Introduction

Recently, the Union Public Service Commission (UPSC) announced the recruitment of 45 specialists at the level of joint secretaries, directors, and deputy secretaries through the lateral entry scheme. This move has sparked controversy, with opposition parties arguing that it undermines the reservation rights of Other Backward Classes (OBCs), Scheduled Castes (SCs), and Scheduled Tribes (STs).

What is the Lateral Entry Scheme?

• The Lateral Entry Scheme is a process through which professionals from outside the government are recruited directly into mid-level and senior positions within government departments. The objective is to infuse the civil service with domain-specific expertise and fresh perspectives that can enhance governance. These positions are typically filled on a contractual basis for three years, with the possibility of an extension for up to five years.

Origin and Implementation:

• The concept of lateral entry into government services was first introduced between 2004 and 2009 and was strongly supported by the Second Administrative Reforms Commission (ARC) in 2005. NITI Aayog, in its 2017 three-year Action Agenda, also recommended lateral entry to address the need for specialized skills in the central government.

Eligibility:

• Eligible candidates include those with proven expertise in relevant fields, drawn from the private sector, state governments, autonomous bodies, or public sector undertakings.  The selection process prioritizes professional accomplishment and subject matter expertise.

Reservation in Lateral Entry:

• Lateral entry appointments are excluded from the reservation system due to the “13-point roster” policy, which normally applies to positions considered as part of a collective group.However, since each lateral entry position is treated as a “Single Post,” reservations for SCs, STs, OBCs, and Economically Weaker Sections (EWS) do not apply. This exclusion has led to criticism, as it effectively bypasses the reservation policy, potentially disadvantaging candidates from these categories.

Recruitment Numbers So Far:

• Since the process began in 2018, a total of 63 individuals have been appointed through lateral entry to various ministries and departments. As of August 2023, 57 of these appointees continue to serve in central government roles.

Ensuring Social Justice in the Bureaucracy:

Proposal for a Fixed Tenure System:

• Currently, SC/ST officers represent only 4% and 4.9% of top bureaucratic positions, respectively. There is a proposal to replace the current age-based retirement system with a fixed tenure system, allowing all officers equal opportunities to reach senior roles, regardless of their entry age. This fixed tenure system would ensure that merit, rather than age, becomes the primary factor in career advancement.

Arguments in Favor:

• Increased Representation: A fixed tenure could help SC/ST and OBC officers achieve senior positions, improving their representation in the bureaucracy.
• Focus on Merit: By prioritizing competence over age at entry, the system ensures that skilled individuals have equal opportunities to advance.
• Promoting Social Justice: This approach aligns with the goal of creating a more inclusive and equitable bureaucracy.

Arguments Against:

• Age Concerns: Extending the tenure could result in officers serving into their seventies, necessitating a potential reduction in the age limit to ensure retirement by around 67.
• Resistance to Change: The deeply entrenched seniority-based system may resist such changes, leading to significant opposition.
• Political Issues: Fixed tenure might be perceived as undermining merit-based promotions, sparking debates over age, experience, and performance.

The Debate on the Lateral Entry Scheme Arguments in Favor:

• Specialized Skill and Expertise: Lateral entry allows the government to recruit specialists in areas like technology, management, and finance, which are increasingly critical as governance becomes more complex.
• Innovation and Reforms: Lateral recruits bring valuable experiences from the private sector and NGOs, helping to reform and enhance administrative processes.
• Filling the Gap: With a shortage of approximately 1,500 IAS officers, lateral entry helps to address this deficit.
• Changing Work Culture: It can bring a much-needed shift in government work culture, which is often criticized for being overly bureaucratic and resistant to change.
• Participatory Governance: Lateral entry allows for greater participation from stakeholders such as the private sector and non-profits in the governance process.

Criticisms:

• Short Tenure: A three-year tenure is often too short for newcomers to fully acclimate to government systems and make significant contributions.
• Objectivity and Neutrality: Lateral entrants might struggle to maintain objectivity and neutrality, especially if they have prior ties to private companies or interest groups.
• Impact on Morale: The increasing number of lateral entrants could create divisions between them and permanent officers, potentially harming morale.
• Dilution of Merit: There is a risk that lateral entry could dilute the merit-based recruitment system if not conducted transparently, leading to perceptions of favoritism.
• Outsider Syndrome: Traditional bureaucrats may resist lateral entrants, viewing them as outsiders and disrupting the existing hierarchy.
• Experience Requirement: Senior positions in government require extensive experience, which lateral entrants may lack, deterring top candidates from joining.

Way Forward

• Ensure Transparency: A transparent, merit-based selection process is crucial to avoid perceptions of favoritism or bias.
• Training of Lateral Entrants: Intensive training programs should be developed to help lateral entrants understand the complexities of government work.
• Clear Role Description : Clearly defining roles and expectations will help align the contributions of lateral entrants with organizational goals.
• Relaxing Age Barrier: To attract top talent, the age requirement for joint secretary positions could be lowered, similar to past practices with notable economists like Montek Singh Ahluwalia and Bimal Jalan.

Conclusion

The Lateral Entry Scheme, while beneficial in bringing expertise and fresh perspectives into governance, requires careful implementation to ensure it does not undermine equity or the merit-based recruitment system. Reforms to the traditional seniority-based system, coupled with a transparent selection process, are essential for comprehensive improvements in the Indian administrative system.