Pomo, Enrico Aprillio Valencio and Pangerapan, Stenly Fedinand (2025) EVALUASI KEBIJAKAN SISTEM MERIT DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA TOMOHON. Other thesis, Institut Pemerintahan Dalam Negeri.
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Enrico Aprillio Valencio Pomo_32.0819_Evaluasi Kebijakan Sistem Merit di Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Tomohon.pdf Download (457kB) |
Abstract
ABSTRACT Problem Statement/Background (GAP): Bureaucratic reform is a strategic effort to achieve effective and efficient governance in support of Indonesia Emas 2045. One of the key aspects of this reform is the implementation of a merit system in the management of the State Civil Apparatus (ASN). However, the impact of implementing the merit system at the Human Resources and Development Agency (BKPSDM) of Tomohon City has not been optimal, despite achieving a "good" category with a score of 256 in accordance with Ministerial Regulation No. 40 of 2018. This is evident from the remaining potential subjectivity in the selection, transfer, and promotion processes, low employee motivation, position placements not yet fully based on competency and performance assessment, and an ASN Performance Index (IP ASN) that remains in the moderate category. Purpose: The Purpose of this study is to evaluate the implementation of the merit system at BKPSDM Tomohon using the CIPP evaluation model (Context, Input, Process, Product) to identify weaknesses and provide recommendations for improvement. Method: This research uses a qualitative method with a descriptive approach, and data were collected through interviews, documentation, and observation. Result: The Result indicate weaknesses in the Input dimension, namely the lack of local training facilities, and in the Process dimension, which includes the absence of an established Job Competency Standard (SKJ), an unstructured talent pool, performance management that is not fully based on performance appraisal, and a weak reward system implementation. Conclusion: The implementation of the merit system at BKPSDM Tomohon has not yet produced optimal results due to weaknesses in the input and process aspects. Therefore, it is necessary to strengthen implementation by providing training infrastructure, establishing Job Competency Standards, and completing employee profile data so that the merit system can contribute more effectively to the professionalism of ASN Keywords: Evaluation, Merit System, ASN Management ABSTRAK Permasalahan/Latar Belakang (GAP): Reformasi birokrasi merupakan upaya strategis dalam mewujudkan tata kelola pemerintahan yang efektif dan efisien menuju Indonesia Emas 2045. Salah satu aspek penting dalam reformasi ini adalah penerapan sistem merit dalam manajemen Aparatur Sipil Negara (ASN). belum optimalnya dampak dari implementasi sistem merit di BKPSDM Kota Tomohon meskipun telah memperoleh kategori “baik” dengan skor 256 sesuai PermenPAN-RB No. 40 Tahun 2018. Hal ini terlihat dari masih adanya potensi subjektivitas dalam proses seleksi, mutasi, dan promosi, rendahnya motivasi pegawai, Pengisian jabatan yang belum sepenuhnya berbasis kompetensi dan penilaian kinerja, serta Nilai IP ASN yang masih dalam kategori sedang. Tujuan: Tujuan dari penelitian ini adalah untuk mengevaluasi pelaksanaan sistem merit di BKPSDM Kota Tomohon menggunakan model evaluasi CIPP (Context, Input, Process, Product) guna mengidentifikasi kekurangan serta memberikan saran perbaikan. Metode: Penelitian ini menggunakan metode kualitatif dengan pendekatan deskriptif dan pengumpulan data melalui wawancara, dokumentasi, dan observasi. Hasil/Temuan: Temuan menunjukkan kelemahan pada dimensi Input berupa belum tersedianya sarana diklat daerah, serta pada dimensi Process yang mencakup belum ditetapkannya SKJ (Standar Kompetensi Jabatan), talent pool yang belum tersusun, manajemen kinerja yang belum sepenuhnya berbasis penilaian kinerja, dan lemahnya pelaksanaan sistem penghargaan. Kesimpulan: Penerapan sistem merit di BKPSDM Kota Tomohon belum menghasilkan dampak optimal karena lemahnya aspek input dan proses, sehingga diperlukan upaya penguatan berupa penyediaan sarana prasarana, penetapan Standar Kompetensi Jabatan, dan pelengkapan data profil pegawai agar sistem merit dapat berkontribusi secara maksimal terhadap profesionalitas ASN. Kata kunci: Evaluasi, Sistem Merit, Manajemen ASN
| Item Type: | Thesis (Other) |
|---|---|
| Subjects: | H Social Sciences > H Social Sciences (General) J Political Science > JS Local government Municipal government L Education > L Education (General) |
| Depositing User: | Manajemen Sumber Daya Manusia Sektor Publik FMP |
| Date Deposited: | 15 May 2025 02:26 |
| Last Modified: | 15 May 2025 02:26 |
| URI: | http://eprints.ipdn.ac.id/id/eprint/20502 |
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