Lateral entry allows individuals with expertise and experience in a particular field to enter the civil service at a mid to senior-level position instead of starting from the bottom through the traditional recruitment process.
Government gave its largest push for lateral entry into senior Central government positions across ministries by advertising vacancies for 45 key posts — 10 joint secretaries and 35 directors/deputy secretaries.
The government today(20-08-24)requested the Union Public Service Commission (UPSC) to withdraw its advertisement for lateral entry into bureaucracy, in a stunning reversal following intense opposition ,criticism and pressure from its own allies as well.
Lateral Entry Scheme:
-It refers to the induction of individuals from outside the traditional recruitment process.
-Candidates from private sector and public sector undertakings for an appointment at senior and mid-level positions in various Union Ministries under the “lateral entry” programme on a contract basis.
-It aims to bring in domain-specific expertise and fresh perspectives to enhance governance.
-These ‘lateral entrants‘ are appointed on contracts for 3 years, which can be extended to a maximum of 5 years.
-For instance, Amber Dubey joined as a lateral entrant in 2019 as secretary in the civil aviation ministry.
Process of Lateral Entry:
-On the Department of Personnel and Training (DoP&T) request, UPSC invites recruitment applications from Indian nationals willing to join the Government at senior and mid-level positions in different Ministries/Departments on Contract.
-Comprehensive details and job descriptions are mentioned in the notification released by the Government.
Number of Recruitments So Far:
-Since the lateral recruitment process began in 2018, a total of 63 individuals have been appointed to various Ministries/Departments.
-As of August 2023, 57 of these lateral entrants currently hold positions in the central government.
Purpose of Lateral Entry Scheme:
-To allow individuals with specialized skills, expertise, and experience in specific domains to join the bureaucracy at higher levels.
-By bringing in professionals from diverse backgrounds, it intends to inject fresh perspectives, innovative ideas, and specialized expertise into the administrative system.
When was this Concept Introduced?
-The concept of lateral entry was first introduced under the 2004-09 and was strongly endorsed by the Second Administrative Reforms Commission (ARC) established in 2005.
-It was later recommended by NITI Aayog in 2017 to bring in expertise and fresh perspectives.
–NITI Aayog, in its 3-year Action Agenda, and the Sectoral Group of Secretaries (SGoS) on Governance recommended the induction of personnel at middle and senior management levels in the central government.
The lateral entry scheme in the Indian Administrative Services (IAS) through the Union Public Service Commission (UPSC) has been a subject of debate.
Arguments in favor of this scheme:
1. Infusion of Fresh Talent and Expertise
Specialized Knowledge:
– Lateral entrants often come from specialized fields such as economics, finance, engineering, and social sciences, bringing in expert knowledge that may not be available in the traditional civil services.
-Diverse Perspectives: They bring diverse experiences from the private sector, academia, or international organizations, which can lead to innovative solutions and fresh perspectives in policymaking.
2. Addressing Bureaucratic Inertia
Overcoming Status Quo:
-The traditional bureaucracy can sometimes be resistant to change. Lateral entrants, not being bound by long-standing bureaucratic norms, may be more open to new ideas and reforms.
-Injecting Dynamism: Lateral entry can inject a sense of competition and urgency, helping to overcome the slow pace of decision-making that often characterizes the public sector.
3. Filling Expertise Gaps:
-Shortage of Skilled Officers: In some sectors, the government faces a shortage of officers with the required technical skills. Lateral entry helps fill these gaps by bringing in experienced professionals who can quickly take on senior roles.
-Complex Policy Challenges: As policy challenges become more complex, having officers with deep expertise in specific areas is crucial. Lateral entry ensures that the government has the right talent to address these challenges effectively.
4. Enhanced Efficiency and Productivity
Result-Oriented Approach:
-Professionals from the private sector or academia are often more result-oriented, with a focus on efficiency and outcomes.
– This approach can lead to improved project execution and service delivery.
-Benchmarking Against Best Practices: Lateral entrants can introduce best practices from their previous organizations, helping to modernize and streamline government processes.
5. Flexibility in Hiring:
-It allows the government to hire the best talent on a need basis, rather than being restricted to those who enter through the traditional UPSC examination route.
6. Global Best Practices International Precedents:
Many countries, such as the United States and the United Kingdom, have successfully implemented lateral entry schemes to bring in specialists and technocrats into their governments. Adopting such a practice in India can align with global standards of governance.
7. Bridging the Public-Private Divide
Collaboration Between Sectors:
Lateral entry can foster better collaboration between the public and private sectors by bringing in professionals who understand both domains. This can lead to more effective public-private partnerships and governance models.
Arguments against the scheme:
1. Undermining the Traditional Civil Service System
Impact on Morale: The traditional civil servants who have gone through rigorous training and years of service may feel demotivated if lateral entrants are brought in at senior positions without the same experience and understanding of the public sector.
Bureaucratic Cohesion: The introduction of lateral entrants could disrupt the existing cohesion within the civil services, leading to friction between regular officers and lateral hires.
2. Lack of Accountability and Bureaucratic ExperienceUnderstanding of Governance:
Lateral entrants, particularly those from the private sector, might lack the nuanced understanding of governance, public administration, and the socio-political landscape of the country.
Accountability Concerns: Unlike career bureaucrats, who are part of a structured system of accountability, lateral entrants might not be as deeply embedded in these mechanisms, potentially leading to governance issues.
3. Risk of Politicization and Favoritism
Potential for Bias:
The lateral entry process could be perceived as subjective, with concerns that it might open doors to favoritism or political appointments, undermining the impartiality of the civil service.
Influence of Political Patronage: There is a fear that lateral entry could be used as a tool to bring in individuals with close ties to the ruling party or government, thereby compromising the neutrality of the administration.
4. Disruption of Career Progression
Stalling Promotions:
Civil servants who have been working their way up the ranks may find their career progression stalled or limited due to lateral entrants taking up senior positions, leading to dissatisfaction and resentment within the service.
Loss of Institutional Knowledge:
Long-serving civil servants accumulate a wealth of institutional knowledge over the years. Lateral entrants, with their limited tenure, might not fully grasp or respect this accumulated wisdom, leading to disruptions in the functioning of the bureaucracy.
5. Integration and Adaptability Issues
Cultural Misalignment:
Lateral entrants from the private sector or other domains may struggle to adapt to the culture and pace of the public sector, leading to inefficiencies and potential conflicts with traditional civil servants.
Short Tenures: Given that lateral entrants may not be career bureaucrats, their short tenures might not allow them to fully integrate or contribute meaningfully to long-term projects or policy initiatives.
6. Transparency Issues:
The selection process for lateral entrants may lack the transparency and rigor of the UPSC exam, leading to questions about the merit and qualifications of those selected.
7. Impact on Public Service Ethos
Commercial vs. Public Interest:
Professionals from the private sector may be more accustomed to profit-driven motives, which could clash with the public service ethos of selflessness and service to society that is expected of civil servants.
ARC Recommendations on Lateral Entry Scheme
First Administrative Reforms Commission (ARC) (1966):
While it did not specifically advocate for lateral entry, it laid the groundwork for addressing the need for specialised skills in the bureaucracy.
Second Administrative Reforms Commission (ARC) (2005):
-It recommended reforms to improve the Indian administrative system’s effectiveness, transparency, and citizen-friendliness.
-In its 10th Report, the ARC emphasized the need for lateral entry into higher government positions to bring in specialised knowledge and skills not always available within traditional civil services.
-It proposed recruiting professionals from the private sector, academia, and public sector undertakings, creating a talent pool for short-term or contractual roles.
-The ARC also recommended a transparent, merit-based selection process and stressed integrating lateral entrants while preserving civil service integrity.
Various Case Studies regarding Lateral Entry Scheme:
A successful example of lateral entry in civil services:
Parameswaran Iyer in India
Position and Role:
-Joint Secretary (2016): Parameswaran Iyer, a former Indian Administrative Service (IAS) officer, was brought in through lateral entry to lead the Swachh Bharat Mission (Clean India Mission) as a Joint Secretary in the Ministry of Drinking Water and Sanitation.
-Parameswaran Iyer had previously worked as an IAS officer before resigning to join the World Bank, where he gained significant experience in water and sanitation projects across various countries.
Swachh Bharat Mission Success: Under Iyer’s leadership, the Swachh Bharat Mission achieved remarkable progress, particularly in rural sanitation. He played a crucial role in the construction of millions of toilets across India, contributing significantly to the country’s goal of becoming open defecation-free (ODF). The success of the mission is often cited as one of the best examples of lateral entry working effectively in the Indian civil services.
2.Another Successful Example of Lateral Entry Scheme is the case of
Sanjeev Sanyal.
-Sanjeev Sanyal, an economist and historian, was appointed as the Principal Economic Adviser in the Ministry of Finance, Government of India, through the lateral entry scheme.
-Before his appointment, Sanjeev Sanyal had a distinguished career in the private sector. He worked as a Managing Director and Global Strategist at Deutsche Bank.
Contribution to Economic Policies:
In his role as Principal Economic Adviser, Sanyal played a crucial role in shaping India’s economic policies, including the formulation of the Union Budget and other critical economic reforms.
Urban and Infrastructure Development:
Sanyal’s background in urban planning and economics also contributed to the development of strategies for urbanization and infrastructure development, aligning with the government’s broader goals of sustainable economic growth.