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AZIZAH. 2012. THE AUTHORITY OF REGIONAL PERSONNEL


AGENCY IN MANAGING PERSONNEL AFFAIRS IN THE
ERA OF AUTONOMY. Master of Law Program, Postgraduate
Program, Lambung Mangkurat University. Main Supervisor: Dr. H.
M. Effendy, S.H., M.H., and Assisting Supervisor: Dr. H. Ichsan
Anwary. S.H., M.H., 100 pages.

ABSTRACT

Keywords: Authority, Regional Personnel Agency, Autonomy

The type of the research is legal principle and inventory of legislative


regulations. legal norm syncronization, especially related to career’ t development
of civil servants in the era of autonomy based on Civil Servant Affairs Act and the
implementing regulations. Then the resources are processed and analyzed
qualitatively, regularly and systematically in order to obtain the solutions to the
problems.
The results of the research indicate that the problems encountered by the
Regency/Municipal Rank and Position Consideration Board and Regional
Personnel Agency in assisting the Regional Personel Official in the regency or
municipality in this matter the Regent or Mayor is related to the independence
Plioe due to the position of the Regent and the Mayor who act as Managing
Official for Regional Personel of the Regency/Municipality as they hold political
career.
Consequently, civil servants appointed in a structural position cannot
perform the (I governmental tasks very well because they are appointed due to
kinship factor with the Regent or the Mayor as Managing Official for Regional
Personel. With the political track records of the Regent or the Mayor as Managing
Official for Regional Personel can be assured that there is political preassure and
intervention in particular form(s) in the placement or appointment of personnel in
structural positions. In some cases there have been collusive cooperations
(symbiosis parasitism) among the political officials and the bureaucrats which
lead to collusive culture by placing the people who are closed to the power in the
structural positions. So it is not in conformity with the pattern of career
development which is based on quality, capability and competence of the civil
servants.