Implementing The ASN Merit System, South Sulawesi Provincial Government Is The First Best In Meritrokasi Award

The South Sulawesi Provincial Government was awarded the First Best Meritocracy Award, Good Category for Provincial Level Government Agencies (Instagram nurdin.abdullah)

MAKASSAR - The implementation of a merit system in ASN management is expected to trigger fundamental changes in ASN management for the better. Because qualifications, performance and competence are fair without discrimination.

In an effort to supervise and ensure the implementation of the merit system, the ASN Commission held the Meritocracy Award. From 2019 to the end of 2020, the ASN Commission has assessed the application of the merit system to 184 government agencies, both at the central and regional levels.

The Provincial Government (Pemprov) of South Sulawesi (Sulsel), received the first best award in the "Good" category for the Provincial Level with a score of 310.5 points. The award was received by the Governor of South Sulawesi, Prof. Nurdin Abdullah, at the Bidakara Hotel, South Jakarta, Thursday, January 28.

The Good Category (250-324 points) means that the principle of merit has been applied to most aspects of ASN management and agencies can be exempted from the implementation of open selection in filling out JPT but under the supervision of the ASN Commission and evaluated annually.

The Governor's Team for the Acceleration of Development (TGUPP) in the Field of Bureaucratic Reform and Law, Prof. Dr. Sangkala said, this award was a manifestation of the highest achievements of the ASN Law related to ASN management.

Article 111 of Law Number 5 of 2014 concerning ASN. Where the ASN Commission has issued ASN Commission Regulation No. 5 of 2017 concerning the Self-Assessment of the Application of Merit Systems in ASN Management in Government Agencies.

"But in its grand design, it is part of bureaucratic reform related to the mapping of ASNs in bureaucratic reform," he said as quoted from a written statement by the South Sulawesi Provincial Government, Friday, January 29.

He said, the assessment of bureaucratic reform, apart from documents, was also with the efforts that had been made and the implementation of bureaucratic reform related to the views of the community regarding the impact of bureaucratic reform carried out internally.

"One of the intermediate results is the merit system. Then for South Sulawesi itself, it is a drastic step to implement a merit system which is not easily separated from the support of the leadership," he said.

"That is the Governor's brave decision," he continued.

Merit system, which is one of the steps to prevent corruption and buying and selling of positions as well as an effort to place positions based on competence, performance and qualifications He considered that this system was still not well received. There are still 540 government agencies that have not implemented this.

"Why is it disliked, the mandate of the ASN Law to create bureaucrats who are professional, follow a code of ethics, competence and so on. The way to find it is by building a system known as a merit system," he said.

According to him, local governments that have not implemented a merit system, it is possible to do an intermediate method, namely by open bidding or open auction. Bidding is carried out in order to remain objective, however in a position auction there can still be games and fraud.

With a merit system, personnel guidance officers who have implemented a merit system must pay attention to eight aspects of ASN management, namely: (1) planning needs; (2) procurement; (3) career development; (4) promotions and transfers; (5) performance management; (6) payroll, rewards, and discipline; (7) protection and services; and (8) information systems.

"With the merit system, it is clear with eight steps. Now with such hopes, a governor in this case is a governor, it is possible again not to bid. Because the system built has been recognized by the ASN Commission as a supervisor of management. ASN, "he explained.

Then just coordinate and convey to the ASN Commission.

In South Sulawesi itself, in the first two years of the leadership of Prof. Nurdin Abdullah and Andi Sudirman Sulaiman, these eight areas continued to be addressed. South Sulawesi Provincial Government built an A-accredited Assessment Center.

Likewise with the ASN or PNS Information System called SIASN. This system integrates and improves the quality of ASN data, especially regarding personnel management services. Through SIASN, each ASN can monitor the progress of its staffing services. The provincial government has also made a special application for E-Kinerja, as an electronic-based performance appraisal application.

"We have an electronic-based performance appraisal accreditation. The name is E-performance, we made it ourselves, based on PP 30 of 2019, then tied it in the term talent management. Talents have applications, so E-office, E-Kinerja. This is a point. eighth, information systems, "he explained.

Meanwhile, talent management (talent management) in the merit system is very important. This is the classification of employees on their potential and competence. Also to prepare prospective leaders for agencies.

"In the talent management, the classification of employees based on their potential and competence consists of nine boxes. Later, the officials appointed by the Governor are those who are included in box nine," he said.

In this merit system, the implementation of which is that the government has policies and career development programs starting with talent development, competency gap analysis and performance gap analysis.

Then strategies and programs to address gaps, as well as the formation of a talent pool and succession plans. As well as carrying out promotions, transfers objectively and transparently are based on the suitability of qualifications, competencies and performance by utilizing the talent pool.

"Box nine is the talent pool, there are people who are ready to be appointed as officials. But to get to box 9, you have to fight from boxes 1, 2, 3 and so on until 9," he added.

So that the role of the Regional Civil Service Agency (BKD) and also the Human Resources Development Agency (BPSDM) is very important. BKD assesses performance and BPSDM provides training, training and competency improvement.

With talent management, candidates for leadership are the best in terms of competence.

He hopes that this merit system will soon be socialized to ASNs. So that those who have a career can improve their performance and quality. Position is obtained from professionalism and achievement, not from the results of KKN.

The task of the Provincial Government is to increase the competence of employees through the Corporate University (Corpu) for the development of human resources (HR), in particular the improvement of the competence of the state civil apparatus (ASN) in the scope of government.

The South Sulawesi Provincial Government is the first province in Indonesia to establish this. Corpu is expected to be a solution for the development of ASN competencies. Programs that are able to answer the need to achieve national development. Corpu is in line with the central policy in the context of talent management. In this case, it is in line with the policy direction of the President of the Republic of Indonesia, Joko Widodo (Jokowi) regarding human resource development.

Corpu will be a training management ASN. However, the approach in coaching and learning is more or less adopted from the education system in higher education. Through Corpu, the quality of the performance of ASNs can be improved, especially to become an apparatus that suits current needs.

"The task of the province is to improve the competence of employees, which we call the Corporate University, which we have MoU, has built and here are five OPDs to train," he concluded.