As he completes five years in Goa Public Service Commission (GPSC), chairman Jose Manuel Noronha speaks to TOI about the reforms brought in by him, recruitments carried out and the introduction of the Computer-Based Recruitment Test (CBRT) for transparency in hiring
TOI: What are the changes brought about by you in the last five years at GPSC?
Noronha: First, the working environment was made more professional through a well-designed corporate like office space, second, the computer-based recruitment test, which is a very transparent process, was made compulsory for almost all appointments to Group A and Group B positions and, third, the commission has totally done away with adhoc promotions. The last has resulted in the regularisation of more than 2,000 government officials during this period.
TOI: Why are only few candidates able to clear the GPSC exams? Is it because the standards adopted are beyond the ability of our youth?
Noronha: The computer-based examination is designed to capture various intellectual capabilities of the candidate and these include core subject knowledge besides reasoning ability, English language skills and general knowledge. The very fact that many are able to clear our exams means that the examination meets with the intellectual capability of our youth, but what is required is thorough preparation for the exam.
TOI: In the recent recruitment for junior scale officer (JSO) it was seen that candidates with technical qualifications were successful. How do you explain this situation?
Noronha: Yes, six of the seven candidates selected were engineers and this may be because generally candidates who perform better academically at Classe XII prefer to enrol either for medicine or for engineering. Second, as they prepare for the engineering program they learn a lot of mathematics and therefore their reasoning abilities are generally better honed. In the earlier batches, however, there was a mix of different qualifications at the graduation level amongst those selected for JSO.
TOI: Is the syllabus for the CBRT designed by academicians? Why does logical reasoning and analytical ability comprise a large component?
Noronha: The syllabus has been designed looking at the examinations conducted by various bodies for public services throughout the country. A committee comprising renowned academicians appointed by the commission has gone through our examination processes and have been appreciative of it. In so far as reasoning and analytical ability is concerned, government officials have to take decisions on various matters and this facet needs to be assessed.
TOI: Is the commission planning on conducting programs for the job aspirants?
Noronha: The commission conducts examinations to shortlist and thereafter select candidates for government service and it would therefore be inappropriate for the commission to conduct any training program for these candidates. However, I am informed that the department of higher education is in the process of providing training for various competitive exams.
TOI: Knowledge of Konkani is essential for government jobs. How does the commission evaluate this?
Noronha: Yes, knowledge of Konkani is an essential qualification and the commission ensures that this requirement is met. All candidates who appear for the interview are tested for their ability to write, speak and read Konkani and have to meet the minimum benchmark in order to be declared successful. In the last five years the commission, on rare occasions, sought exemption for candidates who did not possess knowledge of Konkani since their services were essential for a particular department and adequately qualified and experienced local candidates were not available.
TOI: While the CBRT is adopted to shortlist the candidates for the position, the interview process finally decides on who gets selected. Do the shortlisted candidates meet with the expectations of the commission?
Noronha: The shortlisted candidates generally meet expectations of the commission at the interview stage, but sometimes it so happens that none of the candidates shortlisted are found to be suitable for the job. In such cases, no candidates are recommended, and the positions are re-advertised.
TOI: What is the general composition of an interview panel?
Noronha: The panel comprises at least two subject experts, one retired high court judge or principal district judge and another expert in administrative matters, a Konkani language expert and a nominee of the government of the concerned department, and is chaired by me.
TOI: How many positions have been filled during the last five years? Have some positions remained vacant for want of suitable candidates?
Noronha: The commission has so far filled around 500 positions during the last five years and at times we were unable to select candidates either because they did not qualify at the CBRT or were not found suitable by the selection panel at the interview. The commission has however, not resorted to lowering its standards in such cases and preferred to make further attempts through re-advertising these positions.
TOI: What is your advice to the youth who aspire to join public service?
Noronha: Read all available materials connected to the examination and study sincerely and dedicatedly. There is no other way of getting selected except being well prepared for both the examination and the interview.