<![CDATA[Bureaucratic simplification has shifted most structural positions into functional positions, requiring an ASN career development system that can adapt to regulatory change and organizational performance demand. This research analyzes the implementation of functional position career development at the Regional Personnel and Human Resource Development Agency (BKPSDM) of Seluma Regency, Bengkulu Province, identifies the inhibiting factors, and formulates optimization efforts, with a special emphasis on how the digitalization of performance appraisal (E-Kinerja) replaces the old administrative mechanism (DUPAK) as a form of transformation in personnel governance. The research uses a qualitative approach with an inductive method; data were collected through semi-structured interviews with eight BKPSDM informants (anonymized) and triangulated with personnel documentation and regulations. The results indicate that career development has progressed through the stages of career planning and career management, and has been implemented through four different appointment pathways with varying competency test requirements and performance-based credit conversion, in accordance with PermenPANRB Number 1 of 2023. However, its implementation has not been optimal due to limited training budgets, unfulfilled job formations, competency gaps resulting from job equalization, and uneven understanding of regulations. The main contribution of this research is to reveal the inconsistency in competency requirements across appointment pathways as a source of structural obstacles that have not been widely discussed in the context of newly established districts like Seluma, while also recommending the strengthening of the job information system as a basis for a more responsive ASN career management.]]>
