Dechen Dolkar

The Royal Civil Service Commission (RCSC) has announced significant changes to the selection process for officers as chiefs (P1M), aiming to enhance efficiency and effectiveness in recruitment. 

Starting February of this year, chiefs can now be recruited throughout the year, marking a departure from the previous system.

The written assessment for eligibility for P1M will be conducted twice annually, in April/May and October/November. 

This adjustment aims to reduce administrative burden and provide a more predictable schedule for candidates. 

The assessment test will include cognitive and psychometric components, ensuring a comprehensive evaluation of candidates’ abilities.

Notably, the “pass” result for the written assessment will now be valid for two years, offering candidates more flexibility in pursuing career advancement opportunities.

RCSC has delegated the recruitment process for P1M to parent or working agencies, aligning with the senior civil servant selection process. Agencies will select candidates from the eligible P2 pool who have passed the written assessments and meet all other promotion criteria.

An RCSC official said that the revision of the selection process aims to ensure that organisations are led by capable and qualified individuals with the necessary skills, experience, and values. 

Leadership positions within the civil service play a crucial role in guiding organisations, driving innovation, and delivering high-quality services to citizens.

Following the performance assessment report for FY 22-23, 85 P1M candidates were selected to participate in the Leadership Course for Executive Candidate (EXCEL) 2 and 3. 

Conducted by the Royal Institute for Governance and Strategic Studies, this two-week training programme included various assessment components.

Out of the 85 EXCEL 2 and 3 participants, 58 were deemed to have met the requirements for executive positions. The evaluation process included a reflective essay, elevator pitch, class participation, peer review, and project evaluation.

As part of its initiatives to foster quality leadership in the Bhutanese Civil Service, RCSC instituted the Leadership Development Programme (LDP) at the Royal Institute of Management (RIM). 

The LDP aims to prepare potential leaders for leadership positions, with courses tailored to the specific competencies required at each level, including P2 and P3.

Effective January 1, 2025, eligible P2 candidates must complete the LDP for P2 position holders at RIM, in addition to meeting other promotion criteria, to be eligible for the P1M position. 

This requirement underscores the importance of building leadership capacities among potential candidates and ensuring a rigorous assessment process.

The objective of the leadership program is to cultivate a cadre of skilled and visionary leaders capable of navigating dynamic political and economic landscapes, inspiring teams, and championing the public interest. 

By investing in leadership development, RCSC aims to groom talent and ensure the long-term success of the civil service.