H. M. Nazmul Alam

In recent years, Bangladesh has witnessed large-scale movements fueled by frustration and dissatisfaction with the government’s policies, especially in terms of employment. One of the most significant movements was spearheaded by job seekers, demanding a fair and transparent recruitment process for government jobs, with a specific focus on the Bangladesh Civil Service (BCS) examination. Originating from a simple slogan—“merit over quota”—this movement grew into one of the most potent voices against a system that appeared to favor political connections and nepotism over talent and merit.

However, despite the movement’s success in stirring public debate and even leading to the downfall of a government, the issues surrounding government job recruitment, particularly the BCS, remain largely unresolved. The question leaks, the lack of transparency, and the stifling bureaucratic hurdles have only deepened over time. Young job seekers, who were once at the forefront of demanding change, are now left questioning why their voices have gone unheard, even as reforms in other sectors are being discussed and implemented.

The Problem with the BCS Examination

The Bangladesh Public Service Commission (PSC), responsible for organizing the BCS exam, has long been involved in controversies related to the leaking of exam questions and accusations of favoritism. These issues have cast a long shadow over the credibility of the BCS examination, which is considered the most prestigious gateway to government jobs. Despite the PSC’s repeated promises of reform, concrete changes remain elusive.

Leaking exam questions has become a near-annual scandal, undermining the very foundation of merit-based recruitment. Job seekers, who spend years preparing for these exams, are forced to compete not only against fellow candidates but also against those who unfairly gain access to exam papers beforehand. This has led to a widespread erosion of trust in the PSC’s ability to conduct fair and impartial examinations. While reforms in other government sectors are being discussed, job seekers are left wondering why no serious action has been taken to address the persistent issues within the BCS recruitment process.

The Role of the PSC in Question Leaks

At the heart of the problem is the Public Service Commission itself. The PSC, which is supposed to be an independent and impartial body, has been tainted by allegations of corruption and inefficiency. The recurring incidents of question leaks are perhaps the most visible manifestation of the PSC’s failure to maintain the integrity of the BCS examination. These leaks are not just an administrative failure; they represent a broader breakdown in the values of fairness and meritocracy that should underpin the recruitment process.

For too long, the PSC has operated without sufficient oversight or accountability. Higher officials within the organization, many of whom are closely aligned with the Awami League-led government, have been accused of turning a blind eye to these issues. The current structure of the PSC allows for too much political influence, with many of the top officials being appointed based on their loyalty to the ruling party rather than their competence or commitment to public service.

The Need for PSC Reformation

Given the extent of the problems plaguing the PSC, it is clear that mere cosmetic changes will not suffice. What is needed is a complete overhaul of the organization, starting with the removal of officials who have been implicated in corruption or who have demonstrated a clear bias in favor of political appointees. The PSC must be transformed into a truly independent body, free from political interference and committed to the principles of transparency, accountability, and meritocracy.

One of the key demands of job seekers is for greater transparency in the recruitment process. This includes the disclosure of subject-wise written marks for candidates, allowing them to challenge discrepancies and ensure that they have been fairly assessed. Furthermore, the PSC must provide clear and timely reasons for withholding gazettes or final appointment lists, ensuring that candidates are not left in the dark about the status of their applications.

Another crucial reform is the introduction of a more robust system to prevent question leaks. This could involve digitizing the entire examination process, from the setting of questions to the grading of answer scripts. By reducing human involvement at critical stages, the likelihood of leaks can be significantly minimized.

Tackling the “My Man” Policy

One of the most insidious practices in the recruitment process is the so-called “my man policy,” whereby individuals are appointed to key positions based on their loyalty to powerful figures rather than their qualifications. This practice is particularly prevalent in university administrations, where appointments are often made based on political connections rather than merit.

To address this, there must be strict guidelines in place to ensure that all appointments, particularly in public institutions, are made based on merit. This would not only improve the quality of governance but also restore public trust in the recruitment process.

Nationalization of Contractual Appointments

Another critical issue that has gone largely unaddressed is the nationalization of contractual appointments in various government sectors. Over the years, many individuals have been appointed to key government positions on a contractual basis, often bypassing the competitive exam process and long-term merit-based recruitment. While these appointments are typically justified as temporary or necessary to fill urgent vacancies, they have increasingly become a permanent fixture, depriving qualified candidates of their rightful opportunities. These contractual employees, many of whom owe their positions to political connections, are eventually regularized or nationalized without undergoing the rigorous scrutiny that permanent appointments require.

Despite its widespread implications, this issue remains conspicuously absent from public discourse. No one, not even the authorities responsible for addressing recruitment anomalies, seems willing to speak up against this practice. Job seekers, who have long demanded a transparent and merit-based recruitment process, are once again left in the dark.

Moreover, the persistence of a so-called “pet quota” within various government organizations has further exacerbated the problem. This quota, which is essentially a system of unofficial favoritism, ensures that individuals with ties to powerful figures within the government or political parties are given preferential treatment in the recruitment process. Job seekers have repeatedly called for the abolition of this practice, but no significant progress has been made.

Reducing Application Fees and Other Barriers

Another issue that has been raised by job seekers is the high application fees for government jobs. Currently, candidates are required to pay exorbitant fees—sometimes as much as BDT 500-1000—to apply for first-class jobs. For many young people, particularly those from economically disadvantaged backgrounds, these fees represent a significant barrier to entry.

Job seekers have called for a reduction in these fees, with a maximum of BDT 300 for first-class jobs, BDT 250 for second-class jobs, and BDT 200 for fourth-class jobs. Reducing these fees would make the recruitment process more accessible and ensure that all qualified candidates, regardless of their financial situation, have an equal opportunity to apply.

The movement for job reform in Bangladesh has been long and hard-fought, but the changes that have been implemented so far are not enough. The Public Service Commission, as it currently stands, is not fit for purpose. Without serious reform, the BCS examination will continue to be plagued by question leaks, favoritism, and a lack of transparency. The voices of job seekers, who have been calling for change for years, must be heard. It is time for the interim government to take decisive action to reform the PSC, remove corrupt officials, and restore trust in the recruitment process. The future of Bangladesh’s young generation depends on it.

The writer is a, Lecturer, Department of English and Modern Languages, International University of Business, Agriculture and Technology