NSDC EOI for Training Partners To Implement Skills Outcome Fund

The National Skill Development Corporation (NSDC), under the aegis of the Ministry of Skill Development and Entrepreneurship (MSDE), is establishing the Skills Outcomes Fund (SOF), a large scale outcomes-based financing program focused on improving livelihood outcomes in India. NSDC seeks to identify and empanel Training Providers with the proven capability to deliver industry aligned skilling programmes and achieve strong employment outcomes under the Skills Outcome Fund (SOF) and hence invites Expression of Interest EOI from eligible and interested training providers.

Purpose of EOI

The objective of this EoI is to evaluate and select high-performing Training Providers that demonstrate the capacity to deliver sustained employment outcomes for youth. The eligibility and evaluation criteria outlined in this EoI are intended to identify providers best positioned to deliver these objectives.

While all Bidders will be subject to a common application and evaluation process via this EoI , aspects such as target allocation, engagement approach, performance expectations, and implementation support may be tailored based on the capabilities and requirements of the selected Training Provider.

Scope of work

Selected Training Providers will be responsible for the end-to-end delivery of skilling interventions under SOF, including candidate mobilization and selection, training delivery, placement, retention support, and reporting. The responsibilities outlined below represent the minimum requirements expected under the program. The scope of work includes selected best practices from the Skill Impact Bond. Detailed implementation guidance and additional operational best practices will be shared with selected Training Providers during programme onboarding.

Program design and operational readiness
- Design training interventions aligned with SOF objectives, sector priorities, beneficiary profiles, and outcome targets
- Define delivery model, mobilisation approach, placement strategy, and post-placement support mechanisms
- Recruit and deploy qualified staff as required, establish operational systems, and ensure centre and infrastructure readiness prior to implementation
Candidate mobilisation and enrolment
- Mobilise eligible candidates aligned with SOF’s eligibility criteria and inclusion priorities, using tailored approaches to improve enrolment
  quality, reduce dropouts, and strengthen program outcomes (i.e., certification, placement, and 3-month retention)
  - Conduct outreach, screening, counselling, selection and successful enrolment of candidates
  - Other approaches may include, but not be limited to, community outreach, family engagement, alumni referrals, and pre-enrolment counselling and orientations to support informed participation, reduce mid-program dropouts, and improve long term retention outcomes
  - For women candidates, implement targeted mobilization, including women counsellors and family engagement strategies that address concerns related to safety, mobility, and employment conditions, enabling informed enrolment and sustained participation.
- Maintain candidate documentation and enrolment records in prescribed formats and upload required data on SIDH and as per program guidelines. Plan training centre operations, batch schedules, and enrolments in line with annual targets and implementation plans agreed under SOF (Intervention timelines detailed in subsequent sections)
Training delivery and candidate support
- Deliver training programs in line with approved curriculum, duration, and quality standards; curriculum aligned with NSQF/NCVET/SSC Incorporate employer feedback into curriculum delivery, mock interviews, and workplace readiness activities to ensure training remains aligned with evolving industry requirements while remaining compliant with NSQF/NCVET standards
- Incorporate experiential learning approaches, such as workplace simulations, role plays, and job-specific scenarios, to strengthen workplace readiness and ease candidates’ transition into employment
- Adopt gender-responsive training practices, including sensitisation of trainers and peers and appropriate learner support mechanisms, to improve participation and retention of women candidates, particularly in non-traditional job roles
- Facilitate assessments and certification as per prescribed guidelines Provide employability, counselling, placement preparation, and transition support services, where applicable
Placement and retention support
Given SOF’s outcomes-based structure, employment outcomes are expected to inform program design and delivery from the outset. Training Providers should maintain a strong focus on placement and retention throughout the candidate’s training lifecycle and are expected to:
- Establish and maintain employer partnerships to identify hiring demand, aggregate placement opportunities, and inform job role selection, target setting, mobilisation, and training delivery; formalized employer engagement and organized employer networks will be encouraged (for instance, captive placement models or other employer partnerships)
- Establish structured employer engagement processes, including employer due diligence and minimum job quality standards, to improve placement quality and long-term retention outcomes
  - Employers participating under SOF should comply with applicable labour laws, including payment of wages not less than the state-prescribed minimum wage
- Coordinate employer outreach, interviews, candidate onboarding, placement documentation, and related employer engagement activities
- Facilitate placements in jobs aligned with the approved sector and job role of training, and support candidates in transitioning into employment
- Prepare candidates for employment through activities such as career counselling, interview preparation, employer interactions, workplace readiness training, functional English, financial and digital literacy, and professional conduct and other placement preparation support
- Provide post-placement support to improve retention outcomes, including regular follow-up, counselling, issue resolution, and support for workplace, accommodation, or relocation-related challenges, where relevant
- Regularly track candidate engagement and employer feedback to identify candidates at risk of dropping out or leaving employment early, and implement timely interventions to improve retention outcomes, ensuring achievement of agreed placement and 3-month retention targets
Work closely with PMU to ensure outcomes are met
- Work closely with SOF PMU in NSDC and participate in regular reviews and performance management processes
- Regularly report programme and outcome data as per prescribed guidelines from time to time, and support data validation and verification processes
- Regularly track and report performance against performance metrics, identify delivery challenges and risks, and implement corrective actions, where required
Monitoring, reporting, and compliance requirements
- Maintain complete and accurate data on candidate profile, training, placement, retention, and financial records as per the prescribed guidelines
- Track candidate progress and outcomes from enrolment through retention using prescribed MIS and reporting systems
- Submit periodic operational, outcome, and financial reports in prescribed formats (documentation eligible for reporting payment metrics in Annexure 4)
- Support independent verification, audits, surveys, validation exercises, and evaluation activities under SOF
- Comply with MEL requirements prescribed under SOF, including any modifications to MEL frameworks and reporting processes introduced during the course of programme implementation

Eligibility Criteria

The bidder should be a Company incorporated under the Companies Act, 2013/1956, or a Limited Liability Partnership (LLP) registered under the LLP Act, 2008, or a Society, Trust, Section 8 Company, Partnership Firm, or Proprietorship Firm registered under the applicable laws of India. The entity should have been incorporated/registered in India for at least three (3) years as on the date of submission of the proposal.
The bidder should have an average annual turnover of INR 10crores during the last three (3) financial years. In case of for-profit entities (Private Limited Companies/LLPs), the average annual turnover shall not be less than 25% of the project value proposed under this EoI.
Should have adequate in-house technical capacity and field verification capability to undertake the scope of work outlined in this EoI
The bidder should not have been debarred, blacklisted, suspended, or declared ineligible by any Central Government, State Government, Statutory Authority, Public Sector Undertaking, Multilateral Agency, or any other public agency as on the date of submission of the proposal.