Center for Continuing Professional Education
Center for Continuing Professional Education (CCPE) Policy
Continuing Education Program (CEP) was established and is functioning at Sir Syed University of Engineering and Technology since January 1997. The initial purpose of CEP was to provide applied engineering education so as to comprehensively cater the needs of technical work force in their career progression. Under the guidelines of the Pakistan Engineering Council (PEC) and National Computing Education Accreditation Council (NCEAC) and International Federation of Accountants (IFAC) has made it mandatory for its member bodies to design and implement a Continuing Professional Development (CPD) mechanism in such a way that it becomes a component of continued membership for the professionals. In order to facilitate the CPD implementation, International Educational Standard for Professionals which is in effect from January 01, 2014. CEP made concerted efforts in providing professional knowledge, skills, values, ethics and attitudes, competence refined appropriately for the professional activities and responsibilities of the professionals. The scope of activities of the CEP was extended in 2019 to develop and maintain professional competence in Hard and Soft Skills through the undertaking of CPD, Cisco Networking Academy and Prime Minister Kamyab Jawan “Skills for All” program that is necessary, in the public interest, to provide high quality services to meet the needs of clients, employers and other stakeholders. CEP contributes to the development and maintenance of professional competence that is appropriate to work and professional responsibilities. It is therefore proposed that the name of Centre is modified as “Centre for Continuing Professional Education (CCPE).
Scope of this document pertains to the policies for the smooth operation of CCPE at SSUET. This document contains the Vision, Mission and Objectives of CCPE at SSUET.
3.Vision of CCPE SSUET
CCPE SSUET intends to provide a platform to engineers and other professionals to learn to be more competent in their fields to achieve their career goals, organizational development and transform Pakistan into a digitally literate population with marketable skills through dedicated, committed and excellent training’s.
4.Mission of CCPE SSUET
The mission of CCPE SSUET is to provide opportunities for the interested professionals to gain marketable skills that can transform them into successful freelancers, employees, managers, leaders and entrepreneurs by empowering them with professional excellence trainings and to create endless possibilities for learners.
5.Objectives of CCPE SSUET
|Career Counseling for CCPE Students||·To assist the learners to identify and recognize their interest, values, abilities and capacities, skills and positive personality traits and to match these with their chosen careers.|
|Professional, Learner Trainings and Developments||·To organize training short courses, workshops and seminars, conferences and Technology trainings etc. ·To equip learners with knowledge, hands on experiences and prepare them for the world of work or self-employment. ·To train students to be effective and skillful through entrepreneurship training. ·To promote and develop programmes which will enhance Learner’s employment ability|
|Professional skills||Training Areas The training outcome relating to each type of professional skills shall be as follows:|
|(i) Intellectual||(a) Research and evaluate information from a variety of sources and perspectives and draw appropriate conclusions. (b) Identify, evaluate, and recommend solutions to unstructured, multifaceted problems. (c) Apply innovative and critical thinking to solving problems.|
|(ii) Personal||(a) Apply the principles of lifelong learning. (b) Set high personal standards of delivery and monitor personal performance, through feedback from others and through reflection. (c) Evaluate professional commitments and manage time and resources for their achievement. (d) Proactively anticipate challenges and plan potential solutions. (e) Display openness to new ideas and opportunities.|
|(iii) Interpersonal and communication||(a) Promote cooperation and teamwork, working towards organizational goals. (b) Communicate clearly and concisely when presenting, discussing and reporting in formal and informal situations, both in writing and orally. (c) Use active listening and effective interviewing techniques. (d) Use negotiation skills to reach appropriate solutions and agreements. (e) Use consultative skills to minimize and resolve conflict in a work environment (f) Display sensitivity to cultural and language differences in all communication. (g) Present ideas and persuade others to provide support and commitment.|
|(iv) Organizational||(a) Undertake work assignments in accordance with established methodologies and within the prescribed deadlines. (b) Review work to determine whether it complies with the organization’s quality standards. (c) Use effective people management skills to motivate and develop others. (d) Use effective delegation skills to deliver work assignments. (e) Demonstrate effective leadership skills.|
|(v) Technical or Technology Training||It is a type of training meant to teach the learner, the technological aspects of the job. In a retail environment, technical training might include teaching someone how to use the computer system to ring up customers. In a sales position, it might include showing someone how to use the customer relationship management (CRM) system to find new prospects. In a consulting business, technical training might be used so the consultant knows how to use the system to input the number of hours that should be charged to a client. In a restaurant, the server needs to be trained on how to use the system to process orders. Let’s assume your company has decided to switch to the newest version of Microsoft Office. This might require some technical training of the entire company to ensure everyone uses the technology effectively|
|(vi) Quality Training||It refers to familiarizing employees with the means of preventing, detecting, and eliminating non quality items, usually in an organization that produces a product. In a world where quality can set your business apart from competitors, this type of training provides employees with the knowledge to recognize products that are not up to quality standards and teaches them what to do in this scenario. Numerous organizations, such as the International Organization for Standardization (ISO), measure quality based on a number of metrics. This organization provides the stamp of quality approval for companies producing tangible products. ISO has developed quality standards for almost every field imaginable, not only considering product quality but also certifying companies in environmental management quality. ISO9000 is the set of standards for quality management, while ISO14000 is the set of standards for environmental management. ISO has developed 18,000 standards over the last 60 years.|
|(vii) Skills Training||It includes proficiencies needed to actually perform the job. For example, an administrative assistant might be trained in how to answer the phone, while a salesperson might be trained in assessment of customer needs and on how to offer the customer information to make a buying decision. Think of skills training as the things you actually need to know to perform your job. A cashier needs to know not only the technology to ring someone up but what to do if something is priced wrong. Most of the time, skills training is given in-house and can include the use of a mentor.|
|(viii) Soft Skills Training||It refer to personality traits, social graces, communication, and personal habits that are used to characterize relationships with other people. Soft skills might include how to answer the phone or how to be friendly and welcoming to customers. It could include sexual harassment training and ethics training. In some jobs, necessary soft skills might include how to motivate others, maintain small talk, and establish rapport.|
|(ix) Professional Training and Legal Training||It is a type of training required to be up to date in one’s own professional field. For example, tax laws change often, and as a result, an accountant for must receive yearly professional training on new tax codes. Some organizations have paid a high cost for not properly training their employees on the laws relating to their industry. The fines could have been prevented if the organization had provided the proper training to begin with.|
|(x) Team Training||It is a process that empowers teams to improve decision making, problem solving, and team-development skills to achieve business results. Often this type of training can occur after an organization has been restructured and new people are working together or perhaps after a merger or acquisition. Some reasons for team training include the following: Improving communication Making the workplace more enjoyable Motivating a team Getting to know each other Getting everyone “onto the same page,” Teaching the team self-regulation strategies Helping participants to learn more about themselves (strengths and weaknesses) Identifying and utilizing the strengths of team members Improving team productivity Practicing effective collaboration with team members|
|(xi) Managerial Training||After someone has spent time with an organization, they might be identified as a candidate for promotion. Topics of training might include those from our soft skills section, such as how to motivate and delegate, while others may be technical in nature. For example, if management uses a particular computer system for scheduling, the manager candidate might be technically trained. Some managerial training might be performed in-house while other training, such as leadership skills, might be performed externally.|
|(xii) SafetyTraining||It is a type of training that occurs to ensure employees are protected from injuries caused by work-related accidents. Safety training is especially important for organizations that use chemicals or other types of hazardous materials in their production. Safety training can also include evacuation plans, fire drills, and workplace violence procedures. Safety training can also include the following:
6.TARGETED SKILLS DEVELOPMENT AREAS OF CCPE
The program was structured keeping in view the growing need for professionally qualified workforce in the fields of Information Technology, Engineering, Accountancy, Management and Designing, required to the industry and other institutions. CCPE target is to provide training at the most economical rate as a CSR activity in order to benefit persons of meager resources and ultimately to meet the national requirement of suitably qualified workforce and to help minimize unemployment, underemployment and poverty through increasing the employment potential of the youth in the job market in the country and abroad.
The CCPE at SSUET aims at imparting up-to-date knowledge and practical training for a broad spectrum of courses including:
- Cyber Security
- Modern Programming Languages
- Project Management
- Computer Networking Systems
- Computerized Accounting and Financial Management
- Trainings for International Certifications
- Multimedia, Graphics and Design Courses
- Various Corporate and SSUET Staff Soft and Hard Skills Trainings.
6. Organogram of CCPE SSUET
7. Modus operandi
According to the market requirements the CCPE Advisory Board composed of
- AMUOBA Advisor CEP Chairman
- Chairman of All Departments Member
- Non-Instructor Member from Industry 02 Member
- Director CCPE Member Secretary
Main Management Committee composed of
- Vice Chancellor Chairman
- AMUOBA Advisor CEP Member
- Dean Faculty of Engineering Member
- Dean Faculty of Basic & Applied Sciences Member
- Chairman Management Science Member
- Registrar Member
- Director CCPE Member Secretary
Short course or training can be proposed by Advisory board and invites highly qualified and well versed subject specialists from the open market to arrange a short course program. Second way to initiate the courses is by taking the proposals of short courses from reputed industry and well known instructors by Director CCPE and he will recommend the certain course after its complete assessment to the vice chancellor for conduction of short course under CCPE.
- Annual Budget
The annual budget prepared by Director CCPE is discussed in the CCPE Main Management Committee for approval. Thereafter it is scrutinized by the Director Finance and then it is submitted to the Board of Governors for final approval.
- Revenue Share
While revenue share on every course will be as follows
SSUET Share 40 %
Instructor Share 40%
CCPE Share for Marketing and Sustainable operations 20 %
- Statement of Account
The Statements of Account are provided by the Director Finance to the Vice Chancellor on Weekly, monthly, quarterly and yearly basis for perusal and a copy to Director CCPE for record.
- Timing of Short courses/ Trainings
All short courses and trainings are run in evening on working days and whole day on Saturday and Sunday. To facilitate the classes and Lab Work, the services of non- teaching staff of SSUET are utilized on overtime basis, out of CCPE budget.
- Course Certificate
Training certificate will be signed by Dean Faculty of Basic & Applied Sciences, Director CCPE and concerned Instructor of CCPE will be issued to the participants subject to the condition that the participant’s attendance is at least 50%.
- Discount Policy in Fee
All short courses fee collection is to be made by Finance Department SSUET and it should be collected through cross cheque, pay order or bank challan as far as possible. Discount Policy for Staff, SSUET students and Alumni, HEC/ PEC recognized current institute, Senior citizen, Groups, Early Bird discount etc. will be applicable as approved by Vice Chancellor and notified by Registrar SSUET with consent of concerned Instructor on subject course. Installments in fee can be decided by Director CCPE.