Abstract
Merit System is the placement of someone with a high leadership position based on their competency. The government as the holder of power always makes new regulations or policies and also changes existing policies, to improve the quality of life of the people and the government institution itself. This article aims to analyze the merit system policy in the implementation of the government in Indonesia in implementing the principles of good governance and to see how the role of Baperjakat in making the mutation decision letter has caused problems between ASN and the Regent of Simeulue. The research method uses descriptive qualitative through literature review and research information. Sources of data obtained through journals, news, and documents. Data analysis techniques using Nvivo plus 12 analysis in the form of the crosstab. The results showed that the procedure for the policy of the position of the State Civil Apparatus (ASN) issued by the Regent of Simeulue was not based on established rules. In the process of mutation, the basic foundation of its implementation is still to use the seniority system and the spoil system where this system is not well used in the mutation process. In this mutation, the application is not by the principles of good governance.
Highlights
The results showed that in the process of filling and placing HR for the Executive Position, the selection of CPNS in 2014 and 2018 was by the principle of the merit system, overall it was not yet fully implemented
There should be a summons from the government to the Against Movements of State Civil Servants (ASN) who will be demoted from their position and notified of the mistakes made by the ASN so that they are demoted from their position
As from the research results, after the transfer was made, the ASN who was removed from his position submitted an objection letter to the Regent as the policymaker
Summary
In terms of transparency on these mutations, the government has not implemented transparency in this transfer process. This can be seen in the absence of prior notification to ASN that there will be mutations. Previous summons to ASN who will be demoted from their positions is not made in this transfer. There should be a summons from the government to the ASN who will be demoted from their position and notified of the mistakes made by the ASN so that they are demoted from their position. The mutation process should not be covered up but can be accessed by everyone so that the process can be known. The application of transparency is explained in Article 76 Paragraph 2 of the ASN Law that the assessment of civil servant performance is carried out in an objective, measurable, accountable, participatory, and transparent manner
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