Why Agnipath scheme needs to be extended to All India Services

Source: The post is based on an article “Why Agnipath scheme needs to be extended to All India Services” published in the Indian Express on 25th July 2022. 

Syllabus: GS Paper 2 , Role of Civil Services in Bureaucracy 

Relevance: Civil Services Reforms 

News: Recently, the government has launched an Agnipath scheme for the armed forces of the country with a view to make these a leaner force without compromising on their combat abilities. Thereafter, a similar scheme is being demanded with regard to the All-India Services (AIS). 

Argument Against such a scheme for AIS 

The AIS have rendered excellent services to the country despite the severe constraints under which the officers function. 

To cope with the increasing responsibilities, there has been a steady expansion of the civil services.  

The government activities today cover a much wider spectrum. Now the welfare schemes are being undertaken on a massive scale. To cope with the increasing responsibilities, there has been a steady expansion of the civil services. 

The law-and-order problems have become far more complex and people are not happy with police. But, still, no one would ask for abolition of police as it would result in lawlessness and chaos. Thus, it is same with the civil services. 

Argument in favour of Agnipath like scheme for AIS 

There is a huge sense of dissatisfaction over the performance of the civil services, particularly AIS. For example, the people are generally dissatisfied with the performance of the police and there are credible complaints about its brutality, third-degree methods and extra-judicial killings. 

It has been noticed that once an officer is selected for the AIS, he/she develops a smug attitude that his/her career for the next 30/35 years is now secure. Therefore, there is a lack of pressure to perform, an incentive to innovate, and a desire to excel.  

Senior officers of the IAS and IPS have gone to the Supreme Court for reforms in the civil services and the police.  

The judiciary has, from time to time, given directions for reforms but these have not been implemented in letter and spirit. 

In the last few decades, the AIS have grown in size and have become very, very top-heavy. There are a number of officers who are holding top positions but have very little work to do. Therefore, they are frustrated and look for politicians to get a top post in the bureaucratic mainstream.  

What could be the Features of the Agnipath Scheme for AIS? 

Performance Appraisal System 

(1) There should be a performance-appraisal system in three stages. There should be strict review once when the AIS officers have completed 15 years of service, then after 25 years of service, and, finally, after 30 years of service. 

(2) After the first stage of performance appraisal, 25% officers should be weeded out, 10% officers at the second stage and 5% officers at the third stage. Weeding out should be for poor performance, charges of corruption, any other misconduct of a serious nature, or for being physically unfit. 

Screening at each stage will have to be very rigorous and the mechanism to do so must be impartial.  

The appraisal system should be devised to doubly ensure that the officers are not victimised for political reasons. The officers may be given copper/silver/golden handshakes at the three stages. 

Panel for weeding out AIS 

There should be a panel for weeding out at different stages. The members can be the retired judges, officers of impeccable integrity drawn from different services, distinguished members of the civil society and representatives from all the state governments of the country.  

Every time the review is undertaken, three to five from the panel should be chosen by lottery, taking care that they are from states other than the one whose officers’ performance is going to be reviewed.  

If an officer feels aggrieved by the decision of the panel, he should be able to approach a tribunal. 

Benefits of this scheme for AIS 

The periodic trimming of services would ensure that officers become performance-oriented, acquire new skills and a flair for innovation in administration. The complacency and smugness would disappear in a majority of cases.  

The bureaucratic top would become lighter. It would also ensure that the structure of services becomes pyramid-shaped and not the trapezium it is now.