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This study examines the empowerment of civil servants and its contribution to improving the quality of public services in Southwest Papua Province, with particular focus on the Human Resources Development Personnel Agency (BKPSDM: Badan Kepegawaian Pengembangan Sumber Daya Manusia). The research employs a qualitative descriptive approach to capture and analyze empowerment practices as well as their supporting and inhibiting factors. Data collection was carried out through interviews, observations, and documentation, involving key informants such as the Head of BKPSDM and relevant staff members. The data were analyzed using the interactive model of Miles, Huberman, and Saldana, which consists of three stages: data condensation, data display, and conclusion drawing/verification. The findings reveal that empowerment practices at BKPSDM encompass structured recruitment policies for both Indigenous Papuans (OAP) and non-OAPs, systematic career development, provision of education and training programs, and implementation of fair compensation mechanisms. These initiatives are aimed at enhancing civil servants’ competencies, professionalism, motivation, and accountability, ultimately contributing to better service delivery to the public. Supporting factors identified include the existence of strong regulatory frameworks, leadership commitment, competency-based training opportunities, high internal motivation, and the establishment of a collaborative work culture. On the other hand, several inhibiting factors persist, such as limited and unequal access to training, inadequate infrastructure, frequent changes in regulations, discriminatory practices, and low levels of digital literacy among some employees. The study concludes that civil servant empowerment represents a strategic pathway to building a professional, accountable, and responsive state apparatus capable of delivering high-quality public services. To strengthen these efforts, recommendations highlight the importance of expanding training access, improving digital skills, ensuring infrastructure readiness, and maintaining inclusive and transparent policies. By addressing these challenges, civil servant empowerment can be optimized to achieve sustainable improvements in public service performance across Southwest Papua Province.

This study aims to analyze the effect of training and human resource development on employee performance at the Social Service Office of Bima City. The research was motivated by the low level of employee productivity, limited budget allocation for development programs, and the tendency of some employees to delay task completion. The study employs a quantitative approach with an associative method. The population consists of 59 employees, with a sample of 35 civil servants selected through purposive sampling. Data were collected using questionnaires, observation, interviews, and documentation. The analysis techniques include validity and reliability tests, classical assumption tests, multiple linear regression, t-test, and F-test. The findings show that both training and human resource development have a significant and positive impact on employee performance. Training improves employee skills, while development efforts enhance competencies to meet organizational demands. The study suggests that structured training and development programs should be optimized to improve public service performance.

Civil servants play a crucial role in governance and development to achieve the national goals as stipulated in the Preamble to the 1945 Constitution of the Republic of Indonesia. Civil servants (PNS) are the primary foundation for the implementation of the Indonesian government system, as they implement public policy and provide public services. Their integrity, competence, and legal status significantly determine the quality of government bureaucracy. This study aims to determine the role of the Regional Civil Service Agency (BKD) in handling cases involving civil servants using fake diplomas during recruitment or promotion. The approach used is normative juridical, reviewing existing regulations, such as Law Number 5 of 2014 concerning the State Civil Apparatus, Government Regulations, and other technical regulations. Data were also obtained through interviews with BKD officials and analysis of relevant case documentation. The results of the study indicate that in practice, there is still a discrepancy between established legal procedures and their implementation in the field. Several cases indicate that administrative sanctions or termination of civil servants found to have used fake diplomas have not been fully based on proper verification and sanction mechanisms. This raises doubts about the validity of decisions and has the potential to undermine public trust in government institutions. This study emphasizes the importance of enforcing administrative discipline and improving internal oversight systems, as well as the need for stricter and more coordinated regulations between central and regional agencies to ensure that every administrative action has a valid legal basis. Implementing the principles of accountability and transparency in personnel management must be a priority to create a clean and professional bureaucracy.

This study aims to determine the effect of career development and organizational culture on employee performance at the Bima City Social Service. The research method used is quantitative with an associative approach. The sample in this study was 35 people who were civil servants. Data collection techniques were carried out using questionnaires, and data analysis included validity tests, reliability tests, classical assumption tests, multiple linear regression, t-tests, and f-tests. The results of the study indicate that career development has a positive and significant effect on employee performance. Organizational culture also has a positive and significant effect on employee performance. Simultaneously, career development and organizational culture have a positive and significant effect on employee performance. These findings indicate the importance of training, fair career opportunities, and an open and collaborative work culture in improving employee performance. Therefore, the Bima City Social Service is advised to continue improving career development and strengthening an organizational culture that supports performance. In addition, this study also highlights the importance of management's role in creating an environment that supports career development and a positive organizational culture. Fair and transparent career development not only provides opportunities for employees to improve their skills and knowledge but also motivates them to contribute more to organizational goals. Likewise, an inclusive and collaborative organizational culture can increase mutual trust, effective communication, and cooperation among employees, thus creating a work environment conducive to improved performance. The research concludes that these two factors—career development and organizational culture—interact to optimize employee performance. Therefore, the Bima City Social Service needs to continue developing policies that support both aspects, such as regular training, fair promotion programs, and the development of a work culture that emphasizes collaboration and appreciation for employee performance.

Mission constitutes a fundamental dimension of the Catholic Church’s identity, intrinsically linked to the divine mandate to participate in God’s work of salvation in the world. Within this framework, the consecrated life of the Congregation of the Missionary Sisters Servants of the Holy Spirit (SSpS) embodies a distinctive expression of Trinitarian spirituality and a prophetic missionary vocation. In the context of Timor Island, this charism is concretely manifested through ministries that directly engage with the realities of local communities. This study adopts a qualitative methodology with a literature review approach, drawing on theological sources, congregational spirituality, and the SSpS Constitution to explore the theological and practical dimensions of the sisters’ mission. The research aims to analyze how the life and apostolate of the SSpS Sisters serve as a tangible witness to the presence of the Triune God, particularly through works in education, healthcare, social services, and pastoral ministry. The findings indicate that the sisters’ mission is deeply rooted in a faith experience centered on the Most Holy Trinity, which shapes their incarnational and intercultural approach to ministry. Their service reflects a prophetic commitment to empowering marginalized communities, promoting human dignity, and fostering social transformation. Furthermore, the integration of religious vows with active engagement in societal issues illustrates a spirituality that bridges contemplation and action, grounded in both fidelity to the Gospel and responsiveness to contextual needs. In conclusion, the consecrated life of the SSpS Sisters on Timor Island stands as a visible and dynamic sign of God’s salvific and prophetic presence. Through their holistic and transformative ministries, they contribute significantly to the mission of the Church and the common good of society, embodying a vision of the “civilization of love” rooted in Trinitarian communion and expressed in concrete service to humanity.

This research investigates the enforcement of explosive fishing prohibitions under Indonesia's Fisheries Law No. 45 of 2009 in Tambelan District, Bintan Regency. The destructive practice of fish bombing, primarily conducted by external fishermen, causes severe marine ecosystem damage, particularly to coral reefs, while reducing local fishermen's catches. Using qualitative descriptive methodology, data were gathered through interviews, observations, and documentation involving law enforcement officials, Fisheries Civil Servant Investigators (PPNS), and fishing communities. The study applies Van Meter and Van Horn's policy implementation framework, analyzing policy objectives and standards, resources, implementing agency characteristics, implementer disposition, inter-organizational communication and coordination, plus social, economic, and political conditions. Results demonstrate suboptimal policy implementation due to resource constraints. Although violations have declined, this reduction does not guarantee future prevention, particularly given Tambelan District's severe infrastructure and facility limitations that hinder comprehensive policy execution. The research recommends strengthening surveillance capacity, conducting regular community outreach programs, and improving cross-sectoral coordination to enhance policy effectiveness and preserve marine resources in Tambelan District.

This study aims to examine the influence of competence, job placement, and work discipline on employee performance at the Samsat Office of Bima Regency. The research applies a quantitative approach using a survey method. Data were collected through questionnaires distributed to 30 civil servants selected using purposive sampling. The data analysis techniques include validity and reliability tests, multiple linear regression, t-test, and F-test. The results show that competence, placement, and work discipline each have a positive and significant influence on employee performance, both partially and simultaneously. The coefficient of determination indicates that 45.2% of the variance in performance is explained by the three variables. These findings suggest that improving employee competence through training, placing staff according to their skills, and consistently enforcing work discipline can enhance employee effectiveness and productivity. The study has important implications for human resource management in public institutions, particularly in improving service quality through better employee performance.

This research was conducted at an agency under and responsible to the president of the Government Goods/Services Procurement Policy Agency which provides employee welfare benefits to increase employee morale and loyalty. The purpose of this research was to find out how the agency implements the employee welfare benefit system, to find out the obstacles that occur when distributing employee welfare benefits, and to find out how the agency can resolve these obstacles. According to the views of employees at the Government Goods/Services Procurement Policy Agency, the Bureau of Law, Organization, and Human Resources, employee welfare benefits are very sufficient for the benefits provided, but Employee Benefits only apply to civil servant employees. The Employee Benefit System can be said to be very efficient overall, but some employees experience obstacles when filling in data in the application provided by the Agency, so it is necessary to conduct application training to prevent errors in filling in data in the Agency system

This study aims to test whether career development will affect employee retention through job satisfaction as an intervening variable at the Public Works and Public Housing Agency of Jambi Province. This study took samples from several civil servants of the Public Works and Public Housing Agency of Jambi Province totaling 70 people. Data collection was carried out using questionnaires that were distributed directly. This study used quantitative analysis carried out using the SmartPLS 4.1.1 application. The results of this study indicate that: 1) career development has a positive and significant effect on employee retention, 2) career development has a positive and significant effect on job satisfaction, 3) job satisfaction has a positive and significant effect on employee retention and 4) career development has a positive and significant effect on employee retention through job satisfaction.

One of the activities of ASN management is career development such as promotion. This study aims to analyze the extent to which the implementation of career development management of Civil Servants (PNS) through promotions at the Medan City Personnel and Human Resources Development Agency. The implementation of civil servant career development management in BKPSDM Medan City has been well implemented but there are still obstacles. The method used in this research is descriptive research with a qualitative approach. Data collection was carried out using observation, interview and documentation techniques. The data were analyzed qualitatively using the theory of implementation according to George Edward III using four indicators namely Communication, Resources, Disposition and Bureaucratic Structure. The results of the research conducted show that the promotion process at BKPSDM Medan City has been carried out based on the principles of meritocracy which includes performance appraisal, competence, and employee track records. However, there are some challenges such as lack of competency development training and limited number of assessors who meet the qualifications of certain positions, as well as inadequate networks. To overcome these challenges, BKPSDM has implemented training and technical guidance programs, although implementation still needs to be improved. This study concludes that the implementation of career development management for civil servants through promotion in BKPSDM Medan City has been running quite well, but still requires improvement efforts in terms of career planning and employee empowerment.    

This paper examines civil servants' (ASN) understanding of the Core Values of Ethical Civil Service (ASN BerAKHLAK), which represent fundamental principles that civil servants must uphold in performing their duties as public servants. However, some civil servants still lack full comprehension and proper implementation of these values.The study aims to investigate and assess the level of civil servants' understanding regarding these core values within the Audit Board of the Republic of Indonesia (BPK RI), Lampung Provincial Office. Employing a quantitative descriptive method, the research reveals that 94% of BPK's Lampung Office civil servants demonstrate general awareness of the ASN BerAKHLAK values. Nevertheless, their understanding of theoretical aspects and practical implementation requires further improvement.

The concept of smart governance has become increasingly crucial in supporting public sector reform through digital transformation. This study aims to identify the major challenges and opportunities in implementing smart governance in Indonesia by conducting a comparative review of academic journal literature and contextualizing the findings to the case of Pekanbaru. The analysis reveals three critical challenges: uneven digital infrastructure, low digital literacy among civil servants, and fragmented regulations and inter-agency coordination. On the other hand, the review also identifies opportunities in improving service quality and expanding citizen participation through digital platforms. Contextual discussion highlights how these findings reflect the actual conditions in Pekanbaru, which, despite its ambition to become a smart city, still struggles with systemic barriers. The study concludes with practical recommendations for the Pekanbaru city government, emphasizing the importance of capacity building, system integration, and inclusive public engagement. This review also serves as a foundation for future empirical research to validate the findings and enrich local digital governance strategies.

The mentoring activity for preparing regional development planning documents at Bapperida Bangkalan Regency is part of a community service program aimed at improving the effectiveness of public administration. During the program, students were directly involved in collecting and processing data, analyzing program performance indicators, and assisting in drafting and evaluating planning documents such as the RKPD, RPJMD, and RPD. This activity also supported the budgeting process, program consistency assessment, and public service performance measurement through the Community Satisfaction Survey (SKM). The results of the mentoring program show that collaboration between academia and local government can improve work efficiency, the quality of planning documents, and the capacity of civil servants in developing data-driven policies. This activity not only benefited the institution but also served as a real-world learning experience for students in understanding public administration practices at the regional level.

The professionalism of civil servants (PNS) is a requirement that must be achieved by an employee to demonstrate their abilities, potential, and desires positively, which will ultimately affect the performance of personnel and organizations, in this case, the Indonesian National Armed Forces (TNI), including in the environment of the Indonesian Navy Academy (AAL). The participation of civil servants in the AAL environment, hereafter referred to as AAL civil servants, greatly aids the implementation of the main duties and functions of AAL as an educational institution within the Indonesian Navy that has a specific function of educating the youth of Indonesia to become officers of the Indonesian Navy through academic-level education. Since human resources play an essential role, the researcher conducts a study to determine the extent to which job placement, education, and training influence civil servants at the Indonesian Navy Academy. The independent variables used are job placement, education, and training, while the dependent variable is the performance of civil servants.  The research analysis used multiple linear regression analysis with hypothesis testing using t-test (partial) and F-test (simultaneous). The population of the study consisted of 225 individuals with a sample of 144 people using explanatory research methods. The results showed that (1) Performance, job placement, education, and training of Civil Servants at the Naval Academy are categorized as fairly good, as evidenced by the performance assessment of members by their superiors. (2) Job placement, education, and training simultaneously have a significant effect on the performance of Civil Servants at the Naval Academy by 39.0%, with the remaining 61.0% influenced by other variables besides job placement, education, and training. (3) Job placement, education, and training partially have a significant effect on the performance of Civil Servants at the Naval Academy. Job placement has a significant partial effect of 29.8% on the performance of Civil Servants at the Naval Academy. Education and training partially have a significant influence of 28.0% on the performance of Civil Servants at the Navy TNI Academy.

This study discusses the implementation of the effectiveness of legal oversight of regional personnel management in the era of regional autonomy. Regional autonomy grants broad authority to regional governments to regulate and manage public interests, including in the management of state civil servants (ASN). However, this authority often gives rise to problems, such as nepotism, politically motivated job transfers, and weak accountability in personnel management. Legal oversight is an important instrument to ensure that all personnel policies and practices are implemented in accordance with the principles of legality, professionalism, and accountability. The research method used is normative legal research with a statutory, conceptual, and case approach, as well as qualitative analysis of regulations and personnel oversight practices. The results of the study indicate that the effectiveness of legal oversight is greatly influenced by the consistency of regulatory implementation, the strength of supervisory institutions such as the State Civil Service Commission (KASN) and the State Civil Service Agency (BKN), and the legal culture of regional apparatus. Strict enforcement of sanctions against violations also plays an important role in maintaining the integrity of the merit system. The conclusion of this study confirms that effective legal oversight can prevent abuse of authority, strengthen the professionalism of civil servants (ASN), and support the achievement of regional autonomy goals, namely improving the quality of public services and public welfare. Therefore, strengthening regulations, supervisory institutions, and internalizing the values ​​of good governance are necessary to realize transparent, accountable, and integrity-based regional personnel management.

Employee performance represents the ability to fulfill tasks and responsibilities according to organizational standards. At UPTD Puskesmas Kosambi, the evaluation of Non-Civil Servant (Non-ASN) healthcare workers is still done manually and tends to be subjective, primarily based on attendance. This study aims to address the issue by developing a decision support system using the MOORA (Multi-Objective Optimization on the Basis of Ratio Analysis) method. A descriptive-applied approach and the waterfall development model were employed. Five evaluation criteria were used: attendance (25%), service quality (35%), report timeliness (20%), patient complaints (10%), and lateness (10%). Data from 20 Non-ASN healthcare workers in April 2025 were analyzed, with Anis Julianti achieving the highest MOORA score of 0.3839. The system underwent validation through black-box testing and user acceptance testing (UAT), both confirming its accuracy and usability. The findings were compared with previous studies. Harningsih et al. (2024) used the MOORA method for promotion evaluations at the North Sumatra Provincial Inspectorate Office and recorded a top score of 0.3616. Dewi Yohana br Ginting et al. (2024) applied the method at a beauty clinic and found a top score of 0.3747. These comparisons indicate that the MOORA results in this study fall within a consistent and valid range. The developed decision support system is expected to enhance the objectivity, transparency, and accountability of performance evaluations for Non-ASN employees in primary healthcare services, offering a more comprehensive alternative to manual assessment methods.

Optimizing public services is providing professional and quality services that have positive implications for community satisfaction. This study aims to find out the Work Discipline of Civil Servants at the Manpower Office of Supiori Regency. The type of research carried out is qualitative research. Data collection techniques are carried out through observation, interviews and literature studies. Furthermore, the data analysis technique used is a qualitative data analysis technique. The results of the research show that the indicators seen based on time discipline, responsibility discipline, and regulatory discipline have gone well, which in general employees at the Manpower Office of Supiori Regency show a good level of compliance with the rules and regulations that have been set.

This research was conducted at the Civil Service Police Unit Office (Satpol PP) in Solok City. The purpose of this research was to find out the effect of personality and work conflict simultaneously on the performance of the Civil Service Police Unit Office staff in Solok City. In this study, the population in this study were all civil servants at the Civil Service Police Unit Office, Solok City, namely 39 people. By using a total sampling of 39 employees of the civil service at the Civil Service Police Unit Office, Solok City. Data collection techniques using a questionnaire / questionnaire. Based on multiple linear regression analysis of the variables Personality and Work Conflict Influence Employee Performance Y = -3.478 + 0.765X1 + 0.308X2+ e. From the t test conducted, it was found that the variable X1 Personality had an effect on employee performance with a known variable value tcount 5.557 > ttable 1.688 and sig 0.000 <0.05. Variable X2 Work Conflict on Employee Performance with a tcount of 1.975> ttable of 1.688 and sig 0.002 <0.05. From the F test conducted, it was found that personality and work conflict simultaneously influence employee performance. The F count is 58.836 > 3.259 and a significance value (0.000 < 0.05).    

Non-Civil Servant Government Employees (PPNPN) are a vital component in the operational activities of an organization. However, their performance management faces challenges in efficiency and standardization. This scientific paper examines the potential implementation of Google Sites as a platform for PPNPN performance management. The analysis focuses on the existing regulatory framework. The proposed model leverages the integration of Google Sites with Google Forms, Google Sheets, and other supporting applications provided by Google to digitize the performance management cycle, from planning, monitoring, and evaluation (based on indicators such as integrity, discipline, teamwork, communication, and service), to documentation and feedback. The main advantages of this platform include administrative efficiency, increased data transparency and accessibility, centralized data management, potential for consisten process, collaboration, and cost-effectiveness. Nevertheless, its implementation faces significant challenges related to the digital literacy gap among PPNPN with diverse roles, data security and privacy issues in the public sector, the need for robust change management, feature limitations compared to specialized HRIS systems, particularly in the Ministry of Finance where the research object's office is located, and the necessity for adequate supporting infrastructure. This research concludes that Google Sites offers a technically viable solution, but its success highly depends on the organizational and human resource readiness of both the HR managers and the PPNPN themselves.

The purpose of this research is to ascertain how the work environment and leadership affect the performance of Civil Servants (ASN) in the Gowa Regency Regional Secretariat. This study uses a quantitative approach. Civil Servants (ASN) and non-ASN workers make up the population. 50 respondents make up the sample size as a consequence of the statistical sampling methodology combined with the random selection method. Techniques for gathering data include surveys, recordkeeping, and observation. Using SPSS version 30, multiple linear regression analysis and traditional assumption tests were the data analysis techniques used in this investigation.The findings indicate that the performance of ASN in the Gowa Regency Regional Secretariat is positively and significantly impacted by the leadership variable. The ASN in the Gowa Regency Regional Secretariat is positively and significantly impacted by the work environment variable. The ASN in the Regional Secretariat of Gowa Regency is positively and significantly impacted by leadership and work environment factors at the same time.