Editor,
This is not written from a place of anger or jealousy. It is written from observation, from lived experiences, and from a growing concern for how opportunities are unfolding in Arunachal Pradesh. The intention is not to target any individual or group, but to bring attention to a pattern that is quietly affecting many.
Across different government sectors today, one common trend can be observed. Highly qualified candidates like engineers, PhD holders, etc, often apply for entry-level posts such as MTS or similar positions. This is not wrong. In a system where stability is uncertain, everyone tries to secure their position wherever possible. At one level, these are motivational stories. People rising from lower posts to higher ranks, or moving across departments, reflect determination and ambition. But at another level, this trend also reshapes the nature of competition. When candidates with advanced educational backgrounds compete for basic entry-level posts, the cut-off marks rise significantly. Those with simple qualifications – 12th pass or general graduates – find it increasingly difficult to compete. Many of them prepare for years just to secure such positions, only to miss selection by a narrow margin.
And often, the story does not end there. Many of these candidates, after securing a lower-level post, later move on to higher positions, like JE, AE, SI, CO, etc. Their success is valid and deserves respect. However, the posts they leave behind frequently remain vacant for long periods due to delays in recruitment. What could have been an opportunity for another aspirant turns into a missed chance.
This broader pattern is visible across departments. But its impact becomes especially significant when we look at the post of DIET lecturer in Arunachal. Recruitment for DIET lecturers, conducted through the Arunachal Pradesh Public Service Commission in coordination with the State Council of Educational Research and Training, has been a major opportunity for those aspiring to enter the field of teacher education. However, similar patterns can be seen here as well. A considerable number of selected candidates already held government jobs. While their achievement is well-deserved, it also reduces the entry space for first-time aspirants who are still trying to secure their place in the system. At the same time, there are reportedly more than 30 vacant DIET lecturer posts in the state. Despite this, there is no clear timeline for the next recruitment process.
Aspirants are left waiting, uncertain whether another opportunity will come or not. This creates a deeper concern, not just about competition, but about continuity of opportunity.
For many, such recruitments are not frequent. Missing once often feels like missing the only chance.
The issue extends beyond recruitment and into the larger structure of teacher education in the state. Apart from Rajiv Gandhi University, there is a noticeable lack of government teacher training (BEd) institutions in Arunachal. In contrast, private teacher training institutes have become more prominent.
This raises important questions:
” Why is there limited expansion of government-run teacher education institutions?
” Why do aspiring teachers increasingly have to dependent on private institutes?
These questions are not meant to accuse, but to encourage reflection. Teacher education is a foundational pillar of the education system. Relying heavily on private institutions without strengthening public infrastructure may create long-term challenges in terms of access, quality, and equity.
When combined with irregular recruitment cycles and unfilled vacancies, the situation becomes even more concerning.
It is important to emphasise that this is not about blaming individuals. Those who succeed do so through effort, and their journeys deserve respect. The concern lies within the system – a system where opportunities are limited, delayed, and sometimes unevenly distributed. If we are to move forward, some fundamental questions need attention:
” Why are vacant DIET lecturer posts not being filled in a timely manner?
” When will the next recruitment process be initiated?
” Why is there limited growth of government teacher training institutions in the state?
” How can recruitment cycles be made more regular and predictable across departments?
Because in the end, progress is not only about success stories. It is also about ensuring that opportunities continue to exist for those who are still trying.
A fair system is not one where only the strongest survive, but one where everyone gets a reasonable chance. And today, that hope stands suspended between vacancies that exist and opportunities that have yet to return. Will there be another chance?
A heartbroken aspirant