Context: The Union Public Service Commission (UPSC) has issued an advertisement seeking applications for “talented and motivated Indian nationals for Lateral Recruitment” to the posts of Joint Secretary, Director, and Deputy Secretary in 24 ministries of the Union government.
- A total of 45 posts have been advertised with individuals having appropriate qualifications and experience from State/UT governments, PSUs, statutory organisations, research institutes and universities, and even the private sector eligible to apply.
- The advertisement mentions that all posts are “suitable for candidates belonging to the category of Persons with Benchmark Disability (PwBD).”
Lateral entry into the bureaucracy
- In 2017, NITI Aayog, in its three-year Action Agenda, and the Sectoral Group of Secretaries (SGoS) on Governance in its report submitted in 2017, recommended the induction of personnel at middle and senior management levels in the central government.
- Rationale: Lateral recruitment is aimed at achieving the twin objectives of bringing in fresh talent as well as augment the availability of manpower. Keeping in view their specialised knowledge and expertise in the domain area, lateral recruitment at the level of Joint Secretary, Director and Deputy Secretary in Government of India, has been undertaken to appoint persons for specific assignments.
- Criteria:
- Individuals working at comparable levels in Private Sector Companies, Consultancy Organisations, International/Multinational Organisations with a minimum of 15 years’ experience.
- Besides those working in central public sector undertakings, autonomous bodies, statutory organisations, research bodies and universities.
- These ‘lateral entrants’ would be part of the central secretariat which, till then, had only career bureaucrats from the All India Services/ Central Civil Services. They would be given contracts of three years, extendable to a total term of five years.
- Based on the above recommendation, the first vacancies for lateral entrants were advertised in 2018, but only for Joint Secretary level positions. Posts of the rank of Director and Deputy Secretary were opened later.
- A Joint Secretary, appointed by the Appointments Committee of the Cabinet (ACC), has the third-highest rank (after Secretary and Additional Secretary) in a Department, and functions as the administrative head of a wing in the Department.
- Directors are one rank below Joint Secretaries, and Deputy Secretaries are one rank below Directors, although in most ministries, they perform the same job.
Lateral entry is one kind of reform in Civil Services:
- Civil servants play a prominent role in the administration, policy formulation and implementation in India.
- However, reforms are needed for civil servants to brace up for rapid and fundamental changes caused by the evolving international, economic, social, technological, and cultural environment.
Need for Civil Services Reforms:
- Role of facilitator: Responsibilities of civil servants have increased from being regulator to facilitator of services, reflected in ‘minimum government and maximum governance’, which demands a proactive role.
- Need for specialisation: Increased complexities in laws, technology and governance processes demand ‘specialised generalists’ in civil services having domain knowledge and work experience.
- Outcome-based policy-making: Shift of government’s focus to outcome-based policies, demand reforms in traditional functioning of bureaucratic systems to achieve efficiency or positive outcomes.
- Private Participation: Increased private participation in governance and services delivery through PPP model, demands change in role of civil servants to promote transparency, curb corruption and avoid conflicts of interests.
- Increasing Corruption: Rampant corruption in public services due to a sense of permanency in power and growing political nexus heightens need for transparency and accountability among civil servants.
- Rising Majoritarianism: To curb rising majoritarianism and populist decisions, reforms are required for politically neutral and expert advice.
Need for lateral entry:
- Shortage of mid-senior level officers
- Need for Specialists and domain experts
- Incentives to innovations and out of the box thinking
- To induce Competition
Challenges associated/ Criticism of lateral entry:
- No reservation: Lateral entries have been criticised on the grounds that there are no quotas for Scheduled Caste (SC), Scheduled Tribe (ST), and Other Backward Classes (OBC) candidates in such recruitment.
- Potential for Backdoor Entry: UPSC is a constitutional body and has retained legitimacy and credibility of the selection process over the years. There are concerns that lateral entry could be misused as a backdoor for political appointments or favouritism. Introducing a new recruitment channel could potentially dilute the merit-based system established by the UPSC.
- Limited Impact:
- Short-term contracts can hinder the ability of lateral entrants to implement long-term strategies.
- Contrasting work environments of the private and public sectors can lead to friction and inefficiencies.
- Piecemeal Approach: Lateral entry might address specific skill gaps but does not tackle the root problems of the bureaucracy.
- Offers not lucrative enough: Most of the time, the terms of recruitment are not rewarding enough to attract the best of talents. Even the recent lateral entry initiative would recruit professionals for only 3 years with remuneration not competitive with the private sector.
- Opens door to privatisation: Some civil servants believe that it would open the floodgates to privatisation. And eventually the government would lose its socialist and welfare characteristics.
Way Forward
- 2nd ARC in its 10th report titled "Refurbishing of Personnel Administration – Scaling New Heights” (2008) has recommended an institutionalised, transparent process for lateral entry at both the Central and state levels.
- In addition to lateral entry, other reforms are needed:
- Use of information and communication technologies in governance to make it more accessible, effective and accountable.
- Conducting disciplinary proceedings by appropriate changes in Article 311 of the Indian Constitution.
- Legally-binding Code of Ethics for civil servants incorporating values of integrity, merit and excellence in public service.
- Mid-career training and skill assessment. 360-degree performance appraisal and compulsory retirement for underperforming officers.
A transformational change in Civil Services would play a vital role in implementing National and State policies of welfare and planned development processes.









