Pictures
See page for author, Public domain, via Wikimedia Commons
See page for author, Public domain, via Wikimedia Commons
- INTRO
- 2500- 1700 BC
- 1500 BC -600BC
- 600 BC-300 BC
- 400 BC TO 200 BC
- 230 BC to 230 CE
- 300 BC To 300 CE
- Early 300 CE TO 600 CE
- 275 CE- - 897CE
- (543- 757 AD) and then (975-1189 AD)
- 593 CE - 982 CE
- 850 CE to 1279 CE
- 952 CE to 1343 CE
- 180 CE to 624 CE
- 700CE to 1200CE
- 1206- 1526 CE
- 1540 CE to 1555 CE
- 1526 CE to 1707 CE
- 1336- 1646 AD
- 1347 CE to 1527 CE
- 1773-1858
- 1858- 1947
- 1947 - Present
Recruitment
The Committee on Civil Service Reforms (Hota Committee Report, 2004) recommended
that aptitude and leadership tests be introduced for selection, and that
probationers may be allowed one month after commencement of training to exercise
their option for Services.
This was NOT IMPLEMENTED
Domain Expertise
The Hota Committee recommended that domain assignments be introduced for civil
servants to encourage the acquisition of skills, professional excellence, and
career planning.
This was NOT IMPLEMENTED
Effiicency
The Committee emphasised the use of information and communication technologies
(ICT) to transform Government by making it more accessible, effective and
accountable.
It stressed the need to recognise that e-governance is about discarding old
procedures and transforming the process of decision making and that technology
is merely a tool and a catalyst for such transformations.
This was PARTIALLY IMPLEMENTED
Accountability
The Hota Committee recommended that Sections 13 (1) (d) and 19 of the Prevention
of Corruption Act and Section 197 of the Code of Criminal Procedure be amended
to protect honest civil servants from malicious prosecution and harassment.
It also recommended that a Code of Ethics should be drawn up for civil servants
incorporating the core values of integrity, merit, and excellence in public
service.
Another recommendation was that each department lay down and benchmark services to be delivered, methods of grievance redressal, and public evaluation of performance.
It also recommended that a Model Code of Governance be drawn up, benchmarking the standards of governance to be made available to the citizens.
This was NOT IMPLEMENTED
Performace Appraisal
The Hota Committee on Civil Services Reforms, 2004, recommended replacing the
ACR with a system of performance assessment in which greater emphasis is placed
on objective assessment against agreed work plans. It further recommended that
an annual State of Governance Report, benchmarking the performance levels of
each State/department/Ministry, should be brought out.
This was NOT IMPLEMENTED.
Lateral Entry
Lateral entry means recruiting new entrants into a system from a pool of
candidates who are outsiders to the system. In the context of bureaucracy,
Lateral Entry refers to the direct induction of domain experts at the middle or
senior levels of administrative hierarchy, rather than only appointing regular
recruits through promotion. The idea of lateral entry into civil services is
seen by many as a panacea to the inertia that has crept in because of which it
failed to respond to the need of the times. The idea of lateral entry is not new
to the Indian experience. Domain experts have been brought in from outside to
head various committees. Some of the names include heavyweights like Dr.
Manmohan Singh, Montek Singh Ahluwalia, Arvind Virmani, Raghuram Rajan, and
Vijay Kelkar. 1st ARC talked about the need for specialization as early as 1965.
The 2nd ARC also recommended an institutionalized transparent process for
lateral entry at central and state levels.
