Main features of Draft Law on Indonesian Civil Service
For discussion only
(Jakarta, December 2, 2011-Canberra 11 January, 2012)
By Prof.Dr.Sofian Effendi
- Initiative of the Parliament
- In a meeting with Commission for Governance on November 23, 2011, Minister Azwar presented Govt’s appreciation and support to the initiative
- Form joint drafting taskforce to iron out draft law
- To be enacted at 2012 First Parliamentary Session.
1.Replace outdated personnel administration with Strategic Human Resource Management (SHRM) to spearhead vertical and horizontal adjustments of government agency workforce with new strategic mission of the government.
2.Indonesian Civil Service defined by legislation a profession which is a-political, free from corruption, and possesses institutional capacity to deliver equitable public services, and to effectively implement policy management. Basic values and Code of Conduct of the profession is sanctioned by law.
3.Establish Secretary General as head of the Agency;
4.Apply merit principle in every step of human resource management, i.e., recruitment, appointment, placement, promotion, and termination of employees of Indonesian public service;
5.Merit principle operationalized as objective comparison between qualifications and competences required for jobs or positions with those of the applicants;
6.Apply open recruitment system;
7.Establish Senior Executive Service as special cadre of bureaucracy reform for all strategic public agencies, covering approx. 7000 Echelon 1-2 positions or equivalence;
8.National Selection System for Indonesian Civil Service administered by the National Personnel Agency.
9.Indonesian Civil Service comprises of: (a) Civil Servant; (b) Government Employees.
10.Clear delineation of functions of civil service authorities:
- The President as head of the state hold the authority to select and appoint CSC commissioners; appoints ministers, and appoint 1st echelon officers;
- The Minister of State for Administration and Bureaucracy Reform formulates general policies for Public Sector Bureaucracy Reform;
- NPA (National Personnel Agency), and
- NIPA (National Institute of Public Administration) administers Indonesian Civil Service Academy, provide career development trainings for Indonesian Civil Service, and serve as government administration think tank.
- Establish an adequately independent Indonesian Civil Service Commission with authority to formulate regulations concerning IPS profession, supervise application of these practices by national and local governments’ agencies, and supervise management of the Senior Civil Service;
- Establish a decentralized public service system through devolvement of personnel management authorities to national and sub-national agencies;
- Implement performance based salary system starting January 1, 2013;
- Implement “pay as you go” and “fully funded” pension schemes starting January 1, 2013.