Lateral Entry in UPSC was introduced in 2018, when the Government of India, through the Department of Personnel and Training (DoPT), made this announcement. This allowed professionals from outside the traditional civil service route to join at senior levels, such as Joint Secretary and Director.

The purpose behind introducing Lateral Entry in UPSC was simple: to bring in domain expertise, fresh thinking, and specialized knowledge into governance. Since its implementation, multiple rounds of recruitment have been carried out through the Union Public Service Commission. As of the year 2025, candidates of lateral entry are serving in ministries like Finance, Agriculture, and Rural Development, etc. Here, we provide a complete, detailed insight into the Lateral Entry in UPSC and its related aspects. 

What is Lateral Entry in UPSC?

Lateral Entry in UPSC means the appointment of individuals from non-civil services backgrounds into government positions. These are usually middle or senior-level posts, often at the Joint Secretary or Director level. Instead of going through the regular civil services examination, candidates are chosen based on their professional achievements, domain expertise, and experience. Most lateral entry appointments are at:

• Joint Secretary (Level 14, Government of India)
• Director (Level 13A)
• Deputy Secretary (Level 12)

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Historical Background of Lateral Entry in UPSC

The idea of lateral entry in UPSC is not entirely new. While it gained momentum after 2017, earlier governments had also experimented with appointing professionals in advisory roles. The structured system evolved gradually. Check the table below for detailed information on the same: 

What is the Process of Lateral Entry in Civil Services UPSC?

The process of lateral entry in the civil services UPSC is structured and involves several stages to ensure fairness. Provided here is the gist of the process that candidates need to keep track of: 

• Vacancies: At first, Ministries post the number of vacancies and with required skills. Candidates need to stay attentive to such posts. 
• Notification: Then, an official notification is released about the eligibility and requirements. In addition, this notification will also carry other important information. 
• Application Submission: Interested professionals from private sector, academia, and public institutions submit their applications online. They must attach relevant documents and highlight their experience and achievements.
• Screening: UPSC carefully reviews all applications. Experience, qualifications, and professional accomplishments are evaluated to ensure candidates meet the required standards.
• Shortlisting: Candidates who meet all criteria are shortlisted for the next stage. This ensures only the most suitable applicants proceed to interviews.
• Interview: Shortlisted candidates appear for structured interviews conducted by UPSC. The process assesses leadership ability, domain expertise, and problem-solving skills.
• Final Selection: Based on interview performance and overall suitability, UPSC recommends candidates to the government. Appointments are finalized, and joining instructions are issued.

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Salary of UPSC Lateral Entry

The salary of UPSC lateral entry officers matches that of career civil servants of the same rank. This maintains parity and avoids service inequalities. Check the table below to know the salary of UPSC lateral entry: 

Advantages and Disadvantages Of Lateral Entry In Civil Services

Mentioned here are some of the advantages and disadvantages of the lateral entry in civil services. Get the complete detailed information on these major aspects: 

Advantages of Lateral Entry in Civil Services

The following are the key advantages of lateral entry in civil services. These points highlight how it strengthens governance and administration.

• Domain Expertise: Specialists bring technical knowledge. They improve policy design. Execution in complex areas becomes faster and more effective.
• Fresh Perspective: Outsiders question routine practices. They introduce innovative ideas. Global methods can be applied to domestic governance.
• Skill Gap Bridging: Addresses shortages in critical sectors. Includes energy, climate, and digital economy. Professionals bring practical knowledge.
• Performance Orientation: Contractual professionals focus on results. They are outcome-driven. Efficiency in projects and policy execution improves.
• Diversity in Administration: Involves talent from industry, academia, and public institutions. Brings varied viewpoints. Enhances policymaking and governance quality.

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Disadvantages of Lateral Entry in Civil Services

The following are the main disadvantages of lateral entry in civil services. These points explain the challenges and risks associated with the system.

• Accountability Issues: Career bureaucrats receive long-term training. Lateral entrants may lack it. Oversight and responsibility can be weaker.
• Reservation Concerns: Regular recruitment follows affirmative action. Lateral entry may bypass these policies. This raises fairness issues.
• Short-Term Contracts: Most appointments are 3–5 years. Policy continuity is affected. Long-term planning may be limited.
• Outsiders may struggle in bureauAdjustment Challenges: cracy. Understanding hierarchy and processes can be difficult.
• Risk of Politicization: Appointments can be influenced if transparency is weak. Political considerations may affect recruitment fairness.

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