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Abstract: Merit-based civil servant (ASN) management serves as a fundamental principle in the implementation of bureaucratic reform. Effective governance of the civil servant is crucial for producing high-quality public servants. Efficient human resource management leads to a reliable, competent, and professional ASN workforce. This study aims to analyze the implementation of the merit system in the placement of civil servants, particularly in structural positions within the local government of Mimika Regency, Central Papua. The research adopts a post-positivist paradigm and employs a qualitative method. Data were collected through in-depth interviews with seven officials and one community figure, as well as through literary document analysis involving official letters, reports, and relevant legislation. The findings reveal that merit system has not been fully implemented in the appointment process within the Mimika Regency Government. Not all appointed officials meet the required qualifications and competencies. Additionally, there is a lack of transparency and accountability in the placement process, which continues to generate controversy in the management of civil servants in the region. The study identifies several key obstacles to the effective implementation of the merit system, such as strong interference from individuals close to the regional head regent and spouse, favoritism and personal biases, ethnic dominance in official appointments, and limited understanding or appreciation of the merit system itself. Based on these findings, several recommendations are proposed to establish a merit-based system in the Mimika Regency Government, such as developing a comprehensive grand design and roadmap, enacting local regulations, implementing a transparent evaluation mechanism, minimizing political interference, enhancing merit system literacy, and empowering indigenous civil servants. DOI: https://doi.org/10.51505/IJEBMR.2025.9615 |
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