scholarly journals The 2018 Recruitment and Selection of Civil Servants In Indonesia: Problems and Solutions

2019 ◽  
pp. 245
Author(s):  
Ismiati Nur Istiqomah ◽  
Atika Indah Nur Atsarina
Keyword(s):  
Literature Review ◽  
Civil Servant ◽  
Civil Servants ◽  
Regional Government ◽  
Problems And Solutions ◽  
Future Potential ◽  
The Government ◽  
Recruitment And Selection ◽  
Merit System ◽  
Selection Of

Recruitment and selection of civil servant is an effort of the Government of Indonesia to get a competent civil servants. The 2018 recruitment and selection of civil servant process was using merit system that is conducted online. But in its implementation, there are still many problems found at the Ministries / Institutions and Regional Government levels. This article discusses the issues in the 2018 recruitment and selection of civil servant process, and how ideally the process is supposed to be carried out. The method used in this article is literature review, both from journal articles, news articles, and other data that support research. The findings of the study show that the implementation of the 2018 recruitment and selection of civil servant still leaves some problems. But in this article, authors focuses on problems that are not getting much attention from many parties, such as the lack of attention from government to the needs of employees with future potential, and the subjectivity of the selectors in the interview process. The researcher recommends that the government needs to apply the concept of future potential skills in recruiting prospective civil servants and blind interviews to recruit a competent candidates. This article has limitations because it only uses literature review methods so it is necessary to do an actual research in order to produce research that is closer to the actual reality.

scholarly journals PENGANGKATAN SEKRETARIS DESA MENJADI PEGAWAI NEGERI SIPIL DALAM PERSPEKTIF PERATURAN PEMERINTAH NOMOR 78 TAHUN 2013

2016 ◽  
Vol 12 (24) ◽  
pp. 83-92
Author(s):  
M Nasir Nata
Keyword(s):  
Government Regulation ◽  
Common Ground ◽  
Civil Servant ◽  
Civil Servants ◽  
Problem Analysis ◽  
Regional Government ◽  
Equal Rights ◽  
The Government ◽  
The Village ◽  
Year 2013

Since the enactment of the Act Number 32 of the Year 2004 regarding Regional Government, especially after the enactment of the Government Regulation Number 48 of the Year 2005 regarding the Appointment of the Honorary Employees to become the candidates of civil servants, the implementation of village administration began to be problematic. This problem is caused by the demands of the Village Head and Village Secretary for equal rights to be equalized with the Civil Servants. This demand implicates the birth of the Government Regulation Number 45 of the Year 2007 on the Requirements and Procedures for the Appointment of a Village Secretary to be a Civil Servant, and theoretically this regulation contradicts the Government Regulation Number 78 of the Year 2013 on the Second Amendment of the Government Regulation Number 98 of the Year 2000 on the Procurement of Civil Servants. Based on the background of this study, the problems are formulated as follows: 1) What is the ratio legis of the appointment of the Village Secretary to be a civil servant in the perspective of the Government Regulation Number 78 of the Year 2013, and 2) What is the reason of the appointment of the Village Secretary to be a civil servant? The formulation of this problem aims to analyze and to find the ratio of legis and the ratio decidendi of the appointment of  the Village Secretary to be a Civil Servant in the perspective of the Government Regulation Number 78 of the Year 2013. Problem analysis of this study indicates that the ratio legis of the appointment of the Village Secretary to be a civil servant is based on the reason that government has an authority to appoint a civil servant, while the reason of the appointment of the Village Secretary to become a civil servant is that it is in accordance with justice principle and legal certainty, that is to satisfy the sense of justice in the society. In order not to cause multiple interpretations, the appointment of civil servants in all sectors should be based on common ground regulation, and the Secretary of the Village should indeed be appointed from the element of civil servants.

scholarly journals Analysis of Employee Discipline Implementation in the Regional Secretariat of North Central Timor District

2020 ◽  
Vol 10 (2) ◽  
pp. 373
Author(s):  
Johanes Eudes Manuel Atolan Soares ◽  
Wiliam Djani ◽  
Lenny Magdalena Tamunu
Keyword(s):  
Decision Making ◽  
Government Regulation ◽  
Civil Servant ◽  
Civil Servants ◽  
Regional Government ◽  
Government Regulations ◽  
North Central ◽  
Analysis Techniques ◽  
Employee Discipline ◽  
The Government

AbstractIn connection with the work discipline of the state civil apparatus, the Government issued a regulation regarding employee discipline which contains obligations, prohibitions and sanctions for employees who violate. This regulation was made with the aim of improving the professionalism of civil servants, ensuring order, and the smooth execution of duties and accelerating decision making in the event of disciplinary violations of Civil Servants (PNS), as stipulated in Government Regulation Number 53 of 2010 concerning Civil Servant Discipline ( Civil servants). To improve discipline for the Civil Servants (PNS) of North Central Timor Regency, since 2013 the Regional Government has implemented the mandate set out in Government Regulation Number 53 of 2010. However, in its application there are still many employees who are not disciplined in their work. This research is intended to analyze and describe the implementation of Government Regulation No. 53/2010 concerning Civil Servant Discipline at the Regional Secretariat of Timor Tengah Utara Regency. This study uses descriptive qualitative methods and data analysis techniques Milles and Huberman. The results of the study show that the Civil Servants in the Regional Secretariat of North Central Timor Regency in terms of PNS discipline have not been optimal and the level of discipline of Civil Servants is still very low which is evidenced by the level of violations and the imposition of disciplinary sentences of Civil Servants year and the dominant types of violations were committed, namely moderate to serious violations. As for other problems, namely the lack of socialization related to PNS discipline at the Regional Secretariat of North Central Timor Regency based on Government Regulation number 53 of 2010, Lack of understanding of Civil Servants of existing regulations due to lack of interest in reading civil servants to applicable regulations, and lack of assertiveness and courage by the leadership. OPD in imposing disciplinary sanctions for Civil Servants who commit violationsKeywords : Work Discipline, government regulations (PP No 53/ 2010).       

scholarly journals Implementation of Finger Print Electronic Absental Policy on Discipline and Performance of Civil Servants in The Government Office of Seluma Regency

2020 ◽  
Vol 1 (4) ◽  
pp. 159-165
Author(s):  
Dian Setiawan
Keyword(s):  
Data Collection ◽  
Civil Servants ◽  
Regional Government ◽  
Finger Print ◽  
Qualitative Descriptive ◽  
The Government ◽  
And Performance ◽  
The Impact ◽  
Descriptive Method

Describe the implementation of the fingerprint electronic absence policy on the discipline and performance of civil servants as well as the impact it has on implementing the fingerprint electronic absence policy. Qualitative descriptive method describes various conditions and situations as the object of research. The data collection techniques used were observation, documentation and interviews. After the implementation of fingerprint electronic attendance, discipline increases and obligations as employees have been carried out in accordance with applicable regulations. The application of sanctions in the regional government of seluma regency is in accordance with the regulations of civil servants and the provision of rewards for employees who excel has been carried out properly, to inspire other employees, so that they can work better.  

scholarly journals The Giving Of Disciplinary Penalty of Civil Servants Based On Government Regulation Number 53 of 2010 in Governments of Demak Regency

2020 ◽  
Vol 2 (4) ◽  
pp. 443
Author(s):  
Muhammad Adib ◽  
Sri Kusriyah Kusriyah ◽  
Siti Rodhiyah Dwi Istinah
Keyword(s):  
Government Regulation ◽  
Positive Impact ◽  
Secondary Data ◽  
Civil Servant ◽  
Civil Servants ◽  
Disciplinary Action ◽  
Primary Data ◽  
Immediate Supervisor ◽  
The Government ◽  
The Impact

Government Regulation No. 53 of 2010 regarding the discipline of the Civil Servant loading obligations, prohibitions, and disciplinary action which could be taken to the Civil Servant who has been convicted of the offense, is intended to foster a Civil Servant who has committed an offense, the form of disciplinary punishment is mild, moderate, and weight. Disciplinary punishment for the Civil Servant under Government Regulation No. 53 of 2010 Concerning the Discipline of Civil Servants. The formulation of this journal issue contains about how the process of disciplinary punishment, and constraints and efforts to overcome the impact of the Civil Servant disciplinary punishment in Government of Demak regency. The approach used in this study is a sociological juridical approach or juridical empirical, that is an approach that examines secondary data first and then proceed to conduct research in the field of primary data normative. The process of giving disciplinary sanctions for State Civil Apparatus in Government of Demak regency begins with the examination conducted by the immediate supervisor referred to in the legislation governing the authority of appointment, transfer and dismissal of civil servants. The results showed that in general the process of sanctioning / disciplinary punishment of civil servants in the Government of Demak be said to be good and there have been compliance with the existing regulations / applied in Government Regulation No. 53 of 2010, although it encountered the competent authorities judge still apply tolerance against the employee, but also a positive impact among their deterrent good not to repeat the same offense or one level higher than before either the Civil Servant concerned or the other. Obstacles in carrying out disciplinary punishment in Government of Demak regency environment is still low awareness of employees to do and be disciplined in performing the tasks for instance delays incoming work, lack of regulatory discipline, lack of supervision system and any violations of employee discipline. There must be constraints to overcome need for cooperation with other stakeholders comprising Inspectorate, BKPP, and the immediate superior civil servants in this way can be mutually reinforcing mutual communication, consultation, coordination so that if later there is a problem in the future could be accounted for.Keywords: Delivery of Disciplinary Sanctions; Civil Servant; Government Regulation No. 53 of 2010.

scholarly journals Policy Of A Merit System To Make A Good And Clean Government In The Middle Of Bureaucratic Politicization

2020 ◽  
Vol 4 (2) ◽  
pp. 159
Author(s):  
Yahya Pandega Putra ◽  
Eko Priyo Purnomo ◽  
Suswanta Suswanta ◽  
Aulia Nur Kasiwi
Keyword(s):  
Qualitative Research ◽  
Literature Review ◽  
Reference Data ◽  
Good Governance ◽  
Online Media ◽  
Government Bureaucracy ◽  
General Elections ◽  
The Government ◽  
Merit System ◽  
First Time

The phenomenon of the politicization of the bureaucracy is nothing new in politics in Indonesia, the politicization of the bureaucracy has long been the case ever since the implementation of the general elections in Indonesia for the first time in 1955. The entire regime that once ruled in Indonesia has ever put through the politicization of this bureaucracy even up regime power today because by utilizing the existing positions in the bureaucracy, it can pave the way for political purposes. The application of the merit system policies to achieve good governance and clean is a step taken by the Government as a system of monitoring the implementation of transfer, promotion, and demotion conducted by political officials. This study uses qualitative research using reference data from many previous studies used as a literature review and a national online media news concerning the application of the merit system and bureaucracy politicization pressure that occurs. Based on the analysis using the software NVivo 12 Plus, it can be deduced that to realize good and clean government in the middle of bureaucratic politicization needed policy on the application of the merit system in personnel management, which aims to encourage the government bureaucracy to become more competent in solving the problems of public-oriented towards public service.Fenomena politisasi birokrasi bukanlah hal baru dalam politik di Indonesia, politisasi birokrasi telah lama terjadi sejak penyelenggaraan pemilihan umum di Indonesia pertama kali pada tahun 1955. Seluruh rezim yang pernah berkuasa di Politisasi birokrasi ini pernah dilakukan Indonesia bahkan sampai kekuasaan rezim saat ini karena dengan memanfaatkan posisi yang ada di birokrasi dapat membuka jalan bagi kepentingan politik. Penerapan kebijakan merit system untuk mewujudkan good governance dan clean merupakan langkah yang diambil oleh Pemerintah sebagai sistem pengawasan terhadap pelaksanaan mutasi, promosi, dan penurunan pangkat yang dilakukan oleh pejabat politik. Penelitian ini menggunakan penelitian kualitatif dengan menggunakan data referensi dari berbagai penelitian sebelumnya yang digunakan sebagai tinjauan pustaka dan pemberitaan media online nasional mengenai penerapan sistem merit dan tekanan politisasi birokrasi yang terjadi. Berdasarkan analisis dengan menggunakan software NVivo 12 Plus, dapat disimpulkan bahwa untuk mewujudkan pemerintahan yang baik dan bersih di tengah politisasi birokrasi diperlukan kebijakan penerapan merit system dalam pengelolaan kepegawaian, yang bertujuan untuk mendorong agar birokrasi pemerintahan menjadi lebih kompeten dalam menyelesaikan masalah-masalah yang berorientasi pada publik menuju pelayanan publik. 

scholarly journals Tinjauan Kritis Politik Dinasti di Indonesia

2020 ◽  
Vol 8 (2) ◽  
pp. 177-191
Author(s):  
Djoni Gunanto
Keyword(s):  
Political Parties ◽  
Literature Review ◽  
The Body ◽  
The Political ◽  
Analysis Model ◽  
Track Record ◽  
The Government ◽  
Dynastic Politics ◽  
Data Collection Technique ◽  
Recruitment And Selection

Abstract In the body of political parties in Indonesia, it cannot be denied that there are oligarchies that can affect the nomination and candidacy mechanisms so that they do not work as they should. nomination of candidates by political parties is often based on the wishes of the political party elite, not based on the quality and integrity of the candidates. Political dynasties strengthen networks of power from the regional to the central level, whose orientation is to maintain power within political parties. The purpose of this research is to reveal comprehensively about the developing political dynasties in Indonesia. This research method is a literature review study, by exploring legal products, journals, articles, and documents. The data collection technique is done by noting literature sources. The research analysis was carried out using a qualitative approach using the content analysis model. The results of the study, political dynasties in Indonesia were carried out in two ways: by design and by accident. The political dynasty by design has been around for a long time. Relatively, the network of familism in government is already strong, so that relatives who enter the government or participate in political contestation have been arranged in such a way as to engineer the success of their goals. As for the political dynasty by accident occurs in a situation of succession of government which suddenly nominates relatives to replace them in order to maintain informal power over their successors if they win in political contestation. Dynastic politics can actually be accepted and not questioned as long as the recruitment and selection system for candidates in political contestation in Indonesia runs fairly and professionally. Therefore, the determination of candidates or candidates in political contestation in Indonesia must be based on a meritocratic system, which gives more rights to anyone with good achievements and track records to occupy strategic seats in government. Keywords: Politics, Dynasty, Candidate, regional elections Abstrak Di tubuh partai politik di Indonesia tidak dapat dipungkiri adanya oligarki yang dapat mempengaruhi mekanisme pencalonan dan kandidasi sehingga tidak berjalan sebagaimana mestinya. pencalonan kandidat oleh partai politik seringkali seringkali berdasarkan keinginan elit partai politik, bukan berdasarkan kualitas dan integritas calon. Dinasti politik memperkuat jaringan kekuasaan mulai dari tingkat daerah hingga pusat, yang orientasinya mempertahankan kekuasaan dalam tubuh partai politik. Tujuan penelitian, ini untuk mengungkap secara komprehensif tentang dinasti politik yang berkembang di Indonesia. Metode Penelitian ini merupakan studi literature review, dengan menelusuri produk hukum, jurnal, artikel, dan dokumen-dokumen. Teknik pengumpulan data dilakukan dengan mencatat sumber literatur. Analisis penelitian dilakukan menggunakan pedekatan kualitatif dengan menggunakan model analisis isi. Hasil Penelitian, Dinasti politik di Indonesia dilakukan dengan dua cara: by design dan by accident. Dinasti politik by design telah terbentuk sejak lama. Secara relasi, jejaring familisme dalam pemerintahan sudah kuat, sehingga kerabat yang masuk dalam pemerintahan atau terjun dalam kontestasi politik sudah diatur sedemikian rupa untuk merekayasa keberhasilan tujuannya. Adapun dinasti politik by accident terjadi dalam situasi suksesi pemerintahan yang secara tiba-tiba mencalonkan kerabat untuk menggantikannya demi menjaga kekuasaan informal erhadap penggantinya jika menang dalam kontestasi politik Kesimpulan. Politik dinasti sejatinya bisa diterima dan tidak dipersoalkan selama dalam pelaksanaan sistem perekrutan dan pemilihan calon dalam kontestasi politik di Indonesia berjalan secara adil dan profesional. Oleh karenanya, penentuan calon atau kandidat dalam kontestasi politik di Indonesia harus didasarkan pada sistem meritokrasi, yakni memberikan hak lebih kepada siapapun yang memiliki prestasi dan track record yang baik untuk menduduki kursi-kursi strategis dalam pemerintahan. Kata Kunci: Partai, Politik, Dinasti, Kandidat, Pilkada

scholarly journals Unregistered Polygamous Marriage of Civil Servants and its Implication for Wives’ Financial Problem, Social Fate and Loss of Children’s Welfare

2021 ◽  
Vol 13 (2) ◽  
pp. 312-318
Author(s):  
Novita Dewi Masyithoh ◽  
Sut eki ◽  
Yuna nto ◽  
Briliyan Ernawati ◽  
Nur Hidayati
Keyword(s):  
Government Regulation ◽  
Participant Observation ◽  
Civil Servant ◽  
Civil Servants ◽  
Financial Problem ◽  
Economic Problems ◽  
Main Requirement ◽  
Polygamous Marriage ◽  
The Government ◽  
Depth Interviews

Unregistered polygamous marriage carried out by civil servants has serious implication for wives’ financial problem, social fate and loss of children’s welfare. The Marriage Law allows polygamy with very strict requirements. In the Government Regulation governing civil servant polygamy, justice is the main requirement in polygamy, because it really determines welfare in polygamy families. Based on the results of in-depth interviews and participant observation by using the constructivism paradigm and socio-legal approaches, it was found that unregistered polygamous marriages carried out by civil servants have implication for the disciplinary punishment of employees, so the polygamists got the sack. This implies their family economic problems, because there is not enough income to meet the needs of family life. Finally, neglect and divorce occur. Wives and children will be victims. Hence, it is necessary for the government to regulate particular policies for the polygamists of civil servants, to save their wives and children’s life. Firing the polygamists is not such a solution, but will instead create more complicated problems for their families.

scholarly journals Model E-Readiness Untuk Pengukuran Kesiapan Pengelolaan Aduan E-Lapor DIY

2021 ◽  
Vol 7 (2) ◽  
pp. 86
Author(s):  
Dwi Lestari ◽  
Wing Wahyu Winarno ◽  
Mei P Kurniawan
Keyword(s):  
Public Services ◽  
Regional Government ◽  
Literature Study ◽  
Important Thing ◽  
Study Approach ◽  
Country Level ◽  
Ict Infrastructure ◽  
The Government ◽  
The Right ◽  
Selection Of

Pemanfaatan TIK secara efektif dan efisien telah digunakan untuk meningkatkan pelayanan publik yang diselenggarakan oleh Pemerintah. Pemerintah Daerah DIY telah mengembangkan aplikasi aduan E-Lapor sejak 2018, akan tetapi pengelolaanya aduan yang masuk belum terespon tepat waktu sesuai dengan SOP E-Lapor DIY dimana aduan yang masuk harus direspon paling lambat 5 hari kerja. Sehingga untuk mengetahui hambatan dan kendala dalam pengelolaan E-Lapor DIY diperlukan pengukuran kesiapan faktor-faktor dalam pengelolaan E-Lapor DIY. Suksesnya pengelolaan E-lapor DIY bukan hanya dipengaruhi oleh faktor infrastruktur TIK saja, akan tetapi faktor yang turut mempengaruhi tingkat kesiapan. Telah dikembangkan pada tingkat negara tertentu beberapa model e-readiness yang mengidentifikasi dari faktor-faktor perspektif makro. Sebelum melakukan pengukuran e-readiness terdapat hal yang krusial yang perlu dilakukan yaitu dengan pemilihan model e-readiness yang tepat. Penelitian ini menggunakan pendekatan studi literatur dengan membandingkan beberapa model e-readiness yang telah popular dan sudah sering diadopsi dalam penelitian di Indonesi. Penelitian ini akan menghasilkan sebuah rekomendasi model e-readiness Mutula Brakel yang paling sesuai untuk pengukuran kesiapan dalam pengelolaan aduan melalui aplikasi E-lapor DIY.Kata Kunci— e-lapor, e-readiness, tik, mutula dan brakel Effective and efficient use of ICT has been used to improve public services provided by the Government. The Regional Government of DIY has developed the E-Lapor complaint application since 2018, but the management of complaints that come in yet responded on time in accordance with the E-Lapor DIY procedure where the incoming complaint must be responded to no later than 5 working days. Efforts to determine the obstacles in managing E-Lapor DIY are needed to measure the readiness of the factors in managing E-Lapor DIY. The success of E-Lapor DIY management is not only influenced by ICT infrastructure factors, but also factors that influence the level of readiness. There are several e-readiness models that have been developed by identifying factors from a macro perspective at a particular country level. The selection of the right e-readiness model is an important thing that needs to be done, before measuring e-readiness. This research will compare several popular e-readiness models and are often adopted in research in Indonesia with a literature study approach. This study produces recommendations for the Mutula Brakel e-readiness model that is suitable for measuring readiness in complaint management through the E-Lapor DIY application. Keywords— e-lapor, e-readiness, ICT, mutula dan brakel

scholarly journals Reviewing the Policy of People with Disabilities Employment in Government Agencies

2021 ◽  
Vol 13 (2) ◽  
pp. 245-256
Author(s):  
Citra Dewie Puspitasari ◽  
Bambang Shergi Laksmono
Keyword(s):  
Local Governments ◽  
People With Disabilities ◽  
Civil Servant ◽  
Civil Servants ◽  
Government Agencies ◽  
Persons With Disabilities ◽  
Policy Content ◽  
The Government ◽  
The Right ◽  
Technical Regulations

People with disabilities owned the same right to obtain employment to be civil servants. The government had created plenty of regulations to guarantee the right to obtain a job, starting from statutory regulations and various implementing regulations. However, a few problems in the scope of employment in government agencies still occur during this time, such as unachievable quotas, failure in procurement, and inequality for persons with disabilities. Moreover, it was not following the number of regulations that have been published. Hence, we were interested in analyzing the contents of the civil servant candidate recruitment policy and its implementation in 2017 through 2019 using a normative-empirical juridical approach, which was presented in a descriptive form. The Researchers examined statutory regulations and implementing regulations, supported by interview data from the stakeholders. In terms of content, the laws and regulations accommodated it quite well. Even though there were bad things, such as the Civil Servant Management regulation and technical regulations regarding the needs of employees in 2017 and 2018, that was considered discriminatory. Furthermore, Ministries and local governments have not fully followed the policies as written in the regulations. Briefly, there was an evolution of the regulations year by year; they were yet needed to improve policy content, although the policies continued to evolve for the better.

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