Strategic Plan

Strategic Plan for 5 Years

Statutory requirements

TRCSC has also been engaged in a continuous process to inculcate the scope to facilitate several benefits to its staff members in the future. At the same time several policies has to be prepared to have a clear direction on different issues.

  • Group Insurance
  • E.P.F
  • ESI/Mediclaim/Accident insurance
  • Gender policy
  • Child Protection Policy
  • IT Policy

SWOT Analysis

During preparation of the plan TRCSC members has been categorically discuss and try to understand its strength, weakness, opportunities and threats to make the plan a realistic one so that this could be achievable during the plan period.


Strength Weakness
  • Team work
  • Committed and experienced core staff
  • Grass root reach,
  • Linkage with Govt. Departments, CSRs, National and International Donors
  • Linkages with development professionals
  • Professional/ staff with Technical knowledge
  • Field extension through grass root partnership based
  • Compliance of all legal requirements
  • Documentation of repots and records
  • Transparency at all levels
  • Lack of self-functioning and documents of CBOs
  • Inadequate own office space, training infrastructures and Agri-equipments
  • Insufficient issue based achievement documents, sharing with other stakeholders, dissemination and advocacy
Opportunities Threats
  • Existing fund, good Govt. department and Donor relationship
  • Linkages with different Network, Alliances and Forum for resource generation
  • Coordination with various training and research institutes.
  • Diversified scope of work in our identified target areas
  • Extremist activities in the target area
  • Poor people's participation
  • Negative motivation by vested interest groups

Human Resource Development Plan

For any organization human resource is the key for its entire movement. So it has been planned to develop whatever human resources TRCSC having at this point of time. Several measurers have been thought off to develop the human resources at the organization level for quality output and services.

  • Induction training and exposure of new staff in field areas
  • Training, refreshers training and exposure of old staff in new areas/organization
  • Quality circle within the Board of Trustee and Staff for excellence
  • Motivation and counseling of staff members
  • Quarterly training of staff members
  • Discussion on social analysis system, micro planning, PRA, Community monitoring and LFA among the staff time to time
  • Monthly meeting, sharing of experience and learning
  • Annual review and planning meeting

Growth Plan

All organization has a growth plan for its continuous growth and development whether it may be clearly documented or not? Professional organization needs a documented growth plan so that each one will move keeping in mind the growth plan. So where we want to reach in what way has been discussed in several meeting and consultations.

Resource Mobilization

For any organization human resource is the key for its entire movement. So it has been planned to develop whatever human resources TRCSC having at this point of time. Several measurers have been thought off to develop the human resources at the organization level for quality output and services.

Similarly, as the communities are needy, downtrodden and marginalized and the resources is very less so external resources is required to meet the developmental needs of the community for a time being unless the target families/communities reach to a minimum quality standard of life.


1. Resource Mobilization
  • Identify community resource in terms of Man, Materials and Money
  • Mobilize external resources to meet the need of the target area communities
  • Selection of point person for resource mobilization at both the level
  • Identify and mobilize community resources
  • Mobilize external resources for the improved quality of life of the target area beneficiaries
  • Responsibility fixing for resource generation at the community level and district/ state/national level