Analysis of the Implementation of the Merit System in the Secretariat General of the Regional Representative Council of the Republic of Indonesia

Abstract

This study analyzes merit system implementation within the Secretariat General of the Regional Representative Council of the Republic of Indonesia (DPD RI), focusing on promotion and transfer. Although its 2023 assessment achieved a “very good” rating with a score of 342, promotion and transfer performance has remained stagnant at 63% since 2021, indicating implementation obstacles. Using a qualitative approach, a post-positivist paradigm, and a descriptive-analytical design, the study combines Bhuyan’s policy implementation theory with the McKinsey 7S framework to identify supporting factors, barriers, and strategies. Analysis covers four pillars: institutional arrangements, financing, data and information, and information technology. Findings reveal a lack of standardized promotion and transfer regulations aligned with talent management, a need for human resource competency development, and budget constraints linked to current government policies that hinder prioritization of competency assessments. Employee data are not fully updated, while a Talent Management Team has been established to manage the integrated SIMANTAP application. The study is expected to inform strategies for optimizing the merit system and strengthening meritocratic culture and bureaucratic professionalism within the Secretariat General of DPD RI.