Malpractice in recruitment: A malignant move

In fact, favouritism and political interventions are not uncommon in this part of the world, although such attempts are criticized as being unjust, corrupt, and uncivilized. These practices deprive an eligible candidate of his/her right to be rewarded for his/her outstanding career and capability. It is very unfortunate and undesirable when recruitment is done in exchange for illegal benefits. Of late it has almost become common knowledge that a candidate must pay in cash if he/she wishes to be employed in the service of the Republic.

The appointment in exchange for illegal benefits relates to leaking of question papers, exchange of answer scripts, acceptance of false certificates and age, change of scored numbers, briefing before viva-voce exams or handing over false appointment letters. Every one of these corrupt practices is a criminal act and deserves punishment under the law of the land.

Such dubious appointments are, in fact, a direct disowning of merit, negation of morality and religious dictum and, above all, they are driving the nation towards an undesired destination. More often than not, people appointed in this manner are more likely to adopt unfair means as a way of doing business. These people are not only guilty of malpractice, but they also vitiate the environment they work in. These people can be likened to a poisonous tree implanted to aggravate the norms of the society, and eradicate the sense of integrity from the bureaucracy.

Every year, at least 20 lakh young people enter the employment market. The government can hardly provide employment opportunities for even 5 percent of them. The others are being employed in different private or non-government organizations, while many of them try to test their destiny with self employment. Many of them remain unemployed, underemployed and employed in disguise in agriculture, fisheries, livestock or forestry.

Even those who are employed elsewhere prefer to be absorbed in government service to avail the opportunity of job security, career building, social status, better training at home and abroad , and above all , pension benefits for husband or wife, whoever the recipient may be. It indicates that after serving in the government for 33 years, a person might get benefits of another 30 years from the government exchequer. This is the reason for stiff competition for employment in government service and, thus, there is a strong demand for justice and fair play in the process of recruitment.

The Bangladesh Constitution, Chapter IX (clauses 133-136), addresses issues dealing with appointment under the Republic. The Government Servants' Conduct Rules Act, 1979, states how a public servant is expected to behave. The Services (Reorganization and Conditions) Act, 1975, also indicates the system of recruitment. There are primary recruitment rules for almost all the posts under the Republic.

Unfortunately, it has been observed that rules of recruitment, and qualification for promotion, are being twisted at the whims of the political parties in power. The movement of senior officials in the political arena, politicization of members of the lower subordinate services and acceptance of bribes at the time of recruitment are reminders of the deplorable degeneration of our bureaucracy.

To make the bureaucracy an organized institution, bestowed with neutrality and people and development-oriented views, at least 44 administrative reorganization committees have been constituted since 1947. The Public Administration Reorganization Committee, the latest one being set up in 1997, formulated 107 long and short-term recommendations but failed to implement any one of them.

There is, in fact, scope for misunderstanding in different recruitment rules and instructions. The Surplus Public Servants Absorption Ordinance, 1985; the Mujibnagar Employees (Conditions of Services) Rules, 1980; Instructions of 1972 and the notification of July 28, 1985, modifying the quota system in the recruitment of government service, autonomous bodies and other offices, transfer of employees from the development to revenue budget, employment on contract service, the Government Servants (Special Provisions) Ordinance, 1979; the Public Servant (Dismissal on Conviction) Ordinance, 1985 demand a serious review, and even modifications, immediately to adjust with the changed scenario in the country.

It is, perhaps, high time to annul the rules relating to the appointment of Mujibnagar employees, absorption of surplus employees, redefine the procedure relating to the employment of wards of freedom fighters, and a total modification of the quota system.

There is provision in Article 137 of the Constitution of Bangladesh to establish more than one public service commission, therefore, a separate commission for the employment of 3rd or 4th-class employees needs to be established urgently. Direct appointment by the different offices or departments generates corruption in different forms with the strong influence of trade unions prevailing in those offices. It was observed in 2001 that the new government, immediately after taking over power, cancelled all recent appointments, thus, a huge number of people missed their chance to appear at the next competitive examination.

For the sake of the greater interest of the nation, there should be a commission to review the existing recruitment rules, and they should come up with suggestions to establish fair policies. None should undermine the role of an MLSS in the government offices where secrecy of the documents is concerned. Once a bad element is absorbed, it will act as a malignant disease for the same office. Since dismissal from public service is difficult, any move to recruit an undesirable element is tantamount to inviting the disease and letting it fester

All recruitments must be based on brilliance, eligibility, and fair competition with transparency and accountability at all steps. The recruitment should be done on the basis of merit and conditions of relevant rules as prescribed in the Constitution, without interference from any other source. Good governance is possible only with honest, efficient, and dedicated human resources.

Dhiraj Kumar Nath is a former Secretary to the Government.