Language of FRAC

FRAC introduces new concepts and a language that needs to be mainstreamed into the vocabulary of all project stakeholders. There are a number of frequently used acronyms and, this space is a custodian of all those terms and words. It can be used as a ready reckoner for anyone who is a part of the project. 


360-degree Assessment

This is defined as the comprehensive assessments done by self, peer, manager and subordinate by answering micro-questions posed to those who come into professional contact with the official. This will tell us whether the official is using her knowledge and skill (i.e. Means) to be productive in the workplace. When the Means is there, both Motive and Opportunity will be required for this to happen
This is possible on iGOT because of the micro-question arrangements that will be in place to drive the 360-degree assessments as well as the authorised independent assessment centres it will offer.



Specific actions performed by an official as a part of an official Role.


A process or set of rules to be followed in calculations or other problem-solving operations, especially by a computer.

Artificial Intelligence

Artificial intelligence (AI) refers to the simulation of human intelligence in machines that are programmed to think like humans and mimic their actions. The term may also be applied to any machine that exhibits traits associated with a human mind such as learning and problem-solving.


Attitude, skills and knowledge


An Assistant Section Officer is a Group 2 officer. ASOs are positioned across departments and perform clerical functions such as note-taking, drafting of responses and managing correspondence.



Behavioural, Domain and Functional (Competencies)

Behavioural Competencies

Behavioural competencies are a set of benchmarked behaviours that have been observed among a range of high performers. These capture competencies displayed (or observed or felt) by these benchmarked individuals across a range of jobs, functions and roles, within the organisation. These competencies also describe the key values and strengths that help an official perform effectively in a range of jobs. Collectively, they can help a department plan their talent requirements.



This score will be given to a learner on the completion of a CBP and its corresponding assessments. It is based on the learner’s performance on these assessments and contributes to the TCS (thereby the overall competency score of an individual).


Competency-Building Products is a collective name for material made available on the iGOT 2.0 platform to plug competency gaps. These CBPs could be courses, workshops, learning events, training programs or other services or products that enable an individual to address the competency gap. These could be delivered digitally, face-to-face, blended or in any new form that may emerge.


Cadre Controlling Authority: Cadre Controlling Authority is the department of the Government of India to which a given government official reports


Competency Markup Language is name given to the common grammar used on iGOT 2.0 to ensure that each competency is well described and suitable for machine interpretation before it is uploaded on the platform.


Competency Owning Departments (CODs) will have the responsibility to ensure the following with regards to each of the competencies assigned to them: 1) High impact CBPs are available on iGOT. They can do this by developing CBPs themselves or through their training institutions or by fixing the price that providers can charge for CBPs that build competencies assigned to them; 2) Proctored, independent, authorised assessment (PIAA) capacity is available with a waiting time of less than 24 hours; and 3) Question banks, used for 360 degree assessments on iGOT and PIAA, yield results that are valid and reliable.


A competency can be broadly viewed as the knowledge, skills and attitudinal abilities required by an individual to perform a given job or task effectively.

Content Directory

All content by CBPs put up on the platform will be stored in the Content Directory. The Content Directory will have all contents in various languages along with delivery mechanisms (text/audio/video), pricing, duration, taxonomies (usertags) and the competencies they help gain/improve. The directory will be organised at four levels. The first and smallest is resources. A collection of resources make a module, a collection of modules make a course and a collection of courses make a program. The content directory will store impact scores at the level at which the CBP provider is willing to unbundle and price.

Course (Content Directory)

A collection of Modules in the Content Directory makes a Course.


The competency score of an official will be recorded in the Competency Score Passbook (CP). The CP will have two entries: TCS and the WPCAS


The CQS is a combination of two scores: the first is provided through self-certification by the CBP provider; and the second is the score as assigned by a learner and auditor (as appointed by the SPV) of the CBP. When the two CQS are very close to each other, the trust score of the CBP becomes high.


Maintained in the Competency Score Passbook (CP), the competency score is calculated against the competencies a learner has been tested for. It is comprised of two individual scores: the workplace competency assessment score (WPCAS) and the testing competency score (TCS).


A Certified Service Provider will be an external agency which will be a domain expert in the area that a specific government department is working in. CSPs will be a part of the Departmental FRACing Team (DFT) along with the government department's Internal FRACing Unit (IFU)


Central Training Institutes are training institutes affiliated with the central government. These institutes provide technical and managerial training to various levels of government officials and staff members across departments.



Departmental FRACing Team is responsible for the FRACing of a government department. It comprises the Internal FRACing unit and the Certified Service Provider for the government department being FRACed.


Dictionaries can be seen as a kind of registry. While being lists, these will also contain a description of what a term relates to and its meaning. For example, a dictionary of positions will not only have a list of all positions, but it will also carry a short description of each of them.

Dictionary of activities

This dictionary lists, describes and assigns a unique code for all activities that are distinctively described on iGOT 2.0. These activities are actions or steps executed, conducted or processed in a logical sequence by the incumbent to achieve an objective.

Dictionary of competencies

A competency dictionary consists of the listing of all competencies, their meanings and indicators that define them.

Dictionary of positions

This is a list of all positions along with a short description of the position in those entities whose FRACing has been completed.

Dictionary of roles

This is a list of all the roles played by a certain position.


A directory on iGOT 2.0 is bound together by a common identifier. For example, the directory of ministries and departments will contain a full list of all MDOs in the government with a unique code for each. Unlike dictionaries, directories contain only listings.

Directories of CBP providers

This is a list of all CBP providers along with their trust scores

Directories of participating ministries

This will contain a list of all entities that have registered their intent to onboard iGOT 2.0 and paid up the per person annual subscription. they will be provided support to complete their FRACing process so that their positions, roles, activities and competencies can be onboarded after completing the iGOT 2.0 due diligence process.

Directories of users

This will list all users, details of CBPs completed by them as well as their competency score.

Domain Competencies

Domain competencies are shared by a ‘family’ of related jobs that have common roles and activities and form a logical career path. These competencies are defined for a specific department or ministry or organisation (for example, the Department of Atomic Energy or the Department of Biotechnology). Domain competency requirements may be concentrated in one organisation but that does not mean that other departments will not need them.


Department of Personnel and Training is the coordinating agency of the Central Government in personnel matters specially issues concerning recruitment and training.



Functional Purpose Analysis


The Framework of Roles, Activities and Competencies seeks to map competencies of government officials to their positions. It does so by breaking down each official position into roles and further each role into competencies.

FRACing Process

FRACing process is a 12 step process which starts with the setting of the Departmental FRACing and ends with uploading resultant competencies onto the iGOT 2.0 platform.

Functional Competencies

Functional competencies are common among many domains, cutting across departments and functions (or verticals). For example, project management, budgeting, communication skills etc. are required for many roles across many departments.



The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business.



International Atomic Energy Agency


Internal FRACing Unit will be the internally staffed FRACing agency incharge of a government department. The IFU along with the Certified Service Provider of a department will form that department's Departmental FRACing Team (DFT)

Impact Score

This score shows the impact of a CBP on the observed competency-based behaviours of an official in the workplace. It is calculated by aggregating improvements in the competency scores of officials who have been certified on completion of a CBP.

Instructional Design

Instructional design (ID), also known as instructional systems design (ISD), is the practice of systematically designing, developing and delivering instructional products and experiences, both digital and physical, in a consistent and reliable fashion toward an efficient, effective, appealing, engaging and inspiring acquisition of knowledge.



Integrated Government Online Training: iGOT 2.0 is a comprehensive online learning platform which will augment conventional
classroom training programs and enable online and blended learning.

iGOT 2.0 Registry

Collection of all dictionaries, directories and their interrelationships on the iGOT 2.0 platform

iGOT 2.0 Wallet

Each learner has an electronic wallet called the iGOT 2.0 Wallet that can be used on Courses/ Programs of their choice on the iGOT platform.


A special purpose vehicle (SPV) is being established to implement the Public Service Capability and Productivity Enhancement Programme of which iGOT 2.0 is a part. The SPV will be a not-for-profit government-owned registered company. Besides others, it will be responsible for developing and hosting iGOT 2.0 and ensuring that all its associated processes are executed in a timely and appropriate manner.


Learner Score

The learner score captures the learner’s interaction with the content on iGOT – it reflects the learnings and engagement of a learner on the platform. The score helps track the effectiveness of interaction between the leaners and the content provided on the platform. It is calculated (weightage based on discretion) by an individual’s relationship with the self, others and the content.



Ministry, Department or Organisation


micro-question based continuous assessments, can generate a nuanced picture of user
The first is through the cumulation of assessments made by those who observe each other's competencies and one’s own self-assessment. The second is the independent assessor arrangements that the owner department for each competency will put in place and notify on iGOT 2.0. While the latter will typically use computerised proctored, independent, authorised assessments (PIAAs), the former will require a set of micro-questions to be posed and answered that have the ability to capture all aspects of each competency. These micro-questions, which will be in yes/no and multiple-choice formats, will be periodically posed to officials both as part of their peer and self-assessment.


Means Motive Opportunity

Module (Content Directory)

A collection of Resources in the Content Directory is referred to as a Module.



National eGovernance Division (NeGD) |


Natural Language Processing


The National Training Policy was issued in April 1996 through a set of Operational Guidelines for the
development of the human resources of the Government. This was further improved upon and drafted in the form of NTP 2012.



Organisation for Economic Co-operation and Development

Organisational Score of MDOs

The organisational score is a composite score of every MDO, drawing upon many of the above- and aforementioned scores in addition to a score from the SPV from the quality audits. Every MDO will have an organisational score on the PM dashboard.



Proctored, Independent, Authorised Assessments: Proctored, Independent, Authorised Assessments are standardised assessments of government officials conducted on the iGOT 2.0 platform

PIAA Score

This score will be given to a learner taking the PIAA by the
PIAA provider. It is comprised of two components: 1) the level at which the competency has been assessed (1-5) and 2) the proficiency within that level (e.g. within these levels, an individual is excellent, good, average, poor).

Program (Content Directory)

A collection of Courses in the Content Directory is referred to as a Program.


Resource (Content Directory)

The smallest unit of the Content Directory on iGOT 2.0 is referred to as a resource.


Positions under the FRAC are broken down Roles. These are categories of tasks a particular government official is expected to perform.



Software as a Service


State of Human Resources in Government Report

SPV Score

The SPV score will be the average of all MDOs’ organisational scores.


State Training Institute are training institutes affiliated with various state governments. These institutes provide technical and managerial training to various levels of government officials and staff members across departments.



The TCS is an algorithmically derived score that combines C- CS and PIAA score, and is informed by the trust scores of the PIAA and CBP. Combined with the WPCAS, it contributes to the competency score

Trust Score

The trust score is calculated on the basis of the accuracy of a stakeholder’s claim using an accuracy meter. It is the extent to which claims made by a stakeholder are found to be accurate and are verified by the processes put into place by iGOT. Trust scores will be calculated for an array of stakeholders: individual learners, HR managers, auditors, CBP providers, PIAA providers, etc..



The WPCAS is an algorithmically derived score that combines the crowdsourced 360-degree assessment (self, manager, peer, subordinate) and is informed by the trust scores of those providing assessment