Recently, a well-respected Indian police officer has suggested that the government should execute a “Nitipath” scheme, following the model of Agnipath and the Short Service Commission for military officers. This suggestion has brought attention to the current need for reforms in India’s Civil Services sector.
The Proposed Framework of the Nitipath Scheme
The proposed scheme outlines a system where civil service officers can be streamlined after 10, 25, and 30 years of service, which would rectify the top-heavy structure and foster a culture of public service and performance. By implementing this framework, the government could employ four times as many entry-level candidates without being limited by the number of apex level positions and career trajectories. Instead of the current 600-1,000 appointees to the All India Services (AIS), under the new scheme 4,000 officers could be recruited yearly. After a four-year performance review, only 25% would be kept on.
Benefits of the Nitipath Scheme
The proposed Nitipath scheme would bring a wave of youthful energy to junior level positions, offering strong performance incentives and valuable government work experience. The top 4,000 all-India rank holders quality wouldn’t diverge significantly from that of the top 1,000. Therefore, a four-year review period would allow the government to choose better candidates than merely relying on exam and interview scores. Those who depart from government service after four years would have impressive economic prospects. Many may choose to leave voluntarily for further studies or private sector jobs. The addition of such young, trained, and experienced managerial personnel would benefit the wider economy.
Reforms Required in the Civil Services Sector
Several areas in the civil services sector require significant reform:
– Conversion of ICS into IAS: The post-independence transition of ICS to IAS failed to infuse a more native element into the service due to lack of substantive efforts in linking IAS with Indian philosophy of public administration.
– Needless and Excessive Security: Civil servants are often excessively secure, leading to insensitivity and disregard for people’s expectations and transparency. Therefore, the security cover needs reevaluation.
– Lack of Specialisation: Currently, administrative officials handle issues that require specialised knowledge, which they might lack. Grouping IAS officers into specialisations like education-culture, finance, infrastructure development with natural resources, and social ministries could bring greater expertise to the table.
– Absence of Systematic Mechanism: There is a need for an inherent mechanism for periodical “de-thick-skinning” through re-inculcation of sense of purpose and motivation.
Related Initiatives
Several initiatives related to civil service reform have been implemented, including Mission Karmayogi, Lateral Entry Reform, e-Samiksha, Citizen Charters, National Conference on e-Governance, Centralized Public Grievance Redress and Monitoring System (CPGRAMS), and National e-Governance Service Delivery Assessment.
Moving Forward
To cope with the new challenges faced by state institutions managing public affairs, reforms are needed to enhance administrative capabilities. Civil servants must become accountable to external mechanisms such as citizen charters and social audits, fostering outcome orientation. Bridging the governance gap requires talent in sufficient numbers with proper training and incentives. To ensure that India@100 is a success story, the Indian state must perform its duties adequately. The Nitipath scheme could be the way to go.