TRENGGALEK – Trenggalek administration is accelerating efforts to fill 85 vacant echelon positions as a growing wave of civil servant retirements puts pressure on the regional bureaucracy.
To address the issue, the Trenggalek Personnel and Human Resources Development Agency, known as BKPSDM, has introduced a new career development system for state civil apparatus employees, or ASN. The program encourages employees to design their own career paths based on their skills, interests, and readiness.
According to BKPSDM Head Heri Yulianto, the new approach aims to create a more transparent and competency-based promotion system while preventing future leadership gaps within the local government.
“We continue to pursue position appointments through various systems and programs. One of them is encouraging ASN employees to independently plan their careers according to their competencies and preparedness,” Heri said.
Data from BKPSDM shows that 85 echelon posts currently remain vacant in the Trenggalek administration. The figure includes 12 high-ranking leadership positions, known as JPTM posts.
Those vacant positions consist of eight department heads, one agency head, one inspector, and three expert staff roles assigned to the regent.
Heri explained that the policy shift comes as around 300 ASN employees retire every year in Trenggalek. Without proper succession planning, the retirement trend could disrupt administrative continuity and public services.
Under the new system, BKPSDM no longer fully controls career planning from the top level. Instead, employees receive greater flexibility to map out their professional development based on experience and capability.
To support the policy, BKPSDM distributed career development questionnaires to hundreds of ASN employees. Out of the targeted 820 workers, around 780 have completed the data submission process.
The information will later become part of the regional talent management system, or talent pool. Officials say the database will serve as the foundation for future promotions and strategic job placements.
“This data will become the basis for promotion and staffing processes so they are more transparent and competency-based,” Heri explained.
BKPSDM is also assessing the mental readiness of employees for strategic positions. Some positions involve high public pressure and major responsibilities.
Another challenge comes from the balanced composition of ASN workers in Trenggalek. The region currently has 5,022 civil servants and 5,020 PPPK employees.
The total number of ASN workers in Trenggalek has reached 10,042 employees.
Heri said PPPK career management still has several limitations compared to permanent civil servants. Because of that, the government needs a long-term staffing strategy.
Through the new assessment program, BKPSDM hopes more ASN employees will prepare themselves for future leadership roles.
Officials also expect the policy to encourage innovation while maintaining professional public services throughout Trenggalek.