Coordinating Ministry for Infrastructure Designs Ministerial Decree on ASN Career Patterns and Needs

Secretary of the Coordinating Ministry, Ayodhia G.L. Kalake, stated that managing human resources for the apparatus is a crucial step towards realising a professional, adaptive, and results-oriented bureaucracy. “ASN career patterns play a very important role as the foundation in building a directed and sustainable talent management system,” Ayodhia explained in a written statement on Wednesday (29/4/2026). Furthermore, Ayodhia conveyed that career patterns serve as a reference for developing employee competencies and performance. This also ensures certainty and transparency in career progression, while encouraging the creation of superior and competitive ASN. She emphasised that this step is in line with the mandate of Law No. 20 of 2023 on ASN, which stresses merit-based ASN management, qualifications, competencies, and performance. “The preparation of these career patterns must be integrated with employee performance management, talent management systems, organisational needs, institutional dynamics, and the application of BerAKHLAK core values,” she added. Meanwhile, the Head of the HSDMO Bureau, Rahayu, said that the Coordinating Ministry for Infrastructure will continue to improve ASN management implementation, particularly in building career patterns and determining ASN needs within its environment. “This step is important to create an increasingly adaptive and competitive organisation in addressing future development challenges,” Rahayu explained. On the other hand, the Director of ASN Talent and Career Development at BKN, Samsul Hidayat, emphasised the importance of an appropriate policy framework. This aims to accelerate talent mobility, reduce stagnation, and prepare future leaders. “The main vision to be pursued is to realise an adaptive, cross-functional, and responsive bureaucracy to national needs. The main principle is to develop employees who are not only technical experts but also have cross-functional insights,” he said. The Head of Regional Office I of the National Civil Service Agency, Sri Widayanti, also provided views on the implementation of talent management policies. Through the application of an integrated and merit-based system, it is hoped that every ASN potential can be mapped and developed optimally according to organisational needs. She also emphasised the importance of synergy between central and regional agencies in implementing talent management consistently. According to her, this is important to create policy alignment and accelerate improvements in public service quality.