NSF Calls for 80% Reservation for Indigenous Nagas in Nagaland University Jobs

The Naga Students’ Federation (NSF) has intensified its demand for 80% job reservation for indigenous Nagas in Nagaland University, urging the institution to prioritize local candidates for both teaching and non-teaching positions. The federation argues that this quota is essential for employment stability, academic continuity, and local representation at Nagaland’s premier educational institution.

In a formal representation to the Vice Chancellor of Nagaland University, the NSF highlighted the disruptive impact of non-indigenous staff members frequently seeking transfers or moving out of the state after short tenures.

Key Concerns Raised by the Naga Students’ Federation

1. Employment Stability and Academic Continuity

The NSF emphasized that non-indigenous staff members often serve for short durations before transferring or leaving, which leads to frequent disruptions in the academic environment. In contrast, local faculty members would provide long-term stability and ensure better alignment with Nagaland’s socio-cultural fabric.

The NSF’s letter to the Vice Chancellor stated: “Non-indigenous staff members often serve for short durations before seeking transfers or moving elsewhere, leading to frequent disruptions in the academic environment.”

This lack of continuity and commitment negatively affects students and the overall learning experience at Nagaland University.

2. Legal Backing: Article 371(A) and Naga Rights

The NSF justified its demand by citing Article 371(A) of the Indian Constitution, which grants special rights to the Naga people over their land, resources, and customs. The student body argued that qualified Naga youth are facing rising unemployment despite possessing necessary credentials.

Ensuring 80% reservation for indigenous Nagas would:

• Reduce unemployment among qualified Naga candidates.
• Preserve Nagaland’s unique socio-cultural identity within its institutions.
• Strengthen local participation in higher education governance.

3. Opposition to Virtual Interviews for Faculty Recruitment

The NSF also demanded an end to virtual interviews for faculty positions, citing concerns over lack of transparency, unfair evaluation, and potential malpractice.

According to the federation, virtual interviews:

• Increase the risk of bias in selection processes.
• Fail to properly assess candidates due to limited interaction.
• Create opportunities for manipulation or favoritism.

The NSF insisted that all faculty recruitment interviews should be conducted in-person at Nagaland University premises to ensure fair and transparent selection.

The letter stated: “Conducting interviews virtually poses the risk of unfair evaluation, lack of transparency, and possible malpractice in the selection process.”

NSF’s Firm Stance on Faculty and Staff Recruitment

The NSF has vowed to monitor all teaching and non-teaching recruitments at Nagaland University to prevent qualified Naga candidates from being overlooked.

In a strongly worded warning, the federation stated: “We will continue to be vigilant in all Teaching & Non-Teaching recruitments to ensure our Naga candidates are not deprived of being recruited.”

Why the 80% Job Quota Demand Matters?

The demand for 80% reservation in Nagaland University jobs is part of a larger movement to secure employment rights for indigenous Nagas. If implemented, this policy would:

• Ensure long-term faculty stability in the university.
• Address the growing unemployment crisis among Naga youth.
• Enhance academic and administrative efficiency by reducing staff turnover.
• Strengthen local representation in one of Nagaland’s most prestigious educational institutions.

A Crucial Debate for Higher Education in Nagaland

The Naga Students’ Federation (NSF) has taken a strong stance in advocating for indigenous rights and local representation within Nagaland University. The demand for an 80% job quota is not just about employment; it reflects a broader movement to ensure that qualified Naga youth are given fair opportunities in their homeland. By linking their argument to Article 371(A), the NSF underscores that local participation in governance and education is essential for preserving Nagaland’s cultural and social identity.

Furthermore, the federation’s opposition to virtual interviews raises legitimate concerns about transparency, fairness, and accountability in faculty recruitment. Ensuring in-person selection processes would promote merit-based hiring while preventing potential malpractice or external influences in hiring decisions.

With the NSF vowing to monitor all recruitments, this debate is expected to gain further traction in Nagaland’s education sector and political circles. The outcome of this demand could set a precedent for employment policies in other state institutions, potentially reshaping hiring practices in government and public sector jobs as well.