| dc.description.abstract | The implementation of the Position Equalization policy on a large scale in
government institutions of Padang Lawas Utara Regency has a substantial
impacts, particularly an the competency aspects af civil servants, I alse causes
the difficulty for civil servants to understand their duties, responsibilities, and new
positions. Thus, it hinders the realization of professional and competent
apparatus. This research employs a mixed approach with quantitative data and
narration of qualitative descriptive. The position equalization does not change the
relationship between work units or areas of work, Coordination lines and jab title
hierarchies are still partial and divisional. Work systems has not been integrated
and the collaboration is limited to individual tasks without recognizing each
other's roles, Functional officials appointed as the result of position equalization
do not understand their duties and functions, thus, it creates creates a competency
gap among civil servants, Before the policy implementation, functional officials
appointed as administrative officials have met the competency standards of
supervisory positions. The results of this research indicate the condition of
managerial competence of 6 civil servants with functional position, namely 2
officials have high competence, 2 officials have medium competence, and 2
officials have low competence. The research suggests that during the process of
adaptation toward the changes in organizational structure, the role of functional
officials af the results af the equalization should be equivalent to the general
functional officials. Agencies are required to conduct assessment and map the
competence af civil servants gradually, build a talent pool svstem for career
development and position succession. It is crucial to maintain smooth business
processes and services during the job transformation transition. | en_US |
