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INTERNATIONAL JOURNAL OF SOCIAL SCIENCES 15th April 2018. Vol.62. No.1
© 2012-2018 TIJOSS & ARF. All rights reserved
ISSN 2305-4557 www.Tijoss.com
1
BEREAUCRATIC REFORM IN HIGH LEADERSHIP PRATAMA POSITION
PLACEMENT OF CIVIL STATE APPARATUS AT SUMEDANG REGENCY
Dr. H. Bayi Priyono,S.H.,M.M.1
Abstract
Law No. 5 year 2014 on State Civil Apparatus is the starting point of
bureaucratic reform for the change of bereaucratic in Indonesia. The goal is
to ensure the realization of “merit system” in State Civil Apparatus (SCA)
management policies, while it’s function is to oversee the implementation of
basic norms, codes of ethics and SCA code of conduct, also the practice of
merit system in SCA policies and management. Filling the position by
applying merit system in the implementation of High Leadership Pratama
Position Placement that is based on qualifications and competence in
accordance with merit system.
The Research conducted in Sumedang regency using descriptive
desing. As The title, the informants are the participants of the High
Leadership Pratama selection and other relevant elements. The result showed
that the implementation of bereaucracy reform through the open selection of
High Leadership Pratama position runs in accordance with the selection step
based on Law No. 5 year 2014 on State Civil Apparatus. The selection
Committee recommends 3 (Three) candidates to be elected and appointed as
the definitive official by the Sumedang regent. Budgedtary constraints and
political interventions occur during the definitive selection process that is one
of the 3 (Three) recommended candidates.
Through this research it is suggested to have a Potential Data Bank
bos SCA in Sumedang Regency Government as talent program implementation
for all SCA which budgeted by Sumedang Regency Government. In addition,
the final result of each stage of open selection committee is announced directly
by open selection committee and set forth in the official records.
Key words: Bureaucratic Reform, Merit System, High Leadership Pratama
Position.
1 Lector and served as Head of Community Service Institute at IPDN Jatinangor;
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Preliminary
Law Number 5 Year 2014 on State
Civil Apparatus (UU ASN) is one of the
regulations that become the starting point
for the change of bureaucratic in
Indonesia. This Law is expected to force
bureaucracy to change the condition that
has been often complained by the public
because of bureaucracy is considered slow,
fat structure and low performance.
Bureaucracy reform is merely a
remuneration and not yet a change in
mindset and bureaucracy culture set. While
the current bureaucratic challenge is tough,
2015 is the year of the implementation of
the ASEAN Economic Community (MEA)
with bureaucratic performance still far
below Singapore, Malaysia and the
Philippines and just one level above
Vietnam, it needs radical and rapid change
to realize the effectively efficient
bureaucracy so that will encourage the
creation of “World-Class Government” as
listed as Bureaucratic Reform Vision in
Presidential Regulation No. 81 of 2010 on
the Grand Design Bureaucratic Reform
2010-20252.
There are three goals in
bureaucratic reform3 :
1. The realization of a clean and free
government of corruption;
2. The improvement of pubic services;
and
3. Increased the quality and
accountability of bureaucracy.
In this case, Sumedang Regency
Government needs hard effort and strong
commitment to implement it all and SCA
act is one of it’s “legal umbrella”. Law
2 Anung, The Implementation of Law on State Civil
Apparatus Number 5 Year 2014 and it’s Implications to
Personnel Management, www.bkd.sumedang.go.id,
Posting: May 27, 2015, 02;07, Accessed: February 9,
2017, 14:01 WIB. 3 Ibid.
Number 5 Year 2014 on State Civil
Apparatus is made with a spririt or spirit to
change the condition of the apparatus.
Under the SCA act there are significant
and fundamental changes conveyed by the
previous law. Both local and global
challenges have demanded competent and
professional apparatus that the SCA act
will force the apparatus to transform from
the comfort zone into competitive zone.
This law not only regulates the issue of
personnel administration but more to the
management of personnel ranging from the
recruitment process, education and
apparatus training and coaching and career
development is clear.
Sumedang Regency Government
is faced with the implementation of
bureaucratic reform as stated in RPJMD
(Regional Medium Term of Development
Plan) 2014-2018 in “Improving the
effectiveness of local government will
contribute to realizing bureaucratic reform
that support quality of Community
Services”. Implementation of this mission
requires refreshment and paradigma
change in filling the position at Sumedang
Regency Government. In order to respons
to the change, it is necessary to make
capacity building efforts for staffing
Management personel. Filling the position
of High Leadership Pratama in local
government by applying merit system in
local government that is based on
qualifications and competence in
accordance with merit system as regulated
in the SCA act.
Based on the description of the
background, then in this research there are
several identification problems that are
formulated and found the solution
scientifically:
1. Sumedang Regency Government
implements Law Number 5 Year 2014
on State Civil Apparatus (SCA act) as
one of regulation which becomes the
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3
starting point for he change of
bureaucratic in Indonesia along with
the vision and mission of Sumedang
Regency Year 2014-2018;
2. The existence of the Grand Design of
Bureaucratic Reform 2010 – 2015
towards “World class government”
which needs to be supported by all
elements of the institution / ministry
and of course including local
government;
3. Mindset and Culture set of State Civil
Apparatus required to change from
comfort zone to competitive zone;
4. No more dichotomies of Central and
Regional civil servants and
governments employees with work
agreement (PPPK). All of them are
equal to the state civil apparatus
(SCA) and have equal rights in
coaching, education and training as
well as equal oppportunities in central
and regional level;
5. The application of merit system,
where in merit system seen only
competence, qualification, and
ultimately the competition so that the
apparatus have time for the readiness
and ability to compete;
6. Position of High Leader conducted
open promotion (open career) and
even certain positions can be filled by
them from outside civil servants;
7. Law No. 5 of 2014 on State Civil
Apparatus stipulates that the
government plays an important role in
preparing adequate infrastructure and
budget for improving the competence
of the apparatus;
The enactment of SCA law is a
legal base that we must understand
together as a spirit of reform towanrds a
better direction. The supporting
regulations are being prepared and now it
is the turn of every government agency
and us as civil servant to prepare for the
succesful implementation of this SCA act.
Competent and professional personnel
resources are a small part of the area of
change proclaimed in the agenda of
bureaucratic reform but it is urgency
towards achieving the objectives of
bureaucratic reform becomes a necessity.
Without competent, profesional and
competitive aparatus it is impossible for
bureaucratic reform to be implemented.
Again to be underlined is the change of
mindset and culture set and transformation
of the aparatus for the successful
implementation of this SCA act which will
lead to the success of Bureaucratic Reform
as a whole and achieve the great ideal of
“World-Class Government”.
REVIEW OF LITERATURE AND
THINKING FRAMEWORK
Government Bureaucratic Concept Bureaucracy is recognized as an
essential instrument for the succesful
development of a nation. Development
goals formulated through the political
procss and then agreed to be policy
documents in the form of laws, and other
strategic policies which in the end, it’s
realization, will depend on the ability of
bureaucracy in implementing these
policies. Thus without a reliable
bureaucracy, then the various policies
intended to serve and improve the welfare
of the people will be a pile of paper that
have no meanings for the community. The
existence of such a reality has encouraged
all countries that want to succeed in it’s
development will always prioritize
bureaucracy development first as
foundation of community development
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before doing development on another
aspect of life4.
According to Wahyudi
Kumaratomo, gives the basic
characteristics of bureaucratic structures,
as follows5:
1. The bureaucracy
carries out reguler
activities required to
achieve organizational
goals, distributed in a
certain manner and
considered as official
duties;
2. The organization of the
office follows a
hierarchical principle,
namely that lower units
within an office are
under the supervision
and guidance of higher
units;
3. The execution of duties
is governed by a
system of consistent
abstract rules and
includes the
application of those
rules in certain cases;
4. The ideal official
performs his duties in
the spirit of sine ira et
studio (non-personal
formal);
5. Work in bureaucratic
organizations is based
on technical
qualifications and
protected from
4Erwan Agus Purwanto, Refoumulating the Forgotten
Bureaucratic Cultural Development Agenda, Gava
Media, Yogyakarta, 2009, p. 282. 5There have been so many writings that respond, review,
or criticize Weber’s ideas, but need to bring up the main
ideas that are still relevant today. See, Wahyudi
Kumorotomo, Ibid., p. 74-76.
unilateral dissmissal;
and
6. Experience shows that
a purely bureaucratic
type of administrative
organization viewed
from a technical
standpoint will be able
to achieve the highest
level of efficiency.
Bureaucracy develops in line with
the political and economic development of
a society, the more modern a society, in
terms of the more democratc and
prosperous their economic, the more new
demands will be. The development of
bureaucratization is the effort to meet the
new demands. The concept of bureaucracy
according to Yahya Muhaimin about the
concept of bureaucracy is the entire
government apparatus, civil, and military
who perform the task of assissting the
government and receive salary from the
government because of it’s status. As for
Moerdiono, the term government
bureaucracy is defined as the whole range
of civilian executive bodies led by
government officials below ministerial
level. The main task is to professionally
follow up on the political decissions that
have been taken by the government6.
The function of Governance in a
Democratic Country The state as an organization is a
unity of people by achieving certain goals,
which override other objectives that are
not the goals of the state. Further stated by
SOediman Kartohadiprodjo, the purpose of
the state is the limitation of the state action
against the citizens of the society, so that if
the state act is done only to achieve the
6Moerdiono, looking for Indonesian Bureaucratic
Models: In Bureaucracy and Development
Administration, Sinar Harapan, Jakarta, 1993, p.38.
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state utilities without regard to the
purpose of the state, the nature of the state
is the state of power (machstaat)7. The
state is the highest organization among one
group or several groups of people who
have the ideals to unite life within certain
region, and have a sovereign government8.
Regarding the task of the state is divided
into three groups. First, the state must
provide protection to the population within
a particular area. Secondly, the state
supports or directly provides a variety of
social services in social, economic and
cultural life. Third, the state becomes an
impartial referee between the conflicting
parties in society and provides a judicial
system that guarantees basic justice in
community relations. The task of the state
according to modern ideology today (in a
welfare state), is to organize the public
interest to provide prosperity as much as
posible based on justice in a state of law9.
The Variety of Government Positions Position is a permanent job
environment while officials can be
alternated. Official changes do not affect
the inherent authority of the office. F.A.M
Stroink and J.G Steenbeek illustrates the
legal deeds of this position and official,
“the authority of the government of rights
and duties, is inherent in office. For
example, the Regent/Mayor gives a certain
decision, then based on the law the
decision is given by the position of
Regent/Mayor, and not by the person who
at that time given the position, namely
7Soediman Kartohadiprodjo,Negara Republik Indonesia
Negara Hukum,Paper on the acceptance of adoption as
professor at the University of Indonesia, p. 6. 8Moh Mahfud M.D,Dasar dan Stuktur Ketatanegaraan
Indonesia, Reneka Cipta, Jakarta,2000, p. 64. 9Amrah Muslimin,Beberapa Asas dan Pengertian Pokok
Tentang Administrasi dan Hukum Administrasi, Alumni,
Bandung, 1985, p. 110.
Regent/Mayor”10
. Between position and
offiacials have a close relationship, but
between them there is different legal status
or separated or regulated by different laws.
FR Bothlingk illustrates this difference in
legal standing, as follows11
:
(If mr. P is a minister then
in this case it can be applied
an opinion that
distinguishes between mr. P
as personal and mr. P is the
quality (as minister. Pen).
The last position of the
master we call the organ. So
we know a P with two
personalities, on the one
hand of personification P as
a person (personal person),
and on the other
personification P in quality
as (minister), and this last
position is personification
of organ)
With respect to different legal
arrangements F.A.M Stroink and J.G
Steenbeek, said12
:
In both (positions and
officials,pen) Applied
different types of law. The
title of the tax inspector is
authorized to issue tax
decisions. This position is
run by his deputy, namely
the official. This
representative is a human
being who acts as tax
inspector, i.e an employee
and in it’s quality as an
employee he is subject to
10 Argument of F.A.M. Stroink dan J.G. Steenbeek
quoted by Ridwan HR, Hukum Administrasi Negara,
RajaGrafindo Persada, Jakarta, 2013, p. 77. 11 Argument of F.R. Bothlingk as quoted by Ridwan HR,
Ibid., p. 78. 12 Argument of F.A.M. Stroink dan J.G. Steenbeek as
quoted by Ridwan HR, Ibid., p. 78-79.
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the law of sovereignty. This
representative is merely
performing an official
decision. Accordingly, the
appointment as a tax
inspector has delivered the
authority for the position of
the tax inspector, in order to
represent it.
Positions and officials are
regulated and subject to different laws.
Positions are regulated by HTN and HAN,
while officials are regulated and subject to
employment law. In addition, due to the
illustrrations provided by Bothlingk it
appears that officials present themselves in
two personalities as personal amd as the
personification of organs, which means
besides being governed and subject to the
law of personality but also subject to laws
of civility, specialized in their capacity as
indivduals or persons (privepersoon). In
HAN, legal action of government office is
run by government officials. Thus, the
position of governemnt law under public
law is as a representative
(vertegenwoordiger) of government office.
Officials or Government Organ as
Organ of the State Government Bureaucracy is the
forefront of public service delivery for
community13
. Government bureaucracy is
often interpreted officialdom (kingdom of
officials), which is a kingdom whose kings
are officials. There is jurisdiction in it
which every official has official duties,
who work on hierarchical order with their
respective competence, the pattern of
13In providing public services, government bureaucracy
is demanded more effectively and efficiently, so that it
will seem to attach importance to the quality of service.
However, due to the heavy and extensive tasks, the
government bureaucracy seemed slow. Look,
Ismail,Politisasi Birokrasi, Ash-shiddiqy, Malang, 2009,
p. 56.
communication is based on writen
documents14
. While Ndraha defined
government bureaucracy as “a
governmental organizational structure that
serves to produce civil service and public
services based on established policies
taking into account various enviromental
options”15
.
Within the organization,
administrative staff make each member in
the position of giving or accepting the
staff’s arrangements. In this context the
fundamental category of Webber’s
organizational structure lies in distinction
it makes between the power (macht) and
the authority (herrschaft)16
. Someone can
be called to have power “if in social
relations, his wish can be enforced, albeit
opposite”. But such broad concepts are
“sociologically unformed”. Every
individual can have power in all sorts of
ways, and to organize human groups
requires the existence of a special power
agency that is authority17
.
Charging Position of State Civil
Apparatus at Local Government Developing Countries continue
to improve overall development efforts.
Therefore, the administration fun
ctions are to accomodate the
transformation widely in society. Thus the
development administration needs to
14Miftah Thoha,Birokrasi Pemerintahan Indonesia di era
Reformasi, Kencana Prenada Media Group, Jakarta,
2008, p. 16. 15 Taliziduhu Ndraha,Kybernologi: Sebuah Rekonstruksi
Ilmu Pemerintahan, Rineka Cipta,Jakarta, 2003, p. 521. 16 Every form of authority declares itself and functions as
an administration. Any form of administration in some
way requires authority, because it’s rules require some
type of power to govern, which is given to a person.
Look, Martin Albrow, Bereaucracy, Translate: Rusli
Karim, M dan Totok Daryanto, Tiara Wacana,
Yogyakarta, 2005, p. 36. 17Authority can be realized if a command is surely
obeyed by certain individuals. Look, Martin Albrow,
Ibid., p. 37.
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accommodate community activities in
managing development. Government
activities in carrying out development
continues to increase, for it needs to
provide professionals in the administration
of development. In this case the
government needs to be developed
especially in providing facilities to support
community activities. Bureaucracy in
Indonesia still has to be rearranged by
regulation for the creation of a reliable
bureaucracy18
.
Democratization and authority in
the administration of a more decentralized
government characterized by the growth of
new power poles outside the govenment,
for example in form of political parties,
business actors, and even non-
governmental organizations as part of civil
society. The concept of government that
puts the government as the main actor
dominating the government, began to shift
into governance, the administration of
public affairs become the joint
responsibility of the government, business
actors, and society19
. These changes also
encourage the bureaucracy to make
adjustments in order to balance demands
of society, the government is required to
be responsive to various demands of
society, so as to provide better public
services quality20
.
18Listyaningsih,Administrasi Pembangunan: Pendekatan
Konsep dan Implementasi, Graha Ilmu, Yogyakarta,
2014, p 54. 19Yogi Suprayogi S,Administrasi Publik: Konsep dan
Perkembangan Ilmu di Indonesia, Graha Ilmu,
Yogyakarta, 2011, p. 155. 20Ibid.
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Thinking Framework
Gambar 1
Thinking framework
Working Hypothesis
The relationship in filling
positions in the local government based on
the merit system in accordance with the
SCA act at Sumedang Regency which
became the hypothesis of this study is :
1. The linkage between performance and
human resources in the management
of public organizations, actually boils
down to the ability of regions to
prepare the existing bureaucratic ranks
for the implementation of public
services in an optimal and efficient;
2. Employee development is the right of
SCA employees. Apparatus resources
are assets that need development to
meet SCA policies and management
that are based on qualifications,
competencies and performance;
3. Charging position in Sumedang
Regency Government have to apply
the merit system in the
implementation of charging position
based on qualification and
competence; and
4. Charging position in Sumedang
Regency Government conducted in
two ways, there are the way of
selection and how to appointment. In
this case, filling the position is done
with a merit system based on the
competence means having the
educational background requirements
in accordance with the position to be
held, qualification means to meet the
normative requirements.
Research Method
The research design used in this
study is legal research as a process to find
the rule of law, legal principles, and legal
doctrines to answer the legal issues
faced.21
However, there remains a dividing
line between research conducted in general
with legal research. The research method
is descriptive, to prove the hypothesis of
the required data, it can be either all the
population or maybe just the sample alone
and this sample was either obtained by
random or purposive or stratified it
depends on the circumtances studied. Once
collected, then the data anayzed22
.
RESULTS AND DISCUSSION
21 Peter Mahmud Marzuki,Penelitian Hukum, Kencana,
Jakarta,2008, p. 29. 22Ibid., p. 35.
STATE CIVIL
APPARATUS
RESOURCE IN
LOCAL
GOVERNMENT
CHARGING
OF HIGH
LEADERSHIP
PRATAMA
POSITIONS
THE
PROFESSIONALS
AND QUALITY
STATE CIVIL
APPARATUS
PUBLIC
SERVICE
QUALITY
IMPROVEMENT
AND
RESPONSIVE
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9
Analysis of the implementation of
Bureaucracy Reform in the
Charging of State Civil Apparatus at
Sumedang Regency Government
- Preparation Stages of Open
Selection Implementation
Analysis
As an organization, local
government needs high performing
apparatus in order to survive and thrive in
the area of global competition by
demonstrating high performance n the
mastery of technical, managerial, and
social cultural competencies as mandated
in SCA act. According to Regent of
Sumedang, administrators and supervisors
are at the forefront of SCA in local
governance and are responsible for leading
and controlling public services and
government administration and
development. The role of administrators
and supervisors in the organization of
regional pparatus is trategic enough, so the
placement of administrative officers and
supervisors in appropriate positions
according to the qualifications,
competencies, and needs of the
organization is a top priority in supporting
the successful implementation of
bureaucratic reform in local government.
This is in accordance with the spirit of
bureaucratic reform and supported bu the
Head of Sumedang Regency.
The general description of the
preparation stage in carrying out the
charging of high leadership Pratama
prositions openly to the Government of
Sumedang Regency performa these
following stages :
1. Coordination and Consultation
The coordination and consultation on
the selection plan of the JPT to the
CASN bas conducted on November
2016, by submitting the regent of
Sumedang letter Number
800/890/BKPP dated October 19, 2016
regarding the recommendation for the
implementation of open selction of JPT
Pratama, as wells as obtaining
recommendation from the State
Apparatus Commission through letter
of the chairman of the Commission for
Civil Apparatus Country Number B-
1939/KASN/10/2016 Dated October 2,
2016 Subject to Recommendation of
Open JPT Selection in Sumedang
District Government Environment;
2. Establishment of Selction Committee
Sumedang Regency Government
formed a selction committee
established by the Decree of Sumedang
Regent Number
800/Kep.51/BKPP/2016 on October
24, 2016 on the Formation of Open
Selection Committee of Position of
High Leader in Sumedang Regency
Government with the composition of
the committee as in 1.1 table below :
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Tabel 1.1
Open Selction Committee for Position of High Leader in Sumedang Regency
Govenment Environment
NO NAME POSITION
POSITION IN
SELCTION
COMMITTEE
1. Ir. H. Sumarwan Hadisoemarto Head of West Java Regional
Personnel Agency
Chairment
concurrently
member
2. Dr. H. Joni Dawud, DEA Head of PKP2A I LAN RI
Bandung
Member
3. Drs. Desi Fernanda, M.Soc.Sc Widyaiswara Utama pada PKP2A
I LAN RI Bandung
Member
4. Dr. H. Akadun, M.Pd Head of STIA Sebelas April
Sumedang
Member
5. Drs. H. Erdi Suhaya, MM Purna Bakti PNS Sumedang
Regency
Member
Source: The repot of Open Selection of JPT Pratama Sumedang Regency, 2016
3. Selected Job Formation:
a. Head of Labor and Transmigration
Agency;
b. Head of Population Control and
Family Planning Agency;
c. Head of Housing, Settlement and
Land Affairs Agency;
d. Development, Economics and
Finance Professional Staff.
From Table 1.1 it can be seen that
the committee conducting the selection
activities involves elementer of
government, academia, and also
community leaders. This is done in
accordance with the mandat of Law No. 5
of 2014 on State Civil Apparatus. BAsed
on documentation and profil attachment
from Beach committee, it cam be seen
that experience in bureaucracy and
implementation of selection activities is
not a new thing.
Based on interviews, field
observations and documentation, it can be
concluded that the role of Sumedang
regent in the process of appointing the
members of the pansel is part of the
implementation of the spirit of
bureaucracy reform to select partner of
Sumedang Regency in performing task in
accordance with the competence,
qualification, and organizatonal needs. The
role of Human Resources and Human
Resources Development Agency of
Sumedang Regency as the party
responsible for the activity has tried to
prepare the letter application in each
candidate of the Selection Committee
member. Members of Selction Committee
alto have background and competence that
can carry out open selection activities on
the formation of positions required in the
open selection process.
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11
- Implementation of Selection Until
Activity Report Analysis
Continuing the stage of selection
implementation activities in
accordance with prevailing rules of
law, then the next is the general
description of the stages of selection
in carrying out the high positions of
open leadership to the government
of Sumedang Regency cam be
described through the selection
process that includes selection
announcements, admnistrative
selection, competency selection and
ending with a repot on the
implementation of the open
selection.
A. Selection Announcement :
The selection announcement was
made by the selection committee
through the announcement No.
800/01/Pansel.JPT October 27,
2016 on the website of Sumedang
Regency Government
www.sumedangkab.go.id , on
bulletin board and letter to Local
Government Agencies.
B. Administrative Selection
a. The Selection Committee
virifies the completeness of
administrative files in
accordance with the provisions
and is required on the
announcement of selection on
November 17, 2016;
b. The Selection Committee
establishes and announces
candidates who meet the
administrative the
administrative requirements
and passes to follow the next
selection of competence
assessment, writing paper
selection and interview
selection on the website
www.sumedangkab.go.id .
C. Competence assessment
Competence selection is conducted
to participants who meet the
administrative requirements, in
Cooperation with the Center for
Education and Training Apparatus
I LANRI Bandung (PKP2A I-
LAN) on 24 and 25 November held
at the Center for Education and
Training Apparatus I LANRI
Bandung (PKP2A I-LAN) St.
Kiarapayung Km. 4.7 Jatinangor;
D. Paper and Interview Selection
The selection committee conducted
the paper selection on November
25, 2016 and passed the interview
selection on JPT selection
participants with the instuments set
on December 6 and 7, 2016 at the
Center for Education and Training
Apparatus I LANRI Bandung
(PKP2A I-LAN) St. Kiarapayung
Km. 4.7 Jatinangor;
Based on interviews, field
observations and documentation, it can be
concluded that the selection process has
been implemented in accordance with
applicable legislatif. The stages and
performance of the Selection Committee
members are contained in the report and
letter of recommendation of State Civil
Apparatus Commission Number B-
1939/KASN//10/2016 on October 24, 2016
regarding the implementation of The first
JPT Pratama Open Selection in Sumedang
Regency Government Environment. Thus
the open selection of high-ranking
leadership positions in Sumedang Regency
runs well.
Constraints faced by Sumedang
Regency Government in the
Implementation of Bureaucracy
Reform Charging Position of High
Leader In Sumedang Regency
Government
INTERNATIONAL JOURNAL OF SOCIAL SCIENCES 15th April 2018. Vol.62. No.1
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12
The obstacles faced by the local
government in the implementation of
bureaucratic reform of the charging
position of high leader in Sumedang
Regency to ralize the implementation of
SCA Management in accordance with
merit system are:
a. The existence of limitations in the
budget caused by the efficiency of
usage based on instructions from the
central government. The budget used
has not been able to cover the whole
of needs of the activities
implementation and also the needs of
the selection participants. Although
Three are no applicants from the
outside of Sumedang Regency, it
shows that there is still a reluctance of
SCA in following the open selection
with personal fund. Therefore, a
budget that can support all SCA
development and management
activities in Sumedang Regency is
required;
b. Political intervention in the election
and appointment of the High
Leadership Pratama Positions after the
selection process of one of the 3
(three) recommended candidates. This
was not happen directly but the lack of
transparency in the selection of
defintive officials based on the
considerations that approach the
subjectivity of the Regent.
CONCLUSIONS AND
RECOMMENDATIONS
1. The implementation of Bureaucracy
Reform in Positioning State Civil
Apparatus on Sumedang Regency
Government through open selection of
High Leadership Pratama in
Sumedang Regency rum in
accordance with the selection stage
based on Law No. 5 Year 2014 about
State Civil Apparatus. Correspond
with the final result, the selection
committee recommends 3 (Three)
candidates to be elected and appointed
as the definitive official by Sumedang
Regent. The formation of positions
and final result that occupy the
position is as follows :
No The Name of Position Formation The Name of Appointed
Officer
1. Head of Housing, Settlement and Land
Affairs Agency;
Usep Komaruzzaman,Ir.,MM
2. Head of Population Control and Family
Planning Agency;
Nasam, SE.,Ak;
3. Head of Labor and Transmigration
Agency;
Dikdik Sadikin,A.Ks,.M.Si;
4. Development, Economics and Finance
Professional Staff
Agus Muslim,S.Pd;
Source: The Report of Open Selection of JPT Pratama Sumedang Regency, 2016
INTERNATIONAL JOURNAL OF SOCIAL SCIENCES 15th April 2018. Vol.62. No.1
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13
2. It is required Bank of Data of SCA
Sumedang Regency Government
Potential and Talent Program
Activities with the latest data and can
be updated by each SCA. So with the
data base and this activity and this
activity will obtained the SCA HR of
Sumedang Regency correspond to it’s
competence and when there is
competition then all the stages will be
implemented more effetively and
efficently and directed.
Assessing the obstacles and
tendency of deviation in open selection in
the future in accordance :
1. It is a need to make SCA Potential
Data Bank in Sumedang Regency
Government which can be updated by
every SCA through internet and
verified by Human Resource
Development Office Sumedang os that
there is latest information from every
SCA. This information is designed for
each SCA can do self-development
and develop themselves in accordance
with it’s competence;
2. The implementation of Talent
Program for all SCAs whose costs are
budgeted by Sumedang Regency
Government. This program is a
proponent for the creation of SCA
Potential Data Bank. The executor of
the program is an accredited
institution to organize it. SCA can
carry out competency test on time
owned and the results submitted to
Human Resource Personnel and
Human Resources Development
Office Sumedang;
3. The final result of each stage of Open
Selection Hall be announced directly
by the selection committee and set
forth in the minutes of the event. The
best value is expected to occupy the
position proposed in accordance with
the spirit of merit system. If the
Regent chooses and appoints outside
the provisions, Then there is an
objective and logical reason for the
choice been made. Thus all the best
candidates can receive the decision of
the Regent as the beneficiary of this
open selection activity.
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ISSN 2305-4557 www.Tijoss.com
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