RADAR TANGSEL RATAS – Rancangan Peraturan Pemerintah (RPP) yang membahas manajemen aparatur sipil negara (ASN) mendekati hasil akhir. Aspek-aspek substansi dalam aturan tersebut sudah 100 persen terpenuhi.
Aturan yang ditargetkan terbit pada akhir April 2024 itu diharapkan bisa implementatif dan bisa merangkul talenta terbaik bangsa untuk menjadi bagian dari reformasi birokrasi dan pelaksanaan pembangunan nasional.
Menurut Menteri Pendayagunaan Aparatur Negara dan Reformasi Birokrasi (PANRB) Abdullah Azwar Anas, RPP tersebut harus bisa transformatif dan implementatif di lapangan sebagaimana arahan Bapak Presiden Joko Widodo (Jokowi). “Setelah 100 persen aspek terpenuhi, targetnya 30 April 2024 sudah ditetapkan,” tuturnya saat memimpin RPP manajemen ASN secara virtual, Senin (11/3/2024).
Dalam aturan ini juga ada pembahasan tentang jabatan ASN yang bisa diisi oleh prajurit TNI dan personel Polri, serta sebaliknya. Kata Anas, aturan ini bersifat resiprokal dan akan diseleksi secara ketat, serta disesuaikan dengan kebutuhan instansi yang bersangkutan dengan mekanisme manajemen talenta.
“Kita akan mendapatkan talenta terbaik dari TNI/Polri dan mereka pun dapatkan ASN terbaik,” ungkap Anas.
Total, RPP tersebut memiliki 22 bab yang terdiri dari 305 pasal. Substansi yang dibahas di antaranya pengembangan kompetensi, perencanaan kebutuhan, pengadaan ASN, digitalisasi, hingga hak, dan kewajiban ASN.
Anas juga menjelaskan bahwa ada beberapa transformasi mendasar yang diatur secara detail dalam RPP tersebut. Pertama, penataan rekrutmen dan jabatan ASN yang lebih fleksibel. Penataan rekrutmen dan jabatan ASN dirancang untuk menjawab organisasi yang harus lincah dan kolaboratif.
“Selama ini kalau ada pensiun, untuk merekrut pegawai baru itu siklusnya menunggu ‘ritual’ tahunan. Sementara ada ASN yang meninggal atau resign, sehingga terpaksa diisi dulu oleh tenaga non-ASN/honorer yang kemudian jadi masalah di kemudian hari. Memulai ini di tahun 2024 telah ditetapkan tiga kali siklus rekrutmen,” papar Anas.
Talenta-talenta ASN saat ini, kata Anas, masih terpusat di kota-kota besar saja. Padahal masih ada kekurangan kebutuhan pegawai untuk daerah tertinggal, terdepan, dan terluar (3T).
“Sehingga dengan PP ini, pengaturan mobilitas talenta bisa dijalankan baik dalam, antarinstansi maupun di luar instansi untuk menutup kesenjangan talenta. Kita akan atur insentif khusus bagi mereka yang bekerja di 3T, termasuk kecepatan kenaikan pangkat,” ujar Anas.
Lebih lanjut, Anas menegaskan bahwa RPP Manajemen ASN akan mengatur terkait pola pengembangan kompetensi ASN yang tidak lagi klasikal, seperti penataran. Pola pengembangannya, kata Anas, mengutamakan experiential learning, seperti magang, on the job training, yang semuanya menjadi bagian dari upaya meningkatkan kapasitas ASN.
“Sejalan dengan itu maka nanti sistem pembelajarannya akan dibuat terintegrasi (integrated learning),” tutur Anas.
Terkait dengan kinerja, menurut Anas, permasalahannya adalah kinerja pegawai belum sepenuhnya mencerminkan kinerja organisasi. Untuk itu, ke depan nanti, pengelolaan kinerja dilaksanakan untuk memastikan pencapaian tujuan organisasi. “Ini yang kita desain keselarasannya, antara kinerja individu dan kinerja organisasi sama,” ujar Anas. (ARH)
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