KPK Guidebook Integrity Assessment Survey€¦ · to eradicating corruption through efforts to...
Transcript of KPK Guidebook Integrity Assessment Survey€¦ · to eradicating corruption through efforts to...
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KPK GuidebookIntegrity Assessment Survey
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Table ofContents
1. Opening
2. What is Integrity Assessment Survey?
3. Outline
4. Planning Preparation for the Integrity Assessment
Survey Implementation
• Team Preparation
• Technical Preparation
5. Implementation of the Integrity Assessment Survey
• Know the Components of Institutional Integrity
• Understanding of the Questionnaire and
Correction Factors
• Sample Determination
• Survey Implementation
• Survey Result Calculation
• Communication Steps
6. Follow-up of the Integrity Assessment Survey
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Is it related to corruption that often appears on
television? Do you think about the investigation done
by the Corruption Eradication Commission (KPK)? Or
it may be related to a particular institution?
Until today, when you hear an act of corruption, what is in your mind?
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The definition of corruption is indeed so broad and
diverse. Without us knowing it, actions as small as
coming late or lying to colleagues are also a form
of corruption. In Indonesia at the moment, the
issues of corruption have continuously become
a headline and led to public skepticism regarding
this matter. The public began to think that taking
the remaining funds related to procurement is
not an issue and giving illegal tips when asking
for administrative services in the government
institutions is a normal thing, because they think
there are much more serious matters related to
corruption.
Various parties are demanding that corruption
must be eradicated and KPK as an institution that
was given the mandate to do its best through its
Prevention and Action departments to eradicate
corruption. But in reality, corruption can only be
eradicated if the efforts address the root causes
of corruption cases.
The lack of integrity at both the organizational
and individual levels may be categorized as a
fundamental problem because integrity itself
comes from within each individual. The approach
to eradicating corruption through efforts to build
the integrity needs to be encouraged, because
without improving the integrity, collusion will
continue to emerge no matter how good the
system is implemented. The presence of integrity
at the individual, organizational and national
level is the best defense to prevent corruption.
In Indonesia, these efforts have emerged as
initiated by various Ministries/Institutions/Local
Governments
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The word ‘integrity’ itself comes from the English
language, which by definition it means: adherence
to the moral and ethical principles; soundness of
moral character; honesty; morally unimpaired or
morally perfect condition. Integrity in the context
of government is the use of official power or
authority by public officials for justified purposes
according to the law. Persistence and resoluteness
of the bureaucratic apparatus and public officials
not demanding or accepting anything that is not
their right is a form of integrity that can help
support the creation of good governance.
To support the realization of good governance,
KPK has designed the Integrity Assessment Survey
(SPI) which can be carried out independently by the
Ministries/Institutions/Regional Governments.
This Integrity Assessment Survey will be
conducted to indicate the existence of corrupt
behavior and measure the level of integrity in
a government institution in terms of internal,
external, and expert and related reports. KPK has
compiled the guidebook for the implementation
of the Integrity Assessment Survey with the
hope of becoming a reference for the Ministries/
Institutions/Regional Governments in preparing
integrity survey measurement in accordance
with the specific needs of each the respective
Ministries/Institutions/Regional Governments.
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RELA -TIVESRELA -
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You may be wondering why KPK has come up with
the Integrity Assessment Survey (SPI), despite the
existence of Corruption Perception Index (CPI) or
Anti-Corruption Behavior Index (IPAK). Therefore,
below is a brief explanation of the differences
between Corruption Perception Index (CPI) and
Anti-Corruption Behavior Index (IPAK).
What Is The Reason For KPK To Design The Integrity Assessment Survey?
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Corruption Perception Index (CPI) is an index
published annually by Transparency International
and is carried out in 180 countries. This index
is a composite index which combines various
indicators from other surveys. In Indonesia, the
Corruption Perception Index compiler index
consists of 9 surveys, namely: (1) Bertelsmann
Foundation Transform Index, (2) World Economic
Forum Executive Opinion Survey, (3) Political
Risk Service International Country Risk Guide,
(4) Institute for Management Development
World Competitiveness Yearbook, (5) Economist
Intelligence Unit Country Rating, (6) Global Insight
Country Risk Ratings, (7) Political & Economic
Risk Consultancy Asia Risk Guide, (8) Varieties
of Democracy Project, (9) World Justice Project
– Rule of Law Index. These various measuring
instruments to prepare the CPI composite index
are deployed to conduct a survey to the service
users and the private sector in major cities in
Indonesia. Although the CPI may serve as an
indicator of corruption eradication and prevention
as well as integrity issues to be compared between
various countries in aggregate (macro), it is not
able to measure changes at the individual and
organizational level.
The Anti-Corruption Behavior Index (IPAK) conducted and published by the Central Bureau
of Statistics is an index of a survey carried out to
approx. 10,000 respondents distributed across
34 Indonesian provinces. This survey captures
the people’s opinions and experiences related to
corruption. Although this measuring instrument
has a large number of respondents and is able to
capture opinions and experiences at the individual
(micro) level, this index does not capture opinions
and experiences from an internal point of view or
public institution employees.
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What Is Integrity Assessment Survey?Integrity assessment is an assessment carried out
to an institution by combining the perception and
experience approach both directly and indirectly
and is represented by employees/public officials
in carrying out their duties in a transparent,
accountable and anti-corruption manner.
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Aim
Benefits
Overview of Activities
2007 2014 20162015 2017
Type of Activity
Results
Increasing awareness of Corruption Risks and
Anti-Corruption System Improvement
1. Identification of Vulnerable Areas of Corruption
2. Success Indicators of Anti-Corruption Activities
3. Improving Public Trust
Partnership with the Institutions; Independent Assessment
Basic Anti-Corruption Policy
The KPK Integrity Survey was
first introduced
Improving of the Concept,
Method and Instruments into
an Integrity Assessment Survey
Pilot Project and Improve-
ment Method
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What Is Integrity Assessment Survey?
The Integrity Assessment Survey is an integrity
assessment in the form of a survey already
developed by KPK since 2007. After conducting
several experiments related to the Integrity
Assessment Surveys in 2017 and 2018, KPK is now
confident and is expecting active involvement of
each ministry, institution and local government to
conduct this survey independently.
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What can be assessed from the Integrity Assessment Survey?
Who can participate in the Integrity Assessment Survey?
Anticorruption Culture HR Management
Budget Management
Anti CorruptionSystem
Expert Resource Persons
The culture in the
institution is related to
anti-corruption actions
Actions and attitudes that
exist in the management of
employees in an institution
Managing the flow
of funds within an
institution
The prevention system
against corruption in an
institution
Employeeswho work in institutions
User of Servicefrom an institution
related to corruption issue
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Outline
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This book is expected to be useful to help you
carry out an Integrity Assessment Survey and
foster integrity values in your institution. In
general, this book will be divided into 3 (three)
sections, namely the preparation section, the
survey implementation section, and the follow-up
section.
What must be prepared to carry
out the Integrity Assessment
Survey?
What can be done related to
the results of the Integrity
Assessment Survey?
What are the steps for implementing
the Integrity Assessment Survey?
Planning Preparation for the Integrity Assessment Survey Implementation
Follow-up on the Integrity Assessment Survey Results
Implementation of the Integrity Assessment Survey
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Planning Preparation for the Integrity Assessment Survey Implementation
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What Do You Do at this Stage? Preparing a
Responsible Team related to the Integrity Assessment Survey Implementation
Technical Preparation related to Survey Implementation
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The Integrity Assessment Survey is a survey that
will be held by the institutions and the results will
also be useful for the institutions.
In its implementation, this survey will require
several internal parties from the institution
that serve as the drivers so that this survey
can take place smoothly. Therefore, it is highly
recommended for an institution to establish a
team responsible for carrying out this survey.
There are two ways that the institution can do to
have the team responsible for carrying out this
survey:
• Appoint a division to be responsible, such as
the inspectorate/internal supervision. But
if the inspectorate/supervision division in
your institution is too small, you can use the
second method.
• Set up a team outside the existing division of
the institution to serve as the PIC. Example:
taking resources from the Public Relations
Below are some tips that you can use to help set
up a team:
1. Determine the number of persons required
for the Integrity Assessment Survey’s
responsible team
2. Determine the roles required for the Integrity
Assessment Survey implementation
3. Specify the responsibilities of each role
TIPS
Division, Research and Development Division,
and Administration Division.
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Technical Preparation
Prepare the Budget
After a team is set up, the next important step
is preparing the survey execution technicalities.
For technical implementation, there are 3 (three)
main tasks that must be done, among others:
When you have set up a team to conduct an Integrity
Assessment Survey, it will be good to set the budget
related to the implementation of this Integrity Assessment
Survey. Budgeting needs to be done so that it can be
included in the budget submission for the budget plan in
the following year, when the survey is to be carried out.
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Coordination with the KPK
Determining the Work Implementation Steps
In carrying out this work, the institutions can
contact KPK if they experience confusion or
feel uncertain about the implementation of this
survey.
Set the timeline of the survey and appoint the
field team. The team can create a work timeline so
that it can complete the work in a timely manner,
and review the field team that can be formed. The
field team can be determined by the responsible
team: the responsible team can appoint a third
party to carry out this survey technique.
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Implementation of the Integrity Assessment Survey
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In this section, there are 6 (six) steps that can be taken
by the institutions related to the implementation of the
Integrity Assessment Survey.
Conducting The Integrity Assessment Survey
1. Know the Components of
Institutional Integrity
2. Understanding of the Questionnaire
and Correction Factors
3. Determination of Sample
4. Survey Implementation
5. Survey Result Calculation
6. Communication Steps
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1.In the Integrity Assessment Survey that will be
conducted simultaneously by the institution, there
are four important components that will form
the institutional integrity index, namely internal
integrity, external integrity, expert judgment, and
correction factors.
Employee
Survey
Public Service
Users Survey
Survey of
Original
Resource
Persons
Deduction in the form
of: Complaint Reports,
State Official Wealth
Compliance Reports,
Briefings During the
Survey
Knowing The Institutional Integrity Index Components
SCOPE OF INSTITUTIONAL INTEGRITY INDEX
Integrity Index
Internal Integrity
External Integrity
Expert Rating
Correction Factor
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Integrity Assessment is carried out to:• Internal: employees in public institutions.
• Externally: community or organization as
users of public services. Diagnosis of the level
of integrity of public institutions is based on
perceptions and experience from the point of
view of public services users.
• Experts: interview several related people
with comprehensive knowledge of integrity
and corruption issues in public institutions.
• Correction Factor: acts as a factor to
reduce the institutional integrity level. The
correction factor is in line with the principles
used in eradicating corruption, namely: “One
is too many”. The correction factor in the
Integrity Assessment Survey is taken from the
complaint reports and State Officials Wealth
(LHKPN) compliance report.
K n o w i n g T h e I n s t i t u t i o n a l I n t e g r i t y I n d e x C o m p o n e n t s
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Based on the explanation related to the
components of integrity assessment, it can be
concluded that the institutional integrity index
is formed from the incorporation of the levels
of institutional integrity assessed from the
perspective of the community, employees in such
K/L/PD , and expert resource persons as well
as complaint reports and State Official Wealth
Reports (LHKPN) already received in the last one
year.
Statistically, data collection is divided into 2
(two) methods, namely primary data which is
direct retrieval and secondary data which is data
retrieval from other parties.
Data related to internal assessment index, external
assessment index, and expert assessment index
will derive from the questionnaire so that it will
be referred to as the primary data. While the
data related to the correction factor will be called
secondary data because they derive from the
reports related to the organization.
Internal
Eksternal
Eksper
Correction Factor
Data Primer
Data Sekunder
K n o w i n g T h e I n s t i t u t i o n a l I n t e g r i t y I n d e x C o m p o n e n t s
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-
- - -
+ +Assessment
Index
Internal
Assessment
Index
External
Assessment
Index
Expert
Correction
Factor
Report
Complaint
State Official Wealth
Compliance Reports
Institutional Briefing Prior to the Survey
When the survey is already conducted and the
data are already obtained, the results will then
be calculated to obtain the institutional integrity
index. The technique to acquire the integrity index
is to use the formulation of institutional integrity
index components as follows:
Institutional Integrity Index =
K n o w i n g T h e I n s t i t u t i o n a l I n t e g r i t y I n d e x C o m p o n e n t s
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In each of the Integrity Assessment Survey
questionnaires, there will be 3 (three) major
sections which are related to general information,
respondent information, and integrity assessment.
It contains information about where the survey
has been carried out and the names of the
interviewers.
Contains information about personal data and
information related to the respondents who have
answered the questions in this questionnaire.
Contains the components that will be assessed in
the survey, and their contents will depend on the
type of questionnaire available.
GENERAL INFORMATION
RESPONDENT DESCRIPTION
INTEGRITY ASSESSMENT
2.Understanding Of Questioners And Correction Factors
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There are 3 (three) types of questionnaires in the
Integrity Assessment Survey; namely:
a. Questionnaires for Internal Assessmentb. Questionnaires for External Assessments, andc. Questionnaires for Expert Assessment
In each questionnaire, there are several parts
that will form the questionnaire into a complete
questionnaire.
The questionnaries can be downloaded at
kpk.go.id.
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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Internal integrity is defined as the level of integrity
of public organizations that have been assessed
by the employees working in such organizations.
Internal integrity is built upon 4 (four) indicators
in the questionnaire for Internal parties, namely
organizational culture, anti-corruption system,
human resource management, and budget
management.
ORGANIZATIONAL CULTURE
ANTI-CORRUPTION SYSTEM
HUMAN RESOURCE MANAGEMENT
BUDGET MANAGEMENT
Includes transparency, conflicts of interest,
existence of brokers, nepotism, bribery, state
losses, and abuse of authority by superiors.
Includes the existence and effectiveness of anti-
corruption system.
Includes recruitment, promotion, transfer and HR
quality improvement policies.
Includes Budget management, budget misappro-
priation, fictitious trips, and unofficial stipend
deductions.
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
A.INTERNAL INTEGRITY
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This questionnaire relates to the Integrity
Assessment Survey. There will be several blocks of
questions that make it easy for you to understand
the dimensions that make up the questionnaire.
Below is the division of blocks made that relates
to the internal questionnaires.
GENERAL INFORMATION
RESPONDENT DESCRIPTION
INTERNALINTEGRITY ASSESSMENT
BLOCK IOn-Site Familiarization BLOCK VI
Perceptions and Experiences of Human Resource Management
BLOCK IIOfficer Identity
BLOCK VIIPerceptions and Experiences about Budget Management
BLOCK IIICharacteristics of Respondents
BLOCK VIIIOthers: locus of corruption risk, corruption prevention programs, etc.
BLOCK IVPerceptions and Experiences about Organizational Culture
BLOCK IXNote
BLOCK VPerceptions and Experiences about Anti-Corruption System
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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BLOCK I: ON-SITE FAMILIARIZATIONThis block is a block that discusses the background of
the institution to be assessed; starting from the central
government or the regional government level to the name
of the institution or working unit.
BLOCK II: OFFICER IDENTITY
Officer identity is a block that contains personal data of
the officer acting as the interviewer.
BLOCK III: CHARACTERISTICS OF
RESPONDENTS
Personal data related to the respondents who have filled
out the questionnaire will be discussed in this block.
BLOCK IV: PERCEPTIONS AND EXPERIENCES
ABOUT ORGANIZATIONAL CULTURE
This block will discuss the level of perception and
experiences of respondents about the organizational
culture in the work unit or unit in a certain institution.
BLOCK V: PERCEPTIONS AND EXPERIENCES
ABOUT ANTI-CORRUPTION SYSTEM
EXPLANATION:
This block will discuss the anti-corruption system applied
in the institution; starting from the type of activities to
the follow-up activities as known.
BLOCK VI: PERCEPTIONS AND EXPERIENCES
OF HUMAN RESOURCE MANAGEMENT
Within this block, matters related to perception of and
experience in the management of employees within the
institution being surveyed will be discussed.
BLOCK VII: PERCEPTIONS AND EXPERIENCES
ABOUT BUDGET MANAGEMENT
This block discusses related budget management
in the institution; including to assess any budget
misappropriation within the institution.
BLOCK VIII: OTHERSThe number of questions in this block is only a few
and deals only with innovation related to corruption
eradication that should be carried out to avoid and
eradicate corruption in institutions.
BLOCK IX: NOTE
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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Assessment of internal integrity is carried out to
measure employee perceptions and experiences
regarding corruption, main tasks and functions of
the Ministries/Institutions/Regional Governments
related to gratification, human resource
Existence of Transparency -> R401Free from personal interests -> R402
Existence of brokers/intermediaries/service
providers -> R403Free from nepotism -> R404
Abuse of Authority -> R405, R407Free of bribery/gratification -> R406
Anti-corruption dissemination -> R501Sanctions for corruptor -> R502
There is protection for reporters of
corruption practices -> R503
Exemplary anti-corruption from the
leader -> R 504
ORGANIZATIONAL INTEGRITY
ORGANIZATIONAL CULTURE
ANTI-CORRUPTION SYSTEM
development, improper management of funds,
inappropriate orders from superiors, and others.
In the questionnaire related to internal integrity,
based on 4 (four) components owned, there are
constituent variables as follows:
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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Assessment of internal integrity is carried out to
measure employee perceptions and experiences
regarding corruption, main tasks and functions of
the Ministries/Institutions/Regional Governments
related to gratification, human resource
Employee recruitment and selection -> R601Objective performance appraisal system -> R602
Bribery practices & elements of returning the favor
in promoting employee career -> R603Bribery practices & elements of returning the favor
in promoting employee career -> R604
Budget misappropriation -> R701, R702, R703, R704
Fictitious trip practices -> R705Stipend deduction practices -> R706
EMPLOYEE WORK INTEGRITY
HR MANAGEMENT BUDGET MANAGEMENT
development, improper management of funds,
inappropriate orders from superiors, and others.
In the questionnaire related to internal integrity,
based on 4 (four) components owned, there are
constituent variables as follows:
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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Assessment of external integrity is carried out
from the point of view of the community as
the public service users. External integrity is
defined as the extent to which employees as
public service providers carry out their duties in
a transparent, accountable and corruption-free
manner. There are 3 (three) variable components;
namely transparency, anti-corruption system, and
employee integrity.
TRANSPARENCY
ANTI-CORRUPTION SYSTEM
EMPLOYEE INTEGRITY
Includes transparency of service and service
integrity
Includes anti-corruption campaigns, sanctions on
corruption behavior, and follow-up of complaints
Includes employee integrity, bribery incident,
bribery initiative and types of bribery
B.EXTERNAL INTEGRITY
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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For external questionnaires, there are 7 (seven)
blocks that form questionnaires, with dimensions
to be assessed as related to transparency and
accountability.
GENERAL INFORMATION
RESPONDENT DESCRIPTION
EXTERNALINTEGRITY ASSESSMENT
BLOCK IOn-Site Familiarization
BLOCK VIOthers: locus of corruption risk, corruption prevention programs, etc.
BLOCK IIOfficer Identity
BLOCK VIINote
BLOCK IIICharacteristics of Respondents
BLOCK IVPerceptions and Experiences about Transparency/Openness and Service Accountability
BLOCK VPerceptions and Experiences about Employee Accountability
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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BLOCK I: ON-SITE FAMILIARIZATIONThis block is a block that discusses the background of
the institution to be assessed; starting from the central
government or the regional government level to the name
of the institution or working unit.
BLOCK II: OFFICER IDENTITY
ficer identity is a block that contains personal data of the
officer acting as the interviewer.
BLOCK III: CHARACTERISTICS OF
RESPONDENTS
Personal data related to the respondents who have filled
out the questionnaire will be discussed in this block.
BLOCK IV: PERCEPTIONS AND EXPERIENCES ABOUT TRANSPARENCY/OPENNESS AND SERVICE ACCOUNTABILITYThis block will discuss the respondent opinions regarding
transparency/openness related to the service process
provided by the institution being assessed in the survey.
EXPLANATION:
BLOCK V: PERCEPTIONS AND EXPERIENCES ABOUT EMPLOYEE ACCOUNTABILITY
If in the previous block, the discussion was more focused
on the perception and accountability of the service
process, while in this block the discussion relates to
employees in the institution that provides the services.
BLOCK VI: OTHERSThis block discusses related prevention measures and
eradication efforts which are inputs from external
respondents.
BLOCK VII: NOTE
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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Honesty Culture -> R501Free from personal interests -> R502Free from abuse of authority -> R503Good and effective service -> R504
Free from receiving bribes -> R505, R506, R507, R508, R509, R510, R511
EMPLOYEE INTEGRITY
EMPLOYEE INTEGRITY
Indicator forming variables are obtained from one
or more questions in the questionnaire.
Transparency -> R401Service/licensing procedures -> R402Free from giving special treatment to
certain individuals/groups -> R403Free from identity/group
discrimination -> R405
Anti-corruption campaign/appeal -> R406Corruption prevention system -> R407
Punishment for those committing
corruption -> R408
Whistle blower mechanism and protection
-> R409, R410Responsive to corruption reports -> R411,
R412
SERVICE TRANSPARENCY AND ACCOUNTABILITY
TRANSPARENCYANTI-CORRUPTION
SYSTEM\
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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This expert survey was conducted to assess 2
(two) components, namely transparency and anti-
corruption system. This assessment is carried
out to the experts because they are individuals
who are considered comprehensively understand
matters related to integrity, corruption, and
others.
TRANSPARENCY ANTI-CORRUPTION SYSTEM
Transparency of public institutions from the point
of view of expert resource persons.
Anti-corruption systems of public institutions
from the point of view of expert resource persons.
C.EXPERT ASSESSMENT
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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For expert evaluation, there will be 6 (six) blocks
in the questionnaire.
GENERAL INFORMATION
RESPONDENT DESCRIPTION
EXPERTASSESSMENT
BLOCK IOn-Site Familiarization
BLOCK VINote
BLOCK IIOfficer Identity
BLOCK IIICharacteristics of Respondents
BLOCK IVAssessment of Institutions
BLOCK VOthers: locus of corruption risk, corruption prevention programs, etc.
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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BLOCK I: ON-SITE FAMILIARIZATIONThis block is a block that discusses the background of
the institution to be assessed; starting from the central
government or the regional government level to the name
of the institution or working unit.
BLOCK II: OFFICER IDENTITY
Officer identity is a block that contains personal data of
the officer acting as the interviewer
BLOCK III: CHARACTERISTICS OF
RESPONDENTS
Personal data related to the respondents who have filled
out the questionnaire will be discussed in this block.
BLOCK IV: ASSESSMENT OF INSTITUTIONS
This block will contain several questions addressed to the
experts pertaining to the existence of corruption in an
institution.
EXPLANATION:
BLOCK V: OTHERS
This section will generally assess the integrity of
employees in an agency and the actions of eradication and
prevention that must be carried out.
BLOCK VI: NOTE
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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Similar to the previous calculation of internal
integrity and external integrity, the expert
assessment is also formed from the following
variables:
Service transparency -> 403Budget transparency -> 405
HR Management -> 407Management of goods and services -> 406
Anti-corruption system -> 408Bribery and extortion -> 401
Illegal levies -> 402
Broker -> 404
TRANSPARENCY AND ANTI-CORRUPTION SYSTEM
TRANSPARENCY ANTI-CORRUPTION SYSTEM
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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Apart from using the questionnaire in the form
of primary data, as stated earlier, the Integrity
Assessment Survey will also use the secondary data,
namely several reports related to the institution
that have been turned into supplementary data.
In general, the correction factors include 3 (three)
aspects, namely actions that may lead to reliability
and fairness reduction, including manipulation of
list of samples and survey respondents, which may
also cause score deduction from the total scores
which should have been earned. Three types of
correction factors, among others:
The complaint report used is a public complaint
report from the previous period related to
corruption cases. For example, in the Integrity
Assessment Survey conducted by KPK in 2017
against 36 Regional Government Financial
Statements (KLPD), KPK used the complaint
reports received in 2016.
The State Official Wealth compliance report is
the percentage of the number of compulsory
reports in each Regional Government Financial
Statement (KLPD) that has not reported the
State Official Wealth to the total number of
reporting requirements in the previous year.
The briefing as referred to here is an attempt
to direct the respondents to give answers that
are not based on facts (better/worse) when
filling out the questionnaire.
CORRECTION FACTOR
COMPLAINT REPORTS
COMPLIANCE REPORT
BRIEFING BEFORE THE SURVEY IS IMPLEMENTED
U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s
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COVERAGE OF RESPONDENTS
SAMPLE FRAMEWORK
TARGETRESPONDENTS
DETERMINATION OF TARGET
SAMPLE
1.
2.
3.
4.
In determining the samples, there are
several steps that must be taken first.
The KPK describes 4 (four) steps that can
be taken to determine the respondent
samples.
3.Sample Determination
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Locus survey in the Ministries/Institutions are
units that are related to external parties in the
framework of carrying out tasks/jobs.
As stated in the previous section, the data
collection in this Integrity Assessment Survey
would be divided into primary data and secondary
data collection. To retrieve primary data, you
need to determine the sample so that the results
obtained will indicate the representation of the
data and can be considered valid. First, let us
understand the scope of primary data collection
from this Integrity Assessment Survey.
CENTRAL GOVERNMENT COVERAGE
REGIONAL COVERAGE
1. The locus survey is actually determined
by each regional agency itself based on
COVERAGE OF RESPONDENTS1.
S a m p l e D e t e r m i n a t i o n
population representation. Determination of
the survey locus should include the following
conditions:
• The main units in order to achieve the
vision and missions of the organization;
• Has a significant impact on promoting
public trust if improvements are made
in the context of corruption prevention
(the largest budget allocation, number
of major service users, high corruption
vulnerability based on the findings of the
State Finance Audit/State Finance and
Development Audit Agency (BPK/BPKP)
and law enforcement measures, etc.)
2. Units in the regions can be the units related
to public works; transportation sector;
health/education; regional income (Samsat);
PTSP (One-Stop Services); and procurement.
45
If mapped out, the target respondents in the
Integrity Implementation Survey will become as
follows:
TARGET RESPONDENTS2.
TARGETRESPONDENTS
INTERNAL RESPONDENTS
EXTERNAL RESPONDENTS
COUNTER SERVICES
STAKEHOLDERS
EKSPERT
S a m p l e D e t e r m i n a t i o n
46
To determine the sample framework, below is a
little explanation regarding the sampling method
which may be used to determine the sample
Integrity Assessment Survey.
SAMPLING FRAMEWORK3.
This method is a random
sampling method. With
this sampling technique. All
members of the population
are assumed to have the same
opportunity to be selected
as the survey samples/
respondents.
Non-random sampling method.
The reasons for the population
to be selected as samples may
be incidental or due to other
factors that have been planned
in advance.
SAMPLING METHOD
NON- PROBABILITY SAMPLING
PROBABILITY SAMPLING
S a m p l e D e t e r m i n a t i o n
47
In your opinion, which method can be used to
acquire the sample respondents for the Integrity
Assessment Survey?
1. Simple Random SamplingSampling technique using this method provides
equal opportunities to each member of the
population to serve as a survey sample
2. Systematic Random SamplingSystematic random sampling method uses
intervals in selecting the research samples. For
example a study requires 10 samples of 100
persons, then the number of interval groups is
100/10 interval = 10. Then the respondents are
divided into each group and then taken randomly
from each group.
3. Cluster Random Samplinggroup sampling technique. This type of sampling is
carried out based on certain groups/areas.
1. Purposive SamplingA sampling unit chosen based on certain
considerations with the aim of obtaining a
sampling unit with characteristics as desired.
2. Accidental Samplingthe researcher takes samples that he happens to
encounter at that time. This survey is suitable to
examine the types of rare disease cases of which
the samples are difficult to obtain.
3. Quota SamplingThis sampling technique takes as many samples as
the number already determined by the researcher.
PROBABILITY SAMPLING NON- PROBABILITY SAMPLING
S a m p l e D e t e r m i n a t i o n
48
As a matter of fact, in determining the sample,
there are 3 (three) sampling techniques that may
be used based on the type of target respondents
used.
Sample selection:• Population: internal
employees
• Sampling technique:
random sampling
Sample selection:• Population: Service users/
external parties
• Sampling technique:
• Non-Counter Service:
Data of external
parties who interacted
maximally in the span of
the last one year
• Counter Services:
Accidental Sampling
Sample selection:Experts comprising of at least
10 persons are considered
having understood integrity
breaches and the effectiveness
of taking external data
EXTERNAL EXPERTINTERNAL
S a m p l e D e t e r m i n a t i o n
49
Regarding the expert respondent
sample, below is a list of the types of
experts that must be fulfilled from
each institution when it intends to
retrieve expert data.
EXPERT
Academicians in the field of Government or Political Affairs of the School of Social and Political Science at the largest local university
Auditors of the State Finance Audit/State Finance and Development Audit Agency (BPK/BPKP) or other External Auditors
Ombudsman/ Regional Ombudsman
Such Inspectorate/Institution Internal Supervisor
Parliament/Regional Parliament Secretariat
Retired Second Echelon Officers (example: Head of the Regional Apparatus Work Unit (SKPD), Director, Assistant Deputy, etc.)
NGOs that focus on institution performance or anti-corruption
Employers Association
Institutional leadership or at least First Echelon Officers (for example: Minister/Governor/District Head or at least Director General/Deputy/Regional Secretary)
Persons in charge of corruption prevention programs and activities from KPK in the institutions (example: Coordination and Supervision of Prevention/Korsupgah, State Official Wealth (LHKP Reports, Gratification).
Reporters (observers of institution performance) from the largest mass media (reputable reporters with the government)*
*) not mandatory
S a m p l e D e t e r m i n a t i o n
50
In the Integrity Assessment Survey conducted by
KPK in 2017, there was a sample framework used
by KPK.
BEST PRACTICE
INTERNALEXTERNAL (COUNTER)
EXTERNAL (NON-COUNTER) EXPERT
List of names of Civil
Servants (PNS) who
are at the locus of
the survey with a
minimum service of
one year.
Service users who
access public ser-
vices through count-
ers at the survey
locus.
Other service users/
stakeholders at the
locus/unit that lacks
direct services with-
in a certain period.
Experts/parties
who fully control
the quality of public
services carried out
by the agency where
the locus is situated.
S a m p l e D e t e r m i n a t i o n
51
There are 5 (five) aspects that must be considered,
namely:
1. MARGIN OF ERROR: a statistical calculation
that indicates the number of errors in doing
random sampling in a survey
2. RESPONSE RATE: number of questions
answered from the questionnaire.
3. CONFIDENCE INTERVAL: the range between
two values where a sample mean is precisely
in the middle. 95% confidence interval means
that if 100 samples are taken, then 95 samples
will cover the actual average population.
4. PRIOR GUEST: variable density in the
Bayesian method.
5. CLUSTER UNIT: adjustments made to take a
sample size from the survey.
DETERMINATION OF TARGET SAMPLE 4.
MARGIN OF ERROR (MOE)
MAX. 5%
RESPONSE RATE MIN. 90%
CONFIDENCE INTERVAL =
95%
PRIOR GUEST MAKS. 50%
CLUSTERING EFFECT (DEFF)
= 2
PENGHITUNGAN SAMPEL
S a m p l e D e t e r m i n a t i o n
52
There are also several sampling formulas that can
be used to determine the number of respondents
from each target respondent; except for the expert
because the minimum number of 9 (nine) persons
has been chosen based on the background already
specified by KPK.
If your institution does not know the number of
respondent population, then your institution can
use this formula. Because the confidence interval
has been set at 95% and the margin of error is 5%,
your institution can obtain the Z value from table
Z. Table Z is a distribution-related statistical table
that helps you determine the standard normal
distribution.
If the number of population is known, then this
formula can be used because N here represents
the number of existing population, while e
represents the margin of error, namely 5%.
AAKER, KUMAR, AND DAY: SLOVIN
S a m p l e D e t e r m i n a t i o n
n=0,24 /2 2x z e
n=/n (1+(N ))2e
53
Based on KPK experience in carrying out sampling
activities, below are several important steps which
may serve as the criteria related to sampling: BEST PRACTICE
INTERNAL EXTERNAL
• The internal respondent coverage includes
the second echelon officers
• Sample allocation is carried out proportion-
ally based on the information on the num-
ber of employees and groups of employees
• Sample distribution: Second Echelon Offi-
cers/similar level are taken all, Third-Fourth
Echelon Officers/similar level and staff are
taken proportionally
• Respondents have worked for at least 1
year in the Ministries/Institutions/Regional
Governments except for second echelon of-
ficer respondents whose period of services
is not limited
• Respondents are selected randomly but
systematically according to the target
sample
• External respondents are service users at
the survey locus
• External sample allocation is divided
equally at each locus
• The type of service at the locus is divided
into counter and non-counter services
• Priority of external target sample at
the counter service, if it has not been
achieved, it can then be transferred to
non-counter respondents.
• Respondents are service users who have
completed their service access at the
counter (for new ones), or have already
accessed the counter service until it is
completed within the maximum period of
service in the last 12 months
• The counter population includes
all counters that have a locus
which provides services to the
end
• If the service is provided through
several counters, then the eligible
counter is the last counter that
provides such services
• If there is only 1 eligible counter,
then the target respondent will
be the same as the external tar-
get for such counter
• If the eligible counter is more
than 1, then the target sample
per counter will be the number
of target sample per day divided
proportionally with the average
number of the counter service.
• Determine the busiest times of
service counters and the aver-
age number of service users per
counter per day.
S a m p l e D e t e r m i n a t i o n
54
Since 2016, the KPK has been conducting sampling
methods for both internal and external samples.
An institution may view the following examples
for sampling, especially for external samples.
Using KPK sample size formula:
The maximum target respondents can be obtained,
namely approx. 60.
BEST PRACTICE
CALCULATION TO DETERMINE THE INTERNAL RESPONDENTS
Calculate the Target Sample1.A Ministry/Institution/Regional Government has
2 locuses with the distribution of the number
of employees as follows: Locus 1 = 40 persons,
and Locus 2 = 100 persons. Therefore, the
target sample for each locus is determined
proportionally, namely:
Locus 1 = 40/140 × 60 = 17.13 ≈ 17 persons, and
Locus 2 = 100/140 × 60 = 42.86 ≈ 43 persons.
S a m p l e D e t e r m i n a t i o n
2z .p.(1-p).DEFF2r.En=
55
Determining Sample Distribution
Selecting Sample Distribution2. 3.For example, Locus 1 owns only 1 unit that provides
services. As a result, the employee distribution is
calculated in the units that provide these services.
The distribution of employee population is as
follows:
- First Echelon Officer = 1 person,
- Third Echelon Officers = 3 persons,
- Fourth Echelon Officers = 9 persons, and
- Staff = 27 persons
Then the sample distribution is proportionally
obtained as follows:
- Second Echelon Officer take all = 1 person,
- Third Echelon Officers = 3/40 × 17 = 1,275 ≈ 1 person,
- Fourth Echelon Officers IV = 9/40 × 17 = 3.825 ≈
4 persons, and
- staff = 27/40 × 17 = 11,475 ≈ 11 persons.
BEST PRACTICE
Furthermore, each position is randomly sampled
systematically when the officers arrive at the fol-
lowing locations:
From a list of 40 employees obtained from the the
Ministries/Institutions of Locus 1, as many as 17
respondents will be selected randomly for each
position.
Second Echelon Officers: 1 person (take all)Third Echelon Officers: Choose 1 respondent from 3 persons.First, we determine the random number. Random
number is obtained by using Ms. Excel application
by typing = rand() in one of the cells.
For example, the random number (AR) = 0.56 and
interval (I) = 3/1 = 3, then:
R1 = AR x I = 0.56 x 3 = 1.68 ≈ 2 (select respondent
with serial no. 2)
S a m p l e D e t e r m i n a t i o n
56
(continued)Selecting Sample Distribution 3.
Fourth Echelon Officers : Select 4 respondents
from 9 persons.
For example AR = 0.43 and I = 9/4 = 2.25, then:
R1 = AR x I = 0.43 x 2.25 = 0.97 ≈ 1
R2 = R1 + I = 0.97 + 2.25 = 3.22 ≈ 3
R3 = R1 + 2I = 0.97 + (2 x 2.25) = 5.47 ≈ 5
R4 = R1 + 3I = 0.97 + (3 x 2.25) = 7.72 ≈ 8 (select
respondents with serial no. 1, 3, 5 and 8)
Staff : Select 11 respondents from 27 persons.
For example AR = 0.36 and I = 27/11 = 2.45, then:
R1 = 0.36 × 2.45 = 0.88, ≈ 1
R2 = 0.88 + 2.45 = 3.33 ≈ 3
R3 = 0.88 + (2 x 2.45) = 5.78 ≈ 6
…
R11 = 0.88 + (10 x 2.45) = 25.38 ≈ 25 (select re-
spondents with serial no. 1, 3, 6, etc.)
BEST PRACTICE
S a m p l e D e t e r m i n a t i o n
57
4.When your institution is already familiar with
sampling, then the survey is ready to be carried out
through the data collection stage. Data collection
is divided into two types of data, namely primary
data and secondary data. Primary data retrieval
is done by directly interviewing the respondents
and secondary data are collected through report
checking. In carrying out primary data collection,
there will be interviewers and respondents who
will be interviewed.
Survey Implementation
The interviewer will guide
the interview by reading each
question
Respondents may immediately
fill out the answers in the media
provided
58
S u r v e y I m p l e m e n t a t i o n
Ideally, primary data collection through the
interview method will go through the following
processes:
INTERVIEW PREPARATION
RESULTS ANALYSIS
INTERVIEW IMPLEMENTATION
DATA PROCESSING
QUALITY CONTROL
CODING & DATA ENTRY
59
S u r v e y I m p l e m e n t a t i o n
Before conducting a survey, the most basic thing
that needs to be prepared is a coordination
meeting. Whether through external parties
appointed by the Ministries/Institutions/Regional
Governments, or third parties appointed, or
assisted by the Central Bureau of Statistics,
the implementation of the survey requires
coordination with various relevant parties. The
appointment of the person fully in charge in each
component needs to be carried out.
In addition, it is important to conduct a briefing
with the entire teams related to respondent
samples and questionnaires. By doing so, the
entire team will have the same perspective
based on the guidebook already compiled before
carrying out the survey.
For data retrieval in the field, there are two
methods of direct interview that are usually
conducted, namely Computer-Assisted Personal
Interview or Paper-Assisted Personal Interview.
What is the difference between the two?
Preparation Of Interview
60
Computer Assisted Personal Interview (CAPI)
or Paper Assisted Personal Interview (PAPI) has
several differences. But, in essence, both can be
used to collect data on this Integrity Assessment
Survey.
(+) It saves data processing time because the data are
stored directly and can be processed immediately
(+) It saves paper
(-) It takes time and costs to build a system
(-) Internet signal and electricity for charging the
tablets are a must
(+) It is user friendly
(+) Can be used in any condition because it does not
require signals nor electricity
(-) Not environmentally friendly
(-) Data processing will take a long time
CAPI is data retrieval technique using a
system installed on a device.
PAPI is a data collection technique using
questionnaire paper and stationery.
CAPI
PAPI
S u r v e y I m p l e m e n t a t i o n
61
After choosing what tools to use for the interview,
it is important to prepare the team who will carry
out the survey. There are 2 major stages related
to preparations that need to be considered before
conducting a survey.
• Understanding the
questionnaire
• Coordination with
KPK relating to the
expert respondents
• Prepare a list of
employees
• Prepare the list
of non-counter
customers
• Prepare the list of
counter customers
• Confirm the
employee list
• Confirm the list
of non-counter
customers
• Confirm the list of
counter customers
• Come to the service unit
• Carry out sampling
• Gather the employees for
conducting the survey
• Visiting the counters/service points
• Carry out sampling
• Survey implementation
IMPLEMENTATION
INTERNAL
EXTERNAL
S u r v e y I m p l e m e n t a t i o n
62
Upon coordination, the choice of the tools to
conduct the interview has been made, so the next
stage that must be considered is the interview
The need for understanding the interview ethics. There are at least 3 (three) basic ethics of
interviews that the Ministries/Institutions/Regional Governments must remind to the field
officers, bearing in mind the materials in this survey are those with a topic that is quite sensitive.
The Ministries/Institutions/Regional Governments also need to remind the field officers to
own the skills and show wisdom when dealing with various attitudes and behaviors of the
respondents; especially external and expert respondents.
execution. A briefing is needed for field officers
to make sure that the data collection process does
not disturb the respondents.
1.
a.
a. b.
c.
c.
2.
Able to give sufficient explanation regarding the goals and objectives of the survey (informed consent)
Always use ingenuity, show patience, and friendliness during interviews
Maintain confidentiality of answers and make sure that the answers are used only for survey purposes
If the respondent’s answer remains incomplete or not right, then do probing
b. Keep the anonymity of respondent’s identity
Understand the body language of the respondents. Do not direct or respond to the respondents’ answers
Implementation Of Interview
S u r v e y I m p l e m e n t a t i o n
63
Quality control needs to be carried out by the
Ministries/Institutions/Regional Governments;
regardless of who are the parties appointed by
the Ministries/Institutions/Regional Governments
to carry out the survey.
1. Contacting the resource persons as the
survey respondents to ensure that the data
entered are correct.
2. To be involved in the observation and take
part in the field work to see how data are
collected.
Through the application of this quality control, the
results of the Integrity Assessment Survey of the
institutions will become a valid and accountable
result.
Quality Control
S u r v e y I m p l e m e n t a t i o n
64
Coding and data entry are a method of entering
data into a system or program to be processed
further. After the data are processed, data
tabulation will be obtained which will simplify
the process of data calculation and analysis. As
regards data processing and data analysis, this will
be discussed in the next section.
Coding, Data Entry, Data Processing, and Data Analysis
S u r v e y I m p l e m e n t a t i o n
65
-
- - -
+ +Assessment
Index
Internal
Assessment
Index
External
Assessment
Index
Expert
Correction
Factor
Complaint
Reports
State Official Wealth
Compliance Reports
Institutional Briefing Prior to the Survey
Institutional Integrity Index =
The formula for calculating the Integrity
Assessment Survey is as follows:
Of course, there are steps that must be taken
to acquire an index of each component. In this
section, the calculation of survey results and
weight for each component will be explained in
more detail.
5.Survey Results Calculation
66
S u r v e y R e s u l t s C a l c u l a t i o n
From such weights, calculation is carried out
which will ultimately determine the index of each
component.
Variable Types and Calculation Method
Calculation of Integrity Index Score
Integrity Index Weight based on AHP and PCA
methods
STEP #1
STEP #3
STEP #2
67
S u r v e y R e s u l t s C a l c u l a t i o n
The first step that will be taken for the calculation
process is to carry out a variable transformation.
Variable transformation is the process of
modifying the existing values to facilitate further
analyses.
Variable Types and Calculation MethodSTEP #1
In preparing this Integrity Index, there are direct variables that may be immediately
calculated from its index. There will be questions with scale of 1-6, and the scale will be
directly calculated into the index calculation.
In the preparation of the Integrity Index, the transformation process is carried out more
to equalize the scale of each constituent variable into a scale of 1-6. This transformation
process is not carried out on all constituent variables, but is focused on the composite
variables which are a combination of two or more questions. To make it easier, let us look
into the examples.
DIRECT VARIABLES
COMPOSITE VARIABLES
68
Changes in the composite variables will follow the
steps below:
In the R401 question on the internal questionnaire,
there are two sections, namely sections A and B.
So, the first thing you need to do is adding up the
score on the variable in section A and the variable
in section B.
1.ORIGINAL
VARIABLES(R401A)
Answer Category
1
2
3
4
5
6
Answer Category
1
5
4
2
1
6
Total Scores
2
7
5
8
6
12
ORIGINAL VARIABLES
(R401B)
COMPOSITE VARIABLES
S u r v e y R e s u l t s C a l c u l a t i o n
69
Furthermore, re-categorization will be carried
out. Re-categorization is the re-placement of the
total composite variable score on scales of 1-6.
From the sum of adding the composite variables in
the previous stage, you have found that the lowest
score is 2, while the highest score is 12.
Then on the new scale, it was found that scale 1
refers to the total sum of the lowest score of 2 and
scale 6 refers to the total sum of the highest score
of 12. While other scales refer to the total sum in
the range 2-12.
2.COMPOSITE VARIABLE
SCORE INTERVAL
1-2
3-4
5-6
7-8
9-10
11-12
1
2
3
4
5
6
NEW CATEGORY
S u r v e y R e s u l t s C a l c u l a t i o n
70
For composite calculation of question R503B
in the internal questionnaire, there is a special
method to use. When there is only 1 answer, it will
earn 6 points, and when there are there are 2 or 3
answers, it will earn 1 point.
Question no. R503 consists of 3 parts. Then doing
the calculation as described in step 1, a range of
composite variables with the following scores will
be obtained:
COMPOSITE VARIABLES SCORE INTERVAL
1-5
6-10
11-15
16-20
21-25
26-30
1
2
3
4
5
6
NEW CATEGORY
S u r v e y R e s u l t s C a l c u l a t i o n
71
Now, you are at the stage of transforming
composite variables which have been formed
previously into a new variable based on the new
category in Step 2. This variable will be included in
the process of forming the next index.
It can be concluded that the transformation
process of this index variable consists of 3 (three)
steps namely addition, re-categorization, and
weighting for the new variables.
3.COMPOSITEVARIABLES
2
7
5
8
6
12
1
4
3
4
3
6
NEW VARIABLES
S u r v e y R e s u l t s C a l c u l a t i o n
72
EXPERIENCE VARIABLESORIGINAL VARIABLES
(R405B)
1
2
3
4
5
6
1
1
1
1
1
6
NEW VARIABLESFor variables related to aspects of experience
(variables with answers of ‘have ever’ or ‘never’),
the principle of ‘one is too many’ will apply. This
means, whenever there is any event related to
integrity breach and/or corruption, even if only
once, the score will be downgraded to the lowest
score (1). On the other hand, no incident was
found. As a result, transformation is made to the
highest score (6).
In addition to composite variables, there are also
variables called experience variables.
S u r v e y R e s u l t s C a l c u l a t i o n
73
Integrity Index Weight based on AHP and PCA
methodsSTEP #2
AHP
After finding a new weight, now you can calculate
the weight of the integrity index components.
There are 2 (two) methods of statistical analysis
that are able to address the interdependence
between variables and at the same time provide
a weighting for each variable which is statistically
significant.
Analytical Hierarchy Process (AHP) is a statistical calculation model that is useful to describe
problems from various complex factors into a model that looks more structured and
systematic. There are 3 (three) basic principles including:
• Decomposition
• Comparison of assessments/considerations
• Priority synthesis
The AHP method is carried out only by the experts and is subject to weighting of its Dimension
and Sub Indicators in terms of Integrity Assessment, while the weights of Indicators and
Variables are calculated using the PCA method.
S u r v e y R e s u l t s C a l c u l a t i o n
74
Integrity Index Weight based on AHP and PCA
methodsSTEP #2
The Principal Component Analysis (PCA) is a procedure of statistic calculation to conduct
multivariate analysis that is useful for building new variables which are a linear combination
of the original variables. The original variables that are interconnected will be converted
into new variables that are not interconnected by reducing a number of these variables so
that they have a smaller dimension but can explain most of the original diversity. Number of
main components that are formed is the same as the number of original variables.
Below are the prerequisites that must be met before using the weight formation with the
PCA method:
• Kaiser-Mayer-Olkin Measure of Sampling Adequacy ≥ 0.6
• Eigen value > 1
• Loading Factor ≥ 0.4
• Total Variance Explained ≥ 60%
PCA
S u r v e y R e s u l t s C a l c u l a t i o n
75
AHP and PCA have been calculated and determined
by KPK, but should you wish to know more about
AHP and PCA, please refer to the statistical book.
Following are the outcomes of AHP and PCA
based on KPK calculations. You can refer to these
figures to calculate the weight of your institution’s
integrity index.
CUMULATIVE INDEX
Internal
External
Expert
Correction Factor
0,4189
0,2962
0,2849
0,2
AHP
S u r v e y R e s u l t s C a l c u l a t i o n
76
INTERNAL
INDICATOR
ORGANI-ZATIONAL CULTURE (0.2687)
ANTI-CORRUPTION SYSTEM (0.2622)
VARIABEL TYPES QUESTION NO. PCAFIGURE
Direct Variables
Direct Variables
Composite variables
Composite variables
Experience variables
Experience variables
R401AR402AR402BR403AR403BR405AR406A
R501CR502AR503AR504AR504B
0,0715 0,0920 0,0937 0,1022 0,0779 0,0808 0,0663
0,1480 0,0764 0,0648 0,0867 0,0919
R401BR401CR401D*
R503B***
0,0777
0,1329
R403C**R405BR406B
R502BR502CR503C
0,1198 0,1398 0,0784
0,1310 0,1344 0,1340
INDICATOR
HUMAN RESOURCE MANAGEMENT (0.2579)
BUDGET MANAGEMENT (0.2112)
VARIABEL TYPE QUESTION NO. PCAFIGURE
Direct Variables
Direct Variables
Composite variables
Composite variables
Experience variables
Experience variables
R603AR604A
R705A
0,1423 0,1206
0,1599
R601AR602
R701A
0,1578 0,1650
0,1761
R601BR603BR604B
R701BR705B
0,1182 0,1504 0,1456
0,1599 0,1853
*) Before being put together, the data are processed by first processing the experience variables. Answer 1 earns 6 points, while answer 2 earns 1 point**) Answer 1 earns 1 point, while answer 2 earns 6 points.***) Before being put together, the data are processed by first processing the experience variables. Answer 1 earns 6 points, while answers 2 and 3 earn 1 point.
S u r v e y R e s u l t s C a l c u l a t i o n
77
EXTERNAL
INDICATOR
TRANSPARENCY (0.3264)
ANTI-CORRUPTION SYSTEM (0.3329)
EMPLOYEE INTEGRITY (0.3407)
VARIABLE TYPES QUESTION NO. PCA FIGURE
Direct Variables
Direct Variables
Direct Variables
Composite variables
Composite variables
Composite variables
Experience variables
Experience variables
Experience variables
R401R402R403R404
R406R407R408R409R410R411R412
R501 R502 R503 R504 R505
0,2637 0,2674 0,2598 0,2090
0,1180 0,1468 0,1072 0,1498 0,1599 0,1612 0,157
0,2208 0,2193 0,2065 0,2055 0,1479
EXPERT
INDICATOR
TRANSPARANSI
SISTEM ANTIKORUPSI
VARIABLE TYPE QUESTION NO. PCA FIGURE
Direct Variables
Direct Variables
Composite variables
Composite variables
Experience variables
Experience variables
R403R405R406R407
R401R402R404R408R409R501
0,1024 0,1015 0,1032 0,0989
0,09920,0997 0,0962 0,1028 0,09660,0995
Questionaire can be downloaded at kpk.go.id.
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CALCULATION OF INTERNAL INTEGRITY SCORES
CALCULATION OF EXTERNAL INTEGRITY SCORES
Cumulative Integrity Index = 0.4189 x Internal Index + 0.2962 x External Index
+ 0.2849 x Expert Index - 0.2 x (1/3 (percentage of
complaint reports) + 1/3 (percentage of compliance
reports) + 1/3 (percentage of complaints )
Internal Assessment Index = 0.2687 x Organizational Culture Indicator
0.2622 x Anti-Corruption System Indicator
0.2579 x HR Management Indicator
0.2112 x Budget Management Indicator
External Assessment Index =0.3264 x Transparency Indicator
0.3329 x Anti-Corruption System Indicator
0.3407 x Employee Integrity Indicator
If you already familiar with these weights, then
you can enter these figures into the formulas
listed below.
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+
+
+
+
+
79
The Assessment Index for each component will be
calculated from the weighted average of all scores
on the constituent variables after multiplying it
with the standard weight. The Rating Index scores
will range from a scale of 0 to 100. When the score
earned is almost 100, it shows the institution
integrity is good.
CALCULATION OF INTEGRITY EXPERT SCORES
Expert Index Assessment =0.0992 x assessment of the existence of bribes
0.0997 x assessment of the existence of extortion
0.1024 x assessment of transparency of public
services
0.0962 x assessment of the existence of brokers in
public services
0.1015 x assessment of budget transparency
0.1032 x assessment of the objectivity of
procurement of goods and services
0.0989 x assessment of the objectivity of HR
policies
0.1028 x assessment of corruption complaints
mechanism
0.0966 x assessment of corruption prevention
mechanism
0.0995 x assessment of employee integrity
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+ +
+
+
+
+
+
+
80
CALCULATION OF CORRECTION FACTOR INTEGRITY SCORES
Correction factor is calculated by utilizing 3 (three)
secondary data, namely complaint reports, State
Official Wealth (LHKPN) compliance reports* and
number of briefing events** conducted by the
institutions prior to the implementation of this
survey. Each data is equalized to a scale of 0-100
and is then given the same weight.
Correction Factor = 1/3 (percentage of public complaint reports related to corruption received by KPK during the previous
year + percentage of the number of reporters who have not submitted Official Health Reports (LHKPN) +
percentage of respondents who have been briefed before the survey)
*) Number of complaint reports and State Official Wealth Reports (LHKPN) as obtained from KPK. Coordination with KPK is therefore still required**) Number of briefings as obtained from the Integrity Assessment Survey data
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Calculation of Integrity Index ScoreSTEP #3
The Integrity Index, both Internally and Externally,
as well as Expertly is calculated from the weighted
average of all scores on the constituent variables
after multiplying it with the standard weight. The
range of integrity index values from scale of 0
to 100. When the score earned is almost 100, it
shows the organization integrity is good.
The calculation of the integrity index score will be divided into 3 (three) major parts, namely:
1. Calculate the score for each respondent
2. Calculate the score for each index
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For calculating the index per dimension of each
respondent, the following steps will be taken
For example, you have answers to external
questionnaires from several respondents. This
book will explain how to calculate the transparency
index from an external questionnaire. Questions
regarding transparency are in between codes
R401 and R404.
Respondents’ answers from questions R401 to
R404 are then multiplied by the weight of each
question. For example, for question R401, you can
multiply the variable weight R401 which is equal
to 0.2637. You can calculate the result by referring
to the weight in the previous step.
CALCULATE THE SCORE FOR EACH RESPONDENT
1. CODE RESPONDENT 1 RESPONDENT 2
R401R402R403R404
4431
5523
After obtaining the results, then you will add the
four variables and add the weights from R401 to
R404.
You will then divide the result of the four variables
with the total weight of R401 to R404.
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CALCULATE THE SCORE FOR EACH INDEX
CONVERSION
2. INDEX NAME INDEX SCORE
TransparencyAnti-Corruption System
Employee IntegrityExternal
50,1239,5040,0543,15
The division result is then deducted with 1and
multiplied by 100/6-1.
This treatment is done so that the results are
obtained on a scale of 0-100 for each respondent.
After obtaining the result from each respondent,
then imagine you would acquire the result of an
external component index like this:
The answers from the respondents are summed
up with other respondents’ answers and form
the result of the transparency index of your
organization.
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You can directly enter the results into the formula
below, and you will obtain the organization’s
external integrity index.
1. ComplaintFor complaint scores, the calculation method will be
as follows:
Complaint score: Number of complaints/UCP * 100
The score of the number of complaints that exceeds
the UCP is maximum (100 points)
Example:
External Assessment Index = 0.3264 x Transparency Indicator
+
0.3329 x Anti-Corruption System Indicator
+
0,3407 x Employee Integrity Indicator
CALCULATING THE CORRECTION FACTORS
Note:UCP is the upper cut-off point which takes 95% of the distribution of the number of complaints of all institutions that become the the Integrity Assessment Survey locus
ORGANIZATION NAME NUMBER OF
COMPLAINTSCOMPLAINTSCORE
COMPLAINT
FINAL COMPLAINTSCORE
Organization AOrganization BOrganization C
61827UCP
88,56 119,0410,1668,8
88,56 100,0010,16
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2. ComplianceFor compliance scores, the calculation method
will be as follows:
Compliance score: (Amount not reported/amount
that must be reported) x 100
3.Briefing During the SurveyFor briefing scores during the survey, the calculation method will be as follows:
Briefing score during survey: 1/2 x [(internal direction/number of internal respondents) + (external direction/
number of external respondents)] x 100
ORGANIZATION NAME
AMOUNT NOT REPORTED
AMOUNT WHICH MUST BE REPORTED
COMPLIANCE SCORE
Organization AOrganization B
1520
6025
25,0080,00
ORGANIZATION NAME
INTERNAL NUMBER OF INTERNAL RESPONDENTS
EXTERNAL NUMBER OF EXTERNAL RESPONDENTS
BRIEFING SCORE
Organization AOrganization B
12
6060
32
6060
3,333,33
EXAMPLE:
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6.After the survey data are managed, the acquired data can now be
processed and communicated to the internal parties, the parties
responsible for the follow-up, and the community. There are at
least 2 (two) steps that can be taken to conduct communication
related to the Integrity Assessment Survey results, namely:
Make a report on the results of the Integrity Assessment Survey
that may be submitted to the internal parties as to evaluate the
areas of improvement, or may submit the report to KPK or the
Ministry of State Apparatus Empowerment and Bureaucratic
Reform (PAN-RB) for immediate response/handling related to
institutional problems, if necessary.
Publish the outcome to the public to restore public trust. This
type of publication can be processed into various forms; can be
in the form of flyers, simple infographics, etc. that can be placed
in a place crowded with people.
Communication Step
REPORTING
COMMUNICATE TO THE COMMUNITY
87
88
Follow-up of the Integrity Assessment Survey
3
88
8989
90
After obtaining the Integrity Assessment Survey results and data, what should I do then?
91
Data from the Integrity Assessment Survey have
many benefits for the institution you work for.
The data from the Integrity Assessment Survey
can be followed up to develop overall institutional
integrity. Some of the benefits include:
1
2
To serve as re-evaluation material for institutional performance
Serve as the basis of action plans related to findings and indications of corruption in institutions
92
From the Integrity Assessment Survey results
data, you can see how much your institution
has performed in terms of 4 (four) sides, namely
internally, externally, and expertly. These results
can make your institution view thoroughly what
aspects must be maintained, developed, and
what aspects must be addressed immediately.
The outcome of the Integrity Assessment Survey
cannot serve as a direct proof related to the
parties who carry out deviant actions, but the
outcome of the Integrity Assessment Survey may
serve as the basis for formulating the action plan
that must be carried out within the institution so
that a perfect integrity index may be achieved in
the institution.
For example, if the external assessment index is
low, then your institution should look again at
which parties are dealing directly with external
parties and determine what steps should be
taken to minimize the potential deviant actions
from providing the services to the external
parties. However, if an internal assessment index
is found, especially related to indicators of high
organizational culture, then your institution can
maintain and develop variables in that aspect
so that the internal assessment index of the
institution can be maintained.
1 To serve as re-evaluation material for institutional performance
93
As discussed in the previous point, the results
of the Integrity Assessment Survey can become
the basis for action plans of the institution. One
action plan that can be done is to make the results
of the Integrity Assessment Survey as a concrete
evidence to eradicate corruption. An institution
may conduct investigation related to indications of
corruption based on the results found, or my map
out vulnerable points that require supervision.
Also from the results of Integrity Assessment
Survey, institutions are able to make strategic
plans related to the steps to eradicate corruption
and develop integrity. The strategic plan related
to this action can become a concrete basis as done
by the institution.
2 Serve as the basis of action plans related to findings and indications of corruption in institutions
94
Now that you have this book, you and the institution where you work can
hopefully carry out the Integrity Assessment Survey independently and easily.
Furthermore, the KPK hopes that through this book, the institution where you
work has the desire to uphold the values of integrity. In this way, your institution,
and even this country will continue to grow without any more deviant actions
related to corruption.
95
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https://www.kpk.go.id/id/
@official.kpkKomisiPemberantasanKorupsi@KPK_RI