karmayogi

Topic

MISSION KARMAYOGI

CONTEXT

Recently, the Union government has rolled out the long overdue reform of the Indian bureaucracy. Mission Karmayogi’ – the National Programme for Civil Services Capacity Building (NPCSCB)

It is a New National Architecture for Civil Services Capacity Building.

It is also a Comprehensive reform of the capacity building apparatus at individual, institutional and process levels for efficient public service delivery.

A well-functioning civil service helps to foster good policy formulation, effective service delivery, accountability and responsibility in utilizing public resources, which are the characteristics of good governance and also,  play an extremely important role in the administration and implementation, and in taking the country forward towards progress and development. Because of the changing societal needs, civil service reform is a must

The mission has been so designed that it remains entrenched in Indian Culture and sensibilities while drawing learning resources from the best institutions and practices from across the world. 

 

 

 

 

Need For The Mission

  • There is a need to develop domain knowledge besides administrative capacity in the BUREAUCRACY 
  • There is a need to formalize the recruitment process and match the public service to a bureaucrat’s competence, so as to find the right person for the right job.
  • The plan is to begin right at the recruitment level and then invest in building more capacity through the rest of their career.
  • As the Indian economy grows, it will get more complex to govern; the governance capacities will have to be enhanced proportionately which this reform undertakes.
  • The reforms in the Indian bureaucracy is the need of the hour and It is a major reform undertaken in recent years to transform it.

Institutional framework and implementation of the programme

  1. PM led Public Human Resources (HR) Council to approve and monitor Civil Service Capacity Building Plans.
  2. Capacity Building Commission to harmonize training standards, create shared faculty and resources, and have supervisory role over all Central Training Institutions.
  3. Wholly owned Special Purpose Vehicle to own and operate the online learning platform and facilitate world-class learning content market-place.
  4. Coordination Unit headed by the Cabinet Secretary.

The core guiding principles of the Programme will be

  1. Supporting Transition from ‘Rules based’ to ‘Roles based’ HR Management.
  2. To emphasize on ‘on-site learning’ to complement the ‘off-site’ learning,
  3. To create an ecosystem of shared training infrastructure including that of learning materials, institutions and personnel,
  4. To calibrate all Civil Service positions to a Framework of Roles, Activities and Competencies (FRACs) approach and to create and deliver learning content relevant to the identified FRACs in every Government entity.
  5. To make available to all civil servants, an opportunity to continuously build and strengthen their Behavioral, Functional and Domain Competencies in their self-driven and mandated learning paths.
  6. To enable all the Central Ministries and Departments and their Organizations to directly invest their resources towards co-creation and sharing the collaborative and common ecosystem of learning through an annual financial subscription for every employee.
  7. To encourage and partner with the best-in-class learning content creators including public training institutions, universities, start-tips and individual experts,
  8. To undertake data analytics in respect of data emit provided by iGOT- Karmayogi pertaining  to  various  aspects  of capacity  building, content creation, user feedback and mapping of competencies and identify areas for policy reforms.

How will it work?

  • The capacity building programme will be delivered through an Integrated Government Online Training or iGOT-Karmayogi digital platform, with content drawn from global best practices rooted in Indian national ethos.
  • The platform will act as a launchpad for the National Programme for Civil Services Capacity Building (NPCSCB), which will enable a comprehensive reform of the capacity building apparatus at the individual, institutional and process levels.
  • Officers will be evaluated on the basis of the courses they take throughout their career to enhance their skill.
  • An online database will be maintained on what courses they have completed, how did they fare, what areas does their expertise lie in, etc.
  • In case of any future vacancy or if an appointing authority is considering an officer, they can simply see what kind of training the officer has been getting.

iGOT- Karmayogi platform

  • iGOT stands for Integrated Govt. Online training’ (iGOT).
    • It is a portal on the Ministry of HRD’s DIKSHA platform for the purpose of capacity building.
  • iGOT-Karmayogi is a continuous online training platform, which would allow all government servants from assistant secretary to secretary level to undergo continuous training, depending on their domain areas.
  • All kinds of Courses from international universities will be made available on the platform for officers to take.
  • The platform is expected to evolve into a vibrant and world-class market place for content, where carefully curated and vetted digital e-learning material will be made available.
  • Besides capacity building, service matters like confirmation after probation period, deployment, work assignment and notification of vacancies etc. would eventually be integrated with the proposed competency framework.
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Functions of various proposed bodies

  • Capacity Building Commission:
  1. To assist the PM Public Human Resources Council in approving the Annual Capacity Building Plans.
  2. To exercise functional supervision over all Central Training Institutions dealing with civil services capacity building.
  3. To create shared learning resources, including internal and external faculty and resource centers.
  4. To coordinate and supervise the implementation of the Capacity Building Plans with the stakeholder Departments.
  5. To set norms for common mid-career training programs across all civil services.
  • A wholly owned Special Purpose Vehicle (SPV)
  1. It will be set up under Section 8 of the Companies Act, 2013.
  2. It will be a “not-for-profit” company.
  3. It will own and manage iGOT-Karmayogi platform.
    • The SPV will create and operationalize the content, market place and manage key business services ofiGOT-Karmayogi platform, relating to content validation, independent proctored assessments and telemetry data availability.
    • It will own all Intellectual Property Rights on behalf of the Government of India.
  • Public Human Resources Council
  1. It will include select Union Ministers, Chief Ministers, eminent public HR practitioners, thinkers, global thought leaders and Public Service functionaries under the Chairmanship of Hon’ble Prime Minister.
  2. It will serve as the apex body for providing strategic direction to the task of Civil Services Reform and capacity building.

Benefits of the Mission

  • Rule Based to Role Based: The programme will support a transition from rules-based to roles-based HR management, so that work allocations can be done by matching an official’s competencies to the requirements of the post.
  • Domain Training: Apart from domain knowledge training, the scheme will focus on functional and behavioural competencies also. 
    • It will provide an opportunity for civil servants to continuously build and strengthen their Behavioral, Functional and Domain Competencies in their self-driven and mandated learning paths.
  • Uniform Training Standard: It will harmonise training standards across the country, so that there is a common understanding of India’s aspirations and development goals.
  • Vision For New India: Mission Karmayogi is aimed at building a future-ready civil service with the right attitude, skills and knowledge, aligned to the vision of New India.
  • On Site Learning: It will emphasize on ‘on-site learning’ to complement the ‘off-site’ learning.
  • Adoption Of Best Practices: It will encourage and partner with the best-in-class learning content creators including public training institutions, universities, start-tips and individual experts.

Challenges

  • John Maynard Keynes, the economist, once said that “The difficulty lies, not in the new ideas, but in escaping from the old ones.”
  • There is a tendency in the Bureaucracy to resist the change which challenges their status quo.
    • The bureaucracy too must understand the need of domain knowledge and the importance of moving away from generalist to specialist approach.
  • In today’s world the governance is getting technical with each passing day and hence it’s important that the person in authority too should have the requisite skill and experience in that particular area.
  • Thus, there should be a behavioural change in the bureaucracy too and they must embrace the change as a need of the hour and not an attack on their status quo.
  • Moreover, these online courses must not become another opportunity for the officers to go for the sabbatical leaves. 
    • It must be ensured that they are actually attending the courses and participating in it so that the purpose doesn’t get defeated.

 

Conclusion

  • While this is a welcome move, it is also a fact that bureaucratic sloth is only one side of the coin.
  • Equally culpable is the political interference which manifests itself in transfers which must be addressed too.
  • Ashok Khemka, the IAS officer from Haryana, is a living testimony of it who has been transferred 52 times so far in his career.
  • Clearly, the reform process is not going to be easy but this is a good move in the direction.