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CIVIL SERVICES of India is going to have some massive changes in it in the next few years.In the ‘Strategy for New India @ 75 ‘ (here 75 shows the total 75 years of our independence -2021/22)The Niti Aayog has suggested the government to do a number of changes in the civil services to reform it.- Change in the Age limit: According to the recommendation of the NITI - AAYOG the upper age limit for the civil services should be brought down to 27 years for the general category. This should be done in a phased manner by 2022-23.- Change in the Outsource service delivery: The report says, "Efforts need to be made to outsource service delivery to reduce dependence on the administrative machinery. Research is needed to identify possible services to be outsourced; various PPP models should be explored to determine the best possible mode of outsourcing."- The Niti Aayog has urged the government to promote an officer-oriented culture and focus on expanding the numbers of officers.- The government has been asked to widely disseminate job descriptions and selection criterion and eliminate elements of arbitrariness.- Reducing the number of civil services: The Niti -Aayog has said the existing 60 plus separate civil services at the central and state level should be reduced. "Recruits should be placed in a central talent pool, which would then allocate candidates by matching their competencies and the job description of the post. Concomitantly, the number of exams for civil services should ideally be brought down to one with all India ranking. States may also be encouraged to use this pool for recruitments.Lateral entry to civil cervices: The Niti Aayog has urged the government to encourage lateral entry to civil services. "Inducting specialists at higher levels of government will provide much needed expertise," it says.Nurture specialization: "The key to reform in the civil services is encouraging officers to cultivate specializations based on their education and skills early on in their careers. Wherever possible, longer tenure postings need to be made based on the officers’ expertise. However, it is also necessary to ensure cross-sector mobility for civil servants from areas where they have become surplus to areas of emerging importance," says the report.- Mentoring young officers: The report says, "Upon induction, young officers should be assigned mentors, preferably with an officer having a similar functional specialization or with high-quality NGOs for values and softskill mentorship."- Municipal corporation cadres: The report says that the number of staff at municipal corporations should be increased. "Measures that monitor performance along the same lines as proposed for other services, including through online appraisals and biometric attendance, need to be introduced."The government has not reacted to the recommendations as of now.SOURCE : STUDY IQ and GOOGLE.THANK YOU.

In recent years, I have noticed a number of government RFPs (requests for proposals) with labor categories that they consider "mid-level" now require three years of experience. Why? I don't know, but I suspect that they have learned that it takes that long for an employee to be more productive than an entry level candidate.I realize that in many companies, they may 'desire' or 'prefer' three years of experience when they say that in a job posting. In our case, our clients 'require' three years of experience when they state that in a labor category description. They will literally reject a candidate with 2 years and 11 months of experience (they must review and approve resumes before we hire someone for specific contract positions).

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