Civil services in India form the backbone of the country’s administrative machinery. Over the years, there have been numerous reforms aimed at making the civil services more efficient, transparent, and accountable. This article delves into the history, constitutional framework, need, controversies, and various measures of civil services reforms in India.

 

Historical Background

The Indian Civil Service (ICS) was established in 1858 during British rule and was known for its exclusivity and elitism. After independence in 1947, the ICS was transformed into the Indian Administrative Service (IAS) and other allied services, collectively known as the All India Services. Despite this transition, the need for reforms was felt to align the civil services with the democratic ethos and developmental goals of independent India. 

 

Constitutional Framework

The Indian Constitution provides the framework for civil services under Part XIV, which deals with services under the Union and the states. Articles 308 to 323 cover various aspects of the civil services, including recruitment, conditions of service, and disciplinary matters. The Constitution also established the Union Public Service Commission (UPSC) and State Public Service Commission (SPSCs) to ensure fair and merit-based recruitment.

 

Classifications of Services

Civil services in India are broadly classified into:

• All India Services (IAS, IPS, IFS): These services have a pan-India jurisdiction and play a crucial role in policy formulation and implementation at the national and state levels.

• Central Civil Services: These include services like the Indian Revenue Service (IRS), Indian Foreign Service (IFS), and others, which function under various central ministries and departments.

• State Civil Services: Services like the State Administrative Service (SAS), State Police Service (SPS), and others operate at the state level and assist in state governance and administration.

 

Need for Reforms

• Efficiency and Effectiveness: India's traditional bureaucratic structure is criticized for being slow, rigid, and resistant to change. Therefore it is desirable to create a responsive and result-oriented administrative framework, fostering agility, innovation, and efficiency in service delivery to better meet modern challenges and societal needs

• Transparency and Accountability

S.P. Gupta vs Union of India (1981), Also known as the Judges' Transfer case, highlighted the issue of transparency and accountability in judicial appointments and transfers, indirectly impacting civil services and administrative reforms.

It highlighted corruption, lack of transparency, and accountability issues, which have been major problems in our administrative system. So, it is necessary to make civil servants more accountable for their actions and decisions. This means improving transparency and reducing corruption to regain public trust and make governance more effective.

• Capacity Building: Capacity Building: Continuous skill development and training are required to provide public servants with the essential abilities and knowledge to manage complicated administrative tasks, yet they are usually overlooked.

• Public-Centric Administration: 

"The civil servant is primarily a servant of the people. He derives his power from them, and must use it for their benefit." - Jawaharlal Nehru

The civil services have sometimes been perceived as detached from the needs of the common people. So, it is important to make the administration more people-centric and responsive to public grievances.

 

Major Reforms Initiated

• Lateral Entry (2018): This reform allows personnel from the private sector to be selected for administrative positions in the government, even if they are not part of the traditional bureaucratic setup. The purpose is to bring in fresh talent and expertise from outside the traditional civil services cadre to infuse new ideas and perspectives.

• Performance Appraisal: The Annual Performance Appraisal Report (APAR) with a focus on key performance indicators (KPIs) is introduced to move from a seniority-based system to a performance-based evaluation.

• Training and Capacity Building: Institutions like the Lal Bahadur Shastri National Academy of Administration (LBSNAA) and other specialized training programs are established for continuous training required to update skills and knowledge.

Mission Karmayogi

Launched in 2020, Mission Karmayogi is a recent and significant reform aimed at enhancing the capacity and performance of civil servants through a continuous online learning platform. It focuses on building a citizen-centric and future-ready civil service.

• E-Governance: Initiatives like Digital India, e-office, and online grievance redressal systems are made to enhance transparency and efficiency through digital means.

• Anti-Corruption Measures: 

Vineet Narain vs Union of India (1997), This landmark case led to the establishment of the Central Vigilance Commission (CVC) as a statutory body and brought significant reforms in the anti-corruption framework within civil services.

To combat corruption within the civil services bodies like the Central Vigilance Commission (CVC) and the Lokpal are set up.

• Decentralization and Delegation: The 73rd and 74th Constitutional Amendments (1992) aimed at decentralizing governance through the establishment of Panchayati Raj Institutions and Urban Local Bodies, thereby impacting the role of civil services at the grassroots level. These amendments were significant in promoting local self-governance and enhancing the accountability of civil services to the local populace.

 

The functioning of civil services is associated with several problems:

• Delay and indecisiveness caused by red tape: Sometimes, the involvement of the Ministry of Law or Ministry of Finance is necessary to make appropriate decisions, adding unnecessary delays to the process.

• The "too busy" syndrome: Civil servants often avoid answering phone calls or providing personal hearings to individuals seeking assistance, citing their busy schedules.

• Proliferation of frequent transfers: In many states, the practice of maintaining a three-year tenure for civil servants is rarely followed. Instead, officers are frequently transferred within a year or even sooner.  

• Political interference and administrative favoritism: On the contrary, some officers continue to hold the same post for an extended period due to their political connections, support, or affiliations with a specific caste or religious community. This deprives other competent officers of the opportunity to gain experience in those positions.

• Inefficient incentive system: While deserving civil servants who display integrity and excellence should be promoted, the reality often contradicts this principle. In practice, corrupt and incompetent individuals tend to receive promotions, undermining the merit-based system.

• Imbalance in talent utilization: A few elite services dominate promotions, work allocations, and assignments within the civil services. This results in the uneven utilization of talent, as most coveted positions in the government are occupied by these elite services.

 

Recent Controversies

In recent years, the lateral entry scheme has faced criticism for allegedly bypassing the traditional UPSC route and potentially compromising the merit-based selection process. Additionally, controversies have arisen regarding the performance appraisal system, with concerns about subjectivity and favoritism in evaluations.

Politicization of the Bureaucracy

There have been allegations of political interference in the appointments, transfers, and promotions of civil servants, undermining their independence and neutrality. This has led to concerns about the erosion of meritocracy and the influence of political considerations in administrative decisions.

Resistance to Reform

Internal resistance within the bureaucracy to adopt new technologies, processes, and reforms has been a barrier to modernization. This resistance is often attributed to a deeply entrenched culture of status quo and fear of accountability.

 

Way Forward

Recommendations of 2nd ARC for civil service reforms:

1. Bringing Accountability in Public Services

2. Multi-dimensionality of accountability

3. system of two intensive reviews

4. Civil Services Law

5. Emphasise Performance

6. Making appraisal more consultative and transparent,

 

Related Initiatives taken by the government:

• e-Samiksha: It is a real-time online system that enables monitoring and follow-up on government decisions related to the implementation of important programs and projects.

• Citizen Charters: The government mandates the formulation and regular updating of Citizen Charters for all ministries and departments. These charters outline the commitments and standards of services provided to citizens, ensuring transparency and accountability.

• National Conference on e-Governance: This platform allows the government to engage with experts, industry professionals, and academic institutions to exchange experiences and ideas regarding e-Governance initiatives.

• Centralized Public Grievance Redress and Monitoring System (CPGRAMS): This online system, developed by the National Informatics Centre, enables citizens to lodge grievances from anywhere and track their progress. 

• National e-Governance Service Delivery Assessment: This assessment evaluates the efficiency of e-Governance service delivery by assessing states, Union Territories, and central ministries. 

 

Conclusion

"Reforms are not meant to destroy traditions, but to uphold them with renewed vigor and relevance." 

Civil services reforms are crucial for the development and good governance of India. While significant efforts have been made, there is a need for continuous evaluation and adaptation to meet emerging challenges. The ultimate goal should be to create a civil service that is efficient, transparent, accountable, and responsive to the needs of the people. These reforms are integral to ensuring that India's administrative machinery is capable of driving the nation towards progress and inclusive development.