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Lateral Entry in Civil Services
Context:
Months after the Union Public Service Commission (UPSC) advertised 45 lateral entry posts, sparking a political controversy and leading to the advertisement’s withdrawal, the Department-related Parliamentary Standing Committee on Personnel, Public Grievances, Law, and Justice has decided to review “lateral entry in civil services” during its 2024-25 tenure, according to the Rajya Sabha Secretariat.
More on News:
- The panel will also address the issue of filling vacancies in the Central government.
- Since the introduction of lateral entry in 2018, over 60 such appointments have been made, nearly half from the private sector. The initiative was introduced to leverage specialised expertise for designated single-cadre posts.
What is Lateral Entry in Civil Services:
- It refers to the recruitment of professionals from outside the traditional bureaucratic framework, particularly those with specialised skills and experience, into mid and senior-level positions within the government. This initiative aims to enhance governance by infusing fresh talent and expertise into the civil service.
- Notable figures appointed through lateral entry in the past include Dr. Manmohan Singh, who served as Financial Secretary before becoming Prime Minister, and Montek Singh Ahluwalia, an economist known for his contributions to economic policy.
- Government’s Stand: The Indian government has expressed a commitment to institutionalising lateral entry as a means to bring in specialised skills that are often lacking within traditional bureaucratic ranks.
Pros of Lateral Entry:
- Expertise and Specialisation: Lateral entry allows for the infusion of specialised knowledge in areas such as technology, finance, and public policy, which can improve decision-making and governance.
- Innovation and Fresh Perspectives: Professionals from diverse backgrounds can introduce innovative ideas and practices that challenge traditional bureaucratic approaches.
- Merit-Based Selection: This process emphasises skills and experience over seniority, potentially fostering a more performance-oriented culture within civil services.
- Shortening Learning Curve: Experienced professionals can adapt quickly to their roles without extensive training, enhancing operational efficiency.
Cons of Lateral Entry:
- Cultural Resistance: Existing bureaucrats may resist lateral entrants, leading to potential friction and integration challenges within government departments.
- Lack of Public Sector Experience: Lateral entrants might not fully understand government protocols, which could hinder their effectiveness in navigating bureaucratic complexities.
- Concerns Over Fairness: The recruitment process could be perceived as biased or politically influenced, raising questions about transparency and accountability.
- Potential Short-Term Focus: Lateral entrants may prioritise immediate results over long-term commitments to public service.
- Ignoring Reservation Policies: The most significant concern is that lateral entry could undermine the reservation system designed to ensure representation for marginalised communities in civil services.
Way Forward:
- Structured Implementation: Develop a phased approach for implementing lateral entry, starting with sectors where specialised knowledge is critically needed.
- Enhanced Training Programs: Create comprehensive training modules for lateral entrants to familiarise them with government processes and public administration principles.
- Transparent Recruitment Processes: Ensure that recruitment procedures are transparent and merit-based to build trust among stakeholders.
- Monitoring and Evaluation: Establish mechanisms to monitor the performance of lateral entrants and assess their impact on governance outcomes regularly.
- Inclusive Policies: Address concerns regarding social justice by ensuring that reservation policies are considered in the lateral entry framework.
The Second Administrative Reforms Commission (2nd ARC) has emphasised the need for lateral entry to address bureaucratic inefficiencies and a lack of specialisation. While it presents an opportunity to revitalise India’s civil services with specialised talent, careful consideration of its implementation is essential to balance efficiency with equity in governance.
