Implementasi Peraturan Walikota Medan Nomor 58 Tahun 2023 Tentang Penegakan Disiplin dan Kode Etik Pegawai Aparatur Sipil Negara Pemerintah Kota Medan

Abstract

ABSTRACT Based on data from the Medan City Government, there has been a significant number of civil servants within the Medan city administration from 2023 to 2024 who violated disciplinary rules and the code of ethics following the enactment of Medan Mayor Regulation Number 58 of 2023. In addition, many civil servants were found to be present at work but did not comply with the effective working hours as stipulated. This study aims to analyze how implementers carry out the enforcement of Medan Mayor Regulation Number 58 of 2023 in promoting discipline among civil servants within the Medan City Government, as well as to identify the factors that hinder its implementation. This research uses a qualitative method. Qualitative research is a methodology that produces descriptive data in the form of words or spoken actions from observed individuals, including behaviors, perceptions, motivations, and actions. Data were collected through both primary and secondary sources. Primary data were obtained through in-depth interviews with informants and field observations, while secondary data were gathered from articles and journals accessed via the internet. The findings of the study show that: (1) Field implementers (including agency leaders and the Regional Personnel and Human Resources Development Agency/BKPSDM) strive to communicate the disciplinary policy consistently, timely, and clearly through daily briefings, weekly evaluation meetings, and the use of digital media. This aligns with George Edwards III's theory, which emphasizes the importance of transmission, consistency, and clarity in policy communication. High-quality human resources (HR) are essential for enhancing the capacity and competency of civil servants through training and workshops, which significantly contribute to improved discipline. Well-trained and motivated personnel are more likely to understand and internalize disciplinary values, thereby optimizing policy enforcement. Adequate budget support for HR development helps in providing necessary infrastructure such as personnel information systems, digital attendance tools, and funding for training and capacity-building programs. (2) The obstacles to enforcing discipline among civil servants in the Medan City Government include ineffective communication. Policy-related information is often not delivered consistently or clearly to all civil servants, resulting in varying interpretations across different work units and uneven implementation of disciplinary rules. A lack of commitment and decisiveness from unit leaders in enforcing regulations is a major hindrance. Inconsistent internal supervision and lack of follow-up on violations allow indiscipline to persist. Keywords: Medan Mayor Regulation Number 58 of 2023, Discipline and Code of Ethics Enforcement, Medan City Government.