Reform 2010-2025). The implementation of bureaucratic reform appeared to run smoothly after 2014. The government enacted Law Number 5 of 2014 on the State Civil Apparatus (Aparatur Sipil Negara/ASN) to support the implementation of bureaucratic reform. This law explains that State Civil Apparatus (ASN) is divided into civil servants (Pegawai Negeri Sipil/PNS) and government employees with work agreements (Pegawai Pemerintah dengan Perjanjian Kerja/PPPK). The difference is that civil servants are appointed permanently to occupy government positions. In contrast, to perform government tasks, PPPKs are appointed based on work agreements for a specific time period. In this legislation, the functions and duties of ASN are more emphasized. In addition, the term echelon, which previously explained the structural level of employment, has been abolished. Three types of positions are regulated in the ASN Law: high leadership, administrative, and functional. This law also encompasses changes in the civil service system, including employee planning and procurement, career development, and the determination of the retirement age limit. These modifications are supported by a merit-based system that gives the following values top priority: professionalism, competence, qualifications, performance, transparency, objectivity, and independence from political intervention and corruption (Korupsi, Kolusi, Nepotisme/KKN). The main goal of the ASN Law is to realize a bureaucracy that is professional, competent, has integrity, and provides the best service to the people (Ministry of Defense, 2014). In order to ensure the effective operation of both civil servants and PPPK, the national government has enacted a series of government regulations. The regulations play a pivotal role in governing the management of civil servants and PPPK (government employees with work agreements). Specifically, civil servant management is addressed in Government Regulation No. 17 of 2020, which amends Government Regulation No. 11 of 2017. Conversely, PPPK management is governed by Government Regulation No. 49 of 2018, which deals with the management of government employees with work agreements. These regulations highlight several key distinctions between civil servant and PPPK management. These distinctions encompass various aspects, such as rank and position, career development, career progression, promotions, transfers, and pension and old-age insurance. Notably, civil servants, once they transition from candidates to permanent civil servants, follow a structured career path characterized by evolving ranks and classes. This allows them to occupy both structural and functional positions simultaneously. On the other hand, PPPK typically occupy functional positions and lack a defined career path due to their status as employees with predetermined service periods. Consequently, PPPK are ineligible for pensions and old-age pensions, in contrast to civil servants (BKD Central Sulawesi Province, 2022). The division between civil servants and PPPK is only a small part of bureaucratic reform. The following section discusses the dimensions and strategies of bureaucratic reform in more detail.64Managing State Apparatus under Bureaucratic Reform Discussion in the previous section shows that the history of ASN structuring reveals an increasingly complex management arrangement. This section specifically reviews the direction of ASN management in Indonesia over the past decade, particularly under bureaucratic reform. According to the Grand Design of Bureaucratic Reform, the primary objective of bureaucratic reform is to build a professional government bureaucracy characterized by adaptability, unwavering integrity, exceptional performance, immunity from corruption, collusion, and nepotism, effective public service, neutrality, dedication, prosperity, and a commitment to upholding the code of ethics and core values of the state apparatus. All aspects of government management are covered by the areas of change that serve as the goals of bureaucratic reform, as shown in Table 1.
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