Imagine a significant shift happening in Sri Lanka’s public sector—where thousands of new jobs are finally being approved after years of stagnation. That’s exactly what’s unfolding now, as the government has greenlit the recruitment of 72,000 new public service employees. Currently, individual government departments are actively working through the hiring process, aiming to fill these positions systematically. But here’s where it gets controversial: the distribution of these jobs isn’t random or politically motivated. Instead, there’s a clear focus on strategic needs, especially in critical sectors like health.
During a recent media briefing following a Cabinet meeting, Minister Nalinda Jayatissa emphasized that out of the total 72,000 positions, 9,000 are earmarked specifically for health services. Impressively, 7,200 of these health-related vacancies have already been filled, with the remaining 1,800 set to be finalized by the end of December. This targeted approach aims to strengthen essential services and ensure that staffing aligns with the country’s current health demands.
The minister also pointed out a stark contrast with past governments, which often conducted mass hiring drives without proper assessment of actual needs or existing vacancies. These earlier policies were frequently driven by political agendas, leading to inefficiencies and bloated public payrolls. Minister Jayatissa explained that the current administration strictly adheres to a policy of merit-based recruitment that respects actual vacancies and considers the broader economic context. He made it clear that appointments are not made based on political influence but are carefully aligned with the country’s real requirements.
Adding another layer of modernization, the minister revealed that digital tools are being integrated into the recruitment process. This move aims to make hiring more transparent and efficient, particularly for roles in vital service areas. Furthermore, recruitment is being planned in a way that respects retirement rates—meaning that as older employees retire, new hires will gradually replace them. This strategy is expected to help manage the size of the public workforce over time, making it more sustainable and responsive to Sri Lanka’s economic realities.
In summary, this overhaul of public service recruitment reflects a more responsible and needs-based approach, steering away from political favoritism and towards strategic development. But it also raises questions—will this new system truly eliminate old practices, or will political influences find ways to re-emerge? As Sri Lanka navigates these changes, it’s worth asking: How will this impact the quality and efficiency of public services in the long run? Share your thoughts below—do you believe this new recruitment drive will make a real difference?
