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This research seeks to examine the management of transparent and accountable civil service transfers and promotions in the Formation and Mutation Division of Pasuruan City's Civil Service Agency (BKD). The study is based on the significance of the merit system in upholding bureaucratic professionalism, since the procedures for transfer and promotion frequently influence equity and organizational effectiveness. Employing a qualitative case study method, data were gathered via in-depth interviews, participatory observations, and document examination. The results show that the transfer and promotion systems in BKD Pasuruan have progressed towards transparency via data-driven management, yet obstacles persist in communicating policies and involving employees in performance evaluations. Accountability has been enhanced via performance-driven assessments incorporated with the e-performance system and job analysis. The conversation emphasizes that the effectiveness of governance practices is affected by organizational flexibility, engaged leadership, and the public service motivation of civil servants. This research determines that the interplay of data-based policies, performance assessment frameworks, and a transparent bureaucratic environment establishes the basis for creating a just, efficient, and sustainable civil service governance model.

The State Civil Apparatus Information System (SIASN) is a digital platform developed by the State Civil Service Agency (BKD) to manage ASN personnel data and information in Indonesia. This study aims to evaluate the SIASN-based promotion service policy at the Sidoarjo Regency Regional Civil Service Agency based on State Civil Service Agency Regulation Number 7 of 2023. The research method used is qualitative research with data collection techniques through in-depth interviews, participatory observation, and documentation studies. Data analysis uses the Miles and Huberman interactive model, while the evaluation framework uses William Dunn's evaluation criteria which include effectiveness, efficiency, adequacy, responsiveness, and accuracy. The evaluation results show that the SIASN-based promotion service policy at the Sidoarjo Regency BKD has been quite effective in achieving the goal of improving service quality and has a good level of efficiency in reducing bureaucratic flows. However, in terms of adequacy, there are still gaps related to human resources and system integration. The policy's responsiveness to ASN needs is quite good although there is still room for improvement in aspects of communication and data updating. The main obstacles identified include weak validity of personnel data, the absence of a bridging system between SIPEKAT and SIASN, limited human resources, and minimal awareness of ASN in updating independent data.

This research seeks to examine the approach to managing civil servant training to enhance public service efficiency at the Regional Civil Service Agency (BKD) of Pasuruan City. This research is rooted in the bureaucratic difficulties encountered by local governments, especially the disparity between organizational demands and the presence of qualified staff. This situation results in delays in service, reduced productivity, and ineffective management of human resources. The study utilizes a qualitative descriptive method, gathering data via comprehensive interviews, firsthand observations, and analysis of policy documents. The results indicate that the state civil servants formation management approach at BKD Pasuruan emphasizes three main elements: workforce planning based on competencies, employee redistribution according to performance, and strengthening evaluation systems oriented towards results. These tactics have enhanced bureaucratic effectiveness and expedited public service operations. The research additionally reveals that effective execution relies on adaptive leadership, a cooperative work environment, and a dedication to service innovation. In summary, an effectively designed, flexible, and results-oriented state civil servants formation management approach can act as a template for enhancing local administrative capabilities to deliver efficient, professional, and enduring public services.

This article examines the management of incoming letters and files at the Regional Civil Service Agency (BKD) of Central Kalimantan Province, focusing on the strategic role of information services as instruments of transparency and bureaucratic reform. Using a descriptive qualitative approach, the research was conducted through in-depth interviews with five employees and participatory observation during an internship, revealing a systematic workflow: receipt, recording, disposition by the Agency Secretary, distribution to relevant fields, and filing. The results show the effectiveness of this mechanism in handling 20-30 documents daily, despite challenges such as dependence on physical archives, risk of data loss, and limitations in digitization that could potentially cause delays. Key recommendations include training in file digitization, developing integrated SOPs, action research simulations, and an internal database platform to increase efficiency by up to 50% and strengthen public access to information. The conclusion emphasizes that incoming mail management is not merely a routine task, but a strategic foundation for accountable ASN governance, with a recommendation for further research to integrate information technology to overcome structural obstacles.

This article examines the development of students' digital competencies through the Merdeka Belajar – Kampus Merdeka (MBKM) Internship Program at the Regional Civil Service Agency (BKD) Office of Central Kalimantan Province. The MBKM policy aims to improve student competencies through flexible learning outside the campus, including internships that bridge the academic theory of the Islamic Education Management Study Program with workplace practices. The research method used a task-based participatory approach over a period of 4 months (July-November 2023), with intensive guidance from BKD staff and academic advisors, focusing on documenting routine activities, multimedia editing, and content production for social media. The results show that students successfully documented 12 morning assemblies, 8 morning exercises, and more than 15 BKD Head events, as well as educational content such as the “ASN Berakhlak” series published on Instagram @bkdprovkalteng, increasing the engagement rate through editing with Canva. The discussion emphasized the effectiveness of link and match in developing digital skills, creativity, and resilience, supported by relevant research references. The conclusion stated that this program was effective in preparing graduates for work, with recommendations for expanding digital ethics training and broader collaboration. This article contributes to the understanding of MBKM practices in local government agencies.

This research looks into the transparency and accountability in the promotion process for civil servants at the Regional Civil Service Agency (BKD) of Sidoarjo Regency as a component of the continual bureaucratic reform aimed at achieving clean and professional governance. Overall, the promotion process has embraced the digital-based Sidoarjo Smart ASN system and adheres to the merit principle, although obstacles persist in achieving completely transparent and accountable practices. The study centers on four key areas: transparency of public information, responsibility in decision-making, the validity of the merit system, and the efficiency of internal oversight and citizen engagement. A qualitative descriptive method utilizing a case study approach was employed, incorporating in-depth interviews, direct observations, and the analysis of official documents. The results indicate that transparency continues to be administrative in character, accountability is focused vertically instead of being horizontally accountable to the public, and the merit system encounters challenges linked to bureaucratic culture and the integration of competency data. Additionally, internal oversight does not have enough community engagement in assessing promotion procedures. The research suggests improving transparency via interactive publishing, establishing accountability systems based on performance, boosting independent evaluation capabilities, and incorporating digital oversight tools with public engagement. These results are anticipated to provide a basis for creating a civil service management model at the regional government level that is more transparent, accountable, and grounded in integrity.

This research intends to examine novel performance management techniques for Civil Servants (ASN) to improve bureaucratic professionalism at the Regional Civil Service Agency (BKD) in Sidoarjo Regency. The research arises from the increasing use of digital performance systems via the e-Performance application, which has yet to show notable changes in behavior among bureaucrats. The study examines the efficiency of the e-Performance system, organizational culture, leadership roles, and management innovations at BKD. Employing a qualitative case study method, data were gathered through extensive interviews, observations, and document review with structural officials and staff. The results indicate that the e-Performance system has enhanced administrative efficiency and transparency, yet it still falls short in fostering employee participation and feedback processes. Deficiencies in digital skills and insufficient training for fostering culture were noted as well. The research suggests fostering a reflective workplace culture centered on recognition, ongoing digital skills training, and establishing a reciprocal feedback mechanism in performance assessments. Working with outside organizations is crucial to maintain accountability and impartiality. These results are anticipated to enhance ASN professionalism and foster an adaptive, innovative bureaucracy in the era of digital governance.

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 analyze the Effect of Hotel Tax, Street Lighting Tax, and Entertainment Tax on the Original Regional Income (PAD) of Boyolali Regency. This study uses a quantitative method with data from the Regional Finance Agency (BKD) of Boyolali Regency for the period 2021 - 2024. The results of this study indicate that Hotel Tax does not have a significant effect on the PAD of Boyolali Regency, with a value of 0.075. Similar to Entertainment Tax, the results of the Entertainment Tax study also have no significant effect on the PAD of Boyolali Regency. In contrast to Street Lighting Tax, the results show that Street Lighting Tax has a significant effect on the PAD of Boyolali Regency. Based on these results, the study recommends that local governments optimize tax management and increase public awareness of the importance of paying taxes.

The development of information and communication technology (ICT) has changed governance in Indonesia, driving digital transformation to improve public services, transparency, and accountability. In this context, the Regional Civil Service Agency (BKD) of the Riau Islands Province plays an important role in developing the digital competence of the State Civil Apparatus (ASN). This study aims to identify the strategies implemented by BKD in developing ASN digital competence and the challenges faced during implementation. The research method used is a qualitative approach with a case study design, involving in-depth observation interviews. The results of the study indicate that although various strategies have been implemented, challenges such as the digital literacy gap between generations, infrastructure constraints, and cultural resistance are still significant obstacles. Recommendations for improving the development of ASN digital competence include improving IT infrastructure, ongoing training programs, and strengthening regulations. This study is expected to provide an empirical overview and recommendations to accelerate digital transformation in the local government environment.  

This research examines formation management at the Regional Staffing Agency of Central Kalimantan Province using a descriptive qualitative approach. The focus of the research includes the implementation of formation management, identification of the scope of routine activities, and development of optimization strategies. The results revealed that formation management has been implemented through various integrated aspects, including employee needs planning, formation preparation, staffing budget preparation, employee recruitment process, development and training, and performance evaluation. BKD Central Kalimantan Province has shown good performance in carrying out its duties and functions, focusing on developing employee competencies and increasing employee mobility as part of a quality formation strategy.

The policy for Independent Learning Independent Learning Campus (MBKM) internship activities is an example of a new idea in higher education that provides flexibility to students. In accordance with the mandate of Permendikbud Number 03 of 2020 concerning National Higher Education Standards, the Independent Learning Independent Campus (MBKM) was formed. Students of the IAIN Palangka Raya Islamic Education Management Study Program complete an internship assignment for one semester. The purpose of this program is to provide opportunities for students to apply the theories and knowledge that have been learned in lectures to the workplace situation. The method used is mentoring conducted by one Internship Assistance Lecturer to 4 participants for one semester. This internship activity is located at the Regional Staffing Agency of Central Kalimantan Province. The results of the office internship activities that have been carried out, student interns can do work practices and learn firsthand how the office administration system and staffing services at the BKD of Central Kalimantan province.

Juanda Heri. This study aims to describe employee mutations in the Banyuasin Regency Government. This research was conducted for three months using a descriptive qualitative approach. Data was collected through interviews, observation, and documentation. Data analysis techniques are carried out by presenting data, reducing data, and drawing conclusions. The results showed that the Evaluation of Employee Movements in the Government of Banyuasin Regency. From the context aspect, employee transfers carried out by BKD often violate existing rules or SOPs, namely without paying attention to the agreed provisions such as having 2-5 years, must be in accordance with competence and good career development, the transfer process is often intervened due to political factors. From the input side, there are many things that, indeed, employee transfers are not done out of necessity, but because there are personal and political factors, employee transfers are often done because they don't want to work in that place, can be far from home and the like, staffing appointments as well and this becomes a problem. one of the main problems in the mutation process. For the aspect of transferring and transferring employees, it is often not carried out with appropriate steps and processes, this is because the transfer of employees is not due to the needs of the institution, but because of the dislike and personal interest of the employee. While the product aspect is expected to be better than employee transfer, namely to improve employee performance and work productivity in a new place, but this is often ignored because the purpose of performance transfer does not always consider the aspect of improvement, but from the aspect of interest. The supporting factor and being the biggest force in the employee transfer process is the policy that regulates this, namely BKN Regulation Number 5 of 2019 concerning Procedures for Implementing Transfers, by following these rules, of course the transfer process will not experience problems. While the inhibiting factor in the problem of employee transfer is again caused by the interests of the institution and increasing work productivity, but is caused by political factors, and in the future if it continues to be influenced by political interests, every time a regime change there will be a change of employees this will make it easier.    

Dian Ekawati. Analysis of Accountability for Promotion of Civil Servant Ranks (Case Study of Application of SAPK BKN in BKD, South Sumatra Province). Accountability of Service Promotion for Civil Servants (Case Study of Application of SAPK BKN in BKD of South Sumatra Province) has basically been going well, but because there were some disturbances related to network problems and application system problems, so there were some things that were delayed in the management process. . It has not been added to the terms and files that are not appropriate so that many promotion files have not been approved and must be repaired. The supporting factor is the existence of technological advances that become service innovations, in the form of online applications, namely online SAPK in the management of promotions, it will provide convenience in the management of promotions. The inhibiting factor is that the existence of signal interference in several districts is a weak side of the online system that must be improved, as well as the requirements for completeness of files that have not been met by employees hampering the approval process for promotions.

The goal of democratic reform is to build an efficient and effective government management structure. Good governance, reflected from top to bottom, is demonstrated through the efficiency of civil servants in a country. This research focuses on the Badan Kepegawaian Daerah (BKD) of Batam City, as its performance reports reveal issues in evaluating employee performance. While BKD Batam has adhered to Government Regulation No. 46 of 2011 on Employee Performance Appraisal in the Execution of Official Duties, the current evaluation method is not effectively implemented. This regulation is expected to contribute positively by assisting government agencies in assessing the performance of their employees. The study combines qualitative methodology with a descriptive field research approach and inductive theoretical perspective. The aim is to describe and analyze the effectiveness of performance appraisal at BKD Batam, along with identifying the factors that hinder effective evaluation. Using interactive data analysis techniques, the findings conclude that BKD Batam's current performance evaluation system is ineffective due to its lack of integration with established standards and performance indicators. The key factors hindering effective performance evaluation include: 1) the subjective nature of the current evaluation; 2) the improper placement of civil servants in positions not aligned with their educational background; 3) the lack of strong understanding regarding the importance of performance evaluation among both evaluators and those being evaluated; and 4) a decline in supervision during the performance evaluation process.

This research discusses the human resource management of librarians at the North Sumatra Provincial Library and Archives Office. The purpose of this research is to know the management and obstacles in human resource development at the Library and Archives Office of North Sumatra Province. This type of research is qualitative research with a descriptive approach, namely describing and describing the data and then analyzing the data obtained from the field so that the data and information obtained are explained without any engineering. Data collection techniques in this study are through observation, interviews, and documentation. The informants in this study amounted to 4 people which consisted of librarian functional HR empowerment section, library material development and processing section, expert level librarians and skilled or supervisory level librarians. The results showed that the recruitment and selection process of human resources in the library of the North Sumatra Provincial Library and Archives Office was regulated by the BKD (Regional Personnel Agency) and the one who determined employee acceptance was the BKN (State Personnel Agency), the suitability of organizing management in the placement of each employee according to their expertise, There are efforts to increase the participation of all group members in cooperation in order to realize the objectives of a plan through family gathering activities and rewards in the form of TPP (Additional Employee Income) and activities carried out in accordance with existing plans, namely the attitude and discipline of librarians who are in accordance with the rules that apply in the library of the library and archives office of the province of North Sumatra and there are several corrections such as S. O.P. librarian performance. O.P librarian performance that has not been implemented but replaced with S.O.P excellent service only. The obstacles in fostering librarians are the less communicative communication process and the limited budget.  

Human resources (HR) are very important in an organization, therefore every organization always strives to have quality human resources. Quality human resources in an organization will not work well. Human resources and the organization must have a mutually necessary relationship, the organization needs quality employees and the organization should pay attention to work aspects related to human resources. employee performance at the West Sumatra Province Civil Service Agency (BKD) has not yet reached the target. The research population is all employees. The sampling technique is a saturated sample obtained as many as 72 samples. The analysis tool used is Structural Equation Modeling (SEM). So the results of this study indicate that (1) work motivation has a positive and significant effect (0.162) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (2) The work environment has a positive and significant effect (0.000) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (3) Work motivation has a positive and significant effect (0.000) on employee performance at the West Sumatra Provincial Civil Service Agency. (4) Work environment has a positive and not significant effect (0.006) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (5) Job satisfaction has a positive and significant effect (0.014) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (6) Work motivation has a positive and significant effect (0.176) on employee performance through job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (7) The work environment has a positive and significant effect (0.018) on employee performance through job satisfaction at the West Sumatra Provincial Civil Service Agency. (8) The contribution of work motivation and work environment variables to job satisfaction is 0.888 or 88.8% and the remaining 11.2% is influenced by other variables not examined in this study at the West Sumatra Provincial Civil Service Agency. (9) The contribution of competency, workload and job satisfaction variables to employee performance is 0.843 or 84.3% and the remaining 15.7% is influenced by other variables not examined by this study at the West Sumatra Provincial Civil Service Agency.      

This research was conducted to analyze how depreciation of fixed assets and their use affects the performance of Medan City BKD employees. Fixed assets are a very important thing in a company, especially Medan City government offices, because without assets, employee performance will not run well and will of course cause various operational activities in the Medan City BKD to be hampered. The data collection technique in this research uses documentation studies such as studying documents related to problems or data such as fixed asset reports at the end of 2021 which are sourced directly from the Medan City BKD. This research uses qualitative methods with a field research strategy. The research results explain that asset managers do not record depreciation of fixed assets. Therefore, the researcher analyzed and calculated depreciation using the straight line method manually in the fixed asset management report which was stated to be good, only that the facilities and infrastructure or equipment such as computers were not sufficient for the number of employees based on research results which showed that maintenance of fraudulent assets was optimal so that there were some are idle and unused computers.

Analysis of Pension Fund Payment System Procedures at PT Taspen (Persero) KCU Medan. This research aims to find out how the pension fund payment system is at PT Taspen (Persero) KCU Medan. This research is included in survey research using a qualitative research approach. The subject of this research is PT Taspen (Persero) KCU Medan. The research method used in data collection was interviews, observation and documentation. The results of this research show that the PT Taspen (Persero) KCU Medan pension fund payment system uses a pay as you go system by implementing two payment techniques, namely manual and Automatic Klim Services. The Automatic Klim service will make it easier to access pension payment claim applications, which are integrated by agencies or BKD. Completeness of administrative requirements will facilitate the process of paying pension funds. Through a claim application, either manual or automatic claim, that meets the requirements for salary payments, payments can be made either directly or by transfer. Retirement is one of the awards given to Civil Servants (PNS) for their services to the State. Procedures are guidelines and implementation of work which consists of continuous work step by step so that it is a form of collaboration between one part and another.

To improve and supervise the performance of the State Civil Apparatus (ASN) within the Probolinggo Regency Government, the local Regional Personnel Agency (BKD) made a breakthrough with a reporting application. Performance reporting through an application called SIKePPo or the Probolinggo Regency Government Employee Performance Information System application. The program implementation by the Regional Personnel Agency (BKD) of Probolinggo Regency seeks to improve personnel management and administration quickly, precisely and accurately. Although this program has been implemented well, it has not yet achieved optimal results. This study seeks to analyze the effectiveness of the implementation of program policies in the BKD of Probolinggo Regency. The two problems studied are: (1) the effectiveness of the implementation of the web-based SIKePPo program at the Probolinggo District BKD, and (2) the factors that influence the implementation of the SIKePPo program. The purpose of the study was to determine the effectiveness of the implementation of the web-based SIKePPo program at the Probolinggo District BKD and the factors that hindered the implementation of the web-based SIKePPo program at the Probolinggo District BKD. The approach used in this research is descriptive qualitative method with the application of Edwards III theory and Bambang Sunggono theory. Data was collected by means of observation, in-depth interviews, and documentation. The selection of informants used purposive sampling technique, and qualitative data analysis was inductive. The results showed that the implementation of the web-based SIKePPo program at the BKD of Probolinggo Regency was running quite well in accordance with the four elements that determine policy implementation, namely communication, resources, disposition, and bureaucratic structure. The factors that become obstacles in the implementation of the web-based SIKePPo program at the Probolinggo District BKD are related to policy content, HR support, infrastructure and communication facilities.