<![CDATA[Mutasi Aparatur Sipil Negara (ASN) merupakan instrumen strategis dalam manajemen sumber daya manusia yang berfungsi menjaga dinamika organisasi dan meningkatkan efisiensi birokrasi. Namun, dalam praktiknya, mutasi ASN di Indonesia kerap menimbulkan polemik karena tidak sepenuhnya dilaksanakan berdasarkan prinsip meritokrasi dan profesionalisme. Data Komisi Aparatur Sipil Negara (KASN) tahun 2024 menunjukkan bahwa sekitar 37% dari total pengaduan yang diterima berkaitan dengan pelanggaran sistem merit dalam proses mutasi dan promosi jabatan. Fakta ini menunjukkan masih lemahnya tata kelola mutasi yang berpotensi menurunkan kinerja, integritas, dan kepercayaan publik terhadap birokrasi. Penelitian ini bertujuan untuk menganalisis manajemen mutasi pegawai di Badan Kepegawaian Daerah (BKD) Provinsi Kalimantan Tengah serta mengevaluasi efektivitas pelaksanaannya dalam mendukung kinerja organisasi. Penelitian ini berbeda dari studi sebelumnya karena tidak hanya menelaah kepatuhan administratif terhadap peraturan mutasi, tetapi juga mengkaji secara mendalam keterkaitan antara penerapan prinsip meritokrasi, transparansi, dan kinerja kelembagaan melalui pendekatan manajemen berbasis kompetensi. Metode penelitian yang digunakan adalah kualitatif dengan desain deskriptif, melalui wawancara mendalam, observasi lapangan, dan analisis dokumen kebijakan. Hasil penelitian menunjukkan bahwa proses mutasi di BKD Provinsi Kalimantan Tengah secara umum telah berjalan sesuai prosedur, namun belum sepenuhnya objektif dan akuntabel. Hambatan yang muncul meliputi pemetaan kompetensi yang terbatas, intervensi kepentingan tertentu, serta kurangnya evaluasi sistematis terhadap dampak mutasi. Implikasinya, penguatan sistem manajemen ASN harus diarahkan pada transformasi kelembagaan yang menekankan akuntabilitas, kinerja, dan integritas agar mutasi benar-benar menjadi sarana pengembangan sumber daya manusia dan peningkatan kualitas pelayanan publik. Analysis of the Implementation and Challenges of Mutation Management at the Regional Civil Service Agency (BKD) of Central Kalimantan Province: Qualitative Findings and Policy Recommendations The mutation (transfer) of Civil Servants (ASN) is a strategic instrument in human resource management that functions to maintain organizational dynamics and enhance bureaucratic efficiency. However, in practice, ASN mutations in Indonesia often generate controversy because they are not fully implemented based on the principles of meritocracy and professionalism. Data from the State Civil Apparatus Commission (KASN) in 2024 indicate that approximately 37% of total complaints received were related to violations of the merit system in the processes of mutation and promotion. This fact reflects weaknesses in mutation governance that may undermine performance, integrity, and public trust in the bureaucracy. This study aims to analyze employee mutation management at the Regional Civil Service Agency (BKD) of Central Kalimantan Province and to evaluate its effectiveness in supporting organizational performance. This study differs from previous research in that it not only examines administrative compliance with mutation regulations, but also explores in depth the relationship between the application of meritocracy principles, transparency, and institutional performance through a competency-based management approach. The research employed a qualitative method with a descriptive design, utilizing in-depth interviews, field observations, and analysis of policy documents. The findings indicate that the mutation process at the BKD of Central Kalimantan Province has generally followed established procedures; however, it has not yet been fully objective and accountable. The main constraints include limited competency mapping, intervention from certain interests, and the lack of systematic evaluation of mutation impacts. These findings imply that strengthening the ASN management system should be directed toward institutional transformation that emphasizes accountability, performance, and integrity, so that mutations genuinely function as a means of human resource development and improvement in the quality of public services]]>
