Identifying Factors that Influence the Promotion Acceleration of Academic Staff at the Engineering Faculty

Abstract

Promotion acceleration is an award from government to employess as a reward for their good work performance. Employess, especially lecturer and staff in Engineering Faculty of Universitas Negeri Semarang get promotion acceleration on time. The demographic factors that influence of promotion acceleration are age, gender and education. The purpose of the study was develop an understanding of the personal factors to promote the adoption of acceleration. The methodologist is used quantitative by coding and tabulating quisionare which interpreted in graphics and tables. The results of this research that there are still lecturers in range of age 39-54 is class III/a while the minimum lecturer promotion with magister education in class III/b. Staff with a age of 31-50 as many as 10 people are in group II/a. The influence of gender on promotion is that more lecturers with male gender are in the high class, namely IV/d and IV/e. The results of interviews with respondents the promotion process are hampered because of the lack of credit figures that must be achieved by employees.

Sustainable Professional Development for Lecturers in Faculty of Social Sciences, Universitas Negeri Jakarta

“…The goal is to create a government organization that is 'poor in structure but rich in function' [1] Functional positions are not static but can evolve in line with the advancements in knowledge and technology, allowing for the enrichment of positions within the job cluster [2] In contrast to structural positions, which are closed in nature, functional positions are more open, allowing an employee to attain higher ranks. However, the promotion process may be hindered due to the lack of the required credit points that employees need to achieve [3] Professors are required to possess academic qualifications, competencies, teaching certificates, physical and mental health, and meet other qualifications specified by the higher education institution which they are assigned. They should also have the ability to realize the goals of national education.…”

“…Seniority, nepotism, and loyalty are direct factors affecting the promotion of Civil Servants, while work performance, educational level, and training have no direct impact on promotions. Nepotism is identified as the dominant factor affecting promotions [8] The delay in promotion is attributed to demographic employee characteristics, including age, gender, and education [3] Factors hindering promotions include inappropriate placement within the organization structure, inadequate employee competence and creativity, promotion proposal requirements lacking organizational support, and insufficient employee rotation [9] Educators must systematically analyze various issues within the promotion and position advancement system, encompassing cultural, administrative, and structural impediments. Subsequently, they should devise solutions to address these issues effectively [5].…”