Analysis of Merit System Implementation in Civil Service Management within the North Central Timor Regency Government
Abstract
The implementation of the merit system is a fundamental pillar of bureaucratic reform aimed at creating professional, neutral, and high-performing civil servants (ASN). This study aims to analyze the extent to which the merit system has been implemented in civil service management within the North Central Timor (TTU) Regency Government and to identify the inhibiting factors in its execution. Utilizing a descriptive qualitative research method, data were gathered through in-depth interviews with stakeholders at the Regional Personnel and Human Resources Development Agency (BKPSDM), observations, and documentary studies of regional merit system index reports.
The results indicate that the TTU Regency Government has taken progressive steps, particularly in transparent recruitment processes through the Computer Assisted Test (CAT) system and the initial adoption of digital performance appraisal instruments. However, implementation in the aspects of career development, promotion, and transfer still faces significant challenges. Key constraints include the suboptimal mapping of talent pools, limited budgetary allocations for comprehensive competency tests (assessment centers), and the strong influence of local organizational culture which occasionally overlaps with meritocratic principles. The study concludes that while administrative instruments for the merit system are available, consistency in enforcing competency and qualification standards needs to be strengthened. It is recommended that the TTU Regency Government enhance the digitalization of talent management and increase internal oversight in filling high-level leadership positions to minimize subjectivity.
Keywords: Merit System; Civil Service Management; Bureaucratic Reform; North Central Timor Regency; Employee Performance;
REFERENCES
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