As the country progresses economically, socially and with the rise in the rate of literacy and the political awareness among the general public, social tensions are likely to build up. This is nothing unusual and in all growing societies, tensions due to ethnic, linguistic, economic and political causes are endemic. Unless these are tackled at the beginning and the rule of law is firmly enforced, these tend to mushroom into insurgency, secessionism, terrorism and extremism. To locate and neutralise these areas of discord and dissonance, and for defence against depredation of anti-social elements including criminals who deprive the citizens of their life and property, the State is required to have an adequate law enforcement machinery.

Law enforcement signifies the omnipotence of the State. To ensure this, the law enforcement machinery will have to be omnipresent. To take effective action, the law enforcement machinery should have knowledge of the occurrences which pre-supposes omniscience. Omniscience can be derived only through omnipresence. Without omniscience, omnipotence cannot be ensured. Thus, the basic need is of the presence of law enforcement machinery in the society in adequate numbers.

There have been copious studies about what should be the norm or the ratio of law enforcement personnel to the population. This is a debatable point and the norms would vary according to the parameters set by us. However, the norm of one law enforcement official for 1000 population in rural areas and the ratio 1:500 in urban areas would be ideal.

In the modern days, mere numbers do not add to the efficiency of law enforcement. Thus, there is need for a well structured HRD policy in law enforcement. As Police is a State subject, close cooperation between the Union and the component States/UTs in this area is called for.

While the hierarchical structure of the law enforcement machinery can be debated upon, there are three segments of Police which come directly into contact with the public and on whose efficiency and skills, depends the image of the State. They are :

1. Police Constable (Beat Officer)
2. Sub-Inspector (Station House Officer)
3. Superintendent of Police (IPS Officer)

Any HRD policy should therefore consider ways and means of improving the quality of personnel manning the posts of Constables, Sub-Inspectors and Superintendents of Police.

At present, much emphasis is laid on the physical qualities. While, to some extent, these are needed, the Constable, as the first person at any trouble spot is required to have good mental faculties. Therefore, in the Civil Police, to ensure that the Constable has adequate grasp of knowledge of the society and its nuances, the minimum qualification to be prescribed should be that of matriculation. In addition, the required physical qualifications and medical fitness could be insisted upon. Today, most of the people who join the Police service are those who could not get any other avocation or employment. Thus, they are policemen not by choice but as a last resort. This affects their psychological make up while dealing with the public. A frustrated and dejected individual tries to take out the same on those with whom he comes into contact. To ensure that the people who join the police as Constables have an inclination to be one, we should prescribe pre-entry qualifications. Thus, in addition to matriculation, a Constable should possess a certificate in Police Science- the course for the same could be organised by Open Universities conducting correspondence courses. In this certificate course, the rudiments of Constitution, Law, Forensic Science, Police Administration, Ethics etc., could be included.

To ensure that the Constable maintains his interest in the profession, a series of examinations (to test the knowledge) and tests of skill are to be prescribed. A Constable should get a promotion every five years and in the span of 30 years, he should be capable of becoming an Inspector of Police. To ensure that even those who do not qualify in these examinations/tests are not left behind, there could be one running scale from Constable to Inspector with rank pay introduced at various levels to give satisfaction on promotion.

The Station House Officer is the kingpin of our criminal justice system. He has to be knowledgeable, of good character and physically fit. At present, University Graduates are recruited as Sub-Inspectors and put through one year’s training in Police skills and knowledge of law investigation etc. This is woefully inadequate for the responsibilities entrusted to them. As we have to impart the required knowledge, skills, psychological attitudes for public service and good habits in these candidates, it is suggested that candidates for the post of Sub-Inspector be recruited while they are young and after passing plus two examination and certificate course in Police Science and those fulfilling the physical and medical criteria, they could be selected on the basis of a competitive examination and put through a training lasting over three years. This training would be both academic and skill-oriented. They would be taught various subjects like law etc. and at the end of three years, they would be examined by a competent University and awarded a Degree of B.Sc. in Police Science. In these three years, appropriate skills would be imparted to them and they would be tested in the same, and suitable credits would be given for proficiency in these.

To ensure that the candidates recruited as Sub-Inspectors keep up their education and motivation throughout the service, their career should be so structured that after qualifying at various periodical examinations and tests, they should be in a position to reach the level of Supdt. of Police. Here again, a running scale could be prescribed with appropriate rank pay at various stages.

IPS officers are recruited against the vacancies of Superintendents of Police. As part of their training, they hold charge of Sub-Divisions. Being the leaders and administrators of the Police Force, much is expected of them. At present, after recruitment by the UPSC, they go through brief training at the National Police Academy and in the Districts and assume charge of the Sub-Divisions and most of them, in a period of 5/6 years, get the District charge. In view of the complex problems that are to be faced by Superintendent of Police in India today, by no stretch of imaginations, this training can be considered adequate.

There is need to have a complete re-thinking on the recruitment and training of IPS officers. Unfortunately, most of the officers coming into IPS today opt for the Service not on their own choice but as a last resort. They lack motivation and continue to remain disgruntled throughout the service. They do not display, either at the time of taking Civil Service examinations nor subsequently, their basic desire to be a policeman. While completely doing away the present system of recruitment of IPS may not be acceptable to many, as a via media for 50% of the IPS posts, the following method could be adopted.

Any Graduate of an Indian University possessing a NCC ‘C certificate and who has passed certificate course in Police Science and possessing the required physical and medical qualifications could appear at a competitive examination conducted by the UPSC. Sub-Inspectors of Police holding the Degree of B.Sc. in Police Science and with five years experience should also be permitted to compete in this examination. After selection by the UPSC, these candidates would be put through a two year course both academic and professional skills. The academic course would lead to Master’s Degree in Police Science and the professional skills would be those that are required by a Police leader.

In addition to 50% of the vacancies in IPS, all officers holding Class I posts in the Central Police Organisations, IB and CBI should be selected through these examinations and put through this training. They should all be inducted into Indian Police Service. While the required number from the top would be allotted to the States to serve in the Civil Police, the remaining would be allotted to a Central Cadre for many posts in CPOs, IB and CBI.

At present, mere seniority and length of service is the criteria for IPS officers to go up the ladder. This is unsatisfactory. There should be a system of mandatory courses to be qualified and standards of professional skills to be obtained and medical category to be maintained before an IPS officer progresses from one stage to the next. Those who do not come up to the expectation should not be promoted to the next rank.

To avoid frustration to IPS officers, there could be one running scale for the Service with appropriate rank pay at different slots.

For specialised functions in Police, like investigation, Special Branch work, Traffic management etc. appropriate courses should be prescribed so that the three categories of personnel recruited through the channels indicated could be permitted to specialise in any of the fields.