Why Ought to Armed Forces Officer Choice System Be Reviewed? A Debate

Editor’s Notice: What began off as a debate for evaluate of the DIPR based mostly SSB officer choice system (triggered by information of Cadet Gaurav Yadav of 143 rd NDA course profitable coveted gold medal and information of him being rejected by SSB in his first two makes an attempt for NDA 141 & 142 programs ) led to many responses to our MVI article/ interview of Lt Gen DB Shekatkar on DIPR based mostly SSB choice system. A number of responses acquired additionally coated different linked facets like coaching and grooming of cadets in army academies, the ACR system and related promotion system / coverage for officers and different points. All these responses from veterans have collectively thrown a lot mild on varied points and technicalities of our officer choice, coaching, grooming and promotion system. We hope these responses enrich the atmosphere and set off extra responses to take the controversy additional.

The Set off:

Nation first: NDA gold medallist clears IIT entrance however lies to oldsters so he can pursue his dream of becoming a member of armed forces

Whereas Gaurav Yadav cleared the NDA entrance examination twice, he couldn’t clear the SSB interview.

Responses From Veterans

MAJ GEN CD SAWANT

Corruption by officers posted in SSBs is seemingly an aberration. In any case all of us are chips of the identical block, if we have a look at it our society at present, we witness corruption in each facet. Throughout conflicts since 1971, we’ve at all times witnessed younger officers main from the entrance at the price of their lives. These officers have been chosen by the identical system which is believed to have failed. A younger officer is at all times enthusiastic and able to take initiative particularly throughout the robust area situations. Nevertheless after someday he will get uncovered to his seniors and prevalent malpractices that go on and after that because of such unwarranted exposures these younger officers additionally begin following their seniors. In addition they witness some good officers getting aspect lined because of no mistake syndrome and issues associated to confidential report system and get disheartened. Because the officer begins getting uncovered to the attitudes and actions of Flag Rank officers, he additional will get disillusioned and result’s there to see. There’s a particular requirement to revise present choice system however that revision solely could not produce higher officers, there’s a must revamp present methods prevalent in armed forces, particularly IA.

BRIG IS GAKHAL

The story of Gaurav Yadav itself exhibits that the SSB system has sustained over time. He made it the third time, and went on to win the Gold Medal. Any system has to stay dynamic to remain related. The potential and profile of the candidates has modified because of extra data at their disposal. The assessing requirements and procedures should additionally change. It is true that ACR syndrome does make leaders ‘present window performers’ . A motivated and performing YO in an area of 5-7 years begins changing right into a spectator particular performer. The ACR orientation is responsible. One other facet today is the rising hole between Senior leaders and Junior leaders. The hassle to bridge that should come from the Seniors .

COL PARMESH MEHERISHI

All SSB exams are subjective and endure from a flaw referred to as the ‘affirmation bias’, extra on this later.

My query is – why does a so referred to as chief in his senior days skilled in one of the best of academies wilt underneath political / bureaucratic stress? Virtually all change into: I, ME & MYSELF. Some coaching flaws, human nature, greed, self promotion, lack of V & E or all the above. What good is years of coaching and army ethos then and if the tip result’s a senior product who’s spineless and wilts underneath a politician or a babu? I’ve consistently being saying that our younger officers have led from the entrance and bought us victories in 1948, 65,71 & 99 and died combating for a trigger in 1962 with out flinching or asking any questions.

What occurs to the eco system which nurtures them when younger and as they get older and change into senior / corrupted / non- skilled. Is it solely ACR and course gradings or one thing extra that we’re searching for in our senior management?

I Do not know, you inform me? Given the current state of upper management one wonders whether or not management is to be taught and learnt or practised by males of conviction who rise up for what they strongly really feel as proper?

Battle area or operational management is totally different because it usually includes younger officers main their males from the entrance.

Does one thing occur to our fauji leaders generally as they develop in service?
We appear to wilt underneath political/ bureaucratic stress.

It’s motion in movement of , ideas, phrases, selections and deeds. It’s standing by your selections, ought to the results not prove favourably. It’s undoubtedly long run, not tenure based mostly. Ought to a army choice taken whereas in service afterward be proved on scrutiny to have been taken for issues not purely army the involved senior ought to current himself for an open inquiry. What number of as much as it ?

BRIG DJ GOVADIA

I endorse the views expressed by Maj Gen CD Sawant. We’re all chips of the identical block. As one advances in service and rank, it’s as much as particular person officers to face up and be counted, when required.

BRIG BK PONWAR

Surprise to what extent does the integrity drop from CO stage upwards? Is it by everybody or only a small proportion or by totally different Arms and Providers?

All of us observe ‘Self Self-discipline’ to a really giant extent. No hurt can come to an Sincere Devoted Soldier.

Through the 71 Battle Management on the Frontline and on the HQ ranges was Excellent.

GP CAPT JOHNSON CHACKO

Rigidity in adherence to 1’s ideas based mostly on professionalism is projected as lack of flexibility and therefore unsuitable for increased ranks, I assume?

BRIG SARVESH DANGWAL

Appropos Gen CD Sawant’s response to the topic underneath dialogue. What he says is a given, an au fait and due to this fact to proceed parroting the identical reasoning advert nauseum is not going to resolve the issue. “We will not clear up issues through the use of the identical form of considering we used once we created them.” These smart phrases have been spoken by Albert Einstein and symbolize the primary hurdle we face in the case of fixing issues. Trendy Society pedestalises success regardless of the means to realize it. Rank/ Place in hierarchical army/ civil/ company organizations is equated with success and that’s the place we’ve the issue. Extra so in a particularly pyramidical group because the Army, the place the competitors has made itself minimize throat and engendered a rat race.

This encourages sycophancy as a instrument to control seniors with, to earn undeserving gradings in reviews. The scenario requires an organ transplant than mere surgical procedure to enhance the ethical and moral well being of the Army. It has change into moderately unimaginable to switch the ACR system as analysis is a instrument of HR administration to advertise and choose the proper individuals for the subsequent rank/ workplace/ place. With out it , we might be worse off. Over time the buyer and market mentality of people has overtaken societal thought and the means are relegated in favour of ends. We endure from the identical syndrome.

To compete for a rank / workplace the ready line is large and therefore the malaise which Gen Sawant and others discuss and discuss with. The idealism and utopian considering of the youth will get blunted within the quagmire of materialism, which has managed to supersede the Aristocracy , rectitude, probity and morality in particular person behaviour and conduct. It is not going to occur and to maintain repeating the identical sentiment is moderately passe. “Lots of the unethical traits imbibed by Good folks of their childhood, mutate over time into main character flaws that blight our senior army management. The early erosion of an individual’s ethical fibre , if not stemmed , can permit him to rationalise severe misconduct in later life.

Mendacity, dishonest, stealing, manhandling of juniors, forgery and impersonation defines a wise cadet”. ex CNS. In no different occupation are the results of being led by incompetent individuals larger than within the army and therefore the Providers is required to be led by character pushed management. Or else there might be severe penalties with value to lifetime of troopers. The Army and Navy assume larger significance on this because the IAF is extra platform oriented (Aircrafts than personnel). All of us are acquainted with the truism that No Lord is a Hero to his valet. Due to this fact, leaders should mannequin themselves extra on character than strategic means. If of the 2 qualities one is to choose then it’s the former than the latter .

There may be some very severe considering which is required to make Good and Profitable mutually potential. Our choice , coaching, grooming, on job nurturing, unit values (doing incorrect with the excuse that it’s for the unit), syllabi, evaluation and analysis system et al require a paradigm rethink and never incremental modifications. It is not going to work. If market psyche has overtaken our basic thought then it’s time that we predicate our management studying on the pedestals of each army and modern company considering. We have to construct the brick and make each soldier a pacesetter from a follower, as a result of with this a technique of reverse osmosis shall be initiated the place management might be ‘Backside Up ‘ than ‘Prime Down’ to begin with. So let every soldier change into an epitome of character qualities and thus assist create an ambient tradition of Tougher Proper than the Simpler Flawed which is at opposites to the present considering of Do as I say and Not what I Do. However as a substitute Do as I Do and even higher!

Whereas writing all this , I acquiesce to the saying that the best service a retired Normal can do is to show in his swimsuit and his tongue and to mothball his views.

LT GEN HS PANAG

I endorse what Brig Dangwal has stated. Character is the important thing. It’s the choice board to pick out one of the best and the management growth and character constructing on the army academies. In fact it’s a continuum whereas in service with gaps being bridged by an moral enforcement system. Character with out requisite mind could at worse result in mediocrity, however mind with out character is ineffective and can result in catastrophe. I wrote just a few articles on this problem 4-5 years in the past. Will submit them.

COL PRADEEP DALVI

The current SSB system as reiterated earlier than is classic of 1940 and wishes pressing improve. We have to submit finest officers as GTOs and IOs. It’s seen only a few officers posted as GTO will get promoted to the rank of Col/ Brig. Off-late outdated officers are being posted on the SSB. HOWEVER, THE SELECTION OF CANDIDATES AT THE SSB IS FAIRLY BALANCED WITH SINGLE MOST IMPORTANT FACTOR OF TRAINABILITY KEPT IN MIND FOR NDA AND DIRECT ENTRY CADETS.

It’s seen that officers’ kids don’t do properly on the academy in comparison with JCOs/ ORs/ Civil background cadets. It’s all about trainability and publicity a cadet receives. TAKING NDA IN VIEW IT WAS NOTED THAT PERFORMANCE OF CADETS IN FIRST AND SIXTH TERM IS ENTIRELY DIFFERENT KEEPING IN VIEW THE TRAINABILTY FACTOR. I’m additionally of the opinion that DS posted are younger Capt with 5 yrs of service with little expertise of evaluation of cadets and their character growth. No scientific devices are used to evaluate the cadets throughout their six phrases on the NDA.

Most significantly ,the observe up is hardly carried out by DIPR and by models as soon as GCs are commissioned. Their is an pressing want to hold out overhaul of the choice system at SSB/ DIPR utilizing mixture of current system and varied scientific devices out there maintaining in view the current socio- financial atmosphere and society at giant.

MAJ GEN VIJAY PANDE

“The important factor is motion. Motion has three levels: the choice born of thought, the order or preparation for execution, and the execution itself. All three levels are ruled by the desire. The need is rooted in character, and for the person of motion character is of extra vital significance than mind.

Mind with out will is nugatory, will with out mind is harmful.”
Generaloberst (Colonel-Normal) Hans von Seeckt, Ideas of a Soldier, 1930.

BRIG SANJAY SANGWAN

Development, change and evolution are inherent in nature. Bodily progress, strengthening after which decay is a part of nature and past human management. Information, Psychological and Emotional progress is what people attempt to direct and management by means of varied academic, social, political, financial, cultural, spiritual instruments and methods. Human behaviour is guided by values and ethics that are shaped early in life by means of statement and interactions with the atmosphere. These are shaped by early adolescence and kind the unconscious which guides his/ her selections and behavior within the acutely aware world. These behaviours guided by values and ethics mixed kind the character of a person with identifiable traits. SSB endeavours to evaluate particular person character on the recognized 15 traits thought of necessary for army management. The system is truthful, mature and confirmed by our army management in varied wars, Catastrophe Reduction operations, Help to Civil Authority and even non/ quasi army areas like Sports activities and Journey actions. Whereas evaluation of human behaviour can by no means attain Six Sigma requirements, solely uncommon errors or deviants are seen who could possibly be termed as masters of pretense or potential errors of evaluation at SSB.

Put up SSB, one winds up on the coaching academies the place the atmosphere is kind of at loggerheads with what one has been assessed on in SSB. Guiding Ideas in academies, pushed by seniors are Handle, Smartness, Shirk and virtually all should adapt and imbibe these to a various diploma although these are brief time period deviations which aren’t permitted to subjugate his values or ethics by his unconscious and prevalent formal atmosphere, Academies can also be the place the latent management qualities get exercised and firmed up. Junior management of our army has invariably proved itself in discharging its duties each in struggle and in peace. Together with the coaching academies, our Units Tradition too performs a serious position on this the place Unit Izzat is supreme and our junior leaders have willfully walked into fastened line hearth, fought with bayonets/ even naked arms and laid down personal life simply to save lots of an injured buddy.

If our junior leaders have confirmed themselves repeatedly, the place does the issue lie? It’s largely within the organizational atmosphere exterior the models, society at giant and human behaviour itself.

Whereas Ambition is an inherent trait in each human being and extra pronounced in Leaders particularly Army Leaders, means to that ambition and the way arduously it’s pursued impacts progress submit fee. Little question army life is hard and demanding with a hierarchical group exercising strict management over virtually all facets of life. YOs have a tendency to take a look at senior officers and aspire to the rank for the attendant standing and privileges which is however pure. It will be unfair to generalize however the atmosphere presents all types of examples to emulate. These wishes get strengthened by publicity to the civil society and thru media and human weak point normally falls for the better incorrect than persist with the tougher proper. It additionally will get a casual acceptance when he sees the rampant parochialism, favouritism, unfair practices even within the army. It’s stated kids don’t do what they’re advised however do what they see. People be taught and adapt all their lives and it applies to adults too.

Whereas each particular person tends to overestimate his personal potential and expects commensurate reviews, gradings and postings however step by step one learns the place he stands and accepts it. Nevertheless, there are lots of anomalies within the atmosphere particularly when perceptibly less-deserved obtain increased than them and it’s human tendency to attribute it to favouritism of some kind and this lures him into that stroll of pleasing his IO/ RO/ SRO and turning him subservient and at instances even unethical, fairly opposite to what he believed in all his life and repair. To make issues worse, army has misplaced a lot of the choice making powers over the a long time to forms and the polity which regularly forces even senior officers to decide on unwillingly.

It’s also human tendency to deflect blame on to others/ different methods as ONLY A FEW EVOLVED HUMANS ACCEPT OWN MISTAKES/ ERRORS. Errors by junior leaders have restricted influence as their duties and powers are restricted with restricted sphere of affect. IT IS THE SENIORS WHO MOULD AND SHAPE THE ENVIRONMENT AND SET EXAMPLES TO EMULATE. Not everyone can resist social and household pressures or forsake private ambition to ethics virtually absent within the society. IT MAY BE EXCESSIVE TO HOLD SSB RESPONSIBLE FOR IT.

COL RAJINDER KUSHWAHA

Attention-grabbing dialogue has taken place . Some very related points have cropped up. However Brig Sarvesh Dangwal has hit the nail on the pinnacle , which has been very rightly endorsed by Lt Gen HS Panag. In any case entire problem revolves round ethical turpitude and particular person character.

My evaluation is that system won’t be dangerous however the people who represent the system, should take the blame for its dilution / degradation. Nevertheless , entire problem must be reviewed maintaining in thoughts the socio- financial transformation of the society from which the fabric for soldiering, each management and decrease cadres , emerges .

BRIG PRADEEP SHARMA

Have a look at this as follows:-

As a junior chief, say Capt, NCO, JCO private honour and respect amongst friends, village sorts and inside the unit is major. Due to this fact, skilled integrity, bodily braveness ,morals and ethics, the Chetwode Code imply rather a lot .
Firm Cdr to Bn Cdr additionally it’s largely relevant as they’re being watched by the boys they command. However right here is the place dilution too begins! ACRs begin to affect actions. The CO needs HC/HDMC and Firm Cdr needs a 9 level report. Each search for alternatives to get Awards and be on the proper aspect of respective IOs!
At Formation ranges it’s extra of appeasing the atmosphere which incorporates his IO/ RO. Chetwode goes into the Shadows.
As they go up the ladder, the closeness with troops and junior lot of officers turns into thinner and appeasement of their IO/ RO in addition to atmosphere positive factors priority over all the things else. Now one can clearly see the ‘I,ME&MYSELF ‘.
That is the place the organisational pursuits can go to hell so long as lengthy as ‘ I , ME,MYSELF ‘get the subsequent rank ,the NDC or a plumb posting. It’s these people who go away a foul style within the mouths of the ‘junior’ lot, they search plumb submit retirement jobs ,honorary memberships to golf equipment and establishments as a part of the Freedom Fighters Affiliation!

I THINK THIS SHOULD CLEAR THE AIR !?

Editor’s Notice Continued: With a view to forestall mixing up of responses the debates for SELECTION, TRAINING & PROMOTION SYSTEMS are meant to be carried out individually. This may allow specialised/unique debates on totally different methods with inputs/responses from certified and skilled officers/veterans in these methods/fields. To set off the controversy solely on the SELECTION SYSTEM respondents are requested to kindly learn the six MVI articles/interviews that have been revealed in Mar/Apr 2021. Primarily based on their private information, experiences and perceptions, respondents are requested to kindly ship their views, feedback and options on the principle points raised /coated in these six articles/interviews. Level Clever/Crisp Responses might be appreciated and facilitate sequential/methodical compilation to facilitate drawing some logical conclusions on points coated.

Hyperlink of the six articles: