<![CDATA[We examine the generational composition of Indonesia’s civil servants (ASN) in 2024 to assess whether the merit system effectively accommodates demographic transitions and succession planning. Anchored in meritocracy and succession planning theory, the study highlights fairness, competence-based promotion, and cross-generational continuity as fundamental elements of bureaucratic governance. Using descriptive and inferential statistics, we analyze official data from Buku Statistik ASN Semester II 2024. Cross-tabulations (generation × gender; generation × education), inequality indices (Herfindahl–Hirschman Index = 0.43; Gini = 0.27), and demographic projections via age-pyramid mapping are employed. Our analysis indicates that Generation Y dominates (56%), followed by Generation X (35%), while Generation Z remains underrepresented (8.6%). Notably, 32% of ASN are aged 41–50, suggesting a retirement wave within the next 10–15 years. Cross-tabulations show that 74% of ASN hold bachelor’s degrees, yet intergenerational renewal remains uneven. The limited entry of digital-native Gen Z reflects policy inertia in accelerating talent pipelines. These findings suggest that Indonesian bureaucracy requires accelerated career pathways, digital leadership training, and structured knowledge transfer to preserve institutional memory and strengthen succession planning. This study fills a critical gap by integrating demographic analysis with the merit system framework in Indonesia, offering both theoretical enrichment and practical policy recommendations for managing generational change in the public sector.]]>
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