An Analytical Study of Policy , Politics and Bureaucracy Regarding Meritocracy in the Selection of Head for the Federal Government Institutions (original) (raw)
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JOSS: Journal of Social Science, 2023
The government often use draft meritocracy To promote and hire official based on trend For doing work, record traces, and achievements other. Several big agencies No obey protocol. Paper This researches non-meritocratic aspects of institution structure in a manner thorough. Researchers also wonder about how much a good selection process meritocracy function For tasks structural public. Focus study This is knowledge administration about governance issues post-filling. Method Qualitative used in a study this. Three of the most influential non-meritocratic criteria For getting a position in Indonesia are interest in politics, interest in family, and love or No like. factors This appears Because condition established norms bureaucracy For taking a position.
Non-Meritrocratic Factors Affecting Filling Of Positions In Structural Institutions
Journal of Social Science (JoSS)
The government often use draft meritocracy To promote and hire official based on trend For doing work, record traces, and achievements other. Several big agencies No obey protocol. Paper This researches non-meritocratic aspects of institution structure in a manner thorough. Researchers also wonder about how much a good selection process meritocracy function For tasks structural public. Focus study This is knowledge administration about governance issues post-filling. Method Qualitative used in a study this. Three of the most influential non-meritocratic criteria For getting a position in Indonesia are interest in politics, interest in family, and love or No like. factors This appears Because condition established norms bureaucracy For taking a position.
Proceedings of the 2018 Annual Conference of Asian Association for Public Administration: "Reinventing Public Administration in a Globalized World: A Non-Western Perspective" (AAPA 2018), 2018
Indonesia is a large country with the fourth highest population globally. Moreover Indonesia is estimated to become a high income country and be reckoned economically competitive with other countries by 2025. However, bureaucratic governance and performance have not been able to put Indonesia in a strategic position to compete. This is due in part to the fact that the merit system has not yet been fully implemented. As an effort to reform and improve the performance of the public sector in Indonesia, the Indonesian Civil Service Commission (KASN) was established and given the authority to supervise and monitor implementation of the merit system. The KASN has, under this mandate, developed indicators to improve the bureaucratic system from a spoil system towards a merit system. This paper explores challenges with implementation of the merit system in the process of open recruitment, especially for government high positions in Indonesia. Moreover, this paper explains the factors that influence effectiveness with implementation of the merit system in open recruitment. Data was obtained from a number of ministries and local government agencies, using: government documents, official websites, media and other resources. There are three main results of the study, namely (1) indicators to assess implementation of the merit system in open recruitment, epecially for high positions in central and local governments; (2) challenges with implementing the merit system in open selection processes; (3) factors influencing implementation of the merit system in open recruitment.
West Science Interdisciplinary Studies
The purpose of this research is to analyze the application of merit system in the implementation of open selection for high leadership positions in the context of a local socio-cultural setting. The merit system policy in this open selection in this research refers to the Regulation of the Minister of Administrative Reform and Bureaucratic Reform (Permenpanrb) Number 15 of 2019. This research was conducted in the East Manggarai Regency Government utilizing a post-positivist research approach with qualitative data collection techniques. The findings showed that the implementation of open selection for filling JPT in East Manggarai Regency was not based on succession planning, there were differences in administrative requirements with relevant regulations; the addition of several administrative files. The background checking process is only carried out based document-driven and conducted indirectly to the participants’ work environment. The process of monitoring and evaluation or re-m...
Implementing Meritocracy in Senior Public Administration: the Dilemma for Chilean Politicians
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This article addresses the question of whether politicians are willing to overcome patronage by creating a merit-based recruitment and selection system of the senior civil servants with the purpose of making public administration more effective. To answer the question the paper analyses the Chilean administrative reform of 2003. It concludes that the reform created a hybrid system of appointment of top civil servants: one with elements of meritocracy but restricted to the members of the political coalition in power. Information came from 67 interviews to key actors, official documents, academic literature and the press.
Meritocracy in Non-Structural Recruitment in Indonesia's Regional Election Commissions
Sciendo eBooks, 2022
Public Position Recruitments in Indonesia are often considered as solely politicization and patronage as well as spoils system considered as a usual matter, despite the Indonesian government's meritocracy implementation the reform era. General Election Commission (KPU) as the Nonstructural Institution is also faced with partiality in its selection process. Objectives: This article serves to analyze how Meritocracy principles are implemented in the Nonstructural Position recruitment process at the Surakarta City KPU Member Selection. Methods: This research was conducted at Surakakrta by utilizing document data and in-depth interviews with chosen key informants purposively. Data validation was done through source triangulation namely comparing interview results with the content of the 2018-2023 Central Java 3 City/Regency KPU Candidate Selection report document. Result: The Meritocracy in Nonstructural Recruitment for the Surakarta City KPU Member Selection Process was reflected through several values: (1) Open to all, open system collection with clear requirements and publicly announced through mass media (2) Jobs at every level, with implementation of meritocratic values from pre-selection until selection phase. (3) Systematic, transparant and challengeable, the systematic selection process refers to the regulation KPU Regulation Number 7 of 2018, transparency involves public participation in providing responds and feedback in the selection process and could accounted for by announcing every selection phase. (4) The best candidate, as reflected from selected Surakarta City KPU Members that completed the fit and proper test.
Representative Bureaucracy: Challenges and Opportunities in Promoting Equality within Senior Executive Positions in Government Ministries, 2021
This publication is a summary of a research report on representative bureaucracy by Cakra Wikara Indonesia (CWI). The full report is in Indonesian language and has been published as a book titled Birokrasi Representatif: Tantangan dan Peluang Membangun Kesetaraan pada Jabatan Pimpinan Tinggi Kementerian. Link to the book can be found here. The research was conducted by CWI between 2017 to 2021. This research shows that the filling of Senior Executive Positions (JPT) with merit system overlooks the invisible barriers faced by female State Civil Apparatus (ASN). Female ASN do not find it difficult to achieve the standards of qualification and competency to reach JPT positions. Moreover, in several government ministries they are formally recognized for their excellent work performance. The problems for women in climbing the career ladder in the bureaucracy is hidden in the private sphere. Meanwhile, data from 34 government ministries in 2014-2020 shows that there are several ministries whose percentage of women in JPT is above the national average percentage (19.06%). The compelling fact is that there are several ministries that attain an adequate representation of women in JPT. In this context, CWI seeks to dig deeper into the experiences of women who have successfully occupied high leadership positions and what are identified as challenges and opportunities for the career advancement of female ASN. Furthermore, this research also aims to see the impacts of having women representation in JPT on the internal governance of government ministries.
Simplification of the Bureaucracy through the Merit System
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Bureaucratic disease is part of the problems experienced by the nation, a weak and unstable bureaucracy that has not found a good work pattern. The main purpose of the existence of the bureaucracy is basically to provide government administration services in the form of public services to the community. The main task of the bureaucracy is a requirement and must be fulfilled in terms of quality and quantity which must be in line with the principle of the merit system. The research method used is normative research. Using secondary data from literature, journals, and others related to the topic of the problem. The conclusion of the study is that the bureaucracy should be a tool to facilitate the implementation of government policies. The merit system is prepared to reduce bureaucracy in the management of the State Civil Apparatus (ASN), but it is still not effectively implemented. The merit system in structuring bureaucratic management must be implemented based on performance, and the professionalism of the resources for the apparatus. Appointments and dismissals are still characterized by the practice of closeness and connection, human resource management must be oriented to a simple and open system carried out in accordance with the principles of good governance so that reforms are directed at changes, improvements and arrangements as well as arrangements in a comprehensive and systematic manner.
The myth of meritocracy: academicism and methodological flaws in Brazilian public recruitment
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Is there meritocracy when 58% of administrative assistants and 87% of physicians employed in Brazilian federal higher education institutions (HEI) were selected through public exams based solely on theoretical multiple-choice tests? Is there meritocracy in selection processes that do not assess the candidates’ experience or apply discursive or practical exams? This article addresses a historically constructed assumption assimilated as a kind of myth in Brazil: the idea that the current model for filling government positions is meritocratic. The extreme objectivity of these public exams reduces the Brazilian tradition of nepotism but presents serious flaws. One is academicism, which overvalues educational titles and theoretical knowledge at the expense of essential skills for many government positions. Calls for civil service entrance exams to fill administrative and medical positions in federal HEI throughout Brazil were verified using the descriptive statistics method (via frequenc...
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Does the merit-based selection process help to reduce gender discrimination in public administrations? To answer this question, we conducted an in-depth case study in Mexico and built two original databases for analysis. First, we measure vertical and horizontal discrimination, and second, we examine merit-based competitions for access to upper management levels of the Mexican public administration to explore their role in reproducing gender discrimination. We find the existence of both vertical and horizontal segregation, and the analysis of meritbased competition results shows that women have difficulty winning competitions for the highest hierarchical levels and traditionally male sectors. Based on these findings, we explore the role of merit-based competitions in reproducing gender discrimination. Finally, we urge for the inclusion of a gender perspective in public service reforms in Latin America.