Implementasi Kebijakan Peraturan BKN No 3 Tahun 2023 Tentang Angka Kredit, Kenaikan Pangkat, Dan Jenjang Jabatan Fungsional

Di Direktorat Jenderal Penegakan Hukum Kementerian Kehutanan

Policy Implementation of Regulation of the National Civil Service Agency (BKN) Number 3 of 2023 concerning Credit Points, Promotion, and Functional Position Levels at the Directorate General of Forestry Law Enforcement, Ministry of Forestry

Peraturan BKN Nomor 3 Tahun 2023 tentang Angka Kredit, Kenaikan Pangkat, dan Jenjang Jabatan Fungsional membawa perubahan signifikan dalam sistem pengelolaan angka kredit, kenaikan pangkat, dan jenjang jabatan fungsional dari berbasis butir kegiatan menjadi berbasis kinerja melalui Sasaran Kinerja Pegawai (SKP). Perubahan ini menuntut penyesuaian dalam implementasinya, khususnya di Direktorat Jenderal Penegakan Hukum Kehutanan yang juga mengalami dinamika pemisahan kelembagaan. Penelitian ini bertujuan untuk mendeskripsikan menganalisis implementasi kebijakan tersebut dengan menggunakan model implementasi kebijakan Van Meter dan Van Horn. Penelitian ini menggunakan pendekatan kualitatif dengan jenis penelitian deskriptif. Data dikumpulkan melalui wawancara mendalam, observasi partisipatif, dan dokumentasi dengan teknik purposive sampling, kemudian dianalisis melalui proses pengodean, penyusunan tema, dan interpretasi. Hasil penelitian menunjukkan bahwa implementasi kebijakan berjalan cukup efektif meskipun belum sepenuhnya berada dalam kondisi ideal. Standar dan tujuan kebijakan telah dirumuskan secara jelas, namun masih memerlukan proses adaptasi dalam penerapannya di tingkat pelaksana. Komunikasi antar organisasi berjalan dengan baik melalui koordinasi dan sosialisasi yang mampu mengurangi mispersepsi akibat kompleksitas perubahan kebijakan. Pada aspek sumber daya, masih terdapat keterbatasan sumber daya manusia dan anggaran yang dipengaruhi oleh kebijakan efisiensi serta dinamika pemisahan kelembagaan, meskipun kondisi tersebut tidak menjadi hambatan utama implementasi. Disposisi pelaksana menunjukkan tingkat penerimaan, komitmen, dan kemampuan adaptasi yang tinggi sehingga menjadi faktor utama pendukung keberhasilan implementasi. Karakteristik organisasi pelaksana dan kondisi lingkungan juga relatif mendukung, walaupun optimalisasi sistem merit belum sepenuhnya tercapai berdasarkan temuan KASN. Temuan penelitian menunjukkan bahwa keberhasilan implementasi tidak ditentukan oleh satu variabel secara terpisah, melainkan oleh interaksi antarvariabel, serta tingginya konsensus pelaksana yang mampu menjaga efektivitas implementasi di tengah perubahan kebijakan yang signifikan.

Regulation of the National Civil Service Agency (BKN) Number 3 of 2023 concerning Credit Points, Promotion, and Functional Position Levels brings significant changes in the management system of credit points, promotions, and functional position levels, shifting from an activity-based system to a performance based system through Employee Performance Targets (SKP). This change requires adjustments in its implementation, particularly in the Directorate General of Forestry Law Enforcement, which is also experiencing institutional restructuring dynamics. This study aims to describe and analyze the implementation of the policy using the policy implementation model of Van Meter and Van Horn. This research uses a qualitative approach with a descriptive research type and a narrative design. Data were collected through in-depth interviews, participant observation, and documentation using purposive sampling techniques, and then analyzed through coding, theme development, and interpretation processes. The results show that the policy implementation has been quite effective, although not yet fully in ideal conditions, where policy standards and objectives have been clearly formulated, inter-organizational communication runs well and is able to reduce misperceptions due to the complexity of regulatory changes, and organizational characteristics as well as environmental conditions are relatively supportive. However, there are still limitations in terms of human resources and budget, influenced by efficiency policies and the impact of institutional separation, as well as the suboptimal utilization of the merit system based on findings from KASN. Nevertheless, the disposition of implementers, characterized by a high level of acceptance, commitment, and adaptability, becomes the main factor supporting successful implementation. These findings indicate that the success of implementation is not determined by the strength of a single variable, but rather by the interaction among variables, in line with the view of Van Meter and Van Horn which emphasizes the dynamic nature of relationships among implementation factors. Furthermore, although this policy requires significant changes, the high level of consensus among implementers has proven to maintain implementation effectiveness, thereby confirming that implementer consensus plays a more dominant role compared to the magnitude of policy change.