By: Halimatusadiyah *)
The government’s commitment to prioritizing public interest is evident through the accelerated appointment of 2024 Prospective Civil Servants (CASN). After extensive discussions, the House of Representatives (DPR) has confirmed that the recruitment of Civil Servant Candidates (CPNS) and Government Employees with Work Agreements (PPPK) does not have to be conducted simultaneously. Instead, regions that are ready may proceed immediately. This decision provides certainty for thousands of successful candidates while ensuring that staffing needs in various public service sectors can be met promptly.
Deputy Chairman of Commission II of the DPR, Dede Yusuf, emphasized that regions prepared to appoint new employees do not need to wait until the latest possible deadline. In a meeting with the Ministry of State Apparatus Empowerment and Bureaucratic Reform (Kemenpan-RB), the DPR rejected the proposal for a simultaneous appointment in October 2026. Instead, it recommended an acceleration of the process, setting October 2025 as the latest deadline for CPNS and March 2026 for PPPK. This approach reflects a serious commitment to implementing a more flexible policy that aligns with the needs of different regions and institutions requiring new state civil apparatus. The government aims to ensure that every policy genuinely reflects the needs and interests of the broader society.
Deputy for Human Resources at Kemenpan-RB, Aba Subagja, stated that the restructuring of non-ASN personnel will be carried out through the PPPK scheme.
This program provides an opportunity for non-ASN employees who were not accommodated in the first phase to participate in the second phase. The government has extended the selection process twice to ensure that no workers are disadvantaged during this transition.
This initiative is part of an effort to create a more structured staffing system aligned with national needs. The scheme is expected to provide job security for non-ASN employees while strengthening human resources in the government sector.
Adjusting the CASN appointment schedule also supports the seven transformation agendas for ASN management, as stipulated in Law No. 20 of 2023 on ASN.
This transformation includes more transparent recruitment and job placement, national talent mobility, competency development, non-ASN employee restructuring, performance management reform, digitalization of ASN management, and strengthening work culture and institutional image.
These reforms aim to establish a more flexible, adaptive, and professional bureaucracy in delivering public services. With a more efficient system, the government can respond more quickly to staffing needs across various sectors.
Minister of State Apparatus Empowerment and Bureaucratic Reform, Rini Widyantini, highlighted the importance of a more collaborative and flexible recruitment system to address modern bureaucratic challenges.
As part of this acceleration process, the National Civil Service Agency (BKN) is also preparing a CASN 2024 appointment roadmap, which will serve as a guideline for government institutions. The DPR continues to oversee the process to ensure its smooth implementation without prolonged administrative issues. Commission II has also emphasized that agencies ready to appoint employees should proceed without waiting for extended deadlines.
The transformation of ASN recruitment is not only focused on selecting new candidates but also on restructuring long-serving non-ASN personnel. Addressing non-ASN workforce issues is a top priority in this policy, guided by four key principles: preventing mass layoffs, ensuring no reduction in employee income, avoiding excessive budget inflation, and ensuring compliance with existing regulations.
This entire process is conducted with caution to prevent any negative social and economic impacts on public sector workers. With better workforce structuring, the well-being of non-ASN employees can also be more effectively safeguarded.
Additionally, the government is focusing on redistributing ASN personnel to regions that need professional staff in specific fields. Many areas still face staff shortages, particularly in education and healthcare sectors.
This appointment timeline certainty has several positive impacts. First, successful CASN candidates gain immediate career certainty, reducing financial pressure caused by appointment delays. Second, government agencies can promptly fill critical workforce gaps to enhance public services. Third, this acceleration supports bureaucratic efficiency by ensuring that newly recruited employees can begin their duties without unnecessary delays.
The government continues to strive for a well-structured CASN appointment process that not only meets institutional needs but also ensures employee welfare.
By listening to public aspirations and considering multiple factors in civil service policies, the ASN recruitment process can become more transparent and accountable.
Moreover, this system fosters healthier competition among applicants and ensures that only those with the required competencies are selected.
This initiative is expected to mark the beginning of a more effective civil service reform process, where policies are made based on real-world conditions and their impact on employee welfare and government effectiveness.
The government and DPR are actively discussing public feedback to find the best solutions for the future of Indonesia’s civil servants. With well-planned and targeted policies, the CASN appointment process is not merely an administrative routine but a part of the broader effort to create a more responsive and high-performing bureaucracy in serving the public. This approach demonstrates that public policy can evolve through active public participation and continuous evaluation. *)
*) The author is a public policy analyst
