Most Competitive Loksewa Positions in 2082

Nepal’s Public Service Commission (LokSewa Aayog) examinations are famously difficult due to the sheer number of people competing for a limited number of government jobs. In the Nepali years 2081 and 2082 (roughly 2024–2025 AD), close to half a million candidates applied each year for various civil service positions. Yet only a few thousand were ultimately hired, yielding an overall success rate of less than 1%. This article explores which Loksewa posts are the most competitive, why they attract so many applicants, and what recent trends (from 2080 to 2082) reveal about the changing landscape of Nepal’s civil service exams.

Overall Competition: Half a Million Aspirants, Few Openings

The scale of participation in Loksewa exams is enormous. In fiscal year 2079/80, about 483,000 people applied for civil service vacancies across Nepal. The next year, 2080/81, saw a slight dip to around 473,000 applicants – about 10,000 fewer – but still an incredibly high number. Despite this massive turnout, only around 3,700 candidates were actually recommended for appointment in 2079/80. That’s an overall success rate of roughly 0.8% (less than one in a hundred). In other words, for every 100 hopefuls who fill out forms and sit for exams, 99 or more will not make it into government service.

Which positions are the hardest to get? By volume of applicants, the Non-Technical Kharidar (Assistant, 4th Level) post consistently tops the charts. It is followed by the Non-Technical Nayab Subba (Assistant, 5th Level) and then the Non-Technical Section Officer (Gazetted 3rd Class, 6th/7th Level). These are the most sought-after categories of jobs and thus the most fiercely contested. Each of these sees hundreds of aspirants per available seat. Even higher-level officer posts – like Under Secretary (Gazetted 2nd Class) and Joint Secretary (Gazetted 1st Class) – face stiff competition when filled through open exams, though they have fewer vacancies and require more experience or qualifications. Essentially, every level of the civil service, from entry-level clerks to top officers, is highly competitive. Below, we break down the big three popular positions and why they draw so many candidates.

Kharidar: Highest Number of Applicants for an Assistant Post

The Kharidar (खरिदार) is a non-gazetted second class assistant position (generally a Level 4 job in the civil service). In simple terms, a Kharidar is a senior clerk or administrative assistant role. This position attracts more applicants than any other in Loksewa exams, primarily because of its accessibility and desirability:

• Eligibility: A minimum qualification of SLC/SEE (10th grade) or 10+2 is typically required for Kharidar (depending on the specific service). This means a vast pool of people – including those who have completed high school but not necessarily a bachelor’s degree – can apply. It offers a gateway into government service even for those with moderate education, which greatly increases the number of aspirants.
• Vacancies and Demand: When the Public Service Commission announces Kharidar vacancies, the numbers are usually in the few hundreds nationwide. For example, in 2081 BS, a major vacancy notice advertised 444 Kharidar positions (non-technical) across various government offices. This was considered a large intake aimed at filling posts in multiple ministries and departments. Yet, that number is tiny compared to how many people try for those spots. It is not uncommon for well over 100,000 candidates to apply for those 400+ Kharidar posts. Some estimates put the figure even higher, possibly around 150,000 applicants, for that single recruitment cycle. This works out to roughly 300 or more applicants per opening on average.
• Odds of Success: With such a high applicant-to-seat ratio, the success rate for Kharidar hopefuls is extremely low (likely around 0.5% or less). The examination involves a preliminary test (objective general knowledge questions) to screen out the bulk of candidates, followed by written exams and interviews. Many thousands are eliminated at each stage. To actually secure a Kharidar job, a candidate usually must score very well in the written exams – far above the minimum pass marks – because only the top few hundred overall can be selected. In recent years, even though so many apply, the Public Service Commission noted that some Kharidar vacancies remained unfilled in certain categories (for example, reserved seats or technical streams) due to lack of qualified candidates in those specific segments. But all the open category Kharidar posts always have an abundance of takers.
• Why So Popular: The popularity of Kharidar stems from the job’s stability and the fact it is an entry point into the bureaucracy. Even without a college degree, one can attain a respected government position with room for growth (Kharidars can be promoted to Nayab Subba over time, or through departmental exams). The role offers a steady salary, security, and social status, which are highly attractive, especially to young people across the country including in rural areas. For many, the Kharidar exam is the first step in chasing the civil service dream, hence the massive turnout.

Nayab Subba: A Highly Competitive Mid-Level Position

The Nayab Subba (ना. सुब्बा), or non-gazetted first class officer, is another extremely popular post in Nepal’s civil service. This is essentially a Level 5 position – a supervisory assistant role, often the head assistant or section chief in a government office. It requires at least an Intermediate (10+2) level education, so it’s accessible to a wide segment of job seekers, including those who have some college or bachelor’s degrees as well. The Nayab Subba position has long been considered a coveted government job, and the competition reflects that:

• Huge Application Numbers: In fiscal year 2079/80, the Public Service Commission recorded about 133,677 applicants for the non-technical Nayab Subba exams. This was one of the highest application counts for any position (second only to Kharidar). If a vacancy advertisement offers, say, around 500 Subba positions (which is a typical number in a big recruitment drive), that translates to roughly 267 candidates per seat. These applicants include people from all over the country. In that 133,000+ pool, roughly 74,000 were male and 59,000 were female candidates, indicating strong interest from both men and women.
• Vacancy Announcements: The PSC periodically opens hundreds of Nayab Subba posts at once across various ministries, departments, and sometimes provincial offices. For example, one notable announcement in the past offered 482 Subba positions in one go. In 2081, there was talk of even increasing the intake – reports indicated the commission was preparing to advertise around 1,000 Nayab Subba vacancies to address staffing needs in government offices. Whenever such a notice comes, tens of thousands of aspirants rush to apply, given the appeal of the role.
• Competition and Success Rate: With well over a hundred thousand candidates and only a few hundred slots, the selection rate for Nayab Subba tends to be around 0.3% – 0.5% (only about one in 200 or 300 applicants gets the job). The exam process is similar to Kharidar’s: a preliminary screening test followed by written exams (including subjects like general knowledge, administrative principles, and laws) and then interviews. Simply meeting the minimum pass marks isn’t enough; candidates often need to score very high to be among the top qualifiers. In practice, only a small elite group of test-takers will make it through the written stage to the interview, and then the final merit list picks the top performers out of those.
• Career Perspective: Many candidates see Nayab Subba not just as a job but as a career launching pad. Once you become a Subba, you have opportunities for promotion or departmental exams to climb to officer levels (Section Officer and above) over time. It’s a respected position that comes with authority over a section and a decent salary grade. The role is needed in virtually every government office, so there is nationwide demand. This combination of factors – moderate education requirement, good career prospects, and prestige – keeps the Nayab Subba exam highly competitive year after year.

Section Officer (Sakha Adhikrit): Coveted Officer-Level Role

The Section Officer (शाखा अधिकृत) is a gazetted third class officer position (typically Level 6 or 7 depending on the service). These are the entry-level gazetted officers who serve in roles such as section chiefs in ministries, officers in charge of units, or administrative officers in various government bodies. It is one of the most coveted positions in the civil service because it is an officer rank with significant responsibilities and growth potential. The competition for Section Officer positions is intense, although the absolute number of applicants is lower than for Kharidar or Subba (since a bachelor’s degree is a prerequisite, limiting the pool somewhat):

• Applicants vs Vacancies: In a recent examination cycle (around 2079/80), roughly 57,000–58,000 candidates applied for the non-technical Section Officer posts. The number of advertised vacancies at that time was around 300 (for general administration and various other groups combined). This means there were about 190 candidates per available position on average. In 2081/2082, the Public Service Commission tried a new approach by holding joint exams for Section Officers that combined both federal and provincial level vacancies into one examination. For example, in late 2081, a consolidated exam was announced to fill around 80–85 Section Officer posts in the General Administration category by counting openings from central government and multiple provinces together. While this increased the total seats slightly, it also attracted a huge combined pool of applicants. Tens of thousands competed in that integrated exam as well.
• Exam Process and Difficulty: The selection process for Section Officer is multi-stage and demanding. First is a Preliminary Exam (often 100 marks of objective questions) where candidates must score at least 45% to pass. Because so many candidates meet this threshold, passing prelims alone does not guarantee much – it simply allows one to sit for the Mains. The Main Examination consists of several written papers (for instance, papers on Administration/Management, on Law and Constitution, and on Specialized Subject or scenario analysis, depending on the service). Each paper usually requires a minimum of 40% marks to pass. However, given the competition, merely passing won’t secure a place; one has to rank near the top in the written aggregate to be called for the interview. Finally, there’s an interview (viva voce) which carries its own weight (often around 30 marks). Only the best performers across all these stages get recommended for appointment. Out of tens of thousands who begin at the preliminary stage, only a few hundred reach the finish line as new Section Officers. This implies a success rate on the order of 1% or less. For instance, out of ~58,000 who applied in one year, about 300 got the job, which is roughly 0.5%.
• Prestige and Demand: The allure of becoming a Section Officer drives many graduates to prepare for years for this exam. It is seen as a prestigious entry into Nepal’s civil service leadership track. Section Officers enjoy a higher pay scale than non-gazetted staff and have clear promotion pathways to Under Secretary, Joint Secretary, and beyond (often through further internal exams or seniority). In the context of Nepal’s federal structure, Section Officers are needed not just in Kathmandu but in province capitals and field offices as well. This widespread need ensures that regularly, new vacancies arise – and competition follows suit. The recent trend of combining provincial and central vacancies into one exam is helpful for candidates (one exam gives access to multiple hiring lists), but it doesn’t necessarily make things easier: you still have to outperform virtually 99 out of 100 of your peers to secure a spot.

Technical Positions: Mixed Competition in Specialized Fields

Apart from the general administrative positions (termed “अप्राविधिक” or non-technical), the Public Service Commission also recruits for technical positions. These include roles in engineering, health services, agriculture, forestry, education, and other specialized domains. The level of competition in these technical exams can vary widely:

• Smaller Pool of Candidates: Technical posts require specific degrees or professional qualifications (for example, an engineering degree for an engineer’s post, an MBBS for a medical officer, etc.). Naturally, this limits the number of eligible applicants compared to open posts like Kharidar. For instance, if 30 civil engineer positions are announced, perhaps a few thousand civil engineering graduates might apply – not tens of thousands, since not everyone holds that degree. Thus, in absolute terms, technical exams generally have fewer applicants than the big administrative ones.
• High Ratio in Popular Fields: Even so, the applicant-to-vacancy ratio can be high in certain technical fields. Common streams like Civil Engineering, Nursing, General Medicine, Education (school teachers) often see very strong competition. There might be 50 or 100 candidates per seat in these exams because Nepal produces many graduates in these areas each year. For example, a call for engineers in government might attract 1,500 applicants for 30 posts (which is 50:1 odds), or a notice for health service officers might see hundreds of doctors vying for a handful of positions.
• Niche Posts and Skill Gaps: Interestingly, at the very specialized end of technical recruitment, some posts struggle to find any takers at all. There have been instances (recorded in recent PSC reports) where certain advanced medical specialist positions or highly technical roles had zero applicants. For example, a vacancy for a super-specialist doctor in a field like neurosurgery, or an engineer with a very specific expertise, might go unfilled because no qualified candidate is available or interested (often those individuals might already be employed elsewhere or working abroad). In fiscal year 2080/81, the Commission noted that a couple dozen advertised jobs remained vacant due to no candidates or no one qualifying – most of these were technical or required specific reserved category qualifications. This highlights a skill gap in some areas of the civil service: while there is an oversupply of generalists, certain technical experts are in short supply.
• Opportunities: For aspirants with specialized degrees, the competition can sometimes be less overwhelming than for general administration posts, depending on the field. If you happen to have qualifications in a field that isn’t saturated, your chances of getting selected could be relatively higher. Provincial public service commissions also announce many technical vacancies at local levels (like engineers for municipalities, health workers for provincial hospitals, agricultural officers for rural areas, etc.). Those exams may see a moderate number of candidates, often mostly from that province. In summary, technical positions in Loksewa range from extremely competitive (in popular disciplines) to occasionally under-subscribed (in very specialized roles or remote postings). Candidates should research the demand in their particular field – sometimes aiming for a niche that fewer people apply to can improve the odds of success.

Key Trends from 2080–2082: Slight Dip and Regional Patterns

Looking at the recent years 2080 to 2082 BS, a few trends have emerged in the Loksewa arena:

• Small Decline in Applicant Numbers: After a surge in interest in 2079/80, the total number of applicants slightly decreased in 2080/81 (as noted earlier, from about 483k to 473k). Officials from the Public Service Commission and observers in the media have suggested a few reasons for this dip. One reason is that more young people are exploring alternate career paths – such as jobs in the private sector or opportunities abroad – due to the perceived slow process and uncertainty of government hiring. Economic recovery after the pandemic meant the private sector was hiring more, and foreign labor migration from Nepal has always been high (with many youths going to the Gulf, Malaysia, or other countries for work). These factors may have pulled a small fraction of potential candidates away from Loksewa preparation. However, it’s important to note that this decrease was only about 2%. The lure of a government job remains extremely strong. Even with slightly fewer applicants, we are still talking about nearly half a million people competing annually, which keeps the competitive pressure intact.
• Historical Highs and Lows: To put the current numbers in perspective, the record high for PSC applications was in FY 2073/74, when around 844,000 candidates applied in one year. That was an exceptional year, likely due to large recruitment drives (possibly when local government positions were filled after restructuring). On the other hand, the lowest recent participation was in 2075/76, with about 143,000 applicants, a time when hiring slowed (this was shortly after the new federal system was introduced, and there was confusion over provincial vs central hiring). Since then, applicant numbers have rebounded significantly. So while 473,000 is slightly down from the immediate peak, it is still among the highest levels of interest seen in the past decade, second only to that extraordinary year of 2073/74. In short, competition in 2082 is as intense as ever in a historical context.
• Provincial vs Federal Exams: Nepal’s shift to federalism has added a new dimension to the civil service exam process. Now, Provincial Public Service Commissions also conduct exams to hire for provincial government jobs and local level jobs. In the initial years of federalism, the central PSC still managed many of these posts due to provinces not being fully ready. But by 2081–2082, provinces like Madhesh, Bagmati, and others have been regularly announcing their own vacancies. How does this affect competition? In one sense, it creates multiple exam opportunities – candidates can apply to the central PSC exams as well as their provincial ones. This can slightly spread out the candidate pool. However, many aspirants simply attempt everything available, so the same person might be counted in multiple exams. We do see that some provinces have a huge turnout for their own exams. For example, Madhesh Pradesh (Province 2, the Terai region) historically has a very high number of government job seekers. Districts like Siraha, Dhanusha, Saptari, Sarlahi, and Bara consistently top the charts in number of Loksewa applications. In a recent year, five Terai districts alone accounted for about 16–18% of all applicants nationwide. This shows an intense craze for government jobs in the plains. Conversely, some mountain and hill districts like Manang or Mustang see very few applicants (in one report, only about 10 people from Manang applied in a year). Provinces like Karnali, which is remote, have fewer overall candidates, but their share has been rising as more youths there turn to public service exams due to limited private jobs in the area. Overall, geographical disparities exist: Terai regions contribute the most candidates, urban areas also have many aspirants, whereas far-flung rural regions contribute fewer candidates proportionally. The introduction of provincial exams might give those in remote areas a chance to compete on a smaller stage (within their province), but the top choices like central government ministries still draw everyone into the national level competition.
• Unified Examination Attempts: As mentioned under Section Officer, the PSC has started holding integrated exams for certain posts to streamline hiring across federal and provincial governments. This was partly to avoid duplication and legal challenges. In 2081, the integrated Section Officer exam was one example. This trend might continue, meaning aspirants prepare once but get considered for multiple appointment lists (federal or province). It’s efficient, but from the student’s perspective, it doesn’t reduce the competition; it merely centralizes it. For popular posts, whether conducted jointly or separately, thousands will show up regardless.

Role of Reservation Quotas in Competition

Nepal’s civil service recruitment is governed by an inclusive reservation policy that earmarks a substantial portion of vacancies for candidates from historically marginalized groups. Out of all advertised positions, 45% are reserved for specific categories, and 55% are filled through open competition (where anyone can compete). The reserved quotas are broken down as follows:

• 33% of total positions for Women
• 27% for Adivasi/Janajati (indigenous ethnic groups)
• 22% for Madhesi (people from the Madhesh/Terai region)
• 9% for Dalit (historically oppressed castes)
• 5% for Persons with Disabilities
• 4% for candidates from Backward Areas (remote regions, as defined by the government)

What this means in practice is that, when you take an exam, you are often competing in multiple pools. For example, a woman who is from an indigenous group will compete in the open category and in the women’s quota and in the Adivasi/Janajati quota. This improves her chances of selection because even if she doesn’t score high enough to get a seat in the open merit list, she might still secure a position through one of her reserved categories if she ranks well among that subgroup. On the other hand, a candidate from a non-reserved group (for instance, an upper-caste male from Kathmandu) only competes for the open 55% seats, which can be very challenging since that open pool includes the most candidates and the highest cut-off scores.

Impact on Competition: The reservation system has made the civil service more accessible to diverse communities. In fact, in the 17 years since it was introduced (2007–2024), over 25,000 candidates from reserved categories have been able to join the civil service through these quotas. Women now account for a significant share of new recruits, as do people from indigenous nationalities and Madheshi communities, compared to the past when certain groups dominated government jobs. Many of these reserved-category candidates also perform strongly enough to get selected in open competition, which means the top ranks of exams often include a mix of people from different backgrounds. For example, recent results show women and Janajati candidates placing in open merit lists, not just within their quota slots.

However, the quota system also adds complexity. Each exam ends up with multiple cut-off marks – one for each category. Some reserved categories, like women, see very intense competition internally because there are so many women candidates now that the women’s cut-off can be almost as high as the open cut-off. In contrast, a few categories sometimes have fewer qualified candidates, leading to lower cut-off marks or even unfilled seats. There have been cases where certain reserved seats (say, for a particular ethnic group in a technical post, or for disabled candidates in a remote area) went vacant because no one from that group applied or passed the exam. When reserved seats remain vacant, they typically either carry over or stay unfilled until further notice, as current rules don’t easily convert them to open seats without a formal review.

Need for Review: The Public Service Commission has pointed out the need to review the reservation policy, since the percentages and categories haven’t changed in many years. Social dynamics have evolved – for example, a lot of women now compete and succeed in exams, so maybe 33% reservation for women might need re-examining, or addressing why some categories can’t fill their allocated seats. Any changes would require legal amendments, but discussions have started on how to fine-tune the system so that it remains fair and effective. For now, though, the 45% quota is firmly in place, and savvy aspirants make sure to take advantage of it. If you belong to any reserved group, it is crucial to apply under that category (with proper documentation) because it significantly boosts your chances of getting selected. On the flip side, those in the open category know they have to work extra hard to secure one of the open seats.

Conclusion: A Fierce Competition with a Few Silver Linings

The experiences of 2081 and 2082 BS reaffirm that securing a Loksewa job in Nepal is an uphill battle. The most competitive positions – Kharidar, Nayab Subba, and Section Officer – each attract tens of thousands of applicants, with only a tiny fraction making it through. Even at higher levels like Under Secretary, hundreds compete for a single position when it’s announced externally. The lure of a government career – with its stability, prestige, and potential for advancement – ensures that Nepal’s youth continue to flock to these exams, even though chances of success are slim.

There are some positive trends. The participation of women and marginalized groups in civil service exams is higher than ever, aided by the reservation system and changing social norms. We now see a more diverse group of people entering government service, which is a big change from a few decades ago. Additionally, provinces conducting their own exams might gradually make opportunities a bit more accessible at the local level (for example, someone might secure a job in their provincial government if not at the central level). For those with specialized skills, there can be openings where competition is less crowded – a reminder that not all jobs are oversaturated.

However, the core reality remains: preparing for Loksewa is like preparing for a marathon. It requires endurance, strategy, and dedication. Since the odds are as low as 1% in many cases, serious aspirants often spend years studying, practicing past questions, and sometimes taking multiple attempts to succeed. Many enroll in preparation classes or group studies, cover a wide array of topics (from Nepali and English language to history, law, and IQ questions), and stay updated on current affairs and general knowledge.

In this hyper-competitive environment, a few tips can be valuable: focus on understanding the exam format and syllabus, work on time management for the tests, and leverage any category benefits you have (for instance, do claim your reservation eligibility if applicable). It’s also wise to keep an eye on both central and provincial vacancy announcements and apply widely – broaden your options. Some candidates target slightly less popular roles or remote postings first, to get a foot in the door.

Ultimately, despite the long odds, thousands of candidates do achieve their goal each year and join the civil service. Their success stories often share common themes of perseverance and smart preparation. The competition in 2082 is formidable, but those who put in the effort and adapt to the exam trends have a chance to see their name on that pass list. For anyone aiming at Loksewa, it’s important to stay motivated and patient. The journey may be tough, but the reward of a stable, impactful career in public service drives many to keep trying. In the end, as the saying goes, “Loksewa is not just an exam, it’s a test of endurance” – and only the most persistent and well-prepared will cross the finish line.