<![CDATA[The compensation system for Part-Time Government Employees under Work Agreements (Pegawai Pemerintah dengan Perjanjian Kerja—PPPK) has become a strategic issue in Indonesia's civil service reform, particularly at the local government level. In Bantaeng Regency, the current compensation system has not fully reflected merit system principles, as evidenced by weak alignment between compensation and employee competencies, educational qualifications, and years of service, disparities in compensation among employees performing similar duties, and the absence of comprehensive local regulations governing compensation practices. These conditions indicate a gap between the intended merit-based civil service management system and its practical implementation, potentially affecting employee motivation, professionalism, and public service performance. This policy paper aims to formulate a competency-based compensation policy strategy for Part-Time PPPK in Bantaeng Regency. The study employs a qualitative descriptive policy analysis approach grounded in evidence-based policy making. The analysis consists of four stages: Urgency–Seriousness–Growth (USG) analysis to prioritize policy issues, Problem Tree Analysis to identify root causes, policy alternatives assessment based on effectiveness, efficiency, administrative feasibility, fiscal feasibility, and equity criteria, and the development of an implementation strategy using a Logic Model. The findings indicate that the core policy problem is the absence of a competency-based compensation system supported by adequate local regulations, effective merit system implementation, and sustainable fiscal capacity. Among the evaluated policy options, a Competency-Based Remuneration System emerges as the most feasible alternative because it integrates competency, educational qualifications, years of service, job evaluation, and workload analysis into a fair, transparent, and objective remuneration structure. Accordingly, this policy paper recommends establishing local regulations, implementing competency-based remuneration, integrating compensation with performance management, developing a total reward framework, and strengthening monitoring and evaluation mechanisms to reinforce the merit system and improve local civil service governance in Bantaeng Regency.]]>
Copyrights © 2026
