𝐃𝐞𝐜𝐥𝐢𝐧𝐞 𝐈𝐧 𝐂𝐢𝐯𝐢𝐥 𝐒𝐞𝐫𝐯𝐢𝐜𝐞 𝐆𝐫𝐨𝐰𝐭𝐡 𝐑𝐚𝐢𝐬𝐞𝐬 𝐂𝐨𝐧𝐜𝐞𝐫𝐧𝐬 𝐎𝐯𝐞𝐫 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠

…𝒔𝒍𝒐𝒘𝒊𝒏𝒈 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒎𝒆𝒏𝒕 𝒂𝒏𝒅 𝒊𝒏𝒄𝒓𝒆𝒂𝒔𝒊𝒏𝒈 𝒓𝒆𝒕𝒊𝒓𝒆𝒎𝒆𝒏𝒕𝒔 𝒉𝒊𝒈𝒉𝒍𝒊𝒈𝒉𝒕 𝒄𝒉𝒂𝒍𝒍𝒆𝒏𝒈𝒆𝒔 𝒊𝒏 𝒎𝒆𝒆𝒕𝒊𝒏𝒈 𝒑𝒖𝒃𝒍𝒊𝒄 𝒔𝒆𝒓𝒗𝒊𝒄𝒆 𝒅𝒆𝒎𝒂𝒏𝒅𝒔 𝒂𝒄𝒓𝒐𝒔𝒔 𝒌𝒆𝒚 𝒔𝒆𝒄𝒕𝒐𝒓𝒔

Bhutan’s civil service has long played a crucial role in governance, ensuring the delivery of essential public services and policy implementation. However, recent data from the Civil Service Statistics 2024 suggests that the growth of the civil service is slowing, raising concerns about whether current hiring policies are keeping pace with the country’s evolving demands. While the civil service grew by 12.93 percent over the past decade, fluctuations in recent years highlight potential challenges in workforce planning and resource allocation.

As of December 2024, Bhutan’s civil service workforce stands at 29,723, with an increase of only 4.6 percent from 2023. This modest growth contrasts with previous years when expansion rates were significantly higher. The ratio of civil servants to the general population now stands at 1:26, a slight improvement from 1:27 in 2023. However, it remains a ratio that may struggle to meet growing public service demands. These figures suggest that, despite a growing need for skilled professionals, recruitment has not kept up with population growth and administrative requirements.

One of the primary reasons for the slowing growth is the government’s focus on fiscal sustainability and efforts to control public expenditure. While maintaining financial stability is essential, it has led to restrictive hiring policies, limiting the intake of new civil servants. Sectors such as education, healthcare, and public administration, which require a steady influx of trained professionals, have been particularly affected by these constraints. In 2024, only 3,645 new civil servants were recruited, a number that falls short of replacing the 2,013 separations that occurred over the same period, leaving a marginal net increase in workforce strength.

The issue is further compounded by an increasing number of retirements and voluntary resignations. In 2024 alone, 1,400 civil servants resigned, while 73 retired due to superannuation. These departures disproportionately impact specialized and senior roles, creating gaps in institutional knowledge and experience. Despite promotions granted to 4,233 employees in various categories, the lack of new hires in critical areas has left several government agencies understaffed, raising concerns about the efficiency and effectiveness of public service delivery.

Additionally, a closer examination of recruitment trends reveals disparities across different sectors. The Education and Training Services sector, which employs the largest number of civil servants, saw the highest number of new recruits, totaling 1,270. However, given the increasing student population and the need for educational reforms, the current hiring pace may not be sufficient to meet future demands. Similarly, the Medical and Health Services sector recruited 695 new employees in 2024, but with Bhutan’s growing healthcare needs and persistent shortages of medical specialists, this shortfall may lead to service inefficiencies in the long run.

While the recruitment process remains highly competitive, concerns have been raised regarding the effectiveness of existing hiring mechanisms. Many aspiring civil servants face limited opportunities due to restrictive intake quotas, despite the presence of highly qualified candidates in the labor market. Moreover, contract-based employment has increased in recent years, with 19.13 percent of civil servants currently engaged on contract terms. While contract employment provides flexibility, it also raises concerns about job security and long-term career prospects, potentially impacting motivation and retention rates.

The regional distribution of civil servants further highlights the issue of uneven staffing. While 28.66 percent of civil servants are based in Thimphu, only 54.22 percent are assigned to Dzongkhags and Thromdes, reflecting an urban-centric hiring trend. This imbalance disproportionately affects rural areas, where administrative and public service gaps persist. Despite various incentives to encourage civil servants to take up posts in remote regions, urban preference continues to dominate hiring trends, exacerbating regional disparities in service delivery.

To address the challenges posed by declining civil service growth, policy interventions must focus on strategic workforce planning, recruitment reform, and improved retention mechanisms. Expanding recruitment efforts in critical sectors such as healthcare, education, and rural administration should be a priority to ensure service continuity. Revising hiring policies to align with long-term national development goals will help bridge workforce gaps and create a more resilient civil service.

Furthermore, the government must consider innovative measures to attract and retain skilled professionals, such as offering more structured career pathways, enhancing professional development opportunities, and providing competitive benefits. Strengthening digital governance and automation in administrative functions can also improve efficiency, allowing the civil service to optimize existing human resources while reducing the need for excessive workforce expansion.

While Bhutan’s civil service remains an essential pillar of governance, the declining growth rate signals a need for policy adjustments to sustain effective public service delivery. Addressing hiring bottlenecks and ensuring recruitment aligns with the country’s development aspirations will be crucial in shaping a robust and dynamic civil service capable of meeting future challenges. The coming years will be pivotal in determining whether Bhutan can successfully balance fiscal responsibility with the need for a capable and well-staffed public sector.