Motivating Central Govt Employees - Addl Inputs
Below are the key issues, root causes and solutions as identified by you for motivating central government employees to improve delivery and national progress.
Kindly review and share any additional specific inputs you have. We will soob be compiling the same and sharing with key stakeholders so actions can be taken on this front.
Motivating Central Government Employees - Solutions
1. Senior Government Leadership needs to ensure promotion curve for Grade A, Grade B and Grade C Government employees do not have such huge disparity
2. A committee comprising of ministers and representatives from all grades need to be involved in policy around performance management and promotions
3. The most efficient and disciplined employees should be asked for suggestions on how to improve the performance of rest of the employees
4. Honest and efficient employees need to be fast tracked with promotions and incentives
5. They should be given a clean and better working environment
6. Their direct interface with citizens should be reduced by deploying technology
7. While the induction can be on quota basis, the promotions should be strictly on merits
8. Well defined duties and targets should be there in the beginning of year
9. Appraisals should be done strictly based on performance
10. For non/under-performing employees there should be warning/training to improve
11. Bottom- to- top and top- to- bottom flow of ideas in the departments will be useful for more efficiency gain, motivation of the employees and retaining talent
12. There must be career advancement plan for every employee as in the case of IAS cadre
13. Government employees should be given a certain level of authority but at the same time, they must be made accountable for their decisions
14. ‘Not taking a decision’ when required should also me marked again the officers
15. They must be encouraged to innovate within their sphere of work
16. People should be given a mandatory promotion once in at least 10 years
17. The power to transfer should not be available to any Minister
18. The influence of the unions/politicians on Government employees should be reduced
19. Some specialization should be followed rather than administrative personnel being used as jack of all trades.
Motivating Central Govt Employees – Issues/Root Causes
1. Government servants are frightened to take any decision as they fear of Charge sheet or CVC reigning in even for very petty issue
2. Senior officers do not take any decision saying that they would soon retire and they do not want any problems at the time of retirement
3. Junior officers say that they have a long way to go so they don't want any hassle in life
4. Performance appraisals are fixed and not actually based on performance
5. Promotions are based on number of years in service and not performance
6. They are just supposed to follow orders and not be an innovative thinker
7. Their responsibilities and not clearly earmarked
8. They are always asked to work as individuals and not as a team
9. There is no 360 degree performance appraisal of the employees
10. All competent and non-competent employees are eligible for promotions equally which leads to demotivation
11. Group B and C officers in Central Government are not promoted at the same rate as Group A so the ultimate file movers are a demotivated lot.
12. Group A officers have ultimate authority to determine their own promotions and promotions of Group B and C and are therefore biased to drive most benefits to themselves
13. Deserving candidates/employees are stuck many times due to favouritism or corruption in the system
14. Promotions in central government bodies seem to need approval from the ministry even for junior level within the organization
15. In Defence and Central Government people do not receive promotions for 10 to 15 years or longer, though they are good. more
Kindly review and share any additional specific inputs you have. We will soob be compiling the same and sharing with key stakeholders so actions can be taken on this front.
Motivating Central Government Employees - Solutions
1. Senior Government Leadership needs to ensure promotion curve for Grade A, Grade B and Grade C Government employees do not have such huge disparity
2. A committee comprising of ministers and representatives from all grades need to be involved in policy around performance management and promotions
3. The most efficient and disciplined employees should be asked for suggestions on how to improve the performance of rest of the employees
4. Honest and efficient employees need to be fast tracked with promotions and incentives
5. They should be given a clean and better working environment
6. Their direct interface with citizens should be reduced by deploying technology
7. While the induction can be on quota basis, the promotions should be strictly on merits
8. Well defined duties and targets should be there in the beginning of year
9. Appraisals should be done strictly based on performance
10. For non/under-performing employees there should be warning/training to improve
11. Bottom- to- top and top- to- bottom flow of ideas in the departments will be useful for more efficiency gain, motivation of the employees and retaining talent
12. There must be career advancement plan for every employee as in the case of IAS cadre
13. Government employees should be given a certain level of authority but at the same time, they must be made accountable for their decisions
14. ‘Not taking a decision’ when required should also me marked again the officers
15. They must be encouraged to innovate within their sphere of work
16. People should be given a mandatory promotion once in at least 10 years
17. The power to transfer should not be available to any Minister
18. The influence of the unions/politicians on Government employees should be reduced
19. Some specialization should be followed rather than administrative personnel being used as jack of all trades.
Motivating Central Govt Employees – Issues/Root Causes
1. Government servants are frightened to take any decision as they fear of Charge sheet or CVC reigning in even for very petty issue
2. Senior officers do not take any decision saying that they would soon retire and they do not want any problems at the time of retirement
3. Junior officers say that they have a long way to go so they don't want any hassle in life
4. Performance appraisals are fixed and not actually based on performance
5. Promotions are based on number of years in service and not performance
6. They are just supposed to follow orders and not be an innovative thinker
7. Their responsibilities and not clearly earmarked
8. They are always asked to work as individuals and not as a team
9. There is no 360 degree performance appraisal of the employees
10. All competent and non-competent employees are eligible for promotions equally which leads to demotivation
11. Group B and C officers in Central Government are not promoted at the same rate as Group A so the ultimate file movers are a demotivated lot.
12. Group A officers have ultimate authority to determine their own promotions and promotions of Group B and C and are therefore biased to drive most benefits to themselves
13. Deserving candidates/employees are stuck many times due to favouritism or corruption in the system
14. Promotions in central government bodies seem to need approval from the ministry even for junior level within the organization
15. In Defence and Central Government people do not receive promotions for 10 to 15 years or longer, though they are good. more
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1. Guaranteed promotion should be removed at all levels. 2. All employees performance should be monitored at department level , they should have mid term review against the indicator given atleast for group B and above. 3. Salary of group d & C are too high compared to other sectors and the level of their responsibility it should be in par to the skill, knowledge and volume of work done, which isn't the scenario. 4. Employees need to be trained in front ending that is soft skills as well as computer usage, performance after training should be monitored by training cell. 5. There should be incubation centre where employees can voluntarily join to share new ideas to solve certain pressing operational and other issues and employees contributing regularly should be given special recognition for the same. 6. There should be annual reward at every government organization for exemplary contribution, ideas, team spirit reflected in interdepartment coordination. Each reward should be given after judging based on predefined parameters. 7. Non performer should be warned and if continues after that without improvement should be terminated after giving time and support, adequate training to improve. Regards, Amrita Chowdhury more
Jul 12
Focus is always on Govt. employees on Group A,B C but. It seems there are lot of employees in central Govt. and state govts. who do not get any benefit other than fixed salary for years . Has Govt. any plans to look in to their plight to regularise them and give them benefits as inflation is for them also. They also need a good life. Govt. must think and do something for these grass root employees . This will go a long way to improve efficiency in Govt. working. more
Jul 12
It's not like that all govt employees are not working, 20% of them are still working honestly, diligently and hard working. But Govt and senior officials are exploiting them and when it come to promotion seniority gimmick works. So those working also get demotivated. A leader should be there in every department with good administrative skills not like 'kaam chalane waalaa' more
Jul 12
If BJP can implement only one reform, ie all elections MP MLA COUNCILLRS etc. at one time, without worrying for vote bank, this will be biggest service to the country and its people, crores of rupees and valuable time of nation will be saved. Can Modi forgetting personal interest do this great service to the nation more
Jul 10
In India, the Govt. Institutions work like a charity house. The salaries/promotions should be linked to performance. With this system, the employees will get motivated automatically as the best performer will get the maximum salary. The ghost employees (30% approx) and non performers should be weeded out every year as there is no sense in wasting tax payers money for 20-25 years by paying salaries and pensions to the dry wood. In many States/PSUs, the salary/pension out flow is more than 80% of the revenue with the result very little amount is left for development and growth. more
Jul 10
