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Edunity
Volume 3 Number 5 May 2024
p- ISSN 2963-3648- e-ISSN 2964-8653
MERITOCRACY IMPLEMENTATION OF THE STATE CIVIL
SERVANTS AS AN EMBODIMENT OF THE VALUES OF
INTEGRITY AND NATIONAL DEFENSEN THROUGH A
PUBLIC ETHICS PERSPECTIVE
Rasona Sunara
1
, Atsil Syah Gibran
2
, Andi Fiqih Abdan Irfandy
3
, Fahrezy Gilang Dwi
4
,
Jhosalez Dea Delvia
5
Politeknik imigrasi, Indonesia
Email: atsilsyah1@gmail.com
ABSTRACT
This research aims to examine the implementation of the meritocracy principle in the Civil Servant
Apparatus (ASN) employment system as an effort to strengthen the values of integrity and
national spirit through the perspective of public ethics. Meritocracy is a concept that prioritizes
assessment based on qualifications, performance, and individual achievements, rather than on
political connections or nepotism. In the context of the ASN, the meritocratic system seeks to
ensure that promotions, appointments, and rewards are given to individuals based on the
achievements and competencies they have demonstrated. The implementation of the meritocracy
system is expected to encourage ASN members to continuously improve the quality of the public
services they provide. By considering performance and competency factors, it is hoped that ASN
members will be more motivated to enhance their abilities and knowledge. This is also expected
to reduce the practices of corruption and nepotism that often occur in non-meritocratic-based
employment systems. This research will also analyze the challenges and obstacles that may arise
in implementing a meritocratic system in ASN employment. Factors such as cultural resistance
and policy sustainability will be the main focus of this analysis. Additionally, this research will
discuss strategies and recommendations to overcome these challenges and strengthen the
implementation of the meritocracy system.
Keywords: Meritocracy, Civil Servant Apparatus (ASN), Integrity, and National Defense
Introduction
The concept of meritocracy, first introduced by British philosopher Michael Young
in his book "The Rise of the Meritocracy" (1958), has a long historical lineage. Meritocracy
stems from the Latin word "meritum," meaning "service," and "crazy," meaning
"government," forming the concept of governance based on service or achievement (Aji
& Indrawan, 2019). Meritocracy is a system that positions individuals based on their
competence, qualifications, and performance, with the aim of creating a more efficient
and effective organizational structure. The basic principles of meritocracy include
equality of opportunity, where every individual has equal access to education, training,
and employment based on their abilities. Selection based on merit is another principle
that emphasizes that placement, promotion, and career development should be based
on competence and performance, not on nepotism or political connections (Suwito,
2014). The concept of meritocracy has several significant advantages in the context of
organizations and governance. First, meritocracy can enhance organizational efficiency
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and effectiveness by placing the most competent and high-performing individuals in the
right positions (Doramia Lumbanraja, 2020). Thus, organizations can operate smoother
and more productively. Second, meritocracy can also improve the quality and
performance of individuals by rewarding and recognizing those who excel. This can
serve as motivation for individuals to continually improve their abilities. Third,
meritocracy can increase public trust in organizations by demonstrating that decisions
and placements are based on qualifications and achievements, not on favoritism or
discrimination (Asy-Syakir et al., 2023).
Moreover, the concept of meritocracy also promotes accountability and
transparency in decision-making and placement of individuals. By placing individuals
based on competence and performance, organizations can more easily justify their
decisions to the public. Additionally, meritocracy also fosters innovation and sustainable
self-development (Sasongko & Sulhin, 2022). By placing individuals based on
competence and performance, the meritocratic system can motivate individuals to
continually improve their abilities and achieve higher performance. This can create a
competitive yet healthy work environment where individuals are encouraged to excel
without discrimination or favoritism (Indonesia et al., 2017).
The Indonesian government itself does not turn a blind eye to the concept of
meritocracy. Neighbor countries like Singapore have been successful examples of
implementing this system. The principle of merit-based selection has been one of the key
factors in Singapore's success and that of the United States as developed countries (Seno,
2023). Through its implementation in Singapore, this principle has successfully
transformed the country from a small port city without natural resources into one of the
countries with the highest quality of life, health, education, and income in the world. Lee
Kuan Yew, one of the main architects behind Singapore's transformation, has
emphasized the principle of meritocracy in leading his country. He viewed that
individual success should be based on their own achievements, hard work, and high
performance, not on kinship or other irrelevant factors. Lee Kuan Yew's speeches since
1971 have asserted that Singapore is a meritocratic society where people can reach the
highest positions based on their achievements and abilities (Seno, 2023). This spirit of
meritocracy has been a driving force for talented individuals from various backgrounds
to succeed in Singapore. This indicates that non-discriminatory meritocratic principles
can create an environment where individuals are motivated to excel and contribute
maximally to the country's progress.
The implementation of meritocracy in the Civil Servant Apparatus (ASN) is crucial
in building a professional, efficient, and integrity-based bureaucracy. Meritocracy,
which rewards individuals based on competence and performance, provides a strong
foundation for selecting and promoting quality ASN members. This is also in line with
the values of national defense, where the acceptance and promotion of ASN are based
on their achievements and competencies. Law Number 5 of 2014 concerning ASN
emphasizes the importance of the meritocracy system in creating integrity-based, highly
competitive, and discrimination-free ASN (Ilham Maulana, 2021).With a meritocratic
system, ASN will be selected and promoted based on their achieved performance, not
on nepotism or political patronage. This is important to ensure that ASN can function
optimally in providing quality public services, without political interventions that harm
society (Siti Rohmah et al., 2023).
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The implementation of meritocracy also creates a healthy and competitive working
environment, where every ASN will be motivated to continuously improve their quality
and performance (Siti Rohmah et al., 2023). Thus, ASNs selected based on merit are likely
to have more integrity and professionalism in carrying out their duties. This will have a
positive impact on the efficiency and effectiveness of the bureaucracy, as well as
increasing public trust in the government (Ilham Maulana, 2021). However, the
implementation of meritocracy also poses its own challenges. One of them is resistance
from ASN members who lack sufficient competence or achievement, and who may feel
threatened by this system (Hermiati et al., 2021). Therefore, strong commitment from the
government and relevant institutions is needed to consistently and transparently
implement the meritocracy system to realize the concept of national defense and
integrity through the perspective of ASN.
Research Method
This research employs a qualitative approach with a case study method to explore
the implementation of meritocracy among state civil servants, focusing on its
embodiment of integrity and national defense values through a public ethics
perspective. Data collection involves semi-structured interviews with key stakeholders,
including senior civil servants and policymakers, along with focus group discussions
and document analysis of relevant policies and reports. By using purposive and
snowball sampling, the study ensures participants have direct experience with
meritocracy implementation. Thematic and content analyses will be conducted to
identify key themes and references, ensuring comprehensive data interpretation.
Validity and reliability are maintained through triangulation, member checking, and
peer review, while ethical considerations include informed consent, confidentiality, and
transparency.
The research aims to provide a detailed understanding of meritocracy's current
state, its relationship with integrity and national defense, and the role of public ethics in
its implementation. The study will analyze diverse perspectives and experiences, aiming
to cross-verify findings and enhance reliability through multiple data sources. The
timeline spans eight months, from literature review and data collection to analysis,
validation, and final reporting. Expected outcomes include insights into meritocracy's
implementation and recommendations for enhancing it through public ethics,
contributing to a more effective and ethical state civil service.
Result And Discussion
Meritocracy and Civil Service Management
Meritocracy is a system that emphasizes qualifications, competence, and
performance as the basis for decision-making related to the Civil Service Apparatus
(ASN). The aim is to create a professional, effective, and accountable bureaucracy by
eliminating nepotism and favoritism practices. On the other hand, Civil Service
Management is a series of activities carried out to manage human resources within the
civil service, from recruitment, development, and placement, to termination. Good civil
service management should be based on meritocracy so that competent and high-
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performing ASNs have wider opportunities for development and contribution (Ilham
Maulana, 2021).
The principles of meritocracy in civil service management include objectivity,
fairness, accountability, and professionalism. Objectivity requires that all processes of
selection, placement, and promotion of ASN are based on objective and measurable
criteria. Fairness demands that all ASNs are treated fairly and non-discriminatively,
regardless of political background, race, religion, ethnicity, gender, or physical condition
(Murti et al., 2023). Accountability emphasizes the importance of transparency in all civil
service management processes so that they can be accountable to the public. Meanwhile,
professionalism requires that all ASNs must have integrity, morality, and high
competence in performing their duties.
The implementation of meritocracy in civil service management has significant
benefits (Nugraha, 2020). First, it improves the quality of public services, as competent
and high-performing ASNs will deliver better and higher-quality services. Second, it
enhances the efficiency and effectiveness of bureaucracy, as professional and motivated
ASNs will work more efficiently and effectively. Third, it boosts public trust in the
government, as the implementation of meritocracy demonstrates the government's
commitment to building a clean and professional bureaucracy.
Meritocracy in the context of civil service management refers to the principle that
the promotion, appointment, and placement of ASNs are based on their achievements,
competencies, and performances, not on political considerations, personal relationships,
or nepotism factors. The implementation of meritocracy in civil service management
involves a series of policies, procedures, and practices designed to ensure that the
selection and promotion of ASN are carried out objectively, transparently, and fairly,
including:
1. Clear Criteria and Standards, first and foremost, the implementation of meritocracy
requires the establishment of clear criteria and standards for the selection and
promotion of ASN.
2. Transparent Selection Process, the selection process of ASN must be conducted
transparently, where every step of the selection and promotion process can be
accessed by all parties.
3. Objective Performance Measurement, the performance measurement of ASN must be
based on objective and measurable parameters. This may include annual performance
evaluations, work output assessments, and achievement of set goals.
4. Human Resource Development
Moreover, the implementation of meritocracy also involves efforts to develop the
human resources of ASN through training, coaching, and further education. This aims
to improve the qualifications and skills of ASNs so that they can compete effectively.
The implementation of meritocracy in civil service management is a complex
challenge and is often faced with various obstacles. One of the main challenges is the
resistance to change among ASNs who may feel threatened by a system that is more
oriented toward achievement and competence (Nopriandi, 2022). Additionally, the
Meritocracy Implementation Of The State Civil Servants As An
Embodiment Of The Values Of Integrity And National Defensen Through
A Public Ethics Perspective
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entrenched practices of nepotism and patronage in bureaucratic culture also hinder the
effective implementation of meritocracy.
To overcome these challenges, the government needs to conduct intensive and
effective socialization about the importance of meritocracy in creating a more
professional and efficient bureaucracy.
In practice, the implementation of the principles of meritocracy in civil service
management requires a transparent and accountable system (Siti Rohmah et al., 2023).
The selection process, performance evaluation, and promotion must be conducted
openly and well-documented. This will help prevent discriminatory or favoritism
practices that can undermine the integrity of the meritocracy system. Moreover, the need
for clear incentives for high-performing ASNs is also an important factor in maintaining
their motivation and work spirit.
Despite facing various challenges, the implementation of meritocracy in civil
service management has long-term positive impacts. By consistently and sustainably
applying the principles of meritocracy, the government can ensure that appointed ASNs
are individuals of quality and committed to good public service. This will help create a
more efficient, effective, and accountable bureaucracy, which in turn will increase public
trust in the government and strengthen the foundation of national development as a
whole (Pratama et al., 2023).
Integrity And Meritocracy In The Perspective Of Civil Servants
Integrity and meritocracy are two important aspects of civil service management
that significantly influence the quality and professionalism of civil servants as well as
the overall bureaucracy's performance. Integrity in the context of civil servants
encompasses steadfastness to principles, morality, and ethics in carrying out their duties,
while meritocracy is a system of reward and promotion based on achievement and
competence, rather than personal relationships or political considerations. The
importance of integrity for civil servants lies in their ability to build public trust. Civil
servants with integrity will be trusted by the public to perform their duties
transparently, accountably, and fairly (Suwito, 2014). This not only enhances
bureaucratic effectiveness but also prevents practices of corruption and abuse of
authority. Integrity also plays a crucial role in building a professional work culture that
is oriented towards good public service.
Meanwhile, the implementation of meritocracy in the civil service personnel
system brings many benefits (Ilham Maulana, 2021). First, meritocracy ensures that
selected and promoted civil servants are those who have competence, dedication, and
high responsibility in their work. This will enhance the quality of public services
provided by civil servants. Second, meritocracy encourages civil servants to
continuously improve their performance because they know that their achievements will
be recognized and rewarded.
Third, meritocracy helps prevent practices of nepotism and favoritism in the
appointment and promotion of civil servants, thus ensuring that these processes are
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conducted objectively and fairly. However, in realizing integrity and meritocracy in civil
service management, there are several challenges that need to be addressed (Asy-Syakir
et al., 2023). One of them is the culture of nepotism and favoritism that still prevails in
society. This can result in incompetent or unethical civil servants occupying strategic
positions. Moreover, the weak enforcement of laws against integrity violations and
meritocracy is also a constraint in efforts to improve the quality of civil servants.
To overcome these challenges, concrete steps are needed. First, there is a need to
increase awareness of the importance of integrity and meritocracy among civil servants
through training and socialization. Second, efforts should be made to strengthen law
enforcement against integrity violations and meritocracy by imposing strict and fair
sanctions on perpetrators. Third, there is a need for reform of personnel policies to
ensure that the selection, promotion, and performance evaluation processes of civil
servants are carried out objectively and transparently.
To realize integrity and meritocracy in the civil service personnel system, the first
step to be taken is to strengthen the commitment of government agency leaders. Leaders
must set a good example in carrying out their duties and functions by adhering firmly
to moral and ethical values (Murti et al., 2023). They must also consistently uphold
integrity and meritocracy in every decision and action taken so that civil servants under
their supervision feel compelled to follow the same path (Budianto et al., 2023).
Furthermore, strict supervision is also necessary to ensure the implementation of
integrity and meritocracy in the civil service personnel system. This oversight can be
carried out by internal government agencies, involving independent internal monitoring
units. Additionally, active participation from civil society and mass media in monitoring
the implementation of integrity and meritocracy is also crucial to prevent any room for
practices that harm the public interest.
Education and socialization about the importance of integrity and meritocracy
should also be conducted continuously for all civil servants (Sasongko & Sulhin, 2022).
Through this education, it is hoped that civil servants can understand how crucial
integrity is in performing their duties and functions as public servants. Moreover,
socialization can also help raise awareness of the importance of meritocracy in the career
development of civil servants, thereby increasing motivation for achievement (Seno,
2023). Finally, improving the personnel system is also a crucial step in realizing integrity
and meritocracy. The personnel system must be improved to be more objective,
transparent, and accountable. Selection, recruitment, performance assessment, and
rewards should be based on merit and ability, not on other factors such as nepotism or
favoritism. By making these improvements, it is hoped that a healthy and professional
work environment will be created, ultimately enhancing the quality of public services
and the progress of the nation and state.
Relational Meritocracy and National Defense
Meritocracy plays a crucial role in fostering the spirit and commitment of Civil
Servants (ASN) in national defense. National defense and the meritocracy system have
a close and mutually supportive relationship in realizing high-quality and professional
Civil Servants (ASN) (Aji & Indrawan, 2019). National defense, which is the attitude and
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Embodiment Of The Values Of Integrity And National Defensen Through
A Public Ethics Perspective
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behavior to defend the sovereignty, territorial integrity, and security of the nation, can
be realized through a meritocracy system that rewards and provides opportunities based
on performance and ability. First, the meritocracy system builds ASN with integrity and
nationalism. ASNs selected based on meritocracy tend to have high integrity and
prioritize the interests of the nation in carrying out their duties (Suwito, 2014). This is in
line with the values of national defense which demand dedication and sacrifice for the
nation's interest.
Second, the meritocracy system promotes the improvement of the performance
and professionalism of ASNs. By emphasizing achievement and ability in performance
assessment, ASNs are encouraged to continuously improve the quality of their work.
Professional ASNs with high performance will contribute to the advancement and
effectiveness of bureaucracy, in line with the goals of national defense to achieve the
nation's aspirations (Gunawan & Suniasih, 2022). Third, the meritocracy system
enhances public trust in ASN. Transparency and accountability in the meritocracy
system will increase public trust in ASN. High public trust will encourage public
participation in national development, which is an essential aspect of national defense
to achieve national unity and solidarity.
Examples of the application of the relationship between national defense and the
meritocracy system can be seen in the selection and recruitment of ASNs, career
development of ASNs, and performance assessment of ASNs. ASN candidates must
demonstrate nationalism and commitment to national defense in the selection and
recruitment process. ASN who demonstrate achievement and performance in carrying
out their duties in line with the values of national defense will have the opportunity to
develop their careers (Murti et al., 2023). Performance assessments of ASN should also
consider aspects of national defense, such as discipline, loyalty, and dedication to the
nation.
One of the main aspects of meritocracy is selection and placement based on
competence, performance, and dedication to the nation (Ananto & Rofii, 2022). Thus,
ASNs selected through meritocracy tend to have the quality and capabilities necessary
to perform their state duties effectively. Moreover, meritocracy also promotes the
development of professionalism and responsibility among ASNs. ASNs selected based
on meritocracy are highly motivated to improve their skills and knowledge to make a
greater contribution to public service (Gunawan & Suniasih, 2022).
Meritocracy also encourages commitment to quality public service. By placing
integrity and performance as the primary factors in the selection and promotion process,
meritocracy ensures that ASNs have a high awareness of their responsibility to provide
the best service to the public (Nopriandi, 2022). Furthermore, meritocracy can also be a
tool to strengthen the spirit of patriotism and nationalism among ASN (Insani Kamil et
al., 2023). ASNs selected through meritocracy tend to have a high sense of pride and
loyalty to the nation, which is reflected in their good performance in carrying out state
duties.
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In the security and defense sector, meritocracy can help improve the quality of
these services. By ensuring that personnel on duty are selected based on their
qualifications and performance, meritocracy helps ensure that security and defense
services can be relied upon to maintain the sovereignty and security of the nation.
Moreover, the application of meritocracy in the selection and placement of ASNs can
also strengthen the credibility of state institutions (Gunawan & Suniasih, 2022). By
minimizing political involvement and nepotism in the selection and promotion process,
meritocracy helps ensure that ASNs in positions are selected based on their
qualifications and performance, thus increasing public trust in government institutions
(Suryatni, 2019).
The Impact of Meritocracy on National Defense and Integrity
The influence of meritocracy on integrity and national defense encompasses
several important aspects in building a professional, honest, and committed work
culture towards the nation (Seno, 2023). Here is an explanation of how meritocracy can
affect both values :
a. Integrity
a) Adherence to Ethical Principles
Meritocracy emphasizes selection and promotion based on qualifications and
performance, not external factors like personal or political connections. Thus,
meritocracy strengthens an organizational culture that encourages integrity,
honesty, and fairness in every aspect of civil service management.
b) Reinforcement of Professionalism Culture
By prioritizing meritocracy, government organizations reinforce a culture of
professionalism among civil servants. Civil servants who see that promotions and
recognition are based on performance and competence tend to feel compelled to
maintain integrity in their work, as they realize that the quality of their work will
be reflected in their evaluations.
c) Encouraging Individual Accountability
With meritocracy, individual civil servants feel personally accountable for
improving the quality of their work and meeting the expectations set for
promotion or recognition. This can encourage them to uphold integrity in their
actions, as they understand that their success depends on their actual performance.
b. National Defense
a) Commitment to Quality Public Service
Meritocracy ensures that civil servants involved in public service are selected
and promoted based on their achievements and competencies. Civil servants
selected through meritocracy tend to have a higher commitment to quality public
service, as they realize that their responsibility as servants of the state depends on
their ability to provide quality services to the public.
b) Spirit of Patriotism and Nationalism
Feeling that they are chosen based on their abilities and dedication to the
nation, civil servants selected through meritocracy tend to have a strong spirit of
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A Public Ethics Perspective
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patriotism and nationalism. They take pride in their role in serving the nation and
are willing to contribute maximally to carrying out state duties.
c) Positive Contribution to National Development
Through outstanding performance and a high commitment to the nation, civil
servants selected through meritocracy can make significant positive contributions
to national development. By providing quality and responsible public services,
they help advance the national development agenda and improve the overall
welfare of society.
Thus, meritocracy has a significant influence on integrity and national defense in
civil service management. Through this approach, the government can build a
professional, competent, and committed work culture toward providing quality public
services, as well as strengthen the spirit of national defense among civil servants.
Challenges in Implementing Meritocracy in Civil Service Management
Meritocracy, as a system that rewards and provides opportunities based on merit
and ability, is the foundation for creating quality and professional Civil Servants (Ilham
Maulana, 2021). The primary goal of implementing meritocracy in civil service
management is to enhance bureaucratic performance and public service. However, in
practice, there are several challenges that need to be addressed. Firstly, the culture of
nepotism and favoritism remains a problem in society. This can hinder the
implementation of meritocracy as positions tend to be awarded based on personal
relationships rather than competence (Nopriandi, 2022). Secondly, weak law
enforcement against violations of meritocracy poses another challenge. A lack of law
enforcement can provide opportunities for incompetent civil servants to obtain positions
that should be held by more qualified individuals.
Thirdly, awareness of the importance of meritocracy remains low among civil
servants. A lack of understanding of the values of meritocracy can hinder the effective
implementation of this system. Fourthly, the performance appraisal system that is not
yet objective and transparent is also a constraint (Nasrullah, 2018). Competent civil
servants may receive unfair assessments, while incompetent ones may receive better
assessments than they deserve. Fifthly, inadequate facilities and infrastructure are also
challenges in implementing meritocracy. Inadequate facilities and infrastructure, such
as outdated information systems, limited training and human resource development,
and insufficient infrastructure, can hinder the effective implementation of meritocracy.
To overcome these challenges, concrete steps are needed, such as strengthening
the commitment of government agency leaders to uphold meritocracy, enhancing
oversight of the implementation of meritocracy, educating and raising awareness about
the importance of meritocracy among all civil servants, improving the performance
appraisal system of civil servants to be more objective, transparent, and accountable, as
well as providing adequate facilities and infrastructure to support the implementation
of meritocracy (Siti Rohmah et al., 2023).
With sustained efforts, it is expected that the implementation of meritocracy in
civil service management can have a significant positive impact on improving
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bureaucratic quality and public service. To address the challenges in implementing
meritocracy in civil service management, comprehensive steps are needed. Firstly,
strengthening the institutions responsible for civil service management must be done,
including enhancing oversight of the selection, promotion, and performance evaluation
processes of civil servants. Furthermore, it is important to provide training to public
officials and civil servants on the importance of meritocracy, public ethics, and principles
of good public service to enhance awareness and commitment to performing duties.
Transparency in the selection and promotion processes of civil servants must also be
increased by involving civil society and stakeholders in monitoring and evaluating these
processes. Moreover, law enforcement against ethics violations and corruption must be
strengthened by implementing strict and consistent sanctions. Finally, consistent and
sustainable policy reforms supporting the meritocracy system need to be adopted, and
weaknesses in existing regulations and procedures must be identified and rectified to
ensure the system operates smoothly. With these steps, the government can enhance the
effectiveness of implementing meritocracy in civil service management and strengthen
integrity and the overall quality of public services.
Conclusion
In the context of implementing meritocracy in the management of the Civil Service
(ASN) as a means of realizing the values of integrity and patriotism through the
perspective of public ethics, several conclusions can be drawn. Firstly, meritocracy is an
important principle in selecting and promoting civil servants based on merit,
competence, and performance, rather than political factors or personal relationships. The
implementation of meritocracy in civil service management can strengthen the value of
integrity among civil servants by promoting a culture of professionalism, honesty, and
commitment to providing quality public services.
Moreover, meritocracy can also serve as a means to strengthen the spirit of
patriotism among civil servants by fostering commitment to the nation, nationalism, and
quality service in carrying out state duties. However, the process of implementing
meritocracy is not easy and is faced with various challenges, such as politicization,
internal resistance, and lack of transparency in the selection and promotion processes.
To overcome these challenges, steps such as strengthening institutions, training
and awareness, increasing transparency, enforcing strict laws, and policy reforms are
needed. Thus, the implementation of meritocracy in civil service management not only
contributes to the creation of quality and professional civil servants but also strengthens
the values of integrity and the spirit of patriotism among civil servants.
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