Saturday, July 14, 2018

Vacancy Announcement as Program Officer at Royal Civil Service Commission

The Royal Civil Service Commission is pleased to announce the vacancy for lateral transfer within same Super Structure Group in the following

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                                 About RCSC Bhutan

Royal Civil Service Commission, Royal Government of Bhutan

Vision & Mission


” A dynamic and professional civil service committed to promoting Good Governance in pursuit of Gross National Happiness.”


  • Ensure an independent and apolitical civil service that will discharge its public duties and services in an efficient, transparent and accountable manner.
  • Ensure that civil servants render professional service guided by the highest standards of ethics and integrity.
  • Ensure that uniform rules and regulations on recruitment, appointment, staffing, training, transfers and promotion prevail throughout the civil service.
  • Continue to maintain a small, compact and an efficient Civil Service that is merit based.
  • Enhance Civil Service capacity through Human Resource Development Programs.
  • Maintain Up-to-date personnel information on all civil servants.
  • Pursue the goals of the Institute of Civil Service Record.

Civil Service Values

(Civil Service Acts of Bhutan 2010, Section 37)
AccountabilityA civil servant is responsible for his/her decisions and actions and must be accountable to whatever scrutiny is appropriate to his/her Office as prescribed by law and the BCSR.
HonestyA civil servant shall be honest and declare any private interests relating to his/her official duties and to take steps to resolve any conflicts arising in a way that protects the public interest.
ImpartialityA civil servant shall be fair, neutral, not favour one person more than another in carrying out public business, including making public appointments, awarding contracts, or recommending individuals for awards and benefits.
IntegrityA civil servant shall not place himself/herself under any financial or other obligation to outside individuals or organizations that may influence him/her in the performance of his/her official duties.
LeadershipA civil servant shall at all times uphold and promote the principles of leadership by example.
LoyaltyA civil servant shall at all times be true, loyal and faithful to the Tsawa- sum.
OpennessA civil servant shall be as open as required about all the decisions and actions that he takes. He/she shall give reasons for his/her decisions and restrict information to protect the wider public interest and confidentiality of the matter.
ProfessionalismA civil servant shall practice his/her profession with the highest standards of ethics and courtesy.
SelflessnessA civil servant shall always take decisions solely in terms of the public interest. He/she shall not do so in order to gain financial or other material benefits for himself/herself, his/her family, his/her relatives, or his/her friends.

Code of Conduct of a Civil Servant

(Civil Service Act of Bhutan 2010, Section 38 & 39)
A Civil Servant shall not:
  • be eligible to be a candidate for any election conducted under the electoral laws of the Kingdom or hold any paid or unpaid post in any political party;
  • canvass for the political party or any candidate in an election conducted under the electoral laws of the Kingdom;
  • engage in any corrupt activities;
  • be a member of, belong to or take part in a society, assembly or association, except as may be permitted under the rules and regulations;
  • instigate, involve or participate in a strike, demonstration, marches or other similar activities;
  • engage in proselytization
  • engage in sexual harassment; and act against the interest of Tsa-Wa-Sum


The Royal Command of His Majesty the King Jigme Khesar Namgyel Wangchuck granted to the Royal Civil Service Commission:
“Keeping in mind that in a small country like Bhutan, it is the bureaucracy’s example that will be followed, strengthening the civil service would be the first step to creating a strong foundation for a successful democracy. The civil service must strive for the highest standards, live by higher ideals and nurture a sense of duty towards fellow Bhutanese.
Therefore, the Royal Civil Service Commission should focus on bringing about required reforms of the civil service, in time for it to facilitate and support the emergence of democracy, meet the challenges of building dynamic economy and to fulfill its role in achieving the goals of Gross National Happiness.”
-12th of March 2007, Tashichho Dzong
1973: The Department of Manpower was established under the Ministry of Development. As the Civil Service administration became more complex, due to rapid socio-economic development, the Royal Government recognized the need to further strengthen the Central Personnel Agency with a clear mandate.
1982: On 2nd June, 1982, His Majesty the King Jigme Singye Wangchuck issued a Royal Charter for the Royal Civil Service Commission. Accordingly, the Royal Civil Service Commission was established, as the Central Personnel Agency of the Government.
The primary focus was to ensure effectiveness and efficiency in the Civil Service, and loyalty and integrity among civil servants by ensuring uniformity of personnel actions throughout the Kingdom.
1989: Cadre System was introduced, which classified Civil Service occupations into eight cadres with a hierarchy of 17 grades.
The entry grade and also the highest grade to which the civil servants of each cadre could go were defined. The entry qualification required by each cadre for entering at different entry grades was known.
1990: In November 1990, the 1st edition of Bhutan Civil Service Rules and Regulations, BCSR 1990, was released. The objective was to translate the provisions of the Royal Charter for having an efficient human resource management and development system that was just, equitable and fair.
The BCSR 1990 served as an effective tool for strengthening personal administration system in the country.
1999: On 11th November, 1999, the Government undertook a major reform initiative to restructure the administrative system towards enhancing Good Governance. The theme of the reform was efficiency, transparency and accountability in the Bhutanese system of governance.
The Good Governance document 1999 had following recommendations for Royal Civil Service Commission:
  • Expedite Job Classification System,
  • Reinforce Merit-based career progression,
  • Promote IT/ e-governance in HR management, and
  • Organize regular training for civil servants on leadership and management.
2001: On 30th November, 2001, the process of drafting Constitution towards having parliamentary democratic system of governance was launched.
It was envisaged that with the perceived change in the governance, a stable and efficient public administration provided by the Civil Service of the country is extremely important for peaceful and orderly political succession and for the success of democratic governance.
2002: On 11th November, 2002, the 2nd edition of the Bhutan Civil Service Rules and Regulations, BCSR 2002, was released.
The BCSR 2002 emphasized merit, excellence and professionalism in the Civil Service. Honesty, integrity, sincerity and selflessness were added to the core values of the Civil Service. Besides, emphasis was placed on efficiency in delivery of public services and high standard of morale among civil servants.
2003: In July, 2003, the 81st session of the National Assembly passed resolution that the Royal Civil Service Commission be reconstituted and strengthened to protect from politicization of the bureaucracy.
It was resolved that the Chairman of the commission should be appointed by His Majesty the King.
2005: In December, 2005, a policy decision was taken to replace the prevailing Cadre System with Position Classification System (PCS) for having a merit based Civil Service enhancing Good Governance and excellence in the Civil Service.
The policy decision was taken to bring about a high standard of performance in the Public Administration System. The policy document provided the necessary direction to the Royal Civil Service Commission for having a new Civil Service order.
2006: In January, 2006, the Cadre System was replaced by PCS.
The PCS classified Civil Service into 19 Major Occupational groups and 94 Sub-groups. The primary focus was to have a merit based, independent and apolitical Civil Service to serve the people with a high standard of efficiency, transparency, professionalism and accountability.
In June 2006, the 3rd edition of the BCSR 2006 was released based on PCS principles.
2007: In January 2007, pursuing the policy of decentralizing the HR actions, the recruitment in the operational position category was decentralized to the agencies.
The first Organizational Development (OD) exercise at national level was undertaken with an objective to define the right size of the Civil Service, organizational structure, staffing, strength and pattern, and the need for capacity building.
2008: On 18the July 2008, the Constitution of the Kingdom of Bhutan was adopted. The Constitution enshrines the Royal Civil Service Commission as a Constitutional body, apolitical and independent responsible to discharge public duties in an effective, transparent and accountable manner.
The Constitution made the Royal Civil Service Commission responsible to ensure that civil servants remain apolitical and render professional service, guided by the highest standards of ethics and integrity to promote good governance and social justice, in implementing the policies and programs of the Government.
In January 2008, the recruitment