Political Neutrality and Commitment in Public Service: A Nepalese Perspective
Concepts of Political Neutrality and Commitment in Public Service
Political Neutrality
Political neutrality means that employees working in public service perform their duties in a fair and independent manner, free from personal or political beliefs, biases, or influences. This concept encourages civil servants to remain neutral in implementing government policies and laws, without leaning towards any political party or ideology, working in the interest of the people. Its main objectives are:
- Impartiality: Providing services without bias towards any political party, person, or group.
- Rule of Law: Working according to the spirit of the constitution and laws.
- Citizen Trust: Maintaining public trust in public services.
Commitment
Commitment in public service means that employees work with full loyalty and dedication towards their professional responsibilities, national interest, and public service. This commitment is towards the constitution, laws, and values of public service, not towards any political party or leader. It includes:
- Accountability: Being accountable to citizens and government for one's actions.
- Ethics: Working in a corruption-free, transparent, and ethical manner.
- People-Oriented Service: Prioritizing citizens' needs and interests.
Relationship between Political Neutrality and Commitment
Political neutrality and commitment complement each other. Neutrality keeps employees free from bias, while commitment makes them dedicated to the nation and people. Both contribute to making public service fair, effective, and reliable.
Evaluation of the Current State of Determining Factors of Political Neutrality in Nepal's Public Service Sector
The determining factors of political neutrality in Nepal's public service sector and their current state are analyzed in the following points:
1. Legal and Policy Framework
Determining Factor: The Civil Service Act, 2049 and Civil Service Regulations, 2050 have provisions that employees must maintain political neutrality. For example, employees are prohibited from taking membership in any political party or engaging in political activities.
Current State:
- Positive Aspects: The Public Service Commission has tried to make employee recruitment merit-based. The Civil Service Act prohibits political activities of employees.
- Challenges: Although there is law, implementation is weak. There are examples of employees working under political influence indirectly (e.g., bias in transfers or appointments). For example, appointments in various government positions (like constitutional bodies) have been criticized for being on political grounds.
Evaluation: Although the legal framework is strong, weaknesses in implementation and political interference have weakened neutrality.
2. Meritocracy in Employee Recruitment and Promotion
Determining Factor: Employee recruitment, transfer, and promotion should be based on merit, seniority, and performance, not political influence.
Current State:
- Positive Aspects: The Public Service Commission recruits employees through competitive exams and fair processes. This system provides a basis for neutrality.
- Challenges: In high-level appointments and transfers (e.g., secretaries, joint secretaries), political influence and pressure are seen. Political leadership tends to prioritize their close associates, which weakens meritocracy.
Evaluation: Recruitment process at lower levels is relatively neutral, but political influence at higher levels raises questions on neutrality.
3. Performance and Accountability
Determining Factor: Employee performance evaluation should be transparent and fair. Accountability makes employees neutral and people-oriented.
Current State:
- Positive Aspects: There is a performance evaluation system in civil service, and some ministries have started using KPI (Key Performance Indicators).
- Challenges: Performance evaluation is often formal and subjective, which cannot prevent political influence. There is delay and bias in investigations of corruption and irregularities.
Evaluation: Lack of accountability and weak evaluation system have affected employees' neutrality.
4. Relationship between Political Leadership and Employees
Determining Factor: Employees must implement policies of political leadership, but not in personal or party interests, but under the constitution and laws.
Current State:
- Positive Aspects: Employees have contributed to implementing government policies (e.g., social security, education, health).
- Challenges: Ministers or political leaders tend to use employees for their own interests. For example, political pressure is seen in appointments or contracts in large projects.
Evaluation: Lack of neutrality in the relationship between leadership and employees has affected the credibility of civil service.
5. Training and Professionalism
Determining Factor: Regular training and professional development on neutrality and ethics help maintain neutrality.
Current State:
- Positive Aspects: Nepal Administrative Staff College (NASC) provides training to employees, which includes topics on neutrality and ethics.
- Challenges: Trainings are not regular and effective at all levels. Lack of professional culture in employees and old work style hinder neutrality.
Evaluation: Investment in training and professional development needs to be increased.
6. Citizen Trust and Transparency
Determining Factor: Neutral service increases citizen trust. Transparent systems (e.g., right to information, citizen charter) ensure neutrality.
Current State:
- Positive Aspects: Efforts have been made to increase transparency through the Right to Information Act and e-governance. Digital initiatives like Citizen App have improved service delivery.
- Challenges: Corruption, delays, and lack of information have weakened citizen trust. Citizen complaint resolution systems in government offices are not effective.
Evaluation: Lack of neutrality and transparency has reduced citizen trust.
Suggestions for Improvement
- Legal Strengthening: Provisions for independent monitoring mechanisms and strict punishments to prevent political interference in the Civil Service Act.
- Make employee transfers and promotions fully merit-based with automated and transparent systems (e.g., digital platforms).
- Performance-Based System: Make KPI-based evaluation system mandatory and transparent. Track employee performance through digital dashboards.
- Training and Professionalism: Provide regular training to employees on neutrality, ethics, and people-oriented services. Provide more resources and budget to NASC. Develop professional culture by learning from international practices (e.g., Singapore, New Zealand).
- Transparency and Accountability: Make citizen charter and complaint management systems mandatory in every office. Implement policy to publicize employee asset details and performance.
- Minimize Political Interference: Give more autonomy to the Public Service Commission in high-level appointments. Implement time-bound and criteria-based policies for employee transfers and appointments.
- Use of Technology: Expand e-governance and digital systems to make service delivery and monitoring transparent. Increase investment in cyber security and data management.
Conclusion
Political neutrality and commitment are the foundation of fair, effective, and people-oriented administration in public service. In Nepal's civil service, although legal framework and recruitment process provide basis for neutrality, political interference, weak accountability, and systemic delays have added challenges to neutrality. By implementing the above-mentioned improvements (legal strengthening, use of technology, and professionalism), Nepal's public service can be made more neutral and result-oriented.