<![CDATA[Public service organizations, including the Population and Civil Registration Office (Dinas Kependudukan dan Pencatatan Sipil / Dukcapil), have a constitutional obligation to provide quality, equitable, and transparent civil administration services, as mandated by Law No. 25 of 2009 on Public Services. The quality of human resources (HR) within the civil service apparatus is a determining factor in service effectiveness. Therefore, merit-based competency development, as required by Law No. 20 of 2023 on the State Civil Apparatus, is a crucial strategy that must be implemented effectively. This research aimed to identify and explore merit-based competency development policy strategies for improving the quality of civil servant HR at the Dukcapil Office of Merauke Regency, including the factors contributing to suboptimal implementation. The research employed a descriptive qualitative approach with an exploratory case study design, using document analysis and in-depth interviews with agency leaders, division heads, and implementing staff. The findings showed that although the competency development policy conceptually aligned with the principle of “the right person in the right place,” its implementation in practice still faced seven major obstacles. These included task placement that was not yet fully competency-based, development programs that were not sufficiently targeted and evenly distributed, less objective performance appraisal systems, limited facilities and technological support, unequal career development opportunities, inconsistent reward and sanction mechanisms, and weak inter-agency coordination. Among these challenges, the lack of targeted competency development programs and limited facilities and infrastructure were identified as the most urgent issues requiring attention. Addressing these challenges is essential to ensure that the merit system functions optimally and contributes to improving the quality of public services in Merauke Regency.]]>
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