<![CDATA[This study analyzes career development among Indonesian National Police officers at the Bukittinggi City Police, identifies the internal and external factors that influence it, explains the mechanisms through which those factors operate, and formulates organizational improvement strategies. A descriptive qualitative case-study design was employed. Data were collected through in-depth interviews with six informants representing senior leaders, human resource management, officers, and non-commissioned officers, supported by observation and documentation. Data were analyzed using the Miles, Huberman, and Saldana model through data condensation, data display, and conclusion drawing and verification. NVivo supported coding, theme development, hierarchy charts, project maps, and word clouds. The findings show that career development is implemented through general and professional education, promotion, rank advancement, the 13-Component Assessment System, competency assessment, and guidance from leaders and the human resource unit. The most salient internal factors are education, competence, work achievement, integrity, and assignment track record. External factors include regulations, the merit system, human resource information systems, competency assessment and testing, leadership support, time and financial support, and equitable access. Implementation remains suboptimal because of limited quotas, information gaps, time and financial constraints, and perceived seniority and personal connections. The study recommends real-time performance-data updates, standardized and objective competency assessment, expanded specialist development education, transparent information and quota allocation, structured career mentoring, and periodic evaluation. ]]>
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