be based on the perceived excess number of civil servants nationwide. Moratoriums can be selectively applied to positions that may no longer be needed in the future. Additionally, moratoriums can be alternately enforced in areas where the number of civil servants is deemed sufficient both in terms of quantity and field of expertise. This way, applicants can fill vacancies in areas that require state civil with diverse fields of expertise. To ensure commitment, state civil apparatus filling positions in remote areas are requested to provide a statement confirming their willingness to stay for a specified period. This step is expected to further balance the distribution of state civil apparatus across the country. In the context of the recruitment system, the State Personnel Agency, responsible for the development and organization of the selection of state civil apparatus candidates using computer-assisted tests (CAT), has undertaken improvements to enhance the recruitment system. One effective measure to minimize the existing deficiencies in the selection process is the implementation of an independent selection system. This self-selection system can be adopted by incorporating the TOEFL implementation system.As the agency responsible for developing CAT, the National Civil Service Agency (Badan Kepegawaian negara/BKN) can issue licenses to institutions or agencies that meet specific requirements, enabling them to conduct CAT examinations. Subsequently, candidates can register and take the CAT exams at these licensed institutions, following the designated test schedules for each institution. Participants who have successfully completed the CAT exams receive a CAT score certificate, which they can use when applying to various government agencies with job openings. It is expected that CAT organizing institutions can spread throughout Indonesia and be closer to participants’ locations. Government agencies that have job vacancies will typically establish minimum CAT score requirements, and candidates’ eligibility for employment will be determined based on their CAT scores, with priority given to those with the highest scores. Each agency that opens a vacancy must utilize BKN’s State Civil Apparatus Candidate Selection System portal to achieve an equitable distribution of vacancy information. Participants wishing to register must use the portal and can only register for one vacancy during a single registration period. Therefore, if multiple agencies have vacancies in the same period, participants can only register with one agency. Participants can only register with other agencies after they have been declared unsuccessful in the selection process at the agency they initially applied to, preventing vacancies from remaining unfilled. This system is expected to minimize cheating because participants can choose the test schedule and prepare themselves before taking it. The conditions and situation of the test implementation with fewer participants also have a psychological effect on participants, making them feel calmer when facing the test. Additionally, technical problems in the field, such as power failures, inadequate internet networks, and uncomfortable test locations, can be minimized by establishing BKN’s requirements for granting CAT licenses to institutions that wish to become official CAT organizers. Civil servant can concentrate more on performing their tasks and functions in accordance with their roles by reducing the involvement of them in CAT implementation.A more extensive question bank is required to maintain result quality. BKN also serves as the sole agency authorized to issue CAT score certificates to prevent the falsification of score certificates. Participants can check their real-time scores, but the official certificate will only be available to participants a few days after the test. The last issue to discuss is bureaucratic downsizing. The equalization of positions, which is one form of bureaucratic downsizing, causes a mismatch in educational qualifications and competencies. For this reason, the functional position fostering agency needs to play a big role in overcoming the problem of inappropriate education and competence by actively fostering functional officials from equalizing positions. Functional position coaching can be in the form of education and training, and functional officials can be structured through competency testing and certification (Deputy for Mutation of the National Civil Service Agency, Aris Windiyanto, in his interview with Simpul Perencana magazine, April 2022). Functional position fostering agencies also need to prepare instruments related to the requirements and competencies of functional positions. In contrast, the agencies where civil servants are located must improve the competence of employees by the field of duties, needs, and job requirements so that employee placement is not arbitrary (Murni, 2022). 75
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