In most developing countries, the government is probably the largest employer with set rules and structured procedures for recruitments at various levels. In Bangladesh, the most prestigious public recruitment is that of the class one officers, commonly known as cadre employees. The recruitments are made through Bangladesh Civil Service (BCS) examination, conducted by the Bangladesh public service commission (BPSC). Very lately, the results of the preliminary test of 34th BCS have been published where a serious controversy has arisen among the candidates. It is found that the system of quota has been applied at the preliminary level of the test which was unprecedented until the current examination. The idea of quota has been a matter of discontent among many candidates for long.
The reason can be well understood from the fact that 55 per cent of the posts are reserved for candidates under quota, while the remaining 45 per cent for candidates competing on the criterion of merit. Merit is virtually disregarded in case of those selected under quota and that is indeed frustrating for the majority of the candidates. The BCS exam has three phases. The first phase is the preliminary exam -- MCQ in nature. The second phase is the written test, and the last and final phase is viva voce. If everything comes out positively for the candidate through out the three phases, then he or she is through subject to police verification.
Since the government apparatus is the highest authority and largest institution of the country, candidates selected through the BCS exam should in all fairness be highly competent in order to be able to dispense important public functions from the very beginning of their career as civil servants. It is invariably so in case of all the posts, irrespective of the cadres. But the system of quota negates this very perception. It is understandable that the rationale of the introduction of quotas in civil service recruitment is to mitigate to a certain extent some prevailing social inequalities as well as empowerment of some sections of the society, such as women, tribal people etc. But the rationale has already lost some of its justifications and has become pointless in course of time. The job of the government includes welfare of all citizens and at the same time it has also to look after the special needs of people who lag behind. It is this consideration that has led to the concept of reserved quotas: tribal quota 5 per cent, woman quota 10 per cent and freedom fighter 30 per cent. Needless to say, experiences over the past decades reflect that this system has some opportunity costs.
The government is losing the best workforce and instead employing some less qualified people in responsible positions. It may sound a bit harsh but given the realities, we feel that there should be a reduction in the existing quotas, say to 20 per cent. Understandably, such a move may not be very well received, but we must not forget that this country is paying heavily on account of populist policies of the successive governments. Besides, in order to make the recruitment process more transparent, the BPSC should contemplate on publishing the results along with the marks obtained in each phase of the BCS examination, and introducing a system whereby candidates can only apply for posts compatible with their academic background.
For example, candidates with accounting major will apply only for audits & accounts and tax cadre, candidates with majors in political science, international relations and public administration can apply for administration, police and foreign affairs.
That is how the government can implement specialisation and get the best service. BPSC must have to shun any kind of political manipulation and influence in this highly important recruitment process. It is high time to bring the entire system under scrutiny and to update it according to the standard practices followed in other countries.

