Thursday, February 20, 2014

Competency Dictionary for Civil Services

National Training policy (NTP)- 2012 stipulates that each Government Department/Ministry should classify all posts with a clear job description and competencies required in order to move from the current system of rule-based Personnel Administration to Competency-based system of Strategic Human Resource Management' The objective of moving towards a competency-based approach is to ensure that each job is performed by the person who has the required competencies for that job.

DOPT in collaboration with UNDP has prepared a Competency Dictionary for Civil Services to assist Departments/ Ministries/ Training lnstitutions in identification of competencies for various posts. This competency Dictionary has been developed in consultation with various stakeholders including Senior Civil Servants from Central and States Government Departments, cadre controlling Authorities, PM Award winners and Training Institutions'

The 37-page manual, called Competency Dictionary and framed by the Department of Personnel and Training (DoPT) along with the United Nations Development Programme, also lists other desired qualities in the ideal bureaucrat.It asks officials to be upright in giving that unwelcome feedback to their masters, politicians. While this may be difficult, it tells bureaucrats to do what some of them may not be practising at present. "People first" should be the mantra, the document says, while asking officials to be approachable and empathetic.

"Empathy is about understanding thoughts, feelings and concerns of others, even when not made explicit." The document is developed as part of the DoPT's aim to transform the current administrative system based on rules and seniority to a competency-based structure. According to the DoPT, all ministries, departments and training institutions should utilise the document for capacity development of civil servants to ensure each job is performed with a required competency.

The Competency Dictionary is divided into four main attributes - Ethos, Ethics, Equity and Efficiency. It tells officials to acknowledge lack of information instead of bluffing, publicly credit those who have performed well, and communicate the "big picture" effectively to clarify complex situations.

Explaining "self-control", it says the bureaucrat is supposed to identify his "emotional hot-buttons" so that he out-maneuvers situations that cause emotional responses.

It expects the skill to operate successfully in a variety of political environments and wants the bureaucrat to be well-versed with politics of the day, including hidden agendas in today's coalition politics and knowing who the real master is.

Note : Aspirants of Civil Service Mains exam can also read this document as a part of their preparation for exam.

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