The introduction of lateral entry into the UPSC (Union Public Service Commission) has sparked concerns about its potential impact on marginalized communities. Lateral entry allows professionals outside the traditional civil service route to join the government in senior positions. While this move aims to bring fresh perspectives and expertise, critics argue that it could further distance marginalized groups from positions of power. These communities, already underrepresented in the bureaucracy, may find it even harder to access influential roles, as lateral entry could bypass the rigorous UPSC exam process designed to ensure diversity and fairness in civil service recruitment.
Tags:GS – 2, Governance- Role of Civil Services in a Democracy– Government Policies & Interventions
Why in the news?
- The Indian government’s cancellation of the lateral entry process for government posts, due to the absence of reservation quotas for SCs and STs, reflects a complex mix of political, social justice, and historical factors.
- This decision underscores the ongoing debate over balancing merit and representation, highlighting the need to address marginalised communities’ concerns while promoting inclusivity in government recruitment.
What is Lateral Entry in Indian Bureaucracy?
- About:
- Lateral entry into the Indian bureaucracy involves hiring experts from the private sector, academia, or public sector undertakings (PSUs) for specific government roles.
- This method contrasts with traditional internal promotions within the government and applies to positions such as Joint Secretary, Director, or Deputy Secretary.
- Purpose:
- To introduce specialised knowledge and expertise for addressing complex governance and policy issues.
- To infuse new perspectives and innovative approaches into government operations.
- Appointment Process:
- Candidates are appointed on contracts, generally lasting from three to five years, with possible extensions based on performance.
- Specific academic qualifications and relevant professional experience are prerequisites.
- Eligibility:
- Candidates typically require a minimum of 15 years of relevant experience in their field.
- Requirements vary depending on the specific post, seniority, and job profile.
What is the History of Lateral Entry Recruitments in India?
- Early Instances (1950s onwards):
- Lateral entry practices began during Prime Minister Jawaharlal Nehru’s tenure.
- Notable instances include IG Patel, who transitioned from the International Monetary Fund to RBI Governor, and Manmohan Singh, who moved from a professor at the Delhi School of Economics to Economic Adviser in 1971.
- Formal Recommendations (2005):
- The Second Administrative Reforms Commission (ARC), chaired by Veerappa Moily, recommended lateral entry to introduce specialised knowledge missing in traditional civil services.
- NITI Aayog Proposal (2017):
- NITI Aayog proposed lateral entry at middle and senior management levels in the central secretariat as part of its three-year Action Agenda, supported by the Sectoral Group of Secretaries on Governance.
- Formal Recruitment Drives (2018-2023):
- The central government advertised lateral entry positions, initially for Joint Secretary roles, receiving over 6,000 applications.
- In 2019, 9 candidates were appointed to various Ministries and Departments.
- Subsequent recruitment rounds occurred in 2021 and May 2023, totaling 63 appointments over five years, with 57 currently active
What are Benefits of Lateral Entry in Indian Bureaucracy ?
- Infusion of Specialised Expertise:
- R.V. Shahi: His experience as Power Secretary led to significant electricity sector reforms.
- Bimal Jalan: His role during the East Asian financial crisis and in financial sector reforms.
- Vijay Kelkar: His recommendations for the introduction of GST.
- These experts contribute specialised knowledge to critical areas such as technology, climate change, and the digital economy, enhancing policy effectiveness.
- Enhanced Innovation and Efficiency:
- Streamlining government processes.
- Improving efficiency with cutting-edge technologies.
- Examples include Nandan Nilekani’s contributions to UIDAI and ONDC.
- Their fresh perspectives help reduce bureaucratic red tape and improve service delivery.
- Bridge Between Public and Private Sectors:
- Providing insights into market dynamics.
- Crafting practical policies and incentives.
- Enhancing collaboration in areas like urban development and infrastructure.
- Their dual-sector experience aids in aligning government policies with industry needs.
- Global Perspective and Best Practices:
- Enhancing India’s global economic and diplomatic standing.
- Navigating international agreements on issues like climate change and trade.
- Their global outlook can improve India’s competitiveness and policy effectiveness.
- Enhancing Policy Implementation:
- More practical and feasible policies.
- Effective regulatory frameworks.
- Example: Insights from renewable energy professionals can aid in scaling up clean energy technologies.
- Mitigating Bureaucratic Inertia:
- Stimulates innovative thinking.
- Creates healthy competition among bureaucrats.
- Example: New approaches in agriculture or technology brought by lateral entrants can invigorate government departments.
- Facilitating Major Economic Reforms:
- Designing and implementing complex economic reforms.
- Balancing growth with social equity.
- Historical example: Montek Singh Ahluwalia’s role in India’s 1991 economic liberalisation.
What are Challenges Related to Lateral Entry in Indian Bureaucracy ?
- Reservation Conundrum:
- Lateral entry positions are exempt from reservation quotas due to the “13-point roster” policy, treating each as a “single post cadre.”
- The cancellation of 45 such positions in August 2024 highlights concerns about undermining representation for marginalised communities.
- Cultural Misalignment and Integration Hurdles:
- Lateral entrants may struggle with the government’s unique culture and slow decision-making processes, leading to inefficiencies and potential high turnover due to friction between new entrants and established practices.
- Resistance from Career Bureaucrats:
- Career bureaucrats might resist lateral entrants, seeing them as threats to their positions, resulting in non-cooperation or sabotage, which can hinder the effectiveness of new initiatives.
- Accountability and Performance Evaluation:
- Lateral entrants on short-term contracts face difficulties in performance evaluation compared to career bureaucrats.
- Their limited tenure complicates long-term impact assessment and creates potential inequities in evaluation.
- Potential for Conflict of Interest:
- Lateral entrants may face conflicts of interest if they return to previous industries after their tenure, raising ethical concerns and affecting public trust.
- Effective ethical guidelines and cooling-off periods are challenging to enforce.
- Short-Term Focus vs. Long-Term Governance:
- With contracts typically lasting 3-5 years, lateral entrants may focus on short-term results rather than long-term policy consistency, potentially leading to policy inconsistencies and lack of continuity.
- Scaling and Sustainability Concerns:
- Expanding lateral entry to a significant portion of the bureaucracy poses challenges in recruitment, training, and integration.
- The current 63 appointments over five years represent a small fraction, raising concerns about scalability and sustainability.
What are the Major Reforms Needed in Indian Bureaucracy?
- Meritocracy Makeover – Overhauling Recruitment and Promotion:
- Implement a merit-based system as recommended by the 2nd Administrative Reforms Commission (2008), including the creation of a Central Civil Services Authority for autonomy and objectivity.
- Establish regular assessment centres for promotions, focusing on leadership and expertise.
- Form an independent Civil Services Board to oversee appointments and transfers, reducing political interference.
- Specialisation Synergy – Nurturing Expertise in Governance:
- Develop specialised cadres in key sectors like technology, finance, and healthcare.
- Implement mandatory domain specialisation after 10 years of service.
- Partner with top universities for continuous professional education.
- Work Culture Transformation:
- Modernise work culture by reducing hierarchical structures and empowering officers with decision-making authority.
- Abolish the outdated ‘babu’ culture to create a leaner, more efficient government.
- Performance Paradigm – Result-Oriented Accountability:
- Replace the current system with a performance-based appraisal system as suggested by the Hota Committee (2004).
- Implement a 360-degree feedback mechanism and key performance indicators (KPIs) for senior positions.
- Introduce performance-linked incentives and fast-track promotions.
- Digital Transformation – Leveraging Technology for Governance:
- Implement a nationwide e-governance platform to integrate government services.
- Use AI and data analytics for evidence-based policy-making.
- Appoint Chief Digital Officers in every ministry to drive digital transformation.
- Reinforcing Accountability:
- Conduct intensive reviews for government servants at 14 and 20 years to assess their suitability for continued service.
- Discontinue service if found unfit after 20 years, with future employment contingent on review outcomes.
- Depoliticization of Civil Services:
- Ensure political neutrality by including ethical codes for both ministers and public servants.
- Maintain transparent recruitment processes and adhere to Supreme Court directives to protect civil servants from political interference.
Conclusion
Lateral entry can enhance Indian bureaucracy with new expertise and innovation but faces challenges like reservation issues, cultural mismatches, resistance from career bureaucrats, and conflicts of interest. Success depends on balancing innovation with tradition, ensuring fair integration, and maintaining the strengths of the existing system. Properly managed, it can improve diversity and responsiveness in governance.
UPSC Civil Services Examination, Previous Year’s Question (PYQs)
Mains
Q:1 “Institutional quality is a crucial driver of economic performance”. In this context suggest reforms in the Civil Service for strengthening democracy. (2020)
Source: IE
FAQs
Q: What is lateral entry in UPSC?
- Answer: Lateral entry in UPSC refers to the process of recruiting experienced professionals from outside the traditional civil services through a special selection process. These individuals are directly appointed to senior positions in the government, bypassing the usual competitive exams.
Q: Why do some people believe lateral entry could distance marginalized communities from power?
- Answer: Some believe that lateral entry could disadvantage marginalized communities because it might bypass the traditional UPSC exam, which has affirmative action policies like reservations. This could reduce the representation of these communities in higher government positions, where decisions impacting them are made.
Q: How does the traditional UPSC exam benefit marginalized communities?
- Answer: The traditional UPSC exam benefits marginalized communities by providing a level playing field through reservations and a merit-based selection process. This ensures that individuals from these communities have a fair chance to enter and rise within the civil services.
Q: What are the arguments in favor of lateral entry?
- Answer: Supporters argue that lateral entry brings fresh perspectives and specialized skills to the government, which can improve efficiency and innovation in public administration. It allows experts in fields like economics, technology, and management to contribute directly to policymaking.
Q: Can lateral entry and traditional UPSC coexist without harming marginalized communities?
- Answer: It’s possible for both systems to coexist if lateral entry is implemented carefully, with safeguards to ensure that it doesn’t undermine the representation of marginalized groups. Balancing the need for expertise with the principles of inclusion and diversity is key to making this approach work.
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