19. BAPPENAS-Prex Action Plan Bappenas - Korea Tgl 12 Juli
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Transcript of 19. BAPPENAS-Prex Action Plan Bappenas - Korea Tgl 12 Juli
LOGO
Development of Individual KPI Mechanism
BAPPENAS ACTION PLAN
Presentation on KOICA WORKSHOP at Mandarin Oriental
Jakarta, July 14, 2010
Backgrounds
Bappenas in the year 2010 is planned to be entered as one of the agencies that will
receive a remuneration package that is one part of the bureaucratic reform program
in Indonesia. This remuneration package is expected to increase performance as the
organizations and Bappenas National Development Planning Agency to improve the
welfare of employees as part of the compensation received in accordance with the
work done.
To that end, indicators have been prepared shall be equipped with a mechanical
assessment of individuals and organizations. As a follow-up, the Bureau of Planning,
Organization, and Good governance in coordination with the Bureau of Human
Resources to establish a system of assessing and evaluating the performance of
each business unit and individual / employee.
In this 2010 National Planning Board plans to use this system as one test in
determining whether the performance of organizations and individuals, therefore,
expected performance assessment and evaluation mechanism has to be completed
no later than year 2011.
Bappenas Bureaucratic Reform Policy
Bureaucratic Reform goal is to have all devices or components in the
Ministry of PPN / Bappenas, ranging from institutional (organizational
structure), anagement, human resources (HR), budget, facilities and
infrastructure to the organizational culture can be managed and run
well for achieve a goal that is "improving performance (better
performance) that is sustainable, both the performance institute,
work unit or employee performance (HR).
The indicators are:
1. organizational structure and management system the Ministry of PPN / Bappenas directed to the
structures that can support the improvement of institutional performance;
2. HR has an increasingly good job of professionalism;
3. Organizational culture of Ministry of PPN / Bappenas performance-oriented improvement;
4. Fast and accurate in anticipating the various problems of the Indonesian nation;
5. product capable of providing a significant contribution in solving problems facing the nation of
Indonesia;
6. Ministry PPN / Bappenas products, Indonesia's development planning in the field as one of the
main reference by stakeholders (instanasi central and local governments, stakeholders,
international agencies, and other institutions)
List of Bappenas Action Plan
1. Leadership Innovation (Reform Program)
2. Develop Advisory Committee
3. Analysis Recruitment System
4. Evaluation Mechanisms For Bappenas CPNS Placement
5. Dual Track Carrier System
6. Individual Appraisal System Improvement
7. Development Individual KPI Mechanisms
8. Organization Evaluation
9. IT-Base Planning system
10.Develop Ethics Code
11.Strengthening Monitoring Activities
12.Develop Standardized Training For Planner
13.Training Evalution System
Development Individual KPI Mechanisms
Goals
Ministry for Development Planning/Development Planning Agency (BAPPENAS)
The purpose of this activity is to produce a
system or mechanism that can be used by the
organization in order to be applied in
accordance with standardized methods. The
objectives to be achieved are:
1. for ease in measuring individuals
performance
2. The availability of an effective performance
appraisal system and efficient
3. Availability of institutional mechanisms and
individual performance evaluations
Structural
CAREER POSITION
Functional
Position which is indicating the duties,
responsibilities, authority and the right
person to lead a civil servant within the
framework of the organizational unit
Position which is Indicating duties,
responsibilities, authority and rights of a civil
servant in an organizational unit in the
execution of their duties based on expertise/
and or spesific skills and independent
( PP 100/2000 jo PP 13/2002 ) ( PP 16/1994 & KEPPRES 87/1999 )
LEADERSHIP FUNCTION
(MANAGERIAL)
SKILLS AND EXPERTISE FUNCTION
(INDEPENDENT)
Functional Planner Expertise
Junior Planner
Senior Planner
Chief Planner
Based
on
expertise
Planner
Economy
Social (and Culture)
Spatial
- Fiscal/State Financial
- Monetary
- Investment
- Man Power
- Trade
- Agriculture
- Industry
- UKM
- Tourism
- Natural Resources
- Health
- Bureaucracy
- Social welfare
- Public administration
- Anthropology
- Politics
- Law
- Education
- Population
- Culture
-Spatial Planning
- Land affairs
- Transportation
- Infrastructure
- Urban planning
- Regional Planning
- EnvironmentNote:Field of expertise determined by the mechanism of
competency exam, and in accordance with
Education qualifications, training, and experience
Other
Functional
Posistion
Planner
Functional
Position
Structural
Position
Junior
Planner
Middle
Senior
Junior
Yunior
Middle
Senior
Echelon IV
Echelon III
Echelon II
Echelon I
Keterangan :
Vertical increase at the same
column (structural or functional)
Vertical increase in structural
position followed by change in
task or functional
Horisontal mutation in structural
position followed by change in
task or function
Horisontal mutation from
functional position to structural
position or view versa
Diagonal mutation from
functional position to structural
position, or vice versa
Planner StaffTechnical & General
Staff
“Entry level”, all personal must
start their career throught the
functional position
Dual Track Career System
Performance Appraisal Framework
PlanningWork Result
(output)
Work
Attitude
Work
Method
Continuous Development Process
Leadership and Excellent Work Culture
Nu Category Weight
1. Planning ??
2. Work Attitude ??
3. Work Process ??
4. Leadership ??
5. Continual Development ??
6. Work Result (Output) ??Ministry for Development Planning/Development Planning Agency (BAPPENAS)
Method of Measurement
PlanningWork Result
(output)
Working
Attitude
Working
Process
Continual Development Process
Leadership and Excellent Working Culture
Performance Evaluation with Multi Rater Feedback
Assessee Assessor
(Supervisor)
Peer
10% 60% 30%
Evaluation Weight (*) will be adjusted if deemed necessary
Ministry for Development Planning/Development Planning Agency (BAPPENAS)
The comparison betwen DP3 PNS and Bappenas Performance Appraisal
ELEMENTS ASSESSED FACTOR CATEGORY
Achievement working target Quantity of
resultWORK RESULT
Achievement standards Quality of
resultMaking report
Job involvement Working
ProcessWORKING
ATTITUDEOrganizational commitment
Task mastery Working
AttitudeAdaptability to the job
Visioning Leadeship PERSONALITY
Situasion mastery
Ability to manage relationship
Monitoring and evaluation Continuous
ImprovementDeveloped the idea of
improvement
Improvement effort
Making priority Capacity
PlanningDelivering assignment
Arranging schedule
BAPPENAS Performance Appraisal
DP3 PNS
(PP No. 10 Year 1973)
ELEMEN ASSESSED
1. Loyality
2. Work Performance
3. Responsibility
4. Obedience
5. Honesty
6. Cooperation
7. Initiative
8. Leadership
DP3 PNS
Ministry for Development Planning/
Development Planning Agency (BAPPENAS)
40%Attendence Allowance (AA), that is computed on
the basis of the individual’s daily ATTENDANCE
RATE (maximum 22 work days/moth)
60%Performance Allowance (PA) that is computed
on the basis of the evaluation results of the
PERFORMANCE OF THE INDIVIDUAL,
conducted every six months/every semester.
60%
40%
Planner Staff Planner Staff
Basic Concept of Bappenas Remuneration System
Providing PERFORMANCE ALLOWANCE based on the individual performance
achievement and individual attendance rate
Pay for Position, Pay for Performance, Pay for Person
Each of the 3P remuneration concept consists of several components with the
remuneration basis, in fixed form (fixed pay each month) and in variable form
(pay depends on the set conditions)
P-1
P-3
P-2
Pay for Performance :
• Individual Performance
(PERFORMANCE ALLOWANCE)
Pay for Position :
• Position(structural,
functional, staff, etc.)
• Responsibility
• Employment risk level
(POSITION ALLOWANCE)
Pay for Person/employee :
•Rank and Category
•Duration of Employment
•Education/profession/competence
(BASIC SALARY)
Ministry for Development Planning/Development Planning Agency (BAPPENAS)
Pelaksanaan Tupoksi
A. Perencanaan dan Mutasi Kepegawaian
1. Perencanaan dan Pelaksanaan Pengadaan
Pegawai
Pelaksanaan rekruitmen CPNS Sesuai formasi dan ketetapan dari Menpan
Pelaksanaan promosi, rotasi internal; perbantuan • Sesuai kondisi kelembagaan
• Max 2 bulan, penempatan paska tugas belajar
2. Proses Pembinaan dan Mutasi Proses kenaikan pangkat pegawai 0% keterlambatan pengajuan kenaikan pangkat, dengan
syarat lengkap;
Pelaksanaan Uji Kompetensi Jabatan Struktural Sesuai permintaan Baperjakat
Ujian penyesuaian pangkat/ golongan dari II/d ke III/a Sebelum Oktober 2010
3. Penyelenggaraan Administrasi
Kepegawaian
Penyelenggaraan dan Administrasi Pegawai 1. Max 5 hari proses internal : Inpasing Gaji, KGB,
Karpeg , Karis/Karsu, Taspen, KP4,Cuti, perubahan
data keluarga;
2. Proses DP3 : Tanpa kesalahan pengisian,
selambatnya Des 2010 diedarkan dan Januari 2010
terkumpul
Penyelenggaraan pelayanan Klinik Kesehatan Pegawai 80% kehadiran dokter + 80% ketersediaan obat
Layanan administrasi kepegawaian 1 x 24 jam respon proses internal
Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 - Kementerian Negara PPN/ BAPPENAS
Unit Kerja BIRO SUMBER DAYA MANUSIA/ Unit Kerja Eselon II Dibuat tanggal Berlaku sejak
Output Menjalankan Tupoksi dan Kegiatan Pembinaan SDM Penanggungjawab Dr.Ir. Dida Heryadi Salya, MA
POKOK-POKOK KEGIATAN Paraf Halaman : 1 dari 6
Kegiatan Hasil/ Keluaran Indikator Kinerja Catatan
Pernyataan Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 dalam matriks diatas merupakan salah satu
dasar bagi penilaian kinerja Kepala Biro Sumber Daya Manusia maupun Unit Kerja Biro Sumber Daya Manusia
Jakarta, 26 April 2010
Mengetahui,
Ir. Syahrial Loetan, MCPSekretaris Menneg PPN/ Sestama Bappenas
Menyetujui,
Dr.Ir. Dida Heryadi Salya, MAKepala Biro Sumber Daya Manusia
LEVEL BIRO LEVEL BAGIAN PERENCANAAN DAN MUTASI
1. Perencanaan Pengadaan dan Pengelolaan Pegawai Kegiatan Target Catatan
Perencanaan Kebutuhan Pegawai
Sesuai kebutuhan organisasi, baik
pegawai untuk pegawai organik,
perbantuan maupun kontrak
Penyusunan Formasi dan Bezetting Informasi mengenai
pegawai dan kebutuhan
sampai kepada BKN
Mendata kebutuhan pegawai dari seluruh unit kerja Informasi mengenai
kebutuhan pegawai
Menyaring dan menyusun prioritas pengadaan
pegawai bagi unit kerja
Tersusun prioritas
kebutuhan pegawai dari
setiap unit kerja
Mengirim data kebutuhan formasi baruf ke Menpan dan
BKN
Mendapat formasi sesuai
kebutuhan organisasi
Mengirim data
kebutuhan formasi
baruf ke Menpan dan
BKN
Mempersiapkan pengadaan dan seleksi pegawaiMendapatkan pegawai
baru sesuai dengan
kualifikasi yang dibutuhkan
Khusus engadaan
pegawai baru
dilakukan melalui
kegiatan rekrutmen
Perencanaan Kebutuhan Diklat
.
Setiap pegawai mendapatkan diklat
yang dibutuhkan
Mempersiapkan Diklat
Seluruh CPNS/PNS
mendapatkan diklat
prajabatan
Koordinasi dengan
Bagian
Pengembangan
a. Melaksanakan Diklat Prajabatan bagi CPNS CPNS mengikuti diklat
Prajabatan
Melaksanakan Diklat
Prajabatan bagi
CPNS
Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 - Kementerian Negara PPN/ BAPPENAS
Unit Kerja Bagian Perencanaan dan Mutasi/ Eselon III Dibuat tanggal Berlaku sejak
Output Menjalankan Tupoksi Perencanaan & Mutasi Penanggungjawab Teresna Murti
POKOK-POKOK KEGIATAN Paraf Halaman : 1 dari 7
Jakarta, April 2010 Kepala Biro Sumber Daya Manusia Kepala Bagian Perencanaan & Mutasi
Pernyataan Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 dalam matriks
diatas merupakan salah satu dasar bagi penilaian kinerja Individu
Dr.Ir. Dida Heryadi Salya, MA Teresna Murti
LEVEL BAGIAN LEVEL SUB BAGIAN
1. Perencanaan Kebutuhan Pegawai Kegiatan Target Catatan
Mendata kebutuhan pegawai dari seluruh
unit kerja
Informasi mengenai kebutuhan
pegawai
Menginventarisir kebutuhan pegawai dan membuat
pengajuannya atau membuat surat mutasi pegawai
Keperluan pegawai
terpenuhi sesuai kriterian
unit kerja
Membuat surat edaran ke unit kerja tentang kebutuhan
pegawai
Informasi kebutuhan
pegawai terpenuhi
Mempersiapkan pengadaan
dan Seleksi pegawai Baru
Hari H -1atau -2 Memastikan peserta tes terinformasi Data peserta sesuai
Hari H tes TPA Menyiapkan bahan unt di berikan pada peserta test Sesuai jadwal/ ketentuan
Mengawasi jalannya test TPA Berjalan lancar
Menghitung jumlah bahan test sesuai dengan bagiannnya Jumlah sesuai
Hari H -1 atau -2 Memastikan peserta ter terinformasi Data peserta sesuai
Hari H test TOEFL Mengawasi jalannya test TOEFL Sesuai jadawal
Hari H test Wawancara Mengawasi jalanya test wawancara Sesuai jadwal
Pelaksanaan Orientasi CPNS Mengikuti jalannya orientasi Sesuai jadwal
Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 - Kementerian PPN/BAPPENAS
Unit Kerja Bagian Perencanaan dan Mutasi/Eselon IV Dibuat tanggal Berlaku sejak
Output Menjalankan Tupoksi Perencanaan & Mutasi Penanggungjawab Imam Gunawan
POKOK-POKOK KEGIATAN Paraf Halaman : 1 dari 8
Jakarta, 26 April 2010 Kepala Biro Sumber Daya Manusia Kepala Bagian Perencanaan dan Mutasi Kepala Sub Bagian Mutasi
Kepegawaian
Pernyataan Rencana Kerja dan Target Pencapaian Kinerja
Tahun 2010 dalam matriks diatas merupakan salah satu
dasar bagi penilaian kinerja individu
Dr.Ir. Dida Heryadi Salya, MA Teresna Murti Imam Gunawan
LEVEL BAGIAN LEVEL STAFF
1. Perencanaan Kebutuhan Diklat Kegiatan Target Catatan
Mempersipkan diklat Diklat Prajabatan Menyiapkan peserta yang akan mengikuti diklat prajabatan Seluruh CPNS mengikuti
diklat
Mendokumentasikan hasil diklat prajabatan Lengkap sesuai jadwal
Diklat Penjejangan Menyiapkan daftar peserta diklat penjejangan TK I, II, III, IV Pegawai yeng telah
memenuhi syarat
Berkoordinasi dengan
Bagian
Pengembangan SDM
2. Perencanaan Penempatan Pegawai Kegiatan Target Catatan
CPNS yang lulus seleksi Koordinasi Pengangkatan PNS Menyiapkan daftar CPNS yang akan diangkat Seluruh CPNS
Memproses CPNS untuk mengikuti tes uji kesehatan Seluruh CPNS dinyatakan
sehat
Pengecualian apabila
dinyatakan lain oleh
Tim Penguji
Kesehatan
Memproses CPNS untuk mendapat pertimbangan Atasan
Langsung
Seluruh CPNS dinyatakan
layak untuk diangkat
sbagai PNS oleh atasan
langsungnya
Menginventarisir kelengkapan dokumen yanng diperlukan
untuk Pengangkatan sebagai PNS
Seluruh CPNS dengan
dokumen lengkap
Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 - Kementerian PPN/ BAPPENAS
Unit Kerja Bagian Perencanaan dan Mutasi/ Staf Dibuat tanggal Berlaku sejak
Output Menjalankan Tupoksi Perencanaan & Mutasi Penanggungjawab Saptariah Hendrayati
POKOK-POKOK KEGIATAN Paraf Halaman : 1 dari 8
Jakarta, 27 April 2010 Kepala Biro Sumber Daya ManusiaKepala Bagian Perencanaan dan
Mutasi
Staf Pelaksana Fungsi/
Kegiatan Terkait
Pernyataan Rencana Kerja dan Target Pencapaian Kinerja
Tahun 2010 dalam matriks diatas merupakan salah satu dasar
bagi penilaian kinerja Individu Dr.Ir. Dida Heryadi Salya, MA Teresna Murti Saptariah Hendrayati