THE POSITION FILLING OF PRATAMA HIGH LEADERSHIP IN PERSPECTIVE OF ACT NO. 5 OF 2014

Authors

  • Dian Pertiwi Institut Agama Islam Negeri Batusangkar, Jalan Sudirman no. 137. Kubu Rajo, Lima Kaum Batusangkar, Tanah Datar Sumatera Barat, Indonesia
  • Eltri Erpita
  • Farida Arianti

Keywords:

High Leadership Position, Position Appointment

Abstract

The birth of Law Number 5 of 2014 concerning ASN as a substitute for Law Number 43 of 1999 concerning Amendment to Law Number 1 Year 1974 concerning the Principles of Staffing is the answer to the new bureaucratic paradigm and solving the ASN problem. The ASN Law also mandates the appointment of a high-ranking merit-based ASN Position supervised by an independent institution (KASN State Civil Apparatus Commission), so that it is free from Corruption, Collusion and Nepotism (KKN) and ASN management starting from formation, selection / recruitment, placement, development, appointment / promotion and transfer, payroll system, up to dismissal of ASN employees. This is important because one of the objectives of bureaucratic reform is to realize the professionalism of ASN employees by improving quality and competence. Seeing the management of ASN in the regions regarding the system of filling positions and promotion or commonly referred to as "position auction", KASN said that it still found the practice of buying and selling positions in the auction system in several regions. Although it has encouraged the holding of an open selection throughout the agencies to fill high-level office leaders. The problem of research is how is the model for the appointment of the High Leadership Position of the State Civil Apparatus? The aim of this research is to analyze the model of appointment of the High Leadership Position of the State Civil Apparatus. This research use desciptive qualitative approach. The research data was explored by the literature study technique. Research location in Tanah Datar District BKSDM. Data analysis through stages of data reduction, data presentation, and conclusion drawing. The results showed that the appointment system of the JPT ASN was carried out with a merit system through open selection ranging from administrative selection, competency selection, interview tests, track record tracking, and health and psychology tests which resulted in 3 (three) qualifications to be determined by 1 (one) JPT Staffing Officer.

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Published

2020-05-18

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Vol. 1 No. 2 (2020): PROCEEDING: Internasional Conference on Humanity, Law and Sharia (ICHLaSh). ISBN: 978-602-329-076-5

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