Civil Services in India

(General Studies II – Governance Section – Government Policies and Interventions for Development in various sectors and Issues arising out of their Design and Implementation. Role of Civil Services in a Democracy.)

• The civil services in India have long been a coveted career path, but recent incidents have exposed significant issues within the system.
• Two recent events – a controversy involving an IAS probationer in Maharashtra and the tragic deaths of three aspirants in Delhi – have highlighted the need for reform in recruitment processes and a reevaluation of societal perspectives on public service.

Reasons for attraction to civil services –

1. Historical prestige and job security: The civil services have been considered a dignified and secure career option for decades.
2. Improved government salaries: The implementation of the Sixth Pay Commission recommendations in 2008 made government jobs more attractive, especially during economic downturns.
3. Perception as a means to serve the nation: Many view civil services as the primary way to contribute to national development.
4. Limited job opportunities in other sectors: Despite economic liberalization, government jobs remain appealing due to their stability and perceived status.
5. Social Status and Family Pride: A career in civil services is often viewed as a source of pride not only for the individual but also for their families and communities.

Issues created –

1. Credibility concerns: The case of IAS probationer Puja Khedkar, who allegedly misused quotas and provided false documentation, has cast a shadow over the UPSC’s reputation.
2. Mental health struggles: The competitive environment leads to significant pressure on aspirants, with many attempting the exams multiple times. One aspirant reported to have been trying for seven years, despite qualifying for other opportunities.
3. Exploitation by the coaching industry: A vast coaching industry has emerged, capitalizing on the high failure rates and aspirants’ desperation. Millions join these centers annually, despite low success rates.
4. Prolonged pursuit: In one instance, out of 28 interview candidates, 27 were taking their fifth or sixth attempt. This prolonged pursuit can lead to candidates entering service at an older age, potentially affecting their motivation and performance.
5. Narrow focus on government positions: This mindset overlooks the value of other professions in nation-building.

Recommendations for reform –

1. Reduce the upper age limit: Lower the maximum age from 34-35 years to 25 years, with allowances for special categories, as suggested by the Kothari Commission.
2. Limit attempts: Restrict the number of attempts to three, with an additional attempt for special categories, to discourage excessive commercialization of coaching services.
3. Strengthen verification processes: Implement stricter checks for candidates’ credentials, including quotas and documentation, to enhance credibility and transparency.
4. Promote career diversity: The government, along with educational institutions like CBSE, should raise awareness about diverse career paths beyond civil services.
5. Broaden the concept of national service: Encourage young people to view various professions as valid forms of contributing to the nation.

“All honest hard work goes into building a nation. Public service neither has the monopoly nor does it provide any extraordinary opportunity to serve the nation.” Recognizing this principle is key to fostering a more diverse and dynamic approach to national development.