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"Penelitian ini bertujuan untuk menganalisis aspek keadilan sistem penggajian Pegawai Negeri Sipil (PNS) di lingkungan Badan Kepegawaian Negara (BKN), serta memformulasi sistem penggajian yang memenuhi prinsip keadilan sesuai dengan perspektif manajemen Aparatur Sipil Negara (ASN) saat ini. Penelitian menggunakan pendekatan post-positivis dan jenis penelitian deskriptif. Hasil penelitian menunjukkan bahwa kandungan nilai keadilan dalam tujuan/sasaran sistem penggajian PNS dalam Undang-Undang ASN masih terbatas pada upaya pemenuhan keadilan internal dan keadilan eksternal, sementara kandungan nilai keadilan individual menjadi tidak koheren karena adanya pemisahan antara Gaji dengan pemberian Tunjangan Kinerja pegawai. Kandungan nilai keadilan dari sisi penerapan sistem penggajian PNS belum mampu terpenuhi hingga saat ini, hal tersebut dapat dilihat dari beberapa aspek yaitu: a) alignment, basis golongan dan masa kerja saat ini yang dinilai sudah tidak relevan karena tidak mencerminkan nilai relatif suatu jabatan, b) competitiveness, besaran gaji kurang kompetitif dibandingkan dengan market rate, c) contributions, kurangnya penghargaan terhadap kinerja dan kompetensi pegawai, d) management, kurangnya transparansi khususnya terkait data dan informasi kemampuan keuangan Negara untuk alokasi gaji. Penelitian ini menghasilkan formulasi penggajian PNS dengan menggunakan pendekatan gaji berbasis jabatan (job-based pay), dengan parameter meliputi jumlah grade, rentang nilai, rentang gaji, dan garis kebijakan penggajian.

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The objectives of analysis in this paper are: analyzing the aspect of equity in civil service pay system in National Civil Service Agency (BKN), and formulating civil service pay system in BKN in accordance with the State Civil Apparatus (ASN) Management Perspective. This study uses a post-positivist approach and descriptive study. The results showed that the equity content in the objective of the salary system of civil service as stipulated in the Law on ASN is still limited to the efforts of internal and external equity, while the values of individuals equity is incoherent because formulation of the Act clearly separates between civil service?s salaries and performance allowances. On the other hand the equity content of the pay system implementation is also not able to be fulfilled until now, it can be seen from several aspects which includes: a) alignment, salary structure of civil service based on clusters and length of service is considered to be irrelevant, because it does not reflect the relative value of a position, b) competitiveness, amount of salary of civil servants are less competitive than the market rate, c) contributions, lack of appreciation of the performance and competence, d) management, lack of transparency, especially related to data and information of the financial capacity of the State to the allocation of salary. This research resulted the formulation of a civil service pay system using the approach of job-based pay which used the number of grade, the points range, the pay range, and the pay policy line parameters."

"Analisis Penerapan Standar Kinerja Aparatur Sipil Negara di Badan Kepegawaian Negara Aparatur Sipil Negara ASN dituntut untuk dapat berkinerja dengan baik agar dapat mewujudkan tujuan organisasi. Badan Kepegawaian Negara BKN selaku instansi pembina manajemen kepegawaian diharapkan dapat menjadi barometer dalam manajemen kepegawaian. Saat ini penilaian kinerja ASN telah menggunakan Penilaian Prestasi Kerja sesuai PP 46 Tahun 2011. Namun penilaian kinerja akan efektif bila terdapat tolak ukur yang jelas yaitu adanya standar kinerja. Sebagaimana Armstrong mengambarkan bahwa sebelum dilakukan penilaian kinerja perlu dibuat standar kinerja oleh sebab itulah penelitian ini bertujuan untuk meneliti penerapan standar kinerja di BKN dan faktor kendala penerapannya. Pendekatan penelitian ini adalah postpositivis karena mengacu pada teori manajemen kinerja Armstrong guna mencari faktor kendala penerapan standar kinerja role definision performance and development agreement. Metode pengumpulan data dilakukan secara kualitatif dan teknik triangulasi diterapkan guna memvalidasi data yang terkumpul. Hasil penelitian menunjukan bahwa saat ini BKN belum memiliki standar kinerja baik standar teknis kegiatan maupun standar perilaku. Faktor kendala penerapan dari aspek role definition adalah analisis jabatan yang ada di BKN belum akurat terutama pada proses analisis dan validasi data. Selanjutnya Performance and development agreement di BKN belum berjalan dengan baik. Pembuatan kontrak kinerja masih lemah pada aspek monitoring, pemahaman pegawai tentang SKP serta komitmen pegawai dan pimpinan. Sementara pengembangan pegawai tidak berbasis kinerja pegawai, belum dapat ditemukannya GAP kompetensi membuat pengembangan hanya sebatas menjawab tuntutan saat ini belum pada merencanakan pengambangan pegawai untuk masa yang akan datang.

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Analysis of Application Performance Standards in the National Civil Service Agency Civil ServantApparatus ASN is required to objectives perform well in order to realize an organization. National Civil Service Agency NCSA as an agency personnel management coach expected to be a barometer in personnel management. Currently ASN performance assessment have used Job Performance Assessment in PP 46 of 2011. However, the performance assessment will be effective if there is a clear benchmark, which is the performance standard. Armstrong portrayed that prior to performance assessment,a performance standard needs to be undertaken. Therefore, this study aims at examining performance application standards in NCSA and its implementation constraint factors.

This research approach is a postpositivis because it refers to the theory of Armstrong performance management by limiting factor for the adoption of performance standards role definition performance and development agreement . Data collectingmethods used are qualitatively and triangulation techniques applied in order to validate the collected data.

The resuls shows that current NCSA has not had a performancestandard either technical standard activities or behavior standard. Constraint factors of the definition aspect implementations is the job analysis in NCSA is not accurate, especially in analysis process and data validation. Furthermore, Performance and development agreement in BKN has not gone well. performance contract manufacturing is still weak on monitoringaspects, employee understanding on SKP and employees and managers commitments. Employee development not has been based on employee performance, a competency GAP that can not be found make a development occurs just to answer the current demand and can not plan future employee enhancement limited to answering the demands of the development is not currently on the planned floating of employees for the foreseeable future."

"Tesis ini membahas tentang Proses Penilaian Kinerja Pegawai Negeri Sipil di Biro Kepegawaian Badan Kepegawaian Negara yang dilaksanakan pada tahun 2015. Penelitian ini menggunakan pendekatan postpositivist dengan metode kualitatif. Hasil penelitian ini menunjukkan bahwa proses penilaian kinerja yang dijalankan pada Biro Kepegawaian Badan Kepegawaian Negara terdiri dari 4 empat tahapan yaitu perencanaan, pelaksanaan, penilaian dan peninjauan kembali. Pemanfaatan hasil penilaian kinerja sudah digunakan sebagai salah satu persyaratan administratif dalam proses kenaikan pangkat, pemberian penghargaan dan seleksi promosi jabatan. Permasalahan yang ditemukan dalam penelitian ini adalah belum adanya standar kinerja yang jelas sebagai pedoman dalam mengukur kinerja pegawai. Pejabat penilai belum melakukan pencatatan terhadap hasil pengamatan perilaku kerja pegawai dan tidak seluruh pegawai mengumpulkan laporan hasil kerja sehingga hasil penilaian masih terlihat subyektif karena kurangnya bukti-bukti pendukung. Hasil penilaian kinerja belum dimanfaatkan sebagai dasar pembayaran tunjangan kinerja dan pengembangan kompetensi pegawai.

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This thesis discusses the process of Performance Assessment of Civil Servants in the Civil Service Bureau of National Civil Service Agency conducted in 2015. This study used a postpositivist approach and qualitative method. The results showed that the performance appraisal process that runs on the Civil Service Bureau of the State Personnel Board consists of four 4 phases planning, implementing, assessing and reviewing. Utilization of performance appraisal results has been used as one of the administrative requirements in the process of promotion, awards, and selection for job promotion.

Problems were found in this study is there is no clear performance standards as a guide in measuring employee performance. Assessor officials have not done recording the observations of the behavior of employee and not all employees gather reports on the work result, so that it still looks a subjective assessment results due to lack of supporting evidence. The results of performance appraisal has not been used as the basis for the payment of benefits employee performance and competencies development."

"Sumber Daya manusia adalah aspek yang sangat penting dalam sebuah organisasi, khususnya organisasi pemerintah. Dalam hal ini kompetensi menjadi hal yang sangat penting bagi aparatur negara atau Pegawai Negeri Sipil. Kompetensi yang mencakup pengetahuan, kemampuan dan perilaku bagi Pegawai Negeri Sipil harus tinggi agar dapat menghasilkan sebuah kinerja yang baik, namun yang terjadi saat ini adalah rendahnya kompetemsi dan kinerja Pegawai Negeri Sipil. Skripsi ini mencari tahu bagaimana hubungan antara kompetensi yang dilihat dari karakteristik kompetensi dan kinerja Pegawai Negeri Sipil. Penelitian yang dilakukan adalah penelitian kuantitatif dengan menggunakan teknik survei dengan menyebarkan kuesioner kepada pegawai Pada Kantor Regional V BN Jakarta. Hasil yang di dapat menunjukkan adanya hubungan yang sangat kuat antara kompetensi dan kinerja Pegawai Negeri Sipil di mana nilai koefisien korelasinya sangat kuat.

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Human resource are the important aspecs in organization, especially government organization. In this parts, competences are the most valuable things for civil servant. The parts of competences include knowledges, skills and attitude. The civil servant must have the high competence to build good performance. But, the problems now are the performance and competence of civil servant in the low level.

This undergraduate thesis is written to search the relations about competence which seem on. Competence characteristic and performance of civil servant. The research of this problems are include quantitatif research which used the survei technics. This technics are use the questioner from which offered to all employees In National Civil Service Agency Regional Office V Jakarta. The produce of this survei technics shows. The big relations about competence and performance of civil servant which the value of the coeficien corelations is in the high level."

"Badan Kepegawaian Negara (BKN) sebagai pembina dan penyelenggara  manajemen kepegawaian memiliki tugas dan fungsi diantaranya mengelola mutasi kepegawaian Pegawai Negeri Sipil (PNS).  Berdasarkan Rencana Strategis BKN 2015 – 2019 salah satu tugas BKN yang adalah “Mengelola dan mengembangkan sistem informasi kepegawaian Pegawai Negeri Sipil”. Untuk mendukung pelaksanaan manajemen kepegawaian nasional dan peningkatan pelayanan kepegawaian terhadap PNS dibutuhkan database PNS yang akurat dan terkini.  Ketika  melaksanakan tugas dan fungsi ini, BKN sering mendapatkan masalah perbedaan data yang disebabkan kesalahan sistem, kesalahan operator sistem atau karena lainnya.  Dalam karya akhir ini penulis melakukan pengukuran kualitas data kepegawaian memakai dimensi kualitas data sesuai dengan Loshin’s Data Quality Maturity Model agar bisa menjadi dasar data yang dipakai oleh produk sistem informasi yang dihasilkan oleh BKN. Aktivitas yang dilakukan untuk mencari tingkatan kualitas data, keadaaan menajemen kualitas data, harapan manajemen kualitas data, dan juga rekomendasi perbaikan kualitas data melalui tiga proses pengumpulan data yaitu wawancara terbuka, observasi langsung, dan analisis dokumen. Penelitian karya akhir ini bertujuan untuk memberikan rekomendasi strategi dalam memperbaiki manajemen kualitas data kepegawaian dengan berfokus pada dua tabel utama yaitu Tabel ORANG dan Tabel PNS. Rekomendasi yang di dapat melalui pemetaan model oleh Patel dan Ramchandran (2009) yaitu Agile Maturity Model (AMM), menghasilkan 48 rekomendasi yang terdiri dari 10 rekomendasi perbaikan permasalahan data PNS yang telah ada, antara lain penambahan otomatisasi validasi, pemeriksaan dan perbaikan kembali data yang sudah ada di database BKN, serta penambahan fitur pemberitahuan kepada pengelola data jika ada terindikasi sumber masalah. Selain itu ada 38 rekomendasi untuk perbaikan peningkatan  manajemen kualitas data. Rekomendasi tersebut dibagi berdasarkan delapan komponen penilaian. Komponen harapan kualitas data mempunyai rekomendasi di identifikasi dan dokumentasi  harapan kualitas data, syarat kualitas data yang baik, profil dan analisis harapan kualitas data, mengembakan metode penilai dampak bisnis, pemantauan dan validasi proses, dan penetapan serta evaluasi layanan kualitas data.

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One of The National Civil Service Agency (BKN) duty as a national staffing management agency is managing the rotation of Civil Servants (PNS). Based on the 2015-2019 BKN Strategic Plan, one of the tasks of the BKN is "Managing and developing the Civil Service staffing information system (ASN)". To support the implementation of national staffing management and improvement of staffing services for civil servants, an accurate and up-to-date civil service database is needed. Nevertheless, BKN often encounters problems with data differences due to system errors, system operator errors or other reasons. In this thesis, the author measured the quality of staffing data by using data quality dimensions based on Loshin’s Data Quality Maturity Model, aiming for high quality data to be used in BKN’s information systems. In order to gain data quality levels, data quality management conditions, data quality management expectations, and recommendations for improving data quality, the author held open interviews, direct observation, and document analysis. This research aims to provide a strategy recommendation in improving the quality of staffing data management by focusing on two main tables which are PEOPLE and PNS tables. The recommendations obtained through the mapping model by Patel and Ramchandran (Agile Maturity Model), resulted in 48 recommendations consisting of 10 recommendations for repairing existing PNS data problems, including adding validation automation, rechecking and revising existing data in the BKN database, also adding a notification feature to the data manager when indicating a problem. Aside from that, there are also 38 recommendations for improving the data quality management. The recommendations are divided based on eight assessment components. The data quality expectation component has recommendations in identifying and documenting data quality expectations, good data quality requirements, profiling and analyzing data quality expectations, developing business impact assessment methods, monitoring and validating processes, and establishing and evaluating data quality services."

"Penelitian ini membahas tentang kapasitas kebijakan Komisi Aparatur Sipil Negara (KASN) dalam melaksanakan pengawasan sistem merit manajemen Aparatur Sipil Negara (ASN). Tujuan dari penelitian ini adalah untuk menggambarkan kapasitas kebijakan KASN dalam mengawasi pelaksanaan sistem merit manajemen ASN. Penelitian ini menggunakan teori tiga dimensi kapasitas kebijakan dari teori kapasitas kebijakan menurut Xun Wu, Michael Howlett dan M. Ramesh (2015) yaitu dimensi kapasitas analitis, dimensi kapasitas operasional, dan dimensi kapasitas politik. Penelitian ini menggunakan teknik pengumpulan data secara kualitatif dengan data yang diperoleh dari wawancara mendalam dan studi kepustakaan. Peneliti melakukan wawancara mendalam kepada pihak-pihak yang terlibat dalam pelaksanaan pengawasan sistem merit pada manajemen ASN yang merupakan pegawai KASN dan Badan Kepegawaian Negara (BKN). Hasil penelitian menunjukkan bahwa secara umum kapasitas kebijakan level organisasi KASN dalam pengawasan sistem merit sudah baik, yang ditunjukkan oleh terpenuhinya indikator pada dimensi analitis dan politik. Sementara indikator komitmen organisasi untuk mencapai tujuan dan indikator koordinasi proses internal pada dimensi operasional. Namun, dalam indikator ketersediaan sumber daya fiskal dan personel pada dimensi kapasitas operasional KASN masih cenderung lemah karena kurangnya ketersediaan anggaran dana dan SDM di KASN.

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This study discusses the position of the State Civil Apparatus Commission in implementing the merit management supervisory system of the State Civil Apparatus. This study aims to describe the policy position of the State Civil Apparatus Commission in supervising the implementation of the State Civil Apparatus merit management system. This study uses a three-dimensional theory of policy capacity from the theory of policy capacity according to Xun Wu, Michael Howlett, and M. Ramesh (2015), namely the analytical capacity, operational capacity dimensions, and political capacity dimensions. This study uses qualitative data collection techniques with data obtained from in-depth interviews and literature studies. The researcher conducted in-depth interviews with the parties involved in implementing an appropriate supervisory system for managing the State Civil Apparatus, who are employees of the State Civil Apparatus Commission and the State Civil Service Agency. The fulfillment of indicators on the analytical and political dimensions of the merit system demonstrated that, in general, the organizational capacity at the policy level of the State Civil Apparatus Commission to supervise it was good. Meanwhile, indicators of organizational commitment to achieving goals and internal process coordination are on the operational dimension. However, the indicators for the availability of fiscal and personnel resources on the dimensions of the operational capacity of the State Civil Apparatus Commission still need to be more substantial due to the lack of availability of budgetary funds and human resources in the State Civil Apparatus Commission."

"Penelitian ini menggunakan paradigma post-positivis. Data dikumpulkan melalui wawancara mendalam dan dokumentasi. Informan dalam penelitian ini adalah Pegawai Negeri Sipil di Kementerian Lingkungan Hidup dan Kehutanan.Hasil dari penelitian ini menunjukkan bahwa penerapan sistem tunjangan kinerja di Kementerian Lingkungan Hidup dan Kehutanan belum efektif dalam mendukung peningkatan kinerja pegawai. Hal ini disebabkan oleh: 1 tidak tersedianya reward bagi pegawai yang berhasil mencapai target kinerjanya sehingga pemberian tunjangan kinerja sampai dengan saat ini belum mampu meningkatkan motivasi pegawai untuk berprestasi, 2 belum efektifnya penerapan SKP dan PKP dalam memotret kinerja pegawai yang sesungguhnya, 3 belum diterapkannya prinsip merit pay, dan 4 tidak adanya kajian tentang evaluasi penerapan sistem tunjangan kinerja yang sudah berjalan sampai dengan saat ini sehingga upaya-upaya yang sudah dilakukan untuk merevisi belum mampu memperbaiki sistem yang ada secara komprehensif. Selanjutnya, terdapat beberapa faktor yang mempengaruhi penerapan sistem tunjangan kinerja di Kementerian Lingkungan Hidup dan Kehutanan yang meliputi: komitmen pegawai, evaluasi jabatan, komitmen pemimpin, evaluasi kinerja, dan sistem pendanaan.

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This study uses a post positivist paradigm. Data collected through in depth interview and documentation. Informants in this study is civil service at the Ministry of Environmental and Forestry.The results of this study showed that the application of performance pay system in the Ministry of Environmental and Forestry has not been effective in supporting the improvement of employee performance. It caused of 1 lack of reward for employee who successfully achieve performance targets so that the provision of performance pay up to now has not been able to increase the motivation for achievement, 2 lack of effectiveness in the application of SKP and PKP capturing employee performance indeed 3 not applying the principle of merit pay, and 4 absence study on the evaluation of the application of the performance pay system has been running up to this time so that efforts have been made to revise not been able to improve the existing system in a comprehensive manner. Furthermore, there are several factors that affect the application of the performance pay system in the Ministry of Environmental and Forestry which include employee commitment, job evaluation, leadership commitment, performance evaluation, and the budget system."

"Penelitian ini membahas tentang proses penempatan dan proses ideal dalam penempatan pejabat fungsional analis kepegawaian pada Kantor Pusat Badan Kepegawaian Negara. Penelitian ini merupakan penelitian kualitatif, dengan desain deskriptif, menggunakan teknik wawancara mendalam dan studi kepustakaan. Hasil penelitian ini menjelaskan bahwa mekanisme penempatan analis kepegawaian belum memiliki standar operasional dan prosedur penempatan pegawai yang baku, belum didasarkan pada analisis kebutuhan dan penghitungan formasi yang tepat. Penempatan analis kepegawaian juga belum didasarkan pada uji kompetensi yang handal dan belum tersertifikasi dari awal pengangkatan, serta belum berpedoman pada analisis kompetensi baik dari sisi karakteristik pekerjaan, maupun atribut-atribut yang dimiliki analis kepegawaian. Keputusan penempatan analis kepegawaian belum sepenuhnya didasarkan pada pengembangan karier dan kondisi-kondisi obyektif, dan komitmen yang tinggi dari pimpinan. Hasil penelitian ini juga menyarankan bahwa pola penempatan analis kepegawaian didasarkan pada mekanisme yang jelas, pemenuhan persyaratan sesuai tuntutan pekerjaan, dan pengambilan keputusan penempatan yang obyektif serta berkomitmen pada pengembangan karier pegawai.

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This research discusses about placement process and ideal process in Civil Service Analyst placement in National Civil Service Agency Headquarter. This is a qualitative research, by means of descriptive design, which using a deep interview technique and literature study as well. Result of this research elaborates that Civil Service Analyst placement mechanism has not had a standard SOP (Standard Operating and Procedure) and has not been based on a need analysis and prompt formation calculation. Civil Service Analyst placement has not been based on competency test. It has not been certified since early appointment and has not been based on competency analysis either from job characteristic or Civil Service Analyst?s attributes. The Civil Service Analyst placement has not been fully based on carrier development, objective conditions and high leader commitment. The result of this research also suggests that Civil Service Analyst placement pattern must be based on a clear mechanism, requisite fulfillment according to job demand, objective placement decision making and commits to employee carrier development."

"Pelanggaran netralitas Pegawai Negeri Sipil (PNS) pada Pemilu tahun 2019 tercatat sebanyak 990 kasus dengan mayoritas kasus tidak memisahkan pribadi dan jabatan PNS. Penelitian ini bertujuan untuk mendeskripsikan dan menganalisis pelanggaran netralitas ASN berdasarkan peraturan perundang-undangan. Metode penelitian yang digunakan dalam penelitian ini adalah metode penelitian hukum yuridis normatif dengan bahan kepustakaan berupa data sekunder dengan studi dokumen. Tipologi dari penelitian ini berdasarkan sifatnya adalah deskriptif analisis. Metode analisis terhadap data menggunakan metode analisis kualitatif. Undang-Undang No. 7 Tahun 2017 tentang Pemilu dan Peraturan Pemerintah No. 53 Tahun 2010 tentang Disiplin PNS mengatur netralitas lebih luas hingga tidak memisahkan pribadi dan jabatan PNS dibandingkan dengan Undang-Undang No. 5 Tahun 2014 tentang Aparatur Sipil Negara. Pengaturan tersebut dibuktikan dengan kasus PNS Kota Malang dan PNS Kabupaten Cianjur. Pengaturan berdasarkan peraturan perundang-undangan dan penegakan oleh institusi terkait netralitas PNS terlihat mencampuradukkan pribadi PNS dengan jabatannya sebagai birokrat. Pengaturan netralitas terkait Pegawai Negeri Sipil (PNS) terdapat pada Undang-Undang No. 5 Tahun 2014, Undang-Undang No. 30 Tahun 2014, dan Undang-Undang No. 7 Tahun 2017. Penerapan sanksi pelanggaran netralitas ASN diterapkan berdasarkan kasus PNS Kota Malang dan PNS Kabupaten Cianjur. Instansi penegak netralitas, seperti BKN, Bawaslu, dan KASN memiliki perannya masing-masing.

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Violation of the neutrality of Civil Servants (PNS) in the 2019 Election was recorded as many as 990 cases with the majority of cases not separating the personal and civil servant positions. This study aims to describe and analyze violations of ASN neutrality based on statutory regulations. The research method used in this study is a normative legal research method with literature material in the form of secondary data with document studies. The typology of this research by its nature is descriptive analysis. The method of analysis of data uses qualitative analysis methods. Law No. 7 of 2017 concerning Elections and Government Regulation No. 53 of 2010 concerning the Discipline of Civil Servants regulates broader neutrality so that they do not separate civil servants and positions compared to Law No. 5 of 2014 concerning State Civil Apparatus. This arrangement is proven by the case of Malang City Civil Servants and Cianjur Regency Civil Servants. Arrangements based on laws and regulations by institutions related to the neutrality of civil servants seem to confuse civil servants with their positions as bureaucrats. The neutrality arrangement related to Civil Servants (PNS) is contained in Law No. 5 of 2014, Law No. 30 of 2014, and Law No. 7 of 2017. The application of ASN neutrality violation sanctions is applied based on the case of Malang City Civil Servants and Cianjur Regency Civil Servants. The neutrality enforcement agencies, such as BKN, Bawaslu, and KASN have their respective roles."

"[ABSTRAKTesis ini akan menguraikan mengenai eksistensi dan kedudukan BadanKepegawaian Negara dalam pembinaan manajemen kepegawaian negara, sertakedudukan Peraturan Kepala Badan Kepegawaian Negara dalam sistem perundangundangandi Indonesia. Penelitian ini merupakan jenis penelitian hukum normatif,dengan menggunakan teknik penelitian kepustakaan (library research) danpenelitian lapangan (field research). Hasil penelitian menunjukkan bahwa BadanKepegawaian Negara memiliki kedudukan yang jelas, penting, dan strategis dalampembinaan manajemen kepegawaian negara. Badan Kepegawaian Negara memilikifungsi pengaturan dalam bentuk Peraturan Kepala Badan Kepegawaian Negarayang memuat norma, standar, prosedur, dan kriteria di bidang kepegawaian.Peraturan Kepala Badan Kepegawaian Negara memenuhi kualifikasi sebagaisebuah peraturan perundang-undangan dan memiliki kedudukan yang jelas,sehingga terhadap pelanggaran atas norma, standar, prosedur, dan kriteria yangdiatur dalam Peraturan Kepala Badan Kepegawaian Negara dapat dijatuhi sanksiadministrasi.

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ABSTRACTThis thesis will describe the existence and status of National Civil Service Agencyin the development of the civil service management, as well as the status of theRegulation of the Head of National Civil Service Agency in the Indonesia legalsystem. This research is a normative legal research, by using library research andfield research. The results showed that the National Civil Service Agency has aclear position, important, and strategic in fostering civil service management. TheNational Civil Service Agency has a regulatory function in the form of theRegulation of the Head of National Civil Service Agency, which contains thenorms, standards, procedures, and criteria in the field of civil service. TheRegulation of the Head of National Civil Service Agency qualifies as a legislationand have a clear position, so that the infringement of norms, standards, procedures,and criteria that determined in the Regulation of the Head of National Civil ServiceAgency may be imposed to administrative sanctions.;This thesis will describe the existence and status of National Civil Service Agencyin the development of the civil service management, as well as the status of theRegulation of the Head of National Civil Service Agency in the Indonesia legalsystem. This research is a normative legal research, by using library research andfield research. The results showed that the National Civil Service Agency has aclear position, important, and strategic in fostering civil service management. TheNational Civil Service Agency has a regulatory function in the form of theRegulation of the Head of National Civil Service Agency, which contains thenorms, standards, procedures, and criteria in the field of civil service. TheRegulation of the Head of National Civil Service Agency qualifies as a legislationand have a clear position, so that the infringement of norms, standards, procedures,and criteria that determined in the Regulation of the Head of National Civil ServiceAgency may be imposed to administrative sanctions., This thesis will describe the existence and status of National Civil Service Agencyin the development of the civil service management, as well as the status of theRegulation of the Head of National Civil Service Agency in the Indonesia legalsystem. This research is a normative legal research, by using library research andfield research. The results showed that the National Civil Service Agency has aclear position, important, and strategic in fostering civil service management. TheNational Civil Service Agency has a regulatory function in the form of theRegulation of the Head of National Civil Service Agency, which contains thenorms, standards, procedures, and criteria in the field of civil service. TheRegulation of the Head of National Civil Service Agency qualifies as a legislationand have a clear position, so that the infringement of norms, standards, procedures,and criteria that determined in the Regulation of the Head of National Civil ServiceAgency may be imposed to administrative sanctions.]"