Perancangan Sistem Karir Berdasarkan Kompetensi Yang Berbasis
Kinerja Pada Pegawai Negeri Sipil Di Kabupaten Banjarnegara
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Institusion
Universitas Stikubank
Author
Astuti, Sih Darmi
Subject
Datestamp
2017-10-11 03:42:08
Abstract :
System design was preceded by a career empolyee performance appraisal conducted in Banjarnegara regency, Central Java, especially for the structural echelon III and IV, as well as general functional position. This is done because the system has been deemed not to meet the expectations to obtain assurance that career civil servants will be able to increase the professionalism of employees. Career uncertainty caused by the absence of a reliable measure of competency standards for structural and functional positions, where these conditions will complicate the application of local officials promotions based on competency-based performance (meritocracy). Considerable evidence suggests that meritocracy is a reliable way to establish a strong organization. The number of errors in understanding the concept of regional autonomy has made a career management is not able to play a role in realizing the potential of employees. Competencies that have been used (Kepka No. 46A of 2003) is not sufficient to base the assesment of competence (base and field), because it is just the minimum competency requirement that must be owned by a civil servants in the performance of duties of office, so to be selected by consensus Banjarnegara district there are two competencies, namely: core and generic. Core competencies consist of: integrity, professional civil servants (PNS Pro), orientation on achievement (ACH), adaptability (ADP), teamwork (TW), customer service orientation (CSO), while for generic competencies, are: team leadership (TDL), conceptual thinking (CT), strategic thinking (ST), relationship building (RSB). Components of a promotion campaign for the establishment of civil servants in the district structural Banjarnegara are: behavior (DP3), tupoksi (Individual Performance Target/SKI) and Analysis of Workload (ABK), competencies (core and generic), DUK, as well as the suitability of vision. While the components of the promotion for the post of general functional, are: behavior (DP3), tupoksi (Individual Performance Target/SKI) and Analysis of Workload (ABK), and competencies (core/basis and field). Keywords: Competence, core competence, generic competence, performance, performance appraisal
System design was preceded by a career empolyee performance appraisal conducted in Banjarnegara regency, Central Java, especially for the structural echelon III and IV, as well as general functional position. This is done because the system has been deemed not to meet the expectations to obtain assurance that career civil servants will be able to increase the professionalism of employees. Career uncertainty caused by the absence of a reliable measure of competency standards for structural and functional positions, where these conditions will complicate the application of local officials promotions based on competency-based performance (meritocracy). Considerable evidence suggests that meritocracy is a reliable way to establish a strong organization. The number of errors in understanding the concept of regional autonomy has made a career management is not able to play a role in realizing the potential of employees. Competencies that have been used (Kepka No. 46A of 2003) is not sufficient to base the assesment of competence (base and field), because it is just the minimum competency requirement that must be owned by a civil servants in the performance of duties of office, so to be selected by consensus Banjarnegara district there are two competencies, namely: core and generic. Core competencies consist of: integrity, professional civil servants (PNS Pro), orientation on achievement (ACH), adaptability (ADP), teamwork (TW), customer service orientation (CSO), while for generic competencies, are: team leadership (TDL), conceptual thinking (CT), strategic thinking (ST), relationship building (RSB). Components of a promotion campaign for the establishment of civil servants in the district structural Banjarnegara are: behavior (DP3), tupoksi (Individual Performance Target/SKI) and Analysis of Workload (ABK), competencies (core and generic), DUK, as well as the suitability of vision. While the components of the promotion for the post of general functional, are: behavior (DP3), tupoksi (Individual Performance Target/SKI) and Analysis of Workload (ABK), and competencies (core/basis and field). Keywords: Competence, core competence, generic competence, performance, performance appraisal
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