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Problems in the recruitment and selection of civil servant candidate (CPNS) related to transparency, competition, objectivity, and competence aspects. This study aimed to analyze the implementation and various obstacles in the application of the merit principles in recruitment and selection of CPNS. This study used post-positivism paradigm and qualitative method. Data were collected by in-depth interviews, Focus Group Discussion, and data documentation, continued by interactive data analysis. The result showed that the recruitment and selection process was not based on merit principles; which characterized by formation submission which is not based on the bureaucracy needs, indications of corruption, collusion, and nepotism, and applicants were not analyzed based on their passing grade. Based on the macro analysis, the conditions were caused by the policy framework as the basis for the implementation of the recruitment and selection which did not explicitly and clearly explained about the merit system. Otherwise, messo analysis found it was caused by overlapping authority between Ministry of Administrative and Bureaucratic Reform and State Personnel Board as personnel management institutions. Furthermore, micro-analysis found three barriers on the recruitment and selection of CPNS which was not implemented based on the merit principles, i.e. administrative, political and cultural, and technical barriers.

journal of administrative sciences and policy studies

Merit System in Recruitment and Selection Process of Civil Servant Candidate in Malang Indonesia (Implementation of Recruitment and Selection of Civil Servant Candidate in 2010)