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

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

ANALISIS CITRA MENGENAI PEMBANGUNAN ZONA INTEGRITAS

ABSTRACT In the process of establishing the image of Immigration Office Class I Non TPI Karawang using the Development of Integrity Zone as an effort to support the formation of a very good image for the office. The development of this Integrity Zone is divided into two different predicate steps, including the Corruption-Free Zone (WBK) and the Clean and Serving Bureaucracy (WBBM). From these steps, an innovation service was formed to support the successful achievement of WBK/WBBM badges with the hope of being able to help various public complaints. The regulations underlying the establishment of this Integrity Zone are contained in Presidential Decree No. 14 of 2010 concerning the Establishment of the Steering Committee for National Bureaucratic Reform and the National Bureaucratic Reform Team as amended by presidential decree No. 23 of 2010. The method conducted in this study is Qualitative – descriptive which is a depiction using the collection of case study data analysis at the Immigration Office Class I Non TPI Karawang. The results of this study showed that the development of Integrity Zone managed to form an excellent office image in the eyes of the community. Keywords: Image, Communication Process, Integrity Zone Development ABSTRAK Pada proses pembentukan citra Kantor Imigrasi Kelas I Non TPI Karawang menggunakan Pembangunan Zona Integritas sebagai upaya pendukung terbentuknya citra sangat baik bagi kantor. Pembangunan Zona Integritas ini terbagi menjadi dua tahap predikat yang berbeda, diantaranya tahap Wilayah Bebas Korupsi (WBK) dan tahap Wilayah Birokrasi Bersih dan Melayani (WBBM). Dari tahap – tahap tersebut dibentuk sebuah layanan inovasi sebagai pendukung keberhasilan pencapaian lencana WBK/WBBM dengan harapan cakap dalam membantu berbagai keluhan masyarakat. Peraturan yang mendasari terbentuknya Zona Integritas ini ada dalam Keputusan Presiden Republik Indonesia Nomor 14 Tahun 2010 tentang Pembentukan Komite Pengarah Reformasi Birokrasi Nasional dan Tim Reformasi Birokrasi Nasional sebagaimana telah diubah dengan keputusan Presiden Republik Indonesia Nomor 23 Tahun 2010. Metode yang dilakukan dalam penelitian ini ialah Kualitatif – deskriptif yang merupakan penggambaran menggunakan pengumpulan informasi Analisis data Studi Kasus pada Kantor Imigrasi Kelas I Non TPI Karawang. Hasil penelitian ini menunjukan bahwa pembangunan Zona Integritas berhasil membentuk Citra kantor yang sangat baik dimata masyarakat. Kata Kunci: Citra, Proses Komunikasi, Pembangunan Zona Integritas

PENGEMBANGAN SUMBER DAYA MANUSIA PADA PERPUSTAKAAN UNIVERSITAS HASANUDDIN

Penelitian ini dilakukan di Perpustakaan Universitas Hasanuddin yang dilaksanakan pada bulan Februari-Maret 2021. Pendekatan dalam penelitian ini menggunakan deskriptif kualitatif. Teknik pengumpulan data melalui observasi, wawancara mendalam, dan studi kepustakaan. Tujuan dari penelitian ini adalah: (1) Untuk mengetahui sistem pengembangan SDM kepustakawanan terhadap pelayanan di Universitas Hasanuddin; dan 2) Untuk mengetahui hambatan yang dialami dalam pengembangan pustakawan di perpustakaan Universitas Hasanuddin. Hasil penelitian menunjukkan bahwa: (1) Sistem pengembangan kepustakawanan di perpustakaan Universitas Hasanuddin dilakukan melalui berbagai macam kegiatan. Untuk mengembangkan SDM pustakawanan melalui pendidikan dan pelatihan (diklat) dilakukan dengan berbagai bentuk kegiatan, seperti seminar, webinar, workshop atau sharing knowledge (diskusi kecil), uji kompetensi, dan sertifikasi. Sementara itu kegiatan non diklat dilakukan dalam bentuk rotasi pegawai di lingkungan perpustakaan. Untuk tugas belajar belum dilakukan secara langsung melalui inisiatif kelembagaan perpustakaan, karena itu selama ini dilakukan secara mandiri. Untuk promosi jabatan belum dilakukan sesuai dengan yang diatur didalam Menpan RB Nomor 9 Tahun 2014 tentang Jabatan Fungsional Pustakawan dan Angka Kreditnya. (2) Hambatan dalam pengembangan SDM kepustakawanan di perpustakaan Universitas Hasanuddin secara internal berkaitan dengan sikap dan etos kerja para pustakawan yang cenderung abai dan tidak peduli dalam upaya mengembangakan keterampilan yang dimilikinya. Sementara berkaitan dengan hambatan secara eksternal dimana masih banyak pustakawan yang ada di perpustakaan Universitas Hasanuddin yang tidak dapat mengoperasikan layanan secara elektronik berbasis digitalisasi. This research was conducted at the Hasanuddin University Library which was held in February-March 2021. The approach in this study used descriptive qualitative. Data collection techniques through observation, in-depth interviews, and literature study. The aims of this research are: (1) To find out the librarian HR development system for services at Hasanuddin University; and 2) To find out the obstacles experienced in the development of librarians at the Hasanuddin University library. The results of the research show that: (1) The librarianship development system in the Hasanuddin University library is carried out through various activities. To develop human resources for librarians through education and training, various activities are carried out, such as seminars, webinars, workshops or knowledge sharing (small discussions), competency tests, and certifications. Meanwhile, non-training activities are carried out in the form of employee rotation in the library environment. The learning task has not been carried out directly through the library institutional initiative, because so far it has been carried out independently. The promotion of positions has not been carried out in accordance with the provisions of the Minister of Administrative and Bureaucratic Reform Number 9 of 2014 concerning the Functional Positions of Librarians and their Credit Scores. (2) Barriers to the development of human resources for librarianship at the Hasanuddin University library are internally related to the attitudes and work ethic of librarians who tend to be ignorant and do not care about developing their skills. Meanwhile, it is related to external obstacles where there are still many librarians in the Hasanuddin University library who cannot operate digitalization-based electronic services.

EVALUASI KEBIJAKAN REFORMASI BIROKRASI KABUPATEN PANGKAJENE DAN KEPULAUAN PADA DINAS PENANAMAN MODAL PELAYANAN TERPADU SATU PINTU (DPMPTSP)

Penelitian yang dilakukan bertujuan untuk mengetahui Evaluasi Kebijakan Reformasi Birokrasi Kabupaten Pangkajene dan Kepulauan di Dinas Penanaman Modal Pelayanan Sistem Satu Pintu (DPMPTSP). Metode penelitian yang digunakan adalah penelitian kualitatif bertujuan untuk mengamati aspek yang akan diteliti, kemudian meneskripsikan aspek tersebut. Untuk menentukan fakta maka peneliti melakukan wawancara, observasi beberapa informan kunci. Hasil penelitian menunjukkan bahwa pelaksanaan kebijakan reformasi birokrasi di DPMPTSP Kabupaten Pangkep belum dapat dilaksanakan secara maksimal, hal ini dapat terlihat kurangnya perubahan yang terjadi baik dari sitem penatalaksanaan, proses pelaksanaan yang masih kurang efektif dan efisien, tidak terukur terukur dan belum sesuai dengan prinsip Good Governance, masih kurangnya SDM aparatur yang berintegritas, netral, kompeten, profesional, dan berkinerja tinggi.Penatalaksanaan SAKIP di DPMPTSP Kabupaten Pangkep mekanismenya sesuai dengan tahap-tahap pelaksanaan SAKIP, hal ini dilihat dari capaian kinerja DPMPTSP setelah diterapkan SAKIP sudah masuk dalam kategori Sangat Baik, dengan perolehan Nilai Capaian Kinerja sebesar 94,76 (Sangat Baik), serta dukungan Pemerintah Daerah terhadap penatalaksanaan SAKIP. This study aims to determine the evaluation of the Bureaucratic Reform Policy in Pangkajene and Islands Districts at the One Stop System Investment Service (DPMPTSP). The research method used is qualitative research aimed at observing the aspects to be studied, then describing these aspects. To determine the facts, the researchers conducted interviews, observed several key informants. The results showed that the implementation of bureaucratic reform policies in DPMPTSP Pangkep Regency could not be implemented optimally, this can be seen from the lack of changes that occur both from the management system, the implementation process is still less effective and efficient, not measurable and not in accordance with the principles of Good Governance. , there is still a lack of human resources for apparatus with integrity, neutral, competent, professional, and high-performing. The management of SAKIP in DPMPTSP Pangkep Regency is in accordance with the stages of implementing SAKIP, this can be seen from the performance achievements of DPMPTSP after SAKIP has been implemented, it is already in the Very Good category, with the achievement of a Performance Achievement Score of 94.76 (Very Good), as well as support from the Regional Government for the management of SAKIP

Pola Interaksi Antar-lembaga dan Reformasi Tata Kelola Keamanan Maritim Indonesia: Bakamla RI

Maritime security is an essential aspect for an archipelagic country like Indonesia. In addition, as stated by President Joko Widodo, maritime defense forces are also one of the five pillars in realizing Indonesia as the "World Maritime Axis." However, unfortunately, there are still many problems that we can identify in the management of Indonesian maritime security and defense. One of the most fundamental problems is many authorized ministries/agencies, causing overlapping authorities in our territorial waters. This study aims to determine the pattern of interaction between ministries/agencies and how the government should carry out the government towards the ministry/institution in question. The researcher uses qualitative methods, and the data used are secondary data obtained from books, journal articles, and other sources that can be accessed online. In analyzing the interaction pattern between ministries/agencies, the researcher uses the theory of inter-agency working. As a result, the interaction between the competent ministries/agencies has not shown good synergy in maintaining maritime security in Indonesian waters. Furthermore, the era of technological disruption has demanded bureaucratic reform 4.0 by emphasizing three (3) things, including innovation, collaboration, and maximizing the use of information and communication technology. The researcher concludes that there is a need to reform Indonesia's maritime security governance by strengthening the synergy between ministries/agencies or even simplifying the number of authorized ministries/agencies based on the single agency multi-task system. In addition, it is necessary to use quality technology to support effectiveness and efficiency in protecting the security of marine waters in Indonesia.

Alokasi belanja negara

Restructuring policies in government agencies continue to be carried out in accordance with directives issued by the Ministry of Administrative and Bureaucratic Reform, including restructuring Echelon positions at the Ministry of Religion, given the absence of related literature in the Ministry of Religion. It is necessary to do research on comparisons in the situation before simplification and further estimates, in this study the focus of the discussion is on the number of allowances for Echelon Unit I in the central office. The method used in this research is a literature study, with reliable data sources and analysis in the form of a comparative study which can later be used as the basis for implementing restructuring in general, especially in national budget planning at the Ministry of Religion. The results showed that there were several changes in income due to downsizing, including a decrease in the performance allowance received by Echelon III officials who were transferred to Associate Experts (Ahli Madya), while the difference in allowances between positions was not significant for Echelon IV officials who are transferred to the functional positions of Associate Expert (Ahli Madya) and Junior Expert. (Ahli Muda) increase in take home pay in terms of position allowance income. The subject of further discussion with this change is how it affects the performance of officials and their effectiveness in the bureaucracy.

Japan's ruling party is secure under any new leader

Significance The winner will become prime minister and lead the party into a general election that must take place before the middle of November. Four candidates are running. The incumbent bureaucratic reform minister and 'vaccine czar' Taro Kono is the clear frontrunner, but much could change over the next twelve days. Impacts More North Korean missile tests and other provocations would benefit the more hawkish candidates, Fumio Kishida and Sanae Takaichi. A win for Takaichi, who is backed by former Prime Minister Shinzo Abe, would make Abe the 'power behind the throne'. Japan's foreign partners are wary of a return to the 'revolving door' pattern of weak leaders serving one-year terms, but this is unlikely.

Analysing Indonesia’s infrastructure deficits from a developmentalist perspective

This paper analyses the performance and appropriateness of the Indonesian government’s ‘good governance’ institutional reform aimed at stimulating infrastructure construction. During the 15 years after the 1997 Asian financial crisis, the government attempted to strengthen formal institutions with the goal of improving public investment efficiency and attracting private investors. By analysing policies in the construction industry in terms of company registration, procurement and state enterprises, the paper finds that the outcome was far from what was expected by technocratic-bureaucratic reform promoters as interest groups frequently succeeded in capturing the new institutional system. This paper then challenges the dominant narrative that overwhelmingly blames incomplete institutional reform for Indonesia’s slow infrastructure construction. Given the inherent market failure and political challenges in institutional reform, the paper argues that passive developmentalist policies, which resulted in conflictual state–business relations and insufficient public investment, were a prime cause that then set the stage for the emergence of state-led infrastructure development strategy from the mid-2010s.

Bureaucratic Reform Strategy Employee Performance in the Secretariat of DPRD Kepulauan Riau Province

Bureaucratic reform is part of the organization's strategy to improve the quality of the organization's performance. The purpose of this research is to analyze the bureaucratic reform strategy in the Secretariat of the Regional House of Representatives (DPRD) of Kepulauan Riau Province on performance during the COVID-19 pandemic. The method used is descriptive qualitative, where the researcher makes observations according to the phenomena that exist within Kepulauan Riau Provincial DPRD Secretariat. Then the data analysis technique uses a logical model in accordance with the concept of performance which is part of bureaucratic reform. The results show that there is a weakening of the supporting factors in public services so that there is a weakening of organizational performance in facilities that are part of the supporting factors for Kepulauan Riau Provincial DPRD Secretariat due to the COVID-19 pandemic, besides that in the bureaucratic reform strategy, preparation and anticipation are needed in involving stakeholders if the involvement of other parties is considered necessary to encourage the improvement of the performance quality of the DPRD Secretariat of Kepulauan Riau Province.

ANALYSIS OF MERIT SYSTEM IN THE OPEN PROMOTION OF HIGH LEADERSHIP POSITIONS FOR WOMEN IN THE MINISTRY OF HOME AFFAIRS

Law Number 5 of 2014 concerning State Civil Apparatus (ASN) is a manifestation of bureaucratic reform in the civil service sector through the implementation of ASN management based on a merit system, one of which is open selection for High Leadership Position (JPT). However, open selection based on a merit system has not been implemented optimally. The representation of women in the JPT is still less than that of men. Female Civil Servants (PNS) tend to decline when entering JPT Echelon I and II. Moreover, the number of female registrants in the JPT open selection was far less than male registrants. The lack of representation of women in the JPT also shows a glass ceiling in women's career development. This research aims to analyze the application of the merit system in the open promotion of JPT for women and find out the factors that affect the vertical mobility of women in the bureaucracy. This research was conducted at the Ministry of Home Affairs with a postpositivist research approach and qualitative data collection techniques. Primary data was obtained through interviews with informants related to the implementation of open selection and female High-ranking Officials (PPT) at Ministry of Home Affairs, and secondary data was obtained through documents. The results showed that based on the theory of The Best Person for Any Given Job, the filling of JPT at Ministry of Home Affairs had not been fully implemented based on merit criteria because it has not implemented a succession plan. There is also an assumption of political domination because there is a Pelaksana Tugas (Plt) JPT with a term exceeding the applicable provisions. Meanwhile, based on the theory of The Selection Process, differences in administrative requirements were found in the announcement of vacancies at Ministry of Home Affairs with the Regulation of the Minister for Administrative Reform and Bureaucratic Reform (Permenpanrb) Number 15 of 2019 concerning Filling High Leadership Positions in an Open and Competitive in Government Agencies. The track record tracking process is only done through curriculum vitae without tracking the track record to the applicant's place of origin. Monitoring and evaluating PPT performance appraisals are not carried out regularly and continuously but only based on the Employee Performance Target (SKP) document every year. In addition, there are no barriers either from the organization, themselves, or the obstacles of prejudice toward female leaders, which hinder women's career development. However, women's interest in registering for selection tends to less, and there are incomplete supporting facilities for women's productivity.