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"Lahirnya sistem lahirnya otonomi daerah telah memberikan kewenangan penuh kepada kepala daerah tidak hanya sebagai pemimpin daerah namun juga sebagai kepala Aparatur Sipil Negara (ASN) di daerah. Terkadang seorang kepala daerah mempergunakan kewenangan yang dimilikinya untuk melakukan mutasi terhadap ASN yang dilakukan bukan karena kebutuhan ataupun kualitas SDM yang dimiliki oleh seorang ASN, melainkan karena faktor yang tidak sejalan dengan hukum atau karena kepentingan lainnya. Padahal esensi dari suatu mutasi dalam tata kelolah ASN, bertujuan untuk meningkatkan kualitas sumber daya manusia ASN, meningkatkan pelaksanaan kinerja ASN yang profesional, serta untuk mewujudkan pelaksanaan birokrasi yang bertanggung jawab dan terbuka kepada publik Pada tataran implementasi masih terdapat beberapa kepala daerah yang melakukan mutasi terhadap ASN bukan karena aspek kebutuhan maupun karena perintah dari peraturan perundang-undangan. Hal ini telah dibuktikan dalam Putusan Pengadilan Tata Usaha Negara Palangkaraya Nomor : 18/G/2020/PTUN.PLK dan Putusan Pengadilan Tata Usaha Negara Palembang Nomor 13/G/2020/PTUN.PLG. Sistem merit dalam manajemen ASN di Indonesia yang telah dituangkan dalam peraturan perundang-undangan merupakan sistem manajemen ASN yang mengutamakan kualitas, kebutuhan dan tidak membeda-bedakan latar belakang, akan tetapi dalam tataran implementasinya, belum terlaksana dengan optimal, hal ini menurut hemat penulis salah satunya disebabkan oleh karena lahirnya otonomi daerah sehingga kepala daerah pun ikut terlibat didalam proses mutasi ASN. Meskipun sistem merit merupakan sistem yang ideal dan telah mempunyai payung hukum yang kuat akan tetapi untuk merealisasikan hal ini membutuhkan sumber daya manusia yang memiliki integritas kuat.

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The Changes of Indonesian state administration system during the reform period, on the one hand, were a factor that affected the low quality of public services performed by State Civil Apparatus. The problem caused by the reforms to this constitutional system is that the regional head as the regional

leader whose job is to serve the needs of the people in the region, in fact uses the authority he has to carry out mutations of State Civil Apparatus, which sometimes mutations are carried out not because of the need or the quality of the human resources possessed by a person. State Civil Apparatus, but because of collusion or other interests. In this study, the authors used normative legal research

methods. Respective law research is defined as research that makes law and literature the primary legal material. The authority of regional heads to carry out transfers and promotions of their State Civil Apparatus in the regions sometimes creates polemics, namely because the transfer and promotion policies they carry out are not based on aspects of need but because of elements of political or other closeness. One of the factors causing transfers and promotions is not due to quality

or need, namely due to regional head election events. Whereas Indonesia in its personnel management system basically applies a merit system, this has been stipulated in the State Civil Apparatus Act, however, due to the authority of regional heads or institutional leaders, this is sometimes not implemented."

"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. "

"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."

"Tesis ini membahas tentang Pengisian Jabatan Pimpinan Tinggi Dalam Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara. Dengan menggunakan metode penelitian Yuridis Normatif, pendekatan dengan menggunakan teori Hukum Administrasi Negara, Teori Reinventing Government, Teori Manajemen Personalia, Teori Manajemen Sumber Daya Manusia, Teori Jabatan, dan Teori Kewenangan. Serta penggunaan konsep-konsep tentang aparatur sipil negara, kebijakan publik, jabatan pimpinan tinggi, dan pola karir. Untuk memperoleh kesimpulan dari tujuan penelitian, hal-hal yang disampaikan adalah meliputi pengaturan Manajemen Pegawai Negeri Sipil dan pengisian jabatan struktural dalam Undang-Undang Nomor 43 Tahun 1999 tentang Perubahan Atas Undang-Undang Nomor 8 Tahun 1974 tentang Pokok-Pokok Kepegawaian, Manajemen Aparatur Sipil Negara dan Pengangkatan Jabatan Pimpinan Tinggi dalam Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara, serta pengaruhnya terhadap pola karier nasional.Berdasarkan hasil penelitian diperoleh hasil bahwa pengaturan baru mengenai hukum kepegawaian yang saat ini diatur dalam Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara telah memberikan perubahan yang cukup signifikan terhadap pengelolaan manajemen sumber daya manusia aparatur sipil negara di Indonesia. Dalam hal pengisian jabatan pimpinan tinggi, dalam Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara ini terbagi menjadi tiga kategori yaitu pengisian jabatan pimpinan tinggi yang dilakukan secara terbuka dan kompetitif di kalangan Pegawai Negeri Sipil yang diatur dalam Pasal108, Pengisian Jabatan Pimpinan Tinggi dari kalangan Non-PNS dengan Persetujuan Presiden yang diatur dalam Pasal 109 ayat (1), dan pengisian jabatan pimpinan tinggi oleh Prajurit Tentara Nasional Indonesia dan anggota Kepolisian Negara Republik Indonesia yang diatur dalam Pasal 109 ayat (2) dan ayat (3).

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This thesis discusses Charging High Leadership Position In Act No. 5 of 2014 on the Civil State Apparatus. By using normative juridical research method, approach by using the theory of the State Administration Law, Reinventing Government Theory, Theory of Personnel Management, Human Resource Management Theory, Theory Position, and Theory Authority. And the use of the concepts of civil state apparatus, public policy, high leadership positions, and career patterns. For the conclusion of the research objectives, the things that conveyed is covering the Civil Service Management settings and filling structural position in Law Number 43 Year 1999 concerning the Amendment to Law No. 8 of 1974 on the Fundamentals of Civil, Civil Administrative Management Appointment of Head of State and High Position in Law No. 5 of 2014 on the Civil State Apparatus, and its influence on the pattern of national career.Based on the research results that the new arrangements regarding employment law which is currently regulated in Law Number 5 of 2014 on Civil Administrative State has given significant changes to the management of human resources management of the civil state in Indonesia. In the case of filling high leadership positions, in Act No. 5 of 2014 on State Civil Apparatus is divided into three categories namely high filling leadership positions is done openly and competitively in the Civil Service are set out in Article 108, Charging High Leadership Position of the non-civil servants with the approval of President provided for in Article 109 paragraph (1), and filling high leadership positions by the Indonesian National Armed Forces and members of the Indonesian National Police provided for in Article 109 paragraph (2) and paragraph (3)."

"Di dalam Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara tidak mengenal istilah pegawai honorer, pegawai tidak tetap, tenaga kerja sukarela, ataupun sejenisnya. Undang-Undang tersebut hanya menyebutkan pegawai aparatur sipil negara hanya terdiri atas pegawai negri sipil dan pegawai pemerintah dengan perjanjian kerja. Sehingga status hukum dari pegawai pemerintah bukan APARATUR SIPIL NEGARA yang sebelumnya dikenal didalam peraturan sebelumnya menjadi hilang. Metode penelitian yang digunakan adalah yuridis normatif dengan menganalis dari peraturan perundangundangan khusunya di bidang kepegawaian. Di dalam peraturan perundang-undangan sebelum lahirnya Undang-Undang Nomor 5 Tahun 2014 Tentang Aparatur Sipil Negara, pejabat yang berwenang dapat mengangkat pegawai selain dari pegawai negeri sipil sepanjang dibutuhkan oleh instansi pada pemerintahan tersebut baik di instansi pemerintah pusat maupun di daerah. Sehingga dengan lahirnya Undang-Undang Nomor 5 Tahun 2014 pegawai pemerintah bukan aparatur sipil negara menjadi tidak diatur keberadaannya. Seharusnya ada kebijakan dari pemerintah untuk mengakomodasi dari polemik yang ada pada pegawai pemerintah bukan aparatur sipil negara tersebut

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In Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipi Negara, the term honorary employees, non-permanent employees, voluntary workers, or the like is not recognized. The law only states that state civil servants only consist of civil servants and government employees with work agreements. So that the legal status of non-APARATUR SIPIL NEGARA government employees previously known in the previous regulations was lost. The research method used is normative juridical by analyzing the laws and regulations, especially in the field of personnel. In the laws and regulations prior to the enactment of the APARATUR SIPIL NEGARA Law, authorized officials can appoint employees other than civil servants as long as required by the agency in the government, both in central and regional government agencies. So with the enactment of Undang- Undang Nomor 5 Tahun 2014 Tentang Aparatur Sipil Negara government employees not state civil servants are not regulated. There should be a policy from the government to accommodate the polemics that occur in government employees, not the state civil apparatus."

"Kedudukan Penjabat Gubernur pada prinsipnya merupakan pejabat sementara yang diangkat untuk mengisi kekosongan jabatan Gubernur selaku kepala daerah berdasarkan ketentuan dalam Pasal 201 ayat (9) Undang-Undang Nomor 10 Tahun 2016 tentang Perubahan Kedua atas Undang-Undang Nomor 1 Tahun 2015 tentang Penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 1 Tahun 2014 tentang Pemilihan Gubernur, Bupati, dan Walikota menjadi Undang-Undang. Pada saat kondisi kekosongan tersebut, Penjabat Gubernur memiliki kedudukan yang setara dengan Gubernur definitif selaku kepala daerah. Meskipun memiliki kedudukan yang sama selaku kepala daerah, Penjabat Gubernur mempunyai limitasi kewenangan dalam hal manajemen ASN. Limitasi kewenangan Penjabat Gubernur tersebut berdasarkan Pasal 25 ayat (1) Peraturan Presiden Nomor 116 Tahun 2022 tentang Pengawasan dan Pengendalian Pelaksanaan Norma, Standar, Prosedur, dan Kriteria Manajemen Aparatur Sipil Negara dan Pasal 15 ayat (2) Peraturan Menteri Dalam Negeri Nomor 4 Tahun 2023 tentang Penjabat Gubernur, Penjabat Bupati, dan Penjabat Walikota, yang telah menimbulkan dampak besar dalam hal pembinaan manajemen ASN. Pelaksanaan terhadap ketentuan tersebut mengakibatkan penyelenggaraan urusan pemerintahan daerah menjadi dalam kondisi yang stagnan dan sulit diimplementasikan. Stagnasi manajemen ASN tersebut terjadi setidaknya sampai dengan Penjabat Gubernur mendapatkan pertimbangan teknis dari Kepala Badan Kepegawaian Negara dan mendapatkan persetujuan tertulis dari Menteri Dalam Negeri. Lantas jika kedua syarat tersebut telah terpenuhi, Penjabat Gubernur baru dapat melaksanakan pengangkatan, pemindahan, pemberhentian, promosi, mutasi pegawai yang dimanifestasikan dalam suatu keputusan.

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In principle, the position of the Acting Governor is that of a temporary official appointed to fill the vacancy in the position of Governor as regional head based on the provisions in Article 201 paragraph (9) of Law Number 10 of 2016 concerning the Second Amendment to Law Number 1 of 2015 concerning the Determination of Replacement Government Regulations Law Number 1 of 2014 concerning the Election of Governors, Regents and Mayors becomes law. At the time of the vacancy, the Acting Governor has the same position as the definitive Governor as regional head. Even though he has the same position as regional head, the Acting Governor has limited authority in terms of ASN management. The limitations on the authority of the Acting Governor are based on Article 25 paragraph (1) of Presidential Regulation Number 116 of 2022 concerning Supervision and Control of the Implementation of Norms, Standards, Procedures and Criteria for Management of State Civil Apparatus and Article 15 paragraph (2) of Minister of Home Affairs Regulation Number 4 of 2023 regarding Acting Governors, Acting Regents and Acting Mayors, which have had a major impact in terms of developing ASN management. Implementation of these provisions results in the implementation of regional government affairs being in a stagnant condition and difficult to implement. This stagnation in ASN management occurred at least until the Acting Governor received technical considerations from the Head of the State Civil Service Agency and received written approval from the Minister of Home Affairs. Then, if these two conditions have been met, the new Acting Governor can carry out the appointment, transfer, dismissal, promotion, transfer of employees as manifested in a decision."

"[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]"

"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 "

"ABSTRAKLahirnya Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara membawa angin segar bagi perjalanan reformasi birokrasi di Indonesia. Terutama untuk Pegawai Negeri Sipil (PNS) dimana tuntutannya untuk berubah menjadi lebih professional, meningkatkan kualitas kinerja, kualitas pelayanan publik, kompetensi, independensi dan netralitas. KEMENPANRB sebagai Kementerian yang diberikan mandat secara langsung melalui Undang-Undang oleh presiden mengenai pelaksanaan kebijakan ASN, harus mampu mengawal pelaksanaannya menuju apa yang telah dicita-citakan. Perubahan signifikan di dalam Undang-Undang ini adalah terkait pangkat dan jabatan dalam manajemen PNS, termasuk di dalamnya tentang pengisian jabatan pimpinan tinggi secara terbuka. Penelitian ini menganalisis persepsi umum dari PNS KEMENPANRB terhadap perubahan tersebut dipandang dari karakteristik PNS, dengan menggunakan model analisis tabulasi silang berdasarkan hasil survey yang telah dilakukan. Dari hasil penelitian, dengan hasil skor jawaban yang beragam diperoleh hasil baik untuk persepsi PNS KEMENPANRB terhadap ketentuan pangkat dan jabatan dalam manajemen PNS berdasarkan Undang-Undang Nomor 5 Tahun 2015.

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ABSTRACT

The enactment of Act of Republic of Indonesia No. 5 of 2014 on Civil State Apparatus brought a fresh breeze for development of bureaucratic reform in Indonesia. Especially to enhance the professionalism of civil servants by improving the quality of performance, quality of public services, competence, independency and neutrality. State Minister for the Empowerment of State Apparatus and Bureaucratic Reform as the Ministry has been given the mandate directly through the Act by the President on the implementation of the Civil State Appratus Law, should be able to oversee their implementation towards what has been aspired. Significant changes in this Act is related rank and position in the management of civil servants, including on the open selection of high leadership positions. Thus, this research aims to analyze the perception of civil servants in the State Minister for the Empowerment of State Apparatus and Bureaucratic Reform on the policy change that utilizes the cross tabulation analysis approach as well. The result of the research shows good perception on the policy adjustment."