With all that has been said on the Reservation Policy debate, as a concerned citizen, I have to express one more viewpoint on the matter. And that is on the nature of the Roster System. The Honourable High Court has directed to implement a Roster according to the spirit of the Reservation Policy. The point of the Roster is to properly implement the Reservation Policy. Subsequently, the MDA government has hoisted upon the state the point- based Roster System which allows for a compensatory implementation of the Reservation Policy and which also disregards the provisions therein, of which we are all aware by now. My contention with the point- based Roster system is not only that it has allowed for a compensatory implementation of the Reservation Policy but even if implemented prospectively, there are deficiencies in the proper implementation of the Reservation policy.
I believe that a point- based Roster is unnecessary or even deficient to implement the Reservation Policy as per the Resolution dated January 12, 1972. In short, the way in which the point- based Roster works is that it will be reset after all the points are filled, whether it be 100 points, 60 points, 40 points, 20 points, 10 points. Thus, the cycle will only be completed after all the points are filled, and then reset from point 1. Whereas, it may be argued that the Reservation Policy allows for a maximum two years or three years cycle, because the backlog vacancies can only be carried forward for one year, and possibly two years in the case of an under-represented community getting less than 0.5 share in the posts in a particular cadre in a particular year.
Therefore, it seems to me that the best system which will be in accordance with the Resolution dated January 12, 972, is a Post- based Roster, where the number of points in the Roster is equal to the number of posts in a particular cadre. It is clear that Reservation applies to the posts in a cadre, and not just to the vacancy itself. So, a point- based Roster cycle will not be able to take into account the category of the posts that become vacant due to retirement, resignation or promotion, since it is following the points cycle for all vacancies. A Post- based Roster will maintain the provisions of the Reservation policy properly, even for posts that become available due to retirement, resignation or promotion, by filling them with their respective categories.
Moreover, a Post-based Roster will also be able to account for concessions to be made for an under-represented community where the share in the posts of a cadre in a particular year is less than 0.5. Lastly, a Post-based Roster will also be able to take into account the provision that deficiency in eligible candidates may not be carried forward for more than one year, by adjusting the posts for a maximum of two years.
Even if the Roster is implemented prospectively, and even if the Reservation Policy is reviewed as demanded by the VPP, it seems to me that the people of the state should not accept a Point- based Roster, as it will create more problems and deficiencies and will not be in accordance with the spirit and provisions of the Reservation policy.
Kitdor H. Blah,
When Operation Neptune Spear was launched in May 2011 to nab the world’s most wanted man, the single clue was embedded in a courier. Human intelligence(HUMINT) is starting to become a thing of the past with technology and the flurry of reports indicating the Garo National Liberation Army(GNLA) which wants to raise its ugly head has put back the question whether Operation Hillstorm was a success or a failure? What happened to the efforts laid down by the uniformed personnel working in tandem with civil society leading up to the demise of Sohan Shira. Add to the porous border, drug trafficking networks and lack of job opportunities this will give a chance for elements who will languish to find the bullet in bringing justice to their demands. Along with dialogue and a clear rehabilitation process of the militants, the effort is to intensify intelligence on guerrillas’ human resources, firepower and plans. Starting civic-action programs to bring in the confidence among the populace coupled with a small law enforcement footprint. ‘The Kaoboys of R&AW’ by B. Raman explains the external arm being weak in intelligence collection to analysis and it is strong in managing a crisis not preventing it.
NEPA: What sort of walk-in interview is this?
I along with a friend attended a walk in Interview in the North Eastern Police Academy (NEPA), Umsaw, Meghalaya on May 18, 2023. On my way to the Academy, I thought that the said interview would proceed in a smooth, strict and disciplined manner. However, on reaching the venue the reality is far from what I had imagined. We saw more than a thousand candidates both male and female line-up for document verification. We joined the queue for the same, but we noticed that the staff managing the Interview were very few in number in comparison with the huge number of candidates. A verification process which should take only a few hours instead continued till 2:30 pm (from 10:00 AM) and was abruptly stopped.
This had disappointed many candidates including us as a result of which half or more left the Academy without even attending the said Interview. Therefore, I request the authorities of NEPA to depute sufficient number of staff before conducting such walk- in interviews and also to make sure that all arrangements are made systematically without disappointing and wasting the candidate’s precious time and energy in the future.
Phrang J Khongwir,