Optimizing the implementation of staffing authority

Oct 13, 2025 by talynt.org 26 views

Introduction

The fall of the New Order regime in 1998 marked a significant change in Indonesia's personnel reform, affecting various aspects of life, including the implementation of staffing. This change began with the application of Law Number 43 of 1999, which replaced Law Number 8 of 1974. The transition to a multi-party government system and the spirit of decentralization, regulated in Law Number 22 of 1999 and then changed to Law Number 32 of 2004 concerning Regional Government, reflect the shift in staffing reform. Bureaucratic reform in the staffing sector cannot be separated from the legal context, which can be analyzed through different approaches, such as politics, culture, sociology, and philosophy.

Background of the Study

The implementation of staffing reform in Indonesia has been a challenging task, especially for government officials, particularly civil servants (PNS). The number of complaints from the public and the private sector shows a shortage in the government management function, especially in the field of staffing. This indicates that various reform demands have an impact on the position, role, and attitude of the government bureaucracy. The study aims to analyze the development of Medan City civil servants and provide recommendations to improve the quality of staffing in the Medan City Government.

Methodology

This study uses a normative legal approach, and data collection is carried out through literature studies. The data obtained are secondary, both personal such as correspondence and diary, as well as public such as official data from government agencies and the Supreme Court's jurisprudence archive. Data processing methods are carried out qualitatively with a deductive and inductive approach, aiming to provide solutions to the problems encountered.

Results

The results showed that the Medan City Government (Pemko) had carried out the appointment of prospective civil servants and the promotion process. Promotion for level I arrangers in the room III/d classroom and down went smoothly, but for the Trustees IV/a, it was still experiencing delays. This is due to procedures that require proposals for promotion through the Provincial Regional Personnel Agency (BKD) and must be signed by the Governor or the President. In addition, the Medan City Government has also carried out the transfer of the PNS working area as part of career development, as well as the dismissal of civil servants who have reached the retirement age limit (BUP).

Discussion

Although there is progress, the method of developing civil servants in Medan City Government is still deemed less effective. The lack of programmed for the development of civil servants makes career development not optimal. The steps taken to implement the neutrality policy of civil servants have not been fully successful. Increasing the understanding of civil servants and the involvement of political parties in this process is one solution that needs attention.

Recommendations

To improve the quality of staffing in the Medan City Government, the following recommendations are made:

Optimizing the implementation of staffing authority: The Medan City Government should optimize the implementation of staffing authority to ensure that the appointment and promotion of civil servants are carried out in a fair and transparent manner.
Application of more structured PNS development patterns: The Medan City Government should apply more structured PNS development patterns to ensure that civil servants have a clear career development path.
Law enforcement: Law enforcement is also very important in supporting the discipline of civil servants. The Medan City Government should ensure that applicable provisions are enforced strictly.
PNS neutrality policies: PNS neutrality policies must be upheld, and strict sanctions must be applied for those who violate applicable provisions.

Conclusion

The study concludes that the Medan City Government has made progress in implementing staffing reform, but there is still room for improvement. The recommendations made in this study aim to improve the quality of staffing in the Medan City Government and provide better services to the community.

Q1: What is the significance of the fall of the New Order regime in 1998 in Indonesia's personnel reform?

A1: The fall of the New Order regime in 1998 marked a significant change in Indonesia's personnel reform, affecting various aspects of life, including the implementation of staffing. This change began with the application of Law Number 43 of 1999, which replaced Law Number 8 of 1974.

Q2: What is the impact of the transition to a multi-party government system and the spirit of decentralization on staffing reform?

A2: The transition to a multi-party government system and the spirit of decentralization, regulated in Law Number 22 of 1999 and then changed to Law Number 32 of 2004 concerning Regional Government, reflect the shift in staffing reform.

Q3: What are the challenges faced by government officials, particularly civil servants (PNS), in implementing staffing reform?

A3: The number of complaints from the public and the private sector shows a shortage in the government management function, especially in the field of staffing. This indicates that various reform demands have an impact on the position, role, and attitude of the government bureaucracy.

Q4: What is the methodology used in this study?

A4: This study uses a normative legal approach, and data collection is carried out through literature studies. The data obtained are secondary, both personal such as correspondence and diary, as well as public such as official data from government agencies and the Supreme Court's jurisprudence archive.

Q5: What are the results of the study on the development of Medan City civil servants?

A5: The results showed that the Medan City Government (Pemko) had carried out the appointment of prospective civil servants and the promotion process. Promotion for level I arrangers in the room III/d classroom and down went smoothly, but for the Trustees IV/a, it was still experiencing delays.

Q6: What are the recommendations made in this study to improve the quality of staffing in the Medan City Government?

A6: The recommendations made in this study include:

Optimizing the implementation of staffing authority: The Medan City Government should optimize the implementation of staffing authority to ensure that the appointment and promotion of civil servants are carried out in a fair and transparent manner.
Application of more structured PNS development patterns: The Medan City Government should apply more structured PNS development patterns to ensure that civil servants have a clear career development path.
Law enforcement: Law enforcement is also very important in supporting the discipline of civil servants. The Medan City Government should ensure that applicable provisions are enforced strictly.
PNS neutrality policies: PNS neutrality policies must be upheld, and strict sanctions must be applied for those who violate applicable provisions.

Q7: What is the conclusion of the study?

A7: The study concludes that the Medan City Government has made progress in implementing staffing reform, but there is still room for improvement. The recommendations made in this study aim to improve the quality of staffing in the Medan City Government and provide better services to the community.