Reintegration of ex-Agniveers will be the real challenge

THE implementation of the Agnipath scheme launched by the Central government in September 2022 has brought a paradigm shift in the recruitment process for soldiers below the commissioned ranks in the Army, Navy and Air Force. The shift symbolises a major change in the recruitment model for the management of human resources in the armed forces and, hence, elicited divided opinions from experts. Designed to modernise the defence structure, the scheme has evoked debates with concerns over its long-term implications.

The new system recruits soldiers, designated as Agniveers, for a four-year contractual term instead of the earlier 17-24 years of service. Upon completion of the term, 25 per cent of them will be absorbed into regular service and the remaining discharged with a Seva Nidhi package — a lumpsum amount contributed jointly by the government and the individual soldier. This system excludes pension and gratuity benefits, marking a significant departure from established practice.

In Punjab, which is known for its strong martial tradition, the recruitment process has witnessed both enthusiasm and anxiety. The Zonal Recruiting Office (ZRO), Jalandhar, headed by a Major General, oversees five army recruiting officers (AROs) in Punjab and two in Jammu and Kashmir. These officers conduct annual recruitment rallies through a multi-stage process that includes online registration, a computer-based written exam and physical and medical evaluations. The intake in regimental centres for training happens twice a year — in November and May. Thus, exits will also happen on a bi-annual basis, beginning November 2026. By comparison, induction into the central armed police forces and government services does not follow a set annual cyclic process. This is likely to complicate the absorption of Agniveers into these services after the four-year contract.

The army has introduced digital tools to ensure transparency, selection by merit and efficiency. The system uses biometric verification to verify candidates and minimise human interference. This transition from open rallies to technology-assisted recruitment has reduced overcrowding and improved accountability. The involvement of local army units in the testing system of physical tests during the recruitment rallies adds a layer of fairness and transparency to the process. The rally is videographed and complaints, if any, are disposed of based on digital evidence.

The Government of Punjab, under the aegis of the Chief Secretary and the Principal Secretary, Skill Development and Employment, has facilitated funds for the conduct of recruitment rallies and coaching of aspirants for the tests.

The army has spearheaded these initiatives and taken ownership of the process. The AROs have integrated seamlessly with the government and included the district collector, police and other departments for the conduct of rallies.

It is heartening to note the synchronised teamwork between the district employment officers, counsellors and the AROs for providing opportunities to the youth. Even the unsuccessful candidates in the rallies are motivated and provided alternative avenues of skill training and jobs by the state government.

Punjab has unique Centres for Punjab Youth Training and Employment (CPYTE). They function under the Skill Development and Employment Generation Department. There are 14 centres with a capacity of 3,500-plus. They provide lodging, food and coaching for aspirants preparing for the tests free of cost. But their capacities need to be substantially enhanced.

Despite administrative improvements, the Agnipath policy continues to generate debate. Critics, including veterans and defence analysts, argue that short-term contracts could weaken unit cohesion and affect combat-readiness. They warn that this practice may disrupt the continuity vital to the regimental culture. However, supporters believe the scheme would bring youthful energy and flexibility to the forces while reducing long-term financial liabilities.

Feedback on the first batch of Agniveers, enrolled in late 2022 — from regimental centres where they are trained initially for six months, and units where they are currently serving — has been largely positive. There is intense competition amongst the Agniveers to constantly improve their individual performance to facilitate their retention in the top 25 per cent. Reports suggest high motivation levels among the candidates, many of whom see the short-term service as a stepping stone to longer-term military or civilian careers. Their performance during field assignments and the recent 'Operation Sindoor' has drawn commendation from senior commanders.

The government is reviewing a proposal to raise the retention ratio from 25 per cent to around 50 per cent to retain experienced soldiers and strengthen operational units. The government has amended the Allocation of Business Rules 1961 and assigned the MHA with the task of "coordinating activities for further progression of ex-Agniveers" across departments and states. A national portal is under development to match ex-Agniveers with job opportunities and lateral absorption in paramilitary forces, defence PSUs and state police services and other departments. Several states have announced plans to reserve positions for them in uniformed services, while Punjab is in the process of formulating policies for reservation in the police, forest department, fire department, etc.

As the first batch approaches the end of its term in November 2026, much will depend on the government's ability to ensure a smooth reintegration for the outgoing personnel. Initiatives like skill certification and financial support under Seva Nidhi will need follow-up through employment opportunities and training. Professional agencies and standard procedures must be put in place to undertake these tasks. There could be political repercussions in case the Agniveers are not absorbed effectively into the mainstream, apart from the challenges of criminal elements and drug cartels getting a fill-up with the availability of unemployed, armed and trained Agniveers in society.

For Punjab, which takes pride in sending its youth to the armed forces, adapting to this major transition is both a challenge and a test of resilience. Time will tell whether the Agnipath model can strike a balance between fiscal prudence, national security and aspirations of the young soldiers.

Maj Gen Ranjit Singh (retd) is former Zonal Recruiting Officer, Punjab and J&K.