Commissioner for Supervision of Merit System Implementation Sri Hadiati Wara Kustriani introducing the merit system and talent management, Monday (12/7/2021). Photo by Humas MK/Ifa.
Monday, July 12, 2021 | 19:15 WIB
JAKARTA, Public Relations—The Constitutional Court (MK) held a virtual meeting to introduce merit system and talent management on Monday, July 12, 2021. The event was an effort by the Public Relations and Protocol Bureau, the Center for Information and Communication Technology, and the Constitutional Court's Pancasila and Constitution Education Center within the Registrar’s Office and the Secretariat General of the Constitutional Court toward Clean and Serving Bureaucracy Zone (WBBM). Structural and functional officials as well as staff members of the Constitutional Court attended the event.
Commissioner for Supervision of Merit System Implementation for Region I of the Civil Service Commission (KASN) Sri Hadiati Wara Kustriani delivered a presentation on “The Merit System: The Efforts to Produce Professional ASNs.” She explained Indonesia’s position globally in terms of corruption perceptions index (CPI), ranking on the ease of doing business, government effectiveness index, human development index, etc. These indexes are determining factors that drive or prevent investors from investing in Indonesia.
Sri said that Indonesia ranked 85 on the CPI, lower than it did the previous year—far lower than Singapore’s fourth rank but above the Philippines’ 113th and Thailand’s 101st. She hoped it would be better in 2020. Indonesia has a lot to do to improve its ranking, she said.
Sri also said that in 2019 Indonesia ranked 73rd in terms of ease of doing business, above the Philippines at 124th. In terms of government effectiveness, Indonesia ranked 95th while Malaysia 51st and Vietnam 99th. Meanwhile, in terms of global competition index, it ranked 50th, above the Philippines and Vietnam.
Correlation Between Meritocracy and Various Indexes
Sri explained that the merit system is the management of state civil apparatuses (ASNs) based on their qualifications, competencies, and performance fairly without discrimination based on political, religious, racial, or ethnic factors. Judging from how the merit system correlates to various indexes, it is clear that it affects them.
If the merit system, or meritocracy, in Indonesia runs well, Indonesia’s indexes will improve. It is not a surprise that the Corruption Eradication Commission (KPK) made the merit index one of the indicators for preventing corruption. So, if the CPI in an institution is high, Sri said, the KPK will view its corruption prevention positively. However, if it is low, it shouldn’t come as a surprise if the KPK investigate any indication of corruption in that institution.
“The index of the merit system is closely related to the governance indexes. We cannot only focus on the [CPI], the ease of doing business index, or the government effectiveness index. They are all correlated,” Sri said.
Sri explained that the president, the holder of the highest authority on ASN professional training and management, gave the Ministry of Administrative and Bureaucratic Reform a mandate to formulate strategic policies in relation to ASNs. He also gave the State Administration Agency (LAN) the mandate to train ASNs, and the National Civil Service Agency (BKN) the mandate to manage ASNs.
“Meanwhile, KASN was given a special task to oversee the implementation of the ASN merit system, the filling of high leadership positions (JPT), as well as the implementation of the code of ethics, code of conduct, of ASNs and their neutrality. This includes reporting to the President, at least once a year,” Sri said. She also emphasized that big changes would occur when ASNs were all professional in carrying out their obligations.
Building Talent Management
Next, the Assistant for Supervision of Merit System Implementation for Region I of the KASN Muhlis Irfan delivered a presentation on “Building Talent Management in Improving Civil Service Career.” He said that the model can be used to implement the merit system in civil service by recruiting, developing, and maintaining talented civil servants (PNSs) to place them in high leadership positions (JPT).
He said that institutions with the good or very good category can be excluded from the open selection for high leadership positions. The merit system will reward the institution by removing the need for a high budget for open selection in recruiting such positions.
He added that this can be implemented in the Constitutional Court if it already has talent management in place of the open selection, which usually consists of announcement, administrative selection, substance test, English proficiency test, paper submission, paper presentation, etc. “So, in order to replace those stages, talent management is implemented,” he stressed.
One important thing in relation to talent management, Muhlis said, is career development. Although the Constitutional Court has already scored well on this, it must be improved to build talent management. Career development has the highest weight among other aspects of the merit system. Article 162 of the Government Regulation (PP) No. 11 of 2017 stipulates that career development is one of the aspects of the civil service career management based on meritocracy, he stressed.
Writer : Nano Tresna Arfana
Editor : Nur R.
Translator : Yuniar Widiastuti (NL)
Translation uploaded on 7/13/2021 13:38 WIB
Disclaimer: The original version of the news is in Indonesian. In case of any differences between the English and the Indonesian version, the Indonesian version will prevail.
Monday, July 12, 2021 | 19:15 WIB 387