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This research aims to analyze equity aspects of the pay system of civil servants (PNS) in the State Personnel Agency (BKN) and to formulate a payroll system that meets the equity principles in accordance with the management perspective of the Civil State Apparatus (ASN). The research utilizes the postpositivist approach and descriptive research. The results shows that the content of the equity value in the goals/targets of the civil servant payroll system in the ASN Act is limited to the efforts to comply with the internal and external equity. Meanwhile, the content of the individual equity values becomes incoherent because of the separation between the salary and the administration of the employee performance benefits. The equity value content of the implementation of the civil servant pay system has not been able to be fulfilled until now. This can be viewed from several aspects: a) alignment, the class base and the current working period are considered to be irrelevant because they do not reflect the relative value of a position, b ) competitiveness, the salary scale is less competitive than the market rate, c) contributions, the lack of appreciation of the performance and competence of employees, d) management, the lack of transparency, especially related to the data and information on the financial ability of the State for the allocation of salary. This research results in the formulation of civil servant payroll by using a job-based pay approach, using parameters including the number of grades, the value range, salary range, and the pay policy line. Keywords—payroll; public officials; human resource management; equity

The Analysis of the Civil Servant Payroll System from the State Civil Apparatus Management Perspective (A Study within the National Civil Service Agency)