Indian Civil Services Notes

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The thinking till now of district level matching between CS and politicians may be quite faulty. Following notes are after call with Priyamvad on 25th May 24

Broadly, three things might influence the movement of CS:

1. Connection : If the CS is connected to senior level politicians or bureaucrats.
2. Image: There is an idea of the image that the CS carries. The image might be reflected in if the CS gets more international training exposure, posting in new kind of projects (more challengeing) etc.
3. Just presence of vacancies.

Possible ways to categories Bureaucrats:

1. Look at center or state budgets over time. Some departments would have higher budget allocation and therefore budget allocation can be a relative signal of importance. Some ministries might have better facilities and therefore would be more coveted (like PWD maybe) as compared to other departments where you are more or less on the sidelines (like culture promotion, national integration etc).

2. Some key identifiers might be instances or international exposure (like WB or other organizations). Who gets it and at what stage?

3. Posted in highly connected office like PMO or CMO.

4. Posted in some dept that oversees other departments (eg ?? perhaps FInance, etc).

5. At DM level, you can identify CS posted to bigger or better cities vs DM posted to smaller towns/districts.

6. CS getting opportunites as CEO of new agencies or some frontier aspirational project, etc.

To get more info:

• Talk to retired CS, specially who retired at the state level only.

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Rajasthan CS Notes

• HCMRIPA (https://hcmripa.rajasthan.gov.in/faculty.aspx) is a training institute for RAS/RPS for state level CS cadres. They also maintain a list of people who might come and conduct a training on a range of topics (https://hcmripa.rajasthan.gov.in/UploadDoc/Download_Doc/514560a8-78d5-4d27-b94d-a1144b39a1e9-Resource%20PersonRIPAJan24v1.pdf). Brochure (https://hcmripa.rajasthan.gov.in/UploadDoc/Download_Doc/07ff0e97-e2e3-4341-969f-9acce54dd1c8-Brochure_RIPA_23.pdf)
• Bureau of Public Enterprises (https://industries.rajasthan.gov.in/bpe/#/sm/jankalyan-category-and-entry-type/51736/253/4/1) is a body comprised of a few high level CS. Its mission is to monitor all the PSUs under the state govt. Perhaps it means that maintaining a constant stream of monitoring reports? What leverage it has over all the PSUs, and there are a lot of PSUs.
• LSG dept seems interesting (https://lsg.urban.rajasthan.gov.in/content/raj/udh/lsg-jaipur/en/about-us/introduction.html#) It oversees all municipal UD bodies.
• DoIT (https://doitc.rajasthan.gov.in/Content/AnnualProgressReportsAndPublication.aspx) seems like a low power dept. It doesnt really do anything, doesnt seem to have much power and consumers 2-3 IASs.
• RJ tax Board is an apex body with an aim to provide all settlement for all tax related grievances. (https://taxboard.rajasthan.gov.in/mission-vision-eng.htm#)
• Look into Lokayukta, its a new thing that started recently. You should learn what it does and how it affects the CS

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List of Salient features of IAS:

• Entry age is wide and range from 21 to 30 (35 for reserved category). Promotions require a minimum year of service criteria: 4,9,13,16,25 and 30. This is miminum but often it takes more and the higher you go the bigger the gap is because of two reasons: evaluation is stringent and it also depends on the openings at higher level.
• In 1998, the age of retirement was increased from 58 to 60.
• Suspensions are present in the data. They are a punishment for bad behaviour.
• State asignment is kinda random. Therefore holding the age at entry and size of cohort constant, the percentile position in the cohort age distribution is random.
• Guo et al has a 360 deg performance measure that they have collected.
• Different state graduate their state CS to IAS. Is there a difference in their rate at which they do that? Can that be used in any way. More graduating state CS can be a competition to IAS at an early stage of their career?
• Adding to the last point, the per state-year rate of this graduation can be a useful metric (of state govt). Also, how fast a state CS graduates can also be a useful metric of the individual quality.
• Assistant Secretary Program: Junior officers are placed directly at central ministries in Delhi(?) as part of their training. More details here: https://dopttrg.nic.in/PMSAS.html

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https://www.pw.live/exams/upsc/ias-promotion-chart-with-years/#:~:text=The%20career%20progression%20of%20IAS,Chief%20Secretary%20or%20Cabinet%20Secretary.

https://persmin.gov.in/DOPT/CSWing/CRDivision/4.1.html

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Note on Centre Deputation

(generated using Chat GPT)

1

The progression of IAS officers for eligibility to serve in central government roles across various Central Pay Commissions (CPC) has seen gradual refinement in the structuring of pay levels and career pathways. Here’s a detailed look from the 3rd to the 7th CPC:

3rd Central Pay Commission (1973)

• Framework Introduction: The 3rd CPC did not specifically introduce a structured career progression for central deputation. It focused on improving salary scales and service conditions broadly.
• Career Implication: General guidelines were laid out for promotions based on service length, but without specific pathways for central deputation detailed in the recommendations.

4th Central Pay Commission (1986)

• Key Changes: This commission introduced structured pay scales and began to define clearer paths for career progression.
• Central Deputation: Officers could be considered for central deputation roles like Deputy Secretary after about 9-12 years of service, which was a formalization of the earlier more flexible practices.

5th Central Pay Commission (1996)

• Revisions to Structure: Continued the trend of formalizing pay scales and career progression.
• Deputation Eligibility: The pathways for deputation remained consistent with the 4th CPC, focusing on roles that officers could assume after 9-12 years of service.

6th Central Pay Commission (2006)

• Major Overhaul: Introduced Pay Bands and Grade Pays, replacing the old system of fixed pay scales.
• Deputation Pathways:
  • Deputy Secretary Level: Eligible after approximately 9-12 years.
  • Director Level: Around 13-16 years.
  • Joint Secretary Level: Approximately 16-24 years.

7th Central Pay Commission (2016)

• Simplification and Transparency: Replaced the Pay Bands and Grade Pay system with a more transparent Pay Matrix.
• Specific Levels for Deputation:
  • Deputy Secretary (Pay Level 12): After 9-12 years.
  • Director (Pay Level 13): After 13-16 years.
  • Joint Secretary (Pay Level 14): After 16-24 years.

Summary of Evolution:

The trajectory for IAS officers seeking central deputation has become more structured and transparent over time, particularly with the introductions in the 6th and 7th CPCs. The establishment of clear pay levels in the 7th CPC particularly aids in aligning career progression with predictable benchmarks. These changes reflect a broader goal to streamline career paths within the Indian civil service, ensuring officers are well-prepared and suitably experienced for their roles at the central level.

Each CPC has contributed to refining the administrative framework, adapting it to the changing needs of governance and the socio-economic environment in India. This progressive structuring helps in maintaining a robust administrative service capable of effectively managing both state and central governmental functions.

2

IAS officers are generally eligible for deputation to the central government after serving in their state cadres for a minimum period. The opportunity for central deputation depends on the level they have reached in their career, which is structured by the Central Pay Commissions. Here's how the promotion and deputation levels have been structured under the 6th and 7th Central Pay Commissions:

Under the 6th Central Pay Commission:

• Deputy Secretary Level: Eligible for central deputation after approximately 9-12 years of service. Officers at this stage are typically involved in implementing central policies at a significant level.
• Director Level: Officers are eligible for deputation as Directors after about 13-16 years of service, where they can influence central government policies more directly.
• Joint Secretary Level: This is a very senior position that officers can aspire to after around 16-24 years of service, allowing them to play key roles in policymaking at the national level.

Changes with the 7th Central Pay Commission:

The 7th CPC maintained similar structures but introduced a more streamlined Pay Matrix system, replacing the earlier Pay Bands and Grade Pays. The approximate years of service required for deputation to central positions remained consistent, focusing on merit and vacancies. Here are the corresponding levels:

• Deputy Secretary Level (Pay Level 12): Officers can be deputed after 9-12 years of service.
• Director Level (Pay Level 13): Officers may be deputed after 13-16 years of service.
• Joint Secretary Level (Pay Level 14): Typically requires 16-24 years of service for eligibility.

Key Differences:

While both the 6th and 7th CPCs outline a progression that includes central deputation, the 7th CPC’s introduction of the Pay Matrix system has made the pay scales more transparent and predictable. The actual mechanics of career progression and deputation did not dramatically change between these commissions, but the simplification and increased clarity in pay levels under the 7th CPC have been significant improvements.

This career trajectory allows IAS officers to gradually prepare for and assume responsibilities at the central level, which requires a broad understanding of national issues and policies. The progression ensures that by the time officers reach these senior levels, they have accumulated substantial experience and expertise in governance and administration.