<![CDATA[Civil servant performance management is a strategic policy instrument for ensuring that public human resources contribute to government objectives and improved public service quality. The Government of Indonesia renewed its performance management policy through Government Regulation Number 30 of 2019, Ministerial Regulation for Administrative and Bureaucratic Reform Number 8 of 2021, and Ministerial Regulation Number 6 of 2022. Although the regulatory framework has become increasingly comprehensive, implementation in local governments continues to face weak alignment between individual and organizational performance, administrative compliance orientation, poor-quality indicators, subjective ratings, limited evaluator capacity, inadequate use of appraisal results, and fragmented electronic systems. This study analyzes the design and implementation of civil servant performance management policies in local governments and formulates recommendations for improvement. A qualitative approach was employed through an integrative literature review and policy document analysis. The sources consisted of regulations, government reports, international organization reports, and scholarly publications issued between 2015 and 2022. The findings indicate that the main problem is no longer merely regulatory inadequacy, but the gap between policy design and local implementation capacity. Policy improvement should focus on aligning individual performance with regional development outcomes, simplifying indicators, strengthening continuous performance dialogue, improving managerial capacity, integrating performance data, differentiating rewards, and utilizing appraisal results for competency development and talent management. Performance management should be transformed from a document-completion exercise into an organizational learning and evidence-based decision-making process.]]>
