Introduction
The Union Public Service Commission (UPSC) is entrusted with the critical task of selecting India’s civil servants, who play a pivotal role in the nation’s governance and administration. The integrity and efficiency of this selection process are paramount to ensure that only the most capable and ethical individuals serve in these influential positions. However, recent controversies, such as the case of IAS officer Puja Khedkar, have highlighted significant flaws within the current recruitment system. Khedkar’s alleged falsification of disability to gain entry into the civil services has raised serious concerns about the robustness of the verification processes, the effectiveness of ethical assessments, and the overall transparency of the selection procedure.
This incident is not an isolated one; it reflects deeper systemic issues that undermine the credibility and fairness of the UPSC recruitment process. As India continues to evolve and face new governance challenges, the need for comprehensive reforms in the civil services examination has never been more urgent.
Unpacking the Puja Khedkar Issue
In the past few weeks, we have seen the Puja Khedkar saga of brazen malpractices in the recruitment of IAS officers unfold before our eyes on national television. Puja Khedkar is an IAS officer on probation who had secured 821st rank in the exam conducted by the UPSC. Puja Khedkar came into the limelight when her alleged misuse of power was exposed. We saw that the non-creamy layer certificate was wrongfully obtained, a fake disability certificate was obtained, her certificates were accepted, and her home state cadre given to her. In their press release, the UPSC has stated that Puja Khedkar faked her identity by way of changing her name, her parents’ names, her signature and contact details, etc. By manipulating the system to gain an undue advantage, Khedkar not only undermined fairness and meritocracy, but also deprived genuinely deserving candidates of their rightful opportunities. This incident has drawn public scrutiny and raised questions about the integrity and robustness of the mechanisms in place to prevent such fraudulent activities. There have been instances where candidates are disqualified despite clearing the exam because of fake identity or misrepresentation. In 2017, 30 OBC candidates were disqualified for wrongfully obtaining non creamy layer certificates.
The implications of such cases extend far beyond the individual level, casting a shadow over credibility and trustworthiness of India’s bureaucratic selection process. The inability to effectively detect and deter such malpractices does not help with the already diminishing public confidence in the fairness of the UPSC examinations, which are seen as a gateway to some of the most prestigious and influential positions in the country. It highlights systemic issues such as inadequate background checks and lack of accountability in the recruitment framework. These problems not only compromise the quality of public administration but also contribute to a perception of corruption and inefficiency within the civil services, necessitating urgent and comprehensive reforms to restore faith in the system.
India’s Bureaucratic Recruitment Process
India is a country where lakhs of youngsters give up crucial years of their youth to prepare for the UPSC examination, which holds the potential to open the gates of progress and prosperity for them. This exam is said to be one of the toughest exams in the world and is the process through which produces the elite bureaucrats who run the day-to-day administration of this country from the district level to the national level.
Aspirants who clear the UPSC exams will be the ones to guide the policy of the country, to take crucial decisions in times of crisis and calamity. They will be the ones in-charge of executing important government reforms and policies. Hence, it is of immense importance that the candidates who are selected be of extremely high calibre, incorruptible character, and completely in-sync with the ground realities so as to enable them to take practical decisions.
India’s experience with bureaucrats over the past 75 years since independence has not been very encouraging for ordinary citizens. There has been increasing discontent about civil servants amongst citizens, as they fail to improve delivery of public service. While making a case for revamping the bureaucracy, Nalini Paranjape wrote, “While most business and professional organisations have been changing with changing times, government bureaucracies, by and large, remain the same – hierarchical, insensitive, sluggish and monopolistic. Some have grown into monoliths to be overcome and others riddled with corruption.” The bureaucracy has earned a bad name for itself because of its extremely corrupt officers who were part of multi-crore scams, and also for trapping the common man in red tape for simple processes. The dissatisfaction towards the system comes from first-hand experiences with lethargic and corrupt bureaucrats, leaving the public frustrated and wanting for change. This is possible only if the right candidates are selected without scamming the system. This is of paramount importance because, only if a person is selected on the basis of merit and calibre will they be able to deliver without being affected by the vices that come along with power.
Let us have a look at some other countries and the processes they follow for recruitment of their top civil servants. Singapore has a Public Service Commission (PSC), a central body that oversees recruitment. The Singaporean Government provides scholarships and sponsorships to talented students who are identified early, often leading to civil service careers. This practice of Identification of Talent ensures a steady flow of qualified candidates.
The Government of Switzerland has a Federal Personnel Office which manages recruitment at the federal level. The selection is merit-based and emphasises educational qualifications and professional experience. Each department has autonomy in hiring, allowing for specialised recruitment processes. Such decentralised recruitment allows departments to tailor the recruitment process to their specific needs.
Third, the United States of America operates under the merit-based system established by the Pendleton Civil Service Reform Act of 1883. The candidates must pass civil service examinations and meet specific qualifications. The Office of Personnel Management (OPM) oversees the recruitment process, ensuring fair hiring practices. High-level positions are filled through the Senior Executive Service (SES), which requires a rigorous selection process involving qualifications review boards and performance-based evaluations.
Proposed Reforms
India has in place a system of selection of candidates based on qualifying exam and personal interview conducted by the UPSC and subsequent training given at the Lal Bahadur Shastri National Academy of Administration. There are many checks in places to ensure fairness, but evidently, they do not seem enough.
Many changes would be required for the recruitment process to select the right candidates and minimise interference within the process thereby leaving no scope for manipulation. Following proposed reforms can perhaps change the system for better.
Enhanced Verification Mechanisms
The current issue of Puja Khedkar faking her identity and providing false proofs to show eligibility wouldn’t have been possible under a properly functioning verification system. Rigorous verification should happen when an application is made, not when the officer is flagged for their misuse of power.
Implementing more rigorous background checks and verification processes, preferably with minimal human intervention, is the need of the hour. These checks should cover previous employment records, academic history, and any criminal records, ensuring a comprehensive evaluation of the candidate’s past conduct and professional experience. Such measures help identify any discrepancies or issues that might affect a candidate’s suitability for public service. Technology, such as blockchains, can be used to store and verify educational and professional certificates, making them tamper-proof and easily verifiable. This will enhance the credibility and security of the recruitment process by providing an immutable ledger of records.
Ethics and Integrity Assessments
Introducing comprehensive ethical assessments as part of the selection process will evaluate ethical inclinations and integrity of candidates, ensuring they meet the moral standards expected of public servants. Including ethics as a core component of the evaluation process promotes a culture of integrity within the civil services.
Use of Technology for Transparency
Digital tools can provide a transparent and efficient platform for the entire recruitment process, from application to selection. This includes using online systems to track and manage candidate applications, reducing the potential for manual errors and biases. Implementing online portals where candidates can track their application status and results in real-time ensures transparency and keeps candidates informed throughout the process. This reduces uncertainty and enhances trust in the recruitment system.
Independent Supervision and Audits
Independent committees comprising retired IAS officers, judges, and members of civil society can be set up to monitor and ensure the fairness and integrity of the recruitment process. Such oversight adds a layer of accountability and impartiality. Conducting regular audits by such external agencies shall help maintain integrity of the recruitment process by identifying and addressing any deviations from established protocols. These audits ensure continuous improvement and adherence to best practices.
Grievance Redressal Mechanisms
A robust grievance redressal system allows candidates to report issues and appeal decisions transparently and efficiently. This ensures that any concerns are addressed promptly and fairly, maintaining the process’s credibility. The grievance redressal system should be designed to provide quick and impartial resolutions to candidate complaints. Timely handling of grievances helps maintain trust and confidence in the recruitment process.
Psychometric and Behavioural Testing
Psychometric and behavioural tests should be incorporated to assess candidates’ suitability for public service roles: These tests can evaluate personality traits, cognitive abilities, and ethical inclinations, providing a deeper understanding of a candidate’s potential behaviour and decision-making. Such assessments ensure that candidates are well-suited for the demands of public service. Corporations and other organisations often conduct these assessments before hiring an employee, and the government should too. These tests should be regularly updated to reflect the evolving needs and challenges of public service roles. Continuous improvement ensures that the assessments remain relevant and effective in selecting the best candidates.
Conclusion
The UPSC has now cancelled Puja Khedkar’s candidature for Civil Services Examination 2022, stating that she was found ‘guilty of acting in contravention of the provisions of the Civil Services Examination-2022 Rules’. She has also been debarred from all future examinations conducted by the UPSC. However, the incident has exposed the systemic loopholes that some candidates take advantage of. Time is now ripe to bring in reforms in the way that UPSC conducts examinations and selects candidates.
Civil servants hold significant influence over the nation’s development and governance, making it imperative that their selection be based strictly on merit and integrity. This incident should serve as a catalyst for comprehensive reforms to ensure that the recruitment process is robust, transparent, and fair. By addressing these vulnerabilities and implementing stringent verification, ethical assessments, and technological advancements, the UPSC can uphold the highest standards of public service. It is crucial for the authorities to recognize the profound impact of their decisions on the nation’s future and take decisive steps to enhance the integrity of the civil services selection process.
