scholarly journals PENJATUHAN HUKUMAN DISIPLIN TERHADAP PEGAWAI NEGERI SIPIL YANG DIVONIS PIDANA DI KABUPATEN KEPULAUAN MENTAWAI

2019 ◽  
Vol 18 (1) ◽  
pp. 129
Author(s):  
Sari Dewi
Keyword(s):  
Education Policy ◽  
Employment Status ◽  
Civil Servant ◽  
Civil Servants ◽  
Mentawai Islands ◽  
The Status ◽  
District Government ◽  
Legal Consequences

<p><strong><em>Abstract : </em></strong><em>Civil servants are required to be obedient and obedient to the applicable invitation rules. Without prejudice to the provisions in the written-invitation rules, a civil servant who is convicted of a criminal sentence and must process employment regulations. There were 12 civil servants in Mentawai Islands District who were sentenced to different cases, but not all were disciplined. The imposition of disciplinary punishment on civil servants convicted was carried out by the Regent of Mentawai Islands based on recommendations from MPP. Of the 12 civil servants who were convicted, only 5 civil servants were sentenced to discipline.The legal consequences of the status of civil servants who are not sentenced are still active and receiving a full salary. This condition led to the payment of salaries of civil servants who were convicted not in accordance with the provisions. For officials related to Prince PNS, there are no further provisions that are not related to education policy, so as to enable the Mentawai Islands District government to make regional regulations and adjust MPP institutions and improve competencies, there must be a process needed so that every civil servant convicted certainty of employment status.<strong></strong></em></p>

SALARY AS AN ELEMENT OF SOCIAL WARRANTIES IN STATE CIVIL SERVICE

2015 ◽  
Vol 10 (3) ◽  
pp. 89-97
Author(s):  
Орлова ◽  
Valentina Orlova ◽  
Тихомирова ◽  
Olga Tikhomirova
Keyword(s):  
Social Protection ◽  
Civil Service ◽  
Civil Servant ◽  
Civil Servants ◽  
Personnel Policy ◽  
Highly Efficient ◽  
The Status ◽  
The Creation

The article discusses current problems of improving the regulatory provision of social guarantees for civil servants, forming a system of payment to civil servants. The authors foresee the creation of highly efficient civil service by improving competence and professionalism of civil servants, establishment of the status of civil servant. It is justified to consider one of the priorities of personnel policy creating a system of social protection of civil servants.

scholarly journals Implementation Of Recipient Design And Additional Recipient Criteria For Income To Civil Servants Of The Education And Culture Office Of Kutai Kartanegara Regency

2022 ◽  
Author(s):  
risman iye
Keyword(s):  
Civil Servants ◽  
The Other ◽  
Main Task ◽  
Income Policy ◽  
The Status ◽  
Long Time ◽  
Field Notes ◽  
District Government ◽  
Bureaucratic Reform ◽  
Additional Income

Abstract—In general, the success of bureaucratic reform is entirely in the hands of civil servants and CPNS. As servants of the state, their main task is to provide maximum service to the community. However, complaints about the lack of welfare so that they cannot carry out their duties to the maximum are very often we listen to, as happened with civil servants and CPNS in the Kutai Kartanegara District government often correlate between the lack of salary, position, performance, productivity. analyze the Implementation of Recipient Design and Criteria for Receiving Additional Income to Civil Servants of the Education and Culture Office of Kutai Kartanegara Regency. This research is a qualitative study, the method of data collection is carried out intensively, the researchers participate in the field for a long time, note carefully what happened, conduct a reflective analysis of various documents found in the field, and make detailed research reports. In qualitative research, the research instrument is the researcher himself. The data in this study are in the form of field notes, observations, preliminary observations, opinions expressed by education officials, and staff in the Education and Culture Office of Kutai Kartanegara Regency and their archives. Research results show that based on the evaluation results found in the recipient and the recipient's criteria have met the specified requirements. However, on the other hand, it can be found the recipient and the recipient's criteria are still far from what they should be so that various weaknesses can be seen in terms of determining the recipient and recipient's criteria. As stated earlier, civil servants and CPNS at the Office of Education and Culture are divided into five different job categories, but in receiving additional income they should not have the status but are "equally feeling equal" because the place where employees work is different in the program additional income policy

scholarly journals Development of Civil Servant Resources at the Silian Raya District Office, Southeast Minahasa Regency

2021 ◽  
Vol 21 ◽  
pp. 176-183
Author(s):  
Julex Wanga ◽  
Goinpeace Tumbel ◽  
Jeane Elisabeth Langkai
Keyword(s):  
Higher Education ◽  
Data Collection ◽  
Civil Servant ◽  
Civil Servants ◽  
Recruitment Pattern ◽  
Organizational Goals ◽  
District Office ◽  
Work Tasks ◽  
Education Levels ◽  
District Government

This study aims to analyze the development of Civil Servant resources at the Silian Raya District office, Southeast Minahasa Regency. The focus of research in research is the development of Civil Servant resources through a). through education b). training, c) seminars, d). courses, and e). upgrading. Data collection techniques are through: PNS planning documents, observations, and interviews on a). 6 employees of Silian Raya District, b). Section Head, c). Head of Planning Sub Division, d). Secretary to the sub-district head, e). Camat. The results showed that: a). The recruitment pattern for filling positions at the Silian Raya District Office has not been carried out based on the work tasks needed to achieve organizational goals, b. The form of education carried out to improve civil servants' performance is left to the decision of civil servants to develop higher education levels, c). The training provided to civil servants depends on the availability of district government funds. Based on the results of these studies, it is recommended that: a). The recruitment pattern for filling positions at the Silian Raya District Office is based on achieving organizational goals in the District, b). The form of education carried out to improve civil servants' performance is provided in the form of educational scholarships., c). The training provided to civil servants is adjusted to the needs of the work or position held.

Peran Sekretaris Desa Setelah Pengangkatan Menjadi Pegawai Negeri Sipil

2019 ◽  
Vol 5 (1) ◽  
pp. 68-78
Author(s):  
Muhammad Muhammad
Keyword(s):  
Qualitative Research ◽  
Civil Servant ◽  
Civil Servants ◽  
Spoken Words ◽  
Aceh Province ◽  
The Status ◽  
And Behaviors ◽  
And Function ◽  
The Village ◽  
Role And Function

This study aims to identify and report the effectiveness of the role and function of the Village secretary after his appointment as a Civil Servant. This research is a descriptive qualitative research that generates data in the form of written or spoken words from observable events and behaviors. The technique of obtaining data through observation, interviews, and documentation. The results showed that of the 47 Gampong (a village in the Aceh province called Gampong) in Tanah Jambo Aye sub-district, North Aceh, only 16 Gampong have village secretaries with the status of Civil Servants. The inference of the study is that the roles and functions of the Gampong secretary after his appointment as Civil Servants in 16 Gampong in Tanah Jambo Aye District have been carried out according to their respective abilities, even though the implementation of their main duties and functions has not been realized effectively. It is recommended that the Gampong Secretary who has been appointed as a Civil Servant can carry out his main duties and functions professionally by having competence in the administrative field.

scholarly journals Status Kepegawaian Ideal Untuk Penyelidik Dan Penyidik KPK yang Menunjang Penegakan Hukum Antikorupsi

2020 ◽  
Vol 3 (1) ◽  
pp. 100-118
Author(s):  
Dwi Haryati ◽  
Yulianta Saputra
Keyword(s):  
Employment Status ◽  
Qualitative Method ◽  
Secondary Data ◽  
Police Department ◽  
Civil Servant ◽  
Permanent Employment ◽  
Employment System ◽  
Empirical Law ◽  
The Status ◽  
The Ideal

AbstrakPenelitian ini bertujuan untuk mengetahui serta mengkaji status kepegawaian penyelidik dan penyidik yang bekerja pada Komisi Pemberantasan Korupsi (KPK). Di samping itu, riset ini juga mempunyai tujuan untuk mengkaji dan menganalisis status kepegawaian ideal bagi penyelidik dan penyidik pada KPK yang menunjang penegakan hukum antikorupsi.Penelitian ini adalah penelitian hukum normatif empiris, yaitu penelitian hukum normatif yang ditunjang dengan penelitian hukum empiris. Data dalam penelitian ini meliputi data primer dan data sekunder, yang terdiri dari bahan hukum primer, bahan hukum sekunder, dan bahan hukum tersier. Data yang diperoleh kemudian diolah secara kualitatif dan dianalisis secara deskriptif preskriptif.Hasil dari penelitian ini menunjukkan fakta bahwa status kepegawaian penyelidik dan penyidik yang bernaung di KPK, ada dua kemungkinan, yakni Pegawai Tetap dan Pengawai Negeri yang dipekerjakan. Dengan status pegawai tetap, apabila awalnya ia berasal dari Pegawai Negeri yang dipekerjakan, ia kehilangan statusnya sebagai Pegawai Negeri. Sedangkan untuk status Pegawai Negeri yang dipekerjakan dan tidak berkehendak untuk menjadi Pegawai Tetap KPK, maka ia tidak kehilangan statusnya sebagai Pegawai Negeri. Problematik yang ditemukan dalam penelitian ini, yakni status penyelidik dan penyidik KPK dalam UU Nomor 30 Tahun 2002 (UU KPK) hanya mengatur penyelidik dan penyidik selaku Pegawai Negeri yang dipekerjakan. UU KPK masih membatasi agar penyelidik dan penyidiknya berhenti sementara dari institusi asalnya. Oleh karenanya, UU KPK pun belum mengatur tentang Pemberhentian Tetap bagi Pegawai KPK yang berasal dari Institusi lain, yang mana ia ingin menjadi Pegawai Tetap di KPK. Selanjutnya, berkaitan dengan status kepegawaian ideal bagi penyelidik dan penyidik pada KPK yang menunjang penegakan hukum antikorupsi maka ketentuan penyelidik dan penyidik KPK dalam UU KPK harus lebih diperluas. Dalam ihwal ini, asal muasal penyelidik serta penyidiknya mestinya pula dapat bersumber dari institusi di luar kepolisian dan kejaksaan. Dengan demikian, independensinya jua kian mantap. Guna mewujudkan semua hal itu, UU KPK mutlak dilakukan revisi. AbstractThis research is aimed to study the status of investigators (penyelidik) and investigation analysts (penyidik) in Corruption Eradication Commission (KPK). In addition, this research also aims to study and analyse the ideal employment status of investigators (penyelidik) and investigation analysts (penyidik) in Corruption Eradication Commission in accordance to support anti-corruption culture of law. This research belongs to empirical normative research, which means as a normative law research supported by empirical law research. The data of the research includes both primary and secondary data, consisting of primary, secondary, and tertiary law materials. The data is then processed by using qualitative method, and analysed under descriptive-prescriptive method. The result of the research shows that there are two possibilities of employment status of KPK: 1) permanent employment, and 2) outsourced employment. Permanent employment requires the civil servant employees to resign from their previous profession. While outsourced employees with no interest in working for KPK are not required to resign from their previous profession. This employment system bears a problem. As Regulation Number 30 of 2002 (KPK Regulation) only regulates outsourced employment of investigators and investigation analysts. The KPK Regulation only regulates the investigators and investigation analysts working for KPK to have temporary leave from their institutions. This KPK Regulation has not regulated any regulation of employment contract termination for those who are interested in working for KPK. In terms of ideal employment status of KPK to support anti-corruption culture of law, the regulation of KPK employment of both investigators and investigationanalystsneeds revisingand extending. The employment should be more open to welcome investigators and investigation analysts from institutions other than Police Department and Judiciary Office. In conclusion, a revision of KPK Regulation is significant and necessary.

scholarly journals PENGUATAN SIKAP INTEGRITAS MELALUI PELATIHAN DASAR CALON PEGAWAI NEGERI SIPIL

2020 ◽  
Vol 3 (2) ◽  
pp. 275
Author(s):  
Amat Budiman
Keyword(s):  
Civil Service ◽  
Organizational Management ◽  
Civil Servant ◽  
Work Climate ◽  
Civil Servants ◽  
Basic Training ◽  
Organizational Goals ◽  
Moral Principles ◽  
The Status ◽  
Positive Work

Civil Servants (PNS) are part of the State Civil Service (ASN). Before being sworn in to become part of the ASN, PNS had the status of Civil Servant Candidates (CPNS). CPNS are then required to take Basic Training (Latsar) in order to have an attitude of integrity at work. Integrity is a mess to ensure consistency in the work of civil servants so that the organization moves towards a positive work climate. This article aims to describe the importance of strengthening the integrity of the CPNS through basic training. This article uses a literature approach to describe a topic in a systematic manner. Integrity behavior shows how a person has consistency in moral principles that are used as a guide in making decisions. Integrity is able to provide learning regarding work dedication. Strengthening integrity can be done gradually. Thus, integrity is expected as a form of organizational management that moves groups of individuals to achieve organizational goals.

scholarly journals ANALISIS KINERJA BADAN KEPEGAWAIAN PENDIDIKAN DAN PELATIHAN DALAM PELAKSANAAN KENAIKAN PANGKAT PEGAWAI NEGERI SIPIL DI WILAYAH KABUPATEN MAHAKAM ULU

DEDIKASI ◽  
2020 ◽  
Vol 21 (2) ◽  
pp. 1
Author(s):  
Nanik Pujiastuti Dan Mulyanah
Keyword(s):  
Empirical Study ◽  
Field Research ◽  
Civil Servant ◽  
Civil Servants ◽  
Administrative Process ◽  
District Government ◽  
The Government ◽  
And Function ◽  
Existing Data

The promotion in the Mahakam Ulu District Government even though it has been implemented in the area still seems to use bureaucratic tortuous and policies that make it difficult for Civil Servants to be promoted. The problems in this research is how the implementation of promotion and inhibition factors promotion through the adjustment of diploma in the Government of Mahakam Ulu Regency. Research Objective to know the process of implementation of promotion of Civil Servant for those who get a diploma in Government of Mahakam Ulu Regency. In order to research for the development of theory and concepts as well as inputs to related institutions regarding the promotion of the rank of Civil Servant who btained a diploma. The approach used is normative through literature and empirical study through direct field research and also free guided interviews to the authorities related to research to complement the existing data. The increase of the rank of civil servant in Mahakam Ulu District Government has a role in its duty and function to conduct the process of appointment promotion through diploma for Civil Servant which is within the Government of Mahakam Ulu Regency, whose administrative process is done by Regional Personnel Board of Mahakam Ulu Regency

scholarly journals SOCIAL INEQUALITY IN TEACHERS REVIEWED BASED ON DIFFERENCES IN TEACHER EMPLOYMENT STATUS IN DKI JAKARTA

2021 ◽  
Vol 7 (2) ◽  
pp. 130-138
Author(s):  
Irzandy Maulana
Keyword(s):  
Social Inequality ◽  
Case Studies ◽  
Employment Status ◽  
Civil Servant ◽  
Research Subjects ◽  
Employment Contract ◽  
Qualitative Case Studies ◽  
The Social ◽  
The Status ◽  
Contract Teachers

This study discusses the social gaps in teachers reviewed from differences in teacher staffing status in DKI Jakarta. The status of existing teachers is; Civil Servant Teachers (PNS), Individual Employment Contract Teachers (KKI), and School Honorer Teachers. The research aims to see how gaps occur in teachers with different staffing statuses. The study used the concept of material disparity and Dahrendorf's authority to look at gaps in teachers. Previous studies of teacher inequality have been limited to policy gaps in teachers and teacher welfare gaps. This study shows that differences in teacher staffing status can lead to material and authority gaps occurring in teachers. This study uses qualitative case studies with informants of civil servant teachers, KKI teachers, and school honorer teachers in DKI Jakarta as research subjects.

scholarly journals Legal Consequences of Official Appointment of Non Government Civil Servants Head District

2020 ◽  
Vol 2 (2) ◽  
Author(s):  
Natanel Lainsamputty
Keyword(s):  
Public Services ◽  
Civil Servant ◽  
Civil Servants ◽  
City Environment ◽  
Government Functions ◽  
The Government ◽  
The Village ◽  
Legal Consequences ◽  
Laws And Regulations

The administration of the Negeri government in Salahutu Sub-district of Maluku District was in the middle of a government vacuum, so the provision of positions carried out in practice appointed the acting head of the Negeri government who was not a civil servant from the district / city environment. This issue is clearly in conflict with applicable laws and regulations. So this research aims to analyze the appointment of the acting head of the Negeri government that is not of civil servants and how the legal consequences. The concept of appointing an official to fill the government vacancy in the village or what is called by another name, is to carry out government functions related to public services and development, so that the civil servants are competent.

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