Aptitude And Foundational Values For Civil Services.docx 5x5r32

Aptitude and foundational values for Civil Services An aptitude is a constituent of a capability to perform certain task at a certain level, which can also be considered “talent”. Aptitudes may be physical or mental. Aptitude is not knowledge, understanding, learned or acquired abilities (skills) or attitude. The innate nature of aptitude is in contrast to achievement, which signifies knowledge or ability that is expanded. Aptitude is considered as natural capability for doing a particular work or solving a particular problem or facing a particular problem or facing a particular situation. Also to be very specific one requires a different skill for law and order, for investigation of a case or for working in an intelligence agency. Though to some extent skill is inherent, but it can be learned and upgraded through training and capacity building. At the written examination stage, it is a fact that applicants do not have working experience, yet they are expected to take decisions and justify them. Experience can be successfully gained through discussing good number of case studies.

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Following are some values which forms the basis of civil service ethics: 1. Impartiality 2. Objectivity 3. Reliability of istrative operations 4. Openness 5. The service principle 6. Responsibility The changes in management and its operating environment have shaped also new values, such as efficacy and result-orientation. These values usually relate to the operations of agencies and they are defined separately for each agency.

Civil Service Values The statutory basis for the management of the Civil Service is set out in Part 1 of the Constitutional Reform and Governance Act 2010.

The Civil Service is an essential part of the government. It s the government of the day in developing and implementing its policies, and in delivering public services. Civil servants are able to ministers, who in turn are able to Parliament. As a civil servant, candidates are selected on merit, on the basis of fair and open competition and are expected to carry out your role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.

Integrity Integrity is the fundamental moral concept in civil services. It is an important basis of ethical behaviour and ethical competency. It is associated with the value of being honest and maintain strong moral principles. Integrity includes financial integrity, professional integrity and intellectual integrity. Ethics and integrity are closely related. An ethical person having strong moral values is bound to be a man of integrity. Those people who have experience of working in the government know that integrity is evaluated every year through their Annual Performance Report. The assessment takes place on the basis of decisions/performance of the individual Civil Servants throughout the year. In conducting interview for testing personality of the candidates, the board carefully observes the approach of the answer of individual candidate while assessing their integrity. In written examination, the examiner will obviously look into moral stand of the candidates especially on issues and conflicts faced by them while dealing with various glitches. The notion of integrity has to do with perceived steadiness of actions, values, methods, measures, principles, expectations and outcome. When used as a virtue term, "integrity" denotes to a quality of a person’s character. Some professionals visualize integrity as the quality of having a sense of honesty and truthfulness in regard to the motivations for one’s actions. Persons of integrity do not just act consistently with their endorsements, they stand for something. They stand up for their best judgement within a community of people trying to discover what in life is worth doing. Other observers emphasize the idea of integrity as personal honesty: acting according to one’s beliefs and values at all times. When discussing about integrity, it can emphasize the “wholeness† or “intactness” of a moral stance or attitude. Some of the wholeness may also emphasize commitment and authenticity. With reference to ability, integrity serves as a measure of willingness to adjust value system to maintain or improve its consistency when an expected result appears incongruent with observed outcome. Many scholars consider integrity as a virtue in that they see ability and moral responsibility as necessary tools for maintaining such consistency. Halfon (1989) offers a different way to explain integrity in of moral purpose. Halfon designates integrity in of a person’s dedication to the pursuit of a moral life and their intellectual responsibility in seeking to understand the demands of such life. For an individual, his values and culture which determine personal integrity. Personal integrity is about demonstrating ability for personal actions, conducting personal relationship and activities fairly and honestly. For an individual, it is professional duty and obligation which determine his professional integrity. This means conducting professional relationship and activities fairly, honestly, legally, and in conformance with the professional code of ethics. Institutional integrity is a

broader concept which is determined by the mission and vision statements of an organisation. The process which it follow: the code of conduct for its employees and the results of the procedure followed. Thus Institutional integrity is the about fostering the ethical behaviour throughout an institutions through personal example, management practices and ethical training (Santosh Ajmera, 2015). Basically integrity approach empowers an individual to make value judgement about right or wrong. It is a value driven instead of rule driven. One has to learn how to deal with challenges and dilemmas. Integrity

Model

Training, ethical education, leadership, incentives and ethical decision making models, theories, are techniques which help in the integrity approach to decision making (Santosh Ajmera, 2015).

Impartiality and Non-partisanship Impartiality is a norm of justice holding that decisions should be based on objective standards, instead of on the basis of bias, prejudice, or preferring the advantage to one person over another for unsuitable reasons. Impartiality is acting solely according to the merits of the case and serving equally well governments of different political persuasions. Impartiality means that civil bureaucrats in carrying out their official work, including functions like procurement, recruitment, delivery of services etc., should take decisions based on merit alone. Impartiality implies that the behaviour of, and treatment by a bureaucrat to any individual or entity has to be exclusively on the basis of merit. An has to take numerous major decisions such as recruitment, procurement and allotment. To make such decisions effective and efficient, there has to be absolute impartiality. Impartiality is the eminence of a person where one is impartial while allocating any goods or services among several people or selecting a person from a set of people based on certain set of abilities.

In Impartiality, candidates must: Perform his responsibilities in a way that is fair, just and equitable and reflects the Civil Service commitment to equality and diversity They must not act in a way that unjustifiably favours or discriminates against particular individuals or interests. In political Impartiality, person must: Serve the government, whatever its political persuasion, to the best of his ability in a way which maintains political impartiality and is in line with the requirements of this code, no matter what your own political beliefs are. Act in a way which deserves and retains the confidence of ministers, while at the same time ensuring that you will be able to establish the same relationship with those whom you may be required to serve in some future government. Comply with any restrictions that have been laid down on your political actions. Candidates must not act in a way that is determined by party political considerations, or use official resources for party political purposes and allow their personal political views to determine any advice they give or their actions (Reddy, et, al., 2015).

Non Partisanship Non-partisanship is not being precisely owned or allied with any group, party or cause. Nonpartisanship can be called political neutrality. Non-partisanship infers that the officer is to do his task without any fear of, or favour to any political party. The values of the will flow from the constitution not from the philosophy of any political party. Non-partisanship is the process of not involving any political party even if the person has strong faith in any political thought.

Importance of these Two Values In egalitarianism, well-organized civil service must have set of values that differentiates it from other occupations. Integrity, dedication to public service, impartiality, political neutrality, anonymity and non-partisanship are promises of an effective civil service. The public has a right to expect the civil service functions honestly, impartially and efficiently. Impartiality empowers the to fill the gaps of trust deficit between the subjects and the Government. Impartiality provides lawfulness to the behaviour of and makes it more effective. Major task of s is to adopt a partial (non-neutral in true sense) approach towards serving the poor and underprivileged, over and above personal gain and conferred interests. Nonpartisanship strengthens the democratic procedures and institutions along with maintaining the integrity of the service. The s are always with continuous interface with the politicians, therefore it is necessary to detach themselves from any political dogma and do his duty sincerely. It does not matter which party is in power. Significance of non-partisanship can be appreciated by considering a situation in which this virtue is absent. If the is motivated to any political party, there would always be a group that would remain alienated from the government services as

they would have voted for losing party. It strongly fascinates other prerequisites of moral istration like clearness and trustworthiness.

Objectivity Objectivity is founding advice and decisions on rigorous analysis of the evidence. It entails that a truth remains true universally, independently of human thought or approaches. It is established that objective decisions are not impacted by personal feelings or opinions in considering and representing facts. Taking an objective approach to an issue means having due regard for the known valid evidence (relevant facts, logical implications and viewpoints and human purposes) pertaining to that issue. If significant valid evidence is denied or counterfeit, an objective approach is incredible. An objective approach is particularly important in science, and in decision-making processes which affect large numbers of people (e.g. politics, beurocracy). In some circumstances, an objective approach is unmanageable because people will naturally take a biased, self-interested approach. That is, they will select out those views and facts which agree with their own. To maintain objectivity in public services, candidates must: o

Provide information and advice, including advice to ministers, on the basis of the evidence, and accurately present the options and facts.

o

Take decisions on the merits of the case.

o

Take due of expert and professional advice.

Candidates

must

not:

Disregard inconvenient facts or relevant considerations when providing advice or making decisions. Frustrate the implementation of strategies once decisions are taken by declining to take, or abstaining from, action which flows from those decisions. Therefore objectivity means consideration of convenient and in convenient facts, taking decision based on merits of the case in the matters related to: o

Public istration.

o

Policy implementation.

o

Policy formulation.

o

Awarding contracts.

o

Making recommendation for awards and benefits.

In brief, objectivity entails implementation of policy in letter and spirit without any personal bias (Reddy, et, al., 2015).

Dedication Dedication is the eminence of people to be devoted or loyal to a duty or purpose, thought or action. Dedication is vital personality trait of an individual. In organizational framework, faithful employees work towards achieving the organizational goals. Dedication will carry person through a lack of motivation. It is his ability to continue acting when motivation is lacking. Dedication will drive to certain task rapidly. There are some occupation in which employees dedicate their lives to public service even sacrificing their personal life and comfort.

Empathy, Tolerance and Comion towards the weaker sections A public service officials must possess all the three traits depending on situation. Public servants are meant to serve and this requires developing a humanistic attitude. These traits guarantee that the public servants act sympathetically and interpret the rules so as to advance public interest.

Empathy Empathy is described as understanding what others are feeling. Empathy is the capability to understand or feel what another person is experiencing from within the other person’s frame of reference. In general term, empathy is about being able to accurately hear out and understand the opinions, feelings and concern of other people in society. Positive psychology explain empathy as the quality of feeling and understanding another person’s situation in present moment, their perspective, emotions and action and communicating this to the person. Barker (2003) defined empathy as "the act of perceiving, understanding, experiencing, and responding to the emotional state and ideas of another person". Empathy is emotional intelligence competency. Among many competency, empathy falls in social awareness competency. This skill reflects person’s ability to connect with others and to relate them which is necessary skill in building and managing healthy relationships. Without the ability to understand what other is going through relationship remains superficial and without the depth and richness that occurs when candidates share an emotional connection the opportunity to work for the person in an effective manner is lost (Reddy, et, al., 2015). Importance of empathy: Empathy is considered as important in any social and organizational setting. Empathy is the ability to recognise, understand, and share the feelings of other people. It’s an invaluable trait for managers, since it enables them to look at things from their employees’ perspective. Empathetic officers are required in current scenario of istration targeted towards inclusive growth. Power of empathy: Empathy may be used to understand negative emotions of other person such as cause of aggression. Empathy makes officer noble and commendable to the people being led. Sacrifice and solidarity for the greater good are easier for people when their leader shows empathy for their struggles. Followers need someone they can identify with, but more importantly someone who understands their pain.

For public servant, there are various level of empathetic situations. It starts from understanding the content and promoting an environment and a culture of respect and service (Reddy, et, al., 2015).

·

Level 1: Understands unspoken contents

Demonstrates active listening skills ( such as asking probing questions , not interrupting) · Recognises body language, facial expression and/or tone of voice to understand the unspoken message. · Recognises unexpressed or poorly expressed thoughts, concerns and feelings. · Picks up signals when others are not feeling comfortable and displays considerations · ·

Level 2: Has concerns for others

Open to diversity of opinion. Understands both what is being said by a person and underlying reasons for the emotional state of the person. · Understands and appreciates other’s concerns and feelings · Probes to understand people’s issues, unspoken thoughts and feelings. · Displays openness to diversity of opinion and adapts behaviour to be helpful and considerate. · · · · ·

Makes inferences that go beyond the explicitly expressed content and emotion. Identifies a unique characteristic or the strengths of the other person. Is sensitive to underlying the problems, and why people act or behave the way they do. Demonstrates empathy by correctly understanding reactions or emotions of others. Builds trust by demonstrating respect for other’s point of view.

·

Level 4: Acts as a Role model

Displays an in-depth understanding of the ongoing reasons for a person’s behaviour and response. · Understands the longer term reasons for behaviour · Makes a balanced assessment of a person’s strengths and weaknesses based on a deeper understanding of the individual. · Demonstrates an astute understanding of others’ view by asking the right questions at the right time.

Level 5: Creates and promotes an environment of respect

· ·

Creates a culture of mutual trust and respect. Encourages others to read deeper into others’ emotions by providing practical tips.

·

Creates the systems promoting empathy.

Tolerance Tolerance is a great feature of civil servants. Tolerance comprises of allowing people to exercise their rights, religious or constitutional. Tolerance teaches us to exercise restraint in sensitive matters. Tolerance is defined as a fair and objective outlook towards those whose lifestyle differs from person. It refers to the skills person need to live together peaceably. It is established in reports that the term tolerance means the willingness to accept or to tolerate, especially opinions or behaviour people may not agree with, or to behave sensibly with those who are not like them. It means showing respect for the race, gender, opinions, religion and ideologies of other people or groups, and to ire the good qualities and good work of others. And to express one’s point of view in a decent and respectful way while respecting the sentiments of others. In times of peace, people have a chance to thrive socially, economically and emotionally. Tolerance creates a society in which people can feel valued and respected, and in which there is room for every person, each with their own ideas, thoughts and dreams. Due to these reasons, most of the experts believe that tolerance is important as it is an indispensable aspect of a healthy, liveable society. Actually, it is the only way in which a country as diverse as India (politically, religiously, economically) can function and use each and every difference to make its people thrive rather than suffer. In the age of globalization, individuals come from different backgrounds, cultures and religions and work together, and where the world has become multicultural and full of diversity, establishing tolerance and harmony has become very crucial and important, and fostering mutual love and affection has become vital. Without tolerance and harmony, the lasting peace of societies cannot be maintained, and loyalty for each other cannot be established. Tolerance does not imply that only one person exhibit tolerance and the others do not. When some people disagree on particular issue they must and express their opinion in a courteous manner, and they should not use hateful and provocative words. Tolerance must be revealed from both sides on issues, in order for it to be effective (Reddy, et, al., 2015). Tolerance can be revealed in numerous ways, on different instances and at different times. A person might fully disagree with others on any issue, from religion to politics, while at the same time honouring and respecting those with different ideas and opinions and treating them with full selfrespect and honour.

Comion Comion is a feeling of empathy towards another person. It is the emotion that people feel in response to the suffering of others which in turn motivates a desire to help. Comion is a process of connecting by identifying another process. This identification with others through comion can lead to increased enthusiasm to do something in an effort to relieve the distress of other. Comion is regarded as having an emotional aspect to it though when based on cerebral notion such as fairness, justice, interdependence, it may be considered rational in nature and its application

understood as an activity based on sound judgement. There is also an aspect of comion which regards a quantitative dimension such as individual’s comion is often given a property of depth, vigour or ion (Reddy, et, al., 2015). This term is often confused with empathy. Comion has added element of comprising a desire to alleviate or reduce the suffering of others. Emotional



in

distress

It can be recognized that above core values good government and guarantee the accomplishment of the highest possible standards in all that the Civil Service does. This in turn helps the Civil Service to gain and maintain the respect of ministers, Parliament, the public and its clienteles.

Attitude vs Aptitude: What’s the difference?

Attitude

Aptitude



It is your positive/negative feeling towards a person, object, event, idea, environment.

Associated with character





Attitude determines How people arrive at correct judgment, how they’ll perform a given task?



Latin Word “Aptus” meaning



Innate, inborn potential. But nurtured.

Associated with competence.



e.g. If an officer has negative attitude towards minorities, he may delay ing their scholarship files.

It determines whether Perso task?

Examples of attitudes

Examples of aptitude



Confidence



Quantitative aptitude



Cautious



Verbal aptitude



tolerant



Reasoning aptitude



pessimism



Finger dexterity



responsible



Visual memory

Both physical and mental. E.g.  



Only mental. Surviving terminal disease depends on your attitude towards life rather than ‘aptitude’ in physical training.



To become an officer in defe physical and mental aptitude.



Aptitude of hand and eye co



In India, most people pickup ‘aptitude’ for it or not?



They choose a profession b



So, they make a living from

Most Engineers, pharmacist an

A Civil servant must have 3 aptitude



1.

Intellectual aptitude.

2.

Emotional aptitude.

3.

Moral aptitude.

Aptitude vs skill, ability & Interest

Ability



Things you can do. e.g. “I can do addition, subtraction, division and multiplication”.



Ability + Practice = Skill.

Skill



All of us can drive. But we’re not skilled drivers like Michael Schumacher.



Same way you’ve basic “ability” to do 4 fundamental operations of mathematics- if you pr Data interpretation portion of the CAT exam.



Later, if you teach multiple batches, you’ll become a “skilled trainer/faculty” for CAT coach



Thus, skill is the proficiency you gained with repeated activity.



Things you can do in future, if you were trained.



Clearing UPSC with high rank certifies that you’ve “aptitude” to be an IAS.



Later you’re trained at LBSNAA and at District so you gain new skills and abilities to perfo



Time + Effort = Learning => Learning helps gaining aptitude for new things.

Aptitude

Intelligence

Aptitude is not same as intelligence. Two people with same intelligence quotation (IQ), may have and another novelist.

Interest

Things you’ll do without your skill/aptitude. E.g. every teenager is interested to become Sachin, S simultaneously all three.)

Baswan committee

ANOTHER COMMITTEE WHOSE RECOMMENDATIONS WILL BE MOSTLY IGNORED JUST LIKE ITS PREDECESSORS

Over the years, government has setup many committees to reform UPSC examination process so that candidates with right ‘aptitude‘ can be selected. Latest is, DoPT’s committee under B S Baswan (Ex-IAS) to revisit patten of UPSC civil service examination. It’ll look into following: 1.

For IAS, IPS and other jobs, each requires separate set of skills, so… a.

Whether to make changes in the present exam pattern?

b.

Whether to have separate papers for IAS/IPS candidates?

c.

How to ensure inclusiveness in the selection process I.e. candidates from different academic disciplines and different walks of life are selected?

2.

How to use ICT technology to reduce the time for completing one cycle of UPSC exam?

3.

Update the eligibility criteria for UPSC candidates- age and attempt limit?

4.

Review the eligibility of toppers re-appearing in the exam to improve their rank (I.e. IAS/IFS can’t re-appear without reg from job, should same rule be applied to toppers allotted in other jobs?)

Sidenote: Earlier, same Baswan chaired a Committee to look at the requirement of IAS officers over a longer timeframe- mostly pertaining to the vacancies in various statecadres.

Civil service values  

Values are the standards on which, we evaluate things. For every situation we don’t have time to ‘test’ the case on ethics theories such as utilitarianism.



Values provide time saving short-cut in such situation.



For example, “political neutrality” is one value of civil service.



Question: Should an IAS officer participate in a political rally?



To answer this question, we need not waste time in testing the premise on utilitarianism or refined egoism theory.



we know that political neutrality is desirable value, therefore it’ll be wrong for an IAS to participate in a political rally. End of discussion.



Thus, Value means a set of standards, on basis of which, we’ll judge things.



Values have hierarchy. For Gandhi highest value was truth >> then non-violence.



For a judge, value hierarchy should be Justice >> then mercy.

Value orientation

examples

End (goal) oriented

socio-economic-political justice.

Means (process) oriented

Empathy, impartiality, integrity, discipline etc.

Why do we need foundational values? 

Under New public management (NPM), the concept of public services is fast changing.



Bureaucrat has become directly able to citizen-customer. He has to respond to moral universe of the citizens.



He has discretionary powers, therefore he must be provided with guiding principles to prevent abuse of power.



The foundational values provide these guiding principles. ( otherwise, he’ll have to test every primse on ethics theories- time consuming process. Values will help him take shortcut to arrive at right decision)



Various committees have recommended foundational values for civil services. The two big names are (1) Nolan committee (2) second ARC: “ethics in governance” report.

Nolan committee (UK-1996) Listed seven foundational values 1.

Leadership

2.

Honesty

3.

selflessness

4.

Openness

5.

ability

6.

Integrity

7.

objectivity



We’ll not go into details of Nolan because they’re self-explanatory.



We didn’t we copy Nolan report recommendations for India and instead setup our own istrative reform commissions. WHY?



Because Weberian model considered bureaucracy uniform. But in ethics, the value system is culture specific. Hence it’ll be unwise to adopt western model directly.



Selflessness: we hardly require this, because we’re a collective society.

Let’s focus on 2nd ARC report. 2nd ARC: “Ethics in Governance” Their ‘bottom line’ is- prepare code of ethics and code of conduct for various departments. We’ll discuss that during the lecture on probity and corruption. 2nd ARC reports can be ed free of cost from (http://arc.gov.in). For the moment let’s only focus on list of values that mentioned in the UPSC GS4 Syllabus topic number 4 viz.

1.

Integrity, objectivity

2.

Dedication to public service.

3.

Empathy, tolerance, Comion towards the weaker section

4.

Impartiality, non-partisanship

Value#1: Integrity vs. honesty and probity In of broadness: Probity << Honesty << Integrity (highest and most comprehensive.) Probity

lack of corruption- just financial propriety.

Honesty

you should be truthful to your actions, thoughts and behavior. Doing your duty faithfully.

Integrity



if you’re a person of integrity, you’ll not do the duties your conscience doesn’t agree with. E. protestors. Honest policeman will obey the order. Policeman of integrity, will refuse to fire.



In integrity, you’re not blindly following duties. Only if your conscience permits, you’ll do it.

1.

Value system should match with your behavior. Your C-A-B component should be consistent. Often in India, we believe in one thing, but do something else e.g. Corruption- all believe that it’s bad, yet all indulge in it. All religions favor abstinence, yet we do them with guilt, yet we won’t change our behavior.

2.

Your value system should be internally consistent: you believe in capitalism and you’re ing new land ordinance, then there is conflict. Because capitalism rests in free market, consent and private property. But in land ordinance the consent portion is diluted in land acquisition.

3.

Often people have 2 set of moralities: one for themselves, second set for the others. E.g. Hygiene- we’d keep our homes clean but not public places. All religions says women are to be respected. Youngsters would respect their mothers and sisters, yet indulge in eveteasing. Such person is always in a state of guilt or cognitive dissonance.

4.

Value system in itself should be rational: There can be a value system that matches with your conduct, and it is internally consistent, but it may not be rational. E.g. Creationism.

5.

Example of rational value system: utilitarianism, middle-path.

Integrity @Intellectual, Professional and Org. Level



“False attribution error”:- if you succeed, you’d say you worked hard. If someon / external factors.



That shows lack of intellectual integrity, because you’re not evaluating everythi



Same happens during prejudice.

Intellectual Integrity

Professional integrity

for Doctors, pharmacists, chartered ants etc. It is enforced by their regulatory

Organizational integrity

e.g. Facebook’s value “connecting people.”

How to inculcate integrity? 

Through Training.



Through Institutional structure: laws, rules, regulation- with carrots and sticks approach.



2nd ARC recommends setting up code of ethics for all departments of the government. It’ll have broad principle- that all participants have to follow and its reports will be given and evaluated by the HoD.



E.g. Speaker will monitor how many times parliament was disrupted, a committee will moniter it and report will be published.



But it’ll not have any penal provision. It’s just to create public / social / peer pressure.



Integrity testing: select random sample (officer) and try to bribe him. This is not same as CBI/ACB raid, they want to flush out corrupt people. But integrity testing is done to establish honesty. CBI raid is done once in a while, but integrity testing done more frequently. (as in New York police department. Hence deterrent value high because all officers afraid they’ll be subjected to it.)



If young recruit’s first posting is made under honest officer, then he’s more like to remain honest for the rest of his life because of mentoring by a good role model.

Value#2: Objectivity 

It is the opposite of subjectivity. You must not make decision on your values, emotions.



Policy based / rule based decisions are examples of objective decision because you’re doing them as per the prescribed policy/rule.

Objectivity is most crucial in following process 

Selection/recruitment/posting/transfer/promotion.



Selection of right agency for contract/tendering.



Selection for Bharat Ratna, Pa-awards etc.



Daily istrative work.

How to inculcate objectivity? 

Again- Training



Critical thinking: 013: ASI began gold hunting in Unnao district of Uttar Pradesh, on order of a union minister who believed a ‘baba’. They showed lack of critical thinking by blindly following dictates of higher authority.



Right to review decisions: within judicial / istrative procedure, there should be mechanism for appellate board e.g. in taxation, land acquisition etc.



Right to be heard: often officers don’t hear the complaint or opinion of people properly and just do the things that are in their mind. Hence new schemes should have ‘social audit / public hearing’ components.



Information management: if you don’t have hardcore information /statistics, you can’t take objective decisions. e.g. sustainable development goals (SDG) have 17 goals and 169 targets. Previously in Millennium development goals (MDG), we had 18 indicators, yet we lacked proper statistical databases to compare performance. Lack of data, prevents us from finding the faults and fixing them.



Transparency: e.g. right to information act. Bureaucrat will think twice before taking subjective/discretionary decisions, fearing that he’ll have to answer it if someone files an RTI.

Value#3: Dedication to public service Mostly bol-bachchan topic, so not much point writing about this value 

If you’re a judge, what is the main interest of public from your organization? Ans. Justice.



So “justice” has to be your primary interest and you must show perseverance in ensuring justice all the time.



You must then stop other things from interfering e.g. “Mercy.” if judge gives lenient punishment to a convict, because of his poor socio-economic background, then he has deviated from public service of delivering “justice”.

An aptitude is a component of a competency to do a certain kind of work at a certain level, which can also be considered “talent”. Aptitudes may be physical or mental. Aptitude is not knowledge, understanding, learned or acquired abilities (skills) or attitude. The innate nature of aptitude is in contrast to achievement, which represents knowledge or ability that is gained.

Your attitude, not your aptitude, will determine your altitude. The winner’s edge is not in a gifted birth, a high IQ, or in talent. The winner’s edge is all in the attitude, not aptitude. Attitude is the criterion for success. People often assume that the same approach will work for everyone, that the same habits will work for everyone, and that everyone has the same aptitude and appetite for forming habits, but from my observation, that’s not true. Some values which forms the basis of civil service ethics are the following: 

independence



impartiality



objectivity



reliability of istrative operations



openness



the service principle



responsibility

The changes in istration and its operating environment have created also new values, such as effectiveness and result-orientation, which complement the above list. These values generally relate to the operations of agencies and they are defined separately for each agency. The realisation of the above-mentioned values is ensured by provisions and judicial practice. In addition to provisions and instructions, values are conveyed to new civil servants through the actions of superiors and colleagues. The aim should be that the training of civil servants also deals with ethical questions. The clarity of norms, ethical instructions: Every civil servant should know what is expected of him. Factors promoting awareness include the clarity of norms, information on them and knowledge of their practical application. The special features of the status of civil servants are not self-evident

especially to new civil servants irrespective of whether they are young people just entering working life or people who have worked for a long time outside State istration. Therefore the central employer and personnel policy unit and every organisation has to take responsibility for increasing awareness. An individual civil servant will be faced with situations in which the correct code of conduct or practice is not clear in advance. There might be no detailed regulation or ethical guidelines. In the opinion of the Working Group, the necessity of an ethical instruction based on values and starting from the duties of one’s own organisation should be evaluated in connection with the value process. On the one hand, the instruction would clarify the realisation of the aims which are central for the agency. In addition, it could make the contents of good governance tangible in the activities of an individual agency. The agencies could also develop a solution to ethical problems so that civil servants are provided an opportunity for ethical consultation in individual problem situations. Open discussion within the working community promotes the realisation of good objectives. Civil service code should also consist 

personnel management grievances



disagreements about the merits of policy



disagreements about management decisions

Attributes of a Good 1.

Willingness to assume responsibility.

2.

A steadily enlarging ability to deal with more

3.

A strong bent toward action.

4.

A good listener.

5.

Effective with people.

6.

Capacity to build his own strength by building the competence of his organization.

7.

Capacity to use his institutional resources.

8.

Avoiding using power or authority for their own

9.

Welcoming reports of troublesome things.

10.

A good team-worker.

11.

A good initiator.

The first ARC recommended the creation of a separate Department of Personnel to be entrusted with the responsibility for 

Formulation of personnel policies for the Central and All-India Services, and inspection and review of their implementation.



Talent-hunting, development of personnel for senior management and processing of appointments for senior posts.



Manpower planning, training and career development, research in personnel istration.

 



Discipline and welfare of staff and machinery for redressal of their grievances. Liaison with the Union Public Service Commission, State Governments and professional institutions. Staffing of middle-level positions in the Central Secretariat.

As a result of the deliberations of these Commissions and Committees on different aspects of public istration and the recommendations made, there have been incremental reforms-such as creation of a separate Department of istrative Reforms in the Union and State Governments, setting up of the Indian Institute of Public istration, setting up of the Central Vigilance Commission, Constitution of Lokayuktas in States, strengthening of citizens’ grievance redressal machinery, drawing up of citizens charters, focus on training and capacity building of civil servants,

restructuring of the recruitment process and modifications in the performance appraisal system. Many of the recommendations involving basic changes have not been acted upon and therefore, the framework, systems and methods of functioning of the civil services based on the Whitehall model of the mid-nineteenth century remains largely unchanged.