Long term impact of ''Balakot Strike", "Main bhi Chowkidar" campaign & '"Änti Satellite missile" test on Indian psyche

Dear bloggers....On perusal of various incidences occurred in India recently such as Balakot strike, main bhi chowkidar campaign and Anti-satellite missile testing, I strongly feel that these incidences will impact the long term psychology of Indian people.
     India was slaved  by foreign people for more than thousand years. It has badly impacted the psychology of Indian common masses. How  the mis- rule of  Britain has adversely affected every part of life is not hidden to every one such as Introduction of English in Indian education system has permanently affected the millions of children living in rural areas as English has spoiled their power to think innovatively as their minds are busy in translating their mother tongue to English. Several examples can be given on this pattern which indicates the adverse effect of slavery on long term basis. It has impacted the will power,morale and confidence of common masses.
    Now, the incidence such as Balakot strike by Indian Air force has led to the upliftment of confidence of common masses in their capability to defend their home. This feeling of confidence is a biggest gain of this incidence. Such successful action strengthen the morale of forces also.
   Further, the political movement of BJP "'Main bhi Chowkidar" has been misinterpreted by numerous people on the ground that PM is advocating to be Chowkidar in literal sense. I think such people are understanding it in a wrong way and in literal sense only. They have not gone deep in to the spirit behind such political movement. I think the main spirit behind this political movement is to unite the common masses of this country by being vigilant and attentive to their rights and duties. If everyone become attentive to their rights and duties, any wrong action/corruption/non performance/looting/rules violation etc by anyone will be identified easily. Wrong doers will be fearful and punished. Merely by making law will not eliminate corruption or ensure right and timely action on any thing. A public participation will definitely ensure such things. We have seen success of Swach Bharat mission in some areas just because every one became attentive on cleanliness. Now common attentive citizen is raising alarm on person who is throwing garbage on common places.Therefore,I believe that such slogan is raising the common conscience of people.
     Other than this, the test like Änti-satellite missile "' or Moon mission or Nuclear tests uplift the overall confidence of country. One can visualize easily that by sending man on moon by USA has grossly uplifted the scientific temper of school going children and students of USA. Similarly such scientific successful testing gives enough confidence to student to pursue science related courses in higher studies which will further boost the supply of quality scientist/teachers/PHDs and research papers.
 India is at cross road where We can afford such action to defend our mother land, to raise confidence and enhancement of scientific temper of Indian citizens. It takes full century to take out people from slave mentality once some country has been ruled by foreigners. So,I am very happy to see such indigenous movement in this country which will be  helpful for making India a developed Nation....keep on blogging.     

From Reel to Real Life, Challenges Faced by Women in Police Are Manifold

We are likely to be assessed less competent and less suitable for high level positions. We are likely to be sexually harassed by superiors and colleagues and held responsible for it.

Women in police. A recent phenomenon in a centuries old organisation with a colonial history and a strongly masculine work culture. It continues to be known as the police force. And being a force, it places a premium on machismo and valor more than on service.

Ask a child, how a police officer is. You are likely to hear some or all of these phrases: a prominent moustache, serious and grim expression, loud and coarse voice, tall and muscular, aggressive body language, one who doesn’t listen, but orders. A stereotypical image reinforced by popular media.

How many police officers fit this description? How many women in police fit this description? Can they? Should they? How are the women going to navigate through this system? And in turn, how would they be altering or modifying this system, if at all?

Women have the biological and sociological responsibility of bearing children. They also disproportionately shoulder the burden of the care economy, particularly in a traditional and patriarchal society like India. Their view of work, family and work-family balance is different from that of men.

The women in police, the few that there are, are either accused of hyper-masculinity, acting and behaving like their stereotypical male counterparts to prove themselves to be equally worthy; or of hyper-femininity, exaggerating the proverbial feminine weakness for short-term benefits.

These hypotheses must be tested in the context of the everyday lived realities of the women in uniform. This should be followed by an objective assessment of the extent to which the police force has attempted to understand and accommodate such realities.

A film on women police officers

To be able to look at things from the perspective of women in police, their stories need to be told. Just as the Netflix film Soni (2018) does. It takes us through the worldview of two women: Soni, a police sub-inspector and Kalpana, an officer of the Indian Police Service (IPS). While we see them at work and get an opportunity to contrast their working style with that of their male counterparts, we also get a peek into their personal lives.

How do they look at policing issues like crime, its prevention and investigation? What kind of relationship do women leaders in police have with a set of police officers who report to them? How do they strive to achieve the professional-personal life balance, the responsibility of which is also thrust upon them being women?

What kind of sexual harassment do they face from people inside and outside the police force? I have deliberately not called it ‘casual sexism’ or ‘teasing’ or ‘taunting’, as these terms would rob it of its gravity as an offense.

In Soni, like in real life, the women in police respond to sexual harassment typically by means of certain conditioned responses. By remaining silent, ignoring it, smiling, laughing it off or normalising it.

But are there any possible alternatives? Atypical responses to typical situations?

Soni, after whom the film is named, is transferred to a Dial 100 call centre as a “punishment posting”. She is the film’s angry young woman. One may argue that she has poor control over anger, using excessive force and refusing to mend her ways. While this has been an integral part of police sub-culture for centuries, it is seen in the film as an alternative response of a woman in police to sexual harassment that she faces while discharging her official duty. Breaking all stereotypes, she is fearless. She charges on the goons when they do not respond favourably to her bonafide orders. She even engages in a fist fight with three goons at once.

One scene strongly resonated with me: “He had occupied the ladies toilet, he was found consuming drugs and he was the one who misbehaved with me (read misbehaved as sexually harassed) and I am the one who is being asked questions.”

On one hand, this scene reflects the police’s victim blaming attitude, typically exhibited in cases of violence against women. On the other, it highlights that often in the eyes of the citizen, a woman police officer is first a woman and then a police officer.

How does this effect her personal life? It appears that her long working hours and the passion for her profession makes her partner insecure about their relationship. Despite constant nudging from an elderly female neighbour, Soni stays firm that she doesn’t need the crutches of the presence of a man in her life. At least not this one, who is unable to figure out what he wants from his own life. The man, on the other hand, is convinced that his presence in her life is necessary, for her safety and protection.

Kalpana’s tale

In contrast, the calm and young Kalpana smiles her way through the overt and covert harassment from her husband’s mother and sister over her late night shifts, not being present at family functions and not having a child. Her husband (also an IPS officer), is equally guilty of these. Yet, she is the only target.

In her profession, she is a meticulous follower of rules and procedures. She is an officer with high emotional intelligence. Remaining calm under situations of grave provocation, she is empathetic and a good listener who is highly motivated and self-aware. She is also sensitive, especially to victims of crime.

Her leadership style is people oriented. Though there are no right or wrong leadership styles, she is criticised and branded ‘too emotional’ by her husband, a service senior.

“You have chosen to be an IPS, behave like one. Four years into the service, do I need to tell you this?” he says. Despite her husband being critical of her personal engagement with subordinates, Kalpana has a meaningful relationship with Soni. They share passion, anger and frustration, though they express it differently.

The professional and personal lives of the husband and wife – engaged in the same service and the same state – are too intricately intertwined. Her every action at work comes to his knowledge. There is discussion. And the inevitable disagreement. They are different personalities and different officers. Is it fair that he expects Kalpana to be the officer that he is? As his wife, is she bound to take professional decisions from his perspective?

Feeling judged, snubbed, humiliated, she finally checks him, “Why are you raising your voice at me?” But she remains calm and persistent.

This character is nuanced and deep and the audience witnesses the resolve of this woman police officer become firmer with each passing scene. She is in the becoming, a police officer first, and then a woman. Her authentic self relies on her conviction, not merely on rules and procedures. It also evokes an alternative response to the sexism and misogyny she faces: courage, dedication and moral turpitude.

A Soni and Kalpana in each one of us

There is a Soni and a Kalpana in each one of us, the women in police. From reel to real life, challenges are multifarious. Once we remove our uniform, we are just another woman. As likely to face sexual harassment on the streets and in public transport. As likely as any other woman to be asked for dowry, subjected to domestic violence, to be the primary care givers and the lesser partners in marriage. To be expected to sacrifice career opportunities to make way for our partner’s career progression. And yet, highly likely to be harassed and judged professionally ‘non- serious’ or ‘non-ambitious’ for seeking maternity and childcare leave.

When in uniform, we are more likely to be discussed for our manner of walking, talking, laughing, dressing and marital status, rather than professional competence. We are likely to be complimented as ‘Well done boys!’. We are likely to be interrupted more often in meetings as compared to our male counterparts. Likely to be assessed less competent and considered less suitable for positions with a high level of responsibility and challenge. We are likely to be sexually harassed by superiors and colleagues and to be held responsible for it.

As women in police, do we stand by other women in police? Especially those in so called subordinate positions? Though cutting across hierarchy, we have certain experiences in common. Like Kalpana and Soni.

Taking another example from the film, a woman sub-inspector on duty at a Dial 100 Call Center  is responsible for receiving phone calls from complainants, recording the complaint and transferring it to the officer concerned for action. When faced with unwarranted and undesirable personal questions from a caller, she simply laughs it off. Scoffing, she says, every day one or two such people call. This is normalisation of sexual harassment.

Has there been a strong organisational response to this menace spread across all call centers? Despite civil as well as criminal legislation and evidence available in the form of call recordings, it continues. Leading to the vicious cycle of non-reporting and non-action, perpetuating the culture of silence.

For women in police to perform to their full potential, it would take sustained increase in their strength, meaningful networking within themselves and an institutionalised support system in the current social realities. Then, they will be the women that they are, the police officers that they are. It will allow them to be their authentic selves, agents of change. To achieve. To lead. To serve the people....Keep on Blogging....

(Alankrita Singh is an IPS officer of the Uttar Pradesh cadre. Views expressed are strictly personal and do not reflect the views of the service or the organisation she belongs to)

Source:- thewire.in 

Are all IAS/IPS are corrupt?....Reply to Mr Batman

Mr/Miss Batman:- Hi sir, This query of me is quite straightforward and maybe difficult to answer. You can choose not to answer this. Many IAS and IPS officers earn plethora of black money ranging in several hundred crores but what do they do with this kind of money. Of course they can not flaunt this in public and cannot use it legally so logically what is the reason for this kind of corruptions and taking huge risks and betraying the nation and its people. As they cannot taste this money is it passed over generations? It is also highly unlikely? Please enlighten because I am not able to come over any conclusion. Thanks, Regards by batman.

Manmauji:- Hello Mr/Miss Batman, thanks for your visit on the Blog..Regarding your query, I can only say that you can't generalize and paint every one who is a part of IAS/IPS to be corrupt. There are exceptions in every sphere of life. There are several examples of officers who earned good name and fame by their hard work only. Sometime, it happens that one formed his/her view just on hearsay without any basis of facts and figures. This should be avoided.
        Besides, it is my opinion that the incidence of corruption in the administration are not one sided. Some where common man is also responsible. Now in the age of IT and other advancements, one should be properly informed and educated. If it happens, officers will never dare to ask illegal favours. Educated and informed citizenery will eradicate this menace from our society, I am quite sure about it.....Keep on Blogging.. 

Why so much bias?...Reply to Miss/Mr Anonymous

Anonymous:- One year completed but sstill there is no reply or response from mr manmoji..no help no guidance and nothing..now i completed ma graduation n waited for response..this is bias bcoz others are getting response.

Manmauji:- Hello Miss/Mr Anonymous,thanks for your visit on the Blog.. I am extremely sorry for not updating the Blog for long due to paucity [Lethargy more accurately] of time or change in some priority. It will be great if you can specify your queries to answer on..Keep on Blogging...

One year completed but sstill there is no reply or response from mr manmoji..no help no guidance and nothing..now i completed ma graduation n waited for response..this is bias bcoz others are getting response..

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One year completed but sstill there is no reply or response from mr manmoji..no help no guidance and nothing..now i completed ma graduation n waited for response..this is bias bcoz others are getting response..

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“(Un)Equal Pay for Equal Work” - An IAS (Un)Fundamental Right !!!....must read by all Group A officers..

The Union Public Service Commission (UPSC) conducts the elite Civil Services Examination (CSE) every year to recruit officers for around 18 Group ‘A’ Services and some Group ‘B’ Services.  The CSE is a common examination for recruitment to the following Group ‘A’ Services:

1)      Indian Administrative Service (IAS)

2)      Indian Police Service (IPS)

3)      Indian Foreign Service (IFS)

4)      Indian Revenue Service (Income Tax) – (IRS-IT)

5)      Indian Revenue Service (Customs & Central Excise) – (IRS-C&CE)

6)      Indian Audit & Accounts Service (IAAS)

7)      Indian Railway Traffic Service (IRTS)

8)      Indian Railway Accounts Service (IRAS)

9)      Indian Railway Personnel Service (IRPS)

10)  Indian Defence Estates Service (IDES)

11)  Indian Defence Accounts Service (IDAS)

12)  Indian Ordnance Factories Service (IOFS)

13)  Indian Postal Service (IPoS)

14)  Indian P&T Accounts & Finance Service (IPTAFS)

15)  Indian Civil Accounts Service (ICAS)

16)  Indian Information Service (IIS)

17)  Indian Trade Service (ITS)

18)  Indian Corporate Law Service (ICLS)

All the officers recruited through the Civil Services Examination undergo long training for around two years  in various training organizations and go on to occupy important leadership positions in their respective Departments under the Government of India or under the Government of a State or a Union Territory.  The Civil Services Examination prescribes similar eligibility conditions and similar educational qualifications for recruitment to all the above mentioned Services.  The successful candidates in the CSE are allotted various Services from among the above mentioned list based one’s rank in the merit list and preference for Services expressed by the candidates in their application forms.  All the candidates appearing in the CSE will have to give their preferences for the Services mentioned above in their application form itself.  So a candidate will have the option to choose any one Service over the other in his application form but the allotment is done based on the availability of vacancies in a particular Service and one’s rank in the CSE final merit list.

Remuneration:

            Once recruited through the Civil Services Examination, all the successful candidates are placed in the Junior Time Scale (JTS) grade of pay.  All the candidates will be on probation for 2 years, after which they will be confirmed in Service subject to fulfillment of eligibility criteria.  These officers are promoted at regular intervals subject to fulfillment of the eligibility criteria prescribed by the respective Recruitment Rules of various Services.  The various pay scales of these civil servants as they grow in the ladder of hierarchy are given below:

S.No.	Grade	Pay Scale	Eligibility (Minimum Qualifying Service)	Equivalent Post in Government of India
1	Junior Time Scale (JTS)	Rs. 15,600 - 39,100 and Grade pay of Rs. 5,400	--	--
2	Senior Time Scale (STS)	Rs. 15,600 - 39,100 and Grade pay of Rs. 6,600	4 years	Under Secretary
3	Junior Administrative Grade (JAG)	Rs. 15,600 - 39,100 and Grade pay of Rs. 7,600	9 years	Deputy Secretary
4	Non-functional Selection Grade in Junior Administrative Grade (NFSG)	Rs. 37,400 - 67,000 and Grade pay of Rs. 8,700	14 years	Director
5	Senior Administrative Grade (SAG)	Rs. 37,400 - 67,000 and Grade pay of Rs. 10,000	16-18 years	Joint Secretary
6	Higher Administrative Grade (HAG)	Rs. 67,000 – annual increment @ 3% - 79,000	25 years	Additional Secretary
7	Apex Scale	Rs. 80,000 (fixed)	30 years	Secretary

All these civil servants are given an annual increment of 3% over their basic pay on the 1^st of July of every year.  In addition to their basic pay, all these civil servants are given a Dearness Allowance (DA) to mitigate the impact of inflation.  The DA is calculated as a percentage of the basic pay.

(Un)equal Pay for Equal Work:

            Article 14 of the Constitution of India provides for the ‘Fundamental Right to Equality’ to all the citizens of India.  The principle ‘Equal Pay for Equal Work’ is embodied in Article 39(d) of the Constitution of India.  This very basic principle is being violated blatantly when it comes to the salaries paid to the civil servants recruited by the common Civil Services Examination.  The IAS and IFS are accorded an edge over all the other Services by being given two additional increments @ 3% each over their basic pay at three grades i.e. Senior Time Scale (STS), Junior Administrative Grade (JAG) & Non Functional Selection Grade (NFSG) despite all these Services being recruited by the same common examination with similar eligibility conditions and educational qualifications.  The Dearness Allowance (DA), given as percentage of basic salary, will further increase the gap between the IAS/IFS and other Services.  The Transport Allowance and other Allowances are calculated as a percentage of basic salary or basic salary + DA.  So it’s anybody’s guess as to what will be the difference in salaries being paid to an IAS/IFS officer and other officers belonging to other Services like IPS, IRS, etc. as a result of two additional increments being granted to IAS/IFS at three levels.  In absolute terms, these two additional increments at three levels will lead to a difference of around Rs.4,000-5,000 per month in salary between IAS/IFS and other Civil Services after 4 years of service, which increases to Rs.15,000–16,000 per month by 14^th year and Rs.18,000-20,000 per month by 17^th year of service. Let us analyze the reasons for such a discriminatory arrangement in the pay structure of various Civil Services in India.  

As with every other discriminatory policy/practice being followed or perpetrated in India, this discrimination in pay scales among various Civil Services has its roots in the erstwhile British colonial administration.  The Indian Civil Service (ICS) was an elite cadre of officers comprising of predominantly the British nationals or Europeans that occupied every top administrative post/position during the British era in India.  After India attained independence this ICS was abolished and was replaced by the Indian Administrative Service (IAS).  Initially the IAS used to occupy all important positions in the Government of India and used to head all the Departments including that of the law and order.  As the administration of various Government functions became increasingly specialized, specialist Services were created to man the various specialized Departments and head them. The Indian Revenue Service, various Accounts Services, various Railway Services, etc. were created one by one to take on the specialized functions of the Government.  Between 1947 and 1950, a combined competitive examination was held once a year for recruitment to the IAS, IFS, IPS and non-technical Central Civil Services. The exam consisted of three compulsory papers (General English, Essay & General Knowledge) and three optional subjects (only two optional subjects for IPS).  However, since 1951, two additional optional subjects of the Master’s degree standard were prescribed for the IAS & IFS.  So, since 1951 there used be three categories of Civil Services recruited through the same Civil Services Examination but having different levels of standards as follows:

S.No.	Category	Papers in Civil Services Examination
1	Category I Services (IAS & IFS)	5 optional subjects & 3 compulsory subjects
2	Category II Services (IPS & Police Service Class II of Union Territories)	2 optional subjects & 3 compulsory subjects
3	Category III Services (Central Services Class I and II)	3 optional subjects & 3 compulsory subjects

So, the candidates selected for IAS & IFS are of higher merit than those selected for IPS & and other Central Services as they have to take and clear two additional optional subjects of the Master’s degree standard.  So, the IAS & IFS were given a higher salary than the IPS & other Central Services.  However, the scenario changed post the Kothari Committee recommendations of 1976.  Based on the recommendations of the Kothari Committee, recruitment to IAS, IFS, IPS & other Central Civil Services was being made through a common unified Civil Services Examination to avoid any hierarchy among various Services since 1979.  However, the edge enjoyed by the IAS/IFS over the other Services in respect of salaries is being continued even after 1979 citing one or the other reason.

            The issue of parity between the IAS/IFS and other Group ‘A’ Central Civil Services in terms of pay scales and career progression cropped up quite a number of times before the various committees and commissions appointed by the Government of India.  The IAS-dominated Central Pay Commissions have recommended continuation of this edge enjoyed by the IAS/IFS over the other Services on some pretext or the other.  The argument put forward by the 6^th Central Pay Commission is reproduced below:

“3.2.7     The edge of IAS in pay scales is limited to Senior Time Scale, Junior Administrative Grade and Non-Functional Selection Grade. Other All India Services and Central Services have been demanding parity with IAS. This demand was projected before the various Central Pay Commissions constituted earlier but the edge has continued. The Fifth CPC recorded that no persuasive reason existed to do away with this edge. The position has not changed since then. The role of IAS is still very important in the overall scheme of governance. They have an important coordinating, multi-functional and integrating role in the administrative framework with wide experience of working across various levels in diverse areas in Government. They hold important field level posts at the district level and at the cutting edge at the start of their careers with critical decision making and crisis management responsibilities. The leadership function, the strategic, coordinating and integrative role at this level requires the best talent available. The existing position would, therefore, need to be maintained. It will ensure that IAS officers near the beginning of their career are given slightly higher remuneration vis-à-vis other services and act as an incentive for the brightest candidates to enter this service. This is essential as the initial postings of IAS officers are generally to small places, they face frequent transfers and the pulls and pressures they have to stand upto early in their career are much more intense. The slight edge in the initial stages of their career would, to an extent, neutralize these problems.  The Commission, accordingly, is of view that the existing edge for IAS in the three grades viz. Senior Time Scale, Junior Administrative Grade and Non-Functional Selection Grade needs to be retained.”

The various arguments put forward by the votaries for an edge for IAS/IFS over other Civil Services in respect of pay scales can be broadly summarized as follows:

1. IAS officers are the best talent available among the candidates selected through the Civil Services Examination.

2. IAS officers are initially posted to small places, face frequent transfers and are subject to intense pulls and pressures.

Let us now analyze whether these arguments pass the test of scrutiny.  It is often misunderstood that IAS is the first choice of every candidate appearing in the Civil Services Examination and that all those who are allotted IAS are the toppers in the Exam.  The Service Allocation Lists for the Civil Services Examinations-2005 to 2012 are available on the website of the Department of Personnel and Training. Analysis of the same revealed startling myth busting facts. The results of this analysis are summarized below:

S.No.	Civil Services Exam Year	Rank of last candidate who was allotted IAS	Number of Candidates in the Merit List above the last IAS who opted or were allotted other Services
1	2005	417	327
2	2006	471	379
3	2007	628	517
4	2008	728	605
5	2009	866	733
6	2010	915	729
7	2011	802	602
8	2012	846	666

Since the above analysis includes all the candidates including those covered by constitutionally mandated protective discrimination (SCs, STs, OBCs & PH candidates), an analysis of the Services allotted under the General Category was done. The results are as follows:

S.No.	Civil Services Exam Year	Rank of last candidate who was allotted IAS under General Category	Number of Candidates in the Merit List above the last IAS under General Category who opted & were allotted other Services
1	2005	56	6
2	2006	50	2
3	2007	78	8
4	2008	81	8
5	2009	70	3
6	2010	83	4
7	2011	97	4
8	2012	110	9

The above two tables clearly indicate that around 70-80% of the total selected candidates in the Civil Services Examination in any year are allotted a Service other than IAS even though they were ahead in the merit list than the last candidate who was allotted IAS.  Therefore, it is clearly evident that all those candidates who are allotted IAS in the Civil Services Examination merit list are neither the toppers of that year’s exam nor the brightest of the candidates selected in that year. In fact, the recommendations of the Kothari Committee for a unified combined examination was implemented from the 1979 Civil Services Examination with a view to avoid any hierarchy among the different Services.  So, the contention that IAS officers are the best talent available among the candidates selected through the Civil Services Examination is a myth perpetrated by the IAS lobby to gain an unfair advantage over the other sister Civil Services in the country.

            After the foundation and departmental trainings which may extend to a period of around 2 years, all the candidates selected through the Civil Services Examination are posted in their respective departments.  The All-India Services (IAS & IPS) officers are allotted to a particular state cadre and are posted in that state/cadre.  The Central Civil Services officers are posted in their respective central government departments.  The 6^th Central Pay Commission justified a higher pay for IAS by citing their initial postings to small places, frequent transfers and intense pulls and pressures.  This justification in itself is highly self contradictory.  Initial postings of IPS and Indian Forest Service (IFS) officers are also to small places.  The pulls and pressures on IPS officers are much more than on the IAS officers.  The frequent transfers are seen more in the case of IPS than in the IAS.  IPS officers are at the forefront of combating terrorism and naxalism, which are the biggest security threats the country is facing.  IPS officers are working overtime to ensure that public order is maintained across the country.  The majority of the Central Civil Services officers belonging to Services like IRS(IT), IRS(C&CE), IDAS, IDES, IRTS and the Indian Forest Service officers are posted in the moffussil towns during their initial years of service. Some of them are posted in the remotest areas of the country like Jammu & Kashmir, North-East, Andaman & Nicobar Islands, Lakshadweep, border areas, etc.  Most often than not these Central Service officers work in highly inaccessible areas with deplorable and inhuman conditions, which is never the case with the IAS.  An IAS officer is provided with all the facilities like a bungalow, car, maids, abundant office staff, security and subsidized power & water even in a very remote place.  The living conditions of the Central Services officers are pathetic even in metros and at fairly senior positions.  The less said the better about the living and working conditions of a newly recruited Central Civil Services officer posted in small places.  The IRS officers posted in the Investigation Directorate face the harshest of the working conditions with significant pulls and pressures without any personal security.  The Customs officers posted in border towns and coastal areas are always on their toes and also face immense pulls and pressures and are provided least or no personal security.  The work pressure on the IRTS officers is comparable only to army officers’ field postings.  It’s a 24x7 job like that of the IPS and IRS officers (in Investigation Directorate).  So, the crux of the matter is that every Service has its pulls and pressures and most of the Civil Services officers are posted in small places in their initial years of service.  If at all a higher pay is to be given on the basis of postings to small places, frequent transfers, pulls and pressures, then IAS will definitely be disqualified and many other Civil Services will have a better right. 

If a higher pay is to be given based on postings to smaller places, frequent transfers and pulls & pressures, can anybody justify as to how an Indian Foreign Service (IFS) officer is qualified. IFS officers are posted in Indian Embassies abroad during their initial years.  They are provided with best of the accommodations, facilities for children education, foreign allowance, etc.  The pulls and pressures to which most of the IFS officers are subjected to are almost negligible and unheard of in most cases.  They are never subjected to frequent transfers.  They are never posted to smaller places.  Then why are the IFS officers being given a salary edge along with IAS?  So, the justification given by the 6^th Central Pay Commission for a higher salary to IAS & IFS over the other Civil Services is unfair, prejudiced, self contradictory and totally discriminatory.  This is a good example of a self perpetuating bureaucracy. This edge for IAS & IFS violates the principle of equity and equability.

What is the real cause of this disparity being perpetuated between the various sister Civil Services?  The Central pay Commissions are traditionally dominated by IAS officers. Non-IAS officers have never been made Members of the Central Pay Commissions. Even if appointed as Members, the non-IAS officers will be outnumbered by the IAS officers.  The recommendations of the Pay Commissions are drafted by the IAS officers who generally occupied posts like Secretary, Additional Secretary/Joint Secretary in the various Pay Commissions.  Once a Pay Commission submits its recommendations, the recommendations are studied by the Cabinet Secretariat (headed by an IAS officer), Department of Personnel and Training (headed by an IAS officer) and finally approved by the Department of Expenditure (headed by an IAS officer). The Union Cabinet gives the final approval based on the recommendations of these IAS officer headed bodies.  Hidden in the reports of every Central Pay Commission are the machinations of the IAS lobby to not only grant themselves the highest remuneration but also establish themselves as a Service superior to and above all other Civil Services and Armed Forces.  There has been a trend to establish the superiority of IAS among all other Civil Services from the First Central Pay Commission to the Fifth Central Pay Commission. The Sixth Central Pay Commission had institutionalized this trend.  Over the years Central Pay Commissions have turned into acrimonious and divisive affairs between the IAS on one side and non-IAS Civil Services and Armed Forces on the other side.  Central Pay Commissions have only formalized the discrimination against non-IAS Civil Services and Armed Forces and perpetuated a colonial practice that favours IAS.

Conclusion:

            Dr. B. R. Ambedkar, in a speech to the Constituent Assembly on 10^th October, 1948, had said ‘’India’s Constitution provides that there shall be an All India Service recruited on an all-India basis with common qualifications, with uniform scale of pay and the members of which alone could be appointed to these strategic posts throughout the Union”. The reports of the Central Pay Commissions have become Bible/Koran/Gita, giving sanctity and rationale to the inequities and injustices of the bureaucratic caste system, which is as damaging as the original caste system to the wellbeing of modern India. Every Service in the country has been created with a purpose and every Service has its role to play.  Some Services look after the statutory functions, some have regulatory functions and the others have commercial functions.  All these functions are undertaken by the various Services on behalf of the various Governments and for the benefit of the people of this country.  All the 60 odd Services functioning in this country are suffixed with the word ‘Service’ and are created to provide service to the people of this country and draw their salaries from the taxes paid by the taxpayers.  Non-IAS officers are de-motivated because of this hegemony of the IAS lobby, which is leading to their low morale and consequent low performance.  No Service is superior or inferior to the other in the administrative set up of this country. No reasoning can justify an edge in pay or conditions to a particular Service over the others.  Higher pay can be given only based on the working conditions but not based on the Service to which an officer belongs.  Officers posted in harsh and tough conditions like in J&K, Leh/Ladakh, North-East, border areas, islands like Andaman & Nicobar, Lakshadweep, etc. or officers placed in difficult and tough postings like anti-terrorist organizations, anti-naxal organizations, investigation, tough intelligence gathering, etc or officers posted in places/offices where there is serious threat to life and limb should be given an additional pay calculated as percentage of basic salary irrespective of the Service to which he/she belongs. By ensuring the superiority of one Service at the cost of all other Services, we only ensure bad governance.  Besides, this disparity amounts to violation of the basic Fundamental Right to Equality embodied in Article 14 and the principle ‘Equal Pay for Equal Work’ guaranteed by Article 39(d) of the Constitution of India.  The fight for parity by the non-IAS officers has less to do with salary but for pride and dignity as they joined service along with IAS officers clearing the same examination and work in equally sensitive and responsible positions. One can only hope that the 7^th Central Pay Commission takes the lead and removes this British era inequality for better and motivated Civil Services. A motivated civil servant is the best instrument to achieve the results desired by the state and the society. Discontentment and lack of motivation will increase bureaucratic apathy and corruption and may trigger a flight of talent to the private sector.  Nobody knows this better than our new but highly experienced and pro-reform Prime Minister.

The writer is an Indian Revenue Service (IRS) officer currently posted as Deputy Director of Income Tax (Investigation) at Hyderabad. The views expressed here are those of the writer and not that of the Government. The writer can be reached at prasantpsirs1@gmail.com.....Keep on blogging...

 

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