scholarly journals ASPEK HUKUM PEMBERHENTIAN PEGAWAU NEGERI SIPIL BERDASARKAN PERATURAN PEMERINTAH NOMOR 30 TAHUN 2019 TENTANG PENILAIAN KINERJA PEGAWAI NEGERI SIPIL

Yurispruden ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 44
Author(s):  
Iwan Permadi
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Civil Servant ◽  
Civil Servants ◽  
Legal Implications ◽  
Assessment Performance ◽  
Administrative Sanctions

ABSTRACTPerformance appraisal of civil servants as stipulated in article 77 number (6) of Law Number 5 of 2014 concerning State Civil Apparatus, this article states that a civil servant whose performance evaluation is not in accordance with the established targets is subject to sanctions in the form of administrative sanctions until dismissal. Basically, the performance of civil servants is the result and assessment of work carried out by civil servants in quality and quantity that has been achieved by a civil servant in carrying out the duties, authorities, obligations and responsibilities that have been given. This changes the paradigm that has been formed so far that being a civil servant is impossible to be dismissed, and a civil servant is not an office employee who is assessed based on performance appraisal, from that background we formulate the issue What is the legis ratio of dismissal of civil servants based on performance appraisal in PP Number 30 of 2019 concerning work evaluation? and What are the legal implications of the dismissal of civil servants based on performance appraisal in PP Number 30 of 2019 concerning Performance Appraisal.Keywords: Assessment, Performance, Civil Servants ABSTRAKPenilaian kinerja PNS diatur pasal 77 angka (6) Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara menyebutkan bahwa seorang PNS yang penilaian kinerjanya tidak sesuai target yang telah ditetapkan maka dikenakan sanksi berupa sanksi administratif hingga pemberhentian. Pada dasarnya kinerja PNS merupakan hasil dan penilaian kerja yang dilakukan oleh PNS secara kualitas dan kuantitas yang telah dicapai oleh seseorang PNS dalam melaksanakan tugas, kewenangan, kewajiban dan tanggung jawab yang telah diberikan. Hal ini merubah paradigma yang selama ini telah terbentuk bahwa menjadi seorang PNS mustahil untuk dapat diberhentikan, dan seorang PNS bukanlah seorang pegawai kantoran yang dinilai berdasarkan penilaian kinerja, dari latar belakang itulah maka kami merumuskan masalah Apa ratio legis dari pemberhentian PNS berdasarkan penilaian kinerja dalam PP Nomor 30 Tahun 2019 tentang Penilaian Kerja? Serta Apa implikasi hukum dari pemberhentian PNS berdasarkan penilaian kinerja dalam PP Nomor 30 Tahun 2019 tentang Penilaian Kinerja.Kata kunci: Penilaian, Kinerja, Pegawai Negeri Sipil

scholarly journals Efektivitas Penilaian Kinerja di Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kabupaten Aceh Tengah

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Riza Hasan
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Good Governance ◽  
Field Research ◽  
Performance Standards ◽  
Educational Background ◽  
Civil Servants ◽  
Appraisal System ◽  
Literature Study ◽  
Inhibiting Factors

Abstrak— Reformasi birokrasi merupakan upaya untuk mewujudkan tata kelola pemerintahan yang baik (good governance). Tata kelola pemerintahan yang baik salah satunya dapat diketahui dari hasil penilaian kinerja pegawai negeri sipil. Hasil penelitian ini diharapkan dapat memberikan kontribusi kepada instansi pemerintah berkaitan dengan aktivitas penilaian kinerja pegawai negeri sipil. Masalah ini membuat penulis menjadi tertarik untuk mengambil topik mengenai Efektivitas Penilaian Kinerja di Kantor BKPSDM Kabupaten Aceh Tengah. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif field research dengan pendekatan teorisasi induktif. Fokus dalam penelitian ini yaitu mengenai efektivitas penilaian kinerja di BKPSDM Kabupaten Aceh Tengah. Tujuan penelitian ini untuk mendeskripsikan dan menganalisis efektivitas penilaian kinerja dan faktor penghambat penilaian kinerja. Teknik pengumpulan data dilakukan dengan studi kepustakaan, observasi, dokumenter dan wawancara. Kemudian, untuk metode analisis data menggunakan metode analisis interaktif. Dari hasil penelitian dan analisis data, menunjukkan penilaian kinerja di Kantor BKPSDM Kabupaten Aceh Tengah tidak efektif karena sistem penilaian kinerja yang saat ini digunakan tidak sepenuhnya terintegrasi dengan standar kinerja dan indikator kinerja. Faktor penghambat dalam penilaian kinerja tersebut, antara lain: (1) BKPSDM tidak memiliki dokumen analisis jabatan, (2) Penempatan PNS dalam suatu jabatan tidak sepenuhnya memperhatikan pertimbangan antara kebutuhan suatu jabatan dengan kesesuaian latar belakang pendidikan atau kompetensi PNS yang menduduki suatu jabatan, (3) rendahanya controlling atasan kepada bawahannya dalam memberikan penilaian prilaku kerja bawahannya, hal ini menimbulkan penilaian kinerja yang tidak bersifat objektif. Kata kunci: efektivitas penilaian kinerja, sasaran kerja pegawai, prilaku kerja, pegawai negeri sipil.Abstract— Bureaucratic reform is an effort to realize good governance. Good governance can be identified in the performance evaluation of the civil servants. Thus, the writer is encouraged conduct a study under the title of “Effectiveness of Performance Appraisal at BKPSDM Office of Aceh Tengah.”  The findings are expected to contribute to government agencies in term of civil servant’s performance appraisal. This qualitative study employed a descriptive field research method with an inductive theoretical approach. The study focused on the effectiveness of performance appraisal at BKPSDM Office of Aceh Tengah. This study aims to describe and analyse the effectiveness of performance appraisal and inhibiting factors of the performance evaluation. The data were collected through literature study, observation, documentaries and interviews. Then, the data were analysed using the interactive analysis method. The findings indicate that the performance evaluation at the BKPSDM Office Aceh Tengah has not been effective. The performance appraisal system currently used is not fully integrated with performance standards and performance indicators. Inhibiting factors in the performance appraisal include (1) missing job analysis document, (2) Mismatch between the needs of an office and educational background or competence of civil servants occupying a position, (3) lack of top-down leadership control from supervisors to the subordinates in providing an in assessing work behaviour of the subordinates. This results in unobjective performance assessments. Keywords: effectiveness of performance appraisal, employee work goals, work behaviour, civil servants.

ANALISIS PENILAIAN PRESTASI KERJA PEGAWAI NEGERI SIPIL DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN BULUNGAN PROVINSI KALIMANTAN UTARA

2018 ◽  
Vol 3 (1) ◽  
Author(s):  
Patri Juari ◽  
Ayu Widowati Johannes
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Civil Servant ◽  
Civil Servants ◽  
Work Behavior ◽  
Employment Agency ◽  
The Right

This study discusses "analysis of Civil Servant Performance Appraisal in Human Resources Agency and Human Resource Development of Bulungan District of North Kalimantan Province". The purpose of this research is to know and analyze the implementation of Performance Appraisal of Civil Servants, to know and analyze the factors inhibiting the implementation of Performance Appraisal of Civil Servants Employment Agency and Human Resource Development District Bulungan Province of North Kalimantan. This research uses qualitative method by exposing explorative with inductive approach. With data collection techniques are interviews, observation and documentation.Based on the results of observations the author after applying the apprentices concluded that, the implementation of Performance Appraisals of Civil Servants in Human Resources Agency and Human Resource Development District Bulungan Province of North Kalimantan has been done. But there are obstacles, namely where the lack of understanding of a small part of civil servants about the procedure peyusunan Work Objectives Employees and Work Behavior. Recommended recommendations are to provide socialization and consultation with the right target, regarding the preparation of Employee Work Goals and Work Behavior to civil servants who do not understand about the regulation Keyword: Civil Servant, Performance Appraisal, Human Resources

scholarly journals IMPLIKASI HUKUM PEMBATASAN PERAN SERTA PEGAWAI NEGERI SIPIL DALAM PROSES POLITIK DI INDONESIA

2011 ◽  
Vol 11 (3) ◽  
Author(s):  
Tedi Sudrajat
Keyword(s):  
Comparative Studies ◽  
Political System ◽  
Civil Servant ◽  
The Political ◽  
Public Official ◽  
Political Rights ◽  
Legal Implications ◽  
Political Outcome ◽  
Merit System ◽  
Administrative Sanctions

In the form of philosophies, histories and comparative studies, limiting the political rights of civil Servant is a political outcome of the state to create a public official relations between the countries with the civil servant based on merit system that applies in the civil service law. The legal implications of the limiting the political rights of civil Servant which are : giving tribute, prohibition and administrative sanctions against the civil servant that involved in the process of politic in Indonesia.Key words : civil servant, political participation, political system 

Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

2013 ◽  
Vol 10 (1) ◽  
pp. 49
Author(s):  
Muhammad Ridwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Civil Servant ◽  
Civil Servants ◽  
Human Resource Planning ◽  
Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

Pengembangan instrumen evaluasi kinerja pada Perpustakaan Universitas Kristen Satya Wacana Salatiga

2020 ◽  
Vol 16 (1) ◽  
pp. 1-15
Author(s):  
Anton Hermawan ◽  
Anggita Kristiasari ◽  
Fransiska N. Bhiju ◽  
Dona Manik
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Performance Standards ◽  
Assessment Instrument ◽  
Evaluation Instrument ◽  
Validity And Reliability ◽  
Professional Perspective ◽  
Evaluation Instruments ◽  
The Right ◽  
Good Organization

Introduction. Performance evaluation is the process of evaluating the implementation of the tasks of organizational members, including libraries, in accordance with the performance standards using particular way including instruments. Instruments are needed to document the evaluation carried out by the organization. Therefore, libraries need to pay attention to developa performance evaluation instrument to plan their human resources. This research explains an overview of stages in developing performance evaluation instruments in an organization, particularly libraries. Research methods. The research used a descriptive qualitative approach by involving the existing  performance evaluation dimensions. After that, the performance evaluation indicators were developed. Data analysis. The measurement of validity and reliability was valid when the correlation between items was >0.3 and when Cronbach alpha was > 0.6. The measurement of validity and reliability help to support the development of performance evaluation instruments. Results and Discussion. Of the 36 statements, only 27 items were valid and used in performance appraisal instruments. The items are arranged in a model of development of the performance evaluation instruments. Conclusion and recommendations. A good organization needs to pay attention to the right indicators in an assessment instrument. In its application, it is effective to use the 360 ​​degree method, where employees are evaluated by other staff to ensure the balance professional perspective.

The Novel in English in Malaya and Singapore to 1950

2018 ◽  
Author(s):  
Tamara Wagner
Keyword(s):  
Nineteenth Century ◽  
East Asia ◽  
English Language ◽  
Joseph Conrad ◽  
Civil Servant ◽  
Civil Servants ◽  
East India Company ◽  
South East Asia ◽  
The Novel ◽  
English East India Company

This chapter looks at the representations of the former British Straits Settlements in English fiction from 1819 to 1950, discussing both British literary works that are located in South East Asia and English-language novels from Singapore and Malaysia. Although over the centuries, Europeans of various nationalities had located, intermarried, and established unique cultures throughout the region, writing in the English language at first remained confined to travel accounts, histories, and some largely anecdotal fiction, mostly by civil servants. English East India Company employees wrote about the region, often weaving anecdotal sketches into their historical, geographical, and cultural descriptions. Civil servant Hugh Clifford and Joseph Conrad are the two most prominent writers of fiction set in the British Straits Settlements during the nineteenth century; they also epitomize two opposing camps in representing the region.

LA FORMACIÓN DE LOS EMPLEADOS PÚBLICOS TRAS EL EBEP: ¿CAMBIO DE PARADIGMA

2010 ◽  
pp. 637-688
Author(s):  
RAFAEL JIMÉNEZ ASENSIO
Keyword(s):  
Human Resources ◽  
Civil Servant ◽  
Civil Servants ◽  
Professional Career ◽  
The Public ◽  
Recursos Humanos ◽  
Selection Policies

La formación de empleados públicos ha sido objeto de una atención marginal. El objeto de este estudio es analizar hasta qué punto la aprobación del EBEP y los instrumentos de innovación de la gestión de personas allí recogidos suponen realmente un cambio de paradigma en la manera de comprender la formación de empleados públicos. La política de formación de empleados públicos tiene un carácter transversal y tiene, asimismo, una naturaleza instrumental. El presente trabajo desarrolla un análisis integral de la formación en el marco del cambio de paradigma que representa el EBEP en la gestión de recursos humanos, poniendo en valor la importancia que la formación tiene para articular políticas selectivas, la carrera profesional o la evaluación del desempeño en el empleo público. Superar el actual «modelo agotado» de formación exige ver la misma como un deber o responsabilidad del empleado público. Enplegatu publikoen prestakuntza baztertu samar egon da. Lan honek, hain zuzen, aztertzen du noraino aldatuko ote duten paradigma, enplegatu publikoen prestakuntza ulertzeko moduan, Enplegatu Publikoaren Oinarrizko Estatutua onartzeak eta han jasotzen diren pertsonen kudeaketa berritzeko tresnek. Enplegatu publikoak prestatzeko politika zeharkakoa izateaz gain, instrumentala ere bada. Azterlan honetan oso-osoan aztertzen da enplegatu publikoen prestakuntza, aipatu estatutuak baliabideen kudeaketari dagokionez dakarren paradigma-aldaketaren ikuspegitik. Halaber, baloratu egiten da prestakuntzak duen garrantzia, hautaketa-politikak, karrera profesionala edo enplegu publikoko lanaren ebaluaketa antolatzeko orduan. Gaur egungo prestakuntza-eredua «agortuta» dago. Beraz, gainditu beharra dago, eta, horretarako, ezinbestekoa da enplegatu publikoaren eginbehar edo erantzukizun moduan hartzea prestakuntza. The civil servants¿ training has been subject of marginal attention. The aim of this study is to analyzse to what extent the passing of the Basic Statute for the Civil Servants and the instruments of innovation for the personal administration therein do really imply a change in the paradigm of understanding the civil servants¿ training. The policy on the civil servant¿s training has a transversal character and also an instrumental nature. This present work develops an integral study on the training within the framework of the change of paradigm which entails the EBEP for the management of human resources, by enhacing the importance training has in order to articulate selection policies, the professional career or the evalutaion of the performance of the public employment. Overcoming the current «outdated model» of training calls for considering it as a duty or responsibility by the civil servant.

scholarly journals LEGAL PROTECTON OF WOMEN CIVIL CERVANTS OF GENDER DISCRIMINATION IN THE ERA OF REGIONAL AUTONOMY IN THE DISTRICT ADMINISTRATION SUMBAWA - WEST NUSA TENGGARA

2013 ◽  
Vol 2 (1) ◽  
Author(s):  
Syarif Dahlan
Keyword(s):  
Gender Discrimination ◽  
Legal Protection ◽  
Civil Servant ◽  
Civil Servants ◽  
Not Given ◽  
Regional Autonomy ◽  
Legal Structure ◽  
Close Relationship ◽  
The Law ◽  
District Administration

Aware of gender discrimintaion of women and students of women in different countries, so they protest and movement finally manage to do some conference that have produced Convention On The Elimination Of All Form Of Diskrimination Against Women   (CEDAW). Indonesia has ratified CEDAW with Law No. 7, 1984. But until now gender discrimination still occurs in all facets of life and society. One of them is a fimale civil servant in Sumbawa regency. Discrimination that has accurred not given the opportunity to accupy the fimale civil servant echelon-echelon II and III. In connection with the second echelon echelon II or III on Sumbawa Regency :      1) What are the forms of gender discrimination against fimale civil servants. 2) What factors are causing it, and 3) What is the form of legal protection against civil servants are women from gender discrimination. This study includes empirical legal research aims to determine the effectiveness of the law and the legal vacuum in the administration and management of government, particularly in women civil servants in positions echelon II or III. Dates collected were analyzed with descriptive analytic techniques. These form of discrimination against women in Sumbawa civil servants include marginalization and subordination, the factors that cause it was a mistake in the interpretation and implementation   gender equality, influence the understanding and application of Islamic teachings, political and cultural factors shame, geographical factors tough, close relationship with the ruling factor, factor in the civil servants streotif women and a heavier workload factor for women. Moderate forms of legal protection can be seen from the substance of the law, the legal structure and legal culture.

scholarly journals Chronic health conditions related to quality of life for federal civil servants

2015 ◽  
Vol 36 (2) ◽  
pp. 35-41 ◽  
Author(s):  
Luciana Eduardo Fernandes Saraiva ◽  
Lays Pinheiro de Medeiros ◽  
Marjorie Dantas Medeiros Melo ◽  
Manuela Pinto Tiburcio ◽  
Isabelle Katherinne Fernandes Costa ◽  
...  
Keyword(s):  
Quality Of Life ◽  
Chronic Conditions ◽  
Civil Servant ◽  
Civil Servants ◽  
Chronic Health Conditions ◽  
Health Conditions ◽  
Chronic Health ◽  
Daily Work ◽  
Work And Life

OBJECTIVE: The aim of this study is to correlate the QOL domains of the civil servants to the type and number of chronic health conditions. METHOD: A transversal, quantitative study, conducted at the Department of Civil Servant Assistance of the Federal University of Rio Grande do Norte with 215 civil servants, during the period from March to May 2011. RESULTS: Among the chronic health conditions studied, there was significant relationship between non-communicable chronic disease and QOL scores, correlating weakly (r <-376; p <0.008) in the other fields. It was found that the greater the number of chronic conditions, the lower the values on the QOL scale. CONCLUSION: The quality of life of civil servants is negatively influenced by chronic health conditions, compromising, in general, their daily work and life activities.

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