Civil Servant Career Development Model At The Secretariat Of The Presidential Advisory Council
Keywords:
career development, civil servants, talent management, competence, career mobility, Setwantimpres
Abstract
This study aims to analyze the career development of Civil Servants (PNS) within the Secretariat of the Presidential Advisory Council (Setwantimpres), identify the factors contributing to suboptimal career development, and formulate career development strategies and models tailored to the organization's characteristics. This study employed a qualitative method with a case study approach. Data collection techniques included in-depth interviews, observation, and document review. The research informants consisted of structural officials, functional officials, administrative staff, and triangulation informants from the Human Resources Bureau of the Ministry of State Secretariat. Data analysis was conducted through data reduction, data display, and thematic conclusion drawing. The results show that civil servant career development in Setwantimpres established a formal foundation through the implementation of talent management, performance appraisal, competency development, competency tests, and a career management system integrated with the Ministry of State Secretariat. However, its implementation has not been optimal due to constraints in organizational structure, job formation, and career mobility space; suboptimal career information transparency and follow-up on assessment results; as well as limitations in competency development and employee readiness. This study also found that career development in lean-structured organizations cannot rely solely on vertical promotion but needs to be strengthened through rotation, mutation, deployment, continuous competency development, coaching, mentoring, and job enrichment. Based on the findings, a career development model for Setwantimpres civil servants was formulated, consisting of six main components: mapping organizational needs and employee potential; performance appraisal, competency assessment, and talent management; career portfolio and track record; continuous competency development; career mobility; and career monitoring, evaluation, and feedback. This model is expected to serve as a foundation for a more directed, transparent, adaptive, and sustainable civil servant career development in government organizations with limited structures.References
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Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295–320.
Yin, R. K. (2018). Case study research and applications: Design and methods (6th ed.). SAGE Publications.
Creswell, J. (2024). Research Design, Qualitatives, Quantitative, And Mixed. Methods Approcahes (Fourth Edition). Sage.
Denhardt, J. V., & Denhardt, R. B. (2003). The new public service: Serving, not steering. M. E. Sharpe.
Dessler, G. (2020). Fundamentals of human resource management. Pearson.
Dewan Pertimbangan Presiden Republik Indonesia. (2026). Karakteristik organisasi. https://wantimpres.go.id/id/
Karwayu, R. K., Sumartono, & Nuh, M. (2025). Challenges And Opportunities In Career Development Planning For Functional Officers In Sikka Regency: A Study Based On The Strategic Planning For Human Resources Framework. The Journal Of Indonesia Sustainable Development Planning, 6(2), 268–280. Https://Doi.Org/10.46456/Jisdep.V6i2.737
Khairani, K., Artnetti, S., & Hasan, F. (2023). The implementation of competency development of state civil apparatus in the framework of fulfilling the rights of civil servants in West Sumatra Province. Jurnal IUS Kajian Hukum dan Keadilan, 11(1), 176–195.
Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2017). Human resource management. Cengage Learning.
Miles, & Huberman. (2021). Qualitative Data Analysis, A Methods Sourcebook, Edition 3 (U.-P. Tjetjep Rohindi Rohidi (Ed.)). Sage Publications.
Moleong, L. J. (2020). Metodelogi Penelitian Kualitatif Edisi Revisi. Pt. Remaja Rosdakarya.
Mulyadi, A., Ilham, M., Rowa, H., & Sinurat, M. (2025). Bridging Policy And Development: Implementing Merit-Based Civil Service Management For Dynamic Governance In West Java. Journal Of Infrastructure Policy And Development, 9(1), 9944. Https://Doi.Org/10.24294/Jipd9944
Napitupulu, S., Haryono, T., Riani, A. L., Sawitri, H. S. R., & Harsono, M. (2017). The impact of career development on employee performance: An empirical study of the public sector in Indonesia. International Review of Public Administration, 22(3), 276–299.
Noe, R., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Fundamentals of Human Resource Management (9th ed.). Mc Graw Hill.
Putri, E. Y., Putri, A., Rahma, A. R., & Maolani, F. M. (2022). Penerapan Praktek Manajemen Sumber Daya Manusia Dan Hubungannya Dengan Kinerja Karyawan. Jurnal Ekobis : Ekonomi Bisnis & Manajemen, 12(2), 343–356. Https://Doi.Org/10.37932/J.E.V12i2.618
Roringkon, C. J. A., & Nurkholivvah, A. (2025). The Influence of Work Motivation and Job Satisfaction on Employee Performance with Work Discipline as an Intervening Variable among Civil Servants at Ministry X. Jurnal Good Governance, 21(2), 93–104. https://doi.org/https://doi.org/10.32834/gg.v21i2.939
Roringkon, C. J. A., & Silitonga, M. S. (2025). Readiness Analysis and Implementation Strategy of Corporate University as an ASN Training and Learning System in the Ministry of Transportation. Jurnal Bina Praja, 17(3). https://doi.org/10.21787/jbp.17.2025-2728
Rosenbloom, D. H., Kravchuk, R. S., & Clerkin, R. M. (2022). Public administration: Understanding management, politics, and law in the public sector (9th ed.). Routledge.
Sedarmayanti. (2019). Manajemen Sumber Daya Manusia, Reformasi Birokrasi Dan Manajemen Pegawai Negeri Sipil (Cetakan Kelima). Pt. Refika Aditama.
Sholihah, H., Sari, H., Karomah, N., & Dani Triiswanto. (2024). Evaluasi Dan Strategi Peningkatan Kinerja Sumber Daya Manusia (Sdm) Melalui Pelatihan Dan Pengembangan Kompetensi Karyawan. Gudang Pustaka Cendekia, 2(10). Https://Doi.Org/Doi.Org/10.59435/Gjmi.V2i10.965
Silaban, E., Syafri, W., Nurdin, I., & Kawuryan, M. W. (2024). Career Development Of Civil Servants With The Implementation Of The Merit System At The Secretariat General Of The House Of Representatives Of The Republic Of Indonesia. Technium Social Sciences Journal, 58, 22–33. Https://Doi.Org/10.47577/Tssj.V58i1.11140
Soeharto, K. R., Widnyani, I. A. P. S., & Sumada, I. M. (2023). Analisis pengembangan karir pegawai negeri sipil (PNS) di Pemerintah Kabupaten Badung. Jurnal Pendidikan Tambusai, 7(3), 21232–21239.
Sudrajat, D. (2025). Peran manajemen sumber daya manusia dalam mencapai tujuan strategis Universitas Sehati Indonesia. Journal of Innovative and Creativity, 5(2), 21116–21131. https://joecy.org/index.php/joecy
Sugiyono. (2022). Metode Penelitian Kuantitatif, Kualitatif Dan R&D. Alfabeta.
Vasilieva, E. V. (2018). Competence approach in public service: What knowledge and skills do civil servants choose? Voprosy Gosudarstvennogo i Munitsipalnogo Upravleniya-Public Administration Issues, (4), 120–144.
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295–320.
Yin, R. K. (2018). Case study research and applications: Design and methods (6th ed.). SAGE Publications.
Published
2026-07-09
How to Cite
Sari, A. N., & Sutrisno, E. (2026). Civil Servant Career Development Model At The Secretariat Of The Presidential Advisory Council. Kontigensi : Jurnal Ilmiah Manajemen, 14(1), 431-450. https://doi.org/10.56457/jimk.v14i1.960
Section
Articles
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