Inconsistency of merit system application in implementation of policies of civil servants placement to the structural positions in muna regency

This study aims to analyze and describe the implementation of policies of civil servants placement to the structural positions. The study uses qualitative method, a procedure that emphasizes research on the characteristics of natural background, the researcher as an instrument, using in-depth interviews, observation and documentation as data collection techniques. The focus of research produces descriptive data in the form of written and spoken words and analyzed inductively. The results show that the implementation of the policies of civil servants placement to structural positions in the scope of Muna Regency Government during the years 2008-2011 was not based on the merit system, it is known from: (a) the inconsistency in applying the mechanism of civil servants placement to structural positions, (b) no committing assessment to prospective structural officials, and (c) the absence of competency standards of job used in the placement of officials to the structural position. The factors that detain the accomplishment of merit system are the spoil system, nepotism and patronage in the implementation of the civil servants placement policies to structural positions in the scope of Muna Regency Government. In addition, indefiniteness of policy contents and unlimited authority of Regent in appointing, remove and dismissing officials also becomes factors affecting the policies of civil servants placement to structural positions in Muna Regency Government area during 2008 to 2011.