From Controversy to Credibility
By Bijoy A. Sangma
The Meghalaya Public Service Commission (MPSC) created history on January 17, 2025, by announcing the Meghalaya Civil Services (MCS) results in record time – just three months after the Mains Examination. This remarkable achievement is a big leap from the previous norm, where results often took six months to a year.
While celebrating this accomplishment, it is befitting to reflect on its path forward amidst controversies in the news recently surrounded by allegations from various groups that have raised questions about its fairness, transparency, efficiency. The issues range from nepotism to delayed recruitment processes. To mention a few, the Khasi Students Union had suggested 20 points to bring about fair and transparent recruitment in MPSC. Rajya Sabha member W R Kharlukhi had urged an independent inquiry into the allegations of irregularities. The Voice of the People Party had proposed a series of measures to overhaul MPSC.
In response to the concerns, on November 2024, the government formed a Committee with senior bureaucrats of the state to revamp MPSC with a task to study and recommend reforms to overhaul the controversy-ridden MPSC. This move signals a concerted effort to address the challenges faced and provide a fresh approach to ensure fair and efficient recruitment.
As a crucial institution in the state, responsible for ensuring the merit-based selection of candidates for civil services and other government positions, it is essential that MPSC addresses these concerns effectively to restore public trust and credibility.
Key issues raised as reported in the media that have emerged in recent discussions are:
1. Allegations of Nepotism and Bias: It is alleged that the recruitment process is not always merit-based and that connections, rather than qualifications, sometimes determine selection. Such allegations undermine public confidence in the Commission and discourage deserving candidates from participating in the recruitment process.
2. Lack of Transparency and Information Access: Candidates have complained about the Commission’s reluctance to disclose important information, including selection criteria, results, and updates on recruitment timelines. Commission was also criticized for its failure to respond adequately to Right to Information (RTI) requests, raising further doubts about its commitment to transparency.
3. Delays in Recruitment: Delays in the examination process, result declarations, and final recruitment decisions have been other issues raised. The lack of clear timelines for conducting examinations and releasing results has led to frustration among applicants. These delays not only create uncertainty but also hinder timely employment opportunities for qualified individuals.
4. Political Interference: It is alleged that political pressure sometimes influences the recruitment process, leading to compromised decisions and favouritism. This not only harms the credibility of the Commission but also violates the principle of an independent, unbiased recruitment system.
5. Inadequate Representation in the Selection Panel: GHADC member Rinaldo Sangma wrote to MPSC asking it to withhold further interviews after a Garo member in the Commission completed his term and no replacement was made. According to him, for equal representation of all major communities the inclusion of a representative from the Garo community is vital for ensuring that the unique perspectives and challenges faced by the Garo candidates are appropriately understood and considered during the screening. Such issues can result in an uneven playing field, where candidates from under-represented groups may feel the evaluations are biased.
Recognizing Progress Amidst Challenges
Despite these issues, it is crucial to recognize the strides made by MPSC in recent years. It has implemented few reforms to streamline its recruitment processes and rebuild public confidence, as highlighted in reports from credible sources. An evaluation of its key achievements reveals the following:
1. Digital Processes: To streamline recruitment and reduce delays, MPSC has been working towards digitalizing its processes. The introduction of online application systems has made it more convenient for candidates to apply for various positions. This move aims to enhance efficiency and reduce the time taken for processing applications.
2. Transparency Initiatives: In response to allegations of nepotism and lack of transparency, MPSC has initiated measures to strengthen its internal mechanisms. The Commission has been working on establishing guidelines and criteria for recruitment, which are made available to the public.
3. Addressing Recruitment Delays: Recognizing the frustration caused by delays in recruitment processes, MPSC has been focusing on adhering to timelines up to some extent. The Commission has been implementing measures to ensure that examinations are conducted as per schedule and results are declared within the stipulated time frame. This commitment to timely recruitment is aimed at restoring public confidence in the Commission’s efficiency.
4. Public Engagement: Regular updates regarding recruitment processes, examination schedules, and results are being communicated through official channels.
These initiatives reflect MPSC’s willingness to reforming its processes and addressing the concerns raised by the public.
The Way Forward – Scaling Up to Excellence
Despite notable achievements, challenges persist and threaten the effectiveness of MPSC, which need to be addressed. To emerge as a model public service commission in the country, MPSC must implement bold reforms and innovative strategies:
1. Insulation from Political Influence : Ensuring the independence of MPSC is crucial for fair recruitment. Steps need to be taken to insulate the Commission from political interference. One way to achieve this is by implementing strict regulations that protect the autonomy of the Commission and prevent politicians from influencing its decisions.
2. Strengthen Governance Frameworks: Establishing independent oversight committees to monitor and audit recruitment processes and ensure that it remains free from political influence. This will ensure fairness and accountability.
3. Set Performance Benchmarks: MPSC’s recent achievement in promptly delivering the MCS result offers a glimpse of its potential. Efforts need to be made to set benchmark so that the candidates do not experience prolonged waiting periods for exams and results, impacting career opportunities. To mitigate delays, a clear timeline for each stage of the recruitment cycle needs to be established with measurable goals and feedback mechanisms resulting in greater accountability.
4. Embrace Technology: One of the most impactful ways to address transparency issues is through the adoption of digital tools. Integrating Artificial Intelligence (AI) for application processing, monitoring and evaluation can enhance transparency and accuracy.
5. Digital Recruitment Processes: The digitalization of the entire recruitment process, from registration to application submission to examination and final result declaration, can significantly reduce human error, delay, and manipulation.
6. Upgrade Infrastructure: Investing in modern facilities and increasing workforce capacity will help MPSC handle its workload more effectively. This includes establishing and enhancing the regional centres in the state.
7. Promote Inclusivity: To address concerns about bias as alleged and ensure that concerned communities are fairly represented, MPSC member vacancy should be promptly filled-in whenever vacancy arises. Ensuring adequate representation in recruitment panel will address the concerns of bias in the selection processes.
8. Candidate Support Services: Launching a dedicated user-friendly mobile application and online platforms to facilitate seamless interaction with candidates, provide access to resources, and streamline application procedures.
9. Invest in Human Capital Development: Ensuring that MPSC staff and panel members are well-trained in ethical recruitment practices, technology, and impartial decision-making is essential for maintaining high standards of service. Workshops and training on modern recruitment practices will ensure alignment with best practices in recruitment and governance.
10. Collaborative Partnerships: Recruitment processes can be improved by collaborating with educational institutions, professional bodies, and experts in various fields to ensure that its selection criteria are in line with industry standards. Such partnerships can bring fresh perspectives and insights into evolving trends and help update recruitment strategies.
11. Independent Grievance Redressal System: A functional grievance redressal system is essential to address concerns about fairness and transparency. This system should be easily accessible, and candidates should have the option to track the status of their grievances online. Ensuring the accountability of the Commission in addressing complaints will help rebuild public confidence.
12. Adopt Merit-Based Evaluation System: To counter the allegations of nepotism and favouritism, a more stringent merit-based evaluation system can be adopted. This system should ensure that candidates are assessed purely based on their qualifications and performance, rather than connections or personal influences. The use of technology to anonymize candidate data during the evaluation process can help minimize human bias and promote fairness.
13. Public Consultation and Feedback Mechanisms: To improve accountability and responsiveness, regular forums for public consultation can be introduced soliciting input, where candidates and other stakeholders can voice their concerns, thus enabling continuous improvement and responsiveness to stakeholders’ needs.
14. Celebrate Achievements: Publicizing MPSC’s successes and reforms can inspire confidence and attract talented candidates to public service.
Potential Risks of Multiple Recruitment Boards
Another linked issue which sparked debate is the Meghalaya government’s initiative to establish multiple recruitment boards, thereby diminishing the authority of MPSC. While the rapid recruitment by the departmental recruitment boards addressed immediate needs, concerns have been raised about the long-term implications of bypassing established procedures, including potential compromises in candidate quality and adherence to merit-based selection. The focus should be on making MPSC stronger, not weaker.
Rising to the Challenge
The MPSC stands at a critical juncture where its achievements can serve as a foundation for transformative progress. While the issues facing MPSC are indeed serious, they are not insurmountable. A focused approach on transparency, efficiency, and inclusivity and addressing existing gaps with innovative strategies and a commitment to excellence will not only enhance its reputation, credibility and restore public trust, but also ensure that Meghalaya’s governance machinery is driven by the best and brightest talents. MPSC has the potential to become a benchmark for public service commissions across India. The time to act decisively is now!
(The author is Former Executive Director of the BMS World Mission, United Kingdom, Former National Executive Director of Haggai Institute of Advanced Leadership, and Former Asst. Programme Coordinator of North East Region Community Resources Management Project, a Lawyer and a PhD Scholar in Management studies.)