The changes in the economic environment within the country and those taking place elsewhere in the world impact upon the expectations of performance and delivery of services which the citizens receive from the State. These have come at a time of rapid innovations in technology, particularly information technology, which now affect virtually every facet of life and activity in the country. Information technology, in turn, has affected the way in which organisations function. It has led to an increasing realisation of the key importance of personnel in an organisation. In fact, with the ever-expanding boundaries of knowledge it has become much more important for personnel in the Government to re-equip and re-skill themselves to be able to perform better and provide an accountable and transparent administration.

    Some of the issues relating to Government, which are of great concern to the public, result from a perception of the State as being impersonal, complex, unresponsive and corrupt. These perceptions have highlighted the need for taking remedial steps. Two such steps being taken relate to the increased attention which the Government is paying to combating corruption. Anti-corruption steps involve preventive vigilance, surveillance, detection and deterrent punitive action. The Prevention of Corruption Act, 1948 was re-enacted, consolidated and effectively strengthened in 1988 to give it more teeth and make it more comprehensive. Among other things, the Act laid down special rules and procedures with regard to the appreciation of evidence and trial. The Supreme Court had, inter-alia, in its judgement in the Veneet Narain & Others Vs. Union of India & Others case has directed that a statutory status be conferred on the Central Vigilance Commission. The Central Government promulgated the Central Vigilance Commission Ordinance, 1998 as well as introduced in Parliament, the Central Vigilance Commission (CVC) Bill, 1999 which, however, lapsed due to the dissolution of the Lok Sabha in April 1999. The CVC Bill, 1999 was re-introduced in the Lok Sabha on December 20, 1999 and has been referred to a Joint Committee of the two Houses of Parliament. The setting up of the CVC as statutory body would be one of the major steps taken in containing and combating corruption.

    Another step being taken is to introduce a Code of Ethics for Central Government employees and to request the State Governments also to consider having a similar Code of Ethics for their employees. This code would be in addition to the Central Civil Services (CCS) (Conduct) Rules, 1964 and corresponding rules applicable to other services. The code proposed would largely be voluntary in character but enforceable under the provisions of the CCS (Conduct) Rules). The Code, inter alia, stipulates that every Government servant should uphold the rule of law in respect of human rights and shall act solely in the public interest when making recommendations or taking action. Further, the Code would recognise the right of the Government servants to give their opinion freely and fearlessly in the course of discharge of their duties. It also lays emphasis on accountability and responsiveness to public besides avoiding conflict of interest in public decisions. The two key concepts which broadly define the obligation of public services are that an employee shall not use public funds for private gain and an employee shall act impartially and not give preferential treatment to any private organisation or individual.

    In order to bring about a change in the mindset and attitudes of officials to withholding information, the Government has decided that a Freedom of Information Bill would be introduced in the next session of Parliament. The Bill is based largely on the recommendations of the H.D. Shourie Working Group on Right to Information which suggested that every citizen should have a statutory right to information. The Bill derives its contents from the basic principle that freedom of information should be the rule and withholding of information should be the exception. It clarifies that all exceptions have to be only in the public interest and are clearly defined in the proposed Bill. Failure to give information under the exemptions clause of the Bill would be appealable. The Bill would apply to all public authorities in India including State Governments, local bodies and autonomous institutions wholly or partially funded by the Government of India or a State Government.

    One of the principal results of the rapidly growing body of knowledge is the need to upgrade the skills and knowledge of employees as well as to reorient their attitudes to make them more responsive to the needs of the public. The guidelines issued for operationlising the National Training Policy, 1996, inter alia, require that all employee should be given suitable training not only at the stage of initial induction into Government services but also in the course of their careers. Organisations throughout the world are increasingly realising that the single most important resource that they have is the calibre and quality of their employees. There is a growing consensus that human resources should not be viewed as a cost but rather as assets and investements are required to enhance the capabilities of this most important resources. Training by itself, of course, is not the only solution for improving performance of an organisation but when combined with other changes in processes and procedures, it can lead to better and improved performance.

    A number of steps have been taken for enhancing the capability for training by an increased emphasis on building trainers’ skills, conducting need-based training, emphasising computer skills and building capacity for managing the training function. A major initiative being taken is to set up a Centre for Public Policy which will run a long-duration programme and also conduct research in areas related to governance. While this Centre would address certain needs of the senior civil services, greater emphasis is being placed on building the capabilities for distance learning so that employees in larger number have the opportunity of upgrading their knowledge and skills.

    These are some of the steps being taken as part of the process of reorienting and reskilling the civil services to improve performance and to be better able to meet the needs of the people. These changes would help in bringing about greater transparency, accountability, improved performance and efficiency in the public services.(PIB)