In response to growing concerns about the effectiveness and specialization within the civil service, the federal government has announced a significant restructuring plan. This proposal includes the introduction of 11 new professional cadres and a complete revamp of the Central Superior Services (CSS) examination process. Additionally, it aims to tie senior-level promotions to performance-linked financial incentives.
Details of the Proposed Reforms
The reform package, with an estimated implementation cost of Rs11 billion, seeks to transform various aspects of the federal bureaucracy. This includes changes in recruitment, training, career advancement, performance appraisals, and the overall institutional framework.
Unveiled during a consultative session led by Planning Minister Ahsan Iqbal, the plan was discussed in the presence of key figures such as Senator Saleem Mandviwalla, Federal Minister Aleem Khan, former PTI minister Asad Umar, and other stakeholders. Since September 2024, two committees formed by Prime Minister Shehbaz Sharif have convened 18 times, reaching consensus on 43 out of 46 proposed recommendations.
Introduction of Specialized Cadres
The new cadres proposed include sectors such as Human Resources, Law, Engineering, Science and Technology, IT and Telecom, Energy, Climate, Agriculture and Forestry, Education, and Health. The current Establishment Division is set to be transformed into a Human Resource and Organisation Development Division, streamlining federal decision-making from five tiers to three.
The National Executive Service (NES) framework suggests that positions at the BS-20 level and above should be opened to competition. These would be accessible to serving officers, private sector professionals, and academics on five-year contracts based on performance targets. However, the Police Service and Foreign Service would remain outside this framework.
Performance and Recruitment Enhancements
The reform package proposes trialing performance-linked pay within the federal secretariat. A proposed retirement package would include a Rs5 million lump sum funded by monthly deductions, paired with subsidized health insurance.
The reform also draws inspiration from the Pakistan Army’s human resource practices. It suggests replacing the current one-day viva voce with a multi-day competency-based assessment, similar to the Inter Services Selection Board (ISSB). This approach emphasizes recruitment based on specialization, ensuring the right person is placed in the right job.
Changes to the CSS Examination
While the CSS examination will remain, candidates can opt to take the five compulsory papers in Urdu. English proficiency will still be a requirement. The preliminary test’s passing mark will increase from 33% to 40%, with analytical reasoning added and negative marking removed.
Additionally, the recruitment cycle aims to be fully digitized, reducing its duration to six months or less. Affirmative actions are proposed to fill unfilled quota seats for Balochistan, Sindh, minorities, and women.
Implementation and Oversight
Each ministry will enter into an annual performance agreement with the prime minister, aligning individual targets accordingly. Officials will undergo biannual evaluations, with 5% of employee-related expenditures allocated for performance-based bonuses.
The National Management Course’s duration will be shortened from 18 weeks to 10, and existing training institutions will be consolidated into a National University of Public Administration. An implementation committee will oversee the execution of these reforms, reporting monthly to the prime minister, with full implementation targeted within 120 days.
