Analysis of the Implementation of Policy on Equalizing Administrative Positions to Functional Positions in Central Government Agencies

Abstract

Equalization of positions from administrative positions to functional positions is one form of implementation of the policy of simplifying the bureaucracy into two levels in government agencies in Indonesia. This problem occurs because the equalization of positions is carried out in a relatively short time without being preceded by an in-depth study. This condition has an impact on the career uncertainty of functional officials as a result of the equalization which has an impact on the decline in employee performance and organizational performance. This study aims to analyze the process of equalizing administrative positions to functional positions in order to formulate inputs for improving the implementation of these policies in the field. The research method uses a qualitative descriptive approach. Research informants determined the snowball with key people Central Government Officials and related functional officials. Data was collected through observation, in-depth interviews and literature study. Data analysis techniques with data reduction, presentation and conclusion. The validity of the data using a triangulation technique of sources and data. This theory uses the theory of policy implementation. The results of the study indicate that the equalization of administrative positions to functional positions in government agencies needs to pay attention to communication factors, resources, dispositions and bureaucratic structures. Recommendations are in the form of policy proposals to improve arrangements for equalizing administrative positions to functional positions.

Policy for Equalizing Functional Positions in the Ministry of Home Ministry: Effectiveness to Quality of Performance

“…Then in Trenggalek Regency (Ramadhan et al, 2023), in DKI Jakarta Province (Hermawan et al, 2023), within the Civil Service and Human Resources Development Agency of Central Lampung Regency (Kasus et al, 2023), at the Ministry of State Apparatus Empowerment and Bureaucratic Reform (Setiawan et al, 2022), at UIN Ar-Raniry Banda Aceh (Saifuddin & Nelliraharti, 2022), at Universitas Negeri Surabaya (Timur et al, 2022), at Perguruan Tinggi Islam Negeri di Kalimantan (Puspita, 2022), in the Riau Islands (Ariza, 2021;Theodora et al, 2023), at the North Aceh Secretariat for the 2019-2022 period (Nazir et al, 2023), at the Secretariat of the Directorate General of Disease Prevention and Control (Sumarna & Warman, 2022), at Energy and Mineral Resources Service of Banten (Sihotang et al, 2023), at central government (Insani et al, 2022), in the West Java Provincial Government (Ristala & Rahmandika, 2022), Statistics Indonesia of North Maluku (A. Pratama et al, 2022), in Regional Government (Nisa et al, 2022).…”

The Influence of Competency on The Performance of Functional Officials with Equalization Pathway

“…In addition, the equalization process has not been through adequate study and consideration, which has led to career uncertainty for functional officials and a decline in employee and organizational performance (Riyanto et al, 2022). The factors of communication, resources, disposition, and bureaucratic structure must be considered in equating administrative positions with functional positions in government institutions (Insani et al, 2022). To achieve fast, effective, and efficient public services, equalizing administrative positions into functional positions is a priority program.…”