APPLICATION OF CAREER PATTERN FOR PRISON GUARD IN OBTAINING STRUCTURAL POSITIONS IN THE MINISTRY OF LAW AND HUMAN RIGHTS IN THE PERSPECTIVE OF LAW NUMBER 5 OF 2014 CONCERNING STATE CIVIL APPARATUS

<p><strong>Abstra</strong><strong>ct</strong></p> <p>The Ministry of Law and Human Rights currently does not have the latest career pattern guidelines that refer to Law Number 5 of 2014 concerning State Civil Apparatus, because in the field there are still many technical obstacles that have not been regulated in the current career pattern guidelines. This research aims to obtain an overview of empirical data and facts related to the implementation of career patterns for Civil Servants within the Ministry of Law and Human Rights. Research methods are categorized as evaluation research which is descriptive analysis with qualitative and quantitative approaches. The types of data sources consist of primary data and secondary data. Data collection methods use questionnaires and data analysis methods using frequency tabulation. From the results of the discussion it was concluded that basically the Ministry of Law and Human Rights had implemented career pattern guidelines as mandated by Permenkumham Number. M.3819.KP.04.15/2006 concerning Career Patterns in the Department of Law and Human Rights and Government Regulation Number 35 of 2011 concerning Guidelines for Preparing Career Patterns for Civil Servants, in its implementation in the field the career system development within the Ministry of Law and Human Rights has taken into account elements -elements as mandated by these regulations which include formal education, job training, age, length of service, rank/class, position level, job experience, job performance assessment and job competency. However, there are still things that need to be improved, because until now the Ministry of Law and Human Rights does not have the latest career pattern guidelines which refer to Law Number 5 of 2014 concerning State Civil Apparatus, because in the field there are still many technical obstacles that have not been regulated in the career pattern guidelines. That exists now.</p&gt