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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.
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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
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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
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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:
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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
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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.
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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).
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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,
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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
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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) -
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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.
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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.
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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
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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).
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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.
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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.
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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)
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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
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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
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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.
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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.
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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.
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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
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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
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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
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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
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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
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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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