Each country has its own government, and it can be very different from one country to another. However, all governments have particular duties and responsibilities towards their citizens (Gomez, nd). In general, the role of government is to ensure the well-being of citizens (World Intellectual Property Organization (WIPO), 2005) and more specifically, Gomez (nd) describes that the duties and responsibilities of government are to ensure the order, protection, public service, and economic stability. Nevertheless, all governments around the world face the same problems, including financial strains, finding quality staff, aging infrastructure and sustainability. The limitations created by today's difficult economic situation are causing many governments to struggle to continue serving their communities (Britz-Parker, n.d.). Current financial stress has challenged the government to learn to do more with less. Today, people are looking for efficiency, because the world moves very quickly and waits for no one. Efficiency is one of the key factors of economic development. Researchers in this area have frequently focused on the efficiency of core economic sectors, the factors that impact it, and the policies that could improve it. However, researchers find it difficult to study public sector efficiency since it is almost impossible to measure public sector output. Without measuring production, there can be no measuring efficiency (McLeod, 2005). In Indonesia, everyone knows that the public sector, or in this paper term, the civil service, is very inefficient. No one who knows how it works could say otherwise. Examples could be a laundry list, like taxa...... middle of paper ......07). Another issue that has also made the remuneration system of Indonesian civil servants vague is the relationship between salary and performance/achievement measurement. The situation in the Indonesian civil service system is that those who do not have particular tasks receive the same salary as those who have certain tasks and perform them very well. Often, those who gradually maintained good performance received no incentives or appreciation for their achievements. Professionalism and success should be subject to specific assessments that could be measured quantitatively and compared. The DP3 which was used as an evaluation of the performance of civil servants could not be a valid reflection of the actual performance of civil servants since it only measures the preferences of civil servants based on subordinates (Prasojo et al.., 2007).