𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐂𝐢𝐯𝐢𝐥 𝐒𝐞𝐫𝐯𝐢𝐜𝐞 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭 𝐭𝐡𝐞 𝐍𝐞𝐞𝐝 𝐟𝐨𝐫 𝐏𝐨𝐥𝐢𝐜𝐲 𝐑𝐞𝐟𝐨𝐫𝐦𝐬

…𝒘𝒐𝒓𝒌𝒇𝒐𝒓𝒄𝒆 𝒂𝒕𝒕𝒓𝒊𝒕𝒊𝒐𝒏, 𝒈𝒆𝒏𝒅𝒆𝒓 𝒊𝒎𝒃𝒂𝒍𝒂𝒏𝒄𝒆𝒔, 𝒂𝒏𝒅 𝒓𝒆𝒈𝒊𝒐𝒏𝒂𝒍 𝒅𝒊𝒔𝒑𝒂𝒓𝒊𝒕𝒊𝒆𝒔 𝒆𝒎𝒑𝒉𝒂𝒔𝒊𝒛𝒆 𝒕𝒉𝒆 𝒖𝒓𝒈𝒆𝒏𝒕 𝒏𝒆𝒆𝒅 𝒇𝒐𝒓 𝒔𝒕𝒓𝒂𝒕𝒆𝒈𝒊𝒄 𝒑𝒐𝒍𝒊𝒄𝒚 𝒊𝒏𝒕𝒆𝒓𝒗𝒆𝒏𝒕𝒊𝒐𝒏𝒔 𝒊𝒏 𝒕𝒉𝒆 𝒄𝒊𝒗𝒊𝒍 𝒔𝒆𝒓𝒗𝒊𝒄𝒆.

Efforts to reform the public service sector are ongoing, but significant hurdles remain. As calls for greater efficiency, transparency, and accountability grow louder, the government faces complex challenges in modernizing its workforce and administrative structures. The 2024 Civil Service Statistics report sheds light on both the achievements and the gaps within the sector, revealing a workforce expansion alongside issues of attrition, gender imbalances, and regional disparities. These challenges underline the urgent need for a more strategic and comprehensive approach to public service reform.

One of the primary concerns in civil service reform is the balance between workforce expansion and improved service delivery. The number of civil servants has grown by 12.93 percent over the past decade, reaching a total of 29,723 civil servants in 2024. While this increase is seen as a response to the growing demands of governance, there is mounting skepticism about whether expanding the workforce alone translates into better outcomes for citizens. Critics argue that a larger civil service bureaucracy does not necessarily equate to increased efficiency. Instead, the focus must shift toward enhancing the competency, responsiveness, and overall effectiveness of civil servants.

Policymakers face the challenge of maintaining efficiency amid a growing bureaucracy. Many government departments still operate under outdated organizational structures that may no longer suit the fast-paced demands of modern governance. Streamlining administrative processes, eliminating unnecessary bureaucratic hurdles, and embracing technological innovations are essential to ensuring that the expanded workforce can deliver results efficiently. However, progress has been slow, and critics point out that the sector’s size alone cannot overcome these structural inefficiencies.

Beyond workforce growth, the issue of attrition within the civil service also demands attention. In 2024, a total of 2,013 civil servants exited the workforce, with 1,400 of those separations being voluntary resignations. This high turnover rate poses a significant challenge to maintaining a skilled and experienced workforce. While 3,645 new employees were recruited to replace those who left, the overall challenge of retaining skilled personnel remains pressing. Attrition is particularly concerning in critical sectors such as education and healthcare, where experienced professionals are hard to replace.

To address this, policymakers must focus on improving retention through career development programs, job satisfaction initiatives, and creating a more supportive workplace culture. Increasing employee engagement and offering clearer paths for professional growth will be crucial in reducing attrition and ensuring that the government retains its most talented professionals.

Another pressing issue is the persistent gender imbalance within the civil service, especially in leadership roles. In 2024, women represented 40.91 percent of the civil service workforce, but their presence in senior positions remains disproportionately low. Women’s representation in leadership roles is particularly limited in sectors like administration and foreign services, where leadership opportunities for women are scarce.

To address this inequality, targeted reforms are needed, including mentorship programs, leadership training, and changes to institutional structures that encourage women to pursue higher-level roles. Greater gender parity at the leadership level would not only promote equity but also enhance governance outcomes by incorporating diverse perspectives in decision-making.

The issue of regional disparities in the civil service workforce is also a major challenge. Despite efforts to decentralize government services, a significant portion of civil servants continue to be concentrated in urban areas. In 2024, 54.22 percent of civil servants were stationed in Dzongkhag (district) and Thromde (municipal) administrations, which is a decline from 61.89 percent in 2022. This concentration of civil servants in urban centers raises concerns about equitable service delivery in rural and remote areas, where citizens may face difficulties accessing government services. Thimphu, the capital city, retains nearly 28.66 percent of the civil service workforce, exacerbating the imbalance.

To mitigate this issue, the government must explore more aggressive incentives for rural postings. These could include housing benefits, career advancement opportunities for those who serve in rural areas, and better integration of civil servants into rural communities. Ensuring that government services are accessible in all regions is vital for fostering balanced development across the country.

Accountability and performance management within the civil service are also areas requiring significant reform. The promotion of 4,233 civil servants in 2024 highlights the importance of career progression within the system. However, there are growing concerns about the effectiveness of the performance appraisal system. Critics argue that current evaluations focus too much on tenure rather than on the actual impact and effectiveness of civil servants in their roles.

A more results-oriented evaluation framework is needed, where promotions and career advancements are based not only on seniority but on tangible contributions to public service. Some experts suggest shifting toward competency-based promotions, where leadership positions are awarded based on innovation, performance, and measurable improvements in service delivery.

Investments in training and professional development remain core components of public service reform, but there are concerns about the practical application of this training. In 2024, 437 short-term training programs were conducted for civil servants, and 181 civil servants participated in long-term training programs, including 117 pursuing master’s degrees. However, many trained officials return to traditional bureaucratic structures, limiting their ability to apply new skills effectively.

To bridge this gap, reforms should include strengthening mentorship programs, encouraging cross-sector collaboration, and providing more opportunities for civil servants to implement their learning in real-world settings. By creating environments where training aligns with practical needs, the government can ensure that the workforce remains adaptable and well-prepared for evolving challenges.

The road to reforming the civil service is undoubtedly complex, requiring a multi-faceted approach. Policymakers must balance workforce expansion with the need for modernization, efficiency, and accountability. Addressing issues like attrition, gender inequality, and regional disparities, while improving leadership pathways and performance evaluation systems, will be essential to strengthening the civil service.

As the sector grapples with these challenges, the introduction of technology-driven initiatives, such as e-governance and digital platforms, offers a promising solution to improve efficiency. However, full integration of these solutions across all agencies is critical for achieving long-term success. The success of public service reform will depend on how effectively the government can address these systemic issues, build a more agile and responsive workforce, and create a culture of performance that ensures civil servants are not only advancing in rank but also delivering tangible benefits to citizens.

Through strategic policy reforms that focus on retention, equity, and accountability, the civil service can be better positioned to meet the nation’s evolving needs and foster sustainable development for the future.