Civil Servant Flexibility Evaluation Strengthens Performance-Based Work Culture

An evaluation of civil servants’ flexibility implementation in April 2026 shows that bureaucratic work culture transformation has not reduced government performance. Conversely, the policy has driven operational efficiency and accelerated bureaucratic digitalisation without compromising public service quality. Minister of Public Administration and Bureaucratic Reform (PANRB) Rini Widyantini stated that work flexibility is not merely about adjusting civil servants’ work locations. She added that the policy is part of a government work system transformation that adapts to technological advancements and public needs. ‘Efficiency does not mean reducing services. Today’s efficiency means changing how the government operates. Work flexibility is the gateway, while government digital transformation is the main change,’ she said in a written statement. The evaluation revealed significant achievements. Official travel expenses were saved by Rp 1.95 trillion, government utility costs decreased by Rp 65.6 billion, and a national increase of 100,817 electronic signature (TTE) documents was recorded as an indicator of accelerated bureaucratic digitalisation. Public service quality remained intact, with 95% of services reporting stability or improvement during the flexibility implementation. Public satisfaction levels were maintained, and all citizen complaints were handled through official government channels. Rini stressed that work culture transformation must be supported by Digital Public Infrastructure (DPI), including digital identities, inter-agency data exchange, and government digital payment systems. ‘Work culture transformation must drive civil servants to work more effectively, agilely, and with a results-oriented approach,’ Rini said. She added that work flexibility does not mean lower service quality, but rather strengthens civil servants’ professionalism and performance accountability. However, the evaluation also noted challenges, including the need to strengthen digital work culture and adjust coordination patterns between units and institutions. Therefore, each institution is urged to ensure public services continue to operate optimally despite flexible work arrangements. ‘Moving forward, work flexibility must have a more mature implementation—not just flexibility in work locations, but also stronger governance, coordination, and organisational performance outcomes,’ Rini explained.