Proposal Submitted by People for Better Society to the Hon'ble Chief Minister of Kerala
(Originally submitted on 28 September 2021. As no action has been taken and the issue remains highly relevant, the proposal is reproduced for consideration.)
Proposal
Request to constitute a PSC Reforms Committee or establish a Kerala Staff Selection Commission alongside the Kerala Public Service Commission
The Kerala Public Service Commission (PSC) has frequently been the subject of public debate concerning delays in recruitment and the timely appointment of candidates. In a state where industrial growth has not generated sufficient employment opportunities, government service continues to be the most sought-after career option for a large section of the youth. This reality places an enormous responsibility on the PSC to conduct recruitment in an efficient, transparent, and time-bound manner.
Until the educational qualification for Last Grade Service was revised, even postgraduate degree holders applied for these posts, highlighting the intense competition for government employment. Under the existing system, however, applicants often have to wait several years after submitting their applications before examinations are conducted. The publication of rank lists and subsequent appointments take additional years. In many cases, the entire recruitment cycle extends to five years or more.
Such prolonged delays create multiple problems. During this period, new batches of eligible candidates enter the job market, vacancies remain unfilled, departments often fail to report vacancies promptly, and deserving candidates continue to wait indefinitely. While extending the validity of rank lists may appear beneficial to existing candidates, it can simultaneously deprive newly qualified candidates of opportunities.
Limitations of the Present PSC System
The Kerala PSC presently functions through its Head Office, Regional Offices, and District Offices. Earlier, candidates had to visit these offices personally for most services. The PSC Bulletin, reception facilities, online services, and the introduction of One-Time Registration were significant improvements. Similarly, the introduction of a common preliminary examination for posts requiring similar qualifications has been a welcome reform.
Despite these improvements, the overall pace of recruitment remains unsatisfactory. Staff shortage continues to be cited as a major constraint. The administrative structure, inherited over several decades, inevitably results in delays at multiple levels of decision-making. Although e-governance has reduced manual procedures, the existing institutional framework has not undergone corresponding structural reforms. Consequently, the recruitment process continues to suffer from avoidable delays.
Need for Regularising the Recruitment Schedule
At present, the PSC is entrusted with conducting examinations for an enormous number of posts across various departments. Simultaneously, it has to conduct interviews, practical tests, departmental examinations, handle litigation before courts and tribunals, process Right to Information applications, and discharge several statutory responsibilities.
This excessive workload makes it extremely difficult for the Commission to conduct recruitment in a predictable and time-bound manner. The solution lies not merely in increasing staff but in restructuring the recruitment mechanism itself.
A Practical Reform Model
A more practical approach would be to retain within the PSC only those recruitments that require interviews, practical tests, or specialised selection procedures, while creating a Kerala Staff Selection Commission (KSSC) or a subsidiary recruitment institution under the PSC to conduct direct recruitment for posts where written examinations alone are sufficient.
The following reforms are recommended:
Conduct common examinations for posts requiring identical educational qualifications.
Expand the existing common examination model to cover a larger number of government departments.
Introduce an option-based allocation system similar to the UPSC Civil Services Examination, allowing candidates to indicate their preferred departments or services according to their rank.
Fix the validity of rank lists at two years.
Follow a statutory annual recruitment calendar, beginning the process in January and completing examinations, evaluation, publication of rank lists, and appointments within the same calendar year.
Conduct examinations only for vacancies expected during the recruitment year.
Take administrative action against departments that fail to report vacancies accurately and on time.
Establishment of a Kerala Staff Selection Commission
A separate Staff Selection Commission may be entrusted with recruitment to:
Last Grade Service
Posts requiring SSLC as the minimum qualification
Posts requiring Higher Secondary qualification
Degree-level posts where recruitment is based solely on written examinations
District-level appointments may also be brought under this system. Candidates should be allowed to indicate district preferences, ensuring that higher-ranked candidates receive priority in allotment while maintaining fairness to all.
Since these recruitments do not require interviews, the Commission can function efficiently with a lean administrative structure supported by modern digital technology. This would significantly reduce the workload of the PSC while ensuring faster recruitment.
Strengthening the Public Service Commission
Public confidence in the PSC can be enhanced through institutional reforms. Membership of the Commission may preferably be restricted to persons of high professional standing, such as retired officers from the civil services, the judiciary, and government colleges. Such appointments would strengthen the Commission's credibility and public trust.
Similarly, appointing a senior IAS officer as Secretary of the Commission could improve administrative efficiency and coordination.
Experience from Other States
Several Indian states have adopted specialised recruitment agencies to distribute recruitment responsibilities.
For example:
Tamil Nadu has separate recruitment bodies such as the Teachers Recruitment Board, the Medical Services Recruitment Board, and the Uniformed Services Recruitment Board.
Karnataka, Andhra Pradesh, and Telangana have independent Police Recruitment Boards.
Telangana also has a Residential Educational Institutions Recruitment Board.
Compared to these states, the Kerala PSC bears an exceptionally heavy recruitment burden. Establishing a Kerala Staff Selection Commission would substantially reduce this workload.
However, merely creating another institution will not solve the problem. Its recruitment calendar, examination schedule, and appointment process must be prescribed by law so that recruitments are conducted within fixed timelines every year.
Conclusion
The time has come to undertake comprehensive reforms in Kerala's public recruitment system. A modern, predictable, technology-driven recruitment process would benefit candidates, government departments, and the administration alike.
People for Better Society therefore respectfully requests the Government of Kerala to constitute a PSC Reforms Committee to undertake a comprehensive review of the recruitment system or to examine the feasibility of establishing a Kerala Staff Selection Commission or a subsidiary recruitment institution alongside the Kerala Public Service Commission.
Such reforms would significantly reduce delays, improve transparency, enhance public confidence, and ensure timely recruitment to government service.
Respectfully submitted,
Sd/-
V. R. Ajith Kumar
President
People for Better Society (PEBS)
