Nepotism and dynastic politics

Oct 13, 2025 by recoveryshake.com 121 views

Analysis of ASN Career Development Based on Merit Systems in Central Aceh Regency

The enactment of Law Number 5 of 2014 concerning the State Civil Apparatus (ASN) is expected to bring significant changes in the institutional, career, and remuneration system. This law changes the basic process of recruitment, coaching, and career development of ASN by introducing a career gap system and filling high positions through open promotions. In the context of government, bureaucracy is an important factor that is very influential, and ASN plays a central role in maintaining government efficiency and effectiveness. However, in Central Aceh Regency, the productivity of public services is still relatively low, and many ASNs who were appointed came from near leaders, which showed challenges in implementing the merit system.

Background of the Problem

In this study, several main questions arose:

What are the provisions of ASN career development based on the merit system?
Are the existing regulations able to build mechanisms and institutions for the development of ASN careers according to the merit system?
How did the Central Aceh Regency Government implement a merit system in filling ASN's position or career?

To answer these questions, research was conducted with a normative juridical approach, using various sources of legal materials such as primary, secondary, and tertiary laws. Data was collected through document studies and analyzed by descriptive qualitative methods.

Research Result

The results showed that the development of ASN careers in Central Aceh Regency was still far from the expectations stipulated in Law Number 5 of 2014. The staffing system that should be based on work performance and competence, as well as administrative measures, has not been fully applied. This can be seen from the still existence of internal influences and powers that hamper the process of selection and promotion of Merit-based ASN.

Existing regulations, both Law Number 5 of 2014 and Government Regulation Number 11 of 2017, should be a reference for the government to build a transparent and accountable system in developing ASN careers. However, the implementation in the field still faces various obstacles, especially because there are still practices of nepotism and dynastic politics in filling positions.

Additional Analysis and Explanation

The merit system should be the basis for the development of ASN careers to create a professional and competent bureaucracy. In the context of Central Aceh Regency, the application of merit system must involve changes in organizational culture that supports transparency and objectivity in the ASN selection process. Local governments need to increase commitment to implement existing regulations and ensure that each ASN has the same access to career development opportunities.

In addition, it is important to conduct socialization and training for related officials so that they understand and implement the merit system effectively. Thus, it is expected that the level of productivity of public services can be increased, and quality ASN will be able to support regional development optimally.

By applying the principle of merit in the development of ASN careers, the government can ensure that only individuals meet competency criteria that will fill strategic positions in government. This will not only increase bureaucratic performance, but also increase public confidence in the government.

The Importance of Merit System in ASN Career Development

The merit system is essential in the development of ASN careers as it ensures that individuals are selected and promoted based on their competence and work performance. This system promotes transparency, accountability, and fairness in the selection process, which is crucial in maintaining public trust and confidence in the government.

The implementation of merit system in ASN career development can also lead to several benefits, including:

Increased productivity of public services
Improved quality of ASN
Enhanced public confidence in the government
Increased bureaucratic performance
Better allocation of resources

Challenges in Implementing Merit System in Central Aceh Regency

Despite the importance of merit system in ASN career development, there are several challenges that need to be addressed in Central Aceh Regency. These challenges include:

Nepotism and dynastic politics: The practice of appointing ASNs based on personal relationships and family ties rather than competence and work performance.
Lack of commitment: The lack of commitment from local governments to implement existing regulations and ensure that each ASN has the same access to career development opportunities.
Organizational culture: The need to change the organizational culture that supports transparency and objectivity in the ASN selection process.

Conclusion

The development of ASN careers in Central Aceh Regency is still far from the expectations stipulated in Law Number 5 of 2014. The implementation of merit system in ASN career development is essential in creating a professional and competent bureaucracy. However, there are several challenges that need to be addressed, including nepotism and dynastic politics, lack of commitment, and organizational culture.

To overcome these challenges, it is essential to conduct socialization and training for related officials, increase commitment from local governments, and change the organizational culture that supports transparency and objectivity in the ASN selection process. By applying the principle of merit in the development of ASN careers, the government can ensure that only individuals meet competency criteria that will fill strategic positions in government. This will not only increase bureaucratic performance, but also increase public confidence in the government.
Frequently Asked Questions (FAQs) about ASN Career Development Based on Merit System

In this article, we will answer some of the most frequently asked questions about ASN career development based on merit system.

Q: What is the merit system in ASN career development?

A: The merit system is a system of selecting and promoting ASNs based on their competence and work performance. It ensures that individuals are selected and promoted based on their merit, rather than personal relationships or family ties.

Q: Why is the merit system important in ASN career development?

A: The merit system is essential in creating a professional and competent bureaucracy. It promotes transparency, accountability, and fairness in the selection process, which is crucial in maintaining public trust and confidence in the government.

Q: What are the benefits of implementing merit system in ASN career development?

A: The implementation of merit system in ASN career development can lead to several benefits, including:

Increased productivity of public services
Improved quality of ASN
Enhanced public confidence in the government
Increased bureaucratic performance
Better allocation of resources

Q: What are the challenges in implementing merit system in Central Aceh Regency?

A: Despite the importance of merit system in ASN career development, there are several challenges that need to be addressed in Central Aceh Regency. These challenges include:

Nepotism and dynastic politics
Lack of commitment from local governments
Organizational culture that supports transparency and objectivity in the ASN selection process

Q: How can the challenges in implementing merit system be overcome?

A: To overcome the challenges in implementing merit system, it is essential to:

Conduct socialization and training for related officials
Increase commitment from local governments
Change the organizational culture that supports transparency and objectivity in the ASN selection process

Q: What is the role of local governments in implementing merit system in ASN career development?

A: Local governments play a crucial role in implementing merit system in ASN career development. They need to increase commitment to implement existing regulations and ensure that each ASN has the same access to career development opportunities.

Q: How can the public contribute to the implementation of merit system in ASN career development?

A: The public can contribute to the implementation of merit system in ASN career development by:

Providing feedback and suggestions on the selection process
Supporting the government's efforts to implement merit system
Demanding transparency and accountability in the selection process

Q: What are the consequences of not implementing merit system in ASN career development?

A: The consequences of not implementing merit system in ASN career development can be severe, including:

Decreased productivity of public services
Poor quality of ASN
Decreased public confidence in the government
Decreased bureaucratic performance
Poor allocation of resources

Q: How can the government ensure that the merit system is implemented effectively?

A: The government can ensure that the merit system is implemented effectively by:

Establishing clear regulations and guidelines
Providing training and socialization for related officials
Monitoring and evaluating the implementation of merit system
Addressing any challenges or obstacles that arise during the implementation process

Q: What is the future of ASN career development based on merit system in Central Aceh Regency?

A: The future of ASN career development based on merit system in Central Aceh Regency is promising, with the government's commitment to implement merit system and the public's demand for transparency and accountability. However, there are still challenges that need to be addressed, and the government needs to continue its efforts to implement merit system effectively.