Pelaksanaan Pengukuran Prestasi Kerja Terhadap Aparatur Sipil Negara (ASN) di Dinas Pertanian Provinsi Gorontalo

Moonti, Roy Marten; Ismail, Nurwita; Karepoan, Julia Kristi; Djanggih, Hardianto

doi:10.30641/kebijakan.2018.v12.151-161

Cited by 8 publications

(5 citation statements)

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“…Previously there had been similar research by (Moonti & Karepoan, 2018) The provisions of Gorontalo Governor Regulation Number 50 of 2016. The purpose is as a guideline for the Gorontalo provincial government in measuring work performance for the State Civil Apparatus within the Gorontalo Provincial Government.…”

Section: Resultsmentioning

confidence: 83%

Analysis of Performance Assessment System Model of Civil Servants in Gorontalo Province Training and Education Agency

Podungge¹,

Mashudi²,

Napu³

2020

JLS

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This study aims to analyze the Model Apart Civil Servant Performance Assessment System (SIRANSIJA) in the Gorontalo Province Education and Training Agency. This research method uses a survey method with data collection techniques are observation, interview and literature study. The data analysis technique was carried out through the process of data reduction, data presentation and conclusion. The results of this study are the results of this study are the Performance Appraisal System for Civil Service State Apparatus (SIRANSIJA) at the Gorontalo Province Education and Training Agency based on the Governor Regulation (PERGUB) No. 50 of 2016 which is then implemented through the SIRANSIJA application with the indicators being Integrity, Work Ethic and Mutual Cooperation. The implementation of this Assessment System is also regulated by principles that are objective, measurable, accountable, participatory, and transparency. The conclusion in this study is that the implementation of SIRANSIJA based on Gorontalo Governor Regulation Number 50 of 2016 in terms of the discipline of the State Civil Apparatus (ASN) has been effective in optimizing attendance, but in terms of ASN performance, it still needs a lot of improvement.

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Section: Resultsmentioning

confidence: 83%

Analysis of Performance Assessment System Model of Civil Servants in Gorontalo Province Training and Education Agency

Podungge¹,

Mashudi²,

Napu³

2020

JLS

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“…The merit system is defined as human resource management in an institution based on achievement or the quality of a worker's human resources (Woodard, 2005). The merit system is a concept that regulates human resource management starting from employee recruitment, placement, promotion to retirement based on competence and laws and regulations (Moonti et al, 2018). A person who will be recruited as an employee must have reliable competence according to needs and may not use other parameters.…”

Section: Merit System In the Recruitment Of State Civil Apparatusmentioning

confidence: 99%

Problems of State Civil Apparatus Governance Centralistic In Law No. 5 of 2015 Concerning State Civil Apparatus

Ahmad Azharil,

Daly Erni

2023

yurisdiksi

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The existence and role of state civil apparatus in the field of public services has a strategic position if without the role of state civil apparatus,the state's obligation to serve its citizens will not be carried out. The problems faced in the implementation of public services include the organizational management system that has not been maximized, the occurrence of disciplinary violations committed by state civil apparatus, poor performance, poor quality of public services provided, a lot of overlapping state civil apparatus, not maximally provided by the state, and Often there is the implementation of tasks that are not in accordance with their duties and responsibilities. At this time, the election of regional heads is a source of problems for mutations on a large scale, usually the elected regional heads make changes in the form of changing and decreasing positions to changing the workplace of an state civil apparatus. Then how is the governance of the state civil apparatus centralized and how is the merit system in managing the state civil apparatus. The research method used in this study uses qualitative methods, namely a research method by means of interviews, observation, documentation in collecting data, then on the data that has been found a data analysis will be carried out. According to the Indonesia State Civil Apparatus Act Law, the state civil apparatus recruitment system in Indonesia is inappropriate for regional head officials to transfer state civil apparatus for political reasons, based on proximity and others. If the regional head transfers his state civil apparatus without paying attention to the regulatory aspects, then a regional head has violated the law. The implementation of state civil apparatus governance in Indonesia is currently regulated by many rules, so that the legal rules for state civil apparatus governance support strongly. However, in terms of substance there are still many problems. There are so many rules that are not considered by regional head officials in transferring or promoting state civil apparatus.

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“…This mental block in a person's mind prevents him from moving forward and wanting to change to achieve his aspirations, objectives, hopes, desires, or make positive changes in their life. Furthermore, Work Performance Measurement must be carried out based on a mental revolution, as outlined in the NAWABHAKTI SATYA Governor of East Java's Regional Medium-Term Development Plan (Moonti, 2018).…”

Section: The Development Of a Merit System In The Career Development ...mentioning

confidence: 99%

The Merit System Development to Actualising Career Establishment of Civil Apparatus in East Java Province Government

Hidayah

Herachwati

2021

JIMK

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This research determines the civil servant's career development after implementing the merit system in the East Java Provincial Government. This research took place at the East Java Province Regional Personnel Agency in Planning, Procurement, Data Processing, and ASN Information Systems. The descriptive qualitative approach was used in this study to determine professional personnel management with civil servant placement and government officials by applying performance competencies and track records as measurement instruments. However, the merit system has not been optimized by the Regional Government. If this system is fully implemented, local governments can obtain professional figures who have good performance. The practices that come off are the politicization of the State Civil Apparatus (ASN). The new regional leader usually exposes the staff along with their acquaintance or election success team. Everything is still related to returning the favor or revenge. So, it is necessary to apply a merit system in independent Local Government administration that is KKN-free. This research explored how the Merit System implementation in State Civil Apparatuses affects career growth and how the elements influencing Merit System application can increase transparency in ASN career development. The goal of this research is to create a professional environment within the regional government.

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Pelaksanaan Pengukuran Prestasi Kerja Terhadap Aparatur Sipil Negara (ASN) di Dinas Pertanian Provinsi Gorontalo

Cited by 8 publications

References 0 publications

Analysis of Performance Assessment System Model of Civil Servants in Gorontalo Province Training and Education Agency

Analysis of Performance Assessment System Model of Civil Servants in Gorontalo Province Training and Education Agency

Problems of State Civil Apparatus Governance Centralistic In Law No. 5 of 2015 Concerning State Civil Apparatus

The Merit System Development to Actualising Career Establishment of Civil Apparatus in East Java Province Government

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