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• 22

NETHERLANDS ASSISTED PROJECTS - ANDHHA PRADESHINTEGRATED RURAL WATER SUPPLY PROJECTS

AP III - MALGQNDA (NALG.ONDA DISTRICT)

libraryIRC intomptlonalWterand Sanitation CentreTel.; +31 70 30 669 80Fax: +31 70 35 899 64

INCOME GENERATING ACTIVITIESSCHEME I: ALL WOMEN DAIRY COOPERATIVES

COVERAGE: £0 VILLAGES (6800 WPM£N)PERIOD: 4.5 YEARS (1992 -

COST: RS. 347.00 LAKHS

(DR. M. PRABHAKAR RAO)GENERAL MAI

*&\

NALGONDA - RAN5AREDDY DISTRICTS MlLALAPET, TAR

HYDERABAD -

11th NOVEMBE

NAP-APNALGONDA

COMPONENT.-

COMMUNITY BASED SUPPORT ACTIVITIES.

PART 5 i INCOME GENERATION -

DAIRYING.

J~

NETHERLANDS ASSBTED PROJECTA P III tVURY NALGONDA DISTRICT

LOCATION MAP OF NAP-MANDALSNALGONflA DIST.

INSET INDIA A.P& NALGONDALOCATION MAP

WARANGAL*

LEGEND .DISTRICTDSTRCT H.Q *MANOAL BOUNDARYMANCML KQ

LIBRARY |RCPO Sox 93190,8809 AD THE HAGUE

Tol.: +31 70 30 689 80Fax: +31 70 35 899 64

BARCODE: / ^L / o I

CONTENTS PAGE NO.

1. Introduction 4

2. Organisational Infrastructure for Dairying in 4Nalgonda and Ranga Reddy Districts

3. Background to Netherlands Assited Projects 9

4. Concepts and Strategies Adopted by NARMUL 10

5. Scope of the Project 11

6. Project Rationale 12

7. Project in Brief ' 12

8. Project Implementation 13

9. Project Cost 14

10. Co-ordination and Linkages 17

11. Operational Plan " 17

12. Physical Plan and Activity Schedule 19

13. Activity Details , 20

14. Project Team 32

15. Training and Orientation for Project Team 33

16. Human Resources Development at Society Level 38

17. Accounting and Auditing 39

18. Monitoring/Review/Information System 39

19. List of Annexures 41

INTRODUCTION:

The milkshed comprising of Nalgonda-Rangareddy Districts hasbeen set up under Operation Flood II initiated in 1981.

The two districts are located around the twin cities with theboundaries of Medak and Warangal districts on the north,Guntur and Mahboobnagar districts on south, Khammam andKrishna on the east and Karnataka state on the west.

The two districts are drought prone and water resources arepoor. The districts are dependent mainly on rains foragriculture, except some mandals of Miryalguda and Suryapetirrigated by the Nagarjuna Sagar Project. The crops grownare paddy, Jower, maize, ground nut, castor seed, and rarelycotton.

The population is 38.6 lakhs out of which 86# is rural inabout 1200 villages. The milch animal population in the twodistricts is 5.92 lakhs, out of which 51.6% is white cattleand 48.4% black cattle.

ORGANISATIONAL INFRASTRUCTURE FOR DAIRYING IN NALGONDA ANDRANGA REDDY DISTRICTS

2.1 History:

a) The Nalgonda/Rangareddy Milk Producers Cooperative UnionLtd. (NARMUL) covers both the districts of Nalgonda andRangareddy. RR District has 3 milk chilling centres andNalgonda District 6. Out of of the 6 centres inNalgonda, 3 centres - Chityal, Nalgonda, MalLepally - arewithin the areas to be covered under phase III of theNetherlands Assisted Rural Water Supply Project in(NAP AP III). ff J ̂ J

b) The NARMUL, though it was initiated in 1981, was formallyregisterd on 01-07-1987 with Regd. No. 409 M.C. It hasa total staff strength of 291 and an annual turnover ofRs.5.23 crores (1989 - 1990).

NARMUL has also one Feed Mixing Plant (FMP) and oneTraining Centre (TO. The location of these units andtheir capacities are mentioned below:

S.No

NALGONDA1.2.3.4.5.6.7.8.

Unit

DISTRICT:M.C.C.M.C.C.M.C.C.M.C.C.M.C.C.M.C.C.F.M.P.T.C.

AlairBhonghirChityalNalgondaMallepallySuryapetBhongirBhonghir

RANGAREDDY DISTRICT:1.2.3.

M.C.C.M.C.C.M.C.C.

PargiTandurMomminpet

(presently closed)

Capacity (

18,00018,00012,00012,0006,00012,000

36

6,0006,0006,000

litres/day)

LitresLitresLitresLitresLitresLitresMTs

LitresLitresLitres

2.2 Organisation of All Women Milk Producers Coop. Societies(Under Ford Foundation Programme):

Organisatin of AWDCs was taken up from the year September 83under Ford Foundation Programme. At present there are 28 AllWomen M.P.C.S. in Nalgonda district.

Name of Chilling Centre No.of AWMPCs

M.C.C.M.C.C.M.C.C.M.C.C.M.. C. C .

ALAIRBHONGIRCHITYALNALGONDASURYAPET

355411

Total: 28

There are 2194 women members in these 28 All Women Societies.Two Women Extension Supervisors work under the FordFoundation Project, to motivate the Women Milk Producers fortaking active part in dairy development, one at Nalgonda andone at Bhongir.

Developmental activities implemented in the AWMPCs withfinancial assistance from the Ford Foundation are as follows:

1) Loans for purchase of milch animals2) Supply of hygienic milk pails3) Calf feed subsidy4) Cattle feed subsidy5) Assistance for T.V. sets

0.83 lakhs0. 175 lakhs0.525 lakhs1.05 lakhs0.20 lakhs

Ford Foundation also funded 5 training programmes for theWomen Presidents of the AWDCs at Anand.

2.3 Activities taken up by NARMUL in Nalgonda District:

a) Technical Inputs Programme:

Under Artificial Insemination Programme, 55 ArtificialInsemination centres are functioning with Frozen SemenTechnology since 30-12-1987.

Name of chilling centres No. of A.I.centres

M.C.C. BHONGIR 16 CentresM.C.C. CHITYAL 17 CentresM.C.C. ALAIR 6 CentresM.C.C. SURYAPET 11 CentresM.C.C. NALGONDA 4 Centres

Under this sub project, 100 A.I. Centres have to beorganised between 87-88 to 91-92. A.I. programme wasstarted with the training of 15 Paid Secretaries atTraining Centre, Bhongir from 01-02-1988. At presentthere are 80 Paid Secretaries trained in A.I. who areworking in the Milk Producer Cooperative Societies. Outof these 80 societies, 55 M.P.C.S. were equipped withliquid nitrogen containers and are functioningsatisfactorily. Of these 2 fall under the NAP area.

(Annexure I: Technology Mission for Dairy Development)

b) Veterinary First Aid:

500 societies were covered under Veterinary., First Aidscheme, where Veterinary Medicines were supplied(Rs.7,68,171/-) to the societies from the Generated Funds.

c) Vaccination (Foot And Mouth):

This programme was taken up with the assistance of theNational Dairy Development Board, for which the post of aVeterinary Assistant Surgeon was created with necessaryinfrastructure, and vaccines are being provided atsubsidised rates. More than three lakhs vaccinations havebeen administered during the last three years.

d) Insurance:

Milch Animal Insurance was taken up by taking a MasterPolicy by Union for which Milk Producers will contribute1/3rd of the premium and the rest borne by the union.From 1987-88 to 1989-90, the insurance premium paid hasbeen Rs.2.03 lakhs.

e) Dairy Demonstration Farms:

Progressive milk producers of the Nalgonda district wereselected and high yielding cross breed cows were suppliedto them as a demonstration programme to encourage them toadopt new techniques in maintenance and raising of highyielding animals. The scheme is implemented withfinancial assistance of the National Dairy DevelopmentBoard (NDDB). and yield very good results and repaymentis 100#.

f) Audiovisuals:

Trining Centre, Bhongir is provided with 16 mm. filmprojector and the following films are available:

1. MANTHAN2. PASHUPALAN3. REVOLUTION4. ARTIFICIAL INSEMINATION5. ANIMAL REPRODUCTION AND HEALTH

Along with above film shows, pamphlets and extensionmaterials to educate the farmers have also beendistributed while conducting camps in societies.

g) Farmers Induction Programme:

Under the programme, we are selecting 50 member producersfor six months period and sending to Anand. The producersare exposed to different activities. This trainingenables the producers to take up similar activities intheir societies to improve the working of the society.

h) Feed And Fodder Development Activities:

1) Feed:

Balanced Cattle Feed is manufactured at Feed MixingPlant, Bhongir and supplied to milk producers throughthe societies on no loss no profit basis. Feed issupplied at the door steps of the producers throughmilk route vehicle on credit basis.

2) Fodder Seed:

"Improved varieties of fodder seeds produced fromvarious seed multiplication farms are procured andsupplied to milk producers at 50% cost (cost of theseed).

2.4

5) Decentralised Nursery Scheme:

Under this scheme, 23 producers are selected and 1.5lakhs saplings fodder cum feod were supplied. Aftersaplings were grown, fodder cum feed plants weredistributed to the milk producers free of cost.

4) Silvi Pasture Scheme:

97 milk producers were identified from the societiesand technical and financial assistance were given toraise green fodder in their vacantacre per beneficiary.

land, i.e. one

Milk Procurement:

This union is procuring milk from 385 Milk Producers Co-operative Societies and 187 Milk Producers Association fromNalgonda district. The year wise average milk procurement isas shown below:

1982198319841985198619871988

- 83 '-•84- 85- 86- 87- 88- 89

132.77121.2293.01110.05108.38105.7581.37

The Union has enrolled 28,822 producers as members, besides3,975 milk producers are supplying the milk through MilkProducers Associations.

2.5 Future Plans:

a) Milk sale:

The liquid milk sale is organised giving special focus onvarious towns of Nalgonda-Rangareddy. As on today, themilk sale has gone upto 1.7 lakh ltrs/month and remainingsurplus milk is supplied to Milk Products Factory,Hyderabad. The union is making maximum efforts toincrease -liquid milk sale. For this under the financialassistance of DRDA Nalgonda-Rangareddy pasteurisers andpre-pack machines are being established at Bhongir,Nalgondo, Tandur and Pargi. A pre-pack machine is goingto be established. Thus, while increasing milk sale,hygienic milk is being supplied to consumers.

b) Women oriented programmes:

It is contemplated to register only AWDCS in future. Forthis purpose, it has now been decided that in future,

only women members will be registered and that allexisting milk producers associations will be convertedand registered as AWDCs. Further NARMUL will activelysupport the formation of Mahila Mandals in all thevillages where AWDCs are organised/to be organised.

3. BACKGROUND TO NETHERLANDS ASSISTED PROJECT:

3.1 NARMUL has been invited by the Netherlands Assisted ProjectsOffice, Hyderabad, for participating in the proposedIntegrated Rural Water Supply Programme to 226 villages and337 hamlets in 16 mandals of Nalgonda. NARMUL was requestedto take up the organisation of ALL WOMEN DAIRY COOPERATIVESin 80 of the project villages. Since, NARMUL has three milkchilling centres within the project area, and some of theproject villages are already being covered by the milk routesof these chilling plants, and since, as already discussed, itis the declared policy of NARMUL to take up in future theorganisation of only women cooperatives, the invitation ofNAP Office was accepted by the union with enthusiasm.

3.2 While formulating this Project Document, NARMUL had extensivediscussions with the Prakasam District Milk Producers Union(PDCMPU) and the Netherlands Assisted Projects Office. Theexperiences NARMUL has had in implementing the FordFoundation funded All Women Dairy Project also has been drawnupon.

3.3 PDCMPU has been involved with the Netherlands • AssistedProjects from the year 1987 onwards, when it undertook toorganise 80 All Women Dairy Co-operative Societies in theDarsi area of Prakasam District under AP II. The componentsof this programme included: support to All Women Dairy Co-

-operatives, fodder/feed support for members, inducting womenfrom the economically weaker sections into mainstreamdairying through loan/subsidy facilities, feed/foddersupport, managerial support to the PDCMPU. Subsequent midcourse corrections have led to the inclusion of_other_ L t e m s

such as breed improvement programmes, A.I. services, animaland calf health programmes, human resources development, etc.

3.4 The lessons and experiences from this project have gone intothe formulation of the present proposal for NalgondaDistrict. By and largo, the overall strategies and financialpatterns, adopted are the same. The projject is envisaged asmultijfaceted, looking into areas such as: take off support toAWDCs, support programmes for regular members, induction ofnew members into dairying, etc. Managerial support is toextended to the NARMUL for'organising the technical andextension services. The NARMUL is to mobilise resources fromthe Animal Husbandary Department, the District Rural

8

Development Agency, etc. to enhance the scope of the projectto areas such as improved cattle breed, enhanced milkproduction, animal health coverage, fodder .development, etc.Human resources development, both for the project personneland for the members/staff of the AWDCs, is also to receiveconsiderable attention.

3.5 This document discusses the concepts and strategies on whichthe project is built. The various project components, andbudget are also discussed. The operational plan is for aproject period of 4.5 years.

3.6 Special care has been, taken to evolve strategies to ensurethat the programme does not remain only a techno-economicactivity'. Emphasis is placed equally on -the human, communityand social dimensions. Sustainability of the programme hasalso received special attention. Dovetailing of the programmewith the activities to be initiated by the other agencies,especially PRED and the voluntary organisation, has receivedexplicit attention.

4. CONCEPT AND STRATEGIES TO BE ADOPTED BY NARMUL

4.1 The concept behind the organisation of AWDCS is to encouragewomen engaged in agriculture and allied activities to take updairying as a source of supplemental income, particularly inthe areas affected by excess flouride. This programme isintended to increase the milk production and thus enable themarginal women agriculturists and women agriculturallabourers to earn more income through the sale of milk. Thestatus of rural women will be uplifted and their standard oflife will also be improved.

4.2 The NAP villages in Nalgonda district fall under thejurisdiction of three Milk Chilling Centres: Nalgonda,Chityal and Mallepally. Nalgonda district is a drought provendistriot, mainly, dependent on rain fall. Hence farmers aremainly dependent on milk production for a supplementary, andin some cases main source of income. Women are habituated tolook . after the cattle and house work along with seasonalagricultural work. Hence our main aim is to encourage womenin dairying, by providing them with necessary Support andmangerial/technical infrastructure to improve the breed ofthe milch animals, to care for their health* to adoptimproved feeding practices etc. thereby milk production andhence their income levels can be raised.

(annexure II: list of villages tentatively selected fororganisation of AWDCs) -

4.3 Additional objectives for the opening of AWDCS are:

to generate active participation by women, particularly ofweaker section, in their own village economy, to ensure thatwomen learn to co-operate in their economic development, tobring about a certain amount of economic equality and socialjustice by focussing attention on and directing trainingtowards poor women. To empowe_r_wo.men to be able to move intopositions of decision making and power within their society.

4.4 The activities will be in the area of "Social Engineering".Women in villages, who have been traditionally practicingdairying, but have not been or£a_n_ised into co-operatives willbe mobilised and formed into groups, for the main purpose ofmarketing their products collectively and for strenghteningtheir bargaining powers and access to developmental inputsfrom various agencies. In this process their ability toparticipate responsibly in issues related to their life willalso be enhanced through exposure, leadership building etc.

5. SCOPE OF THE PROJECT

5.1. The immediate objective of the project is to provide supportto a minimum of 5200 women in 80 villages to derive directbenefits from milch cattTe* rearing. Further a minimum of JL600̂economically weaker section women are to be inducted for thefirst time into main stream of dairying.

5.2 The long term objective of the project is to ensure thesustainability and profitability of dairying in the droughtprone project areas of Nalgonda area, by identifying themicro level gaps in dairy infrastructure, animal htalth care,breed improvement programmes, availability of fodder etc.,and by evolving strategies/programmes to bridge these gaps.

5.3 Since the project villages are low milk production areas,dairying activities and related support programmes cannottake off and become sustainable unless an initial fillip isprovided. Primary Cooperatives need to be supported duringthe initial phase. Similarly, milk producers should beeducated through demonstration programmes to improved feed,cattle/calf care, breed improvement etc. The animal healthcare/veterinary and AI service infrastructure particularly inthe villages falling under the Mallepaly chilling centre areunder-developed. These should be strengthened throughcatalysing efforts. Only such long term measures can ensurethat dairy infrastructure will continue to serve theeconomically backward areas of Mallepally, Mai, Chitiyal,Elkatta etc. after project interventions are phased out.

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6. PROJECT RATIONALE

*6.1 Dairying is intented to be not only an economic activity but

also a powerful instrument of social'development. Basicallyit is a rural based activity utilising the idle labour andwith the capability to convert agricultural waste products oflow value to high value, thus enhancing the economic returnsto small farmers. The programmes for animal heath includingreproductive health, management of milch cattle includingcalves, establish a base for the rural farmers Tor applyingthe knowledge gained on the above aspects to improved milchcattle rearing activities, and consequently to an improvementof their level of awareness and also standard of living.Therefore, though the immediate objective of the project is

' income generation, it would form a very reliable base forsocio-economic growth over a period.

6.2 The 80 .villages identified under this project are villageswhose economy has been shattered due to continuous drought,though the area is covered by three milk chilling- centres,the capacity is under u t i 1 i a_ed and most of the collectioncentres "~In the viTlages do"~not function on a continuousbasis. Most of the milk routes, particularly in Mallepallyare operating only seasonally and that too under heavy lossincurred by the Union. The gaps in the infrastructure .forvillage cooperatives, animal health care, fodder development,credit facilities, AI services are to be eventually filledwith support from Operation Flood, Drought Prone AreaProgrammes, etc. The Netherlands'assitance will go to serveas the catalysing inputs for mobilising these otherresources, besides supporting beneficiary oriented activities•and filling the gaps in the village level infrastucture fordairying which cannot become sustainable by the members asthe milk production in these villages is poor and has to bestepped up through the various project activities. Besidethe skills in organisation and management including rearingof high yielding milch cattle, need to be developed throughcarefully thought out extension activities.

7. PROJECT IN BRIEF

7.1 The investment contemplated is of the order of Rs.347 lakhsover a period of 5 years, including a 6 months pre-projectphase.

7.2 Inputs from other sources such as DRDA, Animal HusbandaryDepartment, Operation Flood (NDDB) and from the TechnicalInputs component of ongoing schemes taken up by NARMUL wouldAla be pooled into the project.

11

7.3 After completion of the project period, NARMUL will ensurecontinuity, so that the infrastructure created andactivities initiated under the project, including trainedmanpower, would be utilised on a long term basis.

7.4 Adequate field surveys have been carried out, apart fromdrawing on the experience of ongoing activities under FordFoundation, while formulating this programme. Care has beentaken to ensure the inter-linking all available facilities sothat the investments proposed under the project aresustainable.

7.5 Assurances have been obtained from all allied agencies,ineludlng the eo-ordination of teohnical services from AnimalHusbandary Department, over and above those resources thatcan be pooled from NARMUL under its own ongoing programmes.The support of the district level co-ordination Committee of.Technology Mission for Dairy Development is also assured.

7.6 Besides creating of awareness among the beneficiary womenfarmers, efficient utilisation of existing infrastructure,transfer of improved technology know-how, participation ofwomen in the organization, supported by adequate leadershiptraining, etc are essential components of orientation andextension activities built into the project.

7.7 in order to see that the project team is provided with theadequate skills also in extension activities, systematicprogrammes of training and orientation throughout the projectperiod are incorporated under HRD.

7.8 Beneficiaries introduced newly to the activity through theproject would become the members in a society. Theformulation of the project is such that, there will not beany distinction between on-going members and new-members sofar as access to infrastructural facilities at society level.

8. PROJECT IMPLEMENTATION

8.1 ' The General Manager, NARMUL, shall be the Chief Executive ofthis project, with full responsibility for projectimplementation and accountability. He shall coordinate withother district level agencies and with the Apex, AP DairyCooperative Federation. However, in the implementation ofthe programme he will be supported by a team of exclusiveproject personnel, headed by the Programme Coordinator. TheGeneral Manager shall ensure that this team is providedadequate support from the existing Dairy personnel.

12

8.2 The head quarters of the project will be at Hyderabad, wherethe Office of the General Manager is located, the projectteam will be stationed at Nalgonda. The HRD tea.m will beoperating from Nalgonda, though, for some of the majortraining programmes, the facilities at the Union TrainingCentre at Bhonghir will be made available.

9. PROJECT COST

9.1 The budget is grouped under six main heads:

a) Project costs under infrastructure and management supportto the societies at micro level.

b) Direct support to members either already engaged inDairying or newly inducted in the form of subsidies forcattle and calf feed, loan facilities, insurance coveretc.

c) Macro level infrastructure development for animal healthand improved cattle breed development.

d) Green and dry fodder procurement/development atbeneficiary and society level.

e) Macro level inputs at union level in terms of projectmanagement and human resources development team,including their mobility and infrastructure.

f) Human Resources Development, for the project team,village staff and women members of the Dairycooperatives.

9.3 In computing the cost of the project, rates are arrived at byprojecting costs prevailing at present. As far as HRD isconcerned, the costs for non-technical training andorientation are made out in consultation with "SAMAKHYA", isa voluntary organisation at Hyderabad with adequate expertisein the area of training and development of co-operatives.inJ, technical programmes of training are made out on theguidelines of the National Dairy Development Board which ishandling technical training on Dairy inputs all over thecountry.

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9.4 An abstract of the project estimate (in lakhs) is providedbelow:

1. Infrastructure/mngmnt spprt to AWDCs: 36.510 *

2. Support programmes for membersa) For regular members 91.026b) For EWS 97.676c) Risk~F^n"d 6.640 195.542

3. Animal health/breed improvement:a) Animal health 5.100b) Breed improvement ' 7.562 12.682

4. Green/dry fodder Component:a) Fodder/fertiliser Minikits 4.800b) Community Fodder Plots 21.675c) Revolving Fund for dry fodder 13.600d) Pasture Development 6.760 46.835

5. Union Level Infrastructure/personnel:a)- Salaries for personnel 20.433b) T.A. and D.A.c) Vehicles/mobilityd) Office Equipmentse) Furnishings/Overheadsf) Monitoring/Review

6. Human Resource Development:a) Personnel

. b) AWDCsc) HRD Infrastructuref) Incntvs fo.r Trg.Prog. AWDCs

TOTAL:

(rounded to Rs.347.00 lakhs)

9.5 Amounts Earmarked for Loaning Activities:

As has been agreed with the NAP Office, the state IntegratedRural development Programme, and the Government of AP, theamounts earmarked for loan-ing programmes are to be placed atthe disposal of Director, Integrated Rural DevelopmentProgrammes, which is the state level apex of the DistrictRural Development Agencies.

14

2.8898.7892.0305.3050.140

3.9007.5812.8051.475

39

15

346

.586

.761

.716

Director, IRDP, will be responsible for ensuring that against3OJS margin money provided by NAP, an additional T9_#JiSmobilised from banks, DRDA and other district level agenciesdealing" with the economically weaker sections. The terms andconditions and procedures to be adopted for such loaningfacilities will be worked out by NAP Office in consultationwith the agencies to be involved along with NARMUL. NARMULwill have the nodal role in selection of beneficiai.res as pernorms to be drawn up jontly.

The budget allocations forfollows:

Programme

Anmls fr MmbrsAnmls for EWS

TOTAL:

Untsno*socts:tot

15*80:120020*80:1600

35*80:2800

30% of the

Cost©Rs.8000

96.000128.000

224.000

LL

L

loan amounts

NAP(30#)©Rs.2400

28.38.

67.

,800 L,400 L

200 L

are as

DRDA(70fl)0Rs.56OO

67.200 L89.600 L

156.800 L

The amount to be contributed under NAP (Rs.67.200 lakhs) willbe remitted on an annual basis by NARMUL to the Director,Integrated Rural Development Programmes, who in turn willundertake the responsibility to release additional amountsworth Rs.156.800 lakhs from DRDA, Banks, Scheduled CastesCorporation and Backward Communities Cooperative. This is asper the decision taken in the meeting with secretary PR&RD on6-10-1990.

9.6 Amount-to be released to NARMUL:

Deducting the amount to be paid to IRDP, the budget to bereleased to NARMU1 works out to be:

Budget provisions :LESS amount to be paid to IRDP:

Rs.347.000 LakhsRs. 67.200 Lakhs

Amount to be released to NARMUL: Rs.279.800 Lakhs

(Annexure III: Detailed budget proposal)

10.

10.1

COORDINATION AND LINKAGES

The various components of the project envisages coordinationand linkage with the district developmental agencies likeDRDA, SC and BC Corporation, financial agencies (banks).

15

10.2 The developmental and financial agencies co-ordination at thedistrict level will be in pooling the Margin Money, thesanctioning of loans (including second animal for deservingbenificiaries). Adequate assurance has been obtained in thisregard, in the meeting with the District Collector and withthe other concerned departments. This has been furtherreinforoed during discussions the NAP Office had with theState Government. However, as the Government approach isbased on action plans decided every year, efforts will bemade to ensure the inclusion in the relevant years thefinancing of activities committed to under NAP.

10.3 Go-ordination of services from Animal Husbandry Department isalso ensured as a part of ongoing co-ordination in thedistrict. The distict level co-ordination committee (DLCC)of Technology Mission for dairy development created by Govt.of India, headed by District Collector, has also assuredoverall co-ordination in the implementation of this project.

10.4 The APDDCFL, as the apex body for Dairy Developoment in thestate, will be co-ordinating and monitoring this projectalong with other district dairy projects assisted by NAP. TheAPDDCF will have a primary responsibility in arranging theprogrammes of training, at the union training centres andwith outside HRD agencies.

11. OPERATIONAL PLAN

11.1 The Programme Coordinator (PC) is the key functionary aroundwhom the implementation of the project revolves. Utmost carewill be taken in hiring this person as she/he will' be theplanner and executor of the project, the prime motivator ofthe project team and of the field level women extensionsupervisors, .who will be the interface between the projectand the villages.

11.2 Apart from technical and managerial training, the PC willhave to be exposed also to the skills required in organisingrural poor women. The programme co-ordinator will have onejeep at her/his disposal, so that she/he can cover the entirearea of operation quickly. Along with the P.C., other coreteam officers - the Extension Officer, the Fodder Development

Officer, and the HRD Officer will be recruited as soon as theproject is agreed to and the documents are signed. Most ofthe trainings to which they are exposed, will also equip themfor team work and scientific project management, along withnecessary extension and technical skills. A second jeep willbe at the disposal of the extension offioer.

16

11.3 In a second phase, NARMUL will recruit 11 Women ExtensionSupervisors who will be responsible for mobilising andorganising the women to form co-operatives. and 2 HRD teammembers who are to be responsible for society oriented andvillage, leve;l training programmes.

11.4 In each village prior to starting a co-operative, a survey,will be conducted to establish a prima facie case forestablishing a woman's milk'co-operative. This will be doneby the trained project team. The women will first beorganised into "Shadow Societies" for a period of 3 months.They will have to regularly sell milk through co-operatives.If the majority of the members (but not less than 50according to the milk federation rules) have been regular insupply of milk, the society will be registered as an AWDC.

11.5 While the shadow society is in operation, the women will betrained in all aspects of forming co-operatives, about theirrights and responsibilities as members of co-operatives andon health and sanitation issues. Every AWDC will have afemale paid secretary, her salary being paid by NAP. Only ifthe DCS has a female paid secretary, they will be given agrant to hire a male helper. This is to ensure that the DCSactively look for an educated female in the village to becomethe secretary.

11.6 When the society is registered, elections will be held and anall-women" executive body will be elected. When a permanentsociety is formed, stainless steel milk pails will be givento the women as an incentive to ensure hygienic milk supply.All the members of the co-operative societies will be further

, f i v e n gjLttj^ feed at^50g subsidy for a period of one year,both to enable them tosupply increased" quantity of good milkand inculcate a sense of belonging.

11.7 Af*er at .least ten societies are formed, the paid secretarieswill be trained at Bhongir Centre. The HRD team incooperation with the WES and the Extension Officer will alsoorganise women's camps every year. Every beneficiary willattend one camp. There may be 3 to 4 camps in a year,ȣfKniSe2 ?\ area basis- The WES will further organiseManila Mandals" in each village to take up issues other thanaairying. A priority programme which will be run by the WESi! ? t hfi f t society. Training programmes will be organised toequip the WES in running thrift societies.

11.8 The WES will initially work in pairs, but within a period of6 months, each WES will be assigned a cluster of 7 to 8villages. One moped will be given to one pair of WESinitially. Later each will be provided a moped. Petrol costsand routine maintenance charges will have to be met by theWES from the vehicle allowance provided under the project.

17

They will be also given the option to purchase the moped atthe end of their ser.vice. This will be an added incentive totake care of the. moped.

11.9 In the second and third years, 30 AWDCS each will be formedand 20 in the fourth year. It is proposed to do the initialspade work in the pre-project period for the organisation ofthe first 30 societies. Identification of villages andformation of shadow societies will be taken up during thisphase. Potential AI Workers, paid secretaries, etc will beidentified and trained during the first year itself. It isplanned to initiate the entire package of support activitiesfrom the second year onwards.

12. PHYSICAL PLAN AND ACTIVITY SCHEDULING

12.1 The programme is planned for a period of four and a halfyears. The first half year is ear-marked for gearing up theunion and the project staff for under taking the variousactivities. ••

12.2 The bulk of the activities related to organisation of AWDCsand taking up of loaning programmes will be initiated duringyears 2, 3, and 4. Support activities will be initiatedduring year 2 and will continue throughout the project.Animal health and AI infrastructure development will beinitiated during year 2 and stepped up during years 3 and 4.

12.3 Training programmes for project personnel will be packed intothe first year with refresher programmes all through theremaining years. Training programmes for village levelsociety personnel will be initiated during the end of thefirst year and will continue through years 2, 3 and 4.Training programmes for society members will be initiatedduring year 2 and will continue throughout the project.

12.4 A detailed flow chart for various activities is annexed andmay be considered as indicative of the staggered approachproposed.

(Annexure IV: Physical Plan* and Activity Scheduling)

18

13. ACTIVITY DETAILS

13.1 Organisation of AWDCS:

Organisation of the AWDCS involves detailed household survey,awareness oreation among the women farmers regarding the

objectives and benefits from dairy cooperatives, assistingthem in organising their general meetings and in electingtheir Chief Promoters team, in appointing their societypersonnel, in exposing this manpower to the requiredtrainings. Along with these, milk collection activity has tobe planned. Wqmen Extension Supervisors (one for every 8villages) will stay in the villages and initiate theseactivities, till a paid secretary is trained. The WES willorganise practical demonstrations on efficient management andfunctioning of the society, facilitate the organisation ofgeneral and managing committee meetings and also supporttraining programmes by the HRD team. They will also take theresponsibility for introducing milk production -enhancementincluding motivation and preliminary identification ofbenificiary farmers for milch cattle loaning. Closesupervision and guidance, intense extension work, etc will becontinued till the societies are stabilised and efficientlyfunctioning.

13.2 Managerial Supportt

This item covers supports like salary to paid secretary @ Rs.500/- per month and salary to male helper © Rs. 300/- permonth for a period of three years per each society (100$ in1st year, 75# in 2nd year and 25% in 3rd year), in order tosee that the society would be able to take up besides milkcollection organisation, input activities right frominception.

13.3 Society Infrastructure:

a) Furniture and stationary:

Since several of the societies will not be economicallyviable for at least three years, and since severalsupport activities are to be initiated right from thestart to achieve this sustainability, the minimumessential infrastructure is to be provided. Furniture andstationery worth Rs. 2000/- per each society is proposed.

b) Feed bins: ;

As detailed in the calf feed support programme, there isneed to preserve and handle the feed at society point.

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Feed bins with a cost of Rs. 500/- each with a capacityof 150 - 250 kgs for storage of calf feed are proposedfor each society.

c) Feed troughs:

Feed troughs are provided for feeding the heifer calveswith calf feed daily at society point. These troughs areof 5 kg. capacity to feed 1 kg - 2 kg. of feed for eachcalf. Each society will be provided with 20 feed troughs.

d) Weighing equipments:

A spring balance with a stand and pail to weigh thecalf, feed as per the prescribed ration will be providedfor each society.

•) Chaff cutters:

Electrically operated chaff cutters 0 Rs.12000/- eachfor chaffing both green and dry fodder to avoid wastageand to ensure efficient consumption of fodder by thecattle, is proposed to be provided on 100% subsidy fromNAP. This will be permenantly fixed at the society centreand is to be operated by the society personnel. 5societies during year (2) and 10 societies during year(3) are proposed to be provided with these chaff cutters.The additional demand for the chaff cutters would be metfrom the other sources of district development. In orderto see that the selected societies make full use of thecutters, an operational subsidy towards the expenses ofpower etc. is provided @ Rs.150/- per month for twoyears.

f) Milko testers:

The price of milk is payable on the basis of its quality.In order to establish the quality of the milk supplied byeaoh member at each time of supply, testing for Fat andSolids Not Fats (SNF) would be essential. To test fatMilko testers are essential. For testing SNF, Lactometerwhich would be provided by the Union. The milko testerone each for society © Rs.25,000 per unit is provided.

13.4 Programmes for Regular Members (already owning animals) andEconomically Weaker Section Members (newly inducted throughloaning of milch animal):

a) Distribution of milk pails:

Milk pails are essential to ensure hygienic milkcollection. Therefore it is proposed to supply hygienicmilk pails - stainless steel vessels of 5 litres capacity

20

9 Rs.8O/- per pail. 65 regular members and 20 EWS membersper society are to benefit.

b) Milch cattle feed support:

1) Dry fodder revolving fund: •

Since the project area has poor supply of fodder and•inoe most of the AWDC members would belong tomarginal farmers as well agricultural labourers, thereis need for creating incentive to fortify the dryfodder use by securing dry fodder from adjoiningareas. Once they realise the value of the dry fodder,they will continue to leed adequate dry fodder.Therefore revolving fund for dry fodder iscontemplated for each beneficiary. The fund will beadministered by each society as advance to the memberfor purchase and as recoverable over a period of oneyear through deductions in milk bills. Revolving fundof Rs.300/- per member is provided for 30 regularmembers. 20 EWS per society are provided withrevolving fund loan @ Rs.200/- per person for purchaseof dry fodder and Rs.200/- for transpbrt of the same.

2) Mineral mixture:

Mineral mixture should be given regularly to milchcatle. This has more significance in the project areadue to high flouride content in fodder. It is alsoessential to maintain the reproductive quality of highyielding animals sought to be developed/introducedunder the project. Mineral mixture on 50% subsidy isproposed to 30 regular members and at 10056 subsidy for20 EWS @ 1.5 kg. per animal per month through out theproject period. Once the beneficiaries are habituatedto this practice, the NARMUL will initiate steps tomaintain the programme.

3.) Cattle feed subsidy:

In high yielding milch cattle it is essential to feedconcentrates in order to tap the production potentialto the maximum. Balanced feed is essential forsatisfying nutritive needs. Since the project area isin the intial stage of development in cattle rearingand management, the introduction of balanced cattlefeed involves inevitably incentives. Balanced cattlefeed pellets is available in abundance from theadjoining Sangam Dairy. It is proposed to extendsubsidised balanced feed supply to each animal of theselected farmers from among the regular members tupto60 per society at an average rate of 2 Kg per day perhead for a period of 12 months at 50% Subsidy. 20 EWSwill also be covered with 50% subsidy .under NAP and

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50% subsidy from NARMUL. This would be essential asthe first year performance of milch animal both inmilk production and reproduction will get coveredproperly, thus establishing confidance in thebenificiary regading the benifits of the of thebalanced cattle feed feeding at his own cost later.

c) Milch Cattle Insurance:

Existing conditions expose the milch cattle heavily tothe risk of productive failures and even mortality,leading to not only economic loss but also to loss ofconfidence in the farmers. The available facility underinsurance is not being availed by the farmers. There isthus a felt need to introduce the farmers to the cattleinsurance besides filling up the gap in insurance premiumfrom other sources. In order to see that the maximumpossible risks are covered, the union has already madeout a comprehensive policy with a selected insurancecompany. Under the project, to the extent of loanedanimals, members are to be provided cattle insurancecover:

Category

Reg. mmbrsEWS

Risk Funds

1) Scope:

animal/society

1520

*

socts

80 •80

Prd ofCoverage

3 Years3 Years

NAP

2/32/3

SubsidyUnion

1/31/3

The majority of the beneficiaries of the proposedmilch cattle loaning programme belong to theeconomically weaker sections (EWS). Their riskbearing capacity is poor. The failures of udder tissueand reproductive system due to disease can occur alsodue to the inadequate managerial and health knowledgeamong the women beneficiaries.

Several of these failures are such that there will bea long gap in milk production, leading to neglect inthe care and attention of milch animal. This leads tofurther delay in production by these animals. Cattleinsurance covers only death or total permanentdisability. t However, most of the failures are notpermanent, total disablities, but forced disabilitiesarising from deficiencies in management which in turncan be attributed to inexperiences clubbed with lowrisk bearing capacity of the farmer, specially in thecategories aimed under the project.

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Under these circumstances and with a view to minimisethe break in the flow of income to the beneficiary and

to establish dairying as a dependable source of inoometo these vulnerable categories, risk fund iscontemplated in the project covering risks beyond thepurview of insurance.

2) Estimate of Risk Fund:*

The percentage of failures is anticipated to be about*\5% of the total milch animals loaned. Of this 5% canbe those covered under the insurance. The rest Forthose not covered under insurance reimbursment, theestimate amounts to Rs.2000/- per substitute animaland for those covered under insurance reimbursmentR».12OO/- per animal.

*The detailed worksheet is presented as annexure.Taking the cost of the animal as Rs.8,000, the totalrisk fund requirement works out to Rs.3.36 lakhs, forthe 2800 animals to be loaned under the project at @Rs.1200 per animal (since these animals are alreadycovered under insurance). A further amount of Rs. 3.28lakhs is provided for risks to animals not coveredunder the loaning programme.

3) Regulation of the Risk fund:

The utilisation of the risk fund would be regulatedthrough an official committee headed by the GeneralManager of the Union and the Deputy Director (AH) ofAnimal Husbandry Department, with the project Co-ordinator as member.

(Annexure V: Details regarding Risk Fund)

e) Female Calf Rearing:

1) It is anticipated that 5OJ8 calvings would be femalecalves. Women generally look after only the femalecalves. The programme of female calf rearing has twocomponents: Calf insurance and calf feed support.

2) While the feeding programme is for 36 months for theheifer calves' the insurance will be upto the age of of45 months. All the female calves of regular members(8 per society) and EWS (10 per society) will beoovered under the scheme. Due to ignorance, milk)producers lose manx female calves. There is,Itherefore, the need for demonstration of the benefitsor rearing female graded/cross bred calves. On an

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average 1.5 kg of calf feed is to be provided per calfper day for 36 months at 100# subsidy.

3) In order to see that the calves are fed properly, itis proposed that centralised feeding of all the calvesbe adopted daily at tKe~so"cTety centres. The femalecalves are to be brought to the society centre at aspecified time in a day and the feed as per thestipulated ration is provided by the society for eachcalf. The feed account is to be maintained by thesociety. By the time the calves attains maturity,the women would have adequate experience in thebenefit of feeding of balanced feed and as such couldbe allowed to draw the monthly ration;of feed to hercalf for the balance period and continue to feed byherself.

4) Terms and conditions.governing the programme will be' drawn up by the union to ensure that' the programmebenefits women members. The benificiary will maintainthe details of the disease, reproductive history of.the calf under this scheme till it conceives andcalves for the first time. The WES will assist themembers in this.

5) Infrastructure for preservation and feeding the calffeed:

Cattle feed,, is made with quality grains and othercarbohydrates such as bran, tapioca flour/chips,Molesses form the base for binding and also the energymaterial. This attracts ants, insects, and rats.Therefore preservation of feed is very important.While feeding the calves, there is need to have thefacility of suitable troughs such that the "feed do notget wasted. One has to see that the feed is not onlypractically fed, but also in correct- quantity.Therefore, the proposal is to keep the entire feed forthe calves at the societies and to regulate thefeeding through the presence of the calves at thesociety centre daily once. The problem will be acutewhen the feed is preserved at the society. It istherefore proposed to preserve the calf feed at thesociety point in metallic bins of 150 to 250 Kgs.capacity. The gunny for the feed is costing to about10» of the feed cost. By providing bins for thestorage of feed the gunny can be rotated as many as 8-10 times, saving substantial recurring costs. Sofar as the feeding is concerned, there is need to havehygenic and sturdy troughs to withstand the rough useeven " trampling by animals. Therefore, metallictroughs are planned to be provided one for each calf,to be kept in the control of the society. As all the

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calves will be coming more or less simultaneously forfeeding, ix is inevitable that one trough for eachcalf be provided. This also minimises contaminationfrom one to another.

Though the average estimate for feed is taken as 1.5Kg. per calf, the exact feed quantities will varywith the age of the calf. Also at a given time therewill be calves of varied age group and thus feeding ofcalves involves variation in the quantity of feed. Thecalf feed will vary with its ingredients. Thereforethe volume of the feed will not be constant. In thesecircumstances, the calf feed is to be measured byweighment. A simple spring balance with a stand isplanned to be provided to each society.

f) Fodder Seed and Fertiliser Minikits:

The green fodder is not only an integral part of the milkproduction but also an instrument in economising the costof milk production. Therefore quality foddercultivation practices, with periodic upgrading, isessential for milk producers. In order to derive themaximum nutritive benefit, there shall always be acombination of legume, non-legume mixed fodders whilecultivating the green fodder.

A 5 to 10 Kg. fodder seed kit, would be sufficient tobring up fodder in about 10-25 cents of land. Supply ofan appropriate quantity of the desired fertilizer for theabove forms the fertilizer minikit.

The minikit approach forms a demonstration to a farmerwho is fresh to fodder, production and to those withtraditional feeding practices. It will help a morescientific and modernised approach in fodder production.Therefore to the extent of those who can.afford to haveland of their own, the programme of fodder and fertilizerminikit distribution on 100JS subsidy is contemplated Outof the subsidy for the fodder seed minikit, 1/3rd costwould be borne by the union and the rest by NAP. Forfertilizer minikits the total subsidy is from NAP.

g) Community Fodder Plots:

For the EWS who have no land, community fodder farms areproposed, by acquiring land on lease and assisting thewomen beneficiary with cultivation, costs andteohnlcal/mangerial support. Each farm consits of a fiveacre plot will preferably be single units. Each fodderfarm will sustain the green fodder needs of the 20benificiaries. Towards lease charges an amount of

25

Rs.2000/- per acre and- Rs.1000/- per acre towardscultivation charges is provided. This assistance istotally from NAP.

10 societies during year (2), 25 societies during year(3), 50 societies during year (4) and 50 societies duringyear (5) are to be taken up under community fodder plots.

Care will be taken to ensure that lands iselected haveadequate water supply for cultivation during summer .months as well. Perennial fodder plants/grass of hybridvarieties suitable for dry areas will ; be grown. Themanagement of the farms would be under the closesupervision of the fodder officer, involving the womenbeneficiaries and evolving farm management systems withthe-participation of rural unemployed youth.

h) Pasture development:

This programme is envisaged since the project areas have' poorly developed fodder resources for maintaining highyielding milch' animals. This being a land basedprogramme requiring continuous follow up, this activityis planned primarily for members and farmers who havecultivable land. Where ever the categories of EWSbeneficiaries could avail the facilities under theschemes, preference will be given to them.

1. Silvi/Pasture Programme:

In order to add up to the resources for dry matterrequired by milch cattle, it is proposed to encouragepasture legume and pasture grasses in combination.The estimate for each unit of 1 acre plot (StyloScabra & C.Dot Satigerus) is Rs.1,200/-. 45 suchfodder plots of 4 acres each (180 acres in total) aretot be developed during the project period.

Efforts are also to be made to establish silvipastures under this programme. For the Silvi pasture,the cost of land preparation including digging pitsand plant sapplings required would be provided on 100$subsidy. The additional resources required for thefodder programme would be derived from the developmentagencies such as social forestry department, DRDA etcunder drought prone area programmes. It isanticipated that the assistance on these lines willestablish standing resources for dry matter supplementto milch cattle.

(Annexure VI: Data regarding Pasture Development)

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2. Irrigated fodder farms:

Where ever there is ground water potential, it is

proposed to provide borewells.upto 250 feet depth toprovide irrigation to cultivate green fodder in farmsof upto 5 acres each. The cost per farm is estimatedat Rs.45000/-.

Marginal farmers will be provided working capitalassistance (Rs.1000/- per farmer) on condition thatthey will cultivate green fodder upto 5 acres andsupply fodder to other beneficiaries on* nominal costof Rs.7/- to Rs.10/- per quintal for at least 5 years.

i) Cattle Sheds:

Cattle sheds would be useful in maintaining the cattlehygienically besides providing shelter to them. Thescheme will also contribute to improved sanitationpractices, when dovetailed into the proposed sanitation

, component of the project. The funds will be administeredby the union. The cost is estimated at an averageRs.600/- per cattle shed, with wood and thached roofing.Rs.400/- is subsidised from NAP. The balance 1/3rd is tobe borne by the benificiary. The construction of the shedwill be carried out associating the society. Theprogramme is ear-marked exclusively for the EWS.

j) Milch Animal Loaning:

Loaning programmes are proposed for two purposes, firstto induct new members into dairying by providing themwith milch animals of high yielding variety. Second,marginal farmers who are engaged in subsistence dairyingcould be supported with loans for purchase of a secondanimal or for improving the income from dairying byprocuring better breed and disposing their existing lowyielding animals.

It is proposed to cover 20 women from the economicallyweaker sections and 15 women from the existing milkproducers under this programme, in each society. The costof the animal is projected at Rs.8000/-, and 30X marginmoney assistance (Rs.2400/-) is proposed under NAP. Thebalance 2/3rd would be mobilised-by the District RuralDevelopment Agency (DRDA) from*subsidies available undervarious development schemes for the economically weakersections and from banks. The DRDA will take theresponsibility for mobilising the loans as per guidelinesjointly developed with the NARMUL. T« responsibility forselection of beneficiaries will lie primarily with thedairy.

27

Totally, 1600 EWS and 1200 marginal women farmers willbenefit under the scheme. As already discuswed above,these beneficiaries will be provided with other supportservices and pre/post loan follow up from the projectboth in terms of fodder/feed inputs and trainig. Thevoluntary organisation will be fully involved in theselection and follow up especially of EWS members.

Those of the EWS whose performance with the first milchanimal is encouraging, will be supported with a secondloan 100# financed by DRDA/banks so that their incomefrom dairying can be sustained on an ongoing basis.Nearly 60* of the EWS can be anticipated as benefitingfrom the second loan.

t

(Annexure VII : Milch animal loaning programme year wise)

13.5 Animal Health:Animal health services and breeding facilities are generallyinadequate in the project area. Further such services can beeffective only when extended as door-step services involvingthe farmers directly. It is with this objective thatOperation Flood was conceived. However in order to mobiliseavailable resources in the project area, there is a need tocr.eate the base at micro level.

to form the micro level base, the societies must be capableof generating adequate profits within the system. Thisdepends on the level of milk production and procurement bythe sooletiea. The source of investment to the union as wellas the societies for such of these activities till they standon their own legs is Operation Flood. As per the approachstipulated in Operation Flood, the criteria for selection ofsocieties is based purely on financial viability. Societiesin this N.A.P. Dairy Project area need additional assistancefor building up* such infrastructure. Therefore theinfrastructure -and the facilities for animal health andbreeding are planned at the society level. Whenever possiblefacilities available with the animal husbandry departmentwill be utilised. However, as these services are inadequate,provisions are made under the project to strengthen theinfrastructure and to extend them to the society level.

a) Trevis/First Aid Box:

It is proposed to supply and fix one trevis in eachsociety. Similarly in order to keep the medicines forthe day to day primary health care of oattle, a First AidBox ia provided in each society. The estimated cost forboth will be Rs.2500/-. The medicines to these societieswill be supplied by the union. The technical services inutilising the medicines will be arranged by the unioneither directly or through Animal husbandry team.

28

b) Vaccines and medicines:

An incentive of 50 paise for each Foot & Mouth

Vaoeination is provided to the society AI worker tocreate interest for conducting F & M Vaccinationregularly once in every six months. Thus Rs.500/- hasbeen proposed for each society AI worker towardsincentive for conducting on an average 1,000 F & MVaccinations per year.

c) Visits by Veterinary Doctor:

The project villages are far flung, and not on theregular routes for health visits by Veterinary Doctors.Hence it is proposed that incentives by way of vehicleallowance be paid to Veterinary Doctors of the AHDepartment so that they make regular visits to the AWDCs,as per pre-fixed schedules.

13.6 Breed Improvement Programme:

1) Breeding Bulls:

While the long range plan is to have breed improvementcarried through AI, it is difficult to introduce AI incertain villages, primarily due to the need of extentionwork for introducing AI, and also due to resource andtime constraints in organising AI services to some of

. these N.A.P. villages. Therefore 10 Breeding Bullsduring year (2), 5 Breeding Bulls during year (3) and 5Murrah Breeding Bulls during year (4) are proposed to beprovided in such NAP villages. In view of the fact thatthe resources for breeding bulls are not • adequate, thecost of these bulls including insurance and essentialsupport services are proposed in this budget (Rs.8000/-per animal).

The society or a custodian farmer nominated by theaociety will be provided with the breeding bull. NAP willprovide 100X1 subsidy towards cost of the feed to thebreeding bull (Rs.20C/-per month per animal). There willa nominal charge for each of the service by the bulls notexceeding Rs.20/- to meet the balance cost ofmaintainance of the breeding bull. The society will bemade resoponsible for the proper utilisation of thebreeding bull. By the end of 2nd/3rd year, .the unionwill introduce AI in all these NAP villages, as part of along range breeding programme.

2) AI infrastructure:

J" ,??J? C t e d v i l l a 6 e s witt> adequate viability andfeasibility for the services, 40 AI centres are proposed.

29

The infrastructure for AI under the Operation Flood islimited and covers only highly productive are&s. In orderto see that the societies in NAP III area do not sufferfor want of the breeding facility, the sane programme isproposed also under NAP.

1 3) Incentives for AI workers:

The recurring cost including technical services andtraining of society AI workers will be taken care ofunder NAP. It also covers incentives for successful AIby the sooiety AI workers. However considering-the highdegree of extension required to see that AI practices arereinforced, and in order to see that the interest of theAI workers of the society is high, an additionalincentive of Rs.15/- per pregnency and Ra.35/- per calfborn (over and above the usual incentive being arrangedby the union) is provided under NAP.

13.7 Inputs at Union Level:

Inputs at the Union level are under three heads:

Staff salaryMobility of personnelOffice infrastructure and Operational costs

The salaries are proposed as consolidated payments. Anannual increment of 5% is proposed. To ensure mobility it isproposed to provide 2 Jeeps. One motor cycle is also providedto ensure mobility of personnel such as Fodder Officer.Mopeds are provided for the WES.

Apart from providing TA and DA for travels, Diesel andvehicle maintenance provisions are made. Mopeds are to bemaintained by the WES themselves and vehicle allowances areprovided for the same.

Essential office infrastructure is budgetted for. It isproposed that the office premises be rented. Annualoperation and maintenance costs are also budgetted.

13.8 Human Resources Development:

Under this component there are four heads:

HRD costs for personnelHRD coats for members and staff at village levelHRD infrastructure costs including moduledevelopment consultancy costsIncentives,for training programmes

30

For each of the programmes, the budget provisions includecost of travel and boarding (wherever necessary), cost 01resource persons and modules. Details are discussed below.

14.' PROJECT TEAM

14.1 Nature of Employement:

Since ttie personnel for this project will be recruited on aoontract basis, they will be paid consolidated salary.However the process of recruitment shall be such that therewill not be any legal hurdle'for the NARMUL to absorb thesepersonnel on completion of the project.

14.2 Staff Details:

The project staff consists of the following:

a) Programme coordinator heading the projectb) HRD Officer (CD.Officer) heading HRD Teamc) Extension Officer for coordinating all activities at

village leveld) Fodder Officer responsible for all fodder related

programmese) 11 Women Extension Supervisors each responsible for a

cluster of 8 villagesf) 2 trainers in the HRD teamg) Computer Operator cum Office Secretaryh) 2 Drivers

14.3. Manpower Specification:

a) Programme Officers:

The programme co-ordinator will be a VeterJjiarianpreferably woman. Being a pivotal post, there shall becareful selection of the person with capability anddynamism to this post. The salary of programme co-ordinator is on par with the Vety. Asst. Surgeon in AHDepartment.

The HRD Officer shall also be a veterinary graduate butwith adequate experience in HRD related activities.

The Extension Officer shall necessarily have adequateskills in extension work and community development/epopertivisation. This job is fully field oriented.

31

The Fodder Officer shall be an agricultural graduate withaptitude for and exposure to rural development.

• •

b) Women Extension Supervisors/HRD Team Members:

Women extension supervisors and HRD team members shall begraduates preferably with rural background and aptitudefor extension work.

o) Support Staff:

Support staff will consist of two drivers and a ComputerOperator cum Office Secretary.

14.4 Team Organisation:

The project team will be headed by the Programme Coordinatorwho will be accountable directly to the General Manager forthe implementation of the project. The General Manager shallensure adequate support to the Programme Coordinator from theother personnel of the NARMUL.

The Extension Officer, the HRD Officer and the Fodder Officerwill report to the Programme Coordinator. While theProgramme Coordinator, Extension and Fodder Officers willoperate from Nalgonda, the HRD Officer will generally operatefrom Nalgonda, but will avail of the facilities of theBhonghir Training Centre for organising several of the unionlevel training programmes.

The Women Extension Supervisors will report to the ExtensionOfficer and the HKt> team members to the HRD Officer. Allsupport staff will report to the Programme Coordinator.

At the field level, the Extension Officer will be the pivotalperson through whom both the fodder and HRD Officers operate.

(Annexure VIII: Job description of Programme Coordinator andWomen Extension Supervisor)

14.5 An Organogram of the proposed NAP/DAIRY team

(annexure IX: Organogram of the proposed NAP/DAIRY TEAM)

15. TRAINING AND ORIENTATION FOR PROJECT TEAM

15.1 Dairying on the 3-tier Anand pattern involves the followingactivities:

a) Creating awareness and imparting skills to the womenmembers on scientific management of Milch Cattle andeconomic milk production.

b) Participation, management and.the leadership skills fororganising and controlling the co-operative society whichform the micro level base for the efficient! marketing and

, for the organisation of inputs for enhancing milkproduction.

c) Training and orientation of the society workers in thetechnical skills essential for availing , the doorstepservices to be provided by the project and to ensuretheir contributory efforts to enhance milk production andfor filling up any gap in technical services.

15.2 The Dairy cooperative is more than a techno-economicorganisation. It is also a social organisation where themembers are to be trained to responsible participation inself development activities which have implications beyondthe limited scope of Dairying. The cooperatives can alsofunction as nodal points for several water/sanitation relatedactivities to be taken up under the project.

In order to equip the project staff to respond to th.esetasks, it is necessary to plan induction and ongoingrefresher training programmes.' These programmes are to coveraspects related to Dairy technology, Animal Health,Cooperative management, Extension work and projeot planningana management. Apart from this the personal and humanaspects of the project personnel also need to be looked into.

1 5 *' ^ ? ^ r i ? f f I n d U C t i 0 n T r a^ing/Orientat ion/Ref resher

a) 'Introductory training on Dairying and NAP activities:

1. The Dairying in India is a multi-dimensional activityinvolving rural farmers majority of whom areeconomically weaker sections, organised through milkproducer co-operatives. The village societyactivities cover; milk production through geneticallypoor milch cattle, quality controlled procurement,milk production enhancement inputs, programmes toensure Animal health and increased milk yield. Thesystem adopted being through Milk Producer Co-operatives and as the resource and services

t

33

coordination involves various other agencies, there isthe need to acquaint the project team with all aspectsof dairying. The National Dairy Development Board(NDDB) which is implementing the Operation FloodProgramme, is well set to extend such introductorytraining. Hence it is programmed to avail thisinduction training from NDDB.

2. To the extent of the Officers in the team, anadditional course of one week is envisaged to enhancetheir skills in planning and organisation of theproject. This will be organised by NDBB/IRMA at Anandas a continuation of the above introductory course.

3. A 3 day orientation on the objectives of NAP and onthe approach to income generation programme withspecial reference to economically weaker section, isalso proposed. It will be conducted by the NAPOffice. This orientation will also introduce theproject personnel to the other components of 'theprogramme and to the other agencies involved and thusensure better coordination in the field.

b) Orientation to the project leaders in planning,coordination and evaluation:

The Project Coordinator (PC), the Extension Officer (E0>,the HRD Officer (HRDO) and the Fodder Officer (FO), willundergo a 10 day programme to orient the team onplanning Coordination, monitoring & evaluation of the•project. The General Manager of the Union will alsoassociate with this programme. The NAP at Hyderabad willarrange the programme.

Three refresher courses on this are programmed for 3 daysone each in first second and third year of the project.These also would be arranged by NAP at Hyderabad.

c) Basic training in Cooperative Management & Accounting tototal project team:

Since the Milk producer Cooperative would be the base onwhich the success of the programme depends, the basicknowledge on Cooperative Management and Societyaocounting would be essential. Therefore, a trainingprogramme for 15 days is contemplated to the totalprojeot team inoluding the PC.

Since 'this is vital to forming a firm base at MicroLevel, the Extension personnel must remain update. Hence3 programmes 3 to 5 days, one each year, are programmedcovering the entire team.

34

d) Trainers Training for HRD team:

The HRD team is responsible to organise the programmes ofTraining & Orientation of the farmer members, theManangement Committee and the Society Chairman in allaspects of the activities including participation &leadership development . Therefore, this team has to beequipped with suitable skills. The following programmesare planned to fulfill this.

1) Communication skills:

A 10 day basic training for Trainers in continuationof the 15 day oombind programme of the total CD'project team on the cooperative management &Aooounting will be planned to impart the skills ofeffective communication and teaching. This will betaken up by Samakhya.

Further orientation programmes for the HRD team areplanned to be carried one each year for 5 days, for 3years. These will also be entrusted to Samakhya, butto be carried at the Union Head Office.

2) Teaching skills:

One basic programme for the HRD'team would be carriedfor 7 days imparting the skills onto Techincal Inputsactivity application. This programme will beorganised by AP Agricultural University at ̂ ts collegein Tirupathi/Hyderabad.

Three Orientation programmes, one each- year arecontemplated each 2 days to be carried at the HeadQuarters of tho Union with the expertise from the APAgricultural University/AH Dept./AP Dairy Dev. Coop.Fed.Ltd. y

e) Training to Fodder Officer (F.O.) in Fodder ProductionTechnology:

The acitivity of Fodder production demands both extensionskills and uptodate technical know-how. Therefore, a 15days Training is proposed for the Fodder Officer infu v E ) ^ d u c t i o n Technology. This will be arrangedthrough NDDB at their Fodder Production and Training farmat Bedez'(Gujarat).

Three Orientation programmes one each year would beconducted 3 days each, to the Fodder Officer in order toupdate skills in fodder production technology and itsZlllL ?PSi ?? t i o^ S* Thase would be cai*ried out at theRegional Station for Fodder Seed Production (RSFPD) Farm,Mamidipally, Hyderabad.

35

f) Training to Extension Officer (E.O.) in Extension Skills:

A special training on extension skills for 10 days, isprogrammed to the Extension Officer. This will beconducted by an Agency identified by NAP at Hyderabad.

Regarding orientation on these skills from time to timeto the Extension Officer, 3 programmes of 3 days durationeach are programmed. These are also carried by the

Agency fixed by NAP preferably at Union H.Q associatingall the WES also.

g) Programme of Training to Women Extension Supervisors/WES:

1. Cooperative Organisation, Management and Accountingand Extension skills:

A 15 days programme of basic training on this addedwith yearly one programme .of orientation for 3 dayseach is proposed. The Samakhya will organise theseprogrammes. The basic Training will be organised attheir Training Centre at Mulaknoor (KarimnagarDistrict) Andhra Pradesh. The orientation programmeswould be organised at Union Head Quarters.

2. Training in Technical Inputs to W.E.S:

The WES form tha basic core to extension work for thesuccessful organisation and utilisation of the in-putsfor milk production enhancement. The Vety. Officersbesides the Fodder Officer including those from A.H.Department who are associatied with the Techinicalservices to Farmer member milch animals throughsociety micro base will support this extension team inthe extension aspect. As the issues involved are ofTeohnloal nature, a 90 day programme of milkProduction Enhancement Inputs Extension programme,specifically designed by APDDCF and being applied, isproposed to WES and HRD team. During the last ,3-4weeks, the EO, the FO, the HRD Officer as well asProgramme Coordinator' also will associate in thisprogramme such that the team approach is fulfilled.This training will be carried out at Visakhapatnam bySri Vijayavisakha Dist. Coop. Union at their TrainingCentre.

In order to further orient the WES, 10 days each ofthe Second and third programmes and 5 days the lastprogramme felt essential. The first orientationprogramme will be carried out in year 1 at.Visakhapatnam in the same training oentre and thebalance three' would be carried out at Union HeadQuarters With oombined expertise from outside and inhouse.

36

h) Computer Orientation Programme for the ProgrammeCoordinator:

It is essential that the programme Coordinator isexposd to the Computer Techniques to improve his/herunderstanding and coordination in the process ofmonitoring and data utilisation. The NAP Hyderabadwill arrange ,this orientation programme for a period

of 15 days at Hyderabad. Provision is also made forone additional programme of re-orientation preferablyin second/third year. This will be for a period of 5days and to be arranged by the NAP Hyderabad.

1) Exposure Programme:

Besides internal exposure through visits by theproject team to established Milksheds like Chittoor,provision is made to expose some of the project teammembers to Dairying activities in other States.

16. HUMAN RESOURCES DEVELOPMENT AT SOCIETY LEVEL

16.1 Target Groups:

Training programmes at society level will be orientedtowards the following persons:

1. Paid Secretaries2. AI Workers3. Chair persons of the AWDCs4. Managing Committees of AWDCs5. Loan Beneficiaries6. Economically Weaker Section members7. General Members

16.2 Training Programmes at Union Level:

Training programmes at Union Level will be organised for paidsecretaries, AI workers and Chair persons/managing committeesof AWDCs.

v

Orientation programmes for general members, includingexposure to dairying infrastructure will also be organised atUnion level.

While the HRD team, in consultation with the extension team,will identify trainees for paid secretaries and AI workerstraining, actual training will be organised by some of thewell established Training Centres under the Dairy Networkavailing of modules already prepared by NDDB.

37

As far as training programmes for Chair persons and managingcommittees are 'concerned, the HRD team will organise themwith assistance from experts from NDDB/UNION.

, As far as orientation programmes for general members areconcerned, the HRD team will be exclusively responsible forconducting such programmes.

*.16.3 Training Programmes at Village Level:

Training programmes at village level will be organised by theHRD team in cooperation with the extension team and willcover the following:

Orientation programmes for loan beneficiariesPost loan follow up programmesTraining on Animal healthTraining on Fodder developmentVillage camps with audio-visuals etc.

Wherever necessary, the HRD team will secure the cooperationof the voluntary organisation for such village level trainingprogrammes.

17. ACCOUNTING AND AUDITING

The project account will be maintained separately in the nameof the General Manager, NARMUL as Chief Executive of theProject. He will operate with full powers subject to theprogramme approved including the miU-course corrections ifany. He will report to NAP once in every quarter on physicaland finanoial progress.

There will be an independent Auditor to audit the accounts ofthis project and once a year, the audited accounts will befurnished to the NAP by the General Manager, NARMUL Ltd.'

Separate Bank account will be maintained for the risk fund.

18. MONITORING/REVIEW/INFORMATION SYSTEMS

18.1 Monitoring systems will cover the following:

a) Progress Monitoring:

This refers to activities contemplated under each

38

specific programme, the achievements, inputs utilised,time frame etc.

The relevant formats for each activity flow, from- villagelevel to Union through various functionaries such as paidsecretary, WES, Extension Officer, Programme Coordinatorto the General Manager and from him to NAP Office -andcovering physical, financial and organisational aspectswill be evolved in consultation with NAP. Experiences

' gained under the on-going NAP-II Dairy Project will be

of considerable background value. Since it is proposedto provide a Computer, the entire monitoring system willbe computerised.

b) Feed back:

The process of monitoring associated with , review, willgenerate observations, comments and conclusions on thevarious programmes. To facilitate this, monthly staffmeetings and quarterly review meetings are contemplated.Annual reviews will involve also the NAP Office.

c) Programme adjustments:

Based on the results of monitoring and feed baok, timelyadjustments to the programmes will be made whereeverrequired.

18.2 Mid-term Review:

With the participation of NAP Office, it is proposed to takeup a fu^l review of the programme at the end of the thirdyear. It will analyse the performance and apply mid-coursecorrection wherever necessary. If required, budget re-allocation will be made within the budget propsoal asapproved by the Netherlands Government.

39

19 LIST 0? ANNEXURES

I Technology Mission for Dairy Development

II Villages Tentatively Selected for Organisation of AWDCs

III Detailed Budget Proposal

IV Physical Plan and Activity Scheduling

v Data regarding Risk Fund

VI Data Regarding Pasture Development

VII Milch animal loaning programme year wise

VIII Job Description for Programme Coordinator and WomenExtension Officers

IX Organogram of the proposed NAP-Dairy Team at Nalgonda

X Map of Nalgonda District indicating the Chilling Centresat Mallepalli, Nalgonda and Chityal and its Feeder MilkRoutes.

40

ANNEXURE I

TECHNOLOGY MISSION FOR DAIRY DEVELOPMENT

Realising the Socio-economic impact of Dairying in rural area, theGovernment of India envisaged Technology mission for DairyDevelopment in the country.

The objeetive of the Technology Mission is to transfer theTechnology for Developing Dairying with the rural farmer milkproducers by creating the modernised facilities duly pooling up ofall the available resorces and services at all levels and producemilk eoonimically and arrange the maximised benifit to the farmer.As is with all Technology'Missions in the country, the TechnologyMission for Dairy Development is under the.direct supervison andfrequent review of the Prime Minister of the country. The statelevel co-ordination committee (SLCC) for this is headed by theChief Secretary and the district level co-ordination committee(DLCC) is headed by the District Collector. All the Departments &the Developmental Agencies including Bank representatives atrespective levels, were included in this committee. The Chiefvoluntary agency in the activity of Dairying in the district, isalso a member in this committee. The Dairy Chiefs of the unionat District level and the Federation at state level were made tobe the member conveners of these'committees, respectively.

This approach for Dairy Development provides an appropriate systemnow onwards to sortout the best possible way for enhancing themilk production.

The Prakasam District being one covered under Technology mission,formed the DLCC and started functioning from September -'90 withits yearly action plan and close review of the progress by theDistrict Collector.

The DLCC, Prakasham District is constituted with the followingmembers:

ChairmanMember ConvenorMembers

Collector & District Megistrate.General Manager, PDCMPU.1. Deputy Director (Animal Husbandry).2. Project Director (D.R.D.A.)3. Director (P&I) as representativeof APDDCF,4. Project Executive N.D.D.B.5. Lead Bank Manager.6. District Cooperative Officer.7. Dvsnl. Forest Officer (Social Forestry)8. Dvsnl. Mngr (New India Assurance Co.)9. Voluntary Agency Representative

Special Invitees:

41

i) Chairman, PDCMPU Ltd., Ongole.ii) Executive Officer Sc/BC Corporation,iii.) District Development Officer.iv) District Women Welfare Officer.

ANNEXURE II1st Y E A R

(1) M.C.C. MALLE \LLY (2) M.C.C. NALGONDA (3) M.C.C. CHITYAL •

1. Marriguda 19. Mompally 25. Wattimorthy2. Ball Pally 20. Cheekat Mamidi 26. Jagireddypally3. Wattapally 21. Munugodu 27. Gopupapaipally4. D. Bhee^mapally 22. Solipoor 28. Shivaniguda5. Tirugandlapally 23. Velmakonne 29. T. Yellamala6. ThemmapaUy 24. Koratikel 30. Kalrerapally7. Yerragar.dlapally8. Kondoor9. Indurthy10. So-rampet11. Lankalapally12. Khudabukompally ,.13. Anthpet14. Namapoor15. Angadipet16. Chondoor17. Thummalapally18. Narmetta

42

II Y E A R

(1) M.C.C. M/LLEPALLY (2) M.C.C. NALGONDA (3) M.C.C. CHITYAL

31. Donipatla32. Pedapaliy33. Padonapoor34. Godakondla35. Kurmed36. Chittapally37. Hanumithpoor38. T'irumalapoor39. Nampally40• G. Gouraram41. Paddapoor42. Tirumalgiri

43. Kalwapally44. Singaram45. K. Kondaram46. Kunchanaplly47. Puttapai48. Guggi Malakapoor49. Chimiryal50. Chalmeda51. Chilkapuram

52. Kistapoor53. Gujja54. 0. U. Kondi55. Survail56. Nampoor '57. Elikotta58. Singaram59. Urmedla60. Embai

III Y E A R

61. Paliwal62. Junootla63. Nadiguda64. Pallepahad65. Medivai66. Sunklshala67. Pasnoor68. Ravally69.' Fakirpuram70. Mandapoor

71. Gudapoor72. Appajipet73. B. Yallamula74. Vemlakota75. Jangaom

76. P.ochampally77. Dotiguda78. Koyalaguda79. ATagudem80. Chowtupala

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