View Full Version : Realistic Reforms

31-01-2009, 11:12 AM
Dear friends,

As suggested by Shri Natarajan Sir, if we proceed with a discussion with a more 'realistic reforms' compared with Shri Moily's reforms, I am sure we can conclude with a better option for our civil service structure and its functioning.

For the purpose I would like to draw your attention to the policy paper prepared by the University of Texas which I already posted in other threads and for the sake of this discussion I again reproduce the same as my next posting.

I again reiterate that views and comments from different individuals who had vast experience in govt. service can contribute a lot in this discussion.

With regards,


31-01-2009, 11:14 AM


A. Policy Statement

The University of Texas at Austin is committed to providing a safe workplace for the benefit of the University community. In order to provide a safe work environment, employees must be able to perform their job duties in a safe, secure, productive, and effective manner, and remain able to do so throughout the entire time they are working. Employees who are not fit for duty may present a safety hazard to themselves, to other employees, to the University, or to the public.

B. Scope : This policy applies to all University staff and faculty.

C. Purpose

The purpose of this policy is to establish procedures by which the University will evaluate an employee’s fitness for duty when an employee is:

1. Having observable difficulty performing work duties in a manner that is safe for the employee, for the employee’s coworkers, for the University, or for the public, as determined by the supervisor; or

2. Posing an imminent and serious safety threat to self or others.

D. Definitions

'Fit for duty' means able to perform the duties of the job in a safe, secure, productive, and effective manner.
'Health service provider' is a doctor of medicine or osteopathy, dentist, podiatrist, clinical psychologist, optometrist, nurse practitioner, nurse-midwife, or a licensed clinical social worker that is authorized to practice in the state of Texas or in the state the person resides for persons who reside outside the state of Texas.
'Supervisor' means: for staff, the person to whom they report; and for faculty, their Chair or Dean.

E. Employee Responsibilities

1. Employees are responsible for managing their health in a manner that allows them to safely perform their job responsibilities.

2. Employees must come to work fit for duty and must perform their job responsibilities in a safe, secure, productive, and effective manner during the entire time they are working.

3. Employees are responsible for notifying their supervisors when they are not fit for duty.

4. Employees are responsible for notifying the supervisor when they observe a coworker acting in a manner that indicates the coworker may be unfit for duty. If the supervisor’s behavior is the focus of concern, an employee may inform the upper level manager or may call the Employee Assistance Program (EAP) for further guidance.

F. Employer Responsibilities

1. Supervisors are responsible for observing the attendance, performance, and behavior of the employees they supervise.

2. Supervisors/managers are responsible for following this policy’s procedures when presented with circumstances or knowledge that indicate that an employee may be unfit for duty.

3. Confidentiality of medical records
Any document containing medical information about an employee is considered a medical record and is regarded as confidential. The Employee Assistance Program will maintain medical records in a file separate from all other employee records.

G. Procedures

1. The supervisor who receives reliable information that an employee may be unfit for duty, or through personal observation believes an employee to be unfit for duty, will validate and document the information or observations as soon as is practicable. Actions that may trigger the need to evaluate an employee’s fitness for duty include, but are not limited to, problems with dexterity, coordination, concentration, memory, alertness, vision, speech, inappropriate interactions with coworkers or supervisors, inappropriate reactions to criticism, or suicidal or threatening statements.

2. The supervisor will present the information or observations to the employee at the earliest possible time in order to validate them; and will allow the employee to explain his or her actions, or to correct any mistakes of fact contained in the description of those actions. The supervisor will then determine whether the employee should leave the workplace immediately for safety reasons.

3. In situations where there is a basis to think that a crime may have been committed and/or the employee is making threats to harm himself or herself or others, or is acting in a manner that is immediately dangerous to himself or herself or others, the supervisor shall contact The University of Texas Police Department. EAP should be consulted regarding the fitness for duty procedure after the immediate safety issue has been addressed.

4. In all other circumstances the supervisor shall take appropriate action, including contacting EAP during the 8:00 a.m. to 5:00 p.m. workday, as soon as possible after he or she receives reports and validates or personally observes an employee’s unfit behavior. (For situations arising outside the 8:00 a.m. to 5:00 p.m. workday, the supervisor/manager will make a determination of whether the employee should leave the workplace immediately for safety reasons. EAP should then be contacted at the beginning of the next business day.)

5. Based on the descriptions provided by the supervisor, EAP will determine whether a fitness for duty evaluation is required and, if so, the type of evaluation needed and the type of health service provider to make the evaluation. EAP will then provide a form to the supervisor containing that information, and the supervisor will convey the form to the employee. Human Resource Services (HRS) Leave Management may also be consulted to aid in determining the type of leave to be used pending a complete assessment of the situation.

6. EAP will provide a form for the designated health service provider for completion to certify whether the employee is fit to return to work. The health service provider form will include a behavioral description of the circumstances leading to the request for evaluation, and a list of the employee’s relevant duties. EAP may facilitate communication with the health service provider as necessary.

7. In most cases, the employee will be responsible for the cost of the fitness for duty evaluation not covered by the employee’s health plan.

8. Based on information provided by the health service provider, EAP will advise the supervisor whether the employee should return to work and, if so, the conditions of return, including whether the employee must attend a reentry conference with the supervisor and EAP, and whether additional follow-up meetings are necessary. The final decision on whether a provider’s certification will be accepted lies with the employee’s departmental management. A second independent health service provider certification may be requested in some cases. The employer will be responsible for the cost of the second independent provider’s certification.

9. The employee must comply with all aspects of the fitness for duty and evaluation procedures, including furnishing necessary consent and release forms to the health service provider. Noncompliance may be grounds for disciplinary action up to and including termination. Information will be requested from the health service provider regarding work restrictions that may be required upon the employee’s return to work

10. Application of this policy is not intended as a substitute for other University policies or procedures related to performance; nor is it intended as a substitute for discipline. Situations involving violations of University policies or practices may result in disciplinary action being taken.

31-01-2009, 04:29 PM
Dear Mr Narayanan/ All likely and like-minded participants

Before starting the discussions and eliciting views from one and all, certains minimum basic principles must be laid down ( I am serious). For e.g.

1.Chosen Example is an America University. So we may have to discuss an Indian University.

2.In America, again it is "TEXAS" - known for cowboys- I dont mind if it is T. Nadu and in that Chennai cd be the location.

3.In both locations people are familiar with "Laws" & "Outlaws". So we can select a Law Institution.

Policy Statement is fine to start with,.

(my views are my own - not binding on any one)


(This is added after some THOUGHT: By the by, on the lighter side, I hope u r not aiming (something DEEP- difficult for people like me to fathom out!) on focussing at something different: FITNESS FOR DUTY :"Employees who are not fit for duty may present a safety hazard to themselves, to other employees, to the ............., or to the public"

Cover Page of latest India Today, displaying the photo of our Hon'ble PM with a QUESTION: Will he be FIT to lead?")

Now the debate if any on this topic will become infructuous for obvious reasons!


04-02-2009, 09:39 PM
Dear friends,

We may leave the individual cases and policies of other organisations. The example was cited just for format and not for copying any extisting set up. The purpose of a university administration and a country administration are different, we may proceed further with a policy statement as suggested.


India is a democratic country in which the Government is administered by the EXECUTIVE headed by politicians elected from time to time. To expect a good governance from the EXECTIVE, it is very important to have an effecient Civil Service System to function as the back-bone of the EXECUTIVE. The administration of justice is the firmest pillar of a government - somebody said. A Good Civil Service System can assist the political heads to do JUSTICE to its people and prevent them from doing INJUSTICE.

Submitted for discussion


05-02-2009, 03:14 PM
My dear Mr.Narayanan
The concept of Justice has a larger connotation whereas the purpose of civil service is to translate the will of the political rulers into deliverable to citizens. This may or may not do justice to all. If the people feel injustice is being done through mistaken policies of the current rulers/parties in power we can vote them out. It is the civil servants who mislead the political leaders and therefore when things like equality of opportunity are denied, . we as citizens can do nothing about. Over time the permanent cadre of civil servants in their overweening ambition and self aggrandizement get so far away from the ordinary folks that they behave like the deposed Queen of France Marie Antoinette. Civil servants have to operate at two levels. One to ensure goods and services as promised by the elected political parties and as guaranteed by the constitution are made available to the citizens as a matter of right. At another level they have to advise the elected masters on the implications of policy changes keeping always the constitutional guarantees in mind. On both the counts Indian Administrative service has to take the lion's share of the blame leading to the current degenerate state, since as a cadre they have neglected the ordinary citizens at one end and at the other end have kowtowed to the politicians in power to remain in some post or the other without ever retiring . Just take for instance, the controversy surrounding the election commission. How can we have neutral persons from the IAS to this body , it baffles me. Unless one establishes a nexus with a politician or a political party one cannot become ever an EC. That is why reforms are needed.

05-02-2009, 05:33 PM
Dear Shri RS/ Shri Narayanan,

Now that the policy is being defined- slightl changes can be attempted- minor semantics- so that objectives are fine-tuned;

I would like; say---- "efficient and good governance .................effective Civil Service System......"

If the format is acceptable, then SCOPE has to be detailed, keepingh in view our Federal/ State Structures.


05-02-2009, 08:00 PM
Dear Sh. VN/RS,

I feel that 'effecient and effective' are characterstics of a 'good governance'. My search for confirmation ended in the following website which gives a lot inputs for our discussion.

Your attention is invited to the said website. Address given below:


Thereafter, we will move further.



05-02-2009, 09:38 PM
Dear Sirs,

I would also like to invite your attention to:

National Civil Service System in India :
A Critical View
R. K. Mishra

which is available in the following site:




08-02-2009, 09:09 AM
Dear friends,

Now let us move to the next stage of paper, ie. SCOPE as suggested by Shri VN.


1. To examine the strength and weakness of the present Civil Service System.

2. To suggest necessary changes to overcome the weakness, if any, in the sytem.

3. To propose modification for providing better public service system for future.

For discussion.


12-02-2009, 08:53 AM
Dear friends,

Let us adjourn the discussion till joining of particpants.

With regards,