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12 Feb 2026·Source: The Indian Express
3 min
Polity & GovernanceSocial IssuesEDITORIAL

Beyond File Disposal: Reassessing Civil Service Performance and Accountability

Civil service performance needs broader metrics than just file disposal rates.

Beyond File Disposal: Reassessing Civil Service Performance and Accountability

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Editorial Analysis

The current performance evaluation system for civil servants, which focuses heavily on file disposal, is inadequate and fails to capture the true essence of public service. A more holistic and qualitative approach is needed to assess civil servants' performance effectively.

Main Arguments:

  1. The current performance evaluation system overly focuses on the number of files disposed of.
  2. This narrow metric fails to capture the complex decision-making, policy implementation, and public service delivery aspects of civil service.
  3. A more holistic approach is needed, incorporating qualitative measures, ethical considerations, and the overall impact of civil servants' actions.
  4. The focus on file disposal can lead to a neglect of important policy issues and citizen-centric governance.

Conclusion

The performance evaluation system for civil servants needs a fundamental reassessment to move beyond a mere focus on file disposal and embrace a more comprehensive and qualitative approach that reflects the true essence of public service.

Policy Implications

The government should reform the performance evaluation system for civil servants to include qualitative measures, ethical considerations, and the overall impact of their actions. This would encourage a more citizen-centric and policy-oriented approach to governance.

The article critiques the current performance evaluation system for civil servants, which overly focuses on the number of files disposed of. It argues that this narrow metric fails to capture the true essence of civil service, which involves complex decision-making, policy implementation, and public service delivery.

The author suggests a more holistic approach to performance assessment, incorporating qualitative measures, ethical considerations, and the overall impact of civil servants' actions on society. The piece advocates for a shift in mindset, emphasizing quality over quantity and promoting a culture of accountability and public service.

UPSC Exam Angles

1.

GS Paper 2: Governance, Polity, Social Justice

2.

Connects to syllabus topics like civil service reforms, accountability, ethics in governance

3.

Potential question types: analytical, evaluative, statement-based

More Information

Background

The performance evaluation system for civil servants in India has evolved over time, reflecting changing priorities and governance philosophies. Historically, the focus was largely on seniority and adherence to rules and procedures. The All India Services Conduct Rules, 1968, for example, lay down the ethical and procedural guidelines for civil servants. Over the years, there has been a gradual shift towards incorporating performance-based assessments, but the emphasis on quantitative metrics like file disposal remains a significant aspect. Efforts to reform the civil service and improve performance evaluation have been ongoing since the early 2000s. The Second Administrative Reforms Commission (ARC), for instance, made several recommendations to enhance accountability and efficiency in governance. These included suggestions for a more comprehensive performance appraisal system that takes into account both quantitative and qualitative aspects of a civil servant's work. The concept of citizen-centric governance has also gained prominence, emphasizing the importance of public service delivery and citizen satisfaction. The current system is governed by various rules and regulations, including those related to performance appraisal, promotion, and disciplinary action. The Central Civil Services (Classification, Control and Appeal) Rules, 1965, provide the framework for disciplinary proceedings against civil servants. However, the challenge lies in effectively implementing a performance evaluation system that truly captures the complexity of a civil servant's role and promotes a culture of accountability and public service.

Latest Developments

Recent initiatives have focused on leveraging technology to improve performance monitoring and evaluation. The use of digital platforms for performance appraisal and data analytics to identify areas for improvement are gaining traction. The Mission Karmayogi, a national program for civil services capacity building, aims to enhance the skills and competencies of civil servants through modern training methods. There is an ongoing debate about the appropriate metrics for evaluating civil service performance. While quantitative measures like file disposal are easy to track, they often fail to capture the qualitative aspects of decision-making and policy implementation. Stakeholders are increasingly advocating for a more balanced approach that incorporates both quantitative and qualitative indicators, as well as ethical considerations. The future outlook involves a greater emphasis on outcome-based performance evaluation, where civil servants are assessed based on the impact of their actions on society. This requires a shift in mindset from simply disposing of files to actively contributing to the well-being of citizens. The government is expected to introduce further reforms to promote a culture of accountability and public service in the civil service.

Frequently Asked Questions

1. What is the central argument regarding civil service performance evaluation, as highlighted in the article?

The article argues that the current performance evaluation system for civil servants, which overly focuses on the number of files disposed of, is inadequate. It suggests a more holistic approach incorporating qualitative measures, ethical considerations, and societal impact.

2. How does the article suggest civil service performance evaluation should evolve?

The article advocates for a shift in mindset, emphasizing quality over quantity and promoting a culture of accountability and public service. It calls for incorporating qualitative measures, ethical considerations, and the overall impact of civil servants' actions on society.

3. What is Mission Karmayogi, and how is it relevant to the discussion on civil service performance?

Mission Karmayogi is a national program for civil services capacity building. It aims to enhance the skills and competencies of civil servants through modern training, which is relevant to improving overall performance and service delivery.

4. What are some of the limitations of focusing solely on file disposal rates as a metric for civil service performance?

Focusing solely on file disposal rates fails to capture the true essence of civil service, which involves complex decision-making, policy implementation, and public service delivery. It doesn't account for the quality of decisions, ethical considerations, or the impact on society.

5. How might a more holistic performance evaluation system for civil servants impact common citizens?

A holistic system, incorporating qualitative measures and ethical considerations, could lead to improved public service delivery, better policy implementation, and more accountable governance. This would ultimately benefit common citizens through more effective and ethical public services.

6. What is the historical context of performance evaluation systems for civil servants in India?

Historically, the focus was largely on seniority and adherence to rules and procedures. The All India Services Conduct Rules, 1968, for example, lay down the ethical and procedural guidelines for civil servants.

7. What are the recent developments in performance monitoring and evaluation of civil servants?

Recent initiatives have focused on leveraging technology to improve performance monitoring and evaluation. The use of digital platforms for performance appraisal and data analytics to identify areas for improvement are gaining traction.

8. What aspects of the All India Services Conduct Rules, 1968 are relevant to this discussion?

The All India Services Conduct Rules, 1968 lay down the ethical and procedural guidelines for civil servants. These rules provide a framework for ensuring accountability and integrity, which are crucial for effective performance evaluation.

9. What type of questions can be asked in the UPSC personality test regarding civil service reforms?

Expect opinion-based questions on the effectiveness of current performance evaluation systems, suggestions for reforms, and the potential impact of these reforms on governance and public service delivery.

10. For UPSC Prelims, what is the key takeaway regarding civil service performance evaluation?

The key takeaway is that civil service performance evaluation is evolving beyond simple metrics like file disposal rates. Understand the need for more holistic assessments incorporating ethical and societal impact considerations.

Practice Questions (MCQs)

1. Consider the following statements regarding the Second Administrative Reforms Commission (ARC): 1. It was constituted to review the public administration system in India and suggest measures for its improvement. 2. One of its recommendations was to move towards a more comprehensive performance appraisal system for civil servants. 3. The ARC's recommendations are binding on the government. Which of the statements given above is/are correct?

  • A.1 and 2 only
  • B.2 and 3 only
  • C.1 and 3 only
  • D.1, 2 and 3
Show Answer

Answer: A

Statement 1 is CORRECT: The Second ARC was indeed constituted to review the public administration system and suggest improvements. Statement 2 is CORRECT: The ARC recommended a more comprehensive performance appraisal system. Statement 3 is INCORRECT: The ARC's recommendations are not binding; they are advisory in nature. The government may or may not implement them.

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