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Bureaucratic reform in Indonesia has encouraged the strengthening of civil service management oriented toward performance through the policy of appointing Government Employees with Work Agreements (PPPK) in order to improve the effectiveness of public organizations. This study aims to analyze the performance of PPPK in supporting the implementation of tasks at the Environmental Agency of Jambi City by using Mangkunegara’s performance theory as the analytical framework. This research employs a qualitative approach with a descriptive method. Data were collected through in-depth interviews and documentation, and then analyzed using data reduction, data display, and conclusion drawing techniques. The results show that the performance of PPPK is generally in the good category and contributes positively to organizational effectiveness. This is reflected in the aspects of work quality, work quantity, and responsibility as explained in Mangkunegara’s performance theory. The alignment between job placement and competence, increased work motivation due to employment status certainty, and organizational support through training and coaching are the main factors supporting performance optimization. However, there are still constraints, particularly the suboptimal understanding of main duties and functions, thus requiring strengthened organizational communication and continuous capacity development. This study confirms that competency-based management and systematic development of PPPK play an important role in improving the effectiveness of task implementation in the public sector.

Effective bureaucratic management depends on aligning competencies with job placement. This study examines Echelon 3 and 4 officials in Pasuruan Regency, Indonesia, focusing on the suitability of their educational backgrounds, skills, and job roles. A descriptive quantitative approach was used with 77 respondents, including 23 Echelon 3 and 54 Echelon 4 officials. The findings indicate moderate suitability, with an average score of 3.5 out of 5. While many officials possess advanced educational qualifications, gaps in training adequacy and skill alignment remain. Technology usage is a key strength, reflecting readiness for digital transformation. These results emphasize the need for systematic training and strategic human resource allocation to enhance bureaucratic effectiveness. The study contributes to discussions on workforce optimization in public administration, providing actionable insights for policymakers. Future research should expand on these findings by exploring competency-based interventions and their impact on organizational performance.