At a time when Bangladesh is navigating economic uncertainty, institutional strain, and administrative transition, the demand for increased recruitment through the 44th BCS examination has never been more justified. The current recruitment framework must be re-evaluated to address three interlinked national concerns: public service delivery, law and order, and the optimal utilization of merit-based human resources.
A Crisis of Vacancies and Public Service Paralysis
Bangladesh is currently facing an unprecedented backlog of vacant positions in public service, arguably the highest in its history. These vacancies are not mere numbers; they represent a breakdown in state-citizen service delivery. Citizens are being forced to make repeated visits to government offices, spending time and money, often with no guarantee of a resolution. Essential services—such as healthcare, education, and administration—are delayed, harming productivity, frustrating citizens, and ultimately slowing down economic growth. With GDP growth already under pressure, an under-resourced bureaucracy only worsens the situation.
Law Enforcement and Security Vacancies Threaten National Stability
An even more alarming concern lies in the acute shortage of personnel in law and order agencies. With increasing social unrest and criminal activity, the absence of adequate manpower in police, administrative, and judicial services disrupts social cohesion and economic confidence. Investors are discouraged, and ordinary citizens feel unsafe. A robust, fully manned civil service is essential for stability, both economic and societal.
The Wasted Merit of Qualified Candidates
Every candidate who has passed the rigorous 200-mark preliminary test, the 900-mark written examination, and the 200-mark viva voce of the BCS is demonstrably qualified. To disregard such a pool of tested, competent individuals at a time of national staffing shortages would be a gross administrative failure. These individuals represent some of the finest young minds in the country. Deploying them in civil and non-cadre posts would significantly boost service delivery and policy execution.
If these candidates are left without appointments, the loss is twofold: the nation is deprived of skilled service providers, and the individuals are denied the opportunity to contribute meaningfully to their country. Worse, a portion of this talented population may fall into despair and frustration, social emotions that historically have had unpredictable and even destabilizing consequences.
The Exceptional Struggles of the 44th BCS Batch
The 44th BCS is unlike any before it. Candidates have endured one of the most prolonged examination cycles in BPSC history. Some had to sit for the viva voce twice for the same examination. Many have waited close to five years for a resolution. To put thousands of aspirants through this lengthy, energy-draining process only to reject them at the end is not only demoralizing—it is deeply unjust.
This is not a plea for sympathy. It is a call for justice, efficiency, and rational statecraft. The very ethos of our Liberation War in 1971 was rooted in reclaiming ownership of the state by its people. We, the citizens, are the rightful owners of this country. In July of this year, a spontaneous mass movement—sparked by quota-related grievances—reaffirmed that spirit of public ownership. As some of the first victims of the quota imbalance, 44th BCS candidates played a prominent role in that movement.
Having now entrusted the transitional caretaker government with the responsibility of managing state affairs, we expect them to uphold the public interest, not partisan logic. Article 21 of the Constitution of Bangladesh mandates that the administration exists to serve the people. Let this article be the guiding light in determining the fate of the 44th BCS.
A Call for Pragmatic Policy Solutions
The caretaker government and BPSC can undertake several feasible steps to resolve the impasse:
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Increase the number of cadre posts across all ministries and departments, in alignment with actual vacancy data and future workforce needs.
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Allow candidates to revise or withdraw their choice list prior to final results. Many submitted their choices five years ago and may no longer prefer the same posts.
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Amend the 2023 Non-Cadre Recruitment Guidelines to ensure that all candidates who have passed the viva voce are absorbed into appropriate non-cadre positions.
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Fix the inconsistency in subject codes that currently prevents qualified candidates from applying for posts relevant to their field of study.
Should the government or BPSC find a better model than the above, we welcome its implementation. But if any part of this proposal is deemed unfeasible, we respectfully demand a public explanation.
In the end, the test of good governance lies in how well it listens to its citizens, especially those who have proven their competence through the very mechanisms the state has put in place. The 44th BCS cohort does not ask for privilege; it asks for fairness. In a time of national need, let us not let merit go to waste.
