Agnipath Scheme

SYLLABUS:

GS 3 > Security   >  Security forces and Police

REFERENCE NEWS:

• The Agnipath military recruitment scheme, introduced in June 2022, faced opposition from both political parties and Armed Forces veterans. This opposition was central to the INDIA bloc's campaign in states like Punjab, Haryana, and others where the Armed Forces are a popular career choice, impacting the BJP's electoral performance. Now, lacking a majority in the Lok Sabha, BJP allies like Janata Dal (United) and the Lok Janshakti Party are also calling for a review of the scheme.

AGNIPATH

• The Agnipath scheme is a significant recruitment initiative launched for the Indian Armed Forces. It is designed to enroll non-commissioned officers—soldiers, airmen, and sailors, collectively known as 'Agniveers'—for a limited tenure of four years. 
• At the conclusion of this period, up to 25% of these Agniveers are given the opportunity to continue serving under a permanent commission for an additional 15 years, depending on their performance and the needs of the organization.
• Eligibility and Recruitment:
  •  The scheme targets young individuals between the ages of 17.5 and 23, expanding the upper age limit from 21 to accommodate more candidates. 
  • It is inclusive of all sailors, airmen, and soldiers, except for those in the technical cadre of the medical branch. Importantly, the Agnipath scheme has broadened recruitment by opening opportunities for women in the Indian Air Force (IAF) and the Navy, thus promoting gender diversity within the armed forces.
• Compensation and Benefits:
  •  Agniveers earn a monthly salary between Rs 30,000 and Rs 40,000, in addition to other allowances for risk and hardship. 
  • They are required to contribute 30% of their salary to the Seva Nidhi fund, which is equally matched by the government. 
  • Upon completing their tenure, Agniveers receive a substantial tax-free severance package of approximately Rs 11.71 lakhs from this fund. 
  • The scheme also provides significant financial security measures for Agniveers, including compensation for death or disability attributed to military service.
• Distinctive Features Compared to Regular Military Service:
  •  Unlike regular military service, Agniveers do not receive a pension after their initial four-year commitment unless they are among the 25% selected to continue under permanent commission. This change is part of a broader strategy to manage the armed forces' budget more effectively, particularly in reducing long-term pension costs.
  • By adopting the Agnipath scheme, the Indian Armed Forces aim to maintain a youthful, agile, and technically proficient workforce. 
  • This initiative not only meets the immediate operational requirements of the military but also addresses long-standing financial sustainability concerns related to pension liabilities.

SIGNIFICANCE OF THE AGNIPATH SCHEME:

• Utilize demographic dividend: 
  • The move is aimed at lowering the average age of the soldier. It is a game-changer that will give the Army, Navy, and Air Force a more youthful image. The scheme is set to lower the average age from 32 to 26 years within the next 6 to 7 years, making the forces leaner and younger.
• Opportunity to serve the country: 
  • The new policy provides a once-in-a-lifetime opportunity for the youth to serve their country and contribute to national development, enhancing inclusion by recruiting from all regions and societal segments.
• Strengthen military numbers: 
  • The number of Agniveers to be recruited in the first year would make up 3% of the armed forces. This number is set to increase, improving the strength and agility of our forces through frequent rotation of troops, preventing stagnation and bringing in new talent regularly.
• Reduce military expenses: 
  • Currently, more funds are being spent on salaries and pensions rather than on much-needed military modernization. The scheme, through the Seva Nidhi package, will reduce this burden and redirect funds towards modern warfare technology and equipment, aligning with global trends of reducing personnel numbers to increase capital expenditure on modernization.
• Human resource development: 
  • Those among the 75% wishing to be entrepreneurs will receive financial support, bank loans, and priority in jobs within the Defense Ministry, CAPFs, and State police, among other sectors. This addresses the skill deficit and unemployment issues in the country, providing trained, disciplined individuals to the civilian workforce.
• Enhances social capital: 
  • The Agniveers will gain from a robust financial package and training, enriching their skills and qualifications. This will create a well-disciplined and skilled youth base, incorporating military ethos into civil society.
• International examples: 
  • Such short-term enlistment systems exist in many countries, considered best practices for maintaining a youthful and agile military force. For example, in the US, most personnel enroll for four years, followed by a reserve duty period, with the option to opt for full service and pension eligibility after 20 years of service.

CONCERNS OVER THE AGNIPATH SCHEME:

• Threat to Professionalism Among Forces: 
  • Army veterans are concerned that a four-year tenure is insufficient to inculcate the required regimental ethos, discipline, and integration into military units. They fear this could result in a less cohesive force where individuals may be risk-averse due to the short contractual periods.
• Shorter Training Period: 
  • Traditional training for army personnel spans two to three years; however, under Agnipath, this training is condensed to just six months. This drastic reduction raises significant concerns regarding the combat readiness of the Agniveers, especially given India's strategic threats from neighboring countries.
• Question Over Future of Agniveers: 
  • There are uncertainties concerning the future prospects of Agniveers post-service. With ex-servicemen already facing employment challenges, the addition of Agniveers to the job market might exacerbate these issues. 
  • This is particularly contentious as the scheme creates a "lesser" cadre of soldiers who receive inferior pay, benefits, and career prospects compared to their permanently commissioned counterparts.
• Untested in India: 
  • The Tour of Duty concept is new and untested in the Indian context, which has led to calls for its initial rollout as a pilot project. Critics, including multiple political parties and commentators, argue that the scheme was hastily implemented without adequate testing or consideration of its long-term implications.
• Militarization of Civil Society: 
  • Approximately 35,000 combat-trained youths will exit the military annually under this scheme, potentially leading to the militarization of civil society. This influx of trained but possibly unemployed veterans into the civilian workforce is a point of concern for its potential social and security implications.
• Discrimination in Benefits: 
  • There is also significant concern over the disparity in benefits provided to Agniveers compared to regular soldiers, especially those killed in the line of duty. Critics, including prominent political figures, have appealed for equal recognition and compensation for Agniveers, highlighting the discrimination and its impact on morale and fairness.
• Potential for Internal Division: 
  • The competition for retention—where only 25% of Agniveers are given the chance to serve longer—might foster a culture of one-upmanship rather than teamwork, which is contrary to the ethos of military units focused on cohesion and collective duty. This competitive environment could potentially lead to negative personality traits and impact the overall health and effectiveness of military units

WAY FORWARD 

As the Agnipath scheme is now operational, continuous evaluation and adaptation are vital to address emerging challenges and capitalize on initial positive feedback from military units regarding Agniveers' motivation, intelligence, and physical standards.

• Enhanced Leadership and Cohesion: 
  • Leadership within military units is crucial for integrating Agniveers effectively. Commanders must focus on the psychological assimilation of Agniveers, fostering team spirit and unit cohesion essential for operational success.
• Equitable Compensation and Benefits: 
  • To resolve benefit disparities, especially for Agniveers who lose their lives in service, ensuring their families receive the same benefits as those of regular soldiers is critical. This will help maintain morale and fairness.
• Focus on Human Elements: 
  • The nurturing of Agniveers should emphasize unit ethos and camaraderie to prevent competitive tensions and personality conflicts within units. 
  • Psychological assessments during recruitment can aid in selecting individuals who are well-suited for military demands.
• Balancing Technology and Combat Skills: 
  • While embracing technological advances, the armed forces must ensure Agniveers are also proficient in traditional combat skills. Leadership should not overlook the importance of resilience and adaptability in warfare.
• Regular Monitoring and Adjustments: 
  • Ongoing monitoring and adjustments based on feedback and changing security dynamics are essential. This approach will help refine the scheme to better meet the strategic goals of the armed forces.

PRACTICE QUESTION:

Q. Critically evaluate India's Agnipath military recruitment scheme, discussing its benefits, key criticisms, and suggesting measures to address these concerns. (15 marks, 250 words)