Terms of Reference (TORs)

Job-Related Technical Training for FBR Officers

1.

Background:

Federal Board of Revenue (FBR) is a public sector organization mandated to collect Revenues for the Government. Due to the ever-changing business environment and the concomitant increase in the demand for revenues to finance the development/nondevelopment expenditures of government, a need for competent tax levying/collecting manpower with a changed mind set has been felt by the top management of FBR. The objective can be achieved through a meticulously orchestrated training regime directed at equipping the tax Administration with the requisite blend of knowledge skills and attitudes. 2. The Federal Board of Revenue is undergoing a steady process of restructuring and reforms under the aegis of the World Bank, which envisages re-engineering of business processes, revamping of technical/managerial skills through capacity building and improved audit/recovery skills. In order to achieve the desired objectives, Federal Board of Revenue (FBR) is pioneering a Management and Technical related subjects Training initiative to ensure the continual professional development of its in the roles they perform, assess development needs (professional and personal), and thereby create a workforce which can contribute positively and effectively towards the realization of the organizational goals/targets. This process is part of Tax Administration Reform Project (TARP) and is being financed out of TARP loan from the World Bank. Training and development constitutes the priority area of the FBR. The present low tax to GDP ratio, taxpayers grievances, and existing knowledge/skills/qualities gaps necessitate training of the officers not only to help them successfully steer the organization through reform stages but also to achieve long term objectives. To meet the desired objectives, it is imperative to train and enhance the skills of the workforce particularly, the managerial skills. The aim of the reform strategy is to transform FBR into more efficient and 1

effective revenue administration authority. The trained officers will be better equipped to meet the future challenges confronting the organization. This will translate into the following: Increased capacity of the officers, particularly in Management as well as Technical areas, including: Increased management skills, interpersonal skills, to effectively lead dynamic teams and become change agents for their respective functions. Increased capacity to manage change on a continuous basis and to respond to the challenges more effectively. Be better equipped to take on the tasks as per respective job descriptions after creation of Inland Revenue Service.

2.

Scope of the service:

The trainers will be obliged to design and impart training to the nominated FBR officers and . The training program would be divided into two broad activities which will be as follows: 2.1 Pre-Program activity:

Module information would be shared by the local institutes and for foreign training HRM Wing will screen programs of relevance. The scope of this customized training is as follows: Revenue Training Core technical & functional skills Management Training Communication / Interpersonal Skills Training Computer Skills Training

2.2

Particulars of the participants:

The participants would be from BS 17-21. Training Type Local (Management and Technical) Potential Number 100 Career level Mid- level Experience 5 years and above As per requirement Previous Academic

Level and /Training Not required

Local New All officers Business Processes (AFTER INTEGRATION) Foreign (Management and Technical )

BS 18-19 BS 20-21

Job specific

100 Mid and Senior As per GOP Related Degree in Out of which career criterion for all disciplines required for 80 would be level cadres online course option mid level and 20 senior Select group with the Management above said advanced level of training must be posted at core posts involved in policy and related functions

2.3 The detailed summary of existing working strength of Officers BS 17-21 is given below: INLAND REVENUE SERVICE(IRS) S.No BPS Cadre Strength 1 21 44 2 20 92 3 19 216 4 18 374 5 17 378 Total 1104

PAKISTAN CUSTOMS SERVICE S.No BPS Cadre Strength 1 21 19 3

2 3 4 5 Total

20 19 18 17

31 81 147 101 379

3.

Delivery of program: Locally the Trainers would design and deliver three cohorts for each of the

identified Business Processes of FBR. This would be required for dissemination of technical training of different business processes to be included in one module. Each cohort will vary according to the business processes for which it is being introduced. The number of trainees would be selected as per need identified by FBR. The trainees of one cohort will be used as Master Trainers later by the field formation. The trainers would also provide the following: Teaching Teaching material; Conference facilities (Auditoriums, Discussion Rooms etc.) Lunch, two teas with snacks; Conference equipment; Administration of program Training manuals (preparation, supervision and finalization) Observation by and feedback for each trainee from faculty. 4.
4.1

CREDENTIALS OF THE CONSULTANTS

Professional Requirements of the Assignments:

Training, owing to its very nature as a multi-facet factor with variable deliverable requirements, cannot be undertaken from single dimension. The major portion of this Assignment will take into account sophisticated procedures and practices required to enhance the skills of FBR officers.

The Components of Management and Technical training would be local as well as foreign, on-campus and through e-courses, whereby Federal Board of Revenue intends to engage the Universities or Institutes of repute in related fields with sound credentials of working with clients on similar assignments. Credentials should include the following:
(A) Foreign Training

1. 2. 3. 4.

The University should have good ranking and must possess considerable expertise in human resources and organizational development. Previous experience of working with large companies (multinational, private and public sector) will be preferred. Relevant experience in other developing countries in the region. Demonstrated hands-on experience of leading organizations through training for major change programs.

(B) Local Training

1. 2.

The University/Institute should have good ranking and must possess considerable expertise in human resources and organizational development. Previous hands on -experience of working with large companies (multinational, private and public sector) in management/technical subjects of training will be preferred. Relevant experience in executing training on specific new business area after Integration will be preferred.

3.

4. Financial credibility of the institute/University or other applicants would also be assessed 5. Report and Time Schedule: The trainings will be delivered during the financial year 2010-2011. The process has to be, however, completed before December, 2011. At the end of the completion of each module and at the conclusion of the whole program, the local trainers will be responsible to prepare a report about the training module, the level of attendance of the participants, the participants evaluation of the program, their overall impression of the program, suggestions to improve the training as such and enhance the level of 5

participation, suggestions to improve further the whole training intervention and any matter which the trainers would like to highlight.

6.

Location of the Assignment

Due to the enormity of task and scope of the foreign training there will be no

fixed location of education provider. However for local training it is likely to be held in educational institutes of repute in all stations of the field formations.