Output 1: Formal Programs are More Industry Relevant 

1.1. Upgrade five PTCs to RTCs

Ensure that women comprise at least 30% of newly hired teaching and administrative staff at each upgraded RTC

Ensure that women comprise at least 50% of enrollments in business and ICT at each newly upgraded RTC

Construct separate hostels for women as well as boundary walls in the five RTCs to encourage greater female participation and retention

Construction of separate latrine, washing and changing facilities for women – in separate locations from those for men.

MOLVT to ensure that at least 50 scholarships per year (out of 300 Government scholarships per year) are provided for women to undertake training in mechanics, construction and business and ICT. Make efforts to encourage more female applicants in mechanics and construction, where women are not currently enrolled. Applicants from ethnic minority groups will be encouraged.

Ensure that newly upgraded RTCs' planning processes include provisions for ethnic and gender equity and development

Review training programs to identify key reasons for why female enrollment and retention is low and recommend ways to increase the number of female applicants.

Develop strategies to increase female and ethnic minority enrollments in the upgraded RTCs, specifically in mechanics and construction where current enrollments are zero.

1.2. Develop skills-standards-based training modules and train teachers

MOLVT will try to get at least 30% of assessors for each industry to be female.

Review of existing PTC and RTC curriculum will consider access and quality issues from a gender and ethnic minority perspective.

New PTC and RTC curriculum and learning materials will be developed free of gender and ethnic bias (i.e., promote females and ethnic minorities in positive roles, especially in sectors where they are under-represented).

If necessary, specific modules will be developed to help teachers interact with female and ethnic minority students (i.e., sensitivity training)

At least one of the two lead teachers in business and ICT sent for technical training at a regional training institute will be women

At least  one of the two NTTI teacher trainers sent for training at a regional training institute will be women

At least 12.5% of NTTI subject specialists trained will be women (industry-specific).

At least 30% of PTC and RTC teaching staff in business and ICT who receive training will be women.

MOLVT will provide opportunities to female teachers in the other two industries, if qualified women express interest during implementation.

Existing female teachers will have access to training programs for the new standards

1.3. Increase industry involvement in development and implementation of training programs

At least 25% of the members in each industry advisory group will be women.

Review standards, curriculum and training development from a gender and ethnic minority perspective. Include gender- and ethnic-minority-specific recommendations in all reviews and assessments.

1.4  Strengthen NTTI for system upgrading

At least 25% of industry advisory group members will be women.

Review standards, curriculum and training development from a gender and ethnic minority perspective. Include gender- and ethnic-minority-specific recommendations in all reviews and assessments.

Output 2: Expanded and Better Quality Non-Formal Training

2.1. Establish, construct and equip new PTCs in Preah Vihear and Mondulkiri

Ensure that women comprise at least 30% of teaching and administrative staff at each of the newly constructed PTCs in Mondulkiri and Preah Vihear

Ensure that ethnic minorities comprise at least 20% of teaching and administrative staff at the newly constructed PTC in Mondulkiri

Develop strategies to increase female and ethnic minority enrollments in the newly constructed PTCs.

Ensure that ethnic minorities comprise at least 40% of enrollments at the newly constructed PTC in Mondulkiri

Ensure that women make up at least 50% of enrollments in each PTC

Ensure that latrine and washing facilities are in separate locations for men and women

2.2 Extend VSTP to all provinces

Ensure that at least 50% of the recipients of training under the expanded VSTP are women (total is 210,000)

2.3. Develop PTC directors

Females and ethnic minorities will be encouraged to participate in the management of VSTP (e.g., apprenticeships, community outreach, career guidance).

Female PTC directors will play a key role in the training and mentoring strategy for other PTC directors. A strategy will be developed during implementation in coordination with the PCU and the gender working group in MOLVT.

2.4. Upgrade skills-standards-based training in PTCs

Ensure that skill standards, instructional materials and training programs are sensitive to gender and ethnicity and free of gender and ethnic minority bias

Mentoring and compliance visits by NTTI technical staff and DGTVET will include a review of the number of female PTC instructors trained

2.5. Increase accessibility to structured skills training

New courses (including curricula and standards) will include mechanisms to attract greater numbers of female and ethnic minority students.

Workable strategies to allow standards to progress from nonformal to mid-level formal programs will incorporate the obstacles faced by female and ethnic minority students in accessing formal programs.

Output 3: Strengthened Institutional Capacity to Plan and Manage TVET

3.1. Strengthen management capacity at training institutions, provincial training boards and DGTVET

Ensure that all female mid-level DGTVET officers are selected for regional training

Ensure 30% of provincial MOLVT staff selected for regional training are women

Ensure that 50% of senior DGTVET and polytechnic participants in regional study tours are women 

3.2. Improve TVET information systems including VETMIS and LMIS

Develop and incorporate gender and, where relevant, ethnicity-disaggregated indicators, including those related to TVET outcomes, efficiency and effectiveness, in the VETMIS and LMIS

Ensure women will have access to VETMIS training

3.3 Strengthen capacity of DGTVET as Secretariat of NTB

Ensure that at least 25% of NTB, PTB and senior officials selected as regional study tour participants are women 

3.4 Develop NVQF and skills standards

Ensure that the NVQF is gender-sensitive and free of gender bias

3.5. Develop and implement career information systems

Develop career guidance materials targeted to females

Conduct outreach activities to encourage females to take up training in non-traditional areas

Provide gender and ethnic minority sensitivity training to selected staff for career advice