Addressing the Elephant in the Room – Government Job Reservation Issues in Nagaland

For nearly five decades, the Nagaland job reservation policy has been under scrutiny, with multiple committees formed to review and reform it. Despite these efforts, the policy continues to perpetuate inequality among the Scheduled Tribes of Nagaland, favoring certain tribes while marginalizing others. The 5 Tribes Committee on Review of Reservation Policy has highlighted critical flaws in the system, from backlog reserved posts to the creamy layer benefiting disproportionately. As a concerned citizen, I vouch for immediate action: no more committees- it’s time to implement solutions that ensure equity, meritocracy and tribal harmony.

Insights into Government Job Reservation Issues in Nagaland

The Nagaland job reservation policy, in place since 1967 allocates 80% of government jobs to indigenous inhabitants with additional reservations for backward tribes (BTs). Over the years, the policy has evolved, increasing reservations to 41% for specific tribes but it has failed to address systemic inequities. Key issues identified as the bone of contention include:

1. Backlog Reserved Posts: For instance, unfilled reserved posts in teaching and technical sectors hinder departmental efficiency and cause economic losses. These posts remain vacant due to a lack of qualified BT candidates, yet the policy prevents their de-reservation.

This creates a bottleneck, depriving the state of skilled professionals and stunting development.

2. Double Benefits for Backward Tribes: BT candidates can compete in both general and reserved categories, securing unreserved seats if they qualify, while also having access to reserved seats with lower cut-off marks.

This deprives other Naga indigenous tribes of opportunities, as BT candidates dominate both categories, exacerbating tribal disparities.

3. Defective Reservation Policy: The policy benefits economically and socially advanced BT sections (e.g., children of Class I & II Gazetted Officers) rather than the truly disadvantaged.

The “creamy layer” within BTs exploits reservation benefits across generations, contradicting the policy’s goal of uplifting the underprivileged.

4. Discrepancies in Entry Age: BT candidates enter gazetted services at 22–25 years with relaxed cut-off marks, while the so-called advance or forward other tribes enter at 30–35 years after competing in the general category.

BT candidates serve longer (35 years) and reach senior positions (e.g., HoD/AHoD), while general category candidates retire earlier (25 years of service), creating a leadership imbalance.

5. Economic Imbalance and Discrimination: Internal reservations (e.g., 25% for Eastern Naga Tribes, 12% for Chakhesang, Pochury and Sumi of Kiphire) foster disparity among indigenous Naga tribes.

Tribes without reservations face higher qualification standards and cut-off marks, leading to underrepresentation and economic inequity.

6. Lack of Periodic Review: The policy meant to be reviewed every 10 years has been extended without proper reassessment, with reservations exceeding the Supreme Court’s 50% limit.

Continuous extensions without review perpetuate inequities and violate constitutional norms.

Data-Driven Context: Tribal Representation in Government Jobs

The 2017-18 P&AR although an outdated data reveals stark disparities in government employment among tribes. Over-represented Tribes hold a disproportionate share of jobs compared to their population percentages.

Under-represented Tribes have minimal representation despite population shares respectively. Tribes with more MLA seats dominate government jobs, indicating political influence in appointments. These disparities highlight the failure of the current reservation policy to equitably uplift all tribes, instead reinforcing the dominance of a few.

Solutions for Immediate Implementation

The time for committees has passed. The popular government of the present dispensation must act decisively to reform the job reservation policy, ensuring fairness, meritocracy and tribal equity. Possible and actionable solutions to address the identified issues are:

1. De-reserve Backlog Posts after a Fixed Period:
a. Unfilled reserved posts in any sectors should be frozen after one calendar year and de-reserved for general candidates.
b. Amend the 2015 notification banning de-reservation (RCBT-5/87) to allow this flexibility, ensuring departments can function efficiently without compromising on talent.

2. Eliminate Double Benefits for BT Candidates:
a. BT candidates must choose one category either the reserved quota or the general categoryto compete in, preventing them from benefiting from both.
b. Introduce a single-category selection mechanism in job applications, ensuring equal opportunity for all Naga indigenous tribes.

3. Exclude the Creamy Layer from Reservations:
a. Exclude children of Class I and II Gazetted Officers and individuals with assets exceeding Rs 1 crore in major towns from reservation benefits, regardless of tribe.
b. Require income and asset declarations during job applications to enforce this exclusion redirecting benefits to truly disadvantaged BT members.

4. Standardize Entry Age and Qualifications:
a. Set a uniform entry age (e.g., 25 years) and equal cut-off marks for all candidates, whether BT or general for gazetted services.
b. Revise recruitment rules to eliminate age and qualification disparities, ensuring fairness in career progression and leadership opportunities.

5. Target Reservations Based on Economic Need:
a. Shift the reservation focus from tribal affiliation to economic and social backwardness, prioritizing under-represented and economically weaker sections across all tribes.
b. Use a 7% employment representation threshold to identify under-represented tribes for targeted reservations, while capping overall reservations at 50% per Supreme Court guidelines.

6. Periodic Review and Cap on Reservations:
a. Enforce a mandatory review of the reservation policy every 10 years, as originally intended and cap total reservations at 50%.
b. Establish a permanent oversight body to conduct decennial reviews, ensuring the policy adapts to changing socio-economic realities and eliminates outdated quotas.

7. Address Internal Reservation Disparities:
a. Eliminate internal reservations (e.g., 25% for Eastern Naga Tribes) that create disparities among indigenous tribes, replacing them with a unified reservation framework based on economic need.
b. Consolidate the 80% indigenous reservation into a single quota with sub-allocations based on economic backwardness rather than tribal identity.

8. Invest in Underdeveloped Areas:
a. Provide special economic packages to underdeveloped regions, irrespective of tribe, to improve education, infrastructure and job opportunities.
b. Allocate funds for educational scholarships, skill development programs and infrastructure projects in remote areas to level the playing field.

Expected Outcomes
1. Under-represented tribes will gain better access to government jobs, reducing tribal disparities towards equitable representation.
2. Standardized entry criteria and de-reservation of backlog posts will ensure qualified candidates fill critical roles, enhancing governance promoting meritocracy and efficiency.
3. Targeting reservations based on economic need will uplift the truly disadvantaged, fostering inclusive growth as the core path of an economic upliftment.
4. A fair and transparent policy will reduce inter-tribal tensions, promoting Tribal unity and harmony in Nagaland’s diverse society.

The Nagaland government must act swiftly walking the talk, moving beyond the cycle of committee reviews. The 47-year-old reservation policy has outlived its original intent and now perpetuates inequality. By adopting action-oriented solutions, Nagaland can create a system that balances meritocracy with equity ensuring all tribes have a fair shot at government opportunities. The time for action is now, no more delays and no more High-Powered Committees.

Jonathan
Lower Bayavii, Kohima.