In Jammu & Kashmir’s civil services, open merit candidates have consistently lagged behind reserved category candidates in selections over the past three years, sparking debate over fairness and representation.
By: Javid Amin | 30 October 2025
A Widening Concern in Recruitment
In the Union Territory of Jammu & Kashmir, the recruitment landscape for civil services is witnessing a trend that is stirring debate among aspirants, policymakers and social commentators alike: open-merit candidates are consistently securing fewer positions compared to those from reserved categories over the past several years.
For a large number of young graduates and job-seekers in J&K, this is not just a statistical anomaly—it represents a sense of structural narrowing of opportunity, of merit feeling de-emphasised, and of underlying policy choices coming into sharp focus. The official data tabled during the Legislative Assembly session substantiates these concerns.
This article delves into: the detailed data and what it reveals; the reservation framework in J&K; the challenges faced by open‐merit candidates; political, social and policy implications; critique and caution; and the broader questions of equity, merit and representation that this issue raises for J&K and beyond.
Key Findings from the Data
Selection Figures 2023–2025
According to an article published by Kashmir Life, the official data for the past three years (2023-2025) show a consistent pattern of open-merit selections lagging behind reserved category selections in major recruiting services of the UT.
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In the Jammu & Kashmir Public Service Commission (JKPSC) or the related major civil services exam for the Jammu & Kashmir Administrative Service (JKAS) in 2023: 39 candidates were selected under Open Merit, while 50 candidates came from reserved categories.
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In 2024: Open Merit candidates went up to 56, but reserved category selections remained high at 43.
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For 2025 (so far): Open Merit selections have fallen to just 24. Meanwhile, in other services like the Jammu & Kashmir Accounts Service: open-merit 29 in 2023, 27 in 2024, only 15 in 2025.
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In the Jammu & Kashmir Police Service: open-merit 26 in 2023, 25 in 2024, and 9 in 2025 (so far). The remaining seats went to reserved categories.
What the Numbers Suggest
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Over the three years, the share of open-merit has not only remained lower, but appears to be dwindling in some services.
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Reserved categories (SC, ST, RBA, EWS, etc) are consistently taking equal—or in some instances higher—numbers of seats compared to open merit in these services.
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The 70 : 30 reservation ratio (more on that shortly) means open-merit candidates contest for a smaller “slot” of total posts, which intensifies competition and may impact outcomes.
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Open-merit aspirants argue that despite having to appear with merit credentials, they are structurally disadvantaged by fewer seats and by the policy environment.
Government’s Response
In response to questions raised in the Legislative Assembly, the J&K Government reiterated that the current reservation framework is in line with the Jammu & Kashmir Reservation Act, 2004 and the related Rules 2005, as well as the Government Order (SO) 176 of 2024 (15 March 2024).
The Government also acknowledged grievances from open-merit aspirants and disclosed that a Cabinet Sub-Committee (constituted Dec 2024) has submitted a report to review and rationalise the reservation policy.
Reservation Framework in Jammu & Kashmir
The Legal & Policy Basis
Under the Jammu & Kashmir Reservation Act, 2004 and its associated Rules, a substantial proportion of posts in government employment—including civil services—are earmarked for various reserved categories. In the current structure:
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Up to 70 % of posts may be reserved for categories other than open merit.
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That leaves only 30 % for open-merit (general category) candidates. This has created a structural foundation for the trend we observe.
This ratio contrasts with the conventional “50 % cap” on reservations as established by the Supreme Court of India in the landmark case Indra Sawhney v Union of India (1992).
Why Such a High Quota?
The Government argues that unique socio-economic and regional factors in J&K justify higher reservation coverage:
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Historical disadvantage of certain communities.
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Regional balance (Jammu vs Kashmir divisions), remote areas, tribal/tribal-populated regions.
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Efforts to ensure social justice, representation and inclusion in a region marked by conflict and governance challenges.
Key Rules, Reservations & Implementation
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The 70 : 30 ratio indicates that for every 10 posts, up to 7 may be reserved for specified categories (SC, ST, RBA, EWS, others) and only 3 remain in open merit.
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A significant category is the Economically Weaker Sections (EWS) reservation, introduced nationally in recent years.
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The Government’s SO 176 (15 March 2024) emphasises some of these rules and has begun the review process.
Challenges Faced by Open Merit Candidates
A Smaller Pie to Compete
With only ~30 % of total posts effectively available to open-merit candidates, the competition becomes far more intense. Many top-scorers who might previously have assumed good chances now face structural constraints.
An aspirant reflective of many: “Even if I clear the exams with a high rank, the seats I’m competing for are fewer and I’m watching reserved category selections carve out a bigger share.”
Perceived Level-Playing Field Concerns
Open merit candidates raise concerns about fairness and transparency:
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They contend that lesser seats mean the cut-off marks remain high or volatile, making it tougher even for well-qualified candidates.
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Some argue that in tightly-reserved systems, merit becomes relative and the open-merit category may gradually become the “hardest” route.
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Others fear that reserved category candidates may receive additional preparatory advantages (coaching, affirmative assistance) which open-merit peers may not.
Socio-Economic Middle-Tier Aspirants
A growing voice of frustration: those belonging to middle-income families, who don’t qualify under “reserved” criteria (SC/ST/RBA/EWS), feel caught in a limbo. They neither get affirmative support under quota schemes, nor do they find the open-merit route unencumbered. This group argues that their efforts and aspirations are being “overshadowed by structural quotas”.
Emotional and Motivation Impact
The repeated pattern—open-merit trailing reserved category candidates—can impact morale. Some aspirants report feeling demotivated, perceiving the system as skewed in favour of quota categories even where competence is equal. This has led to protests, editorials, and student group demands in J&K.
Public and Political Reactions
Student Protests & Aspirant Groups
In Jammu and Kashmir, student bodies and aspirant unions have begun vocalising their concerns: demands for transparency of cut-offs, equal access to coaching, support for aspirants outside reserved categories, and a reconsideration of reservation ratios. Kashmir Life reported the ongoing dissatisfaction.
Editorials and Media Commentary
Media outlets in the region have highlighted the tension between “equity” and “meritocracy”. Some editorials argue that while reservation is vital for addressing historic injustices, the rising imbalance may trigger new divides and disillusionment among open-merit sections.
Political Messaging & Policy Signals
The Government’s formal acknowledgement of grievances, and the formation of a Cabinet Sub-Committee (Dec 2024), show that policymakers are aware of the issue. The upcoming report from that Committee (submitted to Council of Ministers) will likely shape how the policy evolves.
In legislative debates, some MLAs have questioned whether the current framework adequately balances merit and representation, especially given the competitive aspirations of many youth in J&K.
Implications of This Trend
For Recruitment and Public Service Composition
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Institutional legitimacy: If large numbers of open-merit aspirants feel disadvantaged, this may erode faith in the recruitment system and in public service as a fair avenue.
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Diversity of talent: Over-reliance on quota categories (if not balanced with merit) may risk under-utilising highly-capable open-merit individuals who could add value to governance.
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Perception of bureaucracy: The public may come to view civil services as less merit-based or closed to general aspirants, which can affect morale and entry into these services.
For Aspirants and Education Ecosystem
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Increasing coaching burden: With fewer open seats, aspirants may invest more in coaching, leaving cost-burdens and potentially inequality in access.
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Choice distortion: High-performing aspirants may opt out of J&K exams fearing systemic disadvantage or may migrate to other states for services.
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Psychological cost: Aspirants working for years may see their efforts undermined by structural factors, impacting motivation and mental health.
For Social Justice and Representation
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On the flip side, the policy aims to uplift historically marginalised communities in J&K, promote regional balance, and bring larger representation of SC/ST/RBA/EWS candidates into public services.
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The challenge is to ensure that representation does not inadvertently become exclusion of open merit or a source of new inequities.
For Governance and Policy Reform
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The Cabinet Sub-Committee’s report is a pivotal moment—its outcomes could reshape reservation policy, perhaps adjusting the ratio, adding safeguards for open merit aspirants, or designating support mechanisms.
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The review may also examine whether reserved category seats are being filled fully, whether cut-offs for reserved vs open are proportionate, and whether coaching/mentoring support is equitably distributed.
Critique & Caution — What to Watch Out For
Reservation Ceilings and Legal Precedents
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The Government cites the Supreme Court’s jurisprudence in Indra Sawhney (1992) and a later case Janhit Abhiyan v Union of India (2022) regarding the 50 % reservation “rule of thumb”.
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The 70 : 30 ratio in J&K thus raises question whether it violates the spirit of the 50 % ceiling, though courts have allowed exceptions in “extraordinary circumstances”.
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There is a risk that if policy drift continues without legal anchoring, open-merit aspirants may challenge the framework in court.
Avoiding Token Reforms
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Any adjustment to the policy must be substantive: reducing open-merit disadvantage, improving transparency, and supporting aspirants across categories. Cosmetic changes (e.g., slightly tweaking numbers without systemic support) may not restore faith.
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Policymakers must ensure they do not shift from one imbalance to another: simply reducing quota seats without addressing structural deficits in open-merit access (such as coaching, preparation, geographical disadvantage) could lead to new inequities.
Vigilance Against New Polarisation
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Open-merit versus reserved categories is a fraught debate: it can quickly shift into identity politics or inter-group resentment. It is vital to frame reform as inclusive and fairness-oriented, not oppositional.
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The region’s socio-political context (Jammu vs Kashmir divisions, rural vs urban, under-served areas) means that reservation policy has regional as well as caste/class dimensions. Over-simple solutions may exacerbate regional tensions.
Implementation Realities
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Adjusting the ratio or policy is one thing; implementing it is another. For example: managing service capacity, ensuring transparent cut-offs, monitoring selection data, providing support infrastructure (coaching/mentoring) for all aspirants.
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Tracking and publishing data year-wise, category-wise, region-wise will be key to monitoring impact and maintaining legitimacy.
What Should Be Done? Policy Recommendations
Strengthen Support for Open-Merit Aspirants
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Establish a dedicated support scheme for open-merit candidates: affordable or free coaching, peer-mentoring, access to study-resources, especially for students from remote or under-resourced areas.
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Publish clear cut-off trends and selection data (category-wise, region-wise, service-wise) to enable aspirants to make informed decisions and plan realistically.
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Consider bridge programmes: either preparatory workshops, orientation camps or competitive-exam readiness initiatives that level the playing field, irrespective of caste/reservation status.
Review and Rationalise Reservation Ratio
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Based on the Cabinet Sub-Committee’s report, consider whether the 70 : 30 ratio remains optimal given current socio-economic realities, aspirant pool, service post volumes and regional equity concerns.
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Explore a dynamic ratio model: Flexibility to adjust reservation percentages annually based on service requirements, aspirant performance, vacancy distribution, regional balancing needs.
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Introduce sunset reviews or periodic audits of the reservation system in J&K: Are reserved category advantages still needed at current scale? Are open-merit aspirants overly disadvantaged?
Enhance Transparency & Accountability
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Publish annual selection-data dashboard for all major services (JKAS, JKAS Accounts, JK Police Service etc) showing open versus reserved, region-wise performance, cut-offs, number of candidates applied vs selected.
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Establish an independent monitoring/oversight body (could be under State Legal Services Authority + retired civil-servant) to review complaints of aspirants about selection process fairness, leakages, coaching access, geographical disadvantage.
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Conduct impact assessments: For example, study whether reservation has actually enhanced social representation meaningfully and whether open-merit candidates are impacted in their career trajectories.
Address Structural Barriers
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Many aspirants from remote parts of J&K (e.g., hilly districts, far-flung rural areas) face infrastructural disadvantages: poor internet, lack of coaching centres, fewer mentors. Target such regions for capacity building.
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Improve career-guidance and mentoring programmes in schools and colleges, especially for those aiming for civil services. Early intervention can help open-merit aspirants build competitive edge.
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Revisit exam formats, training-modules, and selection criteria to ensure that “merit” is not narrowly defined (e.g., purely book-based) and that candidates from diverse backgrounds are not disadvantaged.
Looking Ahead: What Next for J&K?
Upcoming Policy Decisions
The Cabinet Sub-Committee’s report (submitted post-Dec 2024) is expected to be discussed by the Council of Ministers soon. Depending on the recommended changes, the reservation policy may be revised. This will be a critical juncture for aspirants, policymakers and civil society.
Monitoring of Impact
It will be essential to monitor how open-merit selections evolve in the next cycles:
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Does the share of open-merit begin to rise?
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Do cut-offs for open-merit improve?
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Is the regional / division-wise distribution more balanced?
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Are coaching and aspirant support systems improved?
Broader Institutional Implications
The outcome of this policy debate will influence not only civil services recruitment, but also wider governance, public-service quality and youth aspirations in Jammu & Kashmir. If open-merit aspirants feel excluded, future talent may bypass local services or migrate elsewhere. Conversely, if the system is seen as fair and inclusive, recruitment can boost local governance capacity, morale and public trust.
A Test Case for Other Regions
J&K’s experience may serve as a case study for reservation policy in other states or Union Territories facing similar structural challenges (regional imbalance, aspirant saturation, conflict legacy). The lessons of balancing representation, fairness and merit will resonate nationally.
Bottom-Line: Equity, Merit and the Way Forward
The trend of open-merit candidates trailing behind reserved category candidates in Jammu & Kashmir’s civil service selections is more than a statistical artifact—it is a reflection of deep policy, structural and aspirational dynamics.
On one side lies the imperative of social justice—ensuring historically marginalised communities gain access to government employment, representation in decision-making and upliftment. On the other lies the principle of meritocracy—that open-merit aspirants should have fair and meaningful access to public service careers, based on ability and effort.
Finding the right balance is complex, especially in a region like J&K which is navigating post-reorganisation, shifting demographics, youth bulge, and governance reform. The 70 : 30 reservation framework reflects one approach, but as the data suggests, it has tangible consequences for open-merit aspirants.
The signs of frustration, debate, policy review and aspirant mobilisation underscore that this is a live issue. If the system is to remain inclusive, robust and credible, it must adapt—by strengthening support for open-merit aspirants, ensuring transparency of recruitment, revisiting ratios when needed, and guaranteeing that representation does not come at the cost of excluding large aspirant segments.
Ultimately, civil services in J&K must reflect both diversity and excellence. They must draw from the best talent available and represent all sections of society. Getting that balance right will not only bolster government capacity, but also restore confidence among the youth of the region that public service is a viable, fair ambition for all—not just for some.
