Indonesia to Crack Down on Corruption in Civil Service with New Merit System

Jakarta – The Indonesian government is intensifying efforts to cleanse the State Civil Apparatus (ASN) of corruption, collusion, and nepotism (KKN). New regulations have been issued to realize this intention, focusing on merit-based systems and digitalization.

Among these is Minister of Administrative and Bureaucratic Reform (PANRB) Regulation Number 19 of 2025 concerning the Implementation of a Merit System in ASN Management, which came into effect on December 31, 2025.

“This Ministerial Regulation was established to ensure the realization of a Civil Service (ASN) that is integrated, professional, neutral, free from corruption, collusion, and nepotism (KKN), and capable of effectively implementing public policy and services,” said Deputy Minister of PANRB Purwadi Arianto in a press release on Saturday, March 7, 2026.

Purwadi explained that through this regulation, the implementation of the merit system will be refined through five key areas. First, strengthening the eight aspects of the merit system will be carried out comprehensively and integrated throughout the entire ASN management cycle.

These eight aspects include planning needs and job standardization. talent management; performance management; competency development; strengthening work culture and institutional image; rewards and recognition; discipline, dismissal, and administrative efforts; and digitalization of ASN management.

Second, there is a shift in orientation in measuring merit system maturity, emphasizing the measurement of dimensions simultaneously: availability, quality, and utilization.

The third refinement of the merit system involves the merit system index being generated more objectively, supported by survey instruments on ASN satisfaction and engagement, and considering correction factors. “This is done to ensure that the measurement results are strictly and proportionally filtered,” he said.

Fourth, the merit system will be strongly integrated with talent management, becoming a primary instrument in filling positions, developing careers, and planning succession based on the best talent within the institution. Finally, or fifth, strengthening the merit system is also supported by the digitalization of ASN management and more objective supervision.

“With these refinements, the merit system is expected to no longer be understood as fulfilling administrative aspects, but truly become an instrument that has an impact on improving the quality of ASN performance and organizational performance,” Purwadi emphasized.

Purwadi stressed that strengthening the merit system is important following President Prabowo Subianto’s determination to strengthen ASN management as outlined in the framework of the Grand Design of National Bureaucratic Reform (DBRBN) 2025-2045.

Within the DBRBN 2025-2045, the government has set a vision of a World Class Bureaucracy by 2045. This vision reaffirms the commitment to building a bureaucracy that is collaborative, capable, and integrated, to support Golden Indonesia 2045.

Within this framework, one of the main targets is the creation of a competent and high-performing state apparatus based on a merit system.

“The target is clear. All government agencies will be in the leading category in the Merit System Index by 2045. This means that the merit system is not just a personnel management instrument, but a foundation for building the quality of ASN nationally,” he revealed.

Must Align with the Spirit of Asta Cita

Meanwhile, Head of the State Civil Service Agency (BKN) Zudan Arif Fakrulloh affirmed that the process of filling ASN positions must be aligned with the needs and objectives of the organization, from the vision and mission of regional heads to the President’s Asta Cita (eight core priorities). He made these remarks during an exposure on talent management preparation from the Bolaang Mongondow Selatan Regency and Halmahera Timur Regency governments at the BKN Central Office in Jakarta on Tuesday, March 3, 2026.

“The spirit is that we are all building talent management to realize the President’s Asta Cita. The task of talent management is to select officials or human resources in districts/cities to realize the vision and mission of regional heads,” said Zudan, as quoted in a press release on Saturday, March 7, 2026.

In the implementation of talent management, Zudan exemplified that if a region wants to realize a religious region or improve health services, then the right officials must be sought, from heads of departments to leaders of units or work units, such as the Civil Service Police Unit (Satpol PP) or the Head of the Public Health Center (Puskesmas).

He advised that its implementation must ensure that every position is filled by ASN who have clear potential, competence, and track record.

“When we are looking for candidates, of course we choose those who have potential, competence, and factors that lead to success, namely willingness, knowledge, and track record,” he said.

As is known, BKN has been strengthening the talent management program in various government agencies, both central and regional, since last year, following the issuance of the Head of BKN Decree Number 411 of 2025.

“To realize the vision of a progressive Indonesia and support the achievement of national development goals in the President of the Republic of Indonesia’s Asta Cita, a professional, competent, and highly integrated State Civil Apparatus is needed through Civil Service Talent Management,” as stated in the consideration section of the decree signed by Zudan on August 11, 2025.

In the sixth provision of the decree, all government agencies, starting January 1, 2026, are required to use the ASN Talent Management Service Information System of the State Civil Service Agency in order to support the implementation of an integrated Civil Service Talent Management system.