NAB in spotlight: the official view
THIS is apropos of the letter ‘NAB in spotlight’ (July 17) by M.A. The writer criticised the psychological test for induction of officers into NAB. The allegation levelled by him that the written test contained major portion of psychological test is unfounded as the question paper only contained a few questions of preliminary nature relating to psychological aspects while the major portion covered other essential disciplines.
It goes without saying that to be an investigator of white-collar crime demands much higher standards of integrity, willingness
to work and a special aptitude for which there is a need to explore deeper aspects of personality through psychological tests.
It appears that the writer is not aware of the true spirit behind the psychological test. The testing procedure has been outsourced to NTS after due process of open tender.
The aim behind hiring for such an agency itself speaks volumes about the unshakable resolve of NAB to ensure transparency and impartiality.
To this end, carbon copies of question papers were even provided to candidates who calculated their own scores from the solution published on the NTS website. The same agency, which enjoys the trust of our honourable critique will be conducting the psychological test as well.
Therefore, the fears may be put to rest.
After the psychological/integrity test, the candidates will be called for the interview, primarily, for ascertaining the suitability
of qualification for the respective appointment and verification of relevant documents. Merit of written test, however, will not be disturbed.
In case, an individual is downgraded in the merit as a result of interview by the selection board, the board will record the reasons and the candidate may be interviewed by the chairman for the final decision.
NAB is not keeping any manipulating factor in hand to play with the merit and also nothing is left to the discretion of NAB officials. Our selection procedure aims at selecting the best of the best out of the available lot. The aspersions cast on the selection procedure by the writer are, therefore, baseless and unfounded.
All appointments in NAB are being made purely on merit. The chairman of the NAB has already emphasised that no external or internal pressure would affect priority of merit for these appointments. Strict checks and balances are being observed in this regard.
It may also be noted that getting selected is not the last step in the process of selection and retention in NAB. The selected candidates will be required to undergo a basic course where their competence level will testify their merit of selection. If anyone is found otherwise or below an acceptable level during the first month of training will be withdrawn after due process.
The weeding out may remain enforced till the completion of training.
LT-COL (Rtd) SIRAJUL NAEEM)
Training and Evaluation, NAB