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Agnipath Scheme and the Agniveers
Context: The recent arrest of a Navy Agniveer in Maharashtra has reignited debate around the Agnipath scheme—India’s bold attempt to modernise its armed forces through short-term contractual service.
What are the potential benefits of the Agniveer model for India’s defence preparedness?
Launched in 2022, the Agnipath scheme is a transformative military recruitment model that inducts youth into the Army, Navy, and Air Force as Agniveers for a four-year tenure.
- Youthful Force Profile: Lowers the average age of personnel to around 24–26 years, improving physical fitness, adaptability, and combat readiness.
- Technologically Adaptive Recruits: Agniveers are trained in advanced systems and digital warfare tools, aligning with India’s push for network-centric warfare and AI-integrated defence platforms.
- Reduced Pension Burden: Only 25% of Agniveers are retained for long-term service; the rest exit with a Seva Nidhi package but no pension. Frees up fiscal space for modernisation, equipment procurement, and R&D in defence technologies.
- Civil-Military Synergy: Exiting Agniveers enter society as disciplined, skilled, and motivated individuals, contributing to sectors like disaster response, cybersecurity, and homeland security.
What concerns have been raised about Agniveers?
- Short Tenure & Job Insecurity: Recruits serve only four years, with just 25% retained for long-term service.
- No Pension or Gratuity: Unlike traditional soldiers, Agniveers do not receive pensions, which affects long-term financial security.
- Limited Civilian Employability: Skills acquired during service may not translate easily to civilian jobs. Concerns persist about reskilling and reintegration into the workforce after discharge.
- Impact on Morale & Professionalism: The temporary nature of service may affect unit cohesion, loyalty, and combat effectiveness.
- Training vs. Deployment Balance: With only four years, including training time, Agniveers may have limited operational exposure, especially in specialised roles.
- Social and Security Risk: Discharged Agniveers potentially drifting into criminal or anti-social activities.
What policy measures can be adopted to ensure that Agniveers remain motivated, disciplined, and smoothly integrated into society after service?
- Skill-Based Role Assignment: Align Agniveers with roles that reflect their strengths—technical, logistical, or combat—enhancing performance and satisfaction. Use adaptive training models to build both military and civilian-relevant skills.
- Unit Cohesion & Identity Building: Foster unit pride and camaraderie through mentorship programs and team-based deployments.
- Structured Reskilling & Certification: Partner with NSDC, Skill India, and private firms to offer certified vocational training during the final year of service. Focus on high-demand sectors: cybersecurity, logistics, disaster response, and public safety.
- Preferential Employment Channels: Reserve quotas or fast-track recruitment for Agniveers in:
- CAPFs and state police
- Disaster management authorities
- Railways, PSUs, and defence manufacturing
- Financial Literacy & Entrepreneurship Support: Offer financial planning workshops and seed funding for Agniveers interested in starting businesses. Create a dedicated Agniveer Transition Cell to guide post-service career planning.
- Alumni Networks & Mentorship: Establish Agniveer alumni associations to maintain community ties and provide peer mentoring. Use these networks to track long-term outcomes and refine policy.
