Lateral entry in UPSC or into the Indian Civil Services enables professionals from diverse fields to join government roles without going through the traditional UPSC Civil Services Exam. Experts from the private, public, and academic sectors end up in top positions as Joint Secretary, Director, and Deputy Secretary. Staff are either chosen on contract for 3–5 years or seconded from the public sector when needed. It introduces new thoughts into the way governments work, mainly in finance, economics, health, and technology. Improving how things are done, there are concerns about fairness, biased decisions, and the restrictions placed by policies. UPSC takes care of lateral recruitment, although this process has some difficulties. In August 2024, it published ads for 45 posts, though opposition to reservation rights made it withdraw a few.

What is Lateral Entry in UPSC?

Evolution of Lateral Entry in India

The need for specialized expertise in governance has shaped the evolution of lateral entry in UPSC India.

• When the nation sought help, post-independence, economists and scientists served in top positions to strengthen the country. The Planning Commission (1950) appointed non-bureaucrats to help direct economic policies.
• In the 1990s, officials realized that experts with specific qualifications were required. Experts in economics, such as Manmohan Singh, strongly supported reforms.
• Lateral entry in UPSC, later in the 2000s, governments started adopting formal procedures for putting experienced IT and infrastructure experts into government positions. Atal Bihari Vajpayee’s government placed special emphasis on hiring skilled people.
• Under the leadership of Modi, applications for lateral entry to senior government jobs were invited for the very first time (starting in 2018).
• During this period, UPSC removed 45 senior positions because of opposition to reservation, even though the process had been supported.

Lateral entry in UPSC, Candidates must have at least 15 years of experience at equivalent levels in private sector businesses, excluding those in central public sector undertakings, autonomous agencies, academic bodies, or universities.
Applicants must be 40 years or older and hold a graduate degree from a recognized university or institute.

Merit vs Spoils System in Lateral Entry in Civil Services

The Merit System ensures recruitment based on qualifications and expertise, while the Spoils System allows political appointments, influencing lateral entry in civil service or Lateral entry in UPSC

Advantages of the Lateral Entry System

• There are only 442 IAS officers at the Centre, not enough for the official requirement of 1,469 (according to the 2023-24 DoPT report). According to the Baswan Committee in 2016, lateral entry could help deal with this problem.
• Lateral entry in UPSC, candidates from the private sector compete for higher posts, which boosts the government’s administrative efficiency (NITI Aayog).
• Specialists in economics, finance, robotics, AI, and cryptocurrency have experience and insights that help improve policymaking.
• Collaborating with Businesspersons: Ministries such as civil aviation, environment, and climate change gain advice from private professionals.

Challenges of Lateral Entry

• Short-Term Focus: Appointments of 3 to 5 years risk promoting short-term goals over long-term policy vision.
• Reservation Policy Concerns: Since recruitment bypasses India’s reservation policy, it raises concerns over social justice and equity.
• Potential Conflict of Interest: Private sector recruits may influence government decisions for profit, leading to “revolving door” governance, seen in the U.S.
• Accountability Challenges: Holding short-tenured private-sector appointees accountable is difficult.
• Lack of Grassroots Experience: Bureaucratic roles require diverse expertise, including an understanding of local governance dynamics.
• Political Interference: Selection processes may face nepotism and favoritism, impacting merit-based hiring.

• Two-Tier Entry System: Former RBI Governor D. Subbarao proposed initial IAS entry at 25-30 years and later entry at 37-42 years via lateral entry, ensuring mid-level recruitment of experts.

Download the keynotes of Lateral Entry in UPSC or Civil Services

How Lateral Entry Bypasses Reservation Policies?

Lateral entry in UPSC, reservation in public sector jobs, and universities follow the 13-point roster system, under which reservation is not applied if vacancies are fewer than three.

For the 2025 UPSC lateral entry recruitment, 45 positions were advertised. If considered as a single group, six positions would be reserved for SC candidates, three for ST candidates, 12 for OBC candidates, and four for EWS candidates, according to the 13-point roster.

However, Lateral entry in UPSC, since these vacancies were advertised separately across departments, each is considered a single post, effectively excluding them from the reservation policies. In single-post cadres, reservation is not applicable, as ruled by the Supreme Court in Akhilesh Kumar Singh Vs Ram Dawan & Others (2015), where 100% reservation for a single post was deemed unconstitutional, violating Article 16(1) and 16(4) of Indian Constitution.

ARC Recommendations on the Lateral Entry Scheme

First Administrative Reforms Commission (ARC) (1966)

Lateral entry in UPSC, planned by Morarji Desai, the institute was introduced to raise and improve the training of civil servants. Although the report did not directly promote lateral entry, it made clear that the government needs experts in their fields.

Second Administrative Reforms Commission (ARC) (2005)

Lateral entry in UPSC, and to achieve better efficiency, more openness in administration, and higher engagement with the public, the 10th Report encouraged the appointment of people with experience from other fields to senior posts in the government. It suggested that the government hire experts from private businesses, universities, and state agencies for limited appointments, with merit considered and civil service honesty preserved.

Ensuring Social Justice Through Fixed-Tenure Recruitment

In Lateral entry in UPSC, currently, SC/ST officers make up only 4% and 4.9% of top bureaucratic positions (Joint Secretaries, Directors, Deputy Secretaries). A fixed tenure system has been proposed to ensure equal career progression for all civil servants, regardless of entry age.

Fixed Tenure System Proposal

All civil servants (Unreserved, SC, ST, OBC) would have a 35-year fixed tenure, ensuring equal opportunities and shifting focus from entry age to merit. The current age-based system limits SC/ST and PwBD candidates from reaching top positions due to late entry and early retirement.

Arguments in Favor of ARC Recommendations

• Improved Representation: Helps SC/ST and OBC officers attain senior positions, ensuring better inclusion.
• Merit-Based Career Growth: Prioritizing competence over age ensures fair advancement.
• Social Justice: Strengthens inclusivity within bureaucracy.
• Feasibility: In Lateral entry in UPSC, extended tenures align with rising life expectancy and can include fitness-based evaluations.

Arguments Against ARC Recommendations

• Since service may increase, age requirements at retirement for officers may have to be lowered.
• Traditionally, schools have used seniority-based pay while still facing disapproval from some groups.
• Concern over Fixed Tenure: Promotions based on merit may be disrupted, making people discuss issues regarding age, quantity of experience, and performance as administrators.

Arguments in Favor of Lateral Entry in Civil Services

• Specialized Expertise: Lateral entry in UPSC or civil service enables the recruitment of professionals with skills in technology, management, and finance, addressing gaps that generalist civil servants may lack as governance complexities increase.
• Encouraging Innovation and Reforms: Professionals from the private sector, NGOs, and other organizations bring valuable experiences that can improve administrative efficiency and modernize governance.
• Bridging Workforce Shortages: The Department of Personnel and Training estimates a shortage of around 1,500 IAS officers, which lateral entry can help mitigate.
• Changing Work Culture: Introducing external professionals fosters efficiency, reducing red tape, bureaucratic rigidity, and status quo biases in government operations.
• Enhancing Participatory Governance: Governance today involves multiple stakeholders, and lateral entry allows private sector professionals and non-profits to contribute meaningfully to policymaking.

Criticisms of Lateral Entry in Civil Services

• Short Tenure: Joint secretaries appointed through lateral entry serve for three years, often insufficient for fully adapting to governance structures and making lasting contributions.
• Challenges in Objectivity and Neutrality: Recruits from diverse backgrounds may face conflicts of interest, especially if they have ties to private entities or lobbying groups.
• Morale Issues for Permanent Officers: A growing number of lateral entrants may create division between them and career bureaucrats, affecting internal dynamics and morale.
• Potential Dilution of Merit-Based Selection: If transparency is not maintained, lateral hiring could undermine the merit-based recruitment system, leading to perceptions of favoritism.
• Resistance from Traditional Bureaucrats: In Lateral entry in UPSC or civil services, there are some career officials who may view lateral recruits as outsiders, leading to hierarchical tensions and reluctance to cooperate.
• Experience Barriers for Senior Positions: IAS officers reach the joint secretary rank after 17 years of service (around age 45) and remain there for a decade. Similar requirements for lateral entrants may deter high-level private professionals, as they often peak in their careers by that age.

Way Forward

• A Public Administration University helps bring together talented people and leads to improved skills in governance.
• Lateral entry in civil services, sending IAS & IPS officials to private companies, brings in new insights and motivates fierce competition.
• Ministries should aim for specific results and timings to improve the way they manage the country.
• Mission Karmayogi and programs like it are designed to provide mid-career learning to officers and match their skills to new administrative jobs.
• For best results, civil servants ought to develop a broad understanding of their sector first and, later on, specialize in one of their interests.
• Giving officers academic gaps encourages them to improve their skills in their areas of responsibility.

Conclusion

Lateral entry in UPSC or in other sectors, choosing lateral entry comes with perks, but one must thoroughly prepare by defining who is allowed into the organization, what they will do, how many of them are needed , and how to train them best. In addition, updating the old seniority system is necessary to boost overall growth in administration and improve bureaucratic efficiency.