Amriza, T. Said (2025) Kapasitas Pengembangan Karier Pegawai Negeri Sipil Pasca Pelaksanaan Pengalihan Jabatan Struktural Ke Fungsional Biro Umum Sekretariat Daerah Provinsi Riau. Masters thesis, Universitas Islam Riau.

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Abstract

In carrying out the mandate of the policy of PermenPAN RB Number 17 of 2021 concerning the Equivalence of Administrative Positions into Functional Positions as a form of implementation of bureaucratic reform and as an effort to increase the effectiveness and efficiency of government service performance to the public through improving organizational performance. phenomena that exist in the General Bureau of the Riau Provincial Secretariat First, there is no clear regulation regarding the career development of functional officials after the equivalence in the General Bureau of the Riau Provincial Secretariat. Second, there has been no change in the priority of regional development programs, one of which is for HR development in the form of facilitating Functional Training for State Civil Apparatus Functional Officials resulting from the job equivalence. The research method uses a qualitative research method as a technique for data collection and direct interviews with informants such as the Head of the General Bureau, Head of the Household Section, Young Expert Policy Analyst, Subordinator of the Governor's Household Subsection, Head of the Financial and Asset Administration Section, Head of the Administration Section of the Riau Provincial Secretariat. The results of the study indicate that Career development capacity There are still many obstacles in both the dimensions of Policy capacity, implementing authority and operational efficiency: First, Policy Capacity where regulations on structural to functional equivalence have been determined, but policies on career development for equivalence are not given a flow or SOP in accordance with the characteristics of structural positions. Second, the implementing authority in this case, the functional equivalence position must adjust the work pattern that has been carried out through orders with the existence of SOPs to become implementers by having staff for work distribution, must adjust to "individual" work. Functional positions where this requires quite intense adjustment. Third, Operational efficiency in career development of functional equivalence positions in the short term takes 4 to 5 years for civil servants of functional equivalence to be able to adjust to pure functional.

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