<![CDATA[This study analyzes the implementation of meritocracy-based human resource management in the State Civil Apparatus in the City of Medan for the 2022–2025 period, as well as its challenges and optimization strategies. Using a qualitative approach with case studies, data was collected through in-depth interviews, observations, and document review of 25 key informants. The results of the study show that the implementation of meritocracy is uneven: the aspects of recruitment and the ASN information system are relatively good, but promotion, mutation, and performance management are still colored by political intervention, weak independent supervision after the dissolution of KASN, and KKN culture. The proposed priority strategies include the establishment of an independent regional meritocratic supervisory body, open publication of competency test results, and strict sanctions for violators. This study concludes that without fundamental institutional reform and bureaucratic culture, the merit system will not achieve its goal of realizing a professional and integrity bureaucracy.]]>
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