Context (TH): Government cancels lateral entry recruitment ad amidst pressure, citing need for social justice and representation in government services.
Lateral entry brings experts from outside the government into mid and senior-level positions, bypassing the traditional UPSC exam process.
This brings domain-specific knowledge and fresh perspectives into the central secretariat for a contract duration of 3 years, extendable up to 5 years.
Second Administrative Reforms Commission (2005): Advocated for a transparent, merit-based selection process for lateral entry to improve governance.
NITI Aayog (2017): Supported lateral entry to address gaps in knowledge and governance.
Baswan Committee (2016): Emphasized the need for reforms in civil service recruitment and suggested integrating lateral entry to enhance efficiency and bring in diverse expertise.
Arguments in Favor of the Lateral Entry Scheme
Specialized Skills and Expertise that may not be present within the traditional civil service.
Addressing Personnel Shortages in critical positions where there is a shortage of qualified IAS officers or specialists. In 2023, there was a shortage of over 1,500 IAS officers, particularly in key sectors like health, education, and infrastructure.
Improving Governance Efficiency: Economists like Montek Singh Ahluwalia have contributed to effective economic policy formulation and implementation.
Opportunity for Non-traditional Candidates who possess exceptional skills and qualifications.
Public-Private Collaboration leading to more effective solutions for public challenges. Lateral entrants like Amitabh Kant have taken the lead for successful PPP initiatives like Make in India.
Arguments Against Lateral Entry Scheme
Short Tenure: The three-year tenure may be insufficient for meaningful contributions.
Objectivity and Neutrality: Concerns about potential conflicts of interest and impartiality. Arvind Subramanian’s appointment as Chief Economic Advisor led to debates on whether his policy recommendations might be influenced by international perspectives due to his work with the IMF.
Impact on the Morale of existing civil servants. E.g., discontent among career bureaucrats for the appointment of Arvind Panagariya as the Vice Chairman of NITI Aayog.
Dilution of Merit-Based Recruitment: Risk of perceived favouritism if the process is not transparent.
Outsider Syndrome: Potential resistance from traditional bureaucrats.
Way Forward
Ensure Transparency: The UK Civil Service Fast Stream program recruits individuals at various levels with specialized skills, maintaining a transparent and merit-based selection process.
Training of Lateral Entrants: Formulate intensive training programs similar to those in Singapore, including government orientation and policy training.
Clear Expectations and Role Definition: The US Federal Government’s Senior Executive Service provides clear performance indicators and role definitions for senior positions.
Relaxing Age Barrier:Montek Singh Ahluwalia and Bimal Jalan, both appointed at relatively younger ages have contributed to effective policy formulation.
