<![CDATA[The development of apparatus competence serves as a vital instrument in establishing local government bureaucracies that are professional and adaptive to dynamic public governance changes. This study aims to analyze the managerial competence development strategy of Civil Servants at the Regional Personnel and Human Resources Development Agency (BKPSDMD) of Makassar City and to identify the contributing factors influencing its implementation. A descriptive qualitative design was employed, gathering empirical evidence through semi-structured interviews with seven key informants, field observations, and institutional document reviews. The findings reveal that the managerial competence development strategy is operationalized through reinforcing integrity, cross-sector coordination, personnel system digitalization, zero mistake principles, and tiered mentoring mechanisms. Nonetheless, strategic execution continues to encounter operational constraints, including limited quotas for formal leadership training, the absence of an independent municipal training center, and digital adaptation resistance among senior personnel. ABSTRAK Pengembangan kompetensi aparatur merupakan instrumen vital dalam mewujudkan birokrasi pemerintahan daerah yang profesional dan adaptif terhadap perubahan tata kelola publik. Penelitian ini bertujuan untuk menganalisis strategi pengembangan kompetensi manajerial Pegawai Negeri Sipil (PNS) pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Daerah (BKPSDMD) Kota Makassar beserta faktor-faktor yang memengaruhinya. Pendekatan penelitian yang digunakan adalah kualitatif deskriptif dengan pengumpulan data melalui wawancara semi-terstruktur terhadap tujuh informan kunci, observasi langsung, dan telaah dokumen kinerja kepegawaian. Hasil penelitian menunjukkan bahwa strategi pengembangan kompetensi manajerial diwujudkan melalui penguatan integritas, koordinasi lintas bidang, digitalisasi sistem persuratan, penerapan prinsip zero mistake, serta penyelenggaraan pelatihan dan pembimbingan (mentoring). Meskipun demikian, implementasi strategi tersebut masih menghadapi tantangan berupa keterbatasan kuota diklat formal, ketiadaan pusat kediklatan mandiri, dan resistensi pegawai senior terhadap transformasi digital. ]]>
