Table of Content

Content Name Page No

Introduction

Objective of the study

Literature Review
Methodology

Recruitment System in Indian civil service

Recruitment System in the Bangladesh Civil Service

Comparison of the strategy of recruitment system between

Bangladesh and India
Recommendation for Bangladesh civil service

The Summary and Conclusion

Recruitment Policy in Civil Services: Experiences
from India and Bangladesh

Abstract

The present world has brought about a new dimensional environment in the
structure, practice and recruitment process in many countries like Bangladesh and
India. The Civil Service directly responsible for implementation of national
policies and action plans of a country. It is known as executive body of the
government and government policies have been formulate and implemented by the
executive body. The existing civil service in Bangladesh needs to modernize in
order to face up-coming challenges that they can perform effectively and
efficiently. To build an efficient civil service system, government must ensure that
talented, competent and committed persons are recruited in the civil service. So
the recruitment and selection process should be objective, uniform and of high
quality. Some countries are still caged with their moribund practice of traditional
system of administration with an ineffective and inefficient recruitment in their
civil services. This study try to examines that the recruitment strategy of
Bangladesh and India using secondary source of data. This study reveals that
Indian civil service is more effective than Bangladesh civil service to its
recruitment strategy. This study recommend that Bangladesh public service
commission can take a short and meaningful recruitment strategy and should be
given more autonomous existence as this would enable them discharge their
functions and responsibilities effectively without fear or favor.
Introduction

Gradually the world will become complex by nature. It is becoming globally

inclined and the management of public affairs had become a big and complex
enterprise both on account of vastly expanded jurisdiction of the government and
the exploded demands of the citizens for high quality services. The quality of
services mainly depends or influences by the policy are taken to handle a situation
in a specific time period. In a country policy are formulated and executed by the
bureaucrats who are the recruited employee of government. To achieve the goal, a
careful and well – planned recruitment and selection of employees is absolutely
necessary, in order to ensure that only the right caliber of staff is employed in an
organization. The process of recruitment and selection begins with the manpower
plan, which indicates areas in the organization where there are likely to be
shortages of people, and the number of people to be recruited to meet anticipated
employment needs (Ezeani, 2006). The recruitment strategy are varies from area to
area and country to country but main objective are same. Every country tried to
establish an efficient and effective administration to fulfill their mission or
manifesto In developing country administrators are all in all in every sector. The
recruitment system of Bangladesh is based on quota system and lengthy. Although
the quota system are vanished in last year but the impact of quota system are
following in every sector till now. It is essential to secure a capable team of
employees at less cost and in a short time to run the administration successfully.
China is the first country to develop scientific system of recruitment through
competitive examinations as early as 2BC. In modern times, Prussia first
introduced the system of competitive examinations. In India, the system was
established in 1853 (Bhagwan and Bhushan, 2007)
Objective of the study

Main objective of the study is critically examine the recruitment strategy of

Bangladesh and India

Specific objectives are,

1. To know the recruitment system of Bangladesh and India

2. To make a comparison of the strategy of recruitment system between
Bangladesh and India
3. Try to determine some suggestion for the recruitment system of Bangladesh

Literature Review

Maidoki B. Peter, Dahida Deewua Philip (2013) in the paper title “A Critical
Examination of Recruitment Strategy in India and Nigeria” try to explain the
recruitment strategy of India and Bangladesh y collected data from secondary
sources. They determine some suggestion to the Nigerian recruitment system by
analyze theIndian recruitment system.

Concept of Recruitment

The term recruitment means different thing to different people depending on the
organization and the country concerned. However the contents and objectives
remained the same. Recruitment according to Croft (1996) refers to the analysis of
a job and the features the organization will look for in a potential employee, and
attracting candidates to apply to the organizations of employment to a chosen
potential employee. While Waldo (1967), sees recruitment as the process through
which suitable candidates are induced to compete for appointments. Some look at
recruitment from the perspectives of stages taken by recruitment authorities to
attract applicants. It is on this note that White definition becomes necessary.
Recruitment means specific steps taken to attract suitable candidates to apply for
examination. It simply means specific process for declaring the right people for
particular jobs, and it may take the form of advertising for large group of
employees. Employment process is seen as tripartite functions of recruitment,
selection and placement (White, 1955)
The concept of negative and positive recruitment

If recruitment stands for eliminating the political influence or preventing

favoritism or keeping the rascals out it is termed as a negative concept of
recruitment. In the initial stages merit system was substituted for spoils system
through the provision of the civil service commission. Such method of recruitment
aimed at providing equality of opportunities to all to compete in open markets
public service. Recruitment methods did not strive to provide a competent body of
public servants. They were more emphatic and “open” than on “competition”. This
negative approach resulted in recruitment of mediocrities. The result of this
approach was that, the rascals have been kept out perhaps, but so have many men
of vision and ability (Bhagwan and Bhushan, 2007) with the passage of time, the
spoils system suffered an eclipse. Now the emphasis in recruitment shifted towards
securing the best and the most competent persons for public services. Thus the
concept of positive recruitment emerged out. Positive recruitment therefore means
that the personnel agency will recruit the best, the most talented and competent
personnel. Thus in positive recruitment, new techniques will have to be employed
to attract the most qualified personnel. In other words, recruitment programmed
will have to be so devised that the only qualified applicants get a chance to
compete (Bhagwan and Bhushan, 2007).

Civil Service

Willoughby defines civil service “A system that offers equal opportunities to all
citizens to enter the government service, equal pay to all employees doing work
requiring the same degree of intelligence and capacity, equal opportunities for
advancement, equally favorable conditions and equal participation in retirement
allowances and makes equal demands upon the employees.” Herman Finer defines
as “A professional body of officials, permanent, paid and skilled.”

The term civil service means public servants other than holders of political and
judicial offices, who perform civil functions in the interest of the general public
and who are paid by the government. The terms bureaucracy, civil service, public
servants, public service, civil servants, government service, government servants,
officials of government, officials, permanent executive and non-political executive
are used to describe all such persons who carry out the day to day administration of
the state. The terms Bureaucracy’ and ‘Civil Service’ are popularly used as
synonyms (yourarticleliabrary.com).

Methods of recruitment

Methods of selection are basically two in number – selection from without the
service, or recruitment, and selection from within the service, embracing
reassignment and promotion. The problem goes, however, much deeper than the
mere technical choice between detailed methods. It goes to the nature of the whole
personnel system. Upon its answer, as much as upon any other factor, and perhaps
more depends the attractiveness of the service, ultimate caliber of the personnel
recruited and trained and its moral. If compensation standards be regarded as the
foundation of the personnel system, the lines of promotion and the levels of
recruitment constitute its framework. In India situation, it may be pointed out that
the problem really arises in case of the higher middle positions only. It is obvious
that the lowest posts must be recruited from without for there is no lower class of
personnel from which to promote, and it is also equally obvious that recruitment of
fresh and inexperienced men from outside to the highest positions like those of
heads of departments will do

Qualifications of employees

The next problem in the recruitment of personnel is that of determining the

qualifications of the employees. In every country, some qualifications are laid
down for entry into the public service. These qualifications are of two types (i)
general and (ii) special. In the former are included citizenship, sex, domicile and
age; and in the latter personal qualities like education, experience and technical
knowledge. Among the qualifications of employees enumerated above age remains
one of the cardinal and crucial problem. The age qualifications of entrants are a
matter of great importance, since the policy adopted in respect to it affects vitally
the whole character of the personnel system. The British and the Indian systems
preferred to recruit candidates who are between the ages of 20 and 24. In case of
India the maximum age limit was 24 till 1972 and was raised to 28 years in 1979.
Again in 1986, it was reduced to 26years. For the year 1992 only, the
Methodology

This study is an exploratory one and uses qualitative and quantitative data
collected from secondary sources. Data were collected from various published
documents in the form of books, journals, government circulars, newspapers,
research reports and internet browsing. Books and Journals have provided
theoretical knowledge regarding the Civil Service system in Bangladesh and India

Limitation of the study

 This study does not reach to primary sources of data.

 To make well designed study sufficient time and resources are essentialbut
lack of time and resources constraint the study.
 Inadequate literature about this study is another shortcoming of the study

Recruitment System in India

The Civil Services of India runs the entire administration of the country. The
elected ministers of India lay down the policies required to properly run the
administrative machinery, which is then carried out by the civil servants in various
central government agencies. These civil servants are selected through the Civil
Services Examination (CSE), the toughest nationwide competitive examination in
India with a success rate of 0.1-0.3 percent-- the least in the entire world. The CSE
is conducted by the Union Public Service Commission (UPSC) for recruitment to
the various civil services in the Government of India. The most prominent of these
civil services include the Indian Administrative Service (IAS), Indian Forest
Service (IFS), Indian Police Service (IPS) and Indian Revenue Service (IRS)
among others.
In India, civil services are classified into three major categories as following:

1. All India Civil Services

2. Central Civil Services
3. States Civil Services

1. All India Civil Services

The all India civil services comprise the following services:

i. Indian administrative service (IAS)

ii. Indian forest service (IFS)
iii. Indian police service (IPS)

The officers in these offices are recruited by the center, but placed under various
state cadres after being trained by the center. They have a liability to serve both the
center and the state.

Since 2012, the first tier of both the civil services examination and the Indian forest
service examination are combined.

2. Central civil services (CCS)

The Central Civil Services (CCS) is directly concerned with the administration and
permanent bureaucracy of the government of India. The specialized civil services
fields in India mostly belong to the central services. The CCS are classified into
group A gazette officers, who are appointed by the president of India himself, and
group B gazette officers, who are appointed by president-ordered authorities
(except for officers for the central secretariat service, who are selected by the
president).
Recruitment process:

The recruitment of the CCS is made through the civil services examination, the
engineering services examination of UPSC and the combined graduate level
examination of staff selection commission (SSC).

3. State Civil Services

The state civil services also called the provincial civil services deal with state
related issues, including education, land revenue, forests, agriculture etc.

Recruitment process:

The state public service commission conducts the recruitments for these offices.

Civil Service Examination in India

The Civil Services Examination is one among the top most competitive
examination conducted by the Union Public Service Commission (UPSC) for
recruitment to various Civil Services for the government of India. There are around
24 services which come under the civil service categories, such as IAS, IFS, IPS,
and IRS etc.

Civil Service Exam - UPSC Procedure

UPSC civil services are conducted in three phase:

1) Prelims
2) Mains
3) Interview

One can take one step at a time and go on to the next only if you clear the previous.
The UPSC conducts the CSE exam in the above 3 stages selecting and dropping
candidates as they go from stage to stage.
1. Prelims phase

The Union Public Service Commission conducts the Civil Services (Preliminary)
Examination every year, which is common for the all candidates applying for Civil
Services Examination and Indian Forest Service Examination. This exam acts a
primary mechanism for selection of candidates for the Civil Services (Main)
Examination. Since the examination serves as just a screening test; the marks
obtained in the preliminary Examination by the candidates will not be counted for
determining their final order of merit, but only as a qualifier. One should note that
the number of candidates to be admitted to the Main Examination will be about
fourteen to fifteen times the total approximate number of vacancies to be filled in
the year in the various Services and Posts.

Syllabus Pattern for Prelims Exam

Paper - I Syllabus

General Studies - This paper marks will be counted for getting to write the Civil
Services Mains exam

200 Marks

Two Hours
Paper- II (CSAT) Syllabus

Aptitude test (CSAT) - This paper is of qualifying nature, but candidate must
score at least 33% marks in this paper. However, marks of this paper are not
counted for writing the Mains examination.

200 Marks

Two Hours
Negative Marking:

There is "Negative Marking" in the Prelims exam. For every wrong answer, 1/3rd
of marks allotted for every question will be reduced from the correct tally of score.

2. Main phase

The primary aim of the Mains Examination is to analyze the academic skills of the
candidates through their capability to state their knowledge in a prefect and
reasonable way. The mains examination is to assess the general intellectual
persona and profundity of understanding of candidates.

Revised Pattern of Mains Exam

The UPSC has revised the pattern of Civil Services Main examination from 2018.

There are 7 + 2 = 9 papers to be answered in the main examination. All of them are
of descriptive type. There are two qualifying papers 1) any modern Indian
language of 300 marks 2) English of 300 marks. The marks of these two papers
will not be counted in the merit list of the main examination. The candidate is
allowed to pick any one language from the Eighth Schedule of the Constitution or
English as the medium for writing the mains examination. According to the new
pattern in the UPSC syllabus, there are "FOUR" General Studies paper each
comprising of 250 Marks with a total of 1000 Marks are made compulsory. The
scope of the syllabus of General Studies papers are of degree level. There is only
"ONE" optional subject to choose from the list of subjects. It comprises of two
papers each of 300 marks. So the optional paper has total 600 marks. Candidate is
allowed to take up literature as an optional subject "without the condition of having
the same at graduation level." The scope of the syllabus of optional paper is higher
than the bachelor's degree but lower than the master's level.
Summary of the Latest Pattern of Civil Services (Mains) Examination
Paper - A
Language -300 Marks
Candidate can take any Modern Indian language but this paper is of qualifying
nature
Paper - B
English -300 Marks
This paper is of qualifying nature
Paper - I
Essay - 250 Marks
Can be written in the medium or language of the candidate's choice

Paper-II
General Studies-I: 250 Marks
(Indian Heritage and Culture,
History and Geography of the World and Society)
Paper-III
General Studies -II: 250 Marks
(Governance, Constitution, Polity, Social Justice and International relations)
Paper-IV
General Studies -III 250 Marks
(Technology, Economic Development, Bio-diversity, Environment, Security and
Disaster Management)
Paper-V
General Studies -IV 250 Marks
(Ethics, Integrity and Aptitude)
Marks carried by General Studies papers are 4X 250=1000
 Paper-VI
Optional Subject - Paper 1 -250 Marks
Paper-VII
Optional Subject - Paper II -250 Marks
Candidate is allowed to take up literature as an optional subject "without the
condition of having it at the graduation level."
Sub Total (Written test) 1750 Marks
Marks of English and Language will not be counted in the total tally of marks for
the written exam. So the total of the Mains exam will be 1750 Marks Only.
Interview/Personality Test - 275 marks
Candidate can give preference of the language in which they may like to be
interviewed. UPSC will make arrangement for the translators.
Grand Total 2025 Marks

3. Interview phase

Interview (also known as Personality Test) is the final stage of the civil service
exam. It is held after results for main exams are declared. The interview carries
275 marks and the entire process of the Interview (Personality Test) plays a crucial
role in deciding the rank of the aspirant. It is really very important for preparation
for the interview along with the written test. The primary objective behind the
interview is to test the personality and suitability of the candidate for the job. It is
consists of 20 or 30 minute, where a panel of five members including Chairman of
each panel, who is the member of Union Public Service Commission conducts the
interview. Every candidate who is selected for the interview must be present in the
venue half an hour before the time and undergo the necessary security checks.
Then they are allotted tables to sit on and wait. Each table is attended to by a staff
of UPSC who takes care of all the documentation. After this, interview begins.
Candidates are informed about the chairman and the board which they are going to
face. Then one by one, every candidate is sent into the interview room. The
candidate cannot change or postpone of the interview date. In case candidates fail
to present before the interview (Personality Test) on the scheduled date and time,
the candidate will be treated as absent and will not be called again and no further
correspondence will be made in this regard.

Recruitment System in the Bangladesh Civil Service

The legal base of Bangladesh Civil Service is developed in the Constitution of

Bangladesh. However, some other rules and regulations framed and shaped up the
legal framework of BCS. In the Constitution of Bangladesh, Article 29 ensures the
right to equal opportunity for people to enter into a public job (Government of
Bangladesh, 2014). As mentioned earlier, the study focuses on the direct
recruitment of BCS cadres only; this section will discuss the present recruitment
process of BCS cadres. The process takes place in different stages and requires a
long time. Mainly Ministry of Public Administration (MoPA) and Bangladesh
Public Service Commission (BPSC) deal with the process through other
organizations help actively (Jahan, 2012).

The current recruitment system of BCS is that the MoPA gathers staffing
requirement from ministries and government bodies to determine the number of
vacant posts and then transmits the same to the PSC for administering the
recruitment operation. After receiving the requisition, the PSC advertises the
number of vacant posts through the newspapers inviting eligible candidates to
apply against the available post.

Recruitment Agencies or Authority

In Bangladesh rules, regulation and instructions concerning recruitment and

selection emanate from the Ministry of Public Administration (MoPA), formerly
known as Ministry of Establishment. But the task of recruitment is entrusted to the
Bangladesh Public Service Commission (BPSC), shortly known as PSC office on
the ground that it is considered by its nature to be unsuited to members of the
opposite sex (Article 29 [3]). The above constitutional provisions indicate that civil
service recruitment policy in Bangladesh is the admixture 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 of that year. In the light of
clause (3) of Article 29 of the constitution, the government has introduced the
quota system (reservation of posts) in case of direct recruitment to BCS, which had
undergone change from time to time. Details of the quota and the subsequent
changes made are shown in below Table. Below table reveals that, for the
recruitment in cadre services, 45 percent of the total available posts would be filled
through open competition (merit based recruitment) and the remaining 55 percent
would be based on different types of quota (on the basis of equity or positive
discrimination).

Conditions of Eligibility for Recruitment

In 1982, elaborate recruitment rules (BCS Recruitment Rules, 1981) were framed
for appointment to various different cadres of the BCS is open to candidates at
least a bachelor’s degree from university of Bangladesh or abroad. The minimum
age limit has been set at 21 and the maximum at 30 years. A non-citizen or
foreigner is debarred from applying for a position in the civil service. A candidate
has to specify his/her application form the names of the cadres he/she desires to be
considered for in order of preference.

Selection Process of BCS

The PSC through the national newspapers invites applications for the vacant posts.
The eligible candidates are asked to appear at a preliminary examination of 200
marks to drop out the less qualified candidates. The MCQ preliminary examination
is a screening test of 200 marks on Bangla, English, General Knowledge,
Bangladesh and International Affairs, General Science and Technology,
Mathematical Reasoning and Mental Ability and Everyday Science. The applicants
who qualify preliminary examination are invited to appear at awritten examination
consisting of 1000 marks including 200 marks for viva andpsychological test.
According to Second Schedule of BCS Recruitment Rule 1981,BCS examination
consisted of 1600 marks. But it was reduced to 900 marks in 1984 and again it was
increased to 1000 marks (Ali, 2007: 61-62), now it increased to 1100 marks.
However the subjects and marks of BCS examination are shown in Table

For General:

Subject Name Marks

General Bangla 200
General English 200
Bangladesh Affairs 200
International Affairs 100
Mental Reasoning and Mental Ability 100
General Science 100
Viva 200
Total 1100
For Technical:

Subject Name Marks

General Bangla 100
General English 100
Bangladesh Affairs 200
International Affairs 100
Mental Reasoning and Mental Ability 100
General Science 100
Post Related Subject 200
Viva 200
Total 1100

The candidates obtaining 50 percent marks in written test are qualified for viva.
The minimum qualifying marks for viva is 40 percent. If a candidate fails in viva
he/she will not be considered for final selection. The merit list is prepared on the
basis of written and viva marks. After completing merit list, the candidates the PSC
sends the final list of selected candidates to MOPA with recommendation for
appointment to the vacancies. Police verification and medical check-up of the
selected candidates is arranged by MOPA respectively with the support of Home
Affairs Ministry and Health Ministry. Final appointment is given by MOPA
thorough notification.

However, to decide the age, education, other qualification and experience, the
Bangladesh Civil Service (Age, qualification and examination for direct
recruitment) Rules 2014 has to follow.

The Structure of Bangladesh Civil Service

Bangladesh has a parliamentary form of government with the prime minister as its
chief executive and the president as the head of state. The prime minister heads the
cabinet that is collectively responsible to the national parliament. The Government
of Bangladesh has two-tier administrative system. The upper tier is the central
secretariat at the national level consisting of the ministries and divisions to provide
policies and to perform clearing house functions. The other tier consists of ‘line’
departments/directorates attached to the ministries and divisions that are mainly
responsible for general administration, service delivery to citizens and
implementation of various government development programs at the sub-national
level (Ahmed 2002: 327).

Comparison of the strategy of recruitment system between Bangladesh and

India

Recruitment is a process of identifying and preparing potential candidates to fill

the application form. It is an initial phase of the employment process. It is the
process of bringing together those who are offering jobs and those who are seeking
jobs. Civil service (CS) plays an important role in the state. Civil service systems
(CSS) are a constituent part of system of government. Modern governments still
depend to a great extent on the work of the national civil services and their
employee. The strategy of civil service recruitment are varies from country to
country but the main objective of civil service recruitment is established an
effective and efficient administrative body. A dynamic recruitment strategy is
following in the recruitment strategy of Bangladesh and India.

Recruitment system

Both country India and Bangladesh recruited employee on the basis of merit. In
India civil servants are selected through the Civil Services Examination (CSE). By
this exam they prepare a list on the basis of merit and recruited them in civil
service. On the other hand, the legal base of Bangladesh Civil Service is developed
in the Constitution of Bangladesh. However, some other rules and regulations
framed and shaped up the legal framework of BCS. The process takes place in
different stages and actively In the Constitution of Bangladesh, Article 29 ensures
the right to equal opportunity for people to enter into a public job (Government of
Bangladesh, 2014), this article focuses on the merit to recruitment system.
Bangladesh public service commission conducts a competitive exam to make a
merit list. By this exam it prepares a merit list and recommends the ministry of
public administration to recruit them in the public service of Bangladesh. So merit
based recruitment system are shows in both country Bangladesh and India.

Condition

In Bangladesh civil service, candidate must have a bachelor’s degree from

university of Bangladesh or abroad. The minimum age limit has been set at 21 and
the maximum at 30 years. A non-citizen or foreigner is debarred from applying for
a position in the civil service. A candidate has to specify his/her application form
the names of the cadres he/she desires to be considered for in order of preference.
he candidate must hold a PASS BACHELOR'S degree from any of the Universities
incorporated by an Act of the Central or State Legislature in India or other
educational institutions established by an Act of Parliament or declared to be
deemed as a University, under Section-3 of the University Grants Commission Act,
1956, or possess an equivalent qualification. Candidates who have appeared or
intend to appear for the final examination and are awaiting results are also eligible
to apply for the Preliminary Examination. All such candidates who qualify the
Prelims examination must produce a proof of Pass Bachelor Degree to appear for
the Civil Services Main Examination. This Degree has to be attached with their
application for the Main Examinations. The UPSC may in exceptional cases treat a
candidate without the foregoing requisite qualification as an eligible candidate if he
or she has passed an examination conducted by other institutions, the standard of
which justifies his / her admission in the opinion of the Commission. The criteria
may apply to candidates having bachelor's degree from any reputed foreign
university for example Oxford, Cambridge, and Harvard etc. Candidates with
professional and technical bachelor's degrees that are recognized by the
Government are also eligible to apply example MBBS, BE etc. Candidates who
have passed the final year of MBBS but are yet to complete the internship can also
appear for the Main Examination. However, they must submit a certificate from
the concerned authority of the University / Institution that they have passed the
final professional medical examination along with their Main Examination
application. At the Interview stage they must produce a certificate from a
competent authority that they have completed (including internship) and all the
requirements for the award of the Medical Degree. In Indian civil service
Candidates had to be aged between 21 and 24, which gave everyone three chances
for entry. (https://en.wikipedia.org/wiki/Indian_Administrative_Service)

Nature

In India, civil services are classified into three major categories as following:

1. All India Civil Services

2. Central Civil Services
3. States Civil Services
But all of them are recruited by a competitive exam. In Bangladesh civil service
are classified in two parts in recruitment system

1. General cadre

2. Technical cadre

Exam process
The Civil Services Examination in India is the top most competitive examination
conducted by the Union Public Service Commission (UPSC) for recruitment to
various Civil Services for the government of India. There are around 24 services
which come under the civil service categories, such as IAS, IFS, IPS, and IRS etc.
UPSC civil services are conducted in three phase: Prelims, Mains Interview. One
can take one step at a time and go on to the next only if you clear the previous. The
UPSC conducts the CSE exam in the above 3 stages selecting and dropping
candidates as they go from stage to stage. Bangladesh public service commission
also conduct 3 stage selecting proceed under an exam. The MCQ preliminary
examination is a screening test of 200 marks on Bangla, English, General
Knowledge, Bangladesh and International Affairs, General Science and
Technology, Mathematical Reasoning and Mental Ability and Everyday Science.
The applicants who qualify preliminary examination are invited to appear at a
written examination consisting of 1000 marks including 200 marks for viva and
psychological test. According to Second Schedule of BCS Recruitment Rule 1981,
BCS examination consisted of 1600 marks. But it was reduced to 900 marks in
1984 and again it was increased to 1000 marks (Ali, 2007: 61-62), now it increased
to 1100 marks

Promotion and transfer

In Indian civil service promotion based on Annual confidential Report (ACR)

The performance of IAS officers is assessed through a performance appraisal

report. The reports are reviewed to judge the suitability of an officer before a
promotion or a posting in the union or state governments. The report is compiled
annually and is initiated by the officers themselves, designated as the reporting
officer, who lists their achievements, completion of assigned activities and targets
for the year. The report is then modified and commented on by the reviewing
officer, usually the superior of the reporting officer. Reports are forwarded by the
reviewing officer to the accepting authority, who conducts a final review of the
report. On the other hand, the promotion committees are mainly responsible for the
promotion of 1-9 grade officers.

In Bangladesh, there are several committees, almost six, which work as the
promotion committees. These committees are
I. Council committees

II. Superior selection committees

III. Special committees

IV. Departmental committees

V. Divisional committees

These committees are mainly responsible for the promotion from one- nine grades.
On the other hand, the Annual confidential report is key mechanism for the
promotion of Indian administrative servant.

SWOT Analysis

Strengths

Recruitment System in Bangladesh Recruitment System in Indian Civil

Civil Service
BCS is one of the most reputable and
competitive exam in Bangladesh
It is a merit based recruitment process
through the fair competition.
No class gets extra facilities like quota
in BCS.
Newly recruited civil servants can
develop their skill through providing
qualitative training better than other
recruitment process
Service
CSE is the largest competitive exam in
India.
Central civil servants are directly
recruited by the president
As the center have a supervision over
the states, the civil servants can't easily
be corrupted.
The Indian civil servants get experience
from both center and sates.

Weakness

Recruitment System in Bangladesh Recruitment System in Indian Civil

Civil Service
Time consuming: taking more than 365
days
The evaluation system and course
outline are not appropriate
Perception of question pattern in
preliminary test
Leakage of question paper in BCS
Interference of political forces and
corruption in recruitment process.
Opportunities
Recruitment System in Bangladesh
Civil Service
There shall be equality of opportunity
for all citizens in respect of employment
or office in the service of Republic
[Article 29(1)]
Through the civil service recruitment
one can achieve his/her desired goal.
Job security is an important opportunity
for the civil servants in Bangladesh.
Civil servants of Bangladesh can
exercise freedom of power over their
working sector.
Threats
Recruitment System in Bangladesh
Civil Service
Recommendation for Bangladesh civil service
Service
Lengthy process
Examinee have to prepare themselves
for huge syllabus in short time
Perception of question pattern in prelims
phase
Repetition of questions
Political pressure and corruption exist
in recruitment process
Recruitment System in Indian Civil
Service
All the examinee get equal opportunity
as their choice.
Civil servants of India have liability to
serve both the center and the state.
It is difficult to remove any civil servant
from their job.
CCS gets more opportunity in Indian
civil service.
Recruitment System in Indian Civil
Service
a. Along with examining merit by exam, educational background should be
considered for recruiting BCS

b. Government needs to enact a pragmatic and encompassing Civil Service Act

that reflects the expectations of employees of all cadres without any disputes

c. Merit-based recruitment and promotion system in civil service is a must for

an efficient and dynamic administration; government should take necessary
actions in this regards

d. Because of the constitutional provision a total of 10% quota for freedom

fighters children, tribal and women can be used but for a particular time and
then quota needs to eliminate 15

e. The BCS can use the model proposed for recruitment of government officials

f. The BPSC should initiate an examination system that is open and

competitive. The system should judge the real merit not dependent on
memorization rather judge the intellectual ability and other interpersonal skills
of a person

g. The course curricular of the BCS exam needs updating and as such that can
test the scholarly ability of an examinee

h. Political commitment imbued with patriotism is needed for reforming the

public administration of Bangladesh. They can take Singapore or Japan Civil
Service as a model for reform

i. Educational attainment also needs to consider with performance while

promoting an employee

j. The Government should set up a permanent pay commission that will update
the salary of the public employees time to time taking the economic indicators
of our country into consideration.

k. The BPSC must act independently and ensure the recruitment of meritorious
as BCS official. BPSC also needs to act to defend the allegations regarding leak
of question, corruption in evaluation and viva exam against them to uphold their
image
 l. Government should take the initiative to stop corruption, nepotism and
favoritism from all level of the recruitment process of BCS and ensure
exemplary punishment for the accused person.

m. Above all, the government should try to guarantee equal rights and
opportunity of people of every part of Bangladesh by ensuring balance
development that no quota needs in any system.

n. Hence, the idea is to find a solution that does not require printing of the
papers as hard copies. A pool of questions or question bank should be prepared.
This is a normal process to have a large number of possible questions for a
particular subject. The questions should be categorized as difficult questions,
semi-difficult questions, and easy question

The Summary and Conclusion

In Bangladesh lengthy and irreverent exam system set an ineffective administrative

body. India practices the merit system; the merit system implies a system in which
the appointment and conditions of an employee are determined solely at his own
intrinsic merit which includes his educational and technical qualifications, personal
capacities and physical fitness. Under this system, recruitment is made through
open competitive examination held by a general personal agency. No distinction is
made between citizens on the basis of any party affiliation. In the present context
of Bangladesh fair recruitment process largely dependent on the political will. The
government and opposition should be united on the issue. Civil society can play an
important role in this regard

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