Dreams are probably the fullest form of ambition and desire, from which unlimited energy flows for life. Dreams are the highest peak of desires, which keep guiding the minds. Dreams are not shared by anyone. People have different dreams. The importance and significance of the dream are probably in the dreamer. However, viewers may also see meaningless and irrelevant romantic tendencies in the seer's dream.
Young people, who have entered the civil service through open competition as branch officers should be asked what is the ambition? Probably, the impulse, dream, and ambition of that young man are a little higher than the height of Mount Everest! As the writer has also crossed that experience and continues to serve in the civil service, he has killed the lofty dream of his then ambitious youth and has become a suitable employee in this system. With few exceptions, the ambition of the youth who have entered every branch officer is bound to be shattered by this system.
A few years later, a young man with a higher ambition than Mount Everest sings a song of despair, sometimes sitting in a corner of Singha Durbar or serving the people in an office in a corner of the country, or sometimes announcing the death of his ambition and dream in a distillery, like a bird soaked in Luthork water. Results! Neither the country can change the norm, nor can that ambitious young man keep his ambition alive.
Poverty, unemployment, underdevelopment, and death of the dream of the youth who entered the service by swearing to make the country! The story is depressing. And any scholar reading this would say, the author's own frustrations! The story does not end there, the story is really long because any unemployed youth from Kirtipur to Ratna Park by car can eat peanuts and be more prudent and knowledgeable than the scholarly staff who are making policy in this important position of Singha Durbar. Time is of the essence. The difference is that time gave someone an opportunity and he got a government job, did not support anyone, is wandering around unemployed.
In the roundabout of questions and answers, let's look at some of the problems and solutions of the civil service as a dialogue. The problem is in our system. That alone is not enough, the question immediately arises, do you see yourself in a system that does not work well? Answer to the questioner: So there was no opportunity to do a good job. No one was motivated to do good. I did not have the strength to arouse that motivation in myself. If no one is rewarded for doing good deeds and no one is punished for doing bad deeds, what can be done by working!
If the answer is not satisfactory, then the question arises - isn't it a matter of responsibility and duty? Answer: Yes, why not, but what should be done if those who should have understood the duty did not understand the duty and those who should have acted responsibly did not realize the responsibility? Then comes the question: if there are laws, take action. Why employees who do not fulfill their duties and do not feel responsible are not punished?
The answer is not easy, but there is a constraint in the answer - the body that takes action has not fulfilled its duties and responsibilities, even if they are not as effective as expected. The interpretation of the law is inherent in power.
The service of the people has never been greater than the pain of a young man who has entered the service with a pledge to dedicate himself to the service of the people. So he not only attends coaching and tuition but also walk around with a book in his hand, demanding Singha Durbar's office under every pretext. Perhaps the country would have changed its mind if the pages of the book he had carried and covered had taught him how to wipe the sweat of the poor people or how to apply ointment on the wounds of the people! How much better it would have been if the answers he had written in the Public Service Commission examination had come to fruition.
But the answers to those books and the Public Service Commission exams are fabricated and fabricated stories were written just to be bosses, which easily confuse people and teach them to write promises that will never be fulfilled in government policy.
Yes! It is important to argue that the government should have facts, figures, professionals, experts, knowledge, and scholars to make policies and programs to constantly study and acquire knowledge. However, the value of the kind of agreement that has been reached in the service flow to acquire that knowledge is much less than the value given by the educated staff. So people are asking, is it a job to serve the people or to study?
To formulate policy, a system should be developed to provide additional education to the expert group based on need. Training programs should be promoted. Every employee has specific abilities and specific weaknesses, so not everyone has the same type of training, in which whatever is lacking, the employee should be trained accordingly.
The pace of development of the country and the need should be studied and the staff should be managed accordingly. Singha Durbar needs less staff in policymaking and more staff in different parts of the implementing country. But the opposite happened to us. Therefore, in the current system, a system should be developed that cannot be promoted without working for two years in four different geographical areas of the country and only the employees can reach the corners of the country and the service flow of the people can be effective.
The compulsion to hide and study in the closed room of Singha Durbar disappears. In the case of the promotion batch system, there is usually no discrimination between employees who enter the service at the same time. Performance appraisal should be based on objectivity and indicators and a system should be developed to give a score based on the progress of the work. It should also be organized based on information technology.
The question may arise - are all people of equal ability and batch promotion? What happens when employees of specific abilities are given special promotions from the examination system? Not everyone agrees with this answer, but the answer is simple - the specific ability of a person cannot be measured by the existing examination system alone, and the state has not been able to get positive results of specific nature from the experience so far.
With few exceptions, the ambition of the youth who have entered every branch officer is bound to be shattered by this system. Results! Neither the country can change, nor can that ambitious young man keep his ambition alive.
Employees are a mechanism, it is impersonal, it is a system of expressing the thinking of the government, so employees do not have to be specific. Instead, at the time of entering the service, a person who has the ability to express the thoughts of the government should be selected and admitted to the service through the examination system. After that, the employees will be trained and employed as per the need. They should generally be treated as employees of equal capacity and provided equal opportunities on the same basis.
Impressions are gained in a fluid, global, diffused way. Employees with weak morale do not seem to be motivated to work. There is a tendency to weed. Leaves work He does not try to take responsibility and is working in the attitude of 'when is the work of the government?'
In the case of Nepal, the level of service delivery and policy-making of employees who are promoted quickly through the examination system does not seem to be much better than the level of employees who are promoted through the seniority system. Due to the competitive examination system of the employees within the service, the morale of those who failed in the competition has dropped. The loser mentality can never give a positive result. The existing curriculum does not seem to be of a nature to identify special abilities.
Therefore, the competitive examination system of existing employees in the existing service has become an important reason to create discrimination among the employees, demoralize them and weaken the service flow, as the current curriculum and system should be used to 'make public service flow effective'. Asking questions.
Except for this view of the author, many branch officers who have not written the Deputy Secretary's examination even once and have been holding the Joint Secretary's syllabus since the day after passing the Deputy Secretary's examination Yes, because every branch officer who enters the service through open competition has a big illusion that he will become a deputy secretary through a competitive examination. But once or twice his own friends pass him by and he feels like a failure, and he starts to get disgusted with this system, his morale weakens.
Even friends who have passed the Deputy Secretary in their youth are in a hurry to set a record, so what they criticize this issue cannot be considered otherwise. Other employees may not seem to disagree with this idea, but it does not mean that there are no strengths and weaknesses in competitive examinations. My argument is that in terms of service delivery and staff morale, there are more weaknesses in the competitive system and more strengths of batch promotion.
Most of Nepal's policy-making places are staffed by people who only read books, are not immersed in the people, and have gone abroad to study, which makes Nepal's policies realistic and incapable of realizing the people's sorrows and joys. To formulate a policy that suits Nepali society and soil, one should read books of great foreign theories in foreign universities and become active in the service of the Nepali people.
It is necessary to dismantle the feudal thinking and thinking that everything will happen after the post is over, people will not have to work, the people in the post will know everything, they will not have to share their views with the governor. Today's need is to develop moral values, professional values, democratic values, and human values in the employees by realizing public service values.
Attempts are being made to legislate based on various facts and bases so that employees can remain in service till the age of 60, but to keep the civil service attractive, a mechanism capable of working on behalf of the people, it is necessary to maintain 30 years in service.
Due to the existing open competitive system, the youths have reached the posts of Deputy Secretary and Joint Secretary. This is a positive thing, but it is having a big impact on the existing promotion system, which can create problems in the care system of many employees and lead the employees to more frustration, so it is necessary to find a policy solution.
Based on the Indian system, the term of office should be one year for the post of Chief Secretary and three years for the post of Secretary. The maximum working period of 10 years should be made in the post of joint secretary and if he cannot be promoted to the post of secretary during that time, he should be given honorary secretary post and given leave. The service entry point should be kept only in the position of buyer and branch officer. The existing levels are few and far between.
Not lazy, lazy, and traditional civil service, training, morale, motivated civil service is today's need, which can be committed to serving the people. The people do not have a positive attitude as soon as they are called civil servants. Similarly, the development of negative attitudes among the people is due to the existing feudal thinking, lack of accountability to the people, insensitivity to the people's grief, and lack of positive response. Therefore, the employees should be sent to the doorsteps of the people by breaking their love for Singha Durbar. Only that will increase the current system of governance, trust in the people, and self-esteem and satisfaction of the employees.
