Dr Ahmed Shahroz
Francis Bacon was a renowned philosopher, statesman, and essayist of the 16th and 17th centuries. He wrote several essays on various topics, including “Of Great Place”, which deals with the advantages and disadvantages of holding high societal positions. In this essay, Bacon argues that men in great places are thrice servants: of the state, of fame, and of relations. He says that they have no freedom, neither in their persons, nor in their actions, nor in their times. He also says they must endure many pains, indignities, and dangers to rise and maintain their status. He criticizes the ambition and vanity of such men, who seek power over others but lose control over themselves. He advises them to use their power for good purposes, to imitate the best examples, and to be content with their merit and conscience.
Bacon’s essay can also be applied to the contemporary context of Pakistan, where the civil service is one of the most coveted and influential institutions in the country. The civil service consists of various occupational groups that are responsible for administering the affairs of the state at the federal and provincial levels. The Pakistan Administrative Service (PAS), formerly known as the District Management Group (DMG), is the most elite and powerful group among them. There are other federal groups such as PSP, PAAS, OMG, IRS, Customs, FSP and other Federal Services. Then, there are provincial services PMS and others working in the provinces. They are then posted to various ministries, departments and districts across Pakistan, where they perform various functions such as revenue collection, law and order maintenance, development planning, policy formulation, tax collection and public service delivery.
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However, the civil service in Pakistan is also plagued by many problems and shortcomings that hamper its efficiency, effectiveness, and accountability. Apart from administrative shortcomings, there are issues of cultural values. Unfortunately, there is a rising culture of administrative hypocrisy: This refers to the gap between the stated values and principles of the civil service and its actual practices and behaviours. The civil service claims to uphold the ideals of meritocracy, impartiality, integrity, professionalism, and public service orientation but often fails to do so in reality. Personal interests, political affiliations, nepotism, favouritism, corruption, and external pressures influence many civil servants to adopt hypocritical behaviours. They need to perform their duties honestly, diligently, and competently. They do not respect citizens’ or even colleagues’ rights and conditions. They do not adhere to the rules and regulations that govern their conduct. They do not take responsibility for their actions or face any consequences for their failures or wrongdoings.
The civil service in Pakistan is largely based on the colonial legacy of the British Indian Civil Service (ICS), which was designed to serve the interests of an imperial power rather than a democratic nation. The civil service has not undergone any major structural or procedural reforms since independence in 1947. It still follows outdated rules and methods that are rigid, hierarchical, centralized, and bureaucratic. The civil service is overstaffed, underpaid, poorly trained, and poorly motivated. It lacks innovation, creativity, flexibility, and responsiveness. It is resistant to change and reform. It is unable to cope with the complex and dynamic challenges of the modern world.
The civil service in Pakistan is supposed to be independent of political influence or pressure. However, this is often not the case in practice. The civil service is frequently subjected to political interference from various sources such as elected representatives, executive authorities, judicial bodies, institutions, religious groups, media outlets, and civil society organizations. These sources try to influence or manipulate the civil service for their own agendas or interests. They interfere with the recruitment, posting, transfer, promotion, and discipline of civil servants. They interfere with the policy-making, implementation, and evaluation processes. They interfere with the allocation, utilization, and accountability of public resources. They interfere with the delivery, quality, and accessibility of public services.
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These problems have profound implications for the governance, development, and stability of Pakistan. They erode public trust and confidence in the civil service. They undermine democratic norms and values. They hamper economic growth and social welfare. They create opportunities for corruption, mismanagement, and maladministration. They foster discontent, frustration, and resentment among the citizens. They weaken the state’s capacity and legitimacy to address the internal and external threats and challenges.
Therefore, it is imperative to tackle these problems and reform the civil service in Pakistan. Then, the fundamental principle to reform the culture of civil services is to strengthen meritocracy: This means ensuring that the civil service is based on merit rather than any other criteria. The recruitment, posting, transfer, promotion, and discipline of civil servants should be done on the basis of their qualifications, skills, performance, and potential. The FPSC, PPSC and training institutions like those of CSA and others should be made more autonomous, transparent, and accountable in conducting the examinations and training for the civil service. The civil service should be diversified and representative of the different regions, ethnicities, genders, and backgrounds of Pakistan. The civil service should be provided with adequate salaries, incentives, and benefits to attract and retain the best talent.
Furthermore, improving professionalism in civil services is crucial: This means enhancing the competence, efficiency, and effectiveness of the civil service. The civil service should be updated and modernized to meet the changing needs and expectations of the society. The civil service should adopt new technologies, tools, and techniques to improve its performance and productivity. The civil service should be trained and skilled in various fields and disciplines relevant to their functions and responsibilities. The civil service should be encouraged and supported to pursue higher education and professional development opportunities. The civil service should be evaluated and monitored regularly and objectively to ensure quality and accountability. Promoting integrity among civil servants is essential. This means ensuring that the civil service is honest, ethical, and loyal to the state and the people. The civil service should follow a code of conduct that defines and regulates their behaviour and actions. The civil service should be free from any conflict of interest or undue influence from any source. The civil service should be transparent and accountable in their decisions and actions. The civil service should be subject to effective oversight and scrutiny from various institutions such as the parliament, the judiciary, the auditor general, the ombudsman, the anti-corruption agencies, and the media. The civil service should be responsive and respectful to the citizens and their rights and needs.
Furthermore, reducing political interference in the civil services is significant. This means ensuring that the civil service is independent of political influence or pressure. The civil service should be protected from any arbitrary or unlawful interference from any source. The civil service should be empowered to perform their duties without fear or favour. The civil service should be consulted and involved in the policy-making, implementation, and evaluation processes. The civil service should be able to voice their opinions and concerns without any reprisal or retaliation. The civil service should be able to cooperate and coordinate with other stakeholders, such as elected representatives, executive authorities, judicial bodies, military institutions, religious groups, media outlets, and civil society organizations, in a constructive and respectful manner.
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These recommendations are not exhaustive or definitive but rather indicative and suggestive of some possible ways to tackle administrative hypocrisy in public offices in Pakistan. They require political will, public support, institutional capacity, and social consensus to be implemented effectively and sustainably. They also require constant review, revision, and adaptation to suit the changing circumstances and realities of Pakistan. They are aimed at transforming the civil service into a leaner, more effective, and more accountable institution that can serve the state and the people better.
