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"Tesis ini membahas mengenai Kewajiban Pemberhentian Sementara Terhadap Pengangkatan Komisioner dan Anggota Lembaga Non Struktural Yang Berstatus Pegawai Negeri Sipil sebagaimana diatur dalam Undang-Undang Nomor 5 Tahun 2014 Tentang Aparatur Sipil Negara, dikaitkan dengan mekanisme pengisian jabatan Komisioner Dan Anggota Lembaga Non Struktural. Dalam pengisian jabatan tersebut terdapat mekanisme yang berbeda antara komisioner atau anggota yang mewakili Pemerintah atau yang biasa disebut dalam peraturan perundangan-undangan sebagai Unsur Pemerintah dengan komisioner atau anggota yang melalui seleksi terbuka atau yang biasa disebut dalam peraturan perundangan-undangan sebagai Unsur Masyarakat.Berdasarkan hasil penelitian diperoleh kesimpulan bahwa kewajiban pemberhentian sementara yang diatur dalam Undang-Undang Aparatur Sipil Negara maupun Peraturan Pemerintah mengenai Dipilin PNS, tidak serta mengikat seluruh PNS yang diangkat sebagai Komisioner dan Anggota Lembaga Non Struktural. Disisi lain, aturan mengenai kewajiban pemberhentian sementara PNS dimaksud belum diatur mengenai sanksi bagi pihak terkait apabila kewajiban pemberhentian sementara PNS dilaksanakan saat semua persyaratan pemberhentian sementara PNS tersebut telah memenuhi syarat.

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This thesis discusses the Temporary Suspension Obligation for the Appointment of Commissioners and Members of Non-Structural Institutions with the Status of Civil Servants as stipulated in Law Number 5 of 2014 concerning the State Civil Apparatus, associated with the mechanism for filling the positions of Commissioners and Members of Non-Structural Institutions. In filling the position, there is a different mechanism between commissioners or members representing the Government or commonly referred to in laws and regulations as Government Elements and commissioners or members who go through open selection or commonly referred to in laws and regulations as Community Elements.

Based on the results of the study, it was concluded that the temporary suspension obligation stipulated in the State Civil Apparatus Law and Government Regulations regarding the Election of Civil Servants, does not and binds all civil servants appointed as Commissioners and Members of Non-Structural Institutions. On the other hand, the rules regarding the obligation to suspend the civil servant have not been regulated regarding sanctions for related parties if the obligation to suspend the civil servant is implemented when all the conditions for the suspension of the civil servant have met the requirements."

"Tesis ini membahas pencitraan pegawai negeri sipil (PNS) era reformasi, sebagaimana tercermin dalam buku Catatan Parno PNS Gila (2011) karya Yulius Haflan. Penelitian ini adalah penelitian kualitatif dengan pendekatan cultural studies dengan menerapkan strategi trans-coding sebagai salah satu mekanisme representasi untuk menganalisis teks. Hasil penelitian menunjukkan bahwa teks masuk ke dalam sistem representasi citra PNS dominan dan mengalami perubahan dan perluasan dimensi sehingga membentuk makna dan citra baru. Pencitraan PNS dalam teks masih membawa citra yang sudah populer di masyarakat namun juga membentuk citra baru. Citra populer yang masih ditampilkan, yaitu: patuh, berdedikasi, gaji kecil, dan budaya kerja yang buruk. Citra yang baru meliputi gigih dan gagap teknologi. Pencitraan tersebut disampaikan dalam bahasa yang komunikatif dan penuh humor, yang merupakan cara efektif untuk memberikan pemahaman sekaligus menghibur pembaca.

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This thesis focused on the image of civil servants in reform era, as reflected in the book of Catatan Parno PNS Gila (2011) written by Yulius Haflan. This research is based on a qualitative research, using the cultural studies approach and applying the trans-coding strategies, as one of the representation mechanisms, to analyze texts. The result of the research shows that the text entered the representation system of dominant image of the civil servants and makes changes and expansion of dimensions so that it constructs new meanings and images. The images of civil servants in the text still carry the public's popular images but at the same time it also constructs several new images. The popular images that still exist consist of obedient, dedicated, civil servant with low income and low performance work culture, while the new images include persistent attitude and technology illiterate. Those images are delivered in a communicative and humorous way, an effective way to convey ideas and to entertain the readers."

"Pada prinsipnya Pelarangan PNS untuk berserikat dalam Pasal 3 ayat (3) Undang-Undang Nomor 43 Tahun 1999 Tentang Pokok Kepegawaian esensinya telah menghilangkan hak asasi PNS, dan HAM yang dijamin dalam dalam UUD 1945, DUHAM, ICCPR, Undang-Undang Nomor 12 Tahun 2005 Tentang Ratifikasi ICCPR, Undang-Undang Nomor 39 Tahun 1999 Tentang HAM, dan Undang-Undang Nomor 31 Tahun 2002 Tentang Partai Politik. Penulisan dilakukan dengan metode penelitian kualitatif, yaitu mendiskripsikan fenomena pengurangan HAM PNS di bidang politik melalui pencarian/penelusuran data primer dengan cara melakukan penelitian lapangan bertemu dengan narasumber/inforrnan melalui wawancara dan memberikan kuesioner yang dimulai dari bulan April hingga pertengahan Juni 2007. Latar belakang responden yang diteliti memiliki berbagai macam latar belakang, seperti latar belakang profesi, yaitu pegawai negeri sipil dari anggota partai politik yang juga sebagai anggota DPR, sedangkan latar belakang responden mulai dari tamatan Sekolah Menengah Umum (SMU), Sarjana (SI), Magister (S2), Doktor (S3), dan guru besar (Profesor), dan juga latar belakang di PNS mulai dari staf, eselon IV, eselon III, eselon, R, dan eselon I. Disamping data primer, penulis juga menelusuri data sekunder berupa studi dokumentasi kepustakaan berupa landasan konsep dan teoritikal, kepustakaan buku-buku tentang HAM, peraturan perundang-undangan, data tersebut ditambah dengan penelusuran melalui media massa, baik cetak maupun elektronik (kliping Koran/majalah/tabloid, penelusuran internet. Pelarangan hak berserikat, yaitu masuk menjadi anggota/pengurus partai politik, bagi PNS berarti telah menghapuskan HAM PNS yang telah jelas dijamin dalam UUD 1945, UU Nomor 39 Tahun 1999, Deklarasi Universal Hak Asasi Manusia PBB, Kovenan Hak Sipil dan Politik (telah diratifikasi Indonesia ke dalam UU), dan UU Tentang Partai Politik. Oleh karena itu, Hak berserikat bagi PNS harus segera dipulihkan, karena hak berserikat dijamin dan dilindungi dalam UUD 1945, dalam berbagai produk perundang-undangan mengenai HAM (lokal dan intemasional), dari dalam UU Partai Politik. Selain itu juga, perlu dibentuk peraturan yang dapat memberikan batasan yang jelas dan tegas yang mengatur bagi PNS yang masuk menjadi anggota/pengurus partai politik.

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In principle, the prohibition for civil servant to become member/administrator of political parties has eliminated the Civil Servant rights, and human rights that has guarantee in Indonesian Constitution UUD 1945, Universal Declaration of Human Rights, Law Number 12 Year 2005 on Ratification ICCPR, Law Number 39 Year 1999 on Human Rights, and Law Number 31 Year 2002 on Political Parties.

Writing Methods by implementing qualitative research, which is describing the phenomenon of reducing the Civil Servants political rights through searching/exploring primary data by doing field research to see some informers by interviewing and giving questioners, which executed from April to mid of June 2007. The respondent backgrounds are from various professions such as Civil Servants who works at Department of Law and Human Rights, Department of Domestic Affairs, and National Employment Agency, also member of political parties and Parliament, while the education of respondents are High School graduates, Bachelors degree, Masters degree, Doctoral degree, and Professors. The position of respondents who work as civil servants are staff, echelon IV, echelon III, echelon II and echelon I.

In addition to primary data, the author also searches secondary data by documentation studies such as conceptual and theoretical basis, Iiterature on human rights studies, laws, also added by searching mass media, printed and electronic (paper clipping/magazine/weekly papers, internet exploring).

The prohibition to civil servants to join becoming member/administrator of political parties, means the prohibition has deleted the civil servants right which is guaranteed in Indonesian Constitution UUD 1945, Law Number 39 Year 1999 on Human Rights, Universal Declaration of Human Rights, Covenant of civil and political rights (has been ratified to Law), and Law on Political Parties. That's why, the right to join organization to civil servants should be regained, because such right is guaranteed and protected in UUD 1945, in various of law products concerning human rights (national and international), and law on Political Parties. Besides, regulations should be made to form clear and strict boundaries for ruling the civil servants who become member/administrator of political parties."

"Tuntutan kesempurnaan Pegawai Negeri selaku aparatur negara yang memegan peranan penting dalam kelancaran penyelenggaraan tugas pemerintahan dan pembangunan nasional sangatlah tinggi. Sementara itu, sistim penghargaan sebagai balasan atas jasa yang telah dicurahkan dengan sepenuh jiwa dan raga oleh Pegawai Negeri kepada negara diselenggarakan dengan tidak berdasarkan pada kinerja (merit system) dan sangat terkesan serta populer dengan plesetan PGPS (?pintar goblok penghasilan sama?). Oleh karena itu, Pemerintah telah mencanangkan perlunya dilakukan program reformasi birokrasi yang diantaranya termasuk penerapan kebijakan perbaikan sistim remunerasi bagi Pegawai Negeri. Kebijakan perbaikan sistim remunerasi bagi Pegawai Negeri Sipil Pusat mulai diberlakukan bagi Pegawai Negeri Sipil di lingkungan Departemen Keuangan pada 1 Juli 2007 dan secara terbatas dan bertahap dilanjutkan penerapannya pada beberapa kementerian/lembaga. Penerapan perbaikan sistim remunerasi yang terbatas dan bertahap itu tentu telah menimbulkan diskriminasi karena tidak adanya keadilan dalam penerapan kebijakan perbaikan sistim remunerasi bagiPegawai Negeri secara keseluruhan. Di samping persoalan keadilan dalam penerapan kebijakan perbaikan sistim remunerasi itu, juga terdapat berbagai kelemahan yuridis dalam pelaksanaan penerapan kebijakan tersebut. Penelitian ini berangkat dari permasalahan pokok yaitu bagaimana ketaatan asas hukum dalam penerapan kebijakan perbaikan sistim remunerasi bagi Pegawai Negeri Sipil Republik Indonesia dalam konteks sebagai negara yang memproklamirkan dirinya Negara Hukum. Jawaban atas permasalahan penelitian ini dilakukan secara yuridis-normatif, dengan menelaah data sekunder yang menggunakan alat pengumpulan data secara studi kepustakaan dengan metode pengolahan dan analisa data secara pendekatan kwalitatif serta bersifat deskriptif-analitis dan berbentuk preskriptif-analitis. Mengingat topik penelitian ini terkait dengan remunerasi yang dianalisis secara yuridis, maka landasan teori didasarkan pada kerangka pemikiran hierarki kebutuhan dan keadilan. Penelitian ini menghasilkan beberapa temuan. Pertama, amanat konstitusi yang menghendaki sistim remunerasi itu haruslah mampu memberikan dan menciptakan kesejahteraan yang berkeadilan dan layak masih belum terwujud dengan baik. Kedua, peraturan perundang-undang yang mengatur sistim remunerasi tidak menegaskan aturan sistim remunerasi yang berbasis kinerja. Ketiga, rumusan norma dan validitas norma peraturan yang dibuat sebagai dasar hukum pemberlakuan kebijakan perbaikan sistim remunerasi tersebut adalah tidak taat asas-asas hukum dan dapat dikatakan tidak valid. Untuk itu, dalam rangka ius constituendum, tiada jalan lain yang harus dilakukan untuk reformasi sistim remunerasi adalah dengan membuat Undang-Undang tentang Kepegawaian yang baru yang sunguh-sunguh merumuskan amanat konstitusi dan menggantikan Undang-Undang tentang Kepegawaian yang saat ini berlaku.

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Civil servants, as a state apparatus have a big and an important role in the smooth organization and tasks of the government and national development. Their performance is claimed very high. Meanwhile, the award system as a reward for services rendered have been torrentialwith full life and wholeheartedly by them with no organized based onperformance (merit system) and are very impressed with the popular and the term ?PGPS? ( ?Pintar Goblok Penghasilan Sama? or "wise fool of the same"). To solve the problem, Indonesian government has been trying to reform the remuneration system. Since July 1 2007, Department of Finance of Republic of Indonesia has started to introduce a new remuneration system for its officials. The new remuneration system has implemented by limited and gradually in several ministries / agencies. The limited application of a new remuneration system has been caused discrimination due to the absence of justice in the implementation of policy for overall civil servants. In addition to the issue of fairness/justice in the implementation of the policy, there are many weaknesses in the implementation of the juridical application of these policy. This research tries to observe whether the new remuneration system for civil servants is well obeyed in accordance with law because of Indonesia as a country proclaiming itself as the Rule of Law or Rechtsstaat. This research is based on juridicalnormative, with the secondary data analysis and with the method of data processing and analysis by qualitative and descriptive-analytical and prescriptiveanalytical. Given the topic of this research related to the remuneration of the juridical analyzed, the theoretical foundation or framework of thought is based on the hierarchy of needs and theory of justice. This research produced some findings. First, the mandate of the Constitution require the remuneration system should be able to provide and create the prosperity which is proper and justice has not been realized well. Second, the regulations which set the remuneration system does not assert that the rules-based remuneration system performance. Third, the formulation of norms and norm validity of regulations made as a legal basis of the policy about reformation of the remuneration system is not compliance the principles of law and it can be said is invalid. Therefore, in order ius constituendum, there is no way that should be done to reform the system of remuneration is to make a new Act on civil servant or officialdom Act (Undang- Undang Kepegawaian) that compliance to constitution and replacing the old Act."

"Pelanggaran netralitas Pegawai Negeri Sipil (PNS) pada Pemilu tahun 2019 tercatat sebanyak 990 kasus dengan mayoritas kasus tidak memisahkan pribadi dan jabatan PNS. Penelitian ini bertujuan untuk mendeskripsikan dan menganalisis pelanggaran netralitas ASN berdasarkan peraturan perundang-undangan. Metode penelitian yang digunakan dalam penelitian ini adalah metode penelitian hukum yuridis normatif dengan bahan kepustakaan berupa data sekunder dengan studi dokumen. Tipologi dari penelitian ini berdasarkan sifatnya adalah deskriptif analisis. Metode analisis terhadap data menggunakan metode analisis kualitatif. Undang-Undang No. 7 Tahun 2017 tentang Pemilu dan Peraturan Pemerintah No. 53 Tahun 2010 tentang Disiplin PNS mengatur netralitas lebih luas hingga tidak memisahkan pribadi dan jabatan PNS dibandingkan dengan Undang-Undang No. 5 Tahun 2014 tentang Aparatur Sipil Negara. Pengaturan tersebut dibuktikan dengan kasus PNS Kota Malang dan PNS Kabupaten Cianjur. Pengaturan berdasarkan peraturan perundang-undangan dan penegakan oleh institusi terkait netralitas PNS terlihat mencampuradukkan pribadi PNS dengan jabatannya sebagai birokrat. Pengaturan netralitas terkait Pegawai Negeri Sipil (PNS) terdapat pada Undang-Undang No. 5 Tahun 2014, Undang-Undang No. 30 Tahun 2014, dan Undang-Undang No. 7 Tahun 2017. Penerapan sanksi pelanggaran netralitas ASN diterapkan berdasarkan kasus PNS Kota Malang dan PNS Kabupaten Cianjur. Instansi penegak netralitas, seperti BKN, Bawaslu, dan KASN memiliki perannya masing-masing.

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Violation of the neutrality of Civil Servants (PNS) in the 2019 Election was recorded as many as 990 cases with the majority of cases not separating the personal and civil servant positions. This study aims to describe and analyze violations of ASN neutrality based on statutory regulations. The research method used in this study is a normative legal research method with literature material in the form of secondary data with document studies. The typology of this research by its nature is descriptive analysis. The method of analysis of data uses qualitative analysis methods. Law No. 7 of 2017 concerning Elections and Government Regulation No. 53 of 2010 concerning the Discipline of Civil Servants regulates broader neutrality so that they do not separate civil servants and positions compared to Law No. 5 of 2014 concerning State Civil Apparatus. This arrangement is proven by the case of Malang City Civil Servants and Cianjur Regency Civil Servants. Arrangements based on laws and regulations by institutions related to the neutrality of civil servants seem to confuse civil servants with their positions as bureaucrats. The neutrality arrangement related to Civil Servants (PNS) is contained in Law No. 5 of 2014, Law No. 30 of 2014, and Law No. 7 of 2017. The application of ASN neutrality violation sanctions is applied based on the case of Malang City Civil Servants and Cianjur Regency Civil Servants. The neutrality enforcement agencies, such as BKN, Bawaslu, and KASN have their respective roles."

"Tesis ini membahas permasalahan penegakan pelanggaran Pegawai Negeri Sipil di lingkungan Direktorat Jenderal Perbendaharaan dengan sanksi kode etik dan sanksi disiplin yang ada dalam ketentuan Peraturan Menteri Keuangan Nomor 190/PMK.01/2018. Penelitian ini merupakan penelitian yuridis normatif dengan tipologi preskriptif dan menggunakan metode analisis data secara kualitatif. Hasil penelitian menunjukkan adanya problematika tumpang tindihnya norma etik dan disiplin serta penegakannya serta kewenangan cukup luas dari atasan langsung untuk menentukan muara penegakan pelanggaran. Penyebab adanya problematika tersebut berasal dari disorientasi proses positivisasi norma etik terhadap tujuan awal pembentukan ketentuan kode etik dan kode perilaku pegawai. Celah pengaturan dalam ketentuan Peraturan Menteri dimaksud perlu diperbaiki dengan menyasar dua masalah tadi guna menyelaraskannya dengan tiga nilai dasar hukum yang dikemukakan Gustav Radbruch yaitu keadilan, kemanfaatan dan kepastian hukum. Hasil penelitian ini menyarankan untuk dapat dilakukan rekonstruksi pengaturan penegakan pelanggaran Pegawai Negeri Sipil di lingkungan Direktorat Jenderal Perbendaharaan dan Kementerian Keuangan pada umumnya dengan memperhatikan ketaatan serta memperkuat orientasi pada tujuan pembentukan peraturan dengan meningkatkan pemahaman akan karakter norma etika terlebih dahulu

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The focus of this study is to discusses the issues over enforcement of violations of civil servants within the Directorate General of Treasury through the Code of Ethic Sanctions and Discipline Sanctions in the provisions of the Minister of Finance Regulation Number 190/PMK.01/2018. This research is a normative legal research with prescriptive typology and uses qualitative data analysis methods. The study showed the problems in overlapping matters of ethical norms and disciplinary norms and its enforcement and also in the extensive authority from direct superiors to determine the estuary of violations. The cause of the problem is derived from the disorientation in the codification process of ethical norms toward the ultimate purpose of forming the provisions of the Civil Cervant Code of Ethics. The regulation insufficiency in the provisions of the Ministerial Regulation is needed to be improved by targeting the two problems earlier in order to harmonize it with three legal basic values ​​put forward by Gustav Radbruch, namely justice, purposiveness/benefits and legal certainty. The results of this study suggest that the reconstruction of the enforcement of violations of Civil Servants can be carried out in the Directorate General of Treasury and the Ministry of Finance by paying more attention to obey and to strengthen the orientation of the objectives by forming the provisions with good understanding of the character of ethical norms."

"[ABSTRACTSkripsi ini membahas mengenai pelaksanaan dan evaluasi rekrutmen dan seleksi penerimaan CPNS Jalur Khusus di Kementerian Luar Negeri tahun 2014 Rekrutmen dan seleksi ini ditujukan untuk memperoleh para Diplomat yang berasal dari Universitas Negeri di luar Pulau Jawa sebagai salah satu upaya untuk mewujudkan kebhinekaan dalam diplomasi Indonesia Penelitian ini dilakukan secara Post Positivis dengan desain deskriptif Evaluasi dilakukan menggunakan model evaluasi CIPP context input process dan output Hasil penelitian ini menunjukkan bahwa program ini sudah sesuai dengan konteks Kemudian dari aspek input sudah sesuai dengan aturan dan kompetensi hanya saja pada prosesnya terdapat beberapa kendala seperti pemunduran jadwal pelaksanaan sehingga berakibat pada jumlah CPNS yang diterima tidak sesuai dengan target Program ini sudah mengarah pada pencapaian tujuan jangka panjang Kementerian Luar Negeri Sehingga perlu untuk dilanjutkan dengan berbagai perbaikan dan modifikasi dari berbagai aspek yang dibutuhkan

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ABSTRACTThis thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed , This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ]"

"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. "