ENHANCING PROFESSIONALISM AND CAPACITY

DEPARTMENT OF FOREIGN AFFAIRS REPUBLIC OF INDONESIA

Bureau of PersonnelJakarta, 3 December 2008

Reform Circle

2

Better service

Corporate Culture

INTERNAL REFORM

GOOD GOVERNANCE

Profession

Recruitment

Education &

Training Career & Self

development

Reward & Punishme

nt

Missions abroad

Headquarter

Organization

Compensation

Jabatan Fungsional Diplomat

Remuneration

• Development program in national guidelines (GBHN) 1999-2004

law supremacy; professional, productive and transparent state apparatus

• Rencana Kerja Pemerintah (government work plan) 2006

bureaucracy reform to improve public service.

• Renstra (national development strategy) 2004 – 2009

sustainable development, welfare, work opportunities, just and democratic.

• Revitalizing the “independent and active” foreign policy

• Nurturing corporate culture• Coping with the changes

Guidelines and Philosophy3

Timeline on DFA Internal Reform

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In 2002 Internal Reform in

(a) Organization (Deplu and Missions abroad),

(b) Profession,

to develop a professional diplomat based on competency, achievement, and meritocracy system.

Internal reform: 20025

1. Headquarters (Jakarta) structural and functional• Balance on multilateral-regional-bilateral issues,• Deputy Minister (Wamenlu),• Slim and effective organization

2. Missions Office (Abroad) functional(Based on Presidential Decree No. 108/2003)• Downsizing - rightsizing, • Mission index, • Review on multiple accreditation, • Profession reform : merge of PDK (diplomatic and

consular officials) and PA (administrative officials).

INTERNAL REFORM | A. Organization

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INTERNAL REFORM | B. Profession7

• Objectives: a. Improvement of quality and adjustment in quantity

b. Development of professionalism (knowledge, expertise, skills, code of conduct)

c. Improvement of competency (basic and professional competency)• Process

1.Recruitment2.Education and Training3.Career Development4.Self Development

– Human investment

– Meritocracy

• Vision: 1. better-quality and more professional officers

2. slim in number, but well-functioned3. competent

• Based on real workforce needs• Based on the principles of fairness, honesty,

transparency, and accountability• Requirements: age limit, GPA, university degrees,

language proficiency

Phase:1. Administrative2. Written test (general knowledge)3. Language proficiency test4. Interview on substantive issues (panel team)5. IT test6. Psychological test

1. Recruitment of Professionals8

Recruitment photos

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Panel interview (inspected by the Minister)

Application and administrative

selection

Language proficiency test Psychological test

Waiting for general test, PRJ

2. Education and Training

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• Center for Education and Training (CET / Pusdiklat)

• Functional Diplomatic Training Course:1. SEKDILU (JUNIOR OFFICERS TRAINING COURSE)2. SESDILU (MID CAREER OFFICERS TRAINING COURSE)3. SESPARLU (SENIOR OFFICERS TRAINING COURSE)

• Linkage between recruitment, training and career development

– Rank promotion from Second Secretary to First Secretary must include SESDILU training;

– from Counselor to Minister Counselor must include SESPARLU training.

• Other opportunities:– Each staff is encouraged to pursue further formal

education, especially for doctoral and master degree, in subjects/majors related to diplomatic core competency

– Offers from third parties

• Basic competency1. Integrity2. Leadership3. Planning and Organizing4. Teamwork5. Flexibility6. Honesty7. Corporate Culture

• Professional competency

1. Capability 2. Skills3. Expertise4. Knowledge5. Behavior6. Decision making7. Creative and Innovative8. Proactive9. Initiative

Improvement of Performance and Competency

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• Competency sets norm and standard for a promotion

• Indicators : performance, capacity, leadership, self development, code of conduct

• Improvement of performance and competency through education and training

• Training achievement• Performance in working unit Individual

Performance Target (SKI)• Self development >< Self destruction• Career position : structural post (echelon I – IV)

and functional post (first diplomat, young diplomat, middle diplomat, and senior diplomat)

3. Career Development12

SEKDILU SEKDILU (Age 28)(Age 28)

2. 2. MINISTERMINISTER

DCMDCMConsul Consul GeneralGeneralEchelon - IIEchelon - II

3. MINISTER 3. MINISTER COUNSELLORCOUNSELLOR

4. 4. COUNSELLORCOUNSELLOR

5. 15. 1stst SECRETARYSECRETARY

6. 26. 2ndnd SECRETARYSECRETARY

8. 8. ATTACHÉATTACHÉ

1. 1. AMBASSADORAMBASSADOR

4 4 yearsyears + SESPARLU + SESPARLU (Age 47)(Age 47)

4 4 years years (Age 43)(Age 43)

7. 37. 3rdrd SECRETARYSECRETARY

4 years 4 years (Age (Age 35)35)

3 years 3 years (Age (Age 31)31)

4 4 yearsyears + SESDILU + SESDILU (Age (Age

39)39)

Regular Diplomatic Rank Promotion

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• PK (Communication officer) gets a special granted diplomatic rank (titular)

• Diplomatic rank promotion does not apply for Athan – Atnis (technical attaché – also titular)

22NDND SECRETARY -6- SECRETARY -6- 2 years + SESDILU (Age 32)2 years + SESDILU (Age 32)

11STST SECRETARY - SECRETARY -5-5-

2 years (Age 34)2 years (Age 34)

COUNSELLOR -COUNSELLOR -4-4-

2 years + SESPARLU (Age 36)2 years + SESPARLU (Age 36)

MINISTER -3-MINISTER -3- COUNSELLORCOUNSELLOR

DCM DCM Consul Consul GeneralGeneralEchelon II Echelon II (Age 38)(Age 38)

ATTACHÉ -8-ATTACHÉ -8- 2 years (Age 28)2 years (Age 28)

33RDRD SECRETARY SECRETARY -7--7-

2 years (Age 30)2 years (Age 30)

MINISTER -2-MINISTER -2-

AMBASSADOR -AMBASSADOR -1-1-

SEKDILUSEKDILU

Accelerated Diplomatic Rank Promotion

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Placement15

• After SEKDILU (1st functional diplomatic training course): – Three months of Apprenticeship Program in

Indonesian Missions abroad.– Placed in all units rotation policy– Posted to missions competency and

ranking• Assessment for placement by BAPERJAKAT

(Advisory Board)• Must fulfill certain process and procedures

administrative and substantive orientation, medical check-up, tax administration (NPWP)

• Emphasizing on regional specialization or specific issues

• Continuous observation of the performance (track record)

4. Self Development16

• Demand and willingness to improve competency through higher education, trainings, courses

• Higher competency for better performance

• Performance indicators :– Individual Performance Target (SKI)– Capacity assessment– Attendance record (fingerprint system)– Assessment by head of missions– Individual performance assessment sheet

(DP3)

Capacity and Performance17

Performance

Capacity

• A1 : high performance, high capacity stars

• A2 : high performance, low capacity questionable

• B1 : high capacity, low performance cash cow

• B2 : low capacity, low performance dogs

A2

B2 B1

A1

1. Sense of unity2. Togetherness3. Cooperation4. Responsibility5. Dedication6. Discipline7. Creativity8. Pride9. Sense of belonging

CODE OF CONDUCT – SPIRIT OF THE CORPS

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19

• Welfare allowances

• Based on merit system

• Extra compensation will be granted to diplomats who have outstanding expertise and skills

• Special allowance will be provided to diplomats who are assigned in hardship posts

COMPENSATION

REWARD AND PUNISHMENT20

• Reward– Grooming as a future leader in Deplu and

Indonesian missions– Accelerated structural promotion– Accelerated diplomatic level promotion

• Punishment– Demotion of diplomatic Level – Shorter period of placement on missions abroad– Postponement of placement to missions abroad– Dishonor termination of foreign service officer

This Performance Appraisal is closely related with Jabatan Fungsional Diplomat based on Individual

Performance Target (Sasaran Kerja Individual - SKI)

3. Annual review year end

1. Set individual performance objectives at the beginning of the year

2. Ongoing coaching and feedback throughout the year

PERFORMANCE APPRAISAL21

REMUNERATION22

Why work in Deplu? challenges: low salary, cultural challenges

↓To develop a sense of pride and hope

• clear career planning • prestigious position

• intellectual stimulations• cross-cultural experience

• chance to travel/live abroad• incentives and facilities

JABATAN FUNGSIONAL DIPLOMAT (JFD)23

• Basic considerations– Diplomat is a profession which need specific expertise

and skills that required special education and training.

– Require special regulation to ensure the development of career, profession, echelon and rank

• Annually assessed through Individual Performance Target (Sasaran Kerja Individual – SKI)

– Based on five main functions of diplomats: (1) representing, (2) negotiating, (3) protecting, (4) promoting, and (5) reporting.

– Evaluation by the head of unit.

• Through JFD, diplomats must be anticipative to fulfill their functions and responsibilities set ahead.

GOALS24

Thank you

ENHANCING PROFESSIONALISM AND CAPACITY