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"ABSTRAKPengisian Jabatan Pimpinan Tinggi Aparatur Negara Sipil Berbasis Sistem Merit: Studi Kasus pada Pemerintah Daerah Provinsi Jawa Barat dan Kota Depok Puncak perjalanan reformasi birokrasi di Indonesia adalah disahkannya UU ASN tahun 2014 yang secara tegas mendasarkan manajemen kepegawaian berbasis sistem merit ternyata tidak serta merta mampu diimplementasikan begitu saja di Indonesia. Penyelenggaraan pengisian Jabatan Pimpinan Tinggi yang berbasis merit ternyata mengalami hambatan baik dari sisi kebijakan maupun penatalaksanaannya. Penelitian ini bertujuan untuk menganalisis penerapan sistem merit dalam pengisian jabatan pimpinan tinggi ASN, determinan sistem merit dalam pengisian jabatan berbasis sistem merit, serta strategi meningkatkan efektifitas penerapannya. Melalui pendekatan kualitatif, dengan mengambil kasus pengisian JPT pada Pemerintah Provinsi Jawa Barat dan Kota Depok diharapkan mampu menjawab pertanyaan penelitian. Hasil penelitian menunjukkan bahwa 1 secara historis model seleksi/promosi pejabat yang pernah ada dan diterapkan di Indonesia ada tiga model, yakni collegua gift, selective logging, dan relative merit; 2 praktik seleksi terbuka saat ini di Provinsi Jawa Barat dan Kota Depok masih belum sepenuhnya merit karena masih terdapat hambatan struktural structural blockage dan budaya cultural blockage dalam penyelenggaraannya; hambatan-hambatan ini harus diatasi dengan merumuskan strategi-strategi agar merit secara absolut dapat dilakukan. Strategi-strategi yang dirumuskan dan dibangun dalam sepuluh hingga dua puluh tahun 2014 -2035 . Pada tahapan pertama, di sepuluh tahun pertama, strategi yang dibangun adalah penguatan kelembagaan berbasis sistem merit serta paradigma merit. Kemudian pada sepuluh tahun berikutnya dibangun strategi secara makro mengenai pemisahan kekuasaan politik dalam birokrasi sehingga terbentuknya tren model MSDM berbasis sistem merit. Kata kunci: sistem merit, PNS, pengisian jabatan pimpinan tinggi, seleksi terbuka.

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ABSTRACTRecruitment of Civil State Apparatus for Senior Executive Level Based Merit System Case Study on West Java Province and Depok City The turning point of bureaucratic reform in Indonesia is the published of Civil State Apparatus Act in 2014. The Act stated that merit system is the basic fundamental system for managing civil apparatus in Indonesia. Unfortunately, the recruitment of Senior executive level in bureaucracy which is becoming the model of merit implementation has many obstacles. This research aim are analyzing recruitment for senior executive level based merit system determining merit system factors in recruit the senior executive level, and designing strategies to build the merit effectiveness. Researcher hope that by using qualitative perspective, and case study in West Java Province and Depok City this research questions. The result of this research are 1 historically, by analyzing the model of civil servant promoting system in Indonesia, there are divided into three model, such as colleague gift, selective logging, and relative merit 2 practically, open recruitment system for recruiting the senior executive level in West Java province and Depok City are still have many obstacles or blockage, such as structural blockage and cultural. For this reasons, finally, the researcher design the strategies to implement merit effectively. The strategies design in two steps, obviously, in one decade 2014 2025 the strategies called strengthening the institution and built the paradigm of merit. Second step 2025 2035 , it design the splitting of bureaucracy and politics to build the future HRM based merit. Keywords merit system, civil service apparatus, senior executive level, recruitment, open selection "

"Undang-Undang No. 5 Tahun 2014 tentang Aparatur Sipil Negara (ASN) membawa perubahan besar bagi manajemen ASN di Indonesia melalui penerapan sistem merit. Sistem merit adalah prinsip penting dalam manajemen ASN yang bertumpu pada kualifikasi, kompetensi, dan kinerja secara adil dan wajar tanpa membedakan latar belakang politik, ras, warna kulit, agama, asal usul, jenis kelamin, status pernikahan, unsur, atau kondisi kecacatan (UU No. 5 Tahun 2014). Perjalanan menuju sistem meritokrasi yang sehat juga sangat berliku. Menjamurnya praktik jual beli jabatan yang masuk dalam kategori korupsi dan sudah melembaga juga menjadi keresahan besar bagi masyarakat. Seseorang bisa mendapatkan jabatan tertentu hanya dengan “orang dalam”, tanpa memperhatikan kompetensi dan juga kualifikasinya. Untuk itu, sistem merit hadir sebagai sistem yang diharapkan dapat menciptakan birokrasi yang profesional, kompeten, dan berintegritas tinggi. Penelitian ini bertujuan untuk menganalisis refleksi pelaksanaan sistem merit di Indonesia dalam seleksi rekrutmen CASN dan seleksi terbuka JPT. Penelitian ini menggunakan teori sistem merit dengan dimensi competence, qualification, performance, openness, dan fair and orderly process. Penelitian ini menggunakan pendekatan post-positivist dengan teknik pengumpulan data kualitatif melalui wawancara mendalam dan studi kepustakaan. Hasil penelitian ini menunjukkan bahwa penerapan sistem merit di Indonesia belum baik akibat dari resistensi internal, keterbatasan kapasitas pengawasan, dan praktik nepotisme.

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The enactment of Law No. 5 of 2014 concerning State Civil Apparatus (ASN) has brought significant changes to ASN management in Indonesia through the implementation of the merit system. Merit system is an important principle in ASN management that emphasizes qualification, competence, and performance fairly and justly without discrimination based on political background, race, skin color, religion, origin, gender, marital status, elements, or disability status (Law No. 5 of 2014). The journey towards a healthy meritocracy has also been very winding. The rampant practice of buying and selling positions, which is categorized as corruption and has become institutionalized, is also a major concern for the public. Someone can get a certain position only with "insiders", without considering their competence and qualifications. Therefore, the merit system comes as a system that is expected to create a bureaucracy that is professional, competent, and has high integrity. This study aims to analyze the reflection of the implementation of the merit system in Indonesia in CASN recruitment selection and open JPT selection. This study uses the merit system theory with the dimensions of competence, qualification, performance, openness, and fair and orderly process. This study uses a post-positivist approach with qualitative data collection techniques through in-depth interviews and literature studies. The results of this study show that the implementation of the merit system in Indonesia is not yet good due to internal resistance, limited supervisory capacity, and nepotism practices."

"Penelitian ini bertujuan menganalisis implementasi, faktor yang mempengaruhi, dan strategi penguatan implementasi UU ASN di Provinsi Banten. Paradigma penelitian berupa post-positivisme dengan pendekatan kualitatif. Data dikumpulkan melalui wawancara mendalam dan studi dokumen. Analisis data menggunakan model Miles dan Huberman terdiri dari reduksi data, display data, dan penarikan kesimpulan/verifikasi serta menerapkan teknik triangulasi untuk mengetahui keabsahan data. Hasil penelitian menunjukkan tiga hal utama. Pertama, implementasinya bersifat prosedural dan formalitas, sehingga menimbulkan dampak negatif seperti terjadinya kekosongan formasi tertentu, terhambatnya peningkatan kapasitas pegawai, rendahnya kinerja pegawai, dan belum terjaminnya pegawai purna bhakti. Permasalahan struktural dan kultural menjadi hambatan utama, seperti kurangnya aturan pendukung turunan UU ASN, rule based bureaucracy, kurang pengawasan, dan belum terbangun budaya sistem merit. Hasil tersebut mengarah pada good looking government. Kedua, faktor-faktor yang mempengaruhi menunjukkan bahwa context of implementation dan faktor lingkungan cenderung lebih berpengaruh dibandingkan content of policy dan struktur administrator. Political will kepala daerah cenderung masih rendah sehingga kurang mampu menyelesaikan permasalahan teknis yang terjadi. Ketiga, strategi penguatan implementasi menunjukkan kepala daerah dan perangkatnya membutuhkan internalisasi outcomes, mempertimbangkan strategic context, menentukan strategic content, dan merumuskan operational process. Penelitian ini merekomendasikan perlunya aturan pendukung, mendorong political will gubernur, strategi asistensi, ujicoba program, penganggaran terpusat untuk program skala ekonomi tinggi, menyusun simplifikasi peraturan, membuka ruang dan mendorong inisiatif lokal, dan peningkatan kapasitas pegawai lokal merupakan beberapa rekomendasi tersebut. Selain itu, terdapat rekomendasi yang berkaitan dengan implikasi teoritis berupa pengembangan konsep kerangka implementasi strategi dari Okumus disertai perubahan alur kerangka kerja dan adanya penambahan indikator.

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This study aims to analyze the implementation, influence factors, and strategy strengthening the implementation of state civil apparatus policy in Banten Province. The research paradigm is post-positivism with qualitative approach. Data were collected through in-depth interviews and document studies. Data analysis using Miles and Huberman model consist of data reduction, data display, and conclusion / verification and applying triangulation technique in validation. The results show three main points. First, the implementation is procedural, programmatic, and formal, resulting in negative impacts such as vacancy formation, hampered capacity building of employees, low employee performance, minimum welfare of employees, and not guaranteed after employees pension. Structural and cultural issues are the main obstacles. These results lead to good-looking government. Second, influencing factors show that context of implementation and environmental factors are more influential than content of policy and administrator structure. Political will of sub-national governor is still low so that it is less able to direct the budget, capacity of employees, politics, economy, and legal framework. Third, the strategy of strengthening the implementation indicates that the sub-national governor and its agencies require outcomes, consider the strategic context, determine the strategic content, and formulate the operational process. This research recommendation targets implementation, influencing factors, and strategies for strengthening implementation. The need for supporting rules at both the central and sub-national levels encourages the political will of sub-national governor, assistance strategies, testing to technical stages, centralized budgeting for programs of a general nature, compiling simplification of regulations, opening up spaces and encouraging local initiatives, and capacity building of local officials are some of these recommendations. In addition, there are recommendations related to the theoretical implications of developing the concept of Okumus strategy with changes of the framework and addition of indicators."

"ABSTRAKPada tanggal 15 Januari 2014 telah diundangkan Undang-Undang No. 5 Tahun 2014 tentang Aparatur Sipil Negara. Dengan berlakunya undang-undang tersebut telah terjadi pula perubahan komposisi kelembagaan yang mengurusi urusan kepegawaian dan sumber daya aparatur negara yaitu, i Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi ldquo;Kemenpan-RB rdquo; , yang berwenang dalam perumusan dan penetapan kebijakan, koordinasi dan sinkronisasi kebijakan, serta pengawasan atas pelaksanaan kebijakan ASN; ii Komisi Aparatur Sipil Negara ldquo;KASN rdquo; yang berwenang dalam monitoring dan evaluasi pelaksanaan kebijakan dan Manajemen ASN untuk menjamin terwujudnya Sistem Merit serta pengawasan terhadap penerapan asas serta kode etik dan kode perilaku ASN; iii Lembaga Administrasi Negara ldquo;LAN rdquo; yang berwenang dalam penelitian, pengkajian kebijakan Manajemen ASN, pembinaan, dan penyelenggaraan pendidikan dan pelatihan ASN; dan iv Badan Kepegawaian Negara ldquo;BKN rdquo; yang berwenang dalam penyelenggaraan Manajemen ASN, pengawasan dan pengendalian pelaksanaan norma, standar, prosedur, dan kriteria Manajemen ASN. Namun dalam penerapan Manajemen ASN masih jauh dari kata sempurna. Hal ini terjadi karena masih banyak terdapat penyimpangan-penyimpangan yang terjadi baik dari lembaga pemerintah, Aparatur Sipil Negara itu sendiri, maupun Pejabat daerah terkait.

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ABSTRACTLaw No. 5 of 2014 concerning on State Civil Apparatus ldquo State Civil Apparatus Law rdquo has became effective since15 January 2014. The effectiveness of this State Civil Apparatus Law changed the organizational composition that will be taking care of the personnel affairs and resources of the state apparatus which are, i The Ministry of Administrative and Bureaucratic Reform Komisi Aparatur Sipil Negara or ldquo Kemenpan RB rdquo , that authorized in the policies formulation and stipulation, coordination, synchronization, and supervision of policies implementation ASN ii State Civil Apparatus Commission Komisi Aparatur Sipil Negara ldquo KASN rdquo , that authorized in the monitoring and evaluation of the implementation of ASN Management and Policy to ensure the realization of merit system along with the supervision of the application of ASN rsquo s principles and codes of conduct iii Public Administration Institute Lembaga Administrasi Negeara or ldquo LAN rdquo , that authorized in conducting research, ASN Management policy review, and ASN coaching and training iv State Personnel Board Badan Kepegawaian Negara or ldquo BKN rdquo that authorized in the implementation of ASN Management, conducting supervision and control of the norms, standards, procedure, and criteria of ASN Management. However, the application and implementation of the ASN Management itself is still far from the word of perfect. This happens because there are still many of deviations occur either from the government agencies, or the ASN itself, as well as the related local officials. "

"[ABSTRAKTesis ini membahas kebijakan Aparatur Negara dalam dugaan tindakpidana korupsi. Dengan mengkaji konsep dan kewenangan kebijakan Aparatur Negara dalam Hukum Administrasi dan Hukum pidana. Kebijakan tersebut dinilai dari kedua pendekatan ilmu hukum tersebut untuk menilai kebijakan Aparatur yang bagaimana dapat dikriminalisasikan sebagai tindak pidana korupsi. Dalam tesis ini yang ingin didapatkan oleh penulis adalah (1) Apakah suatu kebijakanAparatur Negara yang melanggar ketentuan peraturan perundang-undangan dapat dimungkinkan untuk dikenakan sanksi pidana; (2) Bagaimana terhadap suatu kebijakan Aparatur Negara yang di dalamnya mengandung unsur perbuatan melawan hukum atau unsur penyalahgunaan wewenang dalam tindak pidana korupsi; (3) Apakah terhadap kebijakan yang dikeluarkan oleh Aparatur Negara yang memberikan keuntungan kepada orang lain atau korporasi dan menimbulkan kerugian negara dapat dikenakan tindak pidana korupsi sedangkan dia tidak ada menikmati hasil tindakannya. Penelitian ini mengunakan metode penelitian dengan pendekatan yuridis normatif dengan mengunakan data sekunder seperti dari buku-buku dan peraturan perundang-undangan yang terkait dengan tindak pidana korupsi, kerugian negara, penyalahgunaan wewenag dan literatur-literatur terkait lainnya. Kebijakan Aparatur Negara harus berdasarkan peraturan perundang-undangan. Seorang pejabat dilarang melakukan penyalahgunaan wewenang yang melanggar ketentuan perundang-undangan. Namun disisi lain pejabat juga diberikan hak kebebasan dalam mengambil kebijakan untuk kepentingan orang banyak bahkan kalaupun undang-undang tidak mengaturnya dapat diterapkan berdasarkan AAUPB. Namun apabila kebijakan tersebut ada unsur mens rea (niat jahat) dan dilakukan dengan sengaja maka kebijakanAparatur Negara tersebut dapat diminta pertanggungjawab pribadi bukan jabatan atas perbuatannya tersebut. Kalau perbuatan itu tidak ada unsur mens rea maka masuk kedalam ranah hukum administrasi atau hukum perdata. Pada saat ini kebijakan Aparatur Negara telah masuk dalam kategori kriminalisasi. Hal ini terjadi karena adanya kesalahan dalam pemahaman dimana kerugian negara ditempat sebagai bukti utama telah terjadi korupsi atas perbuatannya yangmelawan hukum atau menyalahgunakan wewenang tanpa diikuti adanya unsur koruptif. Padahal dalam banyak kasus kerugian negara ini terjadi karena adanya kesalahan administratif atau kecurangan dari pihak pemenang tender yang memanipulasi barang dan data sehingga tidak sesuai spesifikasi yang mana dokumen tersebut dipalsukan dan dibuat seolah-olah sah dan legal. Oleh karenanya, dengan lahirnya Undang-Undang No. 30 Tahun 2014 tentang Administrasi Negara diharapkan dapat memberikan perlindungan akan kriminalisasi terhadap putusan dan/atau tindakan Aparatur Negara yang didalamnya tidak ada unsur koruptifnya.

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ABSTRACTThis thesis examines the policy of the State Apparatus in alleged corruption. To examines the concept and authority policy of the State Apparatus in Administrative Law and Criminal Law. The such policy is assessed from two approach the science of law to assessing how policies Apparatus which can becriminalized as an act of corruption. In this thesis that want achieved by the author are (1) Does a State Apparatus policies that violate the provisions of the legislation can be subject to criminal sanctions; (2) When is a policy of the State Apparatus can be regarded fulfill the elements of tort or elements of abuse of power in corruption; (3) A State Apparatus policies that provide benefits to another person or corporation and causing state losses while he did not get to enjoy the results of his conduct, whether such conduct may be subject tocorruption. This research uses research methods with normative juridical approach by using secondary data as the basis for this research as from books and legislation relating to corruption, state losses, abuse of power and other related literature and also supported by directly interviews to some of prosecutor in corruption. State Apparatus policy should be based law and legislation. A government official is prohibited do abuse of power that violate the statutoryprovisions. On the other hand the government official also granted the right of freedom in making decisions for the public good even if the law does not yet set such, the government official can make policy based on the Good Governance Principles. However, if the such policy has element of mens rea (malice) and there is deliberate and realized then the policies of the State Apparatus may be subject to responsibility in corruption. If the conduct did not have element mens rea thenhis conduct entered into the administrative law or civil law. At this time the policy of the State Apparatus has been included in the category of criminalization in corruption. This occurs because of an error in understanding where state losses in place as the primary evidence of corruption has occurred for his conduct against the law or abuse of power while his conduct without being followed by the corrupt elements. Therefore, there are cases of state losses caused toadministrative error or fraud, or because of defective juridical. To publication of Law No. 30 Year 2014 on the State Administration as a form protection to the criminalization of the decision and / or conduct of State Apparatus in which there is no element of corruptive;This thesis examines the policy of the State Apparatus in alleged corruption. Toexamines the concept and authority policy of the State Apparatus inAdministrative Law and Criminal Law. The such policy is assessed from twoapproach the science of law to assessing how policies Apparatus which can becriminalized as an act of corruption. In this thesis that want achieved by the authorare (1) Does a State Apparatus policies that violate the provisions of thelegislation can be subject to criminal sanctions; (2) When is a policy of the StateApparatus can be regarded fulfill the elements of tort or elements of abuse ofpower in corruption; (3) A State Apparatus policies that provide benefits toanother person or corporation and causing state losses while he did not get toenjoy the results of his conduct, whether such conduct may be subject tocorruption. This research uses research methods with normative juridical approachby using secondary data as the basis for this research as from books andlegislation relating to corruption, state losses, abuse of power and other relatedliterature and also supported by directly interviews to some of prosecutor incorruption. State Apparatus policy should be based law and legislation. Agovernment official is prohibited do abuse of power that violate the statutoryprovisions. On the other hand the government official also granted the right offreedom in making decisions for the public good even if the law does not yet setsuch, the government official can make policy based on the Good GovernancePrinciples. However, if the such policy has element of mens rea (malice) and thereis deliberate and realized then the policies of the State Apparatus may be subjectto responsibility in corruption. If the conduct did not have element mens rea thenhis conduct entered into the administrative law or civil law. At this time the policyof the State Apparatus has been included in the category of criminalization incorruption. This occurs because of an error in understanding where state losses inplace as the primary evidence of corruption has occurred for his conduct againstthe law or abuse of power while his conduct without being followed by thecorrupt elements. Therefore, there are cases of state losses caused toadministrative error or fraud, or because of defective juridical. To publication ofLaw No. 30 Year 2014 on the State Administration as a form protection to thecriminalization of the decision and / or conduct of State Apparatus in which thereis no element of corruptive;This thesis examines the policy of the State Apparatus in alleged corruption. Toexamines the concept and authority policy of the State Apparatus inAdministrative Law and Criminal Law. The such policy is assessed from twoapproach the science of law to assessing how policies Apparatus which can becriminalized as an act of corruption. In this thesis that want achieved by the authorare (1) Does a State Apparatus policies that violate the provisions of thelegislation can be subject to criminal sanctions; (2) When is a policy of the StateApparatus can be regarded fulfill the elements of tort or elements of abuse ofpower in corruption; (3) A State Apparatus policies that provide benefits toanother person or corporation and causing state losses while he did not get toenjoy the results of his conduct, whether such conduct may be subject tocorruption. This research uses research methods with normative juridical approachby using secondary data as the basis for this research as from books andlegislation relating to corruption, state losses, abuse of power and other relatedliterature and also supported by directly interviews to some of prosecutor incorruption. State Apparatus policy should be based law and legislation. Agovernment official is prohibited do abuse of power that violate the statutoryprovisions. On the other hand the government official also granted the right offreedom in making decisions for the public good even if the law does not yet setsuch, the government official can make policy based on the Good GovernancePrinciples. However, if the such policy has element of mens rea (malice) and thereis deliberate and realized then the policies of the State Apparatus may be subjectto responsibility in corruption. If the conduct did not have element mens rea thenhis conduct entered into the administrative law or civil law. At this time the policyof the State Apparatus has been included in the category of criminalization incorruption. This occurs because of an error in understanding where state losses inplace as the primary evidence of corruption has occurred for his conduct againstthe law or abuse of power while his conduct without being followed by thecorrupt elements. Therefore, there are cases of state losses caused toadministrative error or fraud, or because of defective juridical. To publication ofLaw No. 30 Year 2014 on the State Administration as a form protection to thecriminalization of the decision and / or conduct of State Apparatus in which thereis no element of corruptive, This thesis examines the policy of the State Apparatus in alleged corruption. Toexamines the concept and authority policy of the State Apparatus inAdministrative Law and Criminal Law. The such policy is assessed from twoapproach the science of law to assessing how policies Apparatus which can becriminalized as an act of corruption. In this thesis that want achieved by the authorare (1) Does a State Apparatus policies that violate the provisions of thelegislation can be subject to criminal sanctions; (2) When is a policy of the StateApparatus can be regarded fulfill the elements of tort or elements of abuse ofpower in corruption; (3) A State Apparatus policies that provide benefits toanother person or corporation and causing state losses while he did not get toenjoy the results of his conduct, whether such conduct may be subject tocorruption. This research uses research methods with normative juridical approachby using secondary data as the basis for this research as from books andlegislation relating to corruption, state losses, abuse of power and other relatedliterature and also supported by directly interviews to some of prosecutor incorruption. State Apparatus policy should be based law and legislation. Agovernment official is prohibited do abuse of power that violate the statutoryprovisions. On the other hand the government official also granted the right offreedom in making decisions for the public good even if the law does not yet setsuch, the government official can make policy based on the Good GovernancePrinciples. However, if the such policy has element of mens rea (malice) and thereis deliberate and realized then the policies of the State Apparatus may be subjectto responsibility in corruption. If the conduct did not have element mens rea thenhis conduct entered into the administrative law or civil law. At this time the policyof the State Apparatus has been included in the category of criminalization incorruption. This occurs because of an error in understanding where state losses inplace as the primary evidence of corruption has occurred for his conduct againstthe law or abuse of power while his conduct without being followed by thecorrupt elements. Therefore, there are cases of state losses caused toadministrative error or fraud, or because of defective juridical. To publication ofLaw No. 30 Year 2014 on the State Administration as a form protection to thecriminalization of the decision and / or conduct of State Apparatus in which thereis no element of corruptive]"

"Penelitian ini membahas tentang kapasitas kebijakan Komisi Aparatur Sipil Negara (KASN) dalam melaksanakan pengawasan sistem merit manajemen Aparatur Sipil Negara (ASN). Tujuan dari penelitian ini adalah untuk menggambarkan kapasitas kebijakan KASN dalam mengawasi pelaksanaan sistem merit manajemen ASN. Penelitian ini menggunakan teori tiga dimensi kapasitas kebijakan dari teori kapasitas kebijakan menurut Xun Wu, Michael Howlett dan M. Ramesh (2015) yaitu dimensi kapasitas analitis, dimensi kapasitas operasional, dan dimensi kapasitas politik. Penelitian ini menggunakan teknik pengumpulan data secara kualitatif dengan data yang diperoleh dari wawancara mendalam dan studi kepustakaan. Peneliti melakukan wawancara mendalam kepada pihak-pihak yang terlibat dalam pelaksanaan pengawasan sistem merit pada manajemen ASN yang merupakan pegawai KASN dan Badan Kepegawaian Negara (BKN). Hasil penelitian menunjukkan bahwa secara umum kapasitas kebijakan level organisasi KASN dalam pengawasan sistem merit sudah baik, yang ditunjukkan oleh terpenuhinya indikator pada dimensi analitis dan politik. Sementara indikator komitmen organisasi untuk mencapai tujuan dan indikator koordinasi proses internal pada dimensi operasional. Namun, dalam indikator ketersediaan sumber daya fiskal dan personel pada dimensi kapasitas operasional KASN masih cenderung lemah karena kurangnya ketersediaan anggaran dana dan SDM di KASN.

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This study discusses the position of the State Civil Apparatus Commission in implementing the merit management supervisory system of the State Civil Apparatus. This study aims to describe the policy position of the State Civil Apparatus Commission in supervising the implementation of the State Civil Apparatus merit management system. This study uses a three-dimensional theory of policy capacity from the theory of policy capacity according to Xun Wu, Michael Howlett, and M. Ramesh (2015), namely the analytical capacity, operational capacity dimensions, and political capacity dimensions. This study uses qualitative data collection techniques with data obtained from in-depth interviews and literature studies. The researcher conducted in-depth interviews with the parties involved in implementing an appropriate supervisory system for managing the State Civil Apparatus, who are employees of the State Civil Apparatus Commission and the State Civil Service Agency. The fulfillment of indicators on the analytical and political dimensions of the merit system demonstrated that, in general, the organizational capacity at the policy level of the State Civil Apparatus Commission to supervise it was good. Meanwhile, indicators of organizational commitment to achieving goals and internal process coordination are on the operational dimension. However, the indicators for the availability of fiscal and personnel resources on the dimensions of the operational capacity of the State Civil Apparatus Commission still need to be more substantial due to the lack of availability of budgetary funds and human resources in the State Civil Apparatus Commission."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui bagaimana penerapan kebijakan pengangkatan tenaga honorer menjadi Calon Pegawai Negeri Sipil di Indonesia. Kebijakan pengangkatan tenaga honorer menjadi Calon Pegawai Negeri Sipil diatur di dalam Peraturan Pemerintah Nomor 56 Tahun 2012. Batasan penelitian ini mencakup tenaga honorer guru di Provinsi DKI Jakarta. Pelaksanaan kebijakan ini masih mengalami beberapa hambatan, diantaranya masalah keterbatasan anggaran belanja negara, masalah teknis pelaksanaan, manipulasi data dan tenaga honorer yang tidak memenuhi kriteria pengangkatan. Tujuan lain dari penelitian ini ingin mencari tahu bagaimana seharusnya kebijakan yang baik dan tepat di masa yang akan datang.

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ABSTRACTThis research aimed to know the implementation of the assignation of temporary employee to be the Candidate of State Civil Servant in Indonesia. The assignation policy of the temporary employee to be the Candidate of State Civil Servant is regulated in the Government Regulations Number 56 Year 2012. This research only take up the temporary teachers in DKI Jakarta Province. There are several obstacles in the implementation of this policy, among them are the state budget limitations, technical problems in implementation, data manipulations and temporary employees who does not fulfil the criteria of the assignation. Another goal of this research is to determine a good and better policy in the future."

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Aparatur Sipil Negara sebagai profesi yang memiliki kewajiban mengelola dan mengembangkan dirinya dan wajib mempertanggungjawabkan kinerjanya dan menerapkan prinsip merit dalam pelaksanaan manajemen aparatur sipil negara. Dalam Undang-Undang Nomor 5 Tahun 2014 pengawasan sistem merit dilaksanakan oleh Komisi Aparatur Sipil Negara. Pengawasan tersebut diharapkan dapat mewujudkan aparatur sipil negara yang memiliki integritas, profesional, netral dan bebas dari intervensi politik, bersih dari praktik korupsi, kolusi, dan nepotisme, serta mampu menyelenggarakan pelayanan publik bagi masyarakat dan mampu menjalankan peran sebagai unsur perekat persatuan dan kesatuan bangsa berdasarkan Pancasila dan Undang-Undang Dasar Negara Republik Indonesia Tahun 1945. Era berikutnya adalah adanya revisi terhadap Undang-Undang Nomor 5 Tahun 2014, perubahan signifikan dalam tata kelola aparatur sipil negara di Indonesia terjadi dengan diberlakukannya Undang-Undang Nomor 20 Tahun 2023, yaitu menghapus keberadaan Komisi Aparatur Sipil Negara (KASN). Pasal dalam undang-undang baru tersebut semakin memperjelas bahwa hilangnya keberadaan KASN, bahkan tinggal menunggu terbitnya peraturan pelaksana dari Undang-Undang Nomor 20 Tahun 2023. Padahal salah satu pokok pengaturan dalam undang-undang baru tersebut adalah penguatan pengawasan sistem merit.

 

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The State Civil Apparatus as a profession has the obligation to manage and develop itself and is obliged to be accountable for its performance and apply the merit principle in the implementation of state civil apparatus management. In Law Number 5 Year 2014, the supervision of the merit system is carried out by the State Civil Apparatus Commission. The supervision is expected to realize a state civil apparatus that has integrity, is professional, neutral and free from political intervention, clean from corrupt practices, collusion, and nepotism, and is able to organize public services for the community and be able to carry out the role as an adhesive element of national unity and integrity based on Pancasila and the 1945 Constitution of the Republic of Indonesia. The next era was the revision of Law Number 5 Year 2014, a significant change in the governance of the state civil apparatus in Indonesia occurred with the enactment of Law Number 20 Year 2023, which abolished the existence of the State Civil Apparatus Commission (KASN). The article in the new law makes it clear that the disappearance of KASN's existence is just waiting for the issuance of implementing regulations from Law Number 20 of 2023. In fact, one of the main arrangements in the new law is to strengthen the supervision of the merit system.

 

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"Penelitian ini mengkaji tentang kapasitas perubahan organisasi Badan Kepegawaian Daerah dalam mendukung praktik terbaik penerapan sistem merit di Pemerintah Provinsi Jawa Barat. Penelitian ini menggunakan tiga dimensi kapasitas perubahan organisasi dari Teori Organizational Change Capacity (OCC) oleh Klarner at al. (2007, 2008) dan Judge & Douglas (2009) yang terdiri dari konteks organisasi, proses perubahan, dan pembelajaran. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan campuran melalui sensus, wawancara mendalam, dan studi kepustakaan. Sensus dilakukan secara langsung melalui penyebaran kuesioner dengan melibatkan 112 responden yang merupakan pegawai Badan Kepegawaian Daerah Provinsi Jawa Barat, sementara itu wawancara mendalam dilaksanakan dengan melibatkan 12 informan. Analisis kuantitatif menunjukkan bahwa tingkat kapasitas perubahan yang dimiliki oleh Badan Kepegawaian Daerah Provinsi Jawa Barat adalah tinggi, hasil uji statistik tersebut juga didukung oleh analisis kualitatif berdasarkan temuan di lapangan. Oleh karena itu, dapat dikatakan bahwa Badan Kepegawaian Daerah Provinsi Jawa Barat tidak hanya mampu untuk mengikuti tuntutan reformasi birokrasi dalam bidang kebijakan dan manajemen kepegawaian secara khusus penerapan sistem merit, namun lebih dari itu memiliki berbagai inisiatif untuk menjadikan penerapan sistem ini sebagai keunggulan kompetitif bagi organisasi.

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This study examines the organizational change capacity of Regional Civil Service Agency to support the best practice of merit system implementation in the West Java Provincial Government. This study uses three dimensions of organizational change capacity from Organizational Change Capacity (OCC) Theory by Klarner at al. (2007, 2008) and Judge & Douglas (2009) which consist of organizational context, change process, and learning. This research uses a quantitative approach with mixed methods data collection through census, in-depth interviews, and library research. The census was held directly through the distribution of questionnaires by involving 112 respondents who were employees of the Regional Civil Service Agency of West Java Province, while in-depth interviews were carried out involving 12 informants. Quantitative analysis shows that the level of organizational change capacity of the Regional Civil Service Agency of West Java Province is high, the results of the statistical test are also supported by qualitative analysis based on research findings. Therefore, it can be said that the Regional Civil Service Agency of West Java Province is not only able to follow the demands of bureaucratic reform in the fields of human resource policy and management, specifically merit system implementation, but more than that, it has various initiatives to make the implementation of this system a competitive advantage for the organization."