Training Report fn 26-06-2010

Report on Training Workshop
on Community Participation
for Improved Water
Management & Sanitation
Services
Capacity Building of PHED Technical & Community
Development Unit Staff
(South Punjab Region)
Consultant(s)
Zafar Ahmad, Team Leader
Zubair Ahmad Qureshi, Social Scientist
Ehsan Nadir, Logistics and Accounts Assistant
Ali Adnan Amman, Logistics and Accounts Assistant
May – June, 2010
Pakistan

Training Workshop for PHED and CDU Staff | Table of Contents 2
Table of Contents
Table of Contents.......................................................................................................................................2
Abbreviations & Acronyms........................................................................................................................3
Acknowledgement......................................................................................................................................5
Executive Summary...................................................................................................................................6
1. Background & Introduction.................................................................................................................7
2. The Training Aim and Approach........................................................................................................8
3. Session Notes ......................................................................................................................................9
Session 1.1 Introduction .........................................................................................................................9
Session 1.2 Right Based Approach ........................................................................................................9
Session 1.3 Vision ................................................................................................................................10
Session 2.1 Community Participation ...................................................................................................11
Session 2.2 Role & Responsibilities .....................................................................................................11
Session 2.3 W&SS Activities and Project Cycle Management.............................................................12
Session 3.1 Communication Skills........................................................................................................13
Session 3.2 Team Work........................................................................................................................13
4. Memorable & Award of Certificates to Participants......................................................................15
5. Participants’ Attendance Summary.................................................................................................16
6. Participants’ Learning Analysis........................................................................................................17
7. Workshop Facilitators’ Performance Analysis...............................................................................18
a. Style and Delivery .............................................................................................................18
b. Knowledge of Subject .......................................................................................................19
c. Responsive to the Group ..................................................................................................20
8. Overall Conduct of Training Program Analysis .............................................................................21
Conduct of Event ....................................................................................................................................21
9. Conclusions ........................................................................................................................................22
10. Recommendations.............................................................................................................................23
11. Emerging Issues ................................................................................................................................24
Annexure – A: Participants’ Attendance Information..........................................................................25
Annexure – B: Participant’s Learning Assessment.............................................................................34
Annexure – C: Workshop Glimpses ......................................................................................................52
Annexure – D: Scanned Copies of Attendance Sheets ........................ Error! Bookmark not defined.

Training Workshop for PHED and CDU Staff | Abbreviations & Acronyms 3
Abbreviations & Acronyms
CDO Community Development Officer
CDU Community Development Unit
JRO Junior Research Officer
MDGs Millennium Development Goal
PCM Project Cycle Management
PDSSP Punjab Devolved Social Services Program
PHED Public Heath Engineering Department
SDO Sub Divisional Officer
TA Technical Assistance
TAMA Technical Assistance Management Agency
TORs Terms of References
WASCOs Water and Sanitation Community Organisations
WSS Water Supply and Sanitation

Training Workshop for PHED and CDU Staff | Responsibility 4
Responsibility
This report reflects consultants’ observations and experiences based on the level of
interpersonal communication, interaction with the trainees’, coordination level and information
shared & perceived. There is always room for improvement. However, it is not necessary for the
reader to agree with the contents, conclusion, suggestions and areas of improvement
as indentified there in.

Training Workshop for PHED and CDU Staff | Acknowledgement 5
Acknowledgement
A training program is regarded as investment to human capital ir-respect of its cost recorded as
expense. None of the capacity building program can achieve the devised objectives unless
utmost commitment is ensured from the High Ups. Such extended gesture provides life line to a
training program; as rest of the structure to the grass root level even to the participants and
ultimate beneficiaries of the program, lies on the self-less commitment and ownership of the
program by the top level management.
This PHED and Community Development Unit capacity building program on community
participation for Improved Water Management and Sanitation Services is privileged on having
attained un-shattered commitment and all the time ownership by Mr. Irfan Ali, Secretary – HUD
& PHED and his dream-team, since inception to the end activity of the event. There is no
question about to admit the presence of ingredient PHED top management commitment
resulted into meet with the realistic interpretation of the matter.
TAMA Training Team is thankful to the focal person(s) heading Public Health Engineering
Department at District as well as Divisional level. The Superintendent Engineer and Executive
Engineer(s) extended their cooperation to pursue attendance level of their staff members in the
training sessions. It has been great honour to have presences of Executive Engineer(s) in most
of the training sessions as participant alongwith their full length staff members showing sound
gesture of his involvement in the program.
We are also thankful to the participants: CDO and CBMs in particular and PHED Technical staff
in general. At each district level in south Punjab region; very effective participation is extended
by the CDU team. This is evident by all the time attendance ratio of CDU Team.
We are also thankful to TAMA & PDSSP personnel, particularly, the Team Leader – TAMA and
Project Evaluation & Monitoring Officer; Mr. Javed Iqbal; extended valuable guidance and
support to complete the event as planned.
I am also personally thankful to the dream team members attached to me in order to carry out
the event. With their selfless efforts, I, being Team Leader have been successful in performance
of the task without experiencing any conflict in the team.
Zafar Ahmad
Team Leader (SP60-1)

Training Workshop for PHED and CDU Staff | Executive Summary 6
Executive Summary
In pursuance of devised training objectives; program commenced as per inception report and
first training commenced on 10th
May, 2010. In south Punjab Region, 09 Districts: Muzaffargarh,
Layyah, Multan, Dear Ghazi Khan, Rajan Pur, Rahim Yar Khan, Bahawalpur, Lodhran and
Bahawalnagar, are taken into account. There are 189 registered participants comprising to both
PHED Technical and Community Development Unit Staff, in all above nine districts.
As per 03 day training agenda, sessions as per manual are unfolded in the workshops. The
community development unit is seen more enthusiastic and participative in the workshops,
believed as the reason of being first ever training program arranged for the staff members since
they got appointment in PHED. The technical unit has also been paying attention to the training
content, but experienced as having thrust to acquire knowledge and skills relating to their core
work assignments: like designing and technicalities of water supply scheme projects. In most of
the training sessions we received feedback as technical unit intend to have training pertaining to
their core work assignments and eager acquire the use of new technology in delivery of their
assignments.
Total of 189 registered participants in 09 Districts of South Punjab Region; over all 87.90% of
participants attended the training program wherein community development unit has been
upfront in maintaining good attendance in training sessions. In most of the training sessions, the
focal person(s) at District level i.e. the Executive Engineer attended the training sessions on
regular basis for three days. The District Layyah has been at the top in maintaining 100%
attendance level in all three days of training where as Bahawalnagar is seen as lowest
attendance level with 70% while in other districts attendance level has been in between 85% to
95%. A summary on participants’ attendance is provided herein where as detailed analysis
given as per Annexure-A.
Those participants were awarded with the certificates of participation attended at least for two
days of training sessions. Alongwith the certificates, participants were provided with the group
photo as well as list of participants serving as memorable of the event.
Likewise training, every event has an opportunity cost; which is very much justified with the level
of achievement of objectives both in qualitative and quantitative manner. For the reason, a
coherent training evaluation kit was developed (as per format provided in the inception report)
and used to assess the training outcomes covering different dimensions: pre & post test
analysis, participants’ self assessment, Trainers’ performance analysis and over all training
program evaluation inviting participants’ suggestions to improve future programs. District wise of
the training, a comprehensive analysis is done as per Annexure(s)

Training Workshop for PHED and CDU Staff | 1.Background & Introduction 7
1. Background & Introduction
The Punjab Devolved Social Services Program seeks to achieve progress with the Millennium
Development Goals (MDGs) related to poverty, gender, education, health, and water supply and
sanitation (WSS). The Program’s objective is to strengthen devolved social services for a more
equitable, efficient, effective, and sustainable delivery of social services. The Program is built
around three principal policy outcomes: (i) realigning intergovernmental relations to support
devolved social services; (ii) rationalizing and setting minimum standards for social services;
and (iii) strengthening the public accountability mechanisms and promoting public-private
partnership. The Program covers all 36 district governments and 34 program Tehsil (town)
municipal administrations (TMAs).
The Community Development Unit (CDU) of the Public Health Engineering Department (PHED)
has assumed the important role of promoting community participation in design, implementation
and operation & maintenance of water supply schemes. The recently established CDU is staffed
with one Community Development Officer (CDO) and six Community Based Motivators (CBMs)
in each district of the Punjab Province. Additionally there are around 3611 Water Supply and
Sanitation Community Organisations (WASCOs) running water supply schemes installed by
PHED. The PHED has identified the need for technical assistance (TA) to strengthen its
Community Development Unit for improved rural water management and sanitation services at
community level. Additionally the department wants to build the capacity of both its engineering
section on effective involvement of communities in design, implementation and operation &
maintenance of water supply schemes.
As we have observed, most of the development work carried out results into wastage of tax
generated resources. Same is the case with water supply and sanitation schemes as well. The
main reason has been seen as non-involvement of end beneficiaries - the community people for
whom the schemes is actually implemented; are not taken into account at any stage of the
project cycle. Hence the result is obvious. The community dame cares of such high cost
projects that can not benefit as per their requirements. On one side, where the competent
officials feel that they can do sound decisions and know better which of the service is crucial to
the public; gets reaction of the public being irrelevant to all such matter. There is no sense of
ownership prevails in the community; and at the end such development schemes remain
unsustainable.
Therefore, such training program is evolved in order to strengthen the capacity of CBMs on
board in CDU as well as PHED technical personnel decision making process in lines with taking
community desire and wants into account. This is a sound initiative basically to get the
behaviour change towards community mobilization so that they feel the ownership in the project
to sustain in the long run.
Therefore, capacity building program is designed to have CDU and PHED technical staff sits
together in a training workshop to equip them with handy skills to work on the water schemes
more effectively. PHED in south Punjab region, comprising to 09 districts entrusted to the team
of four members: Zafar Ahmad (TL) with Social Scientist Zubair Ahmad, having support from
Ehsan Nadir and Ali Adnan Aman as logistics Assistant(s) to conduct training session in the
above region.

Training Workshop for PHED and CDU Staff | 2.The Training Aim and Approach 8
2. The Training Aim and Approach
The training program commenced obviously with the training schedule as elaborated in the
inception report; but in pursuance of following training objectives:-
 To enhance the capacity of the CDU and engineering section staff in community
mobilization and participation.
 To improve effective interaction between PHED and CBOs (WASCOs)
In order to achieve above milestones, the training mixes theory with practical applications,
introducing a range of interactive training methods, such as group discussions and practical
exercises. Training proceedings carried as session plan; this has been key strategy to utilize the
time on floor effectively. Participatory tools like: Group work, Role Play, Brain Storming,
Energizers, Audio – Visual presentations are used to make the session interactive.
 PHED focal person at district level i.e. Executive Engineer (Heading PHED at district level)
is contacted first requesting him to direct the staff to participate in the training session
alongwith maintaining good attendance level during sessions.
 Logistic arrangements for training workshops ensured well before commence of each
training workshop. Keeping in view the far long districts; sufficient and necessary days are
taken into account between conduct of every training event.
 Each participant is provided with a training kit: nicely prepared filing bag with workshop topic
printed on it, a writing pad bearing sufficient and necessary quality papers, eraser and
sharpener. Every participant is also provided with nicely printed name tag. Also, name tag to
be put on the desk for each participant was arranged. This strategy worked fine to grab the
attention of each participant during the sessions by address him/her with his/her own name.
 Congenial working environment is ensured by providing air-conditioning facilities,
comfortable seating arrangement, necessary audio-visual aids, noise free learning
environment and delicious lunch and refreshments.
 Easy to understand preferably participants feel comfortable language was used to unfold the
training content so that participants’ interest and attention is ensured.
 Daily evaluation exercise carried out by taking participants feedback on their own learning
as well as workshop facilitators’ performance; with the intention to improve applying best of
skills and demonstrated behaviour to meet training objectives.
 Alongwith daily evaluation; a comprehensive workshop evaluation format and pre-post test
mechanism was designed as per specimen annexed with inception report; is applied here in
letter and spirit.
 In order to encourage participants; those who attended at least for two days of training
session awarded with the certificate of participation. In addition to this, Hard copy of
participants list, soft copy of training content & power point presentations and one printed
group photo taken in the workshop also provided to each training participant.

Training Workshop for PHED and CDU Staff | 3.Session Notes 9
3. Session Notes
As per inception report submitted to TAMA – Team Leader, this report is reflection on the
activities taken as per plan and performed in the field i.e. concerned with the training sessions
held there at. Following is the description on summarizing training session by session notes
accumulated over the 09 training workshops:-
Session 1.1 Introduction
The workshop(s) is always inaugurated with recitation from versus of the Holly Quran followed
by the welcome note from the TAMA - Team. Where ever, the Executive Engineer took some
time out from his pre-occupied assignments and grace the occasion in the workshop with his
presence; he was invited for inaugural address and sought view point on the scope of the
training program.
The participants took keen interest in the introduction to participants’ activity “Hum Tum”; and
received as improvement in their presentational skills as they were supposed to introduce their
counter-part, in pairs, on the floor.
The training agenda was discussed and hard copy provided to each participants; that developed
a sketch on what to do during the course of the training days. The participants were invited their
expectations about the training; and then linked to the devised training objectives. It was found
good that participants’ expectation almost 100% matched with the training objectives except for
expectations from some technical staff interested to learn how to use the technical equipment
and design of water supply scheme.
Pre-Test to assess the learning before training is conducted to come up with the understanding
of participants on the concepts supposed to be discussed in the training outline. It was
welcomed by the participants without showing annoyance on pre-examining the participants’
capabilities. This activity helped in devising the strategy to unfold the training content as per
level of understanding of the participants.
The introduction session is lasted with chalk out of Code of Conduct to proceed the session in a
smooth fashion and to observe the punctuality in break hours and attendance in letter and spirit.
Session 1.2 Right Based Approach
This session is floored with the objective to refresh and sensitized the participants on
understanding of RIGHT in other words applying RESPONSIBILITY to the individual. Its
inception and development from time to time was gone through the presentation.
The participants were brain-stormed on the word right and concluded with the precise definition
on RIGHT: as claim to respect, protect and fulfill. The session was taken in plannery through
power point presentation.
The convention(s): the Last Sermon of PBUH, Magna Carta, UDHR, CEDAW, and CRPD were
discussed with the participants.
In the second part of the session, the definition of governance and application of good
governance characteristics discussed and participants view point taken “as implementation is

ideally done good ir-respect of some lashes in policy, if prevailed. At length debate carried out;
participants get involved. A commitment extended in the sense that by exerting self-less efforts
to work with the Right Based approach can turn the situation to achieve supply scheme
sustainable.
Session 1.3 Vision
This session is critical to the extent to sensitize the PHED personnel to own their own PHED
vision with the approach to deliver in a coherent way. Session commenced with the
brainstorming on the definition of vision and probing on the PHED defined vision statement.
After having deliberate discussion PHED vision analyzed on characteristics: comprehensive,
positive, relative, participative, priority based, problem solving and concise & to the point.
The participants came to know on the importance of vision as action without vision is mere a
dream; wastage of time. Action and vision together put vim and extra ordinary energy vital to
communicate effectively with the community.
The participant emphasized the purpose of adopting PHED vision in their routine assignment.
Such support encourage the team; and keep such statements: PHED vision and goal all the
time in mind would lead to develop integrated efforts between the technical and community
development staff towards on main objective of delivery of assignments with effective
participation of community with the dream to meet dream of sustainable project.
The participants came to know that dissemination of PHED vision in the community would give
them feel that PHED personal is with the community and they are here to exert self-less efforts
in supreme interest of one cause – “Yeh Ghar to Aakhir Apna hiey”.
The session wrapped with the emphasis on pursuance of Millennium Development Goal # 07
that places obligations to PHED personal to provide optimum quality and acceptable quality of
water on sustainable basis, at least to half of the needy and deserving communities deprived
from clean and safe drinking water.
Here as under some extract on the day end participants’ comments regarding session on
“Vision’; that clearly portrayed the extent of eagerness, enthusiasm and commitment to include
and get support from vision statement in performance of work.
 Concept on PHED Vision was explained and understood.
 Integrated efforts between PHED Technical and CDU staff can be ensured by imitating the
philosophy of PHED vision.
 Learnt techniques to use vision statement during the course of work and interaction with the
community
 Learnt skill how to use vision statement and exploit community to achieve their effective
participation during the course of work
 Idiomatic discussion on vision enjoyed a lot.
 Learnt to covert PHED vision into practical application during discharge of responsibilities.
 Majority of the participants in 09 districts, shared that first time, they came to know about
Vision and goal of PHED
 This session developed a sense of responsibility as “we should work hard as much as
possible in the interest of department”.

 Such session sensitized and provided self-motivation to exert high level of efforts to use the
tool of vision in getting work done effectively and efficiently
 Such learning in the session, provided us a tool in using to get community confidence in
order to make them agree towards fulfill of objectives (comments from CBMs)
Session 2.1 Community Participation
This session is the core session with respect to the title of the workshop. Session commenced
with brainstorming on definition of “Community” and participants view point is taken on board.
With different like minded view point preferably taken from PHED Technical staff; concluded
with the people living in a territorial jurisdiction having interest in sharing and production of
financial and social resources – termed as community.
Then discussion leaded to the difference in stakeholder and influential entities; and discussed
converted into debate that an influential may not be a stakeholder but reverse may be true.
Different stakeholder (beneficiary) in the community were discussed and emphasized that such
deprived and normally ignored persons, persons living with disability should be engaged in
participatory development.
The structure of participatory development was discussed. The stages of social mobilization:
sensitization, realization, conceptualization, organization (motivation, implementation,
monitoring).
The participants shared that mobilization is stated with the philosophy to change the behaviour
towards social development. It is a process in which people are made enable to discuss their
problems, make plans to solve them, utilize their existing resources, solve them and sustain it.
The good qualities of a CBM were taken on the floor. The participants spoke in recognizing with
the sense to desire of having such attributes in each of personality involved in community
mobilization.
The session ended with the focus on participatory development and using tools of mobilization
and community effective participation towards sustainable project.
Session 2.2 Role & Responsibilities
In this session, Role and Responsibilities relating to the job assignments of every participant are
discussed; with the session objective as fully conversant of job assignments really turn to
effective deliverables.
The participants were invited to come up with their view point as they understand about the
terms: TORs, Job Description and Job Specifications. Almost in every training sessions, some
interesting meaning to these terms came resulting to that there is dire need of applications
under sound HR practices.
All participants were divided into groups by designation and asked to write down the tasks they
perform in lines from identification to handing over of waster supply scheme. After group work,
participants came on floor through a group leader and presented the tasks they perform. At
length Q/A were taken after each presentation. Most of the participants told as being first time
they came to know the task their colleagues perform.

The participants stressed that a comprehensive written TOR document must be provided to
each employee so that every one must be conversant not only to his/her job responsibilities but
with others job description as well.
It was observed that if such application tool is applied in letter and spirit would leave healthy
influence in exercise of applying integrated efforts between CDU and PHED Technical Staff.
Some extract from the feedback of participants on the session is taken here as under; the
participants speak as:-
 Learnt the concept and importance of having documented TORs
 First time, it happed to have debate on developing the understanding on TORs
 Written TORs document must be provided to each cadre of employee working in PHED at
District level. Having gone through the contents of training session on Role and
Responsibilities; it translates that understanding with oneself own TORs as well as with
TORs of other colleagues would provide trust, strengthen integrated efforts to create
coordinated efforts to perform the assignments effectively.
 It was learnt that first “plan the work then work the plan”
Session 2.3 W&SS Activities and Project Cycle Management
The session started with the description on learning outcome that participants would be able to
the application of new development ideas in planning process and to make sure community
participation in the planning process of the scheme.
The participants welcomed the brainstorming and take part in developing consensus of project
cycle phases and indentify the phases/stages of PCM.
In the plannery, it was discussed that each phase: identification of the scheme, designing of the
scheme, implementation and monitoring; the skill that are required to be used. The participants
shared that in these activities community capacity building is required in order to get effective in
put in design of the water supply of scheme. PHED personnel have the responsibility to discuss
merits and de-merit of the proposal and come up with the recommendations that the kind of plan
would be beneficial and acceptable for the community. Such community involvement would
enhance their confidence and lead towards ownership.
A prominent activity during the course of implementation and monitoring; community may be
well versed with their role and responsibility. This would exercise healthy influence and get
willingness to exert high level of efforts from the community.
In second part of the session, participants were involved in a group work providing lists of
activities (listed at random) require to be performed from identification of the scheme to handing
over to the community; and the participants were asked to list down number of activities in order
with reference to the phases of PCM. The participants were also requested to write down the
designation who is supposed to perform that specific activity.
The participants enjoyed the activity and refresh their understanding on actually who is
responsible in performing the activity in focus. This enhanced their learning as well as feel of
sense of responsibility to perform.

Session 3.1 Communication Skills
After completing core work-related sessions, before to conclude as per training plan; all the time
important session on communication skills was conducted by the Social Scientist. Session
commenced with the ice-breaking activity. Most renowned activity named as “Chine’s Whisper”
was initiated to get the participants realized how communications changes the original context
when carried from person to person. The activity ended with the explanation of communication
model; but participants showed some concerns that the model has been silent about “feedback”
component – an integral ingredient to make communication effective. Some arguments were
exchanged on the point of contention; but trainer did not agree even on “receiver’s response
can be treated as feedback” as claimed by the participants. The discussion left by linking the
demonstrated model of communication with the “JO-HARI Window” – the most appropriate tool
helpful for “SELF” analysis. The four parts of SELF window: Open, Hidden, Blind and Dark;
were keenly observed, shared, understood and learning enjoyed by the participants.
The activity lasted with the lesson learned: that in normal course of life, we just concentrate of
apparent things in making our judgments in communication and in other spheres as well. We
can come up with sound decisions by concentrating the things very minutely. However, the
participants enjoyed it.
Then session came live with explanation of definition on communication directing the discussion
to tools of communication. Slideshow explained; but at the point of “ownership of the problem –
let the problem be handled to which it pertains” developed contention as the social scientist
insisted that there should be no ‘arbitrary” all the way to settle the issues among the persons to
which matter pertains; where as participants were of the view that “arbitration” process cannot
be ruled out to address the problem and be useful at the discretion of the owner(s) of the
problem. The communication problem can be strengthened to empower people through
dialogue at their own in order to develop effective communication. However, session proceeded
with the slideshow on “I” statements covering that listening blocks, stroking, reflecting listening,
observation, etc. Session wrapped up with the observation of the participants, “as we say
communication is a two way process; feedback an essential component be included in the
model presented in the session.” For example, in telephonic conversation; feedback is obvious.
Session lasted with the delivery of printed stuff on “Four stages of awareness” to participants.
- From evaluation, it is revealed that 95% of the participants think that topic is most relevant to
their work.
- Most of the participants considered the session important to their assignments and enjoyed
the session at large.
- The participants considered that application of effective communication skills can make
delivery of their job assignments in a coherent way.
- Some of the participants raised observations that delivery of the session has not been in
adequate manner.
Session 3.2 Team Work
Another session relevant to personality and career development and to strengthen the
participation skills to communicate effectively with the community and to maintain sound
working relationships among the PHED team members (both CDU and Technical staff) was
included in the training agenda with the topic: Team work covering the sub-ingredients of team

strengths and limitations, individual role in the team, creating positive team culture,
characteristics of effective team, using strengths and team phases & team roles.
For the purpose, the session initiated with an activity “Completing Broken Squares” by dividing
participants into group of 5 persons rest of them taken as observer.
The group work lasted at elapse of 10 minutes or before any of all team members completed
the task. At the end the observers were asked to come up with their observations on following
prominent questions:-
 Who was ready to give his/her pieces to other participants, after completing his/her own
square?
 Who remained isolated after completing his/her square?
 Who gave up the efforts and remained despair?
 When the team started to cooperate?
After the stipulated period of time, participants assembled in the session with all requirements
made available on the floor. The Resource person highlighted the attributes that team work
efforts are more fruitful as compared to doing by an individual with lack of coordination. The key
learning through this activity were linked to the definition of the team providing the concept of
people working altogether under one specific purpose.
Individual learn from each other and complex projects have better chances to get completed
with the collective efforts of entrusted team; provides greater strengths. Also, team has to face
challenges of dilution of responsibility, distribution of credit and Ego of conflicting personalities.
Through a slideshow participants were informed about the role(s) in forming, storming,
performing and norming of team stages.
In order to make the session interactive, participants were invited to share the expression as
they might have been first time in the community. In responses to the participants’ views;
discussion focused on the obligations need to comply with and overcome the deficiencies:
shyness, un-bounded influenced.
Then an energizer/joke was shared in order to make session live followed by the guidelines to
deliver presentation in an effective way. At the point of capturing the audience; the participants
shared that there is difference between capturing and drawing attention of the audience.
Session feedback states that:-
- Participants appreciated the session for learning as in the entire length of service they have
been ignorant about such techniques. They had been busy as being remained in their office
room most of the time and could not spare some time to think about it.
- As per written comments, most of the participants enjoyed learning in the session as being
first time encountered with presentation techniques.
- Mostly, participants remarked as “learned how to organize work in team for achieving
object
The session ended in plannery sharing that “coming together is beginning, keeping together is
progress and working together is success”.

Training Workshop for PHED and CDU Staff | 4.Memorable & Award of Certificates to Participants 15
4. Memorable & Award of Certificates to Participants
In order to make training event memorable, participants were equipped with the following items
at the end of each training session:-
 Certificate of Participation to those participants who at least for two days attended
training sessions.
 Hard Copy of Participants’ List
 Group Photo (size 8 x 10) pasted on A4 size meta card, nicely managed, provided to
each participants appearing in the snap
 Soft copy (on CD) carrying training content, photographs, and power point presentations
provided to each participant, for further reference.
Certificates were got printed and routed to office of the Secretary – PHED, through Team
Leader – TAMA in order to get it signed. On receipt of signed certificates were dispatched to
concerned district office of PHED.
Whereas the above listed remaining stuff was arranged to provide in the closing ceremony of
each training workshop.
In the last but not the least, as per directions of Team Leader – TAMA, delegate allowance @
Rs.2,000/= was disbursed to those participants attended the training session fall on Saturday.
As per plan, such training sessions fall at District Layyah, Rajan Pur and Lodhran.

Training Workshop for PHED and CDU Staff | 5.Participants’ Attendance Summary 16
5. Participants’ Attendance Summary
Participants’ attendance level in the training workshop is key indicator to justify the event cost.
Here as under District wise participants’ attendance is summarized:-
Sr.
#
District
Day-01 Day-02 Day-03 Accumulative
Attended %age Attended %age Attended %age Attended %age
01. Muzaffargarh 25 96.15 25 96.15 26 100 76 97.44
02. Layyah 18 100 18 100 18 100 54 100.00
03. Multan 15 88.24 13 76.47 13 76.47 41 80.39
04. D. G. Khan 18 94.74 19 100 18 94.74 55 96.49
05. Rajan Pur 11 84.62 11 84.62 12 92.31 34 87.18
06. R. Y. Khan 21 84.00 19 76.00 20 80.00 60 80.00
07. Bahawalpur 22 88.00 23 92.00 21 84.00 66 88.00
08. Lodhran 15 93.75 14 87.50 15 93.75 44 91.67
09. Bahawal Nagar 17 56.67 27 90.00 19 63.33 63 70.00
District wise detail is also ready for perusal as Annexure – A where in each participant’s
attendance is recorded and summarized against registered strength of PHED at each district
level.

Training Workshop for PHED and CDU Staff | 6.Participants’ Learning Analysis 17
6. Participants’ Learning Analysis
For the purpose of quantitative analysis of workshop objectives; a questionnaire was designed
in mixture of multiple choices as well as open-ended questions to assess the knowledge and
skill of the participants possessed before and after the training workshop.
The pre and post test is applied to all attendees in the training workshop; and district wise
comparison is given here as under:-
Sr.
#
District
Participants Learning outcome
Before Training After Training (-/+)%age
01. Muzaffargarh 14% 42% 28%
02. Layyah 20% 68% 49%
03. Multan 23% 75% 52%
04. Dera Ghazi Khan 19% 79% 60%
05. Rajan Pur 13% 57% 44%
06. Rahim Yar Khan 11% 60% 49%
07. Bahwalpur 11% 86% 75%
08. Lodhran 16% 64% 48%
09. Bahwal Nagar 27% 76% 49%
However in each district, session wise learning comparison regarding pre & post test analysis
can be examined as per Annexure – B.
The above evaluation tool is used by the training team to assess the learning outcome of
participants.
In addition, another evaluation tool is also devised in the sense participants are invited to rate
their knowledge and skills before and after conduct of training program. Therefore an overall
workshop evaluation is conducted by inviting participants’ self-assessment of their knowledge
and skills as how they rate themselves in getting competency before and after the training:-
The evaluation parameter is defined as:-
a. Low b. B/w Low – Medium
c. Medium d. B/w Medium – High e. High
The Participants rated themselves in regard to competency before and after the training is over;
session-to-session district wise glimpses are given as per Annexure – B.

Training Workshop for PHED and CDU Staff | 7.Workshop Facilitators’ Performance Analysis 18
7. Workshop Facilitators’ Performance Analysis
The participants were invited to provide feedback on daily basis in regard to assess competency
of the Team Leader and Social Scientist’ while conduct of sessions. In this concern, input
received on following parameters: -
a. Style and Delivery
b. Knowledge of Subject
c. Responsive to the group
The participants evaluated the performance in terms of rating as they:-
1 = Strongly Disagree (Poor) 2 = Disagree (Fair) 3 = Neither Agree nor Disagree (Average)
4 = Agree (Very Good) 5 = Strongly Agree (Excellent)
with the desired level of performance on above parameters
A comparison is shown on all five levels of performances under each of the above parameters
from Serial Number a – c. Whereas %age of the competency is taken ONLY to the extent of
high level of rating number (5) received as “Strongly Agree” i.e. the portion of participants rated
the workshop facilitator’s performance as “EXCELLENT”.
a. Style and Delivery
Here as under Data on “Style and Delivery” of content is taken into consideration.
Sr.
#
Resource Person Session Conducted
Style and Delivery %age
on
Strongly
Agree
(5) (4) (3) (2) (1)
01
Zafar Ahmad
Workshop Facilitator/
Team Leader
Introduction 111 50 7 1 0 66%
Vision 124 29 15 1 0 73%
Role and Responsibilities 127 37 5 0 0 75%
Team Work 137 30 2 0 0 81%
02
Zubair Ahmad Qureshi
Social Scientist
Right based Approach 105 51 9 1 3 62%
Community Participation 107 52 9 0 1 63%
Project Cycle Management 110 49 7 3 0 65%
Communication Skills 117 46 5 0 1 69%
Showing %age of participants as "Strongly
Agreed" as EXCELLENT demonstraed skills
on style and delivery by Workshop
Facilitators
0%
20%
40%
60%
80%
100%
1 2 3 4
Social Scientist Team Leader

The graphical representation shows %age number of participants (along y-axis) whereas
consolidated session number delivered by the workshop facilitator. Each Workshop facilitator
delivered equal number of sessions i.e. 4 in each training session resulting that 36 session in 09
workshops i.e. session on topic delivered for 09 times.
Image portrays the picture on the number of participants rated each workshop facilitators’
performance as “EXCELLENT” by providing their input at “Strongly Agreed” with the desired
level of performance in terms of “Style and Delivery” of the content.
b. Knowledge of Subject
Here as under Data on “Knowledge of Subject” parameter is taken into consideration.
Sr.
#
Knowledge of Subject %age
on
Strongly
Agree
(5) (4) (3) (2) (1)
01
Zafar Ahmad
Team Leader
Vision 129 35 3 1 1 76%
Team Work 137 26 4 2 0 81%
02
Social Scientist
on knowledge of the subject by Workshop
Facilitators
0%
20%
40%
60%
80%
100%
1 2 3 4

c. Responsive to the Group
Evaluation in terms of Responsiveness to the group is analyzed as under:-
Sr.
#
Responsive to the Group %age
on
Strongly
Agree
(5) (4) (3) (2) (1)
01
Zafar Ahmad
Team Leader
Vision 108 45 14 2 0 64%
Team Work 133 28 7 1 0 79%
02
Social Scientist
Note:-
In conclusion that:-
- Above analysis in terms evaluating workshop facilitator’s performance; in graphical presentation only
such responses are taken into consideration vide which participants responded and recognized the
performance as excellent. In result to that percentage is shown against each of the session under
respective parameters.
- It is pertinent to mention that remaining percentage is divided in four level of performance(s)
segregated each of the participants’ response as Agree, Neither Agree nor Disagree, Disagree and
Strongly Disagree with reference to desired level of competency of workshop facilitator.
- Therefore, in comparison of percentage achieved as above; does not confer that facilitator, e.g. with
less that 50% are low performer as rest of percentage is composed with remaining response from
level 4 to 1 as shown above in the respective table.
- It is observed that 50 – 80 percent of the responses from the participants suggest that facilitators’
performance has been excellent.
on resopnse to the group by Workshop
Facilitators
0%
20%
40%
60%
80%
100%
1 2 3 4

Training Workshop for PHED and CDU Staff | 8.Overall Conduct of Training Program Analysis 21
8. Overall Conduct of Training Program Analysis
Besides daily evaluation, also at the end of the training, participants were asked for detailed
feedback and further suggestion to improve degree of excellence in the upcoming training
events.
The valuable features furnished by the participants are summarized here as under:-
Conduct of Event
Ingredient Grading Remarks
Workshop Days Too Short (34 ) Just Right ( 135) - 80% in favour
Daily Timings - Just Right (140)
Too Long
(29 )
Majority
favoured
Practical
Activities
Very Effective
(161)
Somewhat effective
(08 )
-
Translates
training has
been
interactive
Handouts Issued
Very Relevant
(156 )
Just right
(7)
Too many
( 06 )
Recognized by
Participants
Visual Aids Well used () Very Well used (169) Just right ( )
Unanimously
appriciated
Training Location
(Seating
Arrangement &
Comfort)
Poor ( - )
Better/good
(169)
-
Participants
Unanimously
praised
Refreshment/
Lunch
Quality
Poor
( - )
Good
(169)
- As Above

Training Workshop for PHED and CDU Staff | 9. Conclusions 22
9. Conclusions
 As PHED Technical staff is engaged in somehow behaviour change approached based
training workshop getting their extended coordination for joining hands with CDU for
effective delivery of assignments. As training objectives were made conversant with the
participant during the introduction session; apparently, it depicted from the gestures of the
participants i.e. from PHED Technical Staff that “there is nothing for them regarding their
core work assignments like developing a proposal scheme, use of sophisticated tools,
survey techniques, developing maps and reports etc”. Somewhat they felt as have nothing
as for as engineers and SDOs are concerned. If such manual is strengthened with at least
technical session related to the core work assignments of engineering staff; it would have
been much more beneficial and even to strengthen the integrated efforts between technical
and CDU staff as well.
 Most of participants seemed complaining about their pay structure. It is not performance
based. Therefore the personnel deliver with utmost commitment remain with same benefits,
enjoy the same motivational applications as of personnel who deliver in usually manner.
 In the last quarter i.e. April – June of financial year, most of the public sector organizations
are busy in closing their deliverables. Same has been experienced while conducting
workshops in the last quarter for PHED. This has been the main reason for drop out/left-over
participants. Therefore, in future trainings for PHED personnel should be planned preferably
in first quarter of the financial year.
 While conduct of training sessions in south Punjab districts; it is experienced that fresh
blood inducted in PHED in terms of establishing CDU and considerable human resource on
technical side; is seemed to be committed in delivery of services. In spite that majority of
PHED staff members specifically were unaware of PHED vision and stated goal before
conduct of training but they looked committed and dedicated to deliver regardless what the
pay structure is applied to them. More than 80% of the human resource were required
training as since their appointment have been unable to grab the opportunity of having
training sessions. This training program proved as a blessing for them.
 As suggested by the participants, we also include that training program very much relevant
to the core assignments of technical staff be focused while planning of capacity building
program in future.

Training Workshop for PHED and CDU Staff | 10.Recommendations 23
10. Recommendations
In pursuance of 09 training sessions, as per feedback from the participants, following
recommendations are summarized giving priority to participants view point:-
 In such training workshops community people should also be invited in this training
workshop so that effective interaction and solutions be generated on the schemes which
are not owned by the community and seen in large number as un-sustainable. This
move may turn to get non-functional schemes into functional and sustainable.
 In such training workshops TA/DA (Delegate Allowance) should be given to the
participants, ir-respect of trainings falling on Saturday.
 Training Manual should be comprehensive as of training manual developed for JROs
technical training.
 For Technical staff, separate training must be arranged. Trainings on imparting technical
knowledge skills like use of instrument like AUTO CAD for mapping, tools for surveying
and leveling, design of water supply program “LOOP”; should be conducted.
 Such Training programs should be on continues bases.
 In next training program, all CBMs should be engaged in a separate program; as in
presence of their High Ups, CBMs may not confidently participate.
 An exposure visit to a scheme must be arranged as part of such training program
 Theoretical training content should be supported with more “problematic information”
experienced in the field.
 In future, training session should not be conducted in the month of May & June; as
workload is increased in these months and due to financial year end closing, participants
may not spare precious time and pay due attention in training sessions.
 Training session daily duration should be from 9:00 a.m. to 1:00 p.m.; however number
of days in a training program may be increased.
 Community participation can be taken effectively and water supply scheme may be
owned by the community in case bill tariff applied to the scheme is taken as “tariff
applicable to agricultural side” instead of imposing commercial tariff to run the scheme.
Such policy decision would provide leverage to the community and nice cushion in
regard to settle monthly bill payment by them.
 Planning really matters. Every management cadre is unanimously agreed that a well
planned scheme can turn better results. Participants suggested and requesting to the
High Ups that announce the schemes (suppose to be implemented in a year) in initial
quarter of working year and let CDU and PHED technical staff sufficient and necessary
time to work on with interaction of community and then expect the deliverables otherwise
the objective of CDU would go without fruitful results.

Training Workshop for PHED and CDU Staff | 11.Emerging Issues 24
11. Emerging Issues
 Going through 09 districts in south Punjab region, and having formal as well as informal
interaction with the participants comprising of CDU and PHED technical staff; it is
apparently seen and in some session; CDU has been somewhat demanding to strengthen
coordination skills require to be extended by the PHED technical staff members, in order to
generate sense of ownership of CDU in PHED. Community Development Unit somehow
showed grievances of being not taken on equally basis into account by PHED technical
staff. As being newly inception unit, CDU whole hearted welcome in PHED can strengthen
integrated efforts between two wings of the department so that both join hands together
towards one sole objective; failing to that may result in deteriorating CDU performance and
emergence of sense of inferiority among CDU members.
 Due to not having defined and well versed document of TORs to each individual serving
PHED at district level; an unseen issue emerges as in most of the districts sub-engineers
are entrusted the assignments that are supposed to be performed by the surveyor. This
also creates an unbounded burden to one cadre leaving the other cadre from performance
management; that also leads to some un-wanted rift between the individuals not being fully
conversant to each others TORs.
 The Community Development unit is more focused leaving Technical staff members at
second place in regard to capacity building activities. In almost every training session, there
has been demand from the technical unit to design and conduct a training program
specifically focused on SDOs and Sub Engineers. They wish to be engaged in training on
design of project scheme (very much relevant to their core work assignments), use of
AUTO CAD tool, LOOP program, etc. As seen, JrOs provided comprehensive trainings and
Community Development theme is focused (very much relevant to CDU) in this training
workshop; translates a message and emerges a need of training program for SDOs and
Sub-Engineers seemed to demand.
 One of the Executive Engineer was of the view that why community participation is
emphasized as for as rural development is concerned. This approach is not adopted in
urban development projects. If this approach is very effective; why it is not adopted in rural
development schemes of water and sanitation services to the people. First, apply to the
urban development then replicate the concept to rural development. The people living in
urban sector are more educated and supposed to be more effective to run the schemes on
sustainable basis. They are supposed to have more capacity in maintaining the schemes
effectively. Such so called discriminated approach in policy decision is required to be
changed.
 PHED staff seemed complaining that funds are not released well in time; for the reason
deliverables can not meet to its realistic interpretation.
 Vehicles are not provided and because of this issue PHED staff is of the view, particularly
CDU, have been unable to deliver the assignments effectively and efficiently. Unanimously,
it has been demand for provision of vehicles to staff in performance of work coherently.
 Due to insufficient time provided under contingencies directives where in PHED is
supposed to submit the proposal by a day or so; can not deliver the results. Such proposal
without sound interaction and survey conducted in haste; obviously can not develop
interaction with the community and result is obvious; i.e. the scheme flopped.

Training Workshop for PHED and CDU Staff | Annexure – A: Participants’ Attendance Information 25
Annexure – A: Participants’ Attendance Information
Here as under, District wise participants’ attendance percentage is taken who completed the
training program.
a. District: Muzaffargarh
Registered Participants’ Strength: 26
Sr.
No
Name Designation
No. of Day's
Attended
1 JAWAD KALEEM ULLAH MALIK SDO Muzaffargarh 03
2 TALIB HUSSAIN Sub Engineer 03
3 SAFDAR HUSSAIN Sub Engineer 03
4 JAVAID MEHMOOD Sub Engineer 03
5 SHAHID NAEEM Sub Engineer 03
6 MUHAMMAD ARSHAD MEHR SDO Kot Addu 03
7 MUHAMMAD ASIF Sub Engineer 03
8 NADEEM HASSAN Sub Engineer 02
9 AKHTER ABBAS Sub Engineer 03
10 QAISAR SHABIR SDO Ali Pur 03
11 RIAZ AHMAD SHAKIR Sub Engineer 03
12 MAZHER SHOAIB Sub Engineer 03
13 EHTSHAM IMAM KAZMI Sub Engineer 03
14 SHOAIB FAYYAZ SDO Jatoi 03
15 ZAFFAR HUSSAIN Sub Engineer 03
16 SHOAIB BILAL Sub Engineer 03
17 SAIF ULLAH MALIK CDO 03
18 FAISAL RAHEEM CBM 03
19 MUHAMMAD ANEES-UR-REHMAN CBM 03
20 ASIF RAZA MALIK CBM 03
21 HINA ISHFAQ CBM 03
22 SUMAIRA ALI CBM 03
23 ZANEET PARVEEN CBM 03
24 MUHAMMAD SHAHZAD CBM 03
25 MUHAMMAD SHAKIR CBM 03
26 MUHAMMAD ABDUL RAHMAN JRO 02
Description Day - 1 Day - 2 Day – 3 Accumulative
Attendance 25 25 26 76
Percentage 96.15% 96.15% 100.00% 97.44%

b. District: Layyah
Sr.
No
Name Designation
No. of Day's
Attended
1 ABDUL MAJEED MERANI SDO Layyah 03
2 AKHTAR ALI Sub Engineer 03
3 WAHEED -UR-REHMAN Sub Engineer 03
4 JAVED AHMED Sub Engineer 03
5 SYED WAQAR ALI SHAH Sub Engineer 03
6 AAMIR MASOOD RIND SDO Karor Lal Eason 03
7 IRSHAD HUSSAIN Sub Engineer 03
8 GHAZANFAR ABBAS Sub Engineer 03
9 ILYAS RAZA Sub Engineer 03
10 NAEEM AHMAD CDO 03
11 SHAZIA PARVEEN CBM 03
12 SUMAIRA AHMAD CBM 03
13 MUHAMMAD ISHFAQ CBM 03
14 MUHAMMAD SANAULLAH CBM 03
15 FAIZ AHMAD CBM 03
16 MUHAMMAD IMRAN ZAKI CBM 03
17 HAFIZA SAIMA GUL JRO 03
18 MUHAMMAD AYUB Executive Engineer 03
Description Day - 1 Day - 2 Day - 3 Accumulative
Percentage 100.00% 100.00% 100.00% 100.00%

c. District: Multan
Sr.
No
Name Designation
No. of Day's
Attended
1 IQRAR HUSSAIN SDO, Multan 00
2 JAMEEL HAIDER Sub Engineer 03
3 EHSAN ELAHI Sub Engineer 03
4 MUHAMMAD IQBAL Sub Engineer 03
5 AMAAN-UL-ALLAH Sub Engineer 00
6 RAO ABDUL WAHEED SDO Shujabad 01
7 MUHAMMAD ARIF AKRAM Sub Engineer 01
8 MUHAMMAD HASIM Sub Engineer 03
9 RABIA IMRAN CDO 03
10 ASAD ABBASS RAZA CBM 03
11 IMRAN KHALID CBM 03
12 BUSHRA PERVEEN CBM 03
13 MEHREEN GUL CBM 03
14 FARHAT BASHIR CBM 03
15 LUBNA HASSAN CBM 03
16 SHEHAR BANO CBM 03
17 AHSAN SHAH JRO 03
Description Day - 1 Day - 2 Day - 3 Accumulative
Percentage 88.24% 76.47% 76.47% 80.39%

d. District: Dera Ghazi Khan
Sr.
#
Name Designation
No. of Day's
Attended
1 FATEH ULLAH KHAN DURRANI SDO, DG Khan 02
2 OMAR KHOSA Sub Engineer 03
3 SYED IJAZ HUSSAIN BUKHARI Sub Engineer 03
4 IJAZ AHMAD LEGHARI Sub Engineer 03
5 MUMTAZ AHMAD JASKANI SDO, DG Khan 03
6 LATIF AHMAD KHOSA Sub Engineer 03
7 MALIK HUSSAIN AKHTAR Sub Engineer 03
8 ABDUL HAMEED KHOSA Sub Engineer 03
9 MALIK KHADIM HUSSAIN SDO, Taunsa 03
10 MOHAMMAD NADIR LEGHARI Sub Engineer 02
11 MOHAMMAD MAZHAR FAROOQ Sub Engineer 03
12 MUJAHID HUSSAIN QURESHI Sub Engineer 03
13 SAAD AHMAD KHAN CDO 03
14 GHULAM AKBAR CBM 03
15 MOHAMMAD TARIQ KHAN CBM 03
16 RIAZ HUSSAIN CBM 03
17 SHAZIA BUZDAR CBM 03
18 NAHEED AZIZ CBM 03
19 MOHAMMAD JUNAID YOUNUS JRO 03
Description Day - 1 Day - 2 Day -3 Accumulative
Percentage 94.74% 100.00% 94.74% 96.49%

e. District: Rajan Pur
Sr.
No
Name Designation
No. of Day's
Attended
1 ABDUL MAJEED MERANI SDO Rajan Pur 02
2 HABIB ULLLAH LEGHARI Sub Engineer 02
3 GHULAM MUJTABA Sub Engineer 03
4 MUJAHID HUSSAIN LASHARI Sub Engineer 03
5 MOHAMMAD KHALID LEGHARI SDO Jam Pur 03
6 TANVEER AHMAD Sub Engineer 02
7 HAJI ALLAH BAKSH Sub Engineer 03
8 INAYAT ULLAH Sub Engineer 02
9 SYED ASIF RAZA CDO 03
10 SYED HAIDER SHAH CBM 03
11 SYED ASIF NAEEM CBM 03
12 MOHAMMAD IMRAN QAMMAR JRO 03
13 IHSAN-UL-HAQ Executive Engineer 02
Description Day - 1 Day - 2 Day -3 Accumulative
Percentage 84.62% 84.62% 92.31% 87.18%

f. District: Rahim Yar Khan
Sr.
#
Name Designaiton
No. of Day's
Attended
1 ABDUL REHMAN SDO Rahim Yar Khan 03
2 SHEIKH ZAHID HUSSAIN Sub Engineer 01
3 BASHIR AHMAD Sub Engineer 03
4 KHALID HUSSAIN NADEEM Sub Engineer 03
5 RANA MOHAMMAD ALI APE / SDO Sadiqabad 03
6 AMJAD JAVAID Sub Engineer 00
7 MOHAMMAD BILAL Sub Engineer 03
8 UMAIR AKHTAR Sub Engineer 03
9 BASHIR HUSSAIN Sub Engineer 03
10 ASSAD ULLAH APE / SDO Khan Pur 02
11 MUDASSAR ILYAS Sub Engineer 02
12 MOHAMMAD YASIR Sub Engineer 00
13 KALEEM ULLAH Sub Engineer 03
14 HAFIZ RIAZ AHMAD APE / SDO Liaqat Pur 02
15 FAZAL-E-HAQ Sub Engineer 03
16 HAFIZ RASHEED AHMAD Sub Engineer 03
17 SADIA YASMEEN CDO 02
18 REHANA KOUSAR CBM 03
19 GHULAM IRTIZA CBM 03
20 IHSAN-UL-HAQ CBM 03
21 ABDUL QADEER CBM 03
22 NASIR MEHMOOD CBM 03
23 OMARA MUBEEN CBM 02
24 MOHAMMAD BILAL QAMAR JRO 01
25 SYED BAQIR RIFAT GARDEZI Executive Engineer 03
Description
Day - 1
02-06-2010
Day - 2
03-06-2010
Day -3
04-06-2010
Accumulative
Percentage 84.00% 76.00% 80.00% 80.00%

g. District: Bahawalpur
Sr.
#
Name Designation
No. of Day's
Attended
1 MOHAMMAD IMRAN KHAN SDO Bahawalpur 03
2 GULZAR AHMAD Sub Engineer 03
3 ZAHID HUSSAIN Sub Engineer 02
4 KASHIF MAHMOOD Sub Engineer 03
5 MUKHTAR AHMAD SDO Yazman 02
6 GHULAM JAMIL SHAHID Sub Engineer 03
7 ASIM HUSSAIN Sub Engineer 03
8 MOHAMMAD JAMSHAID IQBAL Sub Engineer 01
9 MOHAMMAD SHAFIQUE SIDDIQUE SDO Ahmadpur 03
10 MOHAMMAD HAFIZ-UR-REHMAN Sub Engineer 03
11 MOHAMMAD MUNAWAR Sub Engineer 03
12 NAVEED KHAN Sub Engineer 03
13 ASIM ABBAS RAZA SDO Hasilpur 02
14 MOHAMMAD ASHRAF Sub Engineer 03
15 JAMSHAID ALI Sub Engineer 03
16 WAQAS ZAHEER Sub Engineer 03
17 MOHAMMAD IMRAN CDO 03
18 MOHAMMAD MOHSIN CBM 03
19 MOHAMMAD JUNAID CBM 03
20 REHANA RAMZAN CBM 03
21 NAUSHEEN KANWAL CBM 03
22 ZAREEN KANWAL CBM 03
23 NAUSHABA MAHWISH CBM 03
24 WASEEM SOHAIL JRO 00
25 NAZIR AHMAD CHUGHTAI Executive Engineer 02
Description
Day - 1
07-06-2010
Day - 2
08-06-2010
Day - 3
09-06-2010
Accumulative
Percentage 88.00% 92.00% 84.00% 88.00%

h. District: Lodhran
Sr.
#
Name Designation
No. of Day's
Attended
1 MUZAMIL MAHMOOD MIRZA Executive Engineer 03
2 MOHAMMAD ADNAN NASEEM SDO Lodhran 03
3 IMTIAZ SAEED Sub Engineer 00
4 RASHID KAMRAN Sub Engineer 03
5 MOHAMMAD TARIQ KHAN Sub Engineer 03
6 GHULAM SHABIR SDO Dunya Pur 03
7 QAISER MALIK Sub Engineer 03
8 RANA MOHAMMAD USMAN Sub Engineer 03
9 JAVAID IQBAL BHATTI Sub Engineer 03
10 MAQBOOL AHMAD CDO 03
11 RAO AYAZ AHMAD CBM 03
12 RAO MOHAMMAD ASHRAF CBM 03
13 ABDUL MALIK CBM 03
14 ASLAM NOON CBM 03
15 FOZIA AJMAL CBM 03
16 FAHEEM IQBAL HASHMI JRO 02
Description
Day - 1
10-06-2010
Day - 2
11-06-2010
Day -3
12-06-2010
Accumulative
Percentage 93.75% 87.50% 93.75% 91.67%

i. District: Bahawal Nagar
Sr.
#
Name Designation
No. of Day's
Attended
1 HAFIZ MOHAMMAD AMIN SDO Bhawalnagur 02
2 ISRAR SHAFIQUE Sub Engineer 02
3 MOHAMMAD TAHIR SARDAR Sub Engineer 01
4 AQEEL ABBAS Sub Engineer 02
5 ALI RAZA JAVED Sub Engineer 02
6 MOHAMMAD ASIF KHAN Sub Engineer 02
7 KHUBAIB IRSHAD SDO Haroonabad 02
8 MOHAMMAD RAMZAN JOYA Sub Engineer 02
9 AWAIS MAHMOOD Sub Engineer 02
10 ALI RAZA Sub Engineer 02
11 MOHAMMAD ZAFAR SDO Minchinabad 03
12 MOHAMMAD YASIR SHAHZAD Sub Engineer 02
13 MOHAMMAD NIAZ Sub Engineer 02
14 MAZHAR HUSSAIN SDO Fortabbas 02
15 MOHAMMAD KHALID BASHIR Sub Engineer 02
16 TAHIR FAROOQ Sub Engineer 02
17 KASHIF MAHMOOD Sub Engineer 01
18 AMJAD SALEEM KHAN SDO Chistian 01
19 IMRAN ALI Sub Engineer 02
20 MOHAMMAD NADEEM IQBAL Sub Engineer 01
21 IRFAN AHMAD Sub Engineer 02
22 MOHAMMAD IHSAN DANISH Sub Engineer 01
23 NADEEM ISHAQ CDO 03
24 MOHAMMAD ABDULLAH CBM 02
25 MOHAMMAD AFZAL CBM 03
26 SYED MOHAMMAD AYUB SHAH CBM 03
27 MOHAMMAD RIZWAN CBM 03
28 ASGHAR ALI CBM 03
29 ZAFAR IQBAL CBM 03
30 MOHAMMAD SHOAIB MAHMOOD JRO 03
Description
Day - 1
16-06-2010
Day - 2
17-06-2010
Day - 3
18-06-2010
Accumulative
Percentage 56.67% 90.00% 63.33% 70.00%

Training Workshop for PHED and CDU Staff | Annexure – B: Participant’s Learning Assessment 34
Annexure – B: Participant’s Learning Assessment
District: Muzaffargarh
Number of Participants: 26
Session Question Pertains to
Pre-Test Post Test (+/-)%.
Level of
understanding
Correct
Answer
Incorrect
Answer
Correct
Answer
Wrong
Communication
Skills
Barriers in
Communication
3 23 10 16 27%
Definition 10 16 15 11 19%
Community
Participation
Definition –
Community
1 25 8 18 27%
Structure of
Participatory Dev.
1 25 10 16 35%
Basic Principals of
Participation
14 12 19 7 19%
Project Cycle
Management
No. of Phases in
PCM
5 21 20 6 58%
No. of Activities in
PCM
7 19 20 6 50%
Right Based
Approach
Abbreviation - UDHR 0 26 2 24 8%
Difference – Right &
Responsibility
1 25 5 21 15%
Team Work
Characteristics of
Effective Team
10 16 14 12 15%
4 C’s of Effective
Team
1 25 10 16 35%
Vision
Definition – Gender 0 26 3 23 12%
No. of Services of
PHED
0 26 6 20 23%
MDG relevant to
PHED
3 23 15 11 46%
Characteristics of
Vision
0 26 8 18 31%
Pre-Test overall rating of correct responses to questions = 14%
Post-Test overall rating of correct responses to questions = 42%
Overall Learning Enhanced after concluding workshop = 28%

District: Muzaffargarh
Before Training Self-assessment of Knowledge and
Skills Related to:
After Training
a b c d e a b c d e
04 08 09 02 03 Introduction 00 00 00 13 13
04 03 12 06 01 Right Based Approach 00 01 04 11 10
05 09 05 05 02 Vision 00 00 01 10 15
04 04 09 07 02 Community Participation 00 00 02 09 15
04 05 07 07 03
Role of Responsibilities of PHED
Staff
00 00 01 10 15
02 06 05 10 03
Activities in Water Supply and
Sanitation Scheme and Project Cycle
Management
00 01 01 10 14
01 03 11 09 02 Communication Skills 00 00 01 13 12
03 03 09 08 03 Team Work 00 00 01 07 18
27 41 67 54 19 Total Responses 0 2 11 83 112
13% 20% 32% 26% 9% Percentage 0% 1% 5% 40% 54%
It reveals that before training, in 08 sessions, 27 responses on LOW level of learning; turned to upper
level. It means that 135 upto Medium level of learning converted to High & b/w Medium and High raising
figure to upto 195 at higher degree of learning after the training.
Further such analysis reflects that:
i. 33% of the participants estimating their knowledge and skills between the level of Low and Medium
before training; reduced to 32% after training.
ii. 40% achieved the level of competency between Medium and High; raised from 26% before training.
iii. It is significant that 54% rated their knowledge as High after training. This figure jumped from 09%
covering the difference of 45% whereas post-test result shows 42% correct responses in
quantitative terms are received from the participants.
0
20
40
60
80
100
120
1 2 3 4 5
Before Training After Training
Here, graphical representation is provided on the data compiled upon
the responses received as per over all “Self Assessment of
Knowledge and Skills” from the participants.
The Red bar shows “Before training learning” where as Green bar
reflects “After training learning” demonstration.

District: Layyah
Level of
understanding
Correct
Answer
Incorrect
Answer
Correct
Answer
Wrong
Communication
Skills
Barriers in
Communication
3 15 10 8 39%
Definition 15 3 15 7 0%
Community
Participation
Definition –
Community
1 17 14 4 72%
Structure of
Participatory Dev.
2 16 11 7 50%
Basic Principals of
Participation
14 4 14 4 0%
Project Cycle
Management
No. of Phases in
PCM
5 13 16 2 61%
PCM
5 13 18 0 72%
Right Based
Approach
Responsibility
0 18 12 6 67%
Team Work
Characteristics of
Effective Team
7 11 12 6 28%
Team
0 18 12 6 67%
Vision
No. of Services of
PHED
1 17 10 8 50%
MDG relevant to
PHED
0 18 14 4 78%
Characteristics of
Vision
0 18 8 10 44%

District: Layyah
Skills Related to:
After Training
a b c d e a b c d e
03 01 09 04 01 Introduction 00 00 00 07 11
04 04 01 05 04 Vision 00 00 01 04 13
04 04 03 03 04
Staff
00 00 00 05 13
04 04 04 04 02
Management
00 01 01 04 12
03 02 02 08 03 Team Work 00 00 00 04 14
31 21 34 39 19 Total Responses 0 1 5 47 91
22% 15% 24% 27% 13% Percentage 0% 1% 3% 33% 63%
It reveals that before training, in 08 sessions, 31 responses on LOW level of learning; turned to upper
level. It means that 86 upto Medium level of learning converted to High & b/w Medium and High raising
figure to upto 91 at higher degree of learning after the training.
covering the difference of 50% whereas post-test analysis suggest the overall learning after training
ranges to 49%; which approaches participants’ own self-assessment as well.
0
20
40
60
80
100
a b c d e
Before Training After TrainingHere, graphical representation is provided on the data
compiled upon the responses received as per over all “Self
Assessment of Knowledge and Skills” from the participants.
The Purple bar shows “Before training learning” where as
Green bar reflects “After training learning” demonstration.

District: Multan
Level of
understanding
Correct
Answer
Incorrect
Answer
Correct
Answer
Wrong
Communication
Skills
Barriers in
Communication
1 14 13 2 80%
Community
Participation
Definition –
Community
11 4 14 1 67%
Structure of
Participatory Dev.
4 11 11 4 67%
Basic Principals of
Participation
1 14 12 3 7%
Project Cycle
Management
No. of Phases in
PCM
7 8 14 1 47%
PCM
4 11 9 6 33%
Right Based
Approach
Responsibility
0 15 11 4 47%
Team Work
Characteristics of
Effective Team
11 4 12 3 7%
Team
0 15 12 3 80%
Vision
No. of Services of
PHED
3 12 8 7 47%
MDG relevant to
PHED
1 14 14 1 73%
Characteristics of
Vision
1 14 8 7 33%

District: Multan
Skills Related to:
After Training
a b c d e a b c d e
02 05 06 02 00 Introduction 00 01 01 04 09
05 06 03 01 00 Vision 00 01 01 06 07
02 04 04 04 01 Role of Responsibilities of PHED Staff 00 01 00 03 11
00 08 05 02 00
Management
00 01 01 04 09
03 03 06 02 01 Team Work 00 01 00 02 12
18 37 44 16 5 Total Responses 2 6 8 30 74
15% 31% 37% 13% 4% Percentage 2% 5% 7% 25% 62%
It reveals that before training, in 08 sessions, 18 responses on LOW level of learning; reduced to only 02
in low. It means that 81 upto Medium level of learning converted to High & b/w Medium and High raising
figure to upto 74.
ii. 25% achieved the level of competency between Medium and High; raised from 13%
leaving the difference as 58% whereas post-test analysis suggest the overall learning after training
ranges to 52%; which is comparatively in lines with participants’ self-assessment.
0
20
40
60
80
a b c d e
a = Low; b = b/w Low & Medium
c = Medium d = b/w Medium & High
e = High
Here, graphical representation is provided on the data compiled
upon the responses received as per over all “Self Assessment of
The Blue bar shows “Before training learning” where as Green bar

District: Dera Ghazi Khan
Level of
understanding
Correct
Answer
Incorrect
Answer
Correct
Answer
Wrong
Communication
Skills
Barriers in
Communication
1 17 16 2 83%
Community
Participation
Definition –
Community
4 14 17 1 72%
Structure of
Participatory Dev.
1 17 14 4 72%
Basic Principals of
Participation
11 7 15 3 22%
Project Cycle
Management
No. of Phases in
PCM
7 11 17 1 56%
PCM
4 14 12 6 44%
Right Based
Approach
Responsibility
4 14 14 4 56%
Team Work
Characteristics of
Effective Team
11 7 15 3 22%
Team
0 18 15 3 83%
Vision
No. of Services of
PHED
1 17 11 7 56%
MDG relevant to
PHED
3 15 17 1 78%
Characteristics of
Vision
3 15 11 7 44%
Learning Enhanced after concluding workshop = 60%

District: Dera Ghazi Khan
Skills Related to:
After Training
a b c d e a b c d e
07 04 07 00 00 Introduction 00 00 00 04 14
07 03 06 02 00 Vision 00 00 00 04 14
08 02 05 03 00
Management
00 00 00 02 16
13 03 01 01 00 Team Work 00 00 00 03 15
70 24 34 14 2 Total Responses 0 0 0 26 118
49% 17% 24% 10% 1% Percentage 0% 0% 0% 18% 82%
It reveals that before training, in 08 sessions, 70 responses on LOW level of learning; all converted to
High and between medium and high.
It is significant that 82% rated their knowledge as High after training, accumulating 51% between low and
medium-low ranges. The post test overall shows 62% in knowledge increase after conduct of training.
Having difference between Medium – High and High rating as shown above; very much justifies the rating
as 64% close to the pre/post test analysis.
0
10
20
30
40
50
60
a b c d e
e = High
Here, graphical representation is provided on the
data compiled upon the responses received as per
over all “Self Assessment of Knowledge and Skills”
from the participants.
The Blue bar shows “Before training learning” where
as Green bar reflects “After training learning”
demonstration.

District: Rajan Pur
Level of
understanding
Correct
Answer
Incorrect
Answer
Correct
Answer
Wrong
Communication
Skills
Barriers in
Communication
1 7 7 5 50%
Community
Participation
Definition –
Community
2 6 10 2 67%
Structure of
Participatory Dev.
0 8 5 7 42%
Basic Principals of
Participation
6 2 6 6 Static
Project Cycle
Management
No. of Phases in
PCM
2 6 5 7 25%
PCM
3 5 5 7 17%
Right Based
Approach
Responsibility
0 8 7 5 58%
Team Work
Characteristics of
Effective Team
3 5 8 4 42%
Team
2 6 8 4 50%
Vision
No. of Services of
PHED
2 6 6 6 33%
MDG relevant to
PHED
0 8 7 5 58%
Characteristics of
Vision
1 7 9 3 67%

District: Rajan Pur
Before Training Self-assessment of Knowledge and Skills
Related to:
After Training
a b c d e a b c d e
05 01 05 01 00 Introduction 00 00 00 07 05
05 02 03 01 01 Vision 00 00 00 05 07
05 01 04 01 01
Activities in Water Supply and Sanitation
Scheme and Project Cycle Management
00 00 00 06 06
05 01 04 02 00 Team Work 00 00 00 05 07
39 10 31 12 04 Total Responses 00 00 00 44 52
It reveals that before training, in 08 sessions, 39 responses on LOW level of learning; reduced to zero in
low. It means that 40.60% all converted to High & b/w Medium and High.
before training; enhanced their knowledge vide which all converted to next higher category of
learning.
leaving the difference as 50%. It somehow in range of the net percentage achieved through Pre-
Test & Post Test analysis.
0
20
40
60
a b c d e
c = Medium d = b/w Medium & High e = High
In conclusion, analysis on application of both
evaluating instruments: i.e. pre/post test and overall
participants’ opinion in achieving enhanced level of
competency on knowledge, skills and demonstrated
behaviour; consistent results.

District: Rahim Yar Khan
Level of
understanding
Correct
Answer
Incorrect
Answer
Correct
Answer
Wrong
Communication
Skills
Barriers in
Communication
0.5 22.5 17 6 72%
Community
Participation
Definition –
Community
2 21 17 6 65%
Structure of
Participatory Dev.
0.5 22.5 12 11 50%
Basic Principals of
Participation
11 12 11 12 0%
Project Cycle
Management
No. of Phases in
PCM
8 15 12 11 17%
PCM
4 19 12 11 35%
Right Based
Approach
Responsibility
0.5 22.5 13 10 54%
Team Work
Characteristics of
Effective Team
0 23 10 13 43%
Team
1.5 21.5 16 7 63%
Vision
No. of Services of
PHED
0 23 15 8 65%
MDG relevant to
PHED
0 23 13 10 57%
Characteristics of
Vision
0 23 17 6 74%

District: Rahim Yar Khan
Before Training Self-assessment of Knowledge and Skills
Related to:
After Training
a b c d e a b c d e
11 04 02 02 04 Introduction 02 00 01 08 12
10 03 06 03 01 Vision 02 00 01 12 08
11 04 04 02 02
Activities in Water Supply and Sanitation
Scheme and Project Cycle Management
02 00 00 14 07
12 01 03 03 04 Team Work 02 00 00 06 15
89 20 29 26 20 Total Responses 16 0 4 75 89
It reveals that before training, in 08 sessions, 89 responses on LOW level of learning; reduced to 16 in
low. It means that 48% all converted to High & b/w Medium and High by leaving only 16% on LOW side
after the training.
before training; enhanced their knowledge vide which all converted to next higher category of
learning; by leaving nothing between low and medium after training.
leaving the difference as 39% whereas post-test analysis suggest the overall learning after training
ranges to 49%.
0
20
40
60
80
100
a b c d e
e = High
In conclusion, analysis on application of both
evaluating instruments: i.e. pre/post test and overall
participants’ opinion in achieving enhanced level of
competency on knowledge, skills and demonstrated
behaviour; consistent results.

District: Bahawalpur
Level of
understanding
Correct
Answer
Incorrect
Answer
Correct
Answer
Wrong
Communication
Skills
Barriers in
Communication
0 21 19 2 90%
Community
Participation
Definition –
Community
7 14 20 1 62%
Structure of
Participatory Dev.
0 21 15 6 71%
Basic Principals of
Participation
7 14 18 3 52%
Project Cycle
Management
No. of Phases in
PCM
5 16 20 1 71%
PCM
5 16 20 1 71%
Right Based
Approach
Responsibility
3 18 20 1 81%
Team Work
Characteristics of
Effective Team
0 21 16 5 76%
Team
0 21 18 3 86%
Vision
No. of Services of
PHED
4 17 18 3 67%
MDG relevant to
PHED
0 21 21 0 100%
Characteristics of
Vision
0 21 17 4 81%

District: Bahawalpur
Skills Related to:
After Training
a b c d e a b c d e
02 01 07 10 00 Introduction 00 00 01 07 11
01 06 02 07 04 Vision 00 00 00 10 10
01 03 06 05 05
Staff
00 00 00 07 13
01 03 06 06 04
Management
00 00 02 08 10
01 03 02 10 04 Team Work 00 00 00 05 15
10 27 41 58 24 Total Responses 0 0 7 57 95
6% 17% 26% 36% 15% Percentage 0% 0% 4% 36% 60%
It reveals that before training, in 08 sessions, 78 responses from LOW to Medium level of learning; turned
to upper level. It means that 64 converted to Medium and High level of learning after conduct of training.
i. All 23% of the participants estimating their knowledge and skills between the level of Low and
Medium before training; rated to Medium and High level of learning after training .
ii. It is significant that 60% rated their knowledge as High after training. This figure jumped from 15%
quantitative terms; which reflect the participants’ optimistic approach in self-learning evaluation from
the participants.
0
20
40
60
80
100
a b c d e
Before Training After TrainingHere, graphical representation is provided on the data compiled upon
the responses received as per over all “Self Assessment of

District: Lodhran
Number of Participants:
Level of
understanding
Correct
Answer
Incorrect
Answer
Correct
Answer
Wrong
Communication
Skills
Barriers in
Communication
3 12 5 10 13%
Community
Participation
Definition –
Community
1 14 12 3 73%
Structure of
Participatory Dev.
0 15 5 10 33%
Basic Principals of
Participation
10 5 11 4 7%
Project Cycle
Management
No. of Phases in
PCM
4 11 13 2 60%
PCM
7 8 12 3 33%
Right Based
Approach
Responsibility
2 13 12 3 67%
Team Work
Characteristics of
Effective Team
0 15 8 7 53%
Team
1 14 7 8 40%
Vision
No. of Services of
PHED
2 13 8 7 40%
MDG relevant to
PHED
0 15 8 7 53%
Characteristics of
Vision
0 15 10 5 67%
Overall Learning Enhanced after concluding workshop = 48.44%

District: Lodhran
Skills Related to:
After Training
a b c d e a b c d e
02 01 03 05 03 Introduction 00 00 01 07 06
02 02 04 04 02 Vision 00 00 00 05 09
02 01 01 06 04
Staff
00 00 01 04 09
03 01 01 05 04
Management
00 00 00 07 07
02 00 02 04 06 Team Work 00 00 00 03 11
18 7 13 45 29 Total Responses 0 0 2 44 66
16% 6% 12% 40% 26% Percentage 0% 0% 2% 39% 59%
It reveals that before training, in 08 sessions, 38 responses on LOW to Medium level of learning; turned
to upper level. It means that 83 upto Medium level of learning converted to High & b/w Medium and High
raising figure to upto 110 at higher degree of learning after the training.
before training; turned to 39 upto Medium to Higher level of learning after training.
ii. It is significant that 59% rated their knowledge as High after training. This figure jumped from 26%.
Whereas in post test analysis participants estimated their learning as 64%.
0
20
40
60
80
a b c d e
Before Training After TrainingHere, graphical representation is provided on the data compiled
upon the responses received as per over all “Self Assessment of

District: Bahawal Nagar
Number of Participants:
Level of
understanding
Correct
Answer
Incorrect
Answer
Correct
Answer
Wrong
Communication
Skills
Barriers in
Communication
2 13 7 8 33%
Community
Participation
Definition –
Community
7 8 15 0 53%
Structure of
Participatory Dev.
0 15 5 10 33%
Basic Principals of
Participation
15 0 15 0 0%
Project Cycle
Management
No. of Phases in
PCM
6 9 13 2 47%
PCM
3 12 14 1 73%
Right Based
Approach
Responsibility
5 10 14 1 60%
Team Work
Characteristics of
Effective Team
0 15 10 5 67%
Team
0 15 9 6 60%
Vision
No. of Services of
PHED
9 6 14 1 33%
MDG relevant to
PHED
0 15 11 4 73%
Characteristics of
Vision
1 14 8 7 47%

District: Bahawal Nagar
Skills Related to:
After Training
a b c d E a b c d e
02 05 03 02 03 Introduction 01 00 01 05 08
00 07 05 03 00 Vision 00 00 01 05 09
00 04 09 02 00
Staff
00 00 00 03 12
02 03 05 05 00
Management
00 00 00 07 08
00 04 05 05 01 Team Work 00 00 00 02 13
4 40 45 23 8 Total Responses 1 1 4 39 75
3% 33% 38% 19% 7% Percentage 1% 1% 3% 33% 63%
It reveals that before training, in 08 sessions, it is very interesting 89 responses from LOW to Medium
category level of learning; turned to higher level. It means that 109 converted to High & b/w Medium and
High raising figure to upto 114 at higher degree of learning after the training.
quantitative terms are received from the participants; reveals that within range of both qualitative
and quantitative analysis of participants’ learning outcome.
Here, graphical representation is provided on the data compiled upon the responses received as per over
all “Self Assessment of Knowledge and Skills” from the participants.
The Red bar shows “Before training learning” where as Green bar reflects “After training learning”
demonstration
0
20
40
60
80
a b c d e

Training Workshop for PHED and CDU Staff | Annexure – C: Workshop Glimpses 52
Annexure – C: Workshop Glimpses

TAMA-PHED PUNJAB Training Report fn 26-06-2010

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TAMA-PHED PUNJAB Training Report fn 26-06-2010