<![CDATA[This study aims to describe the implementation of a coaching program, identify the challenges encountered, and formulate recommendations for implementing coaching as part of competency development for Civil Servants at the Regional Development Planning, Research, and Innovation Agency of City X. This study employed a descriptive qualitative approach, with data collected through interviews and document analysis. The findings indicate that coaching has been implemented; however, it remains informal because it is not supported by a competency development needs analysis, including the identification of coaching needs, nor by standardized implementation guidelines. As a result, coaching opportunities have not been systematically identified, while the readiness of both coaches and coachees still requires improvement. In addition, the absence of structured documentation and evaluation mechanisms has caused the implementation of coaching to depend largely on the initiative and approach of individual supervisors. Consequently, coaching has not yet functioned as a systematic competency development method. Based on these findings, this study recommends the development of Coaching Needs Assessment Guidelines and Coaching Implementation Guidelines to support the systematic identification of needs, implementation, documentation, and evaluation of coaching as an integral component of competency development for Civil Servants.]]>
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