The Royal Civil Service Commission (RCSC) has unveiled an ambitious plan to revolutionise the assessment of civil servants’ performance through the introduction of the Performance Dashboard (PD).

This initiative marks a bold step towards realising Bhutan’s longstanding aspiration of fostering a small, efficient, and tightly-knit civil service sector.

For far too long, an inefficient civil service has posed a considerable challenge to the nation.

It is important to acknowledge that a bloated bureaucracy not only strains the country’s resources but also hampers its overall progress and development.

Therefore, the implementation of the PD comes as a hope, promising a more streamlined and accountable civil service system.

One of the key merits of the PD is its potential to identify and nurture young and emerging talents within the civil service ranks.

By providing a transparent platform for performance evaluation, the RCSC can effectively recognise and reward merit, incentivising excellence and dedication among civil servants.

This, in turn, can foster a culture of innovation and efficiency within the bureaucratic framework, ultimately enhancing public trust in the system.

Moreover, the introduction of competitive exams aimed at assessing and recruiting the best candidates is imperative for driving substantive change within the civil service.

A relook in urgent.

Without a concerted effort to raise the bar and attract top-tier talents, the status quo is unlikely to evolve, leaving both the people and the nation at a disadvantage.

Therefore, it is incumbent upon the RCSC to ensure that these exams are rigorous and comprehensive, setting a high standard for prospective civil servants to meet.

Indeed, the stakes are high, and the consequences of inaction are dire.

The failure to revitalise the civil service sector not only jeopardises the efficiency of government operations but also undermines the broader socioeconomic development agenda.

In a rapidly changing world, characterised by increasing demands and complexities, Bhutan cannot afford to remain complacent.

Instead, we must embrace bold reforms that empower our civil service to adapt and excel in the face of evolving challenges.

RCSC’s decision to overhaul the performance assessment system through the introduction of PD is a commendable endeavour that deserves widespread support.

Let it be in true sripit of change.

By prioritising meritocracy, accountability, and efficiency, this initiative holds the promise of transforming our civil service into a dynamic and responsive institution capable of meeting the needs of its people and driving national progress.

However, the success of these reforms hinges on their effective implementation and sustained commitment from all stakeholders.

Are we willing to do it? We can do a lot more if we truly believe in change.