JAKARTA – The Government Regulation Draft (RPP) on State Civil (ASN) Apparatus Management as a derivative rule of Law No. 20/2023 on ASN will be tested to the public.
Prior to the test, Administrative and Bureaucratic Reform Ministry (PANRB) conducted hybrid discussions with experts to gather input, material enrichment, and perspectives on the substance of the hybrid ASN Management RPP at the PANRB Ministry Office in Jakarta, Thursday (20/6).
“We need input and responses from various stakeholders to enrich the substance as part of the public test of the ASN Management RPP, in order for the resulting Government Regulation to be much more comprehensive,” said Minister of PANRB Abdullah Azwar Anas.
Acting Deputy for Apparatus Human Resources of the Ministry of PANRB Abdul Hakim revealed that there are 10 main points of regulation in the ASN Management RPP.
These are Strengthening Principles, Values, Code of Ethics, and Behaviour; Types and Position of ASN; Strengthening Work Culture and Institutional Image; Reciprocity of ASN, TNI, and Polri Positions; Career and Talent Development; Needs and Procurement Planning; ASN Positions; Digitalisation of ASN Management; Performance Management; and Awards and Recognition System.
Hakim said that the government has conducted a series of discussions of the Inter-Ministerial Committee/Non-Ministerial Government Institution (LPNK) for the preparation of the ASN Management RPP.
“Furthermore, a public test will be conducted by inviting stakeholders from ministries, institutions, local governments, and district/city government associations,” he explained.
The enrichment of the substance of the ASN Management RPP this time gathered suggestions and input from the Independent Team for National Bureaucratic Reform (TIRBN), academics, and the National Bureaucratic Reform Steering Committee (KPRBN).
Present at the discussion were TIRBN Chairman Soni Sumarsono and TIRBN members Eva Sundari, Budi Setiyono, and Wila Supriadi.
TIRBN Chairman Soni Sumarsono highlighted the digitalisation of ASN management. He highlighted the extent to which the new ASN Management will be able to integrate, simplify, or synchronize tens of thousands of applications in central and regional agencies into one unit.
“The team agreed to recommend that there should be simplification in the form of integration or synchronization in the unity of the SmartASN system. So we must respond to digitalisation wisely in this ASN management concept,” he said.
He also said that the issue of honorary personnel problems must be addressed wisely considering that there will be a national leadership transition so that it needs to be anticipated both from the content and concept of ASN Management.
TIRBN member Eva Sundari also assessed that in the arrangement of non-ASN personnel, comprehensive identification and prioritization of honorary teachers who have served for a long time are needed.
“Please make the identification clear so that education is not disrupted and appreciation for honorary teachers can be prioritized,” she said.
In line with TIRBN, Lecturer at UIN Syarif Hidayatullah’s Faculty of Social and Political Sciences A. Bakir Ihsan also underlined the arrangement of non-ASN personnel which requires collaboration and commitment from all parties.
This is to ensure that the regulations issued will be implemented effectively in the field.
“What we need to emphasize in solving the problem of non-ASN personnel is the principle of need, not desire. The political will or commitment of the leadership is the key to ensure that this regulation will work,” he concluded.
On the same occasion, KPRBN Executive Secretary Eko Prasojo explained that the ASN Management RPP is expected to realize transformation in the use of shared resources that ensure HR mobility.
To realize the transformation, there needs to be alignment between the national strategic plan, institutional design, and HR design.
Coupled with digital developments, the bureaucratic workspace is a digital workspace.
That means the work infrastructure is no longer to the office, but to the digital space that makes the structure reduced so that resources can be exchanged.
“We need to pay close attention to how we provide this RPP so that it encourages the transformation of the HR Apparatus, which is based on the governance platform, so that sectoral egos are reduced and the HR needs will automatically decrease because we share resources so that the achievement of national development outcomes is carried out effectively and efficiently,” Eko explained.
