History of Employee Selection in Nepal
The history of employee selection in Nepal traces back to the year 1973 B.S., when the Rana regime established the "Commandary Book Office" (later known as the Darshan Department) for appointing officials. The 2004 B.S. Interim Constitution had envisioned a "Darakhast Parishad" (Application Council), though it was never implemented.
Following the establishment of democracy, Nepal founded the Public Service Commission (PSC) on Asar 1, 2008 B.S. to ensure that an independent body carried out civil servant appointments. The PSC published its first vacancy for six positions on Bhadra 18, 2008 B.S. Since then, Asar 1 has been observed annually as its foundation day. Marking 75 years of its establishment, the PSC is celebrating its Diamond Jubilee throughout this year.
Constitutional Provisions and Responsibilities
According to Part 23, Articles 242 and 243 of the Constitution of Nepal, the Public Service Commission (PSC) is established to oversee recruitment for civil services. Its primary duty is to select the most qualified candidates from among the applicants.
The Commission is not limited to civil service recruitment alone. It also holds the authority to conduct written examinations for security agencies, other federal government services, and organized institutions. Furthermore, it plays an advisory role in matters related to service conditions.
The Commission must be consulted for matters such as:
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Promotion and disciplinary actions in civil and security services
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Laws governing service conditions
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Appointments lasting more than six months
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Sanctions for federal civil servants
This constitutional mandate has significantly broadened the influence, trust, and accountability of the PSC.
Upholding the Merit-Based System
In Nepal, the PSC has become synonymous with the merit-based system. It serves as the foundation for promoting values of fairness and competence. The merit system, practiced in the UK, advocates selecting the best-suited candidate based on qualifications. The same principle applies in Nepal.
The PSC strictly adheres to the belief that public or government service should be carried out only by the most competent individuals. The system rejects favoritism and prioritizes skills, knowledge, performance, and personal traits.
Despite resource limitations, the PSC has effectively upheld its constitutional responsibilities. Its consistent effort to preserve and promote merit-based recruitment has earned it national trust.
Continuous Improvement and Modernization
To attract competent manpower and meet new challenges in public administration, the PSC continuously reforms its testing methods, curriculum, and examination systems. It is adopting advanced Assessment Center methodologies.
The code of conduct applies to all officials and experts involved in recruitment, and their actions are closely monitored. The use of coded answer sheets ensures anonymity and minimizes bias.
Double evaluation of answer sheets has enhanced result accuracy by reducing individual biases. The adoption of OMR sheets in preliminary and main exams has minimized human error. Evaluation based on objective standards has replaced subjective decision-making.
These efforts have strengthened, made more transparent, and increased trust in the examination system.
Accessible and Transparent Services
The PSC prioritizes digital services to ensure accessibility for candidates and citizens. The online application system has made the process more efficient and transparent.
Applicants from anywhere in Nepal or abroad can apply online. Exam fees can be paid from home or via a bank. This has saved applicants time, effort, and money.
To enhance participation, examination centers have been expanded to rural and remote areas. The PSC's mobile app and website have improved service delivery. Candidates can receive their admit cards, check the approval status, and view results through digital platforms.
Information about selection results is sent through SMS, and interview participants can view their marks online. This digital transformation has made PSC services more user-friendly.
Strategic Planning and Public Confidence
To strengthen its constitutional role, the PSC has implemented strategic plans. Other institutions have adopted its best practices. Provincial Public Service Commissions also follow their core principles.
Due to its impartial operations, the PSC is a trusted institution among Nepali youth. However, there is a need to enhance the appeal of the civil service.
Every year, nearly 500,000 youths apply for government jobs via the PSC. Since it also conducts exams for security agencies and organized institutions, public trust in the Commission and the merit system continues to grow.
Existing Challenges and Limitations
Despite its success, some concerns remain. Oversight functions need to be more effective. Although the Government of Nepal supports the PSC, resources are often insufficient. Some office buildings are dilapidated, and vehicles and equipment are outdated.
Implementation of PSC recommendations on merit-based recruitment is weak in some areas. The PSC believes that merit should be integrated into every dimension of the public sector, not just in recruitment.
Celebrating the Diamond Jubilee
The PSC's journey of 75 years has not been without challenges. Despite various pressures, it has reached its current stature. As it celebrates its Diamond Jubilee, contributions to building trust and credibility are being acknowledged.
Continuous reforms since its inception have institutionalized the merit-based system in Nepal. Persistent efforts and best practices have made the PSC a highly respected institution in the public sector.
Moving Forward
The PSC is committed to making its operations more digital, inclusive, and result-oriented. The support and cooperation of all stakeholders are vital to further strengthening the merit system.
Through innovation, human resource development, and global best practices, the PSC aims to operate at international standards and will continue this endeavor in the future.
