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Abstrak :
Tulisan ini menganalisis bagaimana pelindungan yang diberikan bagi Pegawai Negeri Sipil (PNS) yang melaksanakan kewajiban melaporkan pelanggaran atau tindak pidana korupsi Komisi Pemberantasan Korupsi (KPK). Dengan menggunakan metode penelitian doktrinal serta pendekatan perbandingan ketentuan jaminan pelindungan whistleblower berstatus pegawai negeri di negara lain yaitu Korea Selatan, Ghana, Malaysia dan Amerika Serikat dengan mengambil best practices bentuk pelindungan yang disediakan oleh negara tersebut. PNS yang melaksanakan kewajiban melaporkan pelanggaran atau tindak pidana korupsi telah diatur ketentuan pelindungan kerahasiaan identitas dan materi laporan, pelindungan hukum, pelindungan fisik, penghargaan, akan tetapi PNS yang mengalami tindakan pembalasan terhadap pekerjaannya dikarenakan mengungkap tindak pidana korupsi tidak terdapat ketentuan pelindungannya. Dalam praktiknya PNS yang melaporkan tindak pidana korupsi ke KPK memang dilindungi kerahasiaan identitas dan materi laporan, hukum, fisik dan diberikan penghargaan. Namun PNS yang mengalami tindakan pembalasan terhadap pekerjaannya harus berupaya sendiri untuk memulihkan pekerjaannya melalui mekanisme upaya administratif kepegawaian dikarenakan tidak terdapat ketentuan pelindungan tindakan pembalasan terhadap pekerjaan bagi whistleblower yang berstatus PNS. Adapun di Korea Selatan, Ghana, Malaysia dan Amerika Serikat memiliki pengaturan pelindungan whistleblower berstatus public official atas tindakan pembalasan atau tindakan merugikan terhadap pekerjaannya melengkapi pelindungan kerahasiaan identitas dan materi laporan, pelindungan hukum, pelindungan fisik dan penghargaan. Dalam praktiknya pelindungan tindakan pembalasan terhadap pekerjaan bagi whistleblower berstatus PNS sangat dibutuhkan agar terbentuk jaminan pelindungan menyeluruh sebagaimana semangat yang terdapat dalam United Nations Convention Against Corruption (UNCAC) ......This paper analyzes how protection is provided for Civil Apparatus (PNS) who carry out the obligation to report violations or corruption crimes of the Corruption Eradication Commission (KPK). By using doctrinal research methods and a comparative approach to the provisions of the guarantee of protection for whistleblowers with civil apparatus status in other countries, namely South Korea, Ghana, Malaysia and the United States by taking best practices in the form of protection provided by the country. PNS who carry out the obligation to report violations or corruption crimes have been regulated by provisions on the protection of the confidentiality of identity and report materials, legal protection, physical protection, awards, however, PNS who experience retaliation against their work due to exposing corruption crimes do not have any protection provisions. In practice, PNS who report corruption crimes to the KPK are indeed protected by the confidentiality of their identity and report materials, legal, physical and are given awards. However, PNS who experience retaliation against their work must make their own efforts to restore their jobs through the mechanism of administrative efforts for employees because there are no provisions on the protection of retaliation against work for whistleblowers with civil apparatus (PNS) status. Meanwhile, in South Korea, Ghana, Malaysia and the United States, there are regulations for protecting whistleblowers with public official status from retaliation or detrimental actions against their work, complementing the protection of confidentiality of identity and report materials, legal protection, physical protection and awards. In practice, protection of retaliation against work for whistleblowers with civil apparatus (PNS) status is very much needed in order to form a comprehensive protection guarantee as stated in the spirit of the United Nations Convention Against Corruption (UNCAC).

Abstrak :
Lahirnya sistem lahirnya otonomi daerah telah memberikan kewenangan penuh kepada kepala daerah tidak hanya sebagai pemimpin daerah namun juga sebagai kepala Aparatur Sipil Negara (ASN) di daerah. Terkadang seorang kepala daerah mempergunakan kewenangan yang dimilikinya untuk melakukan mutasi terhadap ASN yang dilakukan bukan karena kebutuhan ataupun kualitas SDM yang dimiliki oleh seorang ASN, melainkan karena faktor yang tidak sejalan dengan hukum atau karena kepentingan lainnya. Padahal esensi dari suatu mutasi dalam tata kelolah ASN, bertujuan untuk meningkatkan kualitas sumber daya manusia ASN, meningkatkan pelaksanaan kinerja ASN yang profesional, serta untuk mewujudkan pelaksanaan birokrasi yang bertanggung jawab dan terbuka kepada publik Pada tataran implementasi masih terdapat beberapa kepala daerah yang melakukan mutasi terhadap ASN bukan karena aspek kebutuhan maupun karena perintah dari peraturan perundang-undangan. Hal ini telah dibuktikan dalam Putusan Pengadilan Tata Usaha Negara Palangkaraya Nomor : 18/G/2020/PTUN.PLK dan Putusan Pengadilan Tata Usaha Negara Palembang Nomor 13/G/2020/PTUN.PLG. Sistem merit dalam manajemen ASN di Indonesia yang telah dituangkan dalam peraturan perundang-undangan merupakan sistem manajemen ASN yang mengutamakan kualitas, kebutuhan dan tidak membeda-bedakan latar belakang, akan tetapi dalam tataran implementasinya, belum terlaksana dengan optimal, hal ini menurut hemat penulis salah satunya disebabkan oleh karena lahirnya otonomi daerah sehingga kepala daerah pun ikut terlibat didalam proses mutasi ASN. Meskipun sistem merit merupakan sistem yang ideal dan telah mempunyai payung hukum yang kuat akan tetapi untuk merealisasikan hal ini membutuhkan sumber daya manusia yang memiliki integritas kuat. ......The Changes of Indonesian state administration system during the reform period, on the one hand, were a factor that affected the low quality of public services performed by State Civil Apparatus. The problem caused by the reforms to this constitutional system is that the regional head as the regional leader whose job is to serve the needs of the people in the region, in fact uses the authority he has to carry out mutations of State Civil Apparatus, which sometimes mutations are carried out not because of the need or the quality of the human resources possessed by a person. State Civil Apparatus, but because of collusion or other interests. In this study, the authors used normative legal research methods. Respective law research is defined as research that makes law and literature the primary legal material. The authority of regional heads to carry out transfers and promotions of their State Civil Apparatus in the regions sometimes creates polemics, namely because the transfer and promotion policies they carry out are not based on aspects of need but because of elements of political or other closeness. One of the factors causing transfers and promotions is not due to quality or need, namely due to regional head election events. Whereas Indonesia in its personnel management system basically applies a merit system, this has been stipulated in the State Civil Apparatus Act, however, due to the authority of regional heads or institutional leaders, this is sometimes not implemented.

Abstrak :
Aksi yang mengarah pada ekstremisme dan teror yang melibatkan Aparatur Negara adalah bagian dari fenomena puncak akibat dari paparan paham radikalisme dan terorisme di Indonesia. Beberapa Anggota TNI, Polri, PNS/ASN terbukti terlibat tindak pidana terorisme dan telah diputuskan bersalah oleh Pengadilan serta menjalani hukuman. Maraknya kasus radikalisme Aparatur Negara ini memberi peringatan akan bahaya radikalisme sehingga perlu dilakukan analisis mendalam serta evaluasi terhadap upaya pencegahan radikalisme yang dilakukan Pemerintah Indonesia. Penelitian ini melakukan analisis terhadap praktik radikalisme Aparatur Negara, khususnya Aparatur Sipil Negara (ASN) serta memberikan hasil analisis atas relevansi teori terhadap strategi pencegahan radikalisme ASN di Indonesia. Teori utama yang digunakan dalam penelitian ini adalah Teori Identitas Sosial (Social Identity Theory), Teori Pembelajaran Sosial (Social Learning Theory), Teori Pencegahan Kejahatan Sosial (Social Crime Prevention Theory) dan Teori Manajemen Sumber Daya Manusia (SDM). Metode yang digunakan dalam penelitian ini menggunakan pendekatan kualitatif. Hasil dari penelitian ini, diketahui bahwa praktik radikalisme pada Aparatur Negara masih terjadi walaupun sudah diterbitkan Surat Keputusan Bersama 11 Kementerian. Untuk mengatasi hal tersebut, Pemerintah Indonesia dituntut melaksanakan strategi pencegahan yang komprehensif, diantaranya melalui penegakan hukum, pelibatan tokoh agama, kontra terorisme, kolaborasi antar instansi dan komunitas intelijen serta partisipasi aktif seluruh komponen masyarakat, memperkuat demokrasi dan counter-messaging (kontra narasi) ......Actions that lead to extremism and terror involving State Apparatus are part of the peak phenomenon due to exposure to radicalism and terrorism in Indonesia. Several members of the TNI, Polri, and PNS/ASN have been proven to be involved in criminal acts of terrorism and have been found guilty by the Court and are serving their sentences. The rise of cases of radicalism by the State Apparatus warns of the dangers of radicalism, so it is necessary to carry out an in-depth analysis and evaluation of the efforts to prevent radicalism by the Government of Indonesia. This study analyzes the practice of State Apparatus radicalism, especially the State Civil Apparatus (ASN). It provides analysis results on the relevance of theory to the strategy of preventing ASN radicalism in Indonesia. The main theories used in this research are Social Identity Theory, Social Learning Theory, Social Crime Prevention Theory, and Human Resource Management Theory. The method used in this study uses a qualitative approach. The results of this study show that the practice of radicalism in the State Civil Apparatus still occurs even though the Joint Decrees of 11 Ministries have been issued. To resolve the issue, the Government of Indonesia is required to implement a comprehensive prevention strategy, including law enforcement, involvement of religious leaders, counter-terrorism, a collaboration between agencies and the intelligence community as well as the active participation of all components of society, strengthening democracy and counter-messaging (counter-narrative).

Abstrak :
Fenomena reformasi birokrasi di Indonesia terus digencar demi menciptakan kondisi yang adil. Namun faktanya, kehadiran fenomena tersebut juga diiringi dengan kehadiran perilaku KKN yang mengakibatkan banyak ditemui permasalahan dalam manajemen ASN yang jauh dari kata adil. Kebijakan sistem merit menjadi salah satu upaya dalam menangani permasalahan dalam manajemen ASN. Melalui UU ASN, dibentuklah KASN yang bertugas sebagai penjaga kebijakan sistem merit di Indonesia. Dalam proses penjagaan kebijakan sistem merit, KASN menilai sejauh mana agenda reformasi telah dilaksanakan mengingat kasus korupsi masih ada di berbagai tingkatan pemerintah. Adapun penelitian ini bertujuan untuk menganalisis proses kelembagaan yang memengaruhi eksistensi kelembagaan KASN atas penerapan kebijakan sistem merit dengan menggunakan konsep institution yang dikemukakan oleh Scott (2008). Penelitian ini menggunakan pendekatan post-positivist dengan metode wawancara mendalam sebagai sumber data primer dan studi kepustakaan sebagai sumber data sekunder. Temuan penelitian ini menunjukkan bahwa unsur-unsur pembentuk kelembagaan KASN dalam menjalankan tugasnya sesuai dengan konsep institution yang dikemukakan oleh Scott (2008). Selain itu, keberhasilan dari penerapan kebijakan sistem merit atas keberadaan KASN membuahkan hasil seperti salah satunya terdapatnya penambahan jumlah instansi pemerintah dalam menerapkan kebijakan sistem merit bertambah setiap tahun yang disertai dengan tumbuhnya keadilan bagi individu ASN. Meskipun demikian, masih ditemukan hambatan yang terjadi dalam proses pencapaian kebijakan sistem merit, baik secara internal KASN maupun eksternal kelembagaan KASN. ......The phenomenon of bureaucratic reform in Indonesia continues to be intensified to create fair conditions. But in fact, the presence of this phenomenon is also accompanied by the presence of KKN behavior which results in many problems encountered in ASN management that are far from fair. The merit system policy is one of the efforts in dealing with problems in ASN management. Through the ASN Law, a KASN was formed that served as the guardian of the merit system policy in Indonesia. In the process of maintaining the merit system policy, KASN assesses the extent to which the reform agenda has been implemented considering that corruption cases still exist at various levels of government. This study aims to analyze the institutional process that influences the existence of the KASN institution in the application of the merit system policy using the institution concept proposed by Scott (2008). This study uses a post-positivist approach with in-depth interviews as the primary data source and a literature study as a secondary data source. The findings of this study indicate that the elements forming the KASN institution in carrying out their duties are by the institution concept proposed by Scott (2008). In addition, the success of the implementation of the merit system policy on the existence of KASN has produced results such as the achievement of the number of government agencies in implementing the merit system policy, which is increasing every year accompanied by the growth of justice for individual ASN. Nevertheless, there are still obstacles that occur in the process of achieving the merit system policy, both internally KASN and externally KASN institutions.

Abstrak :
Kedudukan Penjabat Gubernur pada prinsipnya merupakan pejabat sementara yang diangkat untuk mengisi kekosongan jabatan Gubernur selaku kepala daerah berdasarkan ketentuan dalam Pasal 201 ayat (9) Undang-Undang Nomor 10 Tahun 2016 tentang Perubahan Kedua atas Undang-Undang Nomor 1 Tahun 2015 tentang Penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 1 Tahun 2014 tentang Pemilihan Gubernur, Bupati, dan Walikota menjadi Undang-Undang. Pada saat kondisi kekosongan tersebut, Penjabat Gubernur memiliki kedudukan yang setara dengan Gubernur definitif selaku kepala daerah. Meskipun memiliki kedudukan yang sama selaku kepala daerah, Penjabat Gubernur mempunyai limitasi kewenangan dalam hal manajemen ASN. Limitasi kewenangan Penjabat Gubernur tersebut berdasarkan Pasal 25 ayat (1) Peraturan Presiden Nomor 116 Tahun 2022 tentang Pengawasan dan Pengendalian Pelaksanaan Norma, Standar, Prosedur, dan Kriteria Manajemen Aparatur Sipil Negara dan Pasal 15 ayat (2) Peraturan Menteri Dalam Negeri Nomor 4 Tahun 2023 tentang Penjabat Gubernur, Penjabat Bupati, dan Penjabat Walikota, yang telah menimbulkan dampak besar dalam hal pembinaan manajemen ASN. Pelaksanaan terhadap ketentuan tersebut mengakibatkan penyelenggaraan urusan pemerintahan daerah menjadi dalam kondisi yang stagnan dan sulit diimplementasikan. Stagnasi manajemen ASN tersebut terjadi setidaknya sampai dengan Penjabat Gubernur mendapatkan pertimbangan teknis dari Kepala Badan Kepegawaian Negara dan mendapatkan persetujuan tertulis dari Menteri Dalam Negeri. Lantas jika kedua syarat tersebut telah terpenuhi, Penjabat Gubernur baru dapat melaksanakan pengangkatan, pemindahan, pemberhentian, promosi, mutasi pegawai yang dimanifestasikan dalam suatu keputusan. ......In principle, the position of the Acting Governor is that of a temporary official appointed to fill the vacancy in the position of Governor as regional head based on the provisions in Article 201 paragraph (9) of Law Number 10 of 2016 concerning the Second Amendment to Law Number 1 of 2015 concerning the Determination of Replacement Government Regulations Law Number 1 of 2014 concerning the Election of Governors, Regents and Mayors becomes law. At the time of the vacancy, the Acting Governor has the same position as the definitive Governor as regional head. Even though he has the same position as regional head, the Acting Governor has limited authority in terms of ASN management. The limitations on the authority of the Acting Governor are based on Article 25 paragraph (1) of Presidential Regulation Number 116 of 2022 concerning Supervision and Control of the Implementation of Norms, Standards, Procedures and Criteria for Management of State Civil Apparatus and Article 15 paragraph (2) of Minister of Home Affairs Regulation Number 4 of 2023 regarding Acting Governors, Acting Regents and Acting Mayors, which have had a major impact in terms of developing ASN management. Implementation of these provisions results in the implementation of regional government affairs being in a stagnant condition and difficult to implement. This stagnation in ASN management occurred at least until the Acting Governor received technical considerations from the Head of the State Civil Service Agency and received written approval from the Minister of Home Affairs. Then, if these two conditions have been met, the new Acting Governor can carry out the appointment, transfer, dismissal, promotion, transfer of employees as manifested in a decision.

Abstrak :
ABSTRACT
The low quality of the Senior Executive Service Officials (SES) of the State Civil Apparatus (Aparatur Sipil Negara/ASN) was due its selection process which was highly political and lack in objectivity, fairness, and transparency. The low quality and competence impeded government activities and made them unable to compete with the private sector. The implementation of the merit system in the selection process of ASN Senior Executive Service (SES) which emphasizes the qualification, competency, performance, as well as fairness and openness, was needed to produce professional Pratama SES. The purpose of this study was to identify and analyze the implementation of the merit system in the selection of SES in the Central Java Provincial Government. The research problem of this study was how the merit system was implemented in the selection process for the SES in the Central Java Provincial Government. The theory utilized in the study was the merit system, on the dimensions of competency, qualification, work performance, and fairness. A qualitative approach was used in this study to describe and analyze the results. The primary data was collected from interviews with the sources, while the secondary data was collected using literature reviews of relevant books, journals, documents, and regulations. The location of the study is the Regional Staffing Unit (Badan Kepegawaian Daerah/BKD) of Central Java Provincial Government. Data analysis was conducted by pattern determination, data reduction, data presentation, and verification/conclusion. The study showed that the merit system in the recruitment process of the Central Java Provincial Government's Pratama SES was not implemented fully. Some Pratama SES selected using the system were still unable to perform their duties optimally, especially in responding, analyzing, or taking decisions/policy related to their duties. The dimension of the merit system has not yet been fully grasped and carried out, such as qualifications, competencies, and performance assessment.

Abstrak :
Penelitian ini bertujuan menganalisis implementasi, faktor yang mempengaruhi, dan strategi penguatan implementasi UU ASN di Provinsi Banten. Paradigma penelitian berupa post-positivisme dengan pendekatan kualitatif. Data dikumpulkan melalui wawancara mendalam dan studi dokumen. Analisis data menggunakan model Miles dan Huberman terdiri dari reduksi data, display data, dan penarikan kesimpulan/verifikasi serta menerapkan teknik triangulasi untuk mengetahui keabsahan data. Hasil penelitian menunjukkan tiga hal utama. Pertama, implementasinya bersifat prosedural dan formalitas, sehingga menimbulkan dampak negatif seperti terjadinya kekosongan formasi tertentu, terhambatnya peningkatan kapasitas pegawai, rendahnya kinerja pegawai, dan belum terjaminnya pegawai purna bhakti. Permasalahan struktural dan kultural menjadi hambatan utama, seperti kurangnya aturan pendukung turunan UU ASN, rule based bureaucracy, kurang pengawasan, dan belum terbangun budaya sistem merit. Hasil tersebut mengarah pada good looking government. Kedua, faktor-faktor yang mempengaruhi menunjukkan bahwa context of implementation dan faktor lingkungan cenderung lebih berpengaruh dibandingkan content of policy dan struktur administrator. Political will kepala daerah cenderung masih rendah sehingga kurang mampu menyelesaikan permasalahan teknis yang terjadi. Ketiga, strategi penguatan implementasi menunjukkan kepala daerah dan perangkatnya membutuhkan internalisasi outcomes, mempertimbangkan strategic context, menentukan strategic content, dan merumuskan operational process. Penelitian ini merekomendasikan perlunya aturan pendukung, mendorong political will gubernur, strategi asistensi, ujicoba program, penganggaran terpusat untuk program skala ekonomi tinggi, menyusun simplifikasi peraturan, membuka ruang dan mendorong inisiatif lokal, dan peningkatan kapasitas pegawai lokal merupakan beberapa rekomendasi tersebut. Selain itu, terdapat rekomendasi yang berkaitan dengan implikasi teoritis berupa pengembangan konsep kerangka implementasi strategi dari Okumus disertai perubahan alur kerangka kerja dan adanya penambahan indikator.

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This study aims to analyze the implementation, influence factors, and strategy strengthening the implementation of state civil apparatus policy in Banten Province. The research paradigm is post-positivism with qualitative approach. Data were collected through in-depth interviews and document studies. Data analysis using Miles and Huberman model consist of data reduction, data display, and conclusion / verification and applying triangulation technique in validation. The results show three main points. First, the implementation is procedural, programmatic, and formal, resulting in negative impacts such as vacancy formation, hampered capacity building of employees, low employee performance, minimum welfare of employees, and not guaranteed after employees pension. Structural and cultural issues are the main obstacles. These results lead to good-looking government. Second, influencing factors show that context of implementation and environmental factors are more influential than content of policy and administrator structure. Political will of sub-national governor is still low so that it is less able to direct the budget, capacity of employees, politics, economy, and legal framework. Third, the strategy of strengthening the implementation indicates that the sub-national governor and its agencies require outcomes, consider the strategic context, determine the strategic content, and formulate the operational process. This research recommendation targets implementation, influencing factors, and strategies for strengthening implementation. The need for supporting rules at both the central and sub-national levels encourages the political will of sub-national governor, assistance strategies, testing to technical stages, centralized budgeting for programs of a general nature, compiling simplification of regulations, opening up spaces and encouraging local initiatives, and capacity building of local officials are some of these recommendations. In addition, there are recommendations related to the theoretical implications of developing the concept of Okumus strategy with changes of the framework and addition of indicators.

Abstrak :
Penelitian ini membahas tentang praktik arsip keluarga Pegawai Aparatur Sipil Negara Universitas Indonesia dalam kewajiban Lapor Harta Kekayaan, sebagai bentuk transparansi harta kekayaan dan upaya pencegahan korupsi, kolusi, dan nepotisme di lingkungan Pegawai Aparatur Sipil Negara. Hal ini menimbulkan kebutuhan informasi individu dalam mengisi Laporan Harta Kekayaan dengan praktik informasi sehari-hari menggunakan model dua dimensi dari McKenzie (2003): Pencarian Aktif, Pemindaian Aktif, Pengawasan Tak Terarah, dan Melalui Perantara melalui fase Koneksi dan Interaksi. Kebaruan penelitian ini adalah tentang praktik informasi dalam kehidupan keluarga sehari-hari terkait dengan catatan pribadi dalam mendukung e-government. Tujuan dari penelitian ini adalah untuk mendeskripsikan praktik arsip keluarga yang dilakukan oleh Pegawai Aparatur Sipil Negara di Universitas Indonesia dalam hal kebutuhan Laporan Harta Kekayaan. Metode penelitian yang digunakan adalah deskriptif kualitatif dengan analisis data menggunakan tiga tahap pengkodean (Corbin & Strauss, 1990). Pengumpulan data melalui wawancara online semi terstruktur dan pemilihan informan berdasarkan purposive sampling. Hasil penelitian menunjukkan bahwa dari empat model praktik informasi yang dikemukakan oleh MCKenzie (2003), hanya tiga model praktik informasi arsip keluarga yang ditemukan pada Pegawai Aparatur Sipil Negara di Universitas Indonesia untuk kebutuhan Lapor Harta Kekayaan yaitu Pencarian Aktif, Pemindaian Aktif, dan Melalui Perantara. Namun, jelas bahwa studi arsip berkaitan dengan praktik informasi. ......This study discusses the practice of family archives of State Civil Apparatus Employees Universitas Indonesia in the obligation to wealth report, as a form of wealth transparency and efforts to prevent corruption, collusion, and nepotism within the State Civil Apparatus Employees. This raises the need for individual information in filling out Wealth Reports with everyday information practices using a two-dimensional model from McKenzie (2003): Active Seeking, Active Scanning, Non-directed monitoring, and By Proxy through the Connecting and Interacting phases. The novelty of this research is about the practice of information in everyday family life related to personal records in supporting e-government. The purpose of this study is to describe the practice of family archives carried out by State Civil Apparatus Employees at the Universitas Indonesia in the need for Wealth Reports. The research method used is descriptive qualitative with data analysis using three coding stages (Corbin & Strauss, 1990). Collecting data through semi-structured online interviews and selecting informants based on purposive sampling. The results of this study indicate that of the four models of information practice proposed by MCKenzie (2003), only three models of family archive information practice were found in State Civil Apparatus Employees at the Universitas Indonesia for Asset Reporting needs, namely Active Seeking, Active Scanning, and By Proxy. However, it is clear that the study of archives is concerned with the practice of information.

Abstrak :
Undang-Undang No. 5 Tahun 2014 tentang Aparatur Sipil Negara (ASN) membawa perubahan besar bagi manajemen ASN di Indonesia melalui penerapan sistem merit. Sistem merit adalah prinsip penting dalam manajemen ASN yang bertumpu pada kualifikasi, kompetensi, dan kinerja secara adil dan wajar tanpa membedakan latar belakang politik, ras, warna kulit, agama, asal usul, jenis kelamin, status pernikahan, unsur, atau kondisi kecacatan (UU No. 5 Tahun 2014). Perjalanan menuju sistem meritokrasi yang sehat juga sangat berliku. Menjamurnya praktik jual beli jabatan yang masuk dalam kategori korupsi dan sudah melembaga juga menjadi keresahan besar bagi masyarakat. Seseorang bisa mendapatkan jabatan tertentu hanya dengan “orang dalam”, tanpa memperhatikan kompetensi dan juga kualifikasinya. Untuk itu, sistem merit hadir sebagai sistem yang diharapkan dapat menciptakan birokrasi yang profesional, kompeten, dan berintegritas tinggi. Penelitian ini bertujuan untuk menganalisis refleksi pelaksanaan sistem merit di Indonesia dalam seleksi rekrutmen CASN dan seleksi terbuka JPT. Penelitian ini menggunakan teori sistem merit dengan dimensi competence, qualification, performance, openness, dan fair and orderly process. Penelitian ini menggunakan pendekatan post-positivist dengan teknik pengumpulan data kualitatif melalui wawancara mendalam dan studi kepustakaan. Hasil penelitian ini menunjukkan bahwa penerapan sistem merit di Indonesia belum baik akibat dari resistensi internal, keterbatasan kapasitas pengawasan, dan praktik nepotisme. ......The enactment of Law No. 5 of 2014 concerning State Civil Apparatus (ASN) has brought significant changes to ASN management in Indonesia through the implementation of the merit system. Merit system is an important principle in ASN management that emphasizes qualification, competence, and performance fairly and justly without discrimination based on political background, race, skin color, religion, origin, gender, marital status, elements, or disability status (Law No. 5 of 2014). The journey towards a healthy meritocracy has also been very winding. The rampant practice of buying and selling positions, which is categorized as corruption and has become institutionalized, is also a major concern for the public. Someone can get a certain position only with "insiders", without considering their competence and qualifications. Therefore, the merit system comes as a system that is expected to create a bureaucracy that is professional, competent, and has high integrity. This study aims to analyze the reflection of the implementation of the merit system in Indonesia in CASN recruitment selection and open JPT selection. This study uses the merit system theory with the dimensions of competence, qualification, performance, openness, and fair and orderly process. This study uses a post-positivist approach with qualitative data collection techniques through in-depth interviews and literature studies. The results of this study show that the implementation of the merit system in Indonesia is not yet good due to internal resistance, limited supervisory capacity, and nepotism practices.