The document discusses the history of civil service reforms in India since independence, including various committees established to recommend reforms. It outlines several key issues for reform such as recruitment, training, performance appraisal, efficiency, accountability, pay reforms, and management of the civil services. It provides details on the recommendations of past reform committees and achievements in implementing certain recommendations.
Civil service in developed & developing countries a comparative studyShamsul Arefin
1. Civil services in developing countries tend to be large, underpaid, and politicized, resulting in inefficient and corrupt service delivery.
2. Most experts recommend a merit-based model for civil service reform, as used by developed countries, where individuals enter based on competitive exams and are protected from political interference.
3. However, merit-based reforms often fail in developing countries due to weak political support and large government bureaucracies that resist change. Politics and traditional patronage systems block meaningful reforms.
Civil service refers to the permanent branches of state administration that are non-combative in nature, excluding the military, judiciary, and elected officials. Civil servants play an important role in implementing government policies and performing both quasi-legislative and quasi-judicial functions. They also serve as advisors to the government and maintain public relations. More recently, the civil service has taken on a more positive nature by safeguarding the interests of the civil service through loyalty to the state and protecting the public interest. This replaces the previous concept of civil service neutrality.
This document discusses building skills in civil servants to address complex policy problems. It summarizes that civil servants need strategic skills like evidence-based problem solving and innovation skills to develop new solutions. Six core innovation skills are identified: iteration, data literacy, user-centered design, curiosity, storytelling, and insurgency. Performance assessments and performance-related pay can be used to encourage citizen-centric behaviors. Data on the workforce is necessary for human resources planning. An upcoming report will benchmark these topics across ASEAN and OECD countries.
This document provides an overview of civil services in India and compares them to other countries. It discusses that the Indian civil service was formed after independence in 1947 based on the British model. Civil services are classified into all India, central, and state levels. Training is provided at multiple levels. The civil services of India, England, Italy, Japan, Singapore, and China are also summarized in terms of structure, appointments, and roles. Challenges, approaches, and strategies to improve civil services are outlined.
- Bangladesh has a three-tier local government system of union parishad, upazila parishad, and zila parishad. Upazilas are the second lowest administrative unit, below districts.
- An upazila parishad consists of an elected chairman and vice-chairpersons, union parishad chairmen, municipal mayors if any, and reserved women members. It oversees administrative functions and development planning for the upazila.
- The parishad forms committees on issues like health, agriculture, education, and receives funds from government grants and local taxes to carry out its duties of local administration, law and order, and public services.
1) Public administration is a complex field that can be defined from political, legal, managerial, and occupational perspectives. It involves implementing public policy and law.
2) It draws from various academic disciplines like political science, law, and management. Public administration also includes many occupational fields that are part of government work.
3) While the practice of administration is old, public administration emerged as a scholarly discipline in the late 19th century, notably with Woodrow Wilson's 1887 article on the study of administration. It continues to reform in response to political and academic influences.
The Philippine civil service system has evolved over time from its origins under Spanish and American colonial rule to the current system managed by the Civil Service Commission. Key events include the establishment of merit-based hiring and promotions under the American regime in 1900, continued reforms in the early 20th century, and major reorganizations under Ferdinand Marcos and Corazon Aquino to reduce corruption and politicization. The civil service aims to recruit and retain a professional public workforce based on merit rather than patronage, though challenges to this ideal remain.
Civil service in developed & developing countries a comparative studyShamsul Arefin
1. Civil services in developing countries tend to be large, underpaid, and politicized, resulting in inefficient and corrupt service delivery.
2. Most experts recommend a merit-based model for civil service reform, as used by developed countries, where individuals enter based on competitive exams and are protected from political interference.
3. However, merit-based reforms often fail in developing countries due to weak political support and large government bureaucracies that resist change. Politics and traditional patronage systems block meaningful reforms.
Civil service refers to the permanent branches of state administration that are non-combative in nature, excluding the military, judiciary, and elected officials. Civil servants play an important role in implementing government policies and performing both quasi-legislative and quasi-judicial functions. They also serve as advisors to the government and maintain public relations. More recently, the civil service has taken on a more positive nature by safeguarding the interests of the civil service through loyalty to the state and protecting the public interest. This replaces the previous concept of civil service neutrality.
This document discusses building skills in civil servants to address complex policy problems. It summarizes that civil servants need strategic skills like evidence-based problem solving and innovation skills to develop new solutions. Six core innovation skills are identified: iteration, data literacy, user-centered design, curiosity, storytelling, and insurgency. Performance assessments and performance-related pay can be used to encourage citizen-centric behaviors. Data on the workforce is necessary for human resources planning. An upcoming report will benchmark these topics across ASEAN and OECD countries.
This document provides an overview of civil services in India and compares them to other countries. It discusses that the Indian civil service was formed after independence in 1947 based on the British model. Civil services are classified into all India, central, and state levels. Training is provided at multiple levels. The civil services of India, England, Italy, Japan, Singapore, and China are also summarized in terms of structure, appointments, and roles. Challenges, approaches, and strategies to improve civil services are outlined.
- Bangladesh has a three-tier local government system of union parishad, upazila parishad, and zila parishad. Upazilas are the second lowest administrative unit, below districts.
- An upazila parishad consists of an elected chairman and vice-chairpersons, union parishad chairmen, municipal mayors if any, and reserved women members. It oversees administrative functions and development planning for the upazila.
- The parishad forms committees on issues like health, agriculture, education, and receives funds from government grants and local taxes to carry out its duties of local administration, law and order, and public services.
1) Public administration is a complex field that can be defined from political, legal, managerial, and occupational perspectives. It involves implementing public policy and law.
2) It draws from various academic disciplines like political science, law, and management. Public administration also includes many occupational fields that are part of government work.
3) While the practice of administration is old, public administration emerged as a scholarly discipline in the late 19th century, notably with Woodrow Wilson's 1887 article on the study of administration. It continues to reform in response to political and academic influences.
The Philippine civil service system has evolved over time from its origins under Spanish and American colonial rule to the current system managed by the Civil Service Commission. Key events include the establishment of merit-based hiring and promotions under the American regime in 1900, continued reforms in the early 20th century, and major reorganizations under Ferdinand Marcos and Corazon Aquino to reduce corruption and politicization. The civil service aims to recruit and retain a professional public workforce based on merit rather than patronage, though challenges to this ideal remain.
Governance refers to the rules and processes by which political actors interact to manage their affairs and provide public goods. There are three main conceptions of governance: as a synonym for public administration, related to new public management reforms, and a broader concept encompassing relations between political institutions. Good governance aims to safeguard democracy, human rights, and the economy through principles of participation, transparency, accountability, rule of law, responsiveness, and equity. It seeks to improve public administration, quality of life, institutional legitimacy, freedom of information, productivity, and organizational pluralism in governance.
The document summarizes the recruitment process for the Indian civil services like IAS, IPS, and IFS. It discusses the roles of UPSC and different government organizations in conducting examinations and providing training. The recruitment involves a preliminary exam, main exam, interview, selection and post allotment. Candidates are recruited through various modes like civil services exam, promotion quotas and limited exams. Selected candidates undergo rigorous training at academies before placement.
The document summarizes the evolution of the field of public administration from traditional to modern phases. It discusses key thinkers and developments that shaped the field, including Woodrow Wilson's politics-administration dichotomy, Frank Goodnow's examination of the dichotomy, and Leonard White's influential early textbook. It also outlines Max Weber's analysis of bureaucratic organizations and principles of bureaucracy. The summary traces the historical roots and changing paradigms that have influenced public administration theory and practice over time.
The document discusses bureaucracy and the civil service in the Philippines. It defines bureaucracy as the legal-rational mechanism within government tasked with administering specific government services. The Philippine civil service is overseen by the Civil Service Commission, which is the central personnel agency of the government. Bureaucracies can exhibit dysfunctional patterns called "bureaupathologies" like red tape and graft. Reform is needed to address problems and reinvent government to better serve the public.
The document discusses administrative reforms that have been implemented in Andhra Pradesh. It covers structural reforms like establishing committees to examine recommendations from the Second Administrative Reforms Commission. It discusses institutional reforms such as setting up a dedicated governance department and the Centre for Good Governance. It also covers several service delivery reforms aimed at simplifying transactions for citizens, improving internal efficiency, and promoting competition in public service delivery through initiatives like e-procurement, online scholarship management systems, and the Aarogyasri healthcare program. Future reforms and constraints are also noted.
This document summarizes Fred W. Riggs' theory of comparative public administration. Riggs developed typologies to classify societies, including agrarian, industrial, and prismatic societies. He argued developing societies exhibit characteristics of both traditional and modern structures, described as "prismatic" or having "overlapping." Key aspects of prismatic societies include heterogeneity, formalism, and overlapping functions between traditional and modern institutions. Riggs' theory provided a framework for understanding the interaction between administrative systems and broader social, economic, and cultural contexts in developing nations.
Effects of globalization on public administrationamanlodha5
Globalization has significantly impacted public administration in India. It has led to changes like making governments more entrepreneurial and efficient through New Public Management techniques. Bureaucracies now aim to be facilitators of change rather than obstacles. E-governance uses technology and transparency to make administration more responsive to citizens. Overall, globalization has shifted power from nation-states to international actors and increased demands on governments, transforming how public administration functions.
Contribution of Kautilya , Confucius, Ibn Khaldun and Max Weber on State , Ad...Ahasan Uddin Bhuiyan
Kautilya looked at the country like a person surrounded by problems. He worked at the total annihilation of problems by the roots. His foresight and wide knowledge coupled with politics of expediency founded the mighty Mauryan Empire in India. He was a great laureate of economics with a glittering intellect to perceive the intricate dynamics of the various economic activities and principles.
Confucius sought to explain the decay of society in terms of the deterioration of morals. Confucian society was necessarily bureaucratic and hierarchical, with the state being stronger than civil society.
Ibn Khaldun discussed a variety of topics like History and Historiography. His theory about Asbyiah (group feeling and solidarity ) and the role that it plays in Bedouin societies is insightful. His theories of the science of Umran (sociology) are all pearls of wisdom. His Introduction is his greatest legacy that he left for all of humanity and the generations to come .
While Max Weber, a German social scientist, who had contributed regarding the formulation of “liberal imperialism” in 1895. Weber created a methodology and a body of literature dealing with the sociology of religion, political parties, and the economy, as well as studies of formal organizations, small-group behaviour, and the philosophy of history. His work continues to stimulate scholarship.
This assignment contains their biography , their contributions in brief , relationship of their contributions with modern state , administration and governance process and the contrast of those features with modern ones .
This document provides an introduction and overview of public administration. It defines public administration as the implementation of government policy and an academic discipline. It presents several definitions of public administration from different scholars. It also outlines some key characteristics of public administration, including that it involves cooperative group efforts in a public setting and covers all three branches of government. Finally, it discusses the scope and importance of public administration as the base of government and an instrument for executing laws and managing public policy objectives.
The document discusses the evolution of bureaucracy and civil services under British rule in India from 1765 to 1947. It covers key developments such as:
1) The East India Company acquired administrative powers in 1765 and civil services were divided into covenanted and uncovenanted branches.
2) Reforms from the late 18th century aimed to professionalize civil services through institutions like Fort William College and open recruitment.
3) The 1858 Act established the Indian Civil Service through open competitive exams in London. Self-governance institutions also expanded gradually over time.
4) The civil services were centralized and hierarchical but decentralization efforts grew from the early 20th century onward through commissions and Acts.
This document provides an overview of public administration as a field of study. It defines public administration as the implementation and management of government policies and affairs. It discusses the integral and managerial views of public administration. It also outlines the traditional and modern scopes of public administration. Finally, it examines the six paradigms of public administration that have emerged over time, including the politics-administration dichotomy, principles of administration, public administration as political science, public administration as management, public administration itself, and the emergence of governance.
The document summarizes the development of paradigms in public administration as described in a 1975 article by Nicholas Henry. It outlines five paradigms: (1) the politics/administration dichotomy from 1900-1926, (2) principles of administration from 1927-1937, (3) public administration as political science from 1950-1970, (4) public administration as administrative science from 1956-1970, and (5) public administration as public administration from 1970 to the present. The fifth and emerging paradigm focused on policy science, political economy, and the public policy-making process, leading to increased enrollments in public administration programs and the institutionalization of public administration as its own academic field.
The document defines public administration from both occupational and academic perspectives. It discusses how public administration emerged as an academic subject due to the expanding role of government. The two main approaches to public administration are the managerial approach, which minimizes the distinction between public and private administration, and the political approach, which emphasizes representativeness and accountability. Important concepts discussed include the institutions of the state, government, democracy, and key democratic values.
The civil service originated in the East India Company and was formalized in the 19th century. A 1954 report recommended professionalizing the civil service by implementing examinations, merit-based promotions, and generalist roles rather than technical specialists. Civil servants are divided into service-wide administrators and specialists, and departmental groups. Reforms since the 1960s have aimed to increase efficiency and introduce private sector practices through initiatives like Next Steps agencies, the Citizen's Charter, and New Labour's Modernising Government white paper. However, critics argue reforms have overly politicized and businessized the civil service at the expense of its traditional impartiality and public service ethos.
Evolution of Local Self Governments in IndiaRavikant Joshi
Local self-governing institutions like village panchayats have existed in India since ancient times. However, the modern form of local government in India was largely a creation under British rule. During the British period, local governments gradually lost their autonomy and became more centralized and subject to control by the provincial and central governments. After independence, the constitution did not adequately address urban local bodies. It was only in 1992 with the 74th constitutional amendment that urban local governments received proper recognition and status in India.
The document discusses the emergence of New Public Administration (NPA) in the late 1960s from the Minnowbrook Conference in 1968. The NPA rejected classical theories of public administration and advocated for social equity in addition to efficiency and effectiveness. It also questioned the relevance of traditional public administration and argued for more focus on social purposes and values rather than just economic factors. The NPA called for more client-oriented, participatory, and decentralized approaches with less bureaucracy. While social equity has gained more acceptance since NPA, it still struggles to be viewed equally alongside other core values of public administration like economy, efficiency, and effectiveness.
Understanding Bureaucracy in Public AdministrationHAFIZUDIN YAHAYA
Basic noted for you to understand the concept and practice of bureaucracy in government administration. what is the factors that lead to failure of bureaucracy and how to enhance the better management in public policy.
The document compares the public administration of the Philippines, Sri Lanka, and Colombia. It outlines their locations in Southeast Asia, South Asia, and South America respectively. It also summarizes their histories as colonies and dates of independence. Key details about each country's capital city, official language, population, religion, literacy rate, government type, constitution, and branches of government are provided.
The document summarizes information about the Civil Services Examination process in India. It outlines 26 civil services that candidates can apply for through the exam. The exam involves a preliminary exam with objective questions in two papers, main exams consisting of 9 papers testing language, English, essay writing, and optional subjects, and a final interview stage. The document provides details about exam dates, eligibility criteria, exam structure and content, and top coaching institutes to prepare for the exam.
Good Governance : Origin, concepts and componentsNayana Renukumar
The presentation speaks about the origin of Good Governance, its major definitions, key components and strategies. The presentations also dwells upon the Good Governance scenario in India as well that in the state of Andhra Pradesh
Governance refers to the rules and processes by which political actors interact to manage their affairs and provide public goods. There are three main conceptions of governance: as a synonym for public administration, related to new public management reforms, and a broader concept encompassing relations between political institutions. Good governance aims to safeguard democracy, human rights, and the economy through principles of participation, transparency, accountability, rule of law, responsiveness, and equity. It seeks to improve public administration, quality of life, institutional legitimacy, freedom of information, productivity, and organizational pluralism in governance.
The document summarizes the recruitment process for the Indian civil services like IAS, IPS, and IFS. It discusses the roles of UPSC and different government organizations in conducting examinations and providing training. The recruitment involves a preliminary exam, main exam, interview, selection and post allotment. Candidates are recruited through various modes like civil services exam, promotion quotas and limited exams. Selected candidates undergo rigorous training at academies before placement.
The document summarizes the evolution of the field of public administration from traditional to modern phases. It discusses key thinkers and developments that shaped the field, including Woodrow Wilson's politics-administration dichotomy, Frank Goodnow's examination of the dichotomy, and Leonard White's influential early textbook. It also outlines Max Weber's analysis of bureaucratic organizations and principles of bureaucracy. The summary traces the historical roots and changing paradigms that have influenced public administration theory and practice over time.
The document discusses bureaucracy and the civil service in the Philippines. It defines bureaucracy as the legal-rational mechanism within government tasked with administering specific government services. The Philippine civil service is overseen by the Civil Service Commission, which is the central personnel agency of the government. Bureaucracies can exhibit dysfunctional patterns called "bureaupathologies" like red tape and graft. Reform is needed to address problems and reinvent government to better serve the public.
The document discusses administrative reforms that have been implemented in Andhra Pradesh. It covers structural reforms like establishing committees to examine recommendations from the Second Administrative Reforms Commission. It discusses institutional reforms such as setting up a dedicated governance department and the Centre for Good Governance. It also covers several service delivery reforms aimed at simplifying transactions for citizens, improving internal efficiency, and promoting competition in public service delivery through initiatives like e-procurement, online scholarship management systems, and the Aarogyasri healthcare program. Future reforms and constraints are also noted.
This document summarizes Fred W. Riggs' theory of comparative public administration. Riggs developed typologies to classify societies, including agrarian, industrial, and prismatic societies. He argued developing societies exhibit characteristics of both traditional and modern structures, described as "prismatic" or having "overlapping." Key aspects of prismatic societies include heterogeneity, formalism, and overlapping functions between traditional and modern institutions. Riggs' theory provided a framework for understanding the interaction between administrative systems and broader social, economic, and cultural contexts in developing nations.
Effects of globalization on public administrationamanlodha5
Globalization has significantly impacted public administration in India. It has led to changes like making governments more entrepreneurial and efficient through New Public Management techniques. Bureaucracies now aim to be facilitators of change rather than obstacles. E-governance uses technology and transparency to make administration more responsive to citizens. Overall, globalization has shifted power from nation-states to international actors and increased demands on governments, transforming how public administration functions.
Contribution of Kautilya , Confucius, Ibn Khaldun and Max Weber on State , Ad...Ahasan Uddin Bhuiyan
Kautilya looked at the country like a person surrounded by problems. He worked at the total annihilation of problems by the roots. His foresight and wide knowledge coupled with politics of expediency founded the mighty Mauryan Empire in India. He was a great laureate of economics with a glittering intellect to perceive the intricate dynamics of the various economic activities and principles.
Confucius sought to explain the decay of society in terms of the deterioration of morals. Confucian society was necessarily bureaucratic and hierarchical, with the state being stronger than civil society.
Ibn Khaldun discussed a variety of topics like History and Historiography. His theory about Asbyiah (group feeling and solidarity ) and the role that it plays in Bedouin societies is insightful. His theories of the science of Umran (sociology) are all pearls of wisdom. His Introduction is his greatest legacy that he left for all of humanity and the generations to come .
While Max Weber, a German social scientist, who had contributed regarding the formulation of “liberal imperialism” in 1895. Weber created a methodology and a body of literature dealing with the sociology of religion, political parties, and the economy, as well as studies of formal organizations, small-group behaviour, and the philosophy of history. His work continues to stimulate scholarship.
This assignment contains their biography , their contributions in brief , relationship of their contributions with modern state , administration and governance process and the contrast of those features with modern ones .
This document provides an introduction and overview of public administration. It defines public administration as the implementation of government policy and an academic discipline. It presents several definitions of public administration from different scholars. It also outlines some key characteristics of public administration, including that it involves cooperative group efforts in a public setting and covers all three branches of government. Finally, it discusses the scope and importance of public administration as the base of government and an instrument for executing laws and managing public policy objectives.
The document discusses the evolution of bureaucracy and civil services under British rule in India from 1765 to 1947. It covers key developments such as:
1) The East India Company acquired administrative powers in 1765 and civil services were divided into covenanted and uncovenanted branches.
2) Reforms from the late 18th century aimed to professionalize civil services through institutions like Fort William College and open recruitment.
3) The 1858 Act established the Indian Civil Service through open competitive exams in London. Self-governance institutions also expanded gradually over time.
4) The civil services were centralized and hierarchical but decentralization efforts grew from the early 20th century onward through commissions and Acts.
This document provides an overview of public administration as a field of study. It defines public administration as the implementation and management of government policies and affairs. It discusses the integral and managerial views of public administration. It also outlines the traditional and modern scopes of public administration. Finally, it examines the six paradigms of public administration that have emerged over time, including the politics-administration dichotomy, principles of administration, public administration as political science, public administration as management, public administration itself, and the emergence of governance.
The document summarizes the development of paradigms in public administration as described in a 1975 article by Nicholas Henry. It outlines five paradigms: (1) the politics/administration dichotomy from 1900-1926, (2) principles of administration from 1927-1937, (3) public administration as political science from 1950-1970, (4) public administration as administrative science from 1956-1970, and (5) public administration as public administration from 1970 to the present. The fifth and emerging paradigm focused on policy science, political economy, and the public policy-making process, leading to increased enrollments in public administration programs and the institutionalization of public administration as its own academic field.
The document defines public administration from both occupational and academic perspectives. It discusses how public administration emerged as an academic subject due to the expanding role of government. The two main approaches to public administration are the managerial approach, which minimizes the distinction between public and private administration, and the political approach, which emphasizes representativeness and accountability. Important concepts discussed include the institutions of the state, government, democracy, and key democratic values.
The civil service originated in the East India Company and was formalized in the 19th century. A 1954 report recommended professionalizing the civil service by implementing examinations, merit-based promotions, and generalist roles rather than technical specialists. Civil servants are divided into service-wide administrators and specialists, and departmental groups. Reforms since the 1960s have aimed to increase efficiency and introduce private sector practices through initiatives like Next Steps agencies, the Citizen's Charter, and New Labour's Modernising Government white paper. However, critics argue reforms have overly politicized and businessized the civil service at the expense of its traditional impartiality and public service ethos.
Evolution of Local Self Governments in IndiaRavikant Joshi
Local self-governing institutions like village panchayats have existed in India since ancient times. However, the modern form of local government in India was largely a creation under British rule. During the British period, local governments gradually lost their autonomy and became more centralized and subject to control by the provincial and central governments. After independence, the constitution did not adequately address urban local bodies. It was only in 1992 with the 74th constitutional amendment that urban local governments received proper recognition and status in India.
The document discusses the emergence of New Public Administration (NPA) in the late 1960s from the Minnowbrook Conference in 1968. The NPA rejected classical theories of public administration and advocated for social equity in addition to efficiency and effectiveness. It also questioned the relevance of traditional public administration and argued for more focus on social purposes and values rather than just economic factors. The NPA called for more client-oriented, participatory, and decentralized approaches with less bureaucracy. While social equity has gained more acceptance since NPA, it still struggles to be viewed equally alongside other core values of public administration like economy, efficiency, and effectiveness.
Understanding Bureaucracy in Public AdministrationHAFIZUDIN YAHAYA
Basic noted for you to understand the concept and practice of bureaucracy in government administration. what is the factors that lead to failure of bureaucracy and how to enhance the better management in public policy.
The document compares the public administration of the Philippines, Sri Lanka, and Colombia. It outlines their locations in Southeast Asia, South Asia, and South America respectively. It also summarizes their histories as colonies and dates of independence. Key details about each country's capital city, official language, population, religion, literacy rate, government type, constitution, and branches of government are provided.
The document summarizes information about the Civil Services Examination process in India. It outlines 26 civil services that candidates can apply for through the exam. The exam involves a preliminary exam with objective questions in two papers, main exams consisting of 9 papers testing language, English, essay writing, and optional subjects, and a final interview stage. The document provides details about exam dates, eligibility criteria, exam structure and content, and top coaching institutes to prepare for the exam.
Good Governance : Origin, concepts and componentsNayana Renukumar
The presentation speaks about the origin of Good Governance, its major definitions, key components and strategies. The presentations also dwells upon the Good Governance scenario in India as well that in the state of Andhra Pradesh
6 the economic implications of monetization 60-71Alexander Decker
This document summarizes a study on the economic implications of monetization policy in Nigeria. Some key points:
1) Monetization policy in Nigeria involves converting fringe benefits that were previously provided to public servants in-kind, such as housing and vehicles, into cash payments. This was intended to reduce government spending and corruption.
2) However, the costs of running the government continued to escalate after monetization. There are also questions around whether the policy has been effectively implemented long-term.
3) The study uses regression analysis to examine the relationship between monetization and GDP in Nigeria, finding a significant but negative relationship. This suggests monetization has not achieved its goals of improving economic
This document discusses judicial precedent and how it operates in the UK legal system. It covers:
1. The Supreme Court has more flexibility than being strictly bound by its own precedents due to the 1966 Practice Statement. This allows overruling decisions if they were wrongly decided.
2. Lower courts must follow precedents set by higher courts. The Court of Appeal generally follows its own civil decisions but can depart from precedents if wrongly decided.
3. For precedents to be established and followed, past court judgments must be recorded in law reports to create an authoritative record of legal decisions.
Regulatory functions involve implementing and enforcing laws and regulations through administrative actions like rule-making, inspections, licensing, and orders. Regulatory agencies regulate activities to achieve economic, social, health, safety, and general welfare goals. Corruption risks in regulatory functions include conflicts of interest, bribery to influence regulatory decisions, and presenting false information. Agencies should support regulators through guidance on handling corruption, community awareness of rights and responsibilities, and accountability measures.
How to-crack-civil-services-examinationGK LINK ZONE
This document provides a comprehensive guide to cracking the civil services examination written by those who have achieved success in the exam. It covers all aspects of the exam preparation process including choosing optional subjects, exam structure, strategies for the preliminary exam, main exam, essay paper and personality test. The guide emphasizes focusing preparation on gaining a strong conceptual understanding of topics rather than aiming for expertise. It also stresses the importance of choosing optional subjects based on interest, availability of guidance and exam trends to maximize chances of success.
Civil services have played an important role in India since ancient times. They provide continuity during political and social changes and help ensure policies are effectively implemented. Civil servants are responsible for serving the elected government impartially and delivering services professionally to the public. As India has grown, the role and expectations of civil servants have evolved from administrators and controllers to facilitators and enablers of growth. For civil services to continue meeting society's needs, reforms are needed to help civil servants develop new skills and orientations suited to modern challenges.
Recruitment and selection process in bangladesh civil serviceAlexander Decker
The document provides an overview of the recruitment and selection process for the Bangladesh Civil Service (BCS). It notes that the current system has several issues, including a faulty examination system, overuse of quotas that undermine merit, and political interference and corruption. The Public Service Commission is tasked with conducting recruitment but has been accused of taking too long and lacking transparency. Reforms are needed to build a more merit-based system and reduce subjectivity to attract the most qualified candidates.
Civil service is the most competitive and prestigious exam of India. It's conducted by Union Public Service Commission (UPSC) every year. In PI section, “Why IAS” is the most common question asked to aspirants. So candidates must be thorough about his/her objective to answer promptly. And before you start your preparation, remember to outline the syllabus to help you to know your strengths and weaknesses. Here are some important things you should know about this exam as an aspirant. Check the slides.
Second Administrative Reforms Commission pptConsultant
The document provides an overview of the administrative system in India from ancient times to the present. It discusses the evolution of the civil service from servants of kings to public servants. It outlines the constitutional framework and describes the different levels of government administration from union and state governments down to local administration. It also summarizes the various commissions and reports on administrative reforms in India since independence that have studied how to improve efficiency and effectiveness in governance. The Second Administrative Reforms Commission was constituted in 2005 to prepare recommendations for revamping public administration.
The presentation analyses the open data movement across the world and in India. The current experiments in benchmarking open data initiatives are also briefly mentioned.
Bangladesh economics,Suggestion regarding enhancement of national income of ...University of Rajshahi
This document contains information about a student group called "Portfolio" working on a project about suggesting enhancements to Bangladesh's national income. It includes a table of contents and sections discussing various economic sectors in Bangladesh like agriculture, fisheries, mining, industry, services, and prospective sectors. For each sector, it provides data on contribution to GDP, existing problems, and recommendations to improve national income. It also discusses broader topics like tax rates, public-private partnerships, and necessary economic and policy reforms.
Sevottam (excellence in public service delivery)Nayana Renukumar
Sevottam is an Indian standard for quality management in public service delivery. It aims to align service standards with citizen expectations through clear communication and consistent meeting of standards. Key components include citizen charters that declare service standards, grievance redress mechanisms, and ensuring capabilities for quality service delivery. The Sevottam framework provides criteria and processes for designing and implementing these components, conducting self-assessments, and certifying organizations that meet the quality standards. Successful implementation depends on high-level commitment, change management, stakeholder involvement, and linking Sevottam to other government reforms for improved governance.
Presentation on Sophy's world : 2000 years' philosophy in 45 slidesNayana Renukumar
Sophy's World (Sofies Verden) is a Norwegian novel by Jostein Gaarder translated into English by Paulet Miller. It is a wonderful book of philosophy for young adults compressing 2000 years' philosophy in about 500 pages. Through my presentation, I aim to condense the key philosophical concepts of this book in about 45 slides so that all of us can have a quick look at the philosophical reflections which have made us what we are today.
The document presented in the OECD Public Governance workshop in Seoul, gives an overview of India's public expenditure trends and patterns with focus on its development expenditure.
Human resource management practices of bangladeshMaruf Ahmed
This document provides an overview of the human resource management practices of Tech Valley Solution Ltd., including the importance of the HR department, recruitment and selection process, training policies, performance appraisal system, compensation and benefits, discipline, and termination. The HR department handles recruiting both internally and externally, screening applications, providing training in theoretical, practical and field contexts based on training needs assessments. Performance is appraised by criteria such as work quality and client satisfaction, with ratings of outstanding to unsatisfactory. Employees work 6 day weeks and receive compensation, leaves, and welfare benefits.
A senior colleague
wants you to help his son by
leaking some questions of an
upcoming exam. This colleague
has helped you in the past.
2
You are a teacher and a student
comes to you for help in
cheating in the exam. What
would you do? (Prelim)
Case study on sexual
harassment at workplace
3
You are a doctor and a VIP
patient wants you to prescribe
expensive medicines even if they
are not required. What would
you do? (Prelim)
Case study on over-prescription
of medicines under political
pressure
4
You are a civil servant and your
political
Civil Service refers to governmental employment based on merit rather than political affiliations. A merit-based civil service aims to appoint and promote employees through competitive examinations, protect them from arbitrary removal, ensure political neutrality, and have an independent body oversee rules. The Philippine Civil Service Commission is the central personnel agency that recruits, builds, and retains a competent government workforce through functions like professionalization initiatives and performance-based tenure. Its goal is for every government employee to exemplify public service.
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2. Contents
Civil Service Reforms
Indian Civil Service
Civil service reforms in India
Key reform issues and their Status in Indian Context
Recruitment
Training/Capacity Building
Efficiency
Accountability
Performance appraisal
Pay reforms
Management of the Civil Services
State of Civil Services Survey 2010: Employees’ take on the services
Civil service reforms (Senior Management) in OECD countries
Way Forward
3. Civil service reforms
Civil service reforms in comparison with Administrative and
Governance Reforms
Administrative reform focuses on rationalizing structures of government
Governance reform refers to improvement of legal and policy
frameworks, participatory systems for citizen involvement and
transparent systems for accountability
In both administrative and governance reforms, civil service reforms
are essential to reshaping the behaviour of human beings in
initiating and managing all these changes sustainably
Civil service reforms aim at strengthening administrative
capacity to perform core government functions and to raise the
quality of services to the population
4. Indian Civil Service
Macaulay Committee gave India its first modern civil service in 1854
Civil services in India - three broad categories:
Central Civil Services: Members serve only the Union Government
All India Services (AIS): Members serve both Union and State Governments
State Civil Services: State Governments have their own group of services
Posts in the Union and the State Governments are hierarchically arranged into
four Groups – Group A to Group D
Key objectives of AIS :
Preserving national unity and integrity and
uniform standards of administration
Neutrality and objectivity - non-political, secular
and nonsectarian outlook
Competence, efficiency and professionalism
Integrity
Idealism
5. Civil Service Reforms in India
Since Independence, Union Government has constituted close to fifty
Commissions and Committees to look into administrative and civil service
reforms
Some of the Key Committees
Committee
Subject
Year
Goplaswami Ayyangar Committee
Reorganization of the Machinery of Government
1949
A.D.Gorwala Committee
Public Administration
1951
Paul Abbleby Committee
Indian Administration
1953&56
Ramaswami Mudaliar Committee
Public Services (Qualifications for Recruitment)
1956
V.T. Krishnamachari Committee
Indian and State Admn Services and Problems of Dist Admn
1962
K.Santhanam Committee
Prevention of Corruption
1964
First Administrative Reforms Commission
Administrative Reforms
1966-70
D.S.Kothari Committee
Recruitment Policy and Selection Methods
1976
Y K Alagh Committee
Civil Services Review
2001
Surinder Nath Committee
System of Performance Appraisal, Promotion, Empanelment
and Placement for AIS and Other Group 'A' Services
2003
P.C.Hota Committee
Civil Service Reforms
2004
Second Administrative Reforms Commission
Administrative Reforms
2005-08
Sixth Central Pay Commission
Pay revisions along with modernization of Government
2008
6. Key reform issues and their
Status in Indian Context
Recruitment
Training/Capacity Building
Performance appraisal
Efficiency
Accountability
Pay reforms
Management of civil services
7. Recruitment
First Administrative
Reforms Commission, 1966
Report on Public
Administration by A.D.
Gorwala, 1951
• Recruitment
to
all
grades (including temp.
staff) should eliminate
scope for patronage
Mudaliar Committee,
1956
• University
degree
minimum qualification
for recruitment into the
higher services
• 21-23 age limit for the
highest executive and
administrative services
Alagh Committee, 2001
• A single competitive
examination for the Class
I services
• Lateral entry to technical
posts at senior levels
• Discontinuation of Direct
recruitment to Class II
services
• Simple objective type test
for recruitment of clerical
staff
• Aptitude
test
in
preliminary stage with
emphasis on logical
reasoning,
comprehension, problem
solving and data analysis.
Aspirants to be tested
on decision making skills
Kothari Committee, 1976
• Two-stage
examination
process – a preliminary
examination followed by a
main examination
Second Administrative
Reforms Commission, 2005
• Lateral entry for senior
management posts
• Direct recruitment for
certain % of vacancies for
specialized Group ‘B’
posts to infuse fresh
thinking
• 20-25 years age limit for
all positions in Gps. B&C
requiring graduate degree
8. Achievements
Introduction of Civil Services Aptitude Test (CSAT) in in the first stage
of All India Service examination comprising of two objective tests :
General Studies (Paper I) and Aptitude (Paper II) to test candidates’
aptitude and decision making skills for civil services
Initial stages of experiments with lateral entry for select posts in senior
management for recruiting executives with management and leadership
capacities – mix of career based and position based management of civil
service
E.g.: The Secretary of Performance Management Division is an expert from
outside the Government
Attempts at right sizing of civil services through experiments with
contracting out at lower levels
9. Training/Capacity Building
Report on Public
Administration by A.D.
Gorwala, 1951
Recommended induction
training to equip a civil
servant
with
the
necessary knowledge and
skills to perform his/her
duties
followed
by
refresher trainings at
regular intervals
Appointment
of
a
Director of Training to
closely
monitor
all
aspects of training
Report
on
Indian
and
State
Administrative Services and Problems
of District Administration by V.T.
Krishnamachari, 1962
State
Civil
Service
officers
should
also
undergo a structured
training similar to that for
IAS officers
Establishment of training
institutes in States with
the help of the National
Academy
of
Administration
First Administrative
Reforms Commission
1966
Formulation
of
a
national policy on civil
services training
Creation of the Central
Training Division in the
Department
of
Personnel
Changes in the contents
of
the
foundation
courses at the National
Academy
of
Administration
10. Training/Capacity Building
Committee to Review In-Service Training
of IAS officers, (Yugandhar Committee,
2003)
Recommended three mid-career
training programmes for IAS
officers in the 12th, 20th and 28th
years of service.
Outlined skills and subject
knowledge to be acquired in each
phase and outlined topics for each
phase of training programme
Second Administrative Reforms
Commission 2005-08
Trainings undergone by officers to
be noted in ACR for deciding
subsequent assignment
Mandatory induction training at all levels
and mandatory trainings before promotion
Monitoring mechanism for implementation
of National Training Policy 1996
Making available mid-career learning
opportunities and encouraging higher
academic qualifications and publications
Strong network of training institutions at
the Union and State levels
A national institute of good governance to
identify, document, and disseminate best
practices
and
conduct
training
programmes
11. Achievements
Review of National Training Policy 1996 and formulation of NTP 2012 with
sweeping changes:
Introduction of strategic human resource management and competency-based
approach to trainings
Efforts are on to link individual competency based human resource management in
civil service to Performance Monitoring and Evaluation System (RFD) steered by
Cabinet Secretariat
DAR&PG is implementing the project - Pathways for an Inclusive Indian
Administration (PIIA) - in collaboration with UNDP with an aim to:
Support implementation of National Training Policy
Provide
technical
assistance
to
strengthen
personality/performance assessment mechanisms
competency
Support a Civil Service Leadership Development Policy and Action Plan
Initiate capacity and leadership development activities for civil
servants in select ministries/departments/agencies
Institutional strengthening and knowledge management at LBSNAA
and
12. Performance Appraisal
Nath
Committee,
First
Administrative
Reforms
Commission , 1966
The term 'confidential report' to be replaced by ‘performance record'
Performance record to include Annual account of work by civil servant
Grading to consist of three categories: (a) fit for promotion out of turn, (b) fit for
promotion, and (c) not yet fit for promotion with only 5-0 % of civil servants being
assessed "fit for promotion out of turn"
Adverse remarks not to be communicated to the civil servant
Computerized system for effective performance monitoring
Disclosure of entire performance record to the appraisee
Surinder
2003
Performance appraisal to be primarily used for overall development of an officer
and for right selection of assignments
Supplementing formal appraisal regime with an institutionalized means of
ascertaining civil servants’ reputation consistent with Indian culture and ethos
Promotion to only to those with actual performance track record and possessing
knowledge and skills required for higher responsibilities
Promotion norms to be stringent and merit based
Effective system of screening for identifying officers to be screened out
13. Performance Appraisal
Second Administrative Reforms Commission
Performance appraisal formats to be made job specific
Performance appraisal should be year round
Making appraisal more consultative and transparent
Guidelines need to be formulated for assigning numerical rating
Government should expand the scope of the present performance appraisal
system of employees to a comprehensive performance management system
PMS should be designed within the overall strategic framework appropriate
to the particular ministry/department/organization
Annual performance agreements should be signed between the
departmental minister and the Secretary of the ministry/heads of
departments, providing physical and verifiable details of the work to be done
during a financial year
14. Efficiency
Gopalaswami Ayyangar
Committee, 1949
First Administrative Reforms
Commission 1966
Appleby Report 1953
Grouping
of
the
Departments
dealing
with economic and
social services into four
bureaus for better
coordination of policy
and planning
Creation
of
an
Organization
and
Methods machinery
Establishment of an
Institute
of
Public
Administration
Suitable awards such as
rolling cup/shield to be
given as incentives for
timely
completion
of
specific projects
Cash rewards for valuable
suggestions
given
for
simplification of work that
led to economies in
expenditure and increased
efficiency
Establishing work norms
and examining staff strength
on the basis of studies by
Staff Inspection Units
Hota Committee 2004
Use of information and
communication
technologies (ICT) to
transform Government
Second Administrative
Reforms Commission , 2005
Creation
of
a
performance
management system
15. Achievements
Introduction of a Results-Based Approach in government through Results
Framework Documents (RFDs) initiative
Performance Agreements between Ministers and Secretaries of departments
Setting of annual performance targets for Departments and agencies sunder them
Review by Ad-hoc Task Force and High Power Committee at three regular intervals in
an year
Scoring and ranking of Ministries/ Departments based on performance
Introduction of eOffice under National eGovernance Plan (NeGP)
To reduce turnaround time and to meet the demands of citizens charter
To provide for effective resource management to improve the quality of administration
To reduce processing delays
To improve efficiency, consistency and effectiveness of government responses
To establish transparency and accountability
Prime Minister’s Awards for Excellence in Public Administration to
reward the outstanding and exemplary performance of civil servants.
16. Accountability
Committee on Prevention
of Corruption (Santhanam
Committee) 1964
Suggested rules
governing the conduct
of civil servants
regarding:
Filing of assets and
liabilities statement
Receipt of gifts and
raising of contributions
Dealing in stocks and
speculations
Changes in Art. 311 of
the Constitution of
India for conducting
disciplinary
proceedings against
government servants
Second Administrative
Reforms Commission 2005-08
Hota Committee
2004
Amending Prevention of
Corruption Act and Code
of Criminal Procedure to
protect honest civil
servants from malicious
prosecution and
harassment
Formulating a Code of
Ethics for civil servants
Formulating a Model Code
of Governance
benchmarking the
standards of governance
An annual State of
Governance Report
System of two intensive
reviews
After 14 years of service : To
assess strengths/weaknesses
After 20 years of service : To
assess the fitness of the
officer for continuation
Discontinuation of officers
found unfit for continuation
For new recruits
employment shall be for 20
years. Further continuance
would be subject to
outcome of the intensive
performance reviews
17. Achievements
Formulation of Model Code of Governance which
provides a State of Governance framework and toolkit
Framework piloted in three States and ready for
implementation in other States
Offers an excellent mechanism to benchmark governance
scenario in States
18. Pay reforms
Sixth Central Pay Commission, 2008:
Implementation of revised pay scales to make civil service jobs competitive
and attractive and minimise monetary temptations for corrupt practices
Introduction of Performance Related Incentive System to make employees
eligible for pecuniary remuneration over and above the pay
Level of position
Criteria for measuring performance
Senior management levels
Final outcomes related to achievement of
(Secretary, additional secretary, joint secretary organizational
goals
and
relevant
and equivalent posts)
competencies
Middle management levels
Outputs in alignment with the desired
( Group A, except senior administration)
outcomes and relevant competencies
Junior management levels
Combination
(Group B and C staff)
indicators of performance and relevant
competencies
of
input
and
output
19. Management of the Civil Services
First ARC :
Creation of a separate Department of Personnel
Department of Personnel should not administer any service cadre
Administrative control of different services should vest with the individual
ministries
Department of Personnel should be placed directly under the Prime
Minister
Creation of an advisory council on personnel administration for new
thinking on personnel administration
Fifth Central Pay Commission
Constitution of a high-powered Civil Services Board both at the Centre
and the States
Fixation of minimum tenure for each post
No premature transfer should be allowed
Findings of the Civil Services Board are to be accepted invariably
20. Achievements
Stipulation of Minimum Tenure of two years for Senior Duty Posts for
IAS cadre
Implementation of the tenure stipulation varies among the thirteen States (21
with AGMUT states ) that adopted the policy
In general, smaller States have better average tenure
Among the thirteen states, six states (AGMUT, Manipur-Tripura, Jammu &
Kashmir, Sikkim Uttarakhand, Andhra Pradesh, Nagaland, and Orissa) meet or
approximate minimum tenure requirement
Draft Public Services Bill, 2007
Provide a statutory basis for the regulation of Public Services in India as
enshrined in Article 309 of the Constitution
Would regulate the appointment and conditions of the public servants, lay
down and review the fundamental values of public services, the public
services code of ethics etc. to promote good governance and better delivery
of services to the citizens.
21. State of Civil Services Survey 2010:
Employees’ take on the services
Recruitment and Placement
67% officers agreed that the maximum age of entry should be lowered
82% officers support post-selection counseling
54% agree with idea of lateral entry
83% want senior positions to be open to all civil services
33% officers have considered resignation from civil services at some point of
their career
Better opportunities outside government cited as a major reason (45%)
Work Environment
50% officers feel they have adequate financial resources to accomplish their
work efficiently and effectively
Only 29% feel that there is pressure owing to undue outside interference
22. State of Civil Services Survey 2010 :
Employees’ take on the services
Job Satisfaction and Motivation
73% respondents reported satisfaction in their current assignment
Chance to make a useful contribution (73%) and autonomy in job (71%)
ranked as the highest motivators
Postings and Transfers: Tenure policy
64% officers satisfied with postings as well as tenures given in those postings
52% believe postings to important posts and locations not decided on merit
58% officers feel that transfer orders are not issued keeping in mind the
specific needs of the concerned
Work-Life Balance
45% officers feel they have control over their time to a great extent; 50% have
control over time to some extent
Women officers feel less in control of their time than male officers
Main factor affecting time management :Lack of adequate support staff in
terms of numbers and competence
23. State of Civil Services Survey 2010 :
Employees’ take on the services
Learning & Development
77% officers agree that civil servants need to specialize in one or more subjects
On Training
Performance appraisal and promotions
Training programs are too general; do not match specific needs of job or service
Even where training is relevant, post-training posting does not take this into account
There is no objective and rational basis for selection of officers for training
Only 43% officers agree that performance appraisal system is fair, objective and
transparent
73% feel that short-term goals are valued more in appraisals
Leadership and Management
32% officers feel that senior officers do not take time to mentor juniors
40% feel that senior officers are incapable of taking tough decisions
44% opine that seniors are impartial and fair in dealing with subordinates
24. State of Civil Services Survey 2010 :
Employees’ take on the services
Commitment and Integrity
70% agree that majority of officers do not approach influential people or
use other means to get good postings etc
Working with External Stakeholders & Improving Service
Delivery
Civil servants have a positive image of themselves regarding their
relationship with external stakeholders
Harassment and Discrimination
36% have been a victim of harassment in their service
20% officers has faced discrimination
Overall perception about civil services
85 % have enjoyed their work in the civil service
85 % are proud of being members of the service
Feeling highest amongst AIS officers (IAS,IPS,IFS)
25. Civil service reforms (Senior Management) in
OECD countries
Contractual
appointments
Lateral
entry
Performan
ce- related
pay
Competency
based
training
Type of civil
service
Type of
reform
Belgium
Position based
Radical
Canada
Position based
Radical
Finland
Position based
Gradual
France
Career based
Gradual
Italy
Restricted
Career based
Radical
Korea
Restricted
Career based
Radical
Netherlands
Position based
Radical
New Zealand
Position based
Gradual
United
Kingdom
Position based
Gradual
United States
Position based
Gradual
26. Way forward
Focusing on reforms at lower levels of civil service
Building capacity of civil servants to deal with challenges of globalisation
Enhancing efficiency and accountability by learning from developing country
practices
Addressing the key concerns emerging from the State of Civil services survey for
employee satisfaction and motivation
Prioritising competency and performance at all levels and in all stages of civil
service
Strengthening and consolidating the gains from PIIA
Advocating and encouraging reforms in Central and State Civil Services
Providing strong and sustained leadership for reforms
Securing the commitment of political class and senior bureaucracy for reforms