This article aims to analyze the implementation of priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency. And then analyze the factors that hinder the implementation of priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency. And then analyze the efforts made in implementing priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency The research method: is a qualitative descriptive with 12 informants, observation collection techniques, interviews and literature study. The analysis techniques are data display, reduction, grouping and conclusions. The results of the study: first, the implementation of priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency is quite good. such as in communication, outreach has been made to the Village Government in District meetings. To provide explanations related to priority work programs in village administration specifically in population administration. The resources are sufficient, then the disposition in each village has been arranged to be able to support the implementation of the program even though it is not optimal. Then the bureaucratic structure has been implemented quite well. Second, the factors that hinder the implementation of priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency, namely the problem of human resources that is still lacking, besides that communication problems that cannot be understood by village officials make the implementation of priority programs not running optimally. Apart from that, the bureaucracy structure is less efficient and less dynamic. Third, Efforts made in implementing priority work programs in Village Administration Management in Mulia District, Puncak Jaya Regency by conducting training, guidance as well as formal and informal education for village officials to increase the knowledge of village officials. In terms of bureaucratic structure, there are efforts to improve the existing structure in coordination with the District Government of Mulia, Puncak Jaya Regency.

Kegiatan pengabdian ini mengangkat tema “Sosialisasi Tentang Manfaat Pemberian Vaksin Covid-19 Pada Manula/Lansia Di Kelurahan Trikora Distrik Jayapura Utara Kota Jayapura”. Adapun yang rangkaian sosialisasi yang dilakukan meliputi, penyampaian dan pemberian gambaran tentang vaksin covid-19, kemudian Mensosialisasikan manfaat pemberian vaksin covid-19 terutama pada lansia atau pada manula. Adapun hasil yang diharapkan dari pengabdian ini adalah Masyarakat tahu akan vaksin covid-19, kemudian masyarakat mampu memahami manfaat pemberian vaksin corona-19, khususnya pada lansia atau pada manula. Pelaksanaan kegiatan ini dilakukan melalui metode sosialisasi yang dilakukan  secara  virtual  dengan  menggunakan  aplikasi zoom.  Hasil pelaksanaan kegiatan menunjukkan bahwa para peserta sosialisasi telah mengetahui dengan benar mengenai tujuan vaksinasi dan prosedur pemberian vaksin tersebut kepada mereka, hasil kegiatan ini juga telah menepis seluruh haoks yang berkembang mengenai permberian vaksinasi Covid-19 bagi masyarakat.

The purpose of this study is to determine and analyze the implementation of the policy of Law Number 7 of 2017 concerning the General Election of the Regional People's Representative Council (DPRD) in Central Mamberamo Regency. This study uses a qualitative method. Data collection techniques using interviews and observation. From the results and discussion of this research, that the results of the legislative elections there are those who feel dissatisfied with the performance of the General Election Commission of Central Mamberamo Regency, after the implementation of the stages but with some requirements for improvement still must be improved in the performance of the General Election Commission. Furthermore, the service as a member of the General Election Commission also participates in hearing input or instructions by the regional head which is the work target of the General Election Commission of Central Mamberamo Regency. In the previous year and until the 2019 legislative general election, the performance of the general election commission was unprofessional in the attention of the people of Central Mamberamo Regency, with the results of the work or policies and decisions of the General Election Commission resulting in conflicts in the region.

This study aims to describe and analyze policies to improve the quality of Human Resources, work discipline, and career development at the Nabire Regency Transportation Service, as well as examine the factors that support and hinder their implementation. This research is a qualitative descriptive study. The location of the research is the Department of Transportation of Nabire Regency with the consideration of the accessibility of the researcher. The data collection techniques used are interviews and observation. Informants were selected purposively. The research instrument used was an interview guide and a recording device. Data analysis includes data preparation, data processing, data coding, data description, and data interpretation. The results showed that the policy of improving the quality of human resources was carried out by increasing soft skills (skills) by including Education and Training & Bimtek and hard skills (knowledge) by encouraging continuing higher education; implementing an online attendance system to monitor the punctuality of work, as well as the implementation of cutting performance allowances for employees who are often undisciplined; implementation of promotion and selection of open positions for personnel career development with indicators of employee performance appraisal and education level. The supporting factors are the institution's commitment to facilitating personnel to increase knowledge and skills, work discipline supported by a monitoring and evaluation system of employee work discipline, and career development with institutional commitment that fairly provides opportunities for all personnel to develop careers. The inhibiting factors are the willingness of employees to move forward to develop their quality, lack of socialization regarding Education and Training and Technical Guidance, lack of budget and quotas in training implementation, lack of personnel awareness regarding work discipline, and lack of existing personnel initiatives to develop their careers.