Context:
The Union Public Service Commission (UPSC) recently announced a lateral entry scheme aimed at recruiting 45 specialists for the positions of joint secretaries, directors, and deputy secretaries in various government departments. This initiative is designed to infuse fresh expertise into the bureaucracy. However, the move has sparked considerable debate and backlash from opposition parties, who contend that the scheme undermines the reservation rights traditionally afforded to Other Backward Classes (OBCs), Scheduled Castes (SCs), and Scheduled Tribes (STs).
Relevance:
GS II: Polity and Governance
Dimensions of the Article:
- Lateral Entry Scheme
- Benefits of Lateral Entry in Civil Services
- Challenges of Lateral Entry in Civil Services
- Way forward
Lateral Entry Scheme
- Purpose: The scheme facilitates the appointment of professionals from outside the government into mid-level and senior positions within the government, aiming to infuse domain-specific expertise and fresh perspectives into governance.
- History and Advocacy:
- Introduced during the 2004-09 period and endorsed by the Second Administrative Reforms Commission in 2005.
- Later promoted by NITI Aayog in 2017, with recommendations to induct skilled personnel into central government roles.
- Contract Duration:
- Lateral entrants are appointed on a contractual basis for three years, extendable up to five years.
- Eligibility Criteria:
- Candidates from the private sector, state governments, autonomous bodies, or public undertakings with proven expertise and professional achievements are eligible.
- Recruitment and Selection:
- Selection emphasizes professional accomplishments and subject matter expertise.
Reservation Policy in Lateral Entry
- 13-Point Roster System:
- This policy calculates a candidate’s quota as a fraction of one hundred based on their group (SC, ST, OBC, and EWS).
- Lateral entry positions, being considered “Single Posts,” are exempt from the traditional reservation system, thus appointments are made without following the reservation guidelines.
Recruitment Statistics
- Total Appointments:
- Since the initiation of this recruitment strategy in 2018, 63 individuals have been appointed to various roles across ministries and departments.
- As of August 2023, 57 lateral entrants actively hold positions within the central government.
Benefits of Lateral Entry in Civil Services:
- Recruitment of Experts: The lateral entry scheme enables the recruitment of specialists in fields such as technology, management, and finance to fill knowledge gaps not covered by traditional civil service roles.
- Introduction of Diverse Experiences: Individuals from the private sector, NGOs, and other organizations contribute new insights and approaches, helping to improve administrative functions and governance.
- Addressing Personnel Shortages: Data from the Department of Personnel and Training highlights a shortfall of approximately 1,500 IAS officers, which lateral entry aims to mitigate.
- Transforming Work Culture: This approach seeks to update the existing work culture known for its bureaucracy and inflexibility, fostering a more dynamic environment.
Challenges of Lateral Entry in Civil Services:
- Limited Acclimation Period: The current three-year tenure for joint secretaries may not provide sufficient time for lateral entrants to fully understand and integrate into complex governance structures.
- Risk to Objectivity and Neutrality: There is a potential for conflicts of interest and bias, particularly if entrants have previous affiliations with private sectors or special interest groups.
- Potential Division within the Services: The growing number of lateral entrants could possibly lead to a cultural divide within the services, affecting the morale of traditional bureaucrats.
- Impact on Meritocracy: There are concerns that lateral entry may undermine the merit-based system of recruitment, leading to possible favoritism and nepotism.
Way forward:
- Ensure Transparent Selection: It is crucial to maintain a selection process that is transparent and based solely on merit, focusing on the candidate’s expertise, experience, and abilities.
- Comparative International Models: Drawing parallels with programs like the UK’s Civil Service Fast Stream could offer valuable insights into structuring similar frameworks.
- Development of Comprehensive Training Programs: Tailored training programs for lateral entrants are essential to help them navigate the public sector’s complexities.
- Clear Definition of Roles and Expectations: It is important to establish clear roles, responsibilities, and performance metrics to align individual goals with organizational objectives.
- Adjustment of Age Criteria: To attract more talent, reconsidering age requirements for senior positions could be beneficial, potentially lowering the minimum age to 35 to accommodate more dynamic and innovative leaders.
-Source: Indian Express
