PENATAAN JABATAN APARATUR SIPIL NEGARA BERBASIS SISTEM MERIT UNTUK MEWUJUDKAN GOOD GOVERNANCE

Reformasi birokrasi telah menjadi kebutuhan bagi Pegawai Pemerintahan yang merupakan awal dari gelombang reformasi, dan telah berhasil mengakar dalam kerangka politik, hukum, dan ekonomi. Reformasi birokrasi sejatinya diperlukan untuk melakukan perbaikan pada aspek perampingan organisasi,
penyederhanaan tata laksana, dan peningkatan kompetensi Aparatur Sipil Negara. Permasalahan dalam penelitian ini adalah: (1) Mengapa penataan jabatan Aparatur Sipil Negara berbasis sistem merit belum berjalan efektif ? (2) Bagaimana
pengaturan penataan jabatan Aparatur Sipil Negara berbasis sistem merit saat ini ? (3) Bagaimana penataan jabatan Aparatur Sipil Negara berbasis sistem merit untuk mewujudkan good governance ? Metode penelitian ini menggunakan penelitian yuridis empiris, yaitu penelitian yang menggunakan data primer sebagai data utamanya, sedangkann sekunder sebagai data penunjang, dengan pendekatan peraturan perundang-undangan, konseptual dan perbandingan sistem hukum. Hasil penelitian menunjukan bahwa: (1) Penataan jabatan Aparatur Sipil Negara berbasis sistem merit belum berjalan efektif karena belum tersedia aturan hukum yang berkepastian bagi ASN yang telah mengikuti assessment dapat segera dipromosikan guna mengembangkan kariernya. Faktor eksternal jual beli jabatan, korupsi, faktor politik praktis yang memengaruhi keputusan di tingkat daerah, dan disebabkan karena saat ini belum tersedia aturan hukum yang berkepastian bagi Aparatur Sipil Negara yang telah mengikuti assessment dapat segera dipromosikan guna mengembangkan kariernya. (2) Pengaturan penataan jabatan Aparatur Sipil Negara berbasis sistem merit saat ini telah diatur Undang-Undang Nomor 20 Tahun 2023 tentang Aparatur Sipil Negara, yang mengatur mengenai pelaksanaan promosi perlu dilaksanakan dengan sistem merit. Peraturan Menteri
Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Nomor 40 Tahun 2018 tentang Pedoman Sistem Merit dalam Manajemen Aparatur Sipil Negara dan Peraturan Menteri PANRB Nomor 3 Tahun 2020 tentang Manajemen Talenta Aparatur Sipil Negara, yang telah mengatur mengenai sistem merit dalam kelompok rencana suksesi dengan manajemen talenta. (3) Penataan Jabatan Aparatur Sipil Negara berbasis sistem merit untuk mewujudkan good governance dilakukan melalui perubahan terhadap ketentuan Peraturan Menteri PANRB Nomor 3 Tahun 2020 tentang Manajemen Talenta Aparatur Sipil Negara, terutama yang mengatur mengenai metode penilaian bagi pengembangan karier Aparatur Sipil Negara. Pemeringkatan tetap diberikan sertifikat yang belaku selama Aparatur Sipil Negara yang bersangkutan masih layak menjadi Aparatur
Sipil Negara sebagaimana ketentuan perundang-undangan, pengembangan talenta, yang semula hanya berupa instruksi bahwa pemerintah mengembangkan karier Aparatur Sipil Negara yang telah melakukan assessment, ditambah ketentuannya
dengan mengatur mengenai batas waktu yang dilakukan oleh pemerintah dalam mengembangkan Aparatur Sipil Negara yaitu selambat-lambatnya 1 tahun.
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Bureaucratic reform has become a necessity for Government Employees which is the beginning of the wave of reform, and has successfully taken root in the political, legal, and economic framework. Bureaucratic reform is truly needed
to make improvements in aspects of organizational streamlining, simplifying administration, and increasing the competence of State Civil Apparatus. The problems in this study are: (1) Why has the arrangement of State Civil Apparatus positions based on the merit system not been running effectively? (2) How is the arrangement of State Civil Apparatus positions based on the merit system
currently? (3) How is the arrangement of State Civil Apparatus positions based on the merit system to realize good governance? This research method uses empirical
legal research, namely research that uses primary data as its main data, while secondary data as supporting data, with a statutory, conceptual and comparative legal system approach. The results of the study show that: (1) The arrangement of State Civil Apparatus positions based on the merit system has not been running effectively because there are no legal regulations that provide certainty for ASN
who have taken the assessment to be immediately promoted in order to develop their careers. External factors of buying and selling positions, corruption, practical political factors that influence decisions at the regional level, and because currently there are no certain legal regulations for State Civil Apparatus who have taken the assessment to be immediately promoted in order to develop their careers. (2) The arrangement of State Civil Apparatus positions based on the merit system is currently regulated by Law Number 20 of 2023 concerning State Civil Apparatus, which regulates the implementation of promotions that need to be implemented with a merit system. Regulation of the Minister of Empowerment of State Apparatus and Bureaucratic Reform Number 40 of 2018 concerning Guidelines for the Merit System in State Civil Apparatus Management and Regulation of the Minister of PANRB Number 3 of 2020 concerning State Civil
Apparatus Talent Management, which has regulated the merit system in the succession plan group with talent management. (3) Arrangement of State Civil Apparatus Positions based on the merit system to realize good governance is carried out through changes to the provisions of Regulation of the Minister of PANRB Number 3 of 2020 concerning State Civil Apparatus Talent Management, especially those regulating the assessment method for career development of State Civil Apparatus. The ranking is still given a certificate that is valid as long as the State Civil Apparatus concerned is still worthy of being a State Civil Apparatus as stipulated in the legislation, talent development, which was originally only an instruction that the government develop the careers of State Civil Apparatus who have carried out assessments, plus provisions regulating the time limit carried out by the government in developing State Civil Apparatus, namely no later than 1 year.