The British Civil Service in India evolved from a system initially designed by the East India Company to

manage its trade and commercial affairs. As the Company expanded its territorial control, it became
necessary to establish a structured administrative system to govern the newly acquired regions
efficiently. The term "civil service" was introduced to distinguish officials engaged in administrative
functions from those serving in the military and naval services. Over time, civil servants gained
increasing responsibilities and authority, shaping the governance of British India. A significant turning
point came with Macaulay’s Report of 1835, which emphasized the recruitment of only the most
capable individuals to serve British interests. This led to the establishment of a merit-based system,
although it primarily served the colonial administration rather than benefiting Indians. Even after
India's independence in 1947, many features of the British civil service structure, such as a unified
administrative system, merit-based recruitment, and permanent tenure, were retained and
integrated into the modern Indian bureaucracy.

A crucial figure in the early development of the Indian Civil Service was Lord Cornwallis, who served
as Governor-General from 1786 to 1793. He is often regarded as the "Father of the Indian Civil
Service" because of his efforts to formalize and systematize the administrative structure. Recognizing
corruption as a major challenge, he took several steps to improve efficiency and integrity within the
system. He increased the salaries of civil servants to discourage bribery, strictly enforced rules
prohibiting private trade, and banned the acceptance of gifts and bribes. Additionally, he introduced
the principle of promotions based on seniority to ensure fairness and discipline within the ranks.
Cornwallis's reforms laid the foundation for a more organized and professional bureaucracy. His
successor, Lord Wellesley, contributed further by establishing Fort William College in 1800 to train
new recruits for administrative roles. However, in 1806, the East India College at Haileybury,
England, replaced it as the primary training institution, ensuring that civil servants were educated in
British ideals before being sent to India.

Legislative reforms played a crucial role in shaping the Indian Civil Service. The Charter Act of 1853
marked a turning point by ending the East India Company's right to appoint civil servants and
introducing an open competitive examination for recruitment. However, this system was still
designed to favor the British, and Indians were largely excluded from higher positions. The belief that
"every native of Hindustan is corrupt," as Cornwallis allegedly stated, justified the reservation of well-
paid and influential posts for British officers. Furthermore, the Charter Act of 1793 had already
ensured that all lucrative positions with an annual salary of £500 or more were reserved for British
covenanted servants. This exclusionary practice persisted despite growing demands for Indian
representation.

The Indian Civil Service Act of 1861, enacted during Viceroy Canning's tenure, further reinforced
British dominance in the administration. The Act ensured that key administrative positions remained
reserved for covenanted British officials. Even though an examination system was in place, it was
conducted in England, in English, Greek, and Latin, making it nearly impossible for Indians to qualify.
Over time, the eligibility criteria became even stricter, with the maximum age limit for appearing in
the exam being reduced from 23 years (in 1859) to 22 (in 1860), 21 (in 1866), and finally 19 (in
1878). These changes made it even more difficult for Indians to enter the higher ranks of the civil
service.

An attempt to include Indians in the administration came through Lord Lytton’s Statutory Civil
Service (1878-79). This system allowed one-sixth of the covenanted posts to be filled by Indians from
aristocratic families through a nomination process overseen by local governments, subject to
approval by the Secretary of State and the Viceroy. However, this initiative failed due to lack of
transparency, favoritism, and limited opportunities, leading to its eventual abolition. The question
of Indian representation in government services remained a major issue, prompting the formation of
the Aitchison Commission in 1886. Led by Sir Charles Aitchison, the commission was tasked with
evaluating Indian employment in both covenanted and uncovenanted services. The commission
ultimately abolished the Statutory Civil Service and restructured the administration by categorizing
the civil services into three levels: Imperial, Provincial, and Subordinate services. This reform
allowed more Indians to enter the lower administrative ranks, but the highest positions remained
dominated by the British.

Further changes were introduced under the Montagu-Chelmsford Reforms of 1919, which classified
services into All India Services, Provincial Services, and Subordinate Services. The Act granted
special job protections for members of the All India Services, including security in terms of dismissal,
salaries, and pensions. To ensure impartial recruitment and minimize political interference, the
Public Service Commission was established to oversee hiring. However, despite these reforms, key
administrative positions continued to be controlled by the British, ensuring that power remained in
their hands.

In 1923, the Lee Commission was formed to address the issue of Indian representation in the civil
service. Headed by L. Lee of Fareham, this commission had equal numbers of British and Indian
members and submitted its report in 1924. It recommended that 40% of new recruits should be
British, 40% should be directly recruited Indians, and 20% should be Indians promoted from the
Provincial Services. Although this marked a step towards increased Indian participation, it still
ensured that British officials maintained significant control over the administration.

The Government of India Act of 1935 further structured the civil service by creating Federal and
Provincial Public Service Commissions. However, despite these developments, the most influential
and decision-making positions remained in British hands. The process of "Indianization" of the civil
service was slow, and even when Indians were appointed to higher ranks, they primarily acted as
agents of British rule rather than independent policymakers.

In conclusion, the British Civil Service in India was initially established for commercial purposes but
gradually evolved into a structured administrative machinery governing the country. While reforms
over time allowed greater Indian participation, the system remained heavily biased in favor of British
interests. Indians were systematically excluded from higher positions through restrictive recruitment
policies, language barriers, and a preference for British officials. However, despite these limitations,
the British model of civil service introduced a structured, merit-based administrative system, which
continued to influence India’s governance after independence. Today’s Indian Administrative Service
(IAS) retains many of these foundational elements, reflecting the long-lasting impact of British
colonial policies on India’s bureaucracy.