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CSS Reforms
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He said that the entire package of proposed civil service reforms is part of an integrated, interwoven value-chain of human resources policies, therefore it would be a mistake to examine each component as stand-alone without realising its inseparable linkages with other parts of the chain. He said, “We are looking at how we can enhance the quality of human resource in the whole government. A weak link in the chain, if left to itself, would not allow that qualitative change to take hold,” he said, explaining that the value chain starts with recruitment induction, and then it goes to training, performance management, career progression and promotion policy, compensation and benefits, and finally retirement. “It must be emphasised that these reforms should be seen in the context of an empowered, devolved and fully resourced local government system as the delivery of public services takes place at the village and town level and not federal and provincial capitals. The new Local Government Acts approved by Punjab and KP assemblies would strengthen the local bodies whose heads would be directly elected by the people and operate with the assistance of the civil servants.” He said, “we may bring about changes in recruitment system to attract the best talent but if they are not compensated well, have no clear career path and lack a transparent performance management system then it would be difficult to retain the brightest among them or to early retire non-performers.”

Similarly, he said, “we may increase compensation across the board without distinguishing between those who produce quality output and those who slack in their duties but it will end up in lowering motivation and morale, and the overall productivity would suffer resulting in poor service delivery to the public and impediments in the way of economic actors.” “Under the present performance system, it would be difficult to identify officers who have received unsatisfactory ACRs for three years and the purpose of early retirement would be defeated in actual practice. So, the new Performance Management System is the pre-requisite for the success of the early retirement rules. All elements are intricately linked and tinkering with one or two without making consequential changes in the others would bring no beneficial results. Thus simultaneous changes in all components are required.” For recruitment, he said, the government is bringing in some element of domain knowledge at the time of the appearing in the civil services exam. So right now, you may be an English Literature graduate but because of the quota system and if you are from Punjab, you are not allocated a place in DMG or Foreign Service, and you end up in Audit and Accounts Service. As a result, your domain knowledge becomes absolutely incompatible with the job you are going to do. So either you are a frustrated person or you rely on your clerks and juniors. The government, therefore, is currently unable to make optimal utilisation of these bright young men and women. He added, “We have to move towards a blended approach in which the relative strengths of the generalists and specialists are optimally utilised. Therefore, at the time of induction, we create incentives for candidates to match their preferences with some prior domain knowledge. There would be no restrictions on any academic qualification to apply and appear at the Central Services examination. You may be a doctor or an engineer, but if you want a career in Foreign Service, you must appear at International Relations and International Law as optional papers. If you prefer to work in the Police Service, you must have chosen papers on Criminology and Civil & Criminal Procedural Codes as optional subjects. So that is the mapping the government is attempting to introduce.

Additionally, he said, they are proposing a screening test for CSS exam as right now it is very difficult to assess 16,000 scripts from the exam every year. So we should try to bring in MCQs which will help to eliminate a lot of people at the screening stage but respect the observance of regional/provincial and other quotas. As a result, the residual bunch of 2,000 people or so will go through a psychometric test modelled on the British Civil Service. After this round, the candidates will appear at compulsory and optional subjects' written exams, and then the interviews.