Abstract
Abstract
 Prior to the enactment of Law Number 5 of 2014 that concerning regulate State Civil Apparatus, filling in positions was not conducted openly, but rather featured superior privileges. After the birth of Law Number 5 Year 2014, open promotion has become one of the levers of the success of bureaucratic reform, this system is expected to prevent the politicization of bureaucracy, practicing of collusion, corruption and nepotism. Through open promotion, it will create a good system in the career of civil servants. Even though until now, it is imperative to carry out new open promotions at high leadership positions. The purpose of this study is to examine and analyze how the implementation process of open selection Pratama High Leadership Position for civil servants in the framework of bureaucratic reform in the Human Resources and Human Resources Development Agency of Sumedang Regency, West Java Province. The analytical tool in this study uses the implementation concept of George Edward III in Supriatna (2010: 175-176), there are 4 (four) variables in implementing a public policy, namely: “Communication, resources, disposition, and bureaucratic structure”. These four factors influence the success/failure of policy implementation. The research method is used qualitative research with descriptive methods and collecting data through observation and interview. The results of the research show that the implementation process has run quite well from the aspects of communication, aspects of resources, disposition aspects, and aspects of the bureaucratic structure but need to be maintained and improved again for the open selection process of the Pratama High Leadership Position in the framework of bureaucratic reform in Human Resources And Human Resources Agency Sumedang Regency, West Java Province.
 Keywords: implementation, open selection, pratama high leadership position, bureaucratic reform.
Highlights
Prior to the enactment of Law Number 5 of 2014 that concerning regulate State Civil Apparatus, filling in positions was not conducted openly, but rather featured superior privileges
The purpose of this study is to examine and analyze how the implementation process of open selection Pratama High Leadership Position for civil servants in the framework of bureaucratic reform in the Human Resources and Human Resources Development Agency of Sumedang Regency, West Java Province
Republik Indonesia Nomor 13 Tahun 2014 tentang Tata Cara Pengisian Jabatan Pimpinan Tinggi Secara Terbuka di Lingkungan Instansi Pemerintah
Summary
Kabupaten Sumedang dan Keluarga Berencana Kepala Pelak- Badan Penanggulangan Kepala Dinas. Walaupun sampai saat ini keharusan untuk melaksanakan seleksi terbuka dalam pengisian jabatan, baru pada jenjang Jabatan Pimpinan Tinggi, tetapi kemungkinan untuk melaksanakan seleksi terbuka pada jenjang jabatan administrasi ke bawah juga tetap terbuka, hal ini disebutkan dalam Peraturan Menteri Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Republik Indonesia Nomor 13 Tahun 2014 tentang Tata Cara Pengisian Jabatan Pimpinan Tinggi Secara Terbuka di Lingkungan Instansi Pemerintah “bahwa apabila di lingkungan internal instansi tidak terdapat Sumber Daya Manusia yang memenuhi syarat sesuai dengan kompetensi yang dibutuhkan, instansi dapat pula menyelenggarakan promosi jabatan secara terbuka bagi Jabatan Administrator, Pengawas atau jabatan strategis lainnya sesuai dengan kebutuhan instansi masing-masing”. Pejabat Pembina Kepegawaian (PPK) dalam hal ini adalah Bupati Kabupaten Sumedang pada tahap persiapan mengirimkan Proposal Seleksi Terbuka Calon Jabatan Pimpinan Tinggi (JPT) Pratama untuk diajukan kepada Komisi Aparatur Sipil Negara (KASN ) yang merupakan lembaga non-struktural yang mandiri dan bebas dari intervensi politik untuk menyetujui dan melakukan pengawasan terhadap proses pelaksanaan seleksi terbuka tersebut. Jadwal tahapan seleksi terbuka calon JPT Pratama dapat dilihat pada tabel 3 berikut ini: Tabel 3 Jadwal Tahapan Seleksi Terbuka Jabatan Pimpinan Tinggi Pratama
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