Ethics Theory, TLP-UPSC Mains Answer Writing
Q. 2. “Civil services in India must evolve from a system of status and seniority to one of performance and public accountability.” Critically examine the need for civil services reforms in this context and suggest a roadmap for systemic transformation. (150 words, 10 marks)
Introduction
Envisioned as the steel frame of the nation, India’s civil services—under Articles 309 to 311 of the Constitution—must now evolve to meet rising public expectations through reforms ensuring efficiency, accountability, and citizen-centric governance.
Body
Need for Civil Services Reforms
- Lack of Performance-Based Evaluation: Promotions and postings often depend on seniority over competence, lowering motivation and efficiency. Example: The 2nd ARC recommended replacing the Annual Confidential Report (ACR) with a more outcome-based and transparent performance appraisal system.
- Political Interference: Frequent transfers and political pressure undermine independent decision-making and administrative neutrality. Example: The 2013 T.S.R. Subramanian vs. Union of India case led the Supreme Court to direct fixed tenures for civil servants to curb arbitrary transfers.
- Generalist vs. Specialist Debate: Excess reliance on generalists in technical fields hampers effective policy design and execution. Example: The Hota Committee (2004) emphasized the need for domain specialisation to improve service delivery in sectors like health and energy.
- Red Tape and Procedural Delays: Bureaucratic hurdles stifle innovation, delay projects, and burden citizens and entrepreneurs. Example: India ranked 63rd in the World Bank’s 2020 Ease of Doing Business report, with delays in permits and approvals cited as key barriers.
- Poor Grievance Redressal and Citizen Engagement: Limited accessibility of civil servants weakens accountability and public trust. Example: The 2nd ARC advocated setting up Sevottam-compliant citizen charters and grievance redressal mechanisms to enhance public service delivery.
Recent Measures and Reforms Undertaken
- Mission Karmayogi: Focuses on capacity building through competency-based training and performance-linked learning outcomes for civil servants.
- SPARROW (Smart Performance Appraisal Report Recording Online Window): Digitised and time-bound system for appraisal of civil servants to improve transparency and accountability.
- 360-Degree Evaluation System: Feedback from peers, subordinates, and stakeholders to assess leadership and behavioural competencies in senior appointments.
- Tenure-Based Appointments: Introduction of fixed tenure for key positions to reduce arbitrary transfers and enhance policy continuity.
- Several expert committees, including the Surendra Nath Committee and Hota Committee have repeatedly emphasized the need for performance-linked promotions, fixed tenures, citizen charters, and ethical training to ensure accountability and efficiency.
Way Forward
- Performance-Based Incentives and Promotions: Introduce measurable key performance indicators (KPIs) linked to outcomes and citizen satisfaction.
- Lateral Entry and Specialisation: Promote entry of domain experts to infuse new ideas, skills, and competition in the bureaucracy.
- Protection from Arbitrary Transfers: Enforce independent civil service boards as per Supreme Court guidelines in T.S.R. Subramanian case (2013).
- Stronger Accountability Mechanisms: Regular audits, social accountability tools, and public feedback loops can make the system more responsive.
- Ethical and Empathy-Based Training: Strengthen values of public service through case based learning and real-time exposure to grassroots challenges.
Conclusion
Civil service reform is vital for a responsive, efficient, and accountable state. As highlighted by the 2nd ARC, neutrality must be complemented with measurable performance to serve the needs of a fast-changing and aspirational India.
