Constitutional framework of Bangladesh Public Administration

By Sariful Islam
MSS, Public Administration
University of Dhaka

Introduction:

Article 137 of the constitution of the People‘s Republic of Bangladesh deals with the term ‗legal
framework‘ of civil service of Bangladesh. The implementation of government policies and
projects is the duty of the Bangladesh Civil Service, a corps of trained administrators who form
the nation's most influential group of civilians. The importance of the bureaucracy dates back to
the colonial period, when the Indian Civil Service provided elite, educated, and dedicated body
of professional administrators. After the partition of India in 1947, when almost all
administrative organs had to be created afresh, both East Pakistan and West Pakistan heavily
relied on the managerial expertise of professional managers from the old Indian Civil Service. In
Bangladesh, thousands of civil servants are recruited in various cadres almost every year. The
quality of civil service is very much dependent on the caliber of the individuals recruited. Here
lies the importance of recruiting the best and the brightest candidates for the civil service, who
can make bureaucracy an efficient, innovative, dynamic, and powerful force to respond to the
needs of the society. Sound recruitment policy gives an emphasis on merit, rather than on any
other considerations. But, in the recruitment of the civil service in Bangladesh, merit is not given
due importance. The majority of the posts of civil service are reserved for preferred groups
through quota system. Moreover, there are many claims like leakage of questionnaire, massive
deviation of marks in viva-voce, lengthy exam system, irregularities and corruption, political
interference, and ineffective curriculum, etc. Against these backdrops, it is assumed that there is
room for improvement of the existing selection process for ensuring merit-based recruitment in
Bangladesh Civil Service. This study intends to find out the scope for the improvement of
selection process and makes some recommendations to get rid of this situation in order to create
equality in job opportunity with efficiency for better governance in the country.

Objective of the study:

The objectives of the study are as follows.

 To identify the legal basis of Bangladesh civil service recruitment

 To explore the anomalies and problems in the recruitment process
 To recommend for the betterment of recruitment process

Research questions:

(a) What are the constitutional basis and the present practices of recruitment process in BCS?

(b) What are the problems behind the existing recruitment process of BCS officers?
 Problem statement: Role of constitution to ensure dynamism in recruitment policy of
Bangladesh Civil Service and its discontents.

Limitation of the study:

People are not beyond shortcomings some limitations of the study are as follows.

 This study does not reach to primary sources of data that limits to provide current peoples
view about this.
 To make well designed study sufficient time and resources are essential but lack of time and
resources constraint the study.
 Inadequate literature about this is another shortcoming of the study.

Conceptual framework:

Constitution:

‗By instinct man is gregarious and lives in company of his fellow beings. This has led to the
emergence of society and rules to regulate the conduct of the members of the society. The
association was not, however, for mere companionship, but to achieve various objectives and
purposes. Dealings between the individuals in the society invariably resulted in disputes. The
need to settle disputes gave rise to leadership in the society and with the problem of protection of
life and property come the concepts of allegiance and obedience. By a slow and intermittent
process of social, economic and political evolution the State emerged as an indispensable
institution rub by an agency called the government. Constitutional law is a set of legal rules
which regulate the structure of the organs of government, their functions, and their relationship
with each other and with the citizens. Power has to be conceded to the State for the sake of
ordered society, but every power given to the State makes a corresponding inroad into the bundle
of rights and liberty of individuals. Gone is the day of laissez-fair when the individuals hardly
felt the existence of the government. The vast explosion of population, the momentous
advancement of technology and the resulting perceived welfare needs of the complex modern
society have mind pervasive governmental control inevitable. In such a situation the life of
individuals is sure to become intolerable if the State can exercise unfettered or arbitrary power.
Hence, k the modern emphasis is on constitutionalism and constitutional government which not
only recognize the need for governmental power, but also insist on limitations on the power of
the government. ―Western institutional theorists have concerned themselves with the problems of
ensuring that the exercise of governmental power, which is essential to the realization of the
values of their societies, should be controlled in order that it should no itself be destructive of the
values it was intended to promote‖
The said word ‗constitution‘ means ―a constitution is a set of fundamental principles or
established precedents according to which a state or other organization is governed. These rules
together make up, i.e. constitute, what the entity is. When these principles are written down into
a single collection or set of legal documents, those documents may be said to comprise a written
constitution.‖

Again constitution can be defined as ―the fundamental law, written or unwritten, that establishes
the character of a government by defining the basic principles to which a society must conform;
by describing the organization of the government and regulation, distribution, and limitations on
the functions of different government departments; and by prescribing the extent and manner of
the exercise of its sovereign powers. A legislative charter by which a government or group
derives its authority to act.‖

Framework

The word ‗framework‘ means a structure for supporting or enclosing something else, especially a
skeletal support used as the basis for something being constructed and the said term is defined as
―a system of rules, laws, agreements etc. that establish the way that something operates in
business, politics, or society‖ .

Public Administration Defined:

Public Administration is a specialized academic field. It essentially deals with the machinery and
procedures of government activities. Administration has been defined as a comparative human
effort towards achieving some common goals. Thus defined, administration can be found in
various institutional settings such as a business firm, a hospital, a university, a government
department and so on. As an aspect of this more generic concept, Public Administration is that
species of administration which operates within a specific political setting. It is a means by
which the policy decisions made by the political decision makers are carried out. Public
administration is decision making, planning the work to be done, formulating objectives and
goals, working with the legislature and citizen organizations to gain public support and funds for
government programs, establishing and revising organization, directing and supervising
employees, providing leadership , communicating and receiving communications, determining
word methods and procedures, appraising performance, exercising controls and other functions
performed by government executives and supervisors. This is the action part of government, the
means by which the purposes and goals of the government are realized.
Some well-known definitions of Public Administration are: ―Public Administration is detailed
and systematic execution of public law. Every particular application of law is an act of
administration‖ L. D White.

ffairs of State‖ – D.
Waldo.

of the National State and Local Government‖ H. Simon.

The ‗Public‘ aspect of public administration gives the discipline a special character. It can be
looked at formally to mean government. So, public Administration is government administration,
the focus being specifically on public bureaucracy. This is the meaning commonly used in
discussing Public Administration. Public Administration, in a wider sense, has sought to expand
its ambit by including any administration that has considerable impact on the public. From this
standpoint, a private electricity undertaking like the Dhaka City Corporation can be considered a
fit subject of discussion under public Administration. It is, however, in the first sense that Public
Administration is usually considered.

Constitutional Framework:

Bangladesh attained independence in 1971, through a historic struggle for national liberation,
and the same established the independent, sovereign People‘s Republic of Bangladesh. It is
according to article 28 of the Constitution non-racial country and maintains freedom of speech,
freedom of the press and freedom of association, and affords all citizens equal rights within the
orbit of fundamental rights of the citizens. All these are enshrined in the Constitution of
Bangladesh. Members of the House of the Nations (Parliament) are directly elected from the
constituencies and themselves elect under article 74 of the Constitution a Speaker and a Deputy
Speaker of the Parliament. The President of Bangladesh shall be elected according to article 48
of the Constitution, by the members of Parliament in accordance with law. The President is the
head of the State and he shall take precedence over all other persons of the State and shall
exercise the powers and perform the duties conferred and imposed on him by this constitution
and by any other law. An independent judiciary with a Supreme Court is presided over by the
Chief Justice of Bangladesh. Subordinate courts are Judge Courts and Judicial Magistrates
Courts, which have original jurisdiction to try all civil disputes and offences.
Methodology of the study

Literature review:

Article 133 of Bangladesh constitution provides guideline about appointment and conditions of
services, ―Subject to provisions of this Constitution parliament may by law regulate the
appointment and conditions of service of persons in the service of the republic: provided that it
shall be competent for the president to make rules regulating the appointment and the conditions
of service of such persons until provision in that behalf is made by or under any law, and rules so
made shall have effect subject to the provisions of any such law‖ and 140(1) ―the functions of a
public service commission shall be – to conduct tests and examinations for the selection of
suitable persons for appointment to the service of the republic‖(Constitution of the people‘s
republic of Bangladesh: 2011).

Recruitment into different Cadres of the Bangladesh Civil Service (BCS) is in accordance with
the provisions of this rule. No direct appointment can be given in BCS Cadre Service without the
recommendation of the Public Service Commission, and examinations are held (both written &
viva-voce). A person should be a Bangladeshi national and a permanent resident in Bangladesh
to be appointed to the Cadre Service. Any national married or promised to be married to a
foreign national will not be eligible for such an appointment.

‗Recruitment is the process of searching for prospective employees and stimulating them to
apply for jobs in the organization (Flippo and Edwin 1984: 141). No element of the career
service system is more important than the recruitment policy‖ (Commission of Inquiry on Public
Service Personnel, 1935:37, quoted in Stall 1962:51). Recruitment is the cornerstone of the
whole personnel structure. Unless recruitment policy is soundly conceived, there can be of little
hope of building a first rate staff (Stall, 1962: 51). Broadly, there are two major methods for
recruitment to civil service: (a) merit system through competitive examination and (b) spoils
system. Under the typical civil service law, the central personnel agency commonly called Public
Service Commission is responsible to conduct competitive examination. Spoils system (also
known as a patronage system) is an informal practice where a political party, after winning an
election, gives government jobs to its voters as a reward for working towards victory, and as an
incentive to keep working for the party—as opposed to a system of awarding offices on the basis
of merit, independent of political activity.‘

The constitution of Bangladesh has granted equal employment opportunities for citizens. The
constitution declares, ―There shall be equality of opportunity for all citizens in respect of
employment or office in the service of the Republic‖ (Article 29 [1]). ―No citizen shall, on the
grounds only of religion, race, caste, sex, or place of birth be ineligible for, or discriminated
against, in respect of any employment or office in the service of the Republic‖ (Article 29 [2]).
However, under Clause (3) of the same Article, the constitution has provided certain exceptions
that read as follows: ―Nothing in this article shall prevent the state from (a) making special
provision, in favor of any backward section of citizens for the purpose of securing their adequate
representation in the service of the Republic; (b) giving effect to any law which makes provision
for reserving appointments relating to any religious or denominational institution to person of
that religion or denomination; (c) reserving for members of one sex any class of employment or
office on the ground that it is considered by its nature to be unsuited to members of the opposite
sex (Article 29 [3]). This constitutional provision indicates that civil service recruitment policy in
Bangladesh is an admixture of merit and quota (Ahmed: 2013).

Method of data collection

Only secondary source like different books, journals, website of ministry and constitution of
Bangladesh are used for the study.

Civil Service of Bangladesh

Legal framework

Article 137 of the constitution of the People‘s Republic of Bangladesh deals with the term ‗legal
framework‘ of civil service of Bangladesh. ‗The implementation of government policies and
projects is the duty of the Bangladesh Civil Service, a corps of trained administrators who form
the nation's most influential group of civilians. The importance of the bureaucracy dates back to
the colonial period, when the Indian Civil Service provided elite, educated, and dedicated body
of professional administrators. After the partition of India in 1947, when almost all
administrative organs had to be created afresh, both East Pakistan and West Pakistan heavily
relied on the managerial expertise of professional managers from the old Indian Civil Service.
When Bangladesh became independent in 1971, the members of the civil service who joined the
new nation brought with them the heritage of the colonial system. This heritage included
administrative competence, which proved invaluable in running a young Bangladesh and an
expectation by the elite of benefits and power. In mid-1988 the civil service was composed of
twenty-eight separate services. There were twenty grades, with promotion to higher grades based
on merit and seniority, dependent on annual confidential reports filed by the individuals'
supervisors. Recruitment to the civil service occurred through open competition within a quota
system. Forty percent of all new positions were allotted on the basis of merit; 30 percent were
reserved for former freedom fighters (Mukti Bahini), and 20 percent were allotted to women.
The quotas were distributed among districts on the basis of population. Eligibility depended on
an entrance examination, which included English, Bangla, and mathematics sections, plus a
personal interview. The Public Services Commission, as mandated by the Constitution,
conducted the examinations for the civil service. The recruitment system attempted to eliminate
the entrenched power of the old elites and to decrease the bias that favored candidates from
wealthy, urban families. Although in the late 1980s it appeared that the new rules for recruitment
and promotion might widen the backgrounds of civil service personnel and their supervisors, the
older, senior members of the service continued to dominate the administration. Since
independence, membership in the civil service has been one of the most desirable careers in the
country. For senior civil servants, benefits included government housing at a standard rate of 7.5
percent of base salary, transportation, medical care, and a pension. Equally important were the
prestige and influence that accompanied an administrative career. For example, there was great
power in directing a division of a ministerial secretariat in Dhaka, or one of its attached
departments, subordinate offices, or autonomous bodies. Positions in the countryside were less
popular, but the long tradition of bureaucratic elitism and subservience to government officials
made the local administrator of the civil service an influential person in the community. In the
late 1980s, the centralization of power and influence within the civil service remained one of the
prime targets of administrative changes designed to decentralize politics and economic
development throughout Bangladesh.

Recruitment procedure:

The Bangladesh Public Service Commission (BPSC) is a quasi-judicial body established in 1972
under the Constitution of the People's Republic of Bangladesh. It works under the provisions of
the Article 137 - 141 of the Constitution of Bangladesh and certain other rules and regulations
made by the government from time to time. The Chairman and such other members as shall be
prescribed constitute the commission. There is also a full-fledged Secretariat to assist the
Commission. The Chief Justice of the country administers the oath for Chairman and the
members of the commission. The tenure of the Chairman and members of the commission is 5
(five) years or 65 years of age whichever comes earlier. If the age permits the tenure can be
renewed for one more term. The chairman and the members are appointed by the Hon'ble
President of the Republic. Presidential Order No. 34 (on May 9, 1972), PSC Ordinance No LVII
of 1977, BCS Recruitment Rules of 1981, PSC Officers & Employees Recruitment Rules, 1990
are also connected legal mandate giving statutes. Bangladesh Civil Service, more popularly
known by its acronym BCS, is the elite civil service of the Government of Bangladesh. It
originated from the Central Superior Services of Pakistan. Since independence it has been known
by Act as Bangladesh Civil Service. The Bangladesh Public Service Commission (BPSC) is the
main policy setting and recruitment body of BCS. BCS has 28 cadre services. BCS recruitment
system consists of - preliminary MCQ test, written test, viva-voce, final result publication,
medical test, police verification and finally appointment.
The Present Recruitment and Selection Process of BCS

BCS has certain practices and policies regarding recruitment and selection which are discussed
in this section.

Method of Recruitment

According to the current recruitment policy, there are three methods of recruitment to the cadre
services.

1. Recruitment by direct appointment through open competitive examinations.

2. Appointment by promotion.

3. Appointment by transfer or deputation (Ali, 2007:45).

Only the first of these three methods of recruitment is addressed in this paper. Recruitment at the
entry level is done through direct recruitment.

Recruitment

Recruitment into different Cadres of the Bangladesh Civil Service (BCS) is in accordance with
the provisions of this rule. No direct appointment can be given in BCS Cadre Service without the
recommendation of the Public Service Commission, and examinations are held (both written &
viva-voce). A person should be a Bangladeshi national and a permanent resident in Bangladesh
to be appointed to the Cadre Service. Any national married or promised to be married to a
foreign national will not be eligible for such an appointment. ‗Recruitment is the process of
searching for prospective employees and stimulating them to apply for jobs in the organization
(Flippo and Edwin 1984: 141). No element of the career service system is more important than
the recruitment policy‖ (Commission of Inquiry on Public Service Personnel, 1935:37, quoted in
Stall 1962:51). Recruitment is the cornerstone of the whole personnel structure. Unless
recruitment policy is soundly conceived, there can be of little hope of building a first rate staff
(Stall, 1962: 51). Broadly, there are two major methods for recruitment to civil service: (a) merit
system through competitive examination and (b) spoils system. Under the typical civil service
law, the central personnel agency commonly called Public Service Commission is responsible to
conduct competitive examination. Spoils system (also known as a patronage system) is an
informal practice where a political party, after winning an election, gives government jobs to its
voters as a reward for working towards victory, and as an incentive to keep working for the
party—as opposed to a system of awarding offices on the basis of merit, independent of political
activity.‘
Legal Basis for BCS Recruitment Policy

‗The constitution of Bangladesh has granted equal employment opportunities for citizens. The
constitution declares ―There shall be equality of opportunity for all citizens in respect of
employment or office in the service of the Republic‖ (Article 29). ―No citizen shall, on the
grounds only of religion, race, caste, sex or place of birth be ineligible for, or discriminated
against in respect of any employment or office in the service of the Republic‖ (Article 29 ).
However under clause (3) of the same Article, the constitution has provided certain exceptions
that read: ―Nothing in this article shall prevent the state from (a) making special provision, in
favor of any backward section of citizens for the purpose of securing their adequate
representation in the service of the Republic; (b) giving effect to any law which makes provision
for reserving appointments relating to any religious or denominational institution to person of
that religion or denomination; (c) reserving for members of one sex any class of employment or
office on the ground that it is considered by its nature to be unsuited to members of the opposite
sex (Article 29 ). The above constitutional provisions indicate that civil service recruitment
policy in Bangladesh is the amalgam of merit and quota. It should be noted here that recruitment
policy was first introduced in Bangladesh by an executive order in September 1972 called
Interim Recruitment Rules 1972 before the constitution came into operation in December 5 of
that year. The recruitment to civil service in Bangladesh may be of various natures. They are:
direct appointment through competitive examination, appointments by promotion, appointments
by transfer and appointments on ad hoc basis and then regularization. Here we shall deal with
direct recruitment to the officers giving emphasis to cadre services.‘

Transfer procedure and recommendations

One of the responsibilities of the Ministry of Public Administration (MOPA) as per the Rules of
Business, 1996 is the Formulation of policy on regulation of services and determination of their
terms and conditions (policy on method of recruitment, age limit, qualification, reservation of
posts for certain areas and sex, medical fitness, examinations, appointment, posting, transfer,
deputation, leave, travel, seniority, promotion, selection, supersession, retirement,
superannuation, re-employment, appointment on contract, conditions of pensions, determination
of status,etc.) But unfortunately there is no hard and fast and transparent principle for doing the
transfer of the civil servants. According to article 12(1) of the Civil Servants Act of Republic of
Croatia- Civil servants shall be protected from any and all unjustified or unnecessary transfer or
removal from the workplace. The existing transfer procedure should be transparent. All the civil
servants are equally considered and transferred in their entire service life. The statistics of the
civil servants who worked and are working in Dhaka will tell this matter and no more
information is necessary. The citizens and the almost all the civil servants are awakened as to
reason why a civil servant is transferred in a particular place i.e. what quality is considered is to
viewed so that other officers can try to attain the same.
Promotion procedure

The word ‗promotion‘ is a very lucrative word among the civil servants and hence in order to get
good numbers in the Annual Confidential Report, the civil servants do many things which are not
lawful and broadly viewed before the public or any Court or any higher authority. This is equally
applicable in respect of the Judicial Officer of the sub-ordinate Courts of Bangladesh. In
Bangladesh, as in most other developing countries, the Civil Service rules require that
promotions be on the basis of both merit and seniority. However, it tends to attach a greater
weight to seniority. Some reforming countries are trying to link salaries and promotions to
performance, but they face stiff socio-cultural resistance. And the more tradition-bound countries
like Korea, Japan, and Thailand, have largely stuck to seniority. Bangladesh does, in a formal
sense, have an 'efficiency bar' which civil servants must cross to ascend the salary ladder, but this
is treated more as a matter of routine. In Singapore, for example, the efficiency bar can only be
crossed after passing a strict examination. The sole authority dealing with promotions of civil
servants, used to be the Senior Services Selection Board (SSSB), headed by the Cabinet
Secretary. However, in 1987 the ruling Government introduced the Cabinet Sub-committee on
Promotions.

Training

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts,
rules, or changing of attitudes and behaviours to enhance the performance of employees.
Training is activity leading to skilled behavior.

*It‘s not what you want in life, but it‘s knowing how to reach it

*It‘s not where you want to go, but it‘s knowing how to get there

*It‘s not how high you want to rise, but it‘s knowing how to take off

*It may not be quite the outcome you were aiming for, but it will be an outcome

*It‘s not what you dream of doing, but it‘s having the knowledge to do it

*It's not a set of goals, but it‘s more like a vision

*It‘s not the goal you set, but it‘s what you need to achieve it.

Bangladesh has a fairly elaborate civil servant training system. This includes the Public
Administration Training Centre (BPATC), the Regional Civil Service Training Centers, and the
specialized training institutes managed by ministries and Departments.
Problems in the Existing Recruitment and Selection Process

The process has been the centre of criticism for a long time. If recruitment is not fair and
competitive, it fails to attract the meritorious and competent candidates. Various Studies suggests
that, there are many loopholes in the existing recruitment and selection process for which the
civil service is losing its appeal as the best career choice for many competent persons.

Faulty and Lengthy examination System

The existing procedure of BCS examination is now considered outdated, questionable and time-
consuming. The preliminary test was introduced in 1989, mainly to reduce the huge number of
candidates for the written examination. The screening method helped reduce the number of total
competing candidates by as much as 30 to 40 percent through an objective manner (Ali,
2002:130). But one hour examination of MCQ preliminary test is not enough and proper method
to drop out the less qualified candidates. Instead consideration of past academic performance can
reduce the number of candidates.

The question papers set for the BCS examination are not rich enough to test the skills and
identify the deserving candidates for class-I civil servants. In case of written examination, the
papers are basically based on essay type method which offers little opportunity for creative
thinking and analytical ability. Most candidates memorize study guides, write the answers
mechanically and pass (Jahan, 2006:10).The contemporary examination tools such as question
banks, random scrambling of questions on examination papers have never been used.Another
major problem of the BCS examination is that it does not take into consideration the need for
specialization of different cadres particularly in relation to general cadres. This frequently results
in a mismatch between the skills needed for a job and the candidates selected (IGS, 2008:6).

Largely owing to big number of intakes, the PSC could not act as the watchdog of merit. At
present, a huge number of candidates are appearing In BCS examinations which necessitate a
large number of examiners. Apart from the quality of examiners this creates inevitable variation
in grading (Khan and Ara, 2005:920). Besides, a number of viva boards composed of a variety of
interviewers interview the candidate which generally comes up with quite different ratings. The
PSC forms multiple viva boards that include PSC chair, members as well as academics and civil
servants. These boards have been accused of being a major source of corruption and harassment
of the candidates. Certainly questions have been raised in reports about the reliability of the
examination marking schemes. Another serious drawback is that, candidates are not provided
with mark sheets and they are not allowed to challenge the result for re-examination.

The BCS examination process is also extremely lengthy. According to a study, average time
spent for a general BCS examination was 24.75 months and for special 14 months (TIB, 2007:
73).The PSC is blamed for taking too much time from advertisement to final selection. One of
the possible negative outcomes of this overlong recruitment process is a loss of good quality
candidates to other organizations.
Reservation of Posts

The recruitment policies in BCS are characterized by reservation of posts based on the principle
of representation and special consideration shown to specific groups of people. The prevailing
system, which is quite complex and based on many factors, has an anti-merit bias.55 percent post
reservation for various categories deny meritorious individuals from entering the civil service.

The reservation of posts for freedom fighters wards arise a question as to whether it infringes
upon the constitutional right of every citizen to an absence of discrimination on account of birth.
It inflicts a further blow on the principle of merit.

As for women quota, it may be said that civil officers are mainly recruited from the graduates of
universities. There is no female quota for admission to the universities of Bangladesh. Both male
and female students get admission to the universities on merit. A large number of female
students are pursuing their studies in the universities and they are doing well. So there is no
justification of women quota in civil service recruitment (Wahhab, 2009: 9).

Moreover, quota has always been implemented without transparency. The appointments under
quota have never made public either by PSC or by MoPA in official documents, gazette
notifications (TIB, 2007: 9). Practically, all researches and analyses of the civil service have
recommended a modification of the present quota system.

Interference of Political Forces and Corruption

The reputation of PSC as an independent body carrying out its duties impartially and with
probity has been significantly undermined over a period of several years. It has been blamed
that governments in the past have appointed politically aligned persons as chair and members to
establish a partisan control over the civil service recruitment process (IGS, 2008:2). As a result,
there are allegations of recruiting candidates aligned to the ruling party which has badly affected
the quality of BCS. There have been blatant examples of partisan recruitments in important
cadres like administration and police (TIB, 2007: 8).

The attempts to politicize the bureaucracy bring back the spoils system (patronage appointment
and political favor) in government, damaging the efficiency of civil service. Recruitment based
on political connections declines in the standard and quality of human resources in the civil
service. It also puts barriers to attracting qualified candidates and reduces their morals.

The leakage of BCS question paper has been happening on regular basis. The PSC had to cancel
the 24th BCS preliminary test due to the alleged leakage of question papers. Corruption in viva-
voce, discrimination against religious minorities, changing marks and giving extra ordinary
marks to the particular candidates, bribe taking by members, officials and staffs of the PSC are
among the serious allegations made against the PSC which have damaged the credibility of the
PSC as well as the civil service examination process (TIB, 2007).
Most matters of PSC‘s organization, administration and finance are subject to the final scrutiny
and control of the MoPA. So PSC cannot work independently as hoped.

All these problems have not only created anomalies, contradictions, confusions and deficiencies
in the recruitment and selection process of the country but also have helped undermine the
people‘s trust in the recruitment process (Zafarullah and Khan ,1983:132).

‗Successful recruitment and selection depend on an adequate supply of competent or educable

workers, an effective information network that reaches the appropriate population of prospective
employees, a sufficiently attractive organizational environment to entice the desired job
candidates, a clear sense of organizational priorities, and a reliable means of choosing the
applicants who are the most highly qualified‖ (Hays and Sowa, 2010).

Recommendations

To build an efficient civil service the present recruitment and selection process of the civil
service needs to be improved and streamlining. The following recommendations can be made on
this regard.

 Recruitment should be based on merit rather than quota. The existing quota for freedom
fighters, district and women should be abolished as they are no longer considered logical.
Only 5 percent tribal quota should continue for a certain period, with the ultimate objective
of doing away with all quotas in near future. Meanwhile, opportunities should be extended to
them for their advancement.

• The recruitment and selection practice need to be contemporary, time bound and cost effective
(UNDP, 2007:29). PSC should move towards modern recruitment, selection and assessment
methods. Such assessment can be completed much more quickly than examination based
methods. Academic performance can be made a criterion. Because appointment of public
officials based on their intellectual ability to perform a job and past accomplishment in academic
studies is an almost universal practice.

• PSC can significantly decrease the numbers of less qualified candidates by raising the
eligibility criteria for recruitment I,e, educational attainment of at least two first class/ division.

• Past academic attainment may be considered to drop out the less qualified candidates in place
of preliminary test. This not only ensures justice, but also speeds up the process of recruitment
and minimizes corruption to drop out less qualified candidates (Wahhab, 2009:9).
• The existing generalized examination system should be abolished and cadre specific
examination should be introduced to ensure efficiency and professionalism in service.

• Because of lack of transparent assessment criteria for examination, there is scope of

irregularities and corruption in the recruitment process. Mark sheets should be given to the
examinees and existing restrictions against the reexamination of the scripts should be changed.

• An interview manual could be developed to specify viva-board behavior in dealing with the
candidates, types of question that can and cannot be asked.

• Examination scripts should be evaluated by expert and honest examiners.

• High level of honesty on the part of the examination agency staff is required in regard to the
BCS examination. Confidence and trust in the system must be addressed to attract and retain the
best of the corps.

• It is essential that, PSC conducts BCS recruitment in a timely fashion. Due to a long time spent
in the selection procedure of PSC prospective candidates engage in private jobs and they are
reluctant to sit for BCS examination.

• A transparent process for appointing the chair, members of the PSC should have to be
established. The trend of political appointment should have to be stopped. Persons with
professional excellence, undisputed integrity, commitment, strong moral courage and personality
should be appointed in those posts.

• The government has to ensure that, the PSC can perform its functions without any interference.

• The government can arrange a Civil Service Internship Program to attract brilliant persons to
join the BCS .It can give a clear image of the career opportunities in the civil service to the
prospective candidates.

Conclusion

There are mainly three problems in the recruitment and selection process in the BCS. The first is
the quota policy. In developing a recruitment and selection policy for the BCS there has been
significant disagreement on the principles of merit and equity. The second is the faulty
examination procedure. The third is the politicization and corruption which leads to faulty
selection and law quality of civil servants. Political sympathy and partisan activity have badly
affected the quality of civil service and undermined the people‘s trust in the recruitment process.
As a result many bright candidates are now less likely to pursue civil service careers and the
status of the BCS has eroded. If the recruitment and selection are administratively competent,
politically neutral and imbibed with the spirit of service we can make the bureaucracy an
efficient, dynamic and powerful force for better governance in the country.
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