ANALYSIS OF THE IMPLEMENTATION OF THE MERIT SYSTEM IN PPPK RECRUITMENT AS A SOLUTION TO FULFILLING THE NEED FOR HIGH-QUALITY HUMAN RESOURCES (A Case Study of the Affirmative Policy for Honorary Employees Transitioning to PPPK in the Provincial Government of Lampung, 2024)

Amantha, Goestyari Kurnia
Hadi, Ismono

Demokrasi: Jurnal Ilmu Pemerintahan
Vol 6, No 1 (2026): Volume 6 Nomor 1 Tahun 2026

In recent years, there have been changes in the governance of human resources for civil servants in Indonesia. The most notable change is that human resources working in government are now referred to as State Civil Apparatus (ASN). The State Civil Apparatus is divided into two categories: Civil Servants (PNS) and Government Employees with Work Agreements (PPPK). This human resource governance policy marks the beginning of the government's commitment to phasing out honorary workers and other forms of contractual employment. In the Provincial Government of Lampung, there are a total of 3,468 honorary workers, including daily freelance workers (PTHL). Additionally, the Lampung Provincial Government has prepared 6,873 PPPK positions for 2024, which include positions for teachers, healthcare workers, and technical staff. The government has declared that no more honorary workers will be appointed as PPPK after 2024, with the 2024 PPPK recruitment being the final round of affirmative action. Honorary workers who do not pass the 2024 PPPK selection may be offered part-time PPPK roles or transferred to other types of work. Based on this situation, it is important to further examine whether the affirmative policy of converting honorary workers to PPPK in 2024 aligns with the principles of meritocracy and a more just and efficient civil service system within the Provincial Government of Lampung.