<![CDATA[Penelitian ini bertujuan untuk menganalisis implementasi double assessment dalam pengembangan karier pegawai pada jabatan fungsional di Pemerintah Provinsi Jawa Barat. Penelitian menggunakan pendekatan kualitatif dengan desain studi kasus yang dilakukan di Badan Kepegawaian Daerah Provinsi Jawa Barat pada periode Juli–Desember 2025. Data dikumpulkan melalui observasi partisipatif, wawancara mendalam dengan tujuh informan, serta studi dokumentasi, dan dianalisis menggunakan model interaktif Miles dan Huberman dengan kerangka teori implementasi kebijakan Grindle. Hasil penelitian menunjukkan bahwa double assessment mendorong pergeseran paradigma pengembangan karier ASN dari sistem administratif menuju sistem berbasis kompetensi. Kebijakan ini memperkuat penerapan sistem merit melalui penilaian kompetensi yang lebih objektif, sekaligus terintegrasi dengan manajemen talenta melalui pemanfaatan hasil asesmen dalam pemetaan talent box. Namun, implementasinya masih menghadapi kendala, seperti keterbatasan instrumen penilaian teknis serta belum optimalnya integrasi data dalam sistem manajemen talenta. Di sisi lain, kebijakan ini memberikan dampak positif dalam meningkatkan objektivitas, transparansi, serta kualitas pengembangan karier ASN. Dengan demikian, double assessment dapat dipandang sebagai instrumen strategis dalam mendukung pengelolaan karier ASN yang lebih profesional, meskipun masih memerlukan penguatan dalam aspek teknis dan implementatif. This study aims to analyze the implementation of double assessment in career development for functional positions within the West Java Provincial Government. The study employs a qualitative approach with a case study design conducted at the Regional Civil Service Agency of West Java Province during the period of July–December 2025. Data were collected through participant observation, in-depth interviews with seven informants, and document analysis, and analyzed using the Miles and Huberman interactive model supported by Grindle’s policy implementation framework. The results indicate that double assessment has shifted the paradigm of civil servant career development from an administrative-based system to a competency-based system. This policy strengthens the merit system by ensuring more objective competency assessments and is integrated with talent management through the utilization of assessment results in talent mapping (talent box). However, its implementation still faces challenges, including limited technical assessment instruments and suboptimal integration of data within the talent management system. On the other hand, the policy contributes positively to improving objectivity, transparency, and the overall quality of career development. Therefore, double assessment can be considered a strategic instrument in supporting a more professional civil service career management system, although further strengthening in technical and implementation aspects is still required.]]>
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