IMPLEMENTASI KEBIJAKAN POLA KARIER PEGAWAI NEGERI SIPIL PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN SERANG PROVINSI BANTEN

Career patterns in positions guarantee work peace by referring to the performance of employees who can determine their own careers according to their ability es and competencies. The pattern of coaching for civil servants describes the career development path that shows the relationship and harmony between positions, ranks, education, and job training, competencies and tenure of employees from the beginning of appointment to retirement. Researchers focus on the implementation of career pattern policies at BKPSDM Serang Regency. The purpose of the study was to describe how the placement of employees with the policy of career patterns, to ϔind out why and what strategies were carried out by BKPSDM Serang Regency.This study uses a descriptive method with a qualitative approach using Edward III’s imple-mentation theory with primary and secondary data sources, describing the implementation of ca-reer pattern policies so that a career pattern implementation strategy is made with the conditions that exist in BKPSDM Serang Regency.Based on the results of the study, it can be concluded that ϔirst, the implementation of career pattern policies at the BKPSDM Serang Regency there are still deviant things so that the process of employee career patterns has not run optimally. Second, the strategy carried out by the internal environment with transparency and lack of budget and the strategy carried out by the external environment with clear regulations and the absence of a national scale pilot project. Suggestions that need to be considered by local governments, especially BKPSDM Serang Regency, are opti-mizing career pattern policies, increasing budgets, clear regulations and making BKPSDM a pilot project on a national scale.