Competence is the key to achieving the performance of a professional public service organization. The suitability between the job’s competency needs and the competence of the officers will determine the level of success of the organization. Based on this matter, this article is descriptively qualitative (by utilizing the results of psychological reports and assessment of competencies) trying to assess the suitability of competencies held by structural officers (echelon IV) in the Regional Office of the Ministry of Religious Affairs of East Kalimantan Province, and analyzing the efforts which can be done to minimize the existing competency gap. The results show that most of the echelon IV officers have met the expected competency standards, and there are some officials who have not match the competency standards. It can also be analyzed eight efforts that can be done to improve the competence of the officials, through the provision of relevant training, independent training, coaching, job shadowing, giving challenge, change of organizational culture, continued performance feedback, and assignment and apprenticeship. Keywords: Competency, Suitability of Competency, Competency Improvement Abstrak Kompetensi adalah kunci mencapai kinerja organisasi pelayanan publik yang profesional. Kesesuaian antara kebutuhan kompetensi jabatan dengan kompetensi pejabatnya akan menentukan level keberhasilan organisasi. Atas dasar hal tersebut, artikel ini secara deskriptif-kualitatif (dengan memanfaatkan hasil laporan psikotes dan assessment kompetensi) mencoba untuk melakukan penilaian terhadap kesesuaian kompetensi yang dimiliki oleh pejabat struktural eselon IV di lingkungan Kantor Wilayah Kementerian Agama Provinsi Kalimantan Timur, serta menganalisis upaya-upaya yang dapat dilakukan untuk meminimalkan gap competency yang ada. Hasil penelitian menunjukkan bahwa sebagian besar pejabat struktural eselon IV telah memenuhi standar kompetensi yang diharapkan, dan terdapat beberapa pejabat yang belum memenuhi standar kompetensi tersebut. Dapat pula dianalisis delapan upaya yang dapat dilakukan untuk meningkatkan kompetensi pejabat tersebut yaitu, melalui pemberian training yang relevan, training mandiri, coaching, job shadowing, pemberian challenge, perubahan budaya organisasi, continues performance feedback, serta penugasan dan pemagangan. Kata Kunci: Kompetensi, Kesesuaian Kompetensi, Peningkatan Kompetensi