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September 22, 2026
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September 29, 2026
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Abstract

The implementation of the merit system in Civil State Apparatus (ASN) management is a crucial pillar in establishing a professional, integrity-based, and performance-oriented bureaucracy. This study was motivated by the decline in the merit system index score of the Corruption Eradication Commission (KPK), which decreased from 362.5 (index 0.88) in 2021 to 329 (index 0.80) in 2023, although it remained within the “Excellent” category. This study aims to identify the factors contributing to the decline in the merit system index score and to formulate effective strategies for strengthening the merit system within the KPK. A descriptive qualitative approach was employed in this research. Data were collected through in-depth interviews with key informants and document reviews related to ASN management policies. Data analysis was conducted using the interactive model of Miles, Huberman, and Saldaña, which consists of data reduction, data display, conclusion drawing, and verification. The findings reveal that the decline in the merit system index was influenced by both internal and external factors. Internal factors include suboptimal talent management, competency gaps among employees, inadequately integrated career development systems, and the need to strengthen performance management practices. External factors include the transition of personnel management following the conversion of KPK employees into ASN and the increasingly stringent merit system assessment standards applied by the State Civil Apparatus Commission (KASN). Based on George C. Edward III’s policy implementation theory, resource availability and bureaucratic structure were identified as the most dominant factors influencing the implementation of the merit system within the KPK. The study concludes that strengthening the merit system in the KPK should focus on integrated talent management, transparent and competency-based career development systems, competency enhancement aligned with organizational needs, strengthened performance management, digitalization of human resource governance, and continuous monitoring and evaluation. These strategic initiatives are expected to improve the quality of merit system implementation while enhancing organizational effectiveness in supporting anti-corruption efforts.

Keywords

Merit System Civil State Apparatus Talent Management Policy Implementation Human Resource Management Corruption Eradication Commission (KPK)

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