The implementation of the selection of candidates for the state civil apparatus is carried out simultaneously with the formation of central agencies and regional agencies over a certain period. This results in the number of applicants reaching millions of people for hundreds of thousands of formations. In 2021, 570 agencies opened job vacancies, and 3.7 million people sent application files (Annur, 2021). The selection exam is held over several days, and the exam locations are spread across almost all regions of Indonesia. This aims to facilitate examinees from various regions. In implementing the 2021 selection test, the government provided 450 test location points (National Civil Service Agency, 2021). Several things have implications for the current ASN candidate selection system:1. Civil servants involved or assigned to the selection team must temporarily leave their duties and work in the main unit, 2. 3. The participants questioned the standard weighting of the questions. There were around 20,000 questions available in the question bank, and each participant almost got a different question with the same weight. Different questions were perceived to have different levels of difficulty by participants, which then gave rise to jealousy and a sense of unfairness. 4. The passing grade is differentiated for general and special formations (cum laude, disability, diaspora, and sons and daughters of Papua. In 2018, the difficulty level of the basic competency selection questions was higher than the previous year, resulting in a limited number of participants passing the 2018 civil servant candidate selection. In addition, there was a disparity in graduation results between regions, so it had the potential not to fulfill the needs or information that had been determined. The government then stipulated Minister of State Administration and Bureaucratic Reform Regulation No. 61 of 2018 on the optimizing the fulfillment of civil servant needs and formation in selecting 2018 civil servant candidates. In the regulation, the government provides a solution by determining the requirements for participants who can proceed to the Field Competency Selection stage, namely: 1) participants who meet the threshold value specified in the regulation; and 2) Basic Competency Selection (Seleksi Kompetensi Dasar (SKD) participants who do not meet the threshold value but have the best ranking of the cumulative Basic Competency Selection by the rules in the Minister of State Administration and Bureaucratic Reform Regulation No. 61 of 2018. Learning from the 2018 selection process, the government adjusted the threshold value and composition of questions in each state civil apparatus selection period until 2021. The ASN candidate selection system using computer-assisted test (CAT) is an innovation that contributes to the transformation of the ASN selection system in Indonesia. The CAT system has succeeded in increasing public trust because implementing CAT-based ASN candidate selection can provide transparency and accountability. Additionally, the CAT system supports the implementation of the merit system in ASN management because the selected participants are participants who meet the minimum standards of competence, not because of entrustment or someone who has close ties with officials, and also not based on the background of participants such as race, ethnicity, religion, or disability conditions. It is necessary to continuously enhance how ASN candidates are selected. The implementation of selection is not only to get participants who meet the qualifications but also to pay attention to effectiveness and efficiency in terms of resources spent. Downsizing Bureaucracy The passing of Law No. 5 of 2014 on the State Civil Apparatus marked the beginning of the reform of the government bureaucracy in Indonesia. This law carries the principles of new public management. It begins to abandon the old principles carried by Law Number 43 of 1999 concerning amendments to Law Number 8 of 1974 concerning civil service principles (Bramantyo & Mardjoeki, 2020). Administrative positions, functional positions (expertise and skills), and high leadership positions have replaced the structural and functional positions for civil servants under Law No.5 of 2014. However, there are government employees with work agreements (Pegawai Pemerintah dengan Perjanjian Kerja/PPPK) who are different with 69which indirectly affects their performance;facilities with specific standards are required, such as stable electricity and internet networks, a large number of personal computers with certain specifications, and security and confidentiality guarantees that require high commitment from many parties. Problems such as power outages, unstable internet networks, leaks, and hacking still occur even though they have been anticipated.
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