THE Bangladesh Civil Service examination, often dubbed the ‘civilian lottery,’ has for decades been a defining gateway to public service. The three-stage test is known for its unforgiving rigour, shaping the destinies of thousands each year. Successful candidates secure coveted cadre positions, posts carrying prestige, authority and long-term security. For those who narrowly miss the cadre threshold, the state had historically extended a lifeline: non-cadre appointments.
These non-cadre posts, while less glamorous, provided meaningful employment for qualified candidates who had endured years of preparation. They also plugged gaps in government service, ensuring critical functions did not remain paralysed by staff shortages. Yet, the system that once balanced ambition with pragmatism is today faltering, leaving thousands of hopefuls stranded and government offices starved of manpower.
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Expansion to restriction
NON-CADRE recruitment was introduced in the 31st BCS, but it gained real momentum from the 34th onwards. Many of the positions fell within the first and second class categories, essential for the day-to-day functioning of ministries and directorates. In 2016, the scope widened further when the appointment of primary school head teachers was brought under non-cadre provisions, a status later formalised by a 2019 High Court verdict that upgraded the role to the 10th grade.
The mechanism seemed fair: top-ranking candidates would secure cadre posts, while those still deemed competent could take up non-cadre positions. The arrangement reduced recruitment costs, avoided wastage of talent and maintained a steady inflow of qualified personnel into government service.
But the numbers tell a story of abrupt contraction. In the 40th BCS, more than 4,300 candidates were recommended for non-cadre appointments. The 41st saw over 3,100. In stark contrast, the 43rd BCS offered just 642 non-cadre posts. For thousands who had invested years of study, the door suddenly slammed shut.
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Rules behind gridlock
THE sharp decline coincides with the introduction of the ‘Non-Cadre Recruitment Rules 2023’. Under the new system, cadre and non-cadre results must be published simultaneously. In earlier cycles, cadre appointments were finalised first, followed later by non-cadre recruitment in line with ministries’ fresh requisitions. That staggered process gave ministries flexibility to assess vacancies and allowed more candidates to be absorbed.
The single-publication model has closed that window. Once the result is out, there is no scope to expand non-cadre intake, regardless of actual needs.
Unsurprisingly, the frustration has spilled onto the streets. Under the banner of ‘BCS Job Seeking Candidates,’ aspirants have staged demonstrations, including hunger strikes at Dhaka University’s Raju Statue. Protesters argue that thousands of qualified candidates have been robbed of opportunities by procedural rigidity. ‘Earlier, the process gave thousands a chance. This year, only a few hundred benefitted,’ one aggrieved candidate told reporters.
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System in crisis
THE discontent is not confined to job seekers. The state itself is buckling under staff shortages. According to the Ministry of Public Administration’s ‘Statistics of Public Servants 2024’, nearly 468,220 government posts lay vacant as of December 2023 — equivalent to 24.3 per cent of all sanctioned positions.
The breakdown is striking: more than 79,000 vacancies in the 20th grade, over 71,000 in the 10th grade, and tens of thousands more scattered across various ministries and autonomous bodies. While the Public Service Commission recruits for posts up to grade 12, ministries are responsible for grades 13 to 20. Both systems are overwhelmed by the backlog.
This paradox, millions competing for scarce jobs, while a quarter of approved positions remain unfilled, reflects deep structural dissonance in the bureaucracy. Ministries cite acute manpower shortages, yet recruitment rules have made it harder than ever to channel qualified candidates into service.
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Education and eligibility
ANOTHER uncomfortable reality underpins the crisis: the scarcity of candidates who meet the PSC’s high standards. Of the 435,190 applicants for the 43rd BCS, only 15,229 passed the preliminary stage. Just 9,841 survived the written round. In the end, only 2,805 received final recommendations. The overall selection ratio stood at a meagre 0.49 per cent — consistent with the 0.45 to 0.65 per cent range seen over recent years.
The figures point to systemic weaknesses in the country’s higher education pipeline. Universities produce hundreds of thousands of graduates each year, but many falter under competitive testing conditions. Critics argue that rote learning and inadequate training leave students ill-equipped for analytical and applied problem-solving. The BCS bottleneck, therefore, is not simply a bureaucratic issue; it is also a reflection of broader educational shortcomings.
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Calls for reform
The PSC has acknowledged the growing discontent. Its chairman has gone on record supporting amendments to the 2023 rules, and the relevant file has already been sent to the Ministry of Public Administration. Months later, however, no progress has been reported. Officials privately admit that bureaucratic inertia, inter-ministerial silos and turf wars are stalling reform.
The cost of inaction is rising. Every unfilled post delays public service delivery, hampers oversight and weakens governance. Every frustrated candidate fuels disillusionment and potential unrest. Every pending file deepens the perception that promises of meritocracy and transparency are hollow.
Bangladesh is at a critical juncture. The government has set its sights on middle-income and eventually developed-nation status. Yet nearly a quarter of its sanctioned posts remain empty. Without adequate manpower, ambitious policies risk becoming little more than paper declarations.
Observers point to several urgent measures. First, the 2023 rules must be revised to restore flexibility in non-cadre recruitment. Second, the PSC should be authorised to coordinate directly with ministries to match qualified candidates with existing vacancies, cutting through bureaucratic bottlenecks. Third, the education system needs deeper reforms to produce employable graduates rather than degree-holders adrift in a saturated job market. And finally, recruitment processes must remain transparent and insulated from political interference or patronage networks.
For now, the non-cadre pathway remains in disarray. What was once a crucial mechanism for balancing supply and demand in public service has become a symbol of broken promises. Each unfilled position represents a missed opportunity—not only for young aspirants but also for the state’s ability to function effectively.
Bangladesh does not lack ambition or talent. Each year, hundreds of thousands prepare with discipline and hope to join the civil service. What the country lacks is a system nimble enough to harness this energy, absorb these skills and direct them to where they are most needed. Unless that system is reformed, the gulf between promise and performance will only grow wider.
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HM Nazmul Alam is an academic, journalist and political analyst.
