THE EFFECTIVENESS OF THE COMPUTER ASSISTED TEST (CAT) SYSTEM IN THE SELECTION OF CANDIDATES FOR CIVIL SERVANTS IN BAUBAU CITY, SOUTHEAST SULAWESI PROVINCE, INDONESIA

This study aims to determine and analyze the Computer Assisted Test (CAT) system's effectiveness in selecting civil servants candidates in Baubau City, Southeast Sulawesi Province, Indonesia, using qualitative descriptive method. The analysis was carried out with the criteria of production, efficiency, satisfaction, adaptation, and development. The result showed that the CAT system's effectiveness in selecting candidates for civil servant position has been quite satisfactory. However, the efficiency criteria still need to be improved. The obstacles are the lack of facilities and infrastructure for the Civil Service and Human Resources Development Agency of Baubau City and unavailability of employees as administrative officers or operators. These can be overcome by borrowing facilities and increasing working hours for existing administrative officers. Therefore, this study suggests the need for coordination regarding the budget for the procurement of infrastructure for the smooth running of activities. This is in the form of desks and computers, as well as additional employees as administrative officers or operators in the implementation of tests.


INTRODUCTION
In carrying out the process of government duties and national development, a competent, accountable, integrity, professional state civil apparatus free from the practice of Corruption,

Collusion, and Nepotism (KKN) is required. Law Number 5 of 2014 concerning State Civil
Apparatus Article 1 paragraph (1) explains that the State Civil Apparatus is a profession for civil servants and government employees with work agreements for government agencies. Civil servants are Indonesian citizens who meet specific requirements and are appointed permanent ASN employees by staffing officers to occupy government positions. Furthermore, the individuals appointed are expected to carry out all their duties and obligations optimally.
A transparent and objective selection, as well as recruitment process are required to obtain and realize quality civil servants. The organization will have a large pool of people to select the very best candidates since many applicants will be interested (Hasibuan, 2014: 40). In the chain of human resource management, the recruitment and selection process plays an essential role in getting competent employees. It begins when steps are taken to find applicants and ends when applications have been submitted (Siagian, 2018:102).
After the organization conducts recruitment, potential employees are selected using a selection process to hire people who truly meet the job's requirements. Employees can be trained and developed to perform their duties in accordance with standards when this selection is conducted correctly, and the organization will benefit as a result. Employees with the right requirements and competencies in occupying certain positions will greatly determine the achievement of organizational goals in the future.
It is important to recruit civil servants to get reliable employees with high commitment in carrying out their duties and functions within the organization. In the current reform era, the autonomy policy emphasizes that local governments conduct restructuring. Recruitment of new employees should be handled with great care to ensure that the large number of new employees are adequately controlled. Therefore, their duties and functions as a state apparatus can be carried out professionally. Additionally, the committee or organizer of the procurement of civil servants should also have a strong commitment not to be influenced by various political interventions and practices of corruption, collusion, and nepotism in conducting the recruitment and selection process for civil servants candidates.
Currently, the recruitment is carried out systematically based on high qualifications, competence, and quality. The goal is to obtain reliable human resources to create a good 1. An introduction that contains the purpose and intent of making this regulation, the definition and procurement of civil servants, and others 2. Planning for employee procurement 3. Announcement of vacancies for candidates recruitment 4. Stages of civil servants candidate application 5. Selection and announcement of selection results 6. Appointment and probationary period to be a candidate for civil servants 7. Appointment and taking the oath/pledge of civil servants 8. Supervision and control 9. Financing

Closing
The series of tests will be able to effectively and efficiently obtain the desired civil servant candidates and meet the standards. Sutrisno (2018: 106-107) stated the criteria for measuring effectiveness are production, efficiency, satisfaction, adaptation, and development. Meanwhile, Steers (1985: 209) mentioned that the factors that influence effectiveness are : The concept of organizational effectiveness can be interpreted at the level of benchmarks in carrying out activities or functions by optimally utilizing available tools or resources to achieve a goal (Amalia and Juniarti, 2017). To avoid fraud, the State Civil Service Agency (BKN), the agency for organizing the selection of civil servants candidates, issued Indonesian BKN Regulation Number 50 of 2019 concerning Procedures for Conducting Selection with the Computer Assisted Test (CAT) Method. It explained that the recruitment and selection of civil servants' candidates were conducted using the CAT system. The usefulness of the system should produce timely and relevant information for decision-making within an organization (Imamudin, 2019).
The CAT system is a computer-based test for the selection of civil servant candidates.
Meanwhile, the test participants' scores can be monitored directly by the general public when working on the questions or at the end. This obtains professional state civil servants in carrying out government duties, and this has been in practice in Baubau City since 2018. The aim is to acquire qualified and professional civil servants for community services. Public confidence in the selection and recruitment of civil servants candidates is expected to be restored by this system. However, such recruitment are new for the community, hence generating various responses and opinions. Yasin (2015) explained that implementing the system is unique, and not all people understand the working principles. For some, this system remains a mystery and is considered an old-fashioned filled with corruption, nepotism, and fraud in the form of participants trying to bribe certain individuals to become civil servants.
In Baubau City, the executive committee of the Civil Service and Human Resources Development Agency faced a shortage of administrative officers or operators. This officer is tasked with receiving, researching, and assessing the validity of the participant's administrative completeness. The agency has 1 administrative officer or operator staff who is always preoccupied.
Another problem was the inadequate infrastructure used by the organizing committee, and they still had to borrow computers from schools to support the recruitment process. Based on these conditions and phenomena, this study aims to determine the effectiveness of the implementation of the CAT system as well as the obstacles and solutions in the selection of candidates. Ideas for improving the system are expected to be generated by the findings of this study.

METHOD
This study used a qualitative descriptive method. According to Nazir (2014:43), it examines the status of people, an object, a set of conditions, a system of thought, or a class of events in the present. Meanwhile, Creswell (in Herdiansyah 2014: 8) argued that it is a process of scientific research activities to determine problems in the definition of society by creating a general and complete portrait, expressing thoughts in detail from the original instructions, and conducting a pristine setting without pressure.
Interview, observation, and documentation techniques were used to obtain data.
Meanwhile, triangulations are used to increase understanding of the findings during the research process but not to discover the truth of a phenomenon in the field. Sugiyono (2012:1) stated that qualitative research methods are used to examine the condition of natural objects, where data analysis is inductive, and the results emphasize meaning more than generalizations. The steps taken for analysis are data reduction, data presentation, and concluding (Miles and Huberman in Silalahi, 2012: 339).

City
The analysis of the CAT system's effectiveness is based on Sutrisno's theory compared to the actual situation on the ground.

A. Production
Production is an organization's ability to produce goods or services under the demands of its environment. Based on data, interviews, and observations, the Civil Service and Human Resources Development Agency of Baubau City's ability to describe the results were under the established procedures and running smoothly. The same thing was also experienced by Ruhana The procedure for implementing civil servant candidates for the City of Baubau consists of 18 stages, and the details can be seen in Table 1.1. After the announcement of the administrative selection, the next stage is the implementation of the SKD held in Buton Regency on October 25, 2021. The following are the selection procedures: 1. Participants are required to be clean (bathe and wash hair) and maintain cleanliness prior to departure.
2. Participants are expected to arrive at the selection location on time and take part in the selection process as scheduled.
3. At least 60 minutes before the selection begins, they should arrive and register with the appropriate agency and have their required documents checked to ensure they are in order.   9) Using a computer other than CAT system applications.
h. Participants who have finished the exam can leave the place in an orderly manner.

A. Efficiency
Efficiency is the ratio between output and input, hence in the implementation of the CAT system, it should pay attention to the availability of resources, service processes, and implementation outputs. The results showed that the efficiency of the CAT system in the selection of civil servant candidates is not good enough. This can be seen from the availability of resources, namely the budget in the form of providing facilities and infrastructure as well as human resources involved. The selection process has been conducted independently on the basis of observations, interviews, and collected data. The source of funds used is from the  satisfaction was very good. The implementation process is easy using a computer and is online hence the test is considered fair and transparent. Additionally, the CAT system can also measure the ability to obtain competent and accountable civil servant candidates. Therefore, it can dispel the public's perception that the implementation of the selection of candidates for civil service positions is rife with corruption, collusion, and nepotism.

C. Adaptation
Adaptation is an organization's ability to translate internal and external changes. Before using the CAT, a manual system was used by the Civil Service and Human Resources Development Agency of Baubau City. The observations and interviews with several informants showed that the differences in the implementation of the selection of candidates with the manual and the CAT systems was very striking. Manual systems require a great deal of time and effort, are slow, and require a close estimate of the final outcome. Consequently, this system can be indicative of corruption, collusion, and nepotism. The CAT system is considered more effective and efficient because the test results are immediately available on the same day online. Therefore, it can help the government create competent and accountable civil servants. It greatly impacts the implementers and participants, as well as facilitates the recruitment process. The results of the exam were available on the same day, and this can break public opinion about implementing the CAT system in the selection of civil servant candidates.

D. Development
Development is a phase after survival in the long term. In this case, the Civil Service and Human Resources Development Agency of Baubau City conducted a phase or stages to hold selection activities in the form of several internal and external strategies. The interviews and observations showed that the internal strategy was to select and place capable people to serve on the selection committee.
A person is deemed competent when he can perform his duties satisfactorily, above and beyond the minimum requirement (Arifah and Amalia, 2021). This supports Jurnal MSDA (Manajemen Sumber Daya Aparatur) 10, 1 (2022) : 104-122 117 of 122 the selection of civil servant candidates using the CAT system. The formation of the selection committee has been carried out quite well, and the entire agency employees are included in the process. Table 1.5 shows a list of the organizing committee for selecting civil servant candidates for general formations within the Baubau City government. For budget support, the agency obtains all funds from the government in the form of Regional Revenue and Expenditure Budget and that of Regional Apparatus Organizations and Regional Apparatus Work Units. However, this was deemed insufficient because the selection implementation required many computers and desks. In the implementation of tests from previous years, the committee always borrows facilities from schools due to a lack of budget.

B. Lack of availability of employees as administrative officers or operators
Staff size is also a factor that contributes to the success of an activity program. Based on data from the Strategic Planning of Civil Service and Human Resources Development Agency of Baubau City in 2019-2023, the agency's employees totaled 38 people, with 14 and 24 occupying structural and general functional positions. This shows that the number of employees is sufficient to carry out their duties and functions. However, administrative officers feel that they are still lacking. Amalia, Syafri, and Muafi (2021) also found that at the level of resources, IPDN Campus Cilandak has not optimally implemented the Sikarya policy due to the lack of civil servants as admins.
The results of observations and interviews showed that the Civil Service and Human Resources Development Agency of Baubau City experienced problems related to human resources.
In this case, the officer or operator of the CAT system implementation was tasked with receiving, researching, and assessing the validity of the participant's administrative completeness. The agency has one administrative officer or operator because the quality of employees is still lacking.
This officer should be able to prepare materials and carry out online announcements in addition to receiving, researching, and assessing the validity of the participant's administrative completeness.
In the event of a data research error, the results of online announcements will be affected, hence the officer is expected to be careful and observant.

A. Borrowing facilities and infrastructure
In organizing the selection of civil servant candidates through the CAT system, attention should be paid to the availability of resources, including facilities and infrastructure such as desks, computers, and buildings. These are important because when there are no computers and desks, the implementation of online tests