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"ABSTRAKThis article is the first comprehensive scholarly analysis of South Carolina's landmark education reform legislation, the Education Improvement Act (EIA). Using the "T-formation" process used to attain passage of the EIA as a prototype, the author evaluates the efficacy of nonadjudicative approaches to school reform, as against the impact litigation model of achieving systematic change in public education. While the latter strategy has been favored by public interest advocates since the advent of Brown v. Board of Education and the Rights Revolution, the author argues that nonadjudicative processes are more likely than impact litigation to yield effective outcomes in certain localities. In fact, the author argues, the nonadjudicative "T-formation" process used to persuade the South Carolina legislature to enact the EIA has much in common with other alternative dispute resolution processes that have been used with much success, including the direct action strategy used by activists to persuade Congress to enact the Civil Rights Act of 1964 and Voting Rights Act of 1965. The author identifies three characteristics common to alternative dispute resolution processes such as direct action and the T-formation that are critical to their success, including the participation of a diversity of people and talents (particularly non-lawyers) in the process of conceiving educational rights and implementing remedial policies, and the use of informal procedures, or pressure and negotiation tactics, to achieve policy objectives."

"Pengembangan organisasi membuka peluang terciptanya beberapa jabatan dalam organisasi tersebut. Peluang untuk mendapat jabatan, dipandang sebagai salah satu bentuk penghargaan terhadap anggota organisasi, dalam hal ini pegawai pada Kantor Wilayah Departemen Hukum dan Hak Asasi Manusia Jawa Barat. Promosi jabatan seorang pegawai negeri sipil merupakan salah satu bentuk pola karir yang ditetapkan pemerintah guna tercipta peningkatan pelayanan terhadap masyarakat.Promosi jabatan dapat dipengaruhi oleh berbagai faktor, diantaranya dalam penelitian ini ditekankan faktor pendidikan dan pelatihan serta kinerja. Rumusan masalah dalam penelitian adalah sejauhmana pengaruh pendidikan dan pelatihan terhadap promosi jabatan, sejauh mana pengaruh kinerja terhadap promosi jabatan dan sejauhmana pengaruh pendidikan dan latihan serta kinerja terhadap promosi jabatan pada Kantor Wilayah Departemen Hukum dan Hak Asasi Manusia Jawa Barat.Pendekatan teori yang digunakan adalah bahwa untuk meningkatkan kinerja pegawai, salah satunya dengan memberikan pendidikan dan pelatihan. Setelah tercapai kinerja yang baik salah satu penghargaannya yaitu memberi kesempatan promosi jabatan.Penelitian ini menggunakan metoda random sampling, jumlah populasi sebanyak 122 orang sehingga sampel yang diteliti sebanyak 37 orang. Penelitian dilaksanakan selama bulan Mei 2006, selain menyebarkan kuisioner juga dilakukan melalui wawancara mendalam dengan responden. Kuisioner bersifat tertutup dimana setiap responden harus memilih hanya sate jawaban dari jawaban yang tersedia sesuai dengan pendapatnya.Hasil penelitian pengaruh antara pendidikan dan pelatihan terhadap promosi jabatan menunjukan bahwa terdapat hubungan positif namun berkorelasi agak rendah, sebesar 25,4% promosi jabatan dipengaruhi oleh pendidikan dan pelatiahan. Sementara itu antara variabel kinerja terhadap promosi jabatan terdapat hubungan positif dan berkorelasi cukup, sebesar 39,3% promosi jabatan dipengaruhi oleh kinerja. Dan antara ketiga variabel, pendidikan dan pelatihan serta kinerja tehadap promosi jabatan menunjukan hubungan positif dan berkorelasi cukup, sebesar 45,4% promosi jabatan dipengaruhi secara bersama-sama oleh pendidikan dan pelatihan serta kinerja.Berdasarkan penelitian tersebut direkomendasikan untuk lebih meningkatkan berbagai macam kegiatan pendidikan dan pelatihan terhadap pegawai di jajaran Kantor Wilayah Departemen Hukum dan Hak Asasi Manusia Jawa Barat. Selanjutnya penilaian kinerja direkomendasikan untuk memakai pendekatan 360° yang melibatkan berbagai pihak.

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The development of organization initiates many new positions in the organization. The opportunity to fill in the position is seen as one of the appreciations for members of the organization, in this context the employees of the District Office of Department of Law and Human Rights West Java. Promotion of a government's officer is one of the career patterns arranged by the government to encourage good services for the public.

Promotion is determined by several factors and one of them in this research is education, training and performance. Research question in this research is how is the influence of education and training on promotion, the influence of performance on promotion and the influence of education, training and performance on promotion in the office.

This research uses random sampling method. The population is 122 employees, so the sample is 37 officers. The research is done in May 2006. Besides distributing questionnaire, in-depth interview is also applied. Questionnaire is close that respondents must answer one response match with their opinion.

Base on the result, there is a positive with fairly low at 25.4% that promotion is influenced by education and training. For the meantime, between variable of performance and promotion there is positive and fair correlation at 39.3%. Those three variables concurrently show positive and fair correlation at 45.4%.

Base on the result, it is recommended to increase many education and training program for the employees. Furthermore, the evaluation of their performance is recommended to use 360° approach."