Controversy Over Lateral Entry into the Civil Services

Aug. 30, 2024

What’s in Today’s Article?

Background:

Recently, the Union Public Service Commission (UPSC) withdrew an advertisement for lateral recruitment to 45 government posts.
This decision followed objections raised by political parties and the intervention of the Prime Minister's Office (PMO), highlighting concerns about the need for reservation in such recruitments.

Understanding Merit vs. Spoils System:

Introduced in 1858, this system ensures appointments to government posts through a rigorous selection process.
In India, the UPSC conducts exams to select officers for the Indian Administrative Service (IAS), Indian Police Service (IPS), and other central services.
The aim is to create a neutral bureaucracy that can provide independent advice to the government.

Originating in the U.S., this system allows the ruling party to appoint its supporters to various government positions.
While this system was largely replaced by the merit system in 1883, it still exists in a limited form, with a small percentage of senior government posts directly appointed by the President.

About Lateral Entry in Civil Services:

Lateral entry in administration is the appointment of specialists from the private sector in government organisations.
It was recommended by the NITI Aayog in its Three-year Action Agenda and also the Group of Secretaries (GoS) on Governance had in its report recommended the induction of personnel in the middle and senior management level in the government.
Objective:

With lateral entry, the government aims to recruit outstanding individuals, with expertise in revenue, financial services, economic affairs, agriculture, cooperation and farmers’ welfare, road transport and highway, civil aviation, commerce among many other sectors to serve for the benefit of the country.

Process of Lateral Entry Recruitment:

The selection process for lateral entry into administration is conducted by the Union Public Service Commission (UPSC).
The Department of Personnel and Training (DoPT) asks the UPSC to conduct the selection process for lateral entry to various positions in government departments and ministries.
Subsequently, the UPSC invites online applications for lateral recruitment for these positions.
Once the candidates have submitted their application, the UPSC conducts interviews of the shortlisted candidates and recommends the list of selected candidates to the DoPT.
The recommended candidates are then appointed by the Government, generally for a period of 3 to 5 years.

Need for Lateral Entry:

There is a shortage of 22.48% or 1,510 officers for the IAS cadre, according to the DoPT.
The IAS and the Indian Police Service (IPS) have a combined shortage of 2,418 officers.

Through lateral entry, domain experts can be recruited from the private sector to the central administration.
This can be helpful in improving efficiency and create a competitive environment in governance delivery.

Pros of Lateral Entry in Civil Services:

Expertise and Specialization: Lateral entry allows professionals with specialized knowledge and experience from the private sector to contribute to policymaking and implementation, enhancing the quality of governance.
Innovation and Fresh Perspectives: Individuals from diverse backgrounds bring new ideas, innovative approaches, and fresh perspectives, potentially improving efficiency and effectiveness in public administration.
Merit-Based Selection: Lateral entry emphasizes merit, skills, and experience over traditional seniority, promoting a performance-oriented culture within the civil services.
Shortening Learning Curve: Experienced professionals can quickly adapt and contribute without requiring extensive training, which is often needed for career bureaucrats.

Cons of Lateral Entry in Civil Services:

Cultural and Bureaucratic Resistance: The traditional civil services may resist the inclusion of lateral entrants, potentially leading to friction, lack of cooperation, and integration challenges.
Lack of Public Sector Experience: Lateral entrants may lack understanding of government procedures, protocols, and the complexities of public administration, affecting their effectiveness.
Potential for Bias: The selection process for lateral entry could be perceived as biased or politically influenced, raising concerns about transparency and fairness.
Short-Term Focus: Professionals entering laterally may focus on short-term goals rather than long-term public service commitments, potentially affecting the continuity and sustainability of policies.

Way Forward:

To address the concerns associated with lateral entry, certain measures can be taken:
- Higher Scrutiny: Appointments at the secretary level should be carefully monitored to ensure they influence policy decisions positively.
- Integration with Public Policy: Even at operational levels like Joint Secretary, Director, and Deputy Secretary, lateral entrants should be in line with public policy objectives.
- Balancing Merit with Social Justice: Appointments should combine technical competence with considerations for reservation and social justice, as emphasized by political philosopher Michael Sandel.

Larger Issues in Indian Bureaucracy:

Challenges for Career Bureaucrats: Despite criticisms of red-tapism and inefficiency, career bureaucrats operate in a complex environment bound by numerous rules and political interference.
Preserving Autonomy: The effectiveness of bureaucrats depends on their autonomy, particularly regarding postings, tenures, and transfers. Strengthening Civil Service Boards at the Centre and State levels, as recommended by the Supreme Court in the T.S.R. Subramanian case (2013), is crucial.

Conclusion:

While lateral entry brings certain benefits, it should not overshadow the need to address deeper issues within the Indian bureaucracy.
A balanced approach that includes both career bureaucrats and lateral entrants, with a focus on merit, social justice, and autonomy, is essential for effective governance.

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