بِسْمِ اللهِ الرَّحْمٰنِ الرَّحِيْمِ
In the previous series “Be smart, be a staff”, we describe the staff dilemma called the Executive Department.
Non technical staff (generally the field of secretarial and reporting programs) often go unnoticed, Office administrative duties only produce an inverse relationship between workload and welfare , jarang dilibatkan dalam kegiatan teknis karena ketidakpekaan PPTK dalam menyusun belanja pegawai dalam Rincian RKA, and it is hoped that there is a concern from superiors to start sharing with subordinates.
As a continuation of some of the above problems will lead to efforts to develop civil servants themselves, and this can be learned in Law No. 5 Year 2014 tentang Aparatur Sipil Negara yang kemudian diturunkan melalui PP No 11 Year 2017 about Civil Servants Management.
In general terms the Management of Civil Servants is the management of civil servants to produce professional civil servants, has a basic value, professional ethics, free from political intervention, free from corrupt practices, collusion, and nepotism.
In the PNS Management PP which comes into force date 30 March 2017, regulate the provisions regarding the preparation and determination of needs, procurement, rank and position, career development, career pattern, promotion, mutation, performance assessment, payroll and benefits, appreciation, discipline, dismissal, pension insurance and old age pension, as well as protection.
What is interesting for us to examine is how the career development of a civil servant with the Merit system.
The Merit system has been known since the Qin and Han Dynasties in China, adopted by the British Indian government in the century 17, then spread to Europe and applied in the United States.
Indonesia established the Merit System on the basis of the low level of effectiveness of government administration, rampant Spoil system in the management of civil servants where positions are given to officials who are related to the ruling party and the high level of violation of the neutrality of civil servants.
In general, the merit system is a policy and management of civil servants with characteristics :
- Fair and competitive selection and promotion Apply principles fairness.
- Payroll, performance-based reward and punishment Standards of integrity and behavior for the public benefit.
- Effective and efficient HR management
- Protect employees from political intervention & from arbitrary actions.
Mutation, Promotion and Department.
In PP No 11 Year 2017 concerning Management of civil servants chapter V Article 162, mentioned Career Development, Competency development, career pattern, transfer and promotion constitute the Civil Servant Career Management which must be carried out by applying the principles of the Merit System.
Source : Slide on Management of Civil Servants by Suparman Atmadjaja.
Procedures for the implementation of mutations are enshrined in the Regulation of the National Employment Agency No. 5 Year 2019 Date 5 April 2109 which contains the need for Job Analysis (Anjab) and Workload Analysis (ABK) and Permendagri No. 58 Year 2019 concerning Inter-Regency / City Inter-Province Civil Servants mutation, and between provinces.
Regarding promotion, there are some things we need to know, including the Succession Plan Group, ASN Information System, PNS Performance Evaluation Team.
If the Succession Plan Group does not yet exist, an Internal Selection can be carried out by the Selection Committee formed by the Staffing Supervisory Officer (PPK), in this case the PPK is a state official and at the provincial level the governor / deputy governor , at the regency level the city is the Regent / Deputy Regent or Mayor / Deputy Mayor.
Mentioned in this PP, The civil service department consists of: a. Department of Administration (AND); b. Functional Department (JF); and c. High Leadership Department (JPT).
Job Promotion requires Technical Competency requirements, Managerial Competence, and Social Cultural Competence in accordance with the standard competency of the position specified.
Especially for administrative positions (Administrator Department, Supervisory Department and Implementing Department), to occupy the position of Administrator (the level of Echelon III), then another requirement that must be met is to have experience in supervisory positions (Equivalent to Echelon IV) the shortest 3 (three) year.
There are several other requirements that must be met such as each element of work appraisal is at least of good value in 2 (two) last year, Civil servants who are promoted are also demanded to have integrity and good morality.
For the First High Department (Echelon II level), who have fulfilled the requirements can participate in an open and competitive selection.
But unfortunately, according to the National Personnel Agency Data (BKN) in the year 2015, Primary competency results and high potential of Primary officials 216 department just achieved 8,84 %, while competency and low potential reach numbers 48 %.
Baperjakat Does Not Apply
The main duties of the Department of Judicial and Appointment Agency (Talented) memberikan pertimbangan kepada pejabat pembina kepegawaian dalam pengangkatan, transfer, and termination in and from the structural department of Echelon II and below, as mentioned in the legal umbrella, namely Government Regulation Number 13 Year 2002 concerning Amendment to Government Regulation Number 100 Year 2000 on the Appointment of Civil Servants in the Structural Department.
With the occurrence of PP No 11 Year 2017 about Civil Servants Management, Bererapa Regulasi PNS dicabut dan dinyatakan tidak berlaku (article 362) and one of them is Government Regulation Number 100 Year 2000 concerning Appointment of Civil Servants in Structural Positions which are then amended by Government Regulation Number 13 Year 2002.
PP No 100 year 2000 This is the legal umbrella of Baperjakat, so by itself Baperjakat sudah tidak berlaku.
With the Merit System Principle in PNS Management, it certainly encourages the Bureaucracy to change from Civil Service Administration to Development Human Capital, but in the process of implementing it in the regions, Spoil System happened out of necessity.
Civil servants who should be neutral are actually contaminated with practical politics, because the candidate's need for voters is also the need for ASN in welfare, secara mindset jabatan dan pekerjaan akan berkorelasi positif dengan kesejahteraan.
Bukan lagi rahasia, Jabatan Struktural dalam Pola Karier PNS berubah menjadi Jabatan Politik, tentu saja ini meresahkan karena menabrak banyak aturan dan penempatan yang tidak sesuai kompetensi.
Kondisi di berbagai daerah, lahirnya istilah “orang dalam” and “lawan politik” dalam birokrasi telah mengindikasikan Karier PNS tersabotase Politik disemua tingkat jabatan, biarpun ini sulit dibuktikan namun mudah ditemukan fakta faktanya.
If later, The career positions of civil servants are still having an affair with politics, so bureaucratic reform only sweetens the lips of bureaucrats.
Finally, for anyone who wants water in the ASN, and to paint to paint.
And God knows the right thing
- E-Book of the State Civil Apparatus Commission : Mapping and Implementing a Merit System in ASN Management 2018 in the Ministry, Non-Ministry Government Institutions, Provincial government.
- PP No 11 Year 2017 Tentang Manajemen PNS
- Peraturan BKN No 5 Year 2019 Tentang Tata Cara Pelaksanaan Mutasi