Career Civil Servants Research Articles

Enhancing civil servant career development: A talent management approach in Indonesia

This paper aims to explore how developing countries like Indonesia have an approach to managing talent to enhance career development using an application system. The application of talent management in the career development of civil servants in Indonesia includes planning, implementing, monitoring, and evaluating career development. Talent management is essential for the government sector and can help improve employee quality, organizational performance, and the achievement of human potential. This research aims to examine the application of talent management in organizations and develop a state civil apparatus information system (SI-ASN) to support the career development process of civil servants. The research methods used include library research and field research, including interviews with competent officials in West Java Province as primary data. The qualitative data was collected in 2022–2023. The results of this study show that the application of talent management for civil servants in Indonesia is considered appropriate, as it directs employees to positions that are in line with their qualifications, competencies and performance. However, it requires an improvement in the methods used, particularly for competency tests, which may be conducted with new methods that are more efficient in terms of budget and time. The study concluded that the application of talent management in the career development of civil servants in Indonesia has a positive impact on the quality of leaders and organizations because it ensures that the appointed leaders are the most competent ones in the field and shows the importance of talent management in succession planning and the career development of civil servants.

Value Preferences in Civil Servant Career: Kazakhstan and Russia

Value Preferences in Civil Servant Career: Kazakhstan and Russia

New development: Loyalty to principle or politics—The US civil service under attack … but is it justified?

IMPACT It is very important to recognize that, apparent irony notwithstanding, a merit-based, apolitical career civil service has become a vital support to large-scale democracy. Thus, policies that seek to appoint loyalists in administrative positions threaten the basis of democracy. The authors stress the importance of a career civil service recruited on the basis of merit, while at the same time recognizing the need for genuine civil service reform. The article also highlights the importance of career civil servants to citizens.

Breaking through the glass ceiling: meritocracy steps for women's civil service careers

Breaking through the glass ceiling: meritocracy steps for women's civil service careers

Un especialista en realismo político clásico y en la obra de Hans Kelsen: entrevista a Robert Schuett

Robert Schuett, a former career civil servant (2011-2022), is currently a non-resident professor in international relations at the Diplomatic Academy of Vienna, a visiting fellow at the Department of Political Science at the University of Salzburg, as well as an honorary member of the School of Governance and International Affairs at the University of Durham, England. Robert Schuett was awarded a master’s degree by research in 2005 and a PhD in 2009, both in Political Science from the School of Governance and International Affairs at Durham University; the supervisor of his doctoral thesis was John C. Williams (Durham University), and his external evaluators were Chris J. Brown (London School of Economics) and Richard Little (University of Bristol). In 2007, he completed a doctoral research stay at LUISS University in Rome and, in 2010, he was a postdoctoral fellow in the Department of Psychology at the University of California, San Diego, USA. He currently lives and works in Vienna. Robert Schuett’s main areas of interest are political philosophy, international relations, and political methodology. He is particularly interested in the classical approach to political and legal theory, economics and society, ethics, and justice. Professor Robert Schuett has authored and edited numerous works, including Hans Kelsen’s Political Realism (2021), The Edinburgh Companion to Political Realism (2018), The Concept of the State in International Relations: Philosophy, Sovereignty, Cosmopolitanism (2015), and Political Realism, Freud, and Human Nature in International Relations: The Resurrection of the Realism Man (2010).

Interbranch Competition Over Control of Federal Agencies and the Selection of Career Executives

In this article, I explore how presidential administrations may use career civil service appointments, in contrast to political appointments, to compete with Congress over the control of federal agencies. Focusing on career members of the Senior Executive Service, I highlight the hiring of officials from outside the federal government or different agencies rather than promoting from within because outside candidates are more likely to be in stronger agreement with administration policy. By analyzing data on career SES hiring and legislative records, I find that administrations hire more officials without previous federal government experience when congressional competition over agency control is intense, as measured by the number of legislative directives in enacted bills that require or prohibit specific agency actions. I also find that more promotions from different agencies occur when congressional competition is intense relative to within-agency promotions. These findings suggest that administrations use career appointments to assert control over agencies against congressional competition, with implications for the political significance of policy professionals’ career mobility.

러시아연방의 공무원 제도

The current civil service system in the Russian Federation was established and operated after the collapse of the Soviet Union, going through the first civil service reform in 1995 and the second civil service reform in 2002. The Civil Service Act of the Russian Federation is an individual administrative law in the administrative law system of the Russian Federation and forms a unique area and system of administrative law (Институт государственной службы), and its disciplinary system is related to the state affairs system of the Russian Federation, which is the basic law in the civil service law system. It consists of related general laws and special laws based on federal laws and the status and scope of activities of public officials. When referring to civil servants under the Civil Service Act of the Russian Federation, it refers only to state civil servants (Государственный служащий), which are equivalent to career civil servants in Korea. Therefore, the concept of public affairs does not exist in the civil service law of the Russian Federation, and the concept of national affairs (Государственная служаба) is commonly used. National affairs are defined as workers who are employed by a state agency and granted State Council status, and where a natural person provides labor for the purpose of performing specific affairs for state agencies and public officials as a state in the practical sense. In the Russian Federation, administrative jurisdiction exists at the federation, federation constituent, and local government levels. Persons who perform affairs at each level are called state secretaries in a formal sense, and are specifically divided into federal state secretariat, federal constituent state secretariat, and local government officials. They are classified, and it is no exaggeration to say that among all levels of office work, federal office workers are the standard for office workers at other levels. The types of Federal Secretariat are: ㉠ General State Council (Государственный служащий), ㉡ Military Council (Военнослужащий), ㉢ Special State Council (Специальный г) The State Council for Justice, the State Council for Foreign Affairs, And then ㉥ It is classified as the Prosecutor's Office (Государственный служащий прокуроского работника).

IMPLEMENTING THE MERIT SYSTEM THROUGH TALENT MANAGEMENT AS CAREER DEVELOPMENT BASIS

This study aims to determine antecedents of the low aspect career development for civil servant and the application of talent management strategies as a solution to career development issues. By using a qualitative method to executes semi-structure interview for 7 informants that responsible and have authorities to the civil servant career development. The collecting data also conducted through observation and documentation. Result of interviews show that six of ten indicators from career development aspects un-optimum implemented, such as job competency standards documents, availability of employee profiles based on talent or competency mapping, talent pool implementation, availability of succession plans, qualification and competency gap documents, and capacity building and competency development. Further, research findings show that the obstacles of career development aspects caused by six indicators such as bureaucratic politicization, lack of leadership commitment, un-optimum budget, and bad teamwork. The Talent management strategy states as comprehensive solution in establishing the basis for future civil servant career development.

Local Government Administration and the Challenges of Bureaucratic Professionalism in Nigeria: A Study of Transition Committee in Local Government Councils in Anambra State (2015 to 2022)

The democratic essence of governance is expressed and most often experienced at the grass root. The instrument of government that conveys this is the local government through sound bureaucratic experts. But it appears that the introduction of the Transition Committee has encouraged the rescinding of bureaucratic professionalism in local government administration in Nigeria. This paper becomes imperatively tasked with ascertaining the impact of Transition Committee on bureaucratic professionalism in local government councils in Anambra State. Following this, two research questions were adopted to guide the study. First, does the introduction of Transition Committee down played bureaucratic professionalism in local government administration in Anambra State? Secondly, what factors attributed to Transition Committee are responsible for low performance of local government administration in Anambra State? Data were primarily sourced and complimented with secondary source precisely academic journals and government gazettes. Bureaucratic theory was used as relevant tool of analysis. From the study, it was discovered that majority of the members of Transition Committee in local government councils are people of poor academic qualifications with little or no bureaucratic knowledge. These personalities exhibit administrative rascality in their dealings with career civil servants and bureaucratic ignorance in the discharge of their functions. These have adversely affected bureaucratic professionalism in local government administration in Anambra State. Hence, the study recommends total administrative and financial independence in the local government councils by abrogating transition committee in local government.

Implementation of Career Development Policy for Civil Servants Through Talent Mobility in Dki Jakarta Provincial Social Services

In accordance with PANRB Ministerial Regulation Number 3 of 2020, National ASN Talent Management is an integral component of National Career Development Management, executed through transfers and/or promotions. The DKI Jakarta Provincial Social Service, housing a staff of 200 employees, reveals that approximately 18.5 percent, or 47 employees, have not undergone rotations in over 5 years. This study seeks to assess the application of civil servant career development policies via Talent Mobility within the DKI Jakarta Provincial Social Service. Employing a qualitative descriptive research method with an inductive approach, the research delves into the implementation of these policies by scrutinizing the factors connecting policy to performance. The findings indicate a reasonably effective implementation of the civil servant career development policy through Talent Mobility in the DKI Jakarta Provincial Social Service. However, certain aspects, such as standard factors and policy objectives, policy resources, inter-organizational communication and law enforcement activities, characteristics of implementing agencies, economic, social, and political conditions, and the disposition of implementers, warrant improvement. Recommendations stemming from the research are as follows: (1) Emphasize the need for commitment from all stakeholders in executing the talent mobility policy, (2) Prioritize the analysis of employee needs before recruitment processes to ensure a more accurate alignment with organizational requirements, (3) Initiate formal outreach programs dedicated to discussing talent mobility to deepen employee understanding and engagement, (4) Establish a structured training program aligned with employees' respective fields of work, backed by a designated budget for training initiatives, (5) Institute programs aimed at enhancing employee welfare comprehensively, and (6) Recognize the pivotal role, particularly that of leaders, in reshaping employee thought patterns to align with the objectives of Talent Mobility.

Service in the Periphery of the Romanov Empire: Exile or Springboard for Customs Officials of the Administrative Authorities of Czarist Russia in the 19th and Early 20th Centuries?

Peter I, ruler of Russia, is regarded as the father of the modern administrative apparatus created in order to effectively administer the empire. The then introduced system of personnel selection and promotions became an inherent part of the practice applied during the reign of successive Romanovs until the end of the functioning of absolute rule in Russia. On the basis of preserved source materials of government origin, the fact of the service of customs officials on the borders of the empire was analyzed, as was its influence on appointments to positions within the central administrative authorities that managed the customs revenues of the Romanov Empire in the 19th and early 20th centuries. For some officials, the necessity of serving on the borders of the empire was only a stage in their civil service career, which ultimately ended in the offices operating in the capital city of St. Petersburg. However, many failed to find employment in the capital, pursuing their careers on the borders of the vast Romanov Empire.

Analysis of Civil Servant Career Development at Depok Metro Resort Police of Metro Jaya Regional Police

This study aims to analyze career development for civil servants and strategy based on merit system at Depok Metro Resort Police of Metro Jaya Regional Police. The research method uses qualitative research. Data collection is carried out through interview techniques and document review. The results showed that (1) the ideal merit- system-based career coaching strategy at the Depok Metro Resort Police of Metro Jaya Regional Police must include 4 important aspects in career development of civil servants using HR management theory from Sutrisno (2019) which includes aspects of planning, organizing, actuating and controlling. (2) In order to realize the civil servant career development strategy, Indonesian National Police must first compile types of structural and functional positions specifically intended for civil servants to clarify the position of career paths for civil servants in Indonesian National Police by applying 3 (three) other aspects according to Mondy's theory (2005) which includes educational qualifications, competencies and optimal performance to ensure that the management of civil servants resources in Indonesian National Police is carried out properly. In order for the Depok Metro Resort Police to implement a career development strategy, by prioritizing qualification, competence and performance for all civil servants, supported by the budget to improve the civil servants quality of Depok Metro Resort Police. With the improvement of the quality of civil servants evenly, organizational goals can be realized effectively and efficiently.

The civil service careers of university support staff and new public management: A qualitative study from Chile

New public management policies have been in effect in Chile since the 1980s, influencing the development of human resources policies and procedures, particularly within higher education institutions. While the impact of these policies on academic staff is evident, their implications for non-academic personnel who operate under the same regime as public servants remain unclear. This research aims to investigate the relationship between new public management principles and the career beliefs of non-academic personnel in Chile. Utilizing focus groups, this study analyzes the perceptions of career trajectories among the collaboration staff at the country's most prominent public university. Finally, the results are discussed.

Development of Civil Servants in Public Service at the West Kairatu Sub-district Office, West Seram Regency

This study analyzes the development of the Civil Servant Apparatus (ASN) in public service at the West Kairatu Sub-District Office, West Seram Regency. The research method is quantitative, utilizing a questionnaire instrument to collect data from the ASN at the office. The method of data analysis is quantitatively descriptive, and the research results are presented concisely for easy comprehension. The main focus includes work discipline, career development for ASN, and the application of ethical codes in public service. Work discipline is measured through attendance, strict rules aspect, and responsibility. The analysis results indicate "poor" attendance, while adherence to rules and responsibility are rated as "very good." A civil servant's career development is measured by participation in technical training and leadership training. Participation in technical training is rated as good, while participation in leadership training is rated as “poor." Furthermore, the application of ethical codes is rated as “good." Recommendations encompass effective training programs and attendance management, encouraging active participation in leadership training, as well as periodic ethical code socialization and monitoring. These findings guide enhancing the development of civil servants and public service.

Assessing the Effect of Career Adaptability on Employee Engagement through Public Service Motivation: Study of Civil Servants in Indonesia

This study aimed to examine the effect of civil servant career adaptability on employee engagement mediated by public service motivation. This study adopts the theory of job demand resources and takes the perspective of organizational behavior theory to explain personal resource variables. The proposed hypothesis was tested by conducting a partial least square - a structural equation model on data collected from 599 millennial civil servants in Indonesia. This study found that career adaptability, directly and indirectly, affects employee engagement with public service motivation as a mediating variable. This study offers academics significant insight in providing empirical evidence of organizational behavior theory for a direct relationship between career adaptability and public service motivation. The implication of this research for human resource management in government organizations is awareness of designing programs to increase the career adaptability of millennial civil servants, so that it will have significant impact on public services because of their motivation and engagement to stay in the public sector.

Metaphoric construction of corruption in Nigerian media discourse

Abstract Conceptual metaphor theory (CMT) and cultural linguistics (CL), which form the chief theoretical anchor for this study, express the role of language, culture and cognition in the construal and expression of human experiences. The approaches posit that the metaphorical use of language by an individual or group is shaped by their ideological orientation, knowledge of their natural and social world, and their cultural worldview. This study investigates the metaphorical use of language by the Nigerian print media in their attempts to express ideation on corruption in the Nigerian public sector. There has not been any deliberate and rigorous attempt to study the metaphorical representation of corruption in the Nigerian media discourse, hence this study aims at addressing the lacuna. Thus, this study uses insights from CMT and CL to identify, classify and analyse some of these metaphors in six Nigerian newspapers, namely; The Guardian, Punch, Daily Trust, The Nation, Vanguard and The Sun. The study shows that print media reports of corruption in Nigeria involving powerful social actors such as politicians, government appointees, career civil servants, academics, the military, the media and others have often used metaphorical frames that emanate from the domains of disease, war and conflict, enmity, impediment to movement, violent natural forces, monstrosity, among others, to describe the incidence, scope, effects and consequences of public sector corruption in Nigeria.

Paternalism to Partnership: The Administration of Indian Affairs, 1786–2021 by David H. DeJong (review)

Reviewed by: Paternalism to Partnership: The Administration of Indian Affairs, 1786–2021 by David H. DeJong Ryan Hall (bio) Keywords Indigenous peoples, Bureau of Indian Affairs, Native American history Paternalism to Partnership: The Administration of Indian Affairs, 1786–2021. By David H. DeJong. (Lincoln: University of Nebraska Press, 2022. Pp. 510. Cloth, $70.00.) Until relatively recently, government administrators exercised an extraordinary degree of power over Indigenous people. Bureau of Indian Affairs (BIA) officials could dictate almost every aspect of Indigenous people's lives, including where they lived, how and what they bought and sold, what they owned, what they wore and ate, the languages they spoke, how they received and managed money, how they organized their governments, and even how and whether they raised children. Indigenous people resisted, but these policies had undeniably important, and often disastrous, consequences for generations. Yet historians still have an incomplete understanding of the BIA and its inner workings, and in recent decades there have been disappointingly few studies of the Bureau (and of its pre-1824 antecedents in the War Department). Bureaucracy is, after all, an unattractive and intimidating area of study. By design, bureaucracies perpetuate [End Page 352] themselves by producing enormous piles of bloodless and abstruse documentation, the sheer volume of which make them frustratingly difficult for historians to use or comprehend. Paternalism to Partnership seeks to bring some clarity to the study of Indian affairs bureaucracy by focusing on specific individuals. Using separate chapters for each, it offers historical sketches of the sixty-three men and two women who held the highest administrative position in the federal government's Indian affairs system from 1796 through 2021. It typically provides a two- to four-page biographical sketch for each administrator, along with several pages of primary-source excerpts that demonstrate his or her "personal philosophy" (xv). By structuring its analysis in this way, the book contends that individual administrators played essential roles in determining the course of Indian affairs, and by extension, the history of Indigenous people in America. These chapters illuminate the major questions and controversies that preoccupied generations of administrators: for instance, whether the BIA should be under civilian or military control; to what extent the government should manage Indigenous trade; whether treaties should be the primary mechanism for dealing with tribal nations; whether Indian agents should be political appointees or career civil servants; to what extent the BIA should force or advocate for cultural assimilation; and how the BIA should manage Indian lands and money. The chapters also show substantial change over time. While administrators in the nineteenth century generally came to the job with little experience in Indian affairs and were committed to policies of forced assimilation and land dispossession, by the late twentieth and early twenty-first centuries top administrators mostly came from Native communities themselves, and advocated policies of economic development and limited tribal sovereignty. In DeJong's telling, the paternalist BIA of the nineteenth century gave way, bit by bit, to the BIA of today, which is ostensibly focused on serving tribes in a spirit of consultation and partnership. This book gleans these observations from a modest source base. The biographical sketches draw heavily from Robert Kvasnicka and Herman Viola's volume The Commissioners of Indian Affairs (Lincoln, NE, 1979) and a relatively small number of other primary and secondary sources. The primary-source excerpts, which make up about half of the book's total length, come mostly from the annual reports that administrators made to their superiors. These excerpts would not be difficult for historians to find on their own—the commissioners' annual reports are all online and [End Page 353] familiar to any historian of the subject—and the author never introduces or contextualizes them, their intended audience, nor the specific moment when they were written. Still, compiled together they provide snapshots of each administrator's views at a particular point in time. This approach shows what individual commissioners believed and sought to achieve during their tenure, but it also limits the book's perspective on how Indian affairs operated. For example, one of the shortest chapters (just a page and half) discusses William Clark, the famed Corps of Discovery co-captain...

TALENT MANAGEMENT-BASED STATE CIVIL APPARATUS CAREER DEVELOPMENT

Civil servant career development through talent management is an entity that is prioritized by the government. Talent management is a strategic approach to identifying, developing, and retaining individuals with exceptional potential and performance for critical organizational positions. The purpose of this study is to investigate and describe talent management-based state civil apparatus (ASN) career development in the context of a contemporary public service system. This study employs a qualitative approach and descriptive methodologies. The study's findings indicate that the Implementation of Talent Management adheres to the merit system's objective, planned, transparent, timely, accountable, political intervention-free, and KKN-free principles. Talent development in ASN is carried out through three main approaches: career acceleration, competency development, and qualification improvement. Although talent management-based ASN career development sounds good, there are several inhibiting factors that need to be addressed, such as leadership commitment and less than optimal follow-up assessments. It takes strong leadership commitment and policies in implementing a merit system and proper follow-up on ASN assessment results so ASN career development can run well.
 

(Mis)Led by an Outsider: Abusive Supervision, Disengagement, and Silence in Politicized Bureaucracies

Abstract Employing loyal external appointees has been identified as a key strategy used by incumbents to gain control over the state bureaucracy. This phenomenon is known as politicization and has been associated with democratic backsliding. Frequently, career civil servants perceive these appointees as illegitimate outsiders, leaders whose main objective is to ensure political compliance rather than advance the organization’s mission. In this study, we explore how civil servants interpret the presence of outside leaders in their organizations in the context of politicization and how this influences their job attitudes and behaviors. We use a mixed methods exploratory sequential design to examine a recent case of politicization in environmental agencies in Brazil. First, we interviewed 25 civil servants who reported an environment of abuse, fear, disengagement, and alienation due to the actions of outside leaders. We identified silence (both defensive and acquiescent) as a key outcome of this process. We extended and confirmed these findings with a quantitative study using a new sample of 255 civil servants. This second study allowed us to test the relationship between the variables identified in the qualitative analysis. Our combined findings indicate that politicization may reduce the effectiveness and capability of public agencies not only because some external appointees lack competence or a commitment the organization’s mission (as suggested by previous studies), but also because their behaviors and decisions can have a significant negative impact on civil servants’ job attitudes and behaviors.

Cursus honorum – selected aspects of Roman public law

The cursus honorum is a Latin phrase which translates to “course of honour”. It refers to the sequential order of public offices that were held by aspiring politicians in the Roman Republic and Empire. It was the Roman idea about the order of public offices which were held by citizens. One of the requirements for taking office was the age of the candidate to hold it. Over the centuries, Roman law changed the age limits required to take up a specific office. Starting from republican times, there were regulations in Rome that required candidates for office to reach a certain age. The aim of this paper is to present the importance of the age criterion for holding offices in ancient Rome. For this purpose, the available source texts were analysed and the existing literature on the subject was examined and presented. The research used the historical method, which includes the analysis of source texts, and the dogmatic and empirical research method, which includes the critical analysis of legal sources and literature on the subject. Thanks to the research conducted, the available sources and literature on the age limits used in the cursus honorum were discovered and unified. As a result of the conducted research, the results were presented, which made it possible to identify the age limits required for a civil servant career in ancient Rome. Research in this area is of theoretical importance. Secondly, such an analysis is important for further comparative legal research. In modern legal systems, each country sets certain age requirements for participation in public life in the broadest sense (e.g., the age at which one may vote or run for office). Thanks to the ongoing research on Roman law, it will be possible to make comparative analyses and thus search for the Roman sources of contemporary laws. In this part, the research has a practical (comparative law) meaning.