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"Pedagang Besar Farmasi (PBF) wajib menerapkan pedoman teknis Cara Distribusi Obat yang Baik (CDOB) dalam pelaksanaan distribusi obat dan/ atau bahan obat, salah satu bagiannya adalah bangunan dan peralatan. Bangunan sebagai tempat penyimpanan perlu dilakukan pengendalian terhadap parameter suhu untuk menjaga suhu pada area penyimpanan tetap sesuai dengan ketentuan yang dipersyaratkan agar obat dan/atau bahan obat selalu dalam kondisi yang baik dan terjamin kualitasnya, terutama untuk produk yang memerlukan suhu khusus seperti produk rantai dingin (Cold Chain Produk/CCP). Tujuan dari penulisan laporan ini adalah untuk mengetahui suhu terendah dan tertinggi saat pemantauan mingguan pada cold room dan cool room yang dilaksanakan dari tanggal 5 - 11 Desember 2022 pada PT. Enseval Putera Megatrading DC-3 Cikarang. Berdasarkan hasil pemantauan suhu pada cold room yang memiliki dua chiller, chiller bagian atas memiliki suhu minimum sebesar 2,8⁰C dan suhu maksimum sebesar 6,0⁰C, sedangkan pada chiller bagian bawah memiliki suhu minimum sebesar 4,4⁰C dan suhu maksimum sebesar 5,4⁰C. Pemantauan suhu pada cool room memberikan hasil bahwa suhu minimum sebesar 21,3⁰C dan suhu maksimum sebesar 23,0⁰C. Dapat disimpulkan bahwa hasil monitoring suhu mingguan pada cold room dan cool room sudah sesuai dengan persyaratan yang telah ditentukan, yaitu pada rentang 2 – 8⁰C untuk cold room dan 15 – 25⁰C untuk cool room.

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Pharmaceutical Wholesalers (PBF) are required to implement the Good Drug Distribution Practices (CDOB) technical guidelines in the implementation of drug and/or drug substance distribution, one of which is building and equipment. The building as a storage area needs to control temperature parameters to maintain the temperature in the storage area in accordance with the requirements required so that drugs and/or medicinal substances are always in good condition and quality guaranteed, especially for products that require special temperatures such as cold chain products (CCP). The purpose of writing this report is to find out the lowest and highest temperatures during weekly monitoring in cold rooms and cool rooms which will be carried out from 5 - 11 December 2022 at PT. Enseval Putera Megatrading DC-3 Cikarang. Based on the results of temperature monitoring in the cold room which has two chillers, the upper chiller has a minimum temperature of 2.8⁰C and a maximum temperature of 6.0⁰C, while the lower chiller has a minimum temperature of 4.4⁰C and a maximum temperature of 5.4⁰C. Temperature monitoring in the cool room gives the result that the minimum temperature is 21.3⁰C and the maximum temperature is 23.0⁰C. It can be concluded that the results of weekly temperature monitoring in the cold room and cool room are in accordance with predetermined requirements, namely in the range of 2 – 8⁰C for cold rooms and 15 – 25⁰C for cool rooms."

"Suhu penyimpanan adalah salah satu faktor terpenting dalam mengendalikan sifat fisikokimia produk yang mudah rusak dalam rantai distribusi. Oleh karena itu, perlu dilakukan pemantauan dan penentuan titik kritis dari suhu penyimpanan obat sehingga mutu obat tetap terjaga selama proses penyimpanan. Kegiatan pemantauan yang dapat dilakukan adalah dengan melakukan pemetaan suhu untuk mengetahui rentang suhu pada ruangan gudang penyimpanan obat, serta mengetahui keberagaman suhu pada masingmasing titik di ruangan gudang penyimpanan obat. Pemetaan atau mapping suhu gudang penyimpanan merupakan salah satu kegiatan yang dipersyaratkan untuk dilakukan oleh setiap fasilitas distribusi sesuai tercantum dalam Pedoman Cara Distribusi Obat yang Baik (CDOB). Pemetaan suhu bertujuan untuk memastikan distribusi suhu penyimpanan produk di Coolroom (15°C -25°C) pada kondisi aktivitas normal memenuhi persyaratan dan mengidentifikasi titik terpanas pada Coolroom (15°C-25°C) yang akan digunakan sebagai acuan titik pemantauan suhu Gudang. Pemetaan suhu merupakan identifikasi penyebaran temperature/suhu dalam suatu area tertentu sehingga bisa diketahui lokasi mana yang mengalami fluktuasi suhu tinggi atau rendah. Pemetaan suhu dapat mengidentifikasi kemungkinan titik dingin (atau titik panas) dan membantu menentukan apakah tindakan perbaikan diperlukan atau tidak. Melalui pemetaan suhu, dapat dilakukan validasi terhadap area tersebut untuk memastikan produk yang sensitif terhadap suhu seperti makanan yang mudah rusak dan barang farmasi disimpan dengan baik dalam suhu idealnya.

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Storage temperature is one of the most important factors in controlling the physicochemical properties of perishable products in the distribution chain. Therefore, it is necessary to monitor and determine the critical point of drug storage temperature so that the quality of the drug is maintained during the storage process. Monitoring activities that can be carried out are by carrying out temperature mapping to determine the temperature range in the medicine storage room, as well as knowing the temperature diversity at each point in the medicine storage room. Mapping or temperature mapping of storage warehouses is one of the activities required to be carried out by each distribution facility as stated in the Guidelines for Good Medicine Distribution Methods (CDOB). Temperature mapping aims to ensure that the product storage temperature distribution in the Coolroom (15°C -25°C) under normal activity conditions meets the requirements and identifies the hottest point in the Coolroom (15°C-25°C) which will be used as a reference point for Warehouse temperature monitoring . Temperature mapping is the identification of the temperature distribution in a certain area so that it can be seen which locations experience high or low temperature fluctuations. Temperature mapping can identify possible cold spots (or hot spots) and help determine whether or not remedial action is necessary. Through temperature mapping, validation of these areas can be carried out to ensure that temperature-sensitive products such as perishable food and pharmaceutical goods are stored properly at their ideal temperature."

"[ABSTRAKTujuan penelitian ini untuk menganalisis isi kebijakan penempatan PNS pada jabatanstruktural, dan implementasinya di Kabupaten Muna dan Kota Kendari. Penelitian inimenggunakan pendekatan kualitatif karena dipandang sebagai pendekatan yang tepatuntuk menjawab permasalahan kompleksitas isi kebijakan dan implementasinya diKabupaten Muna dan Kota Kendari. Data dihimpun dari informan terkait melaluiwawancara. Hasil penelitian menunjukkan telah terjadi inkonsistensi isi kebijakan dibeberapa level mulai dari policy level, maupun organizational level sampai padaoperational level, karena ketidaktegasan pembuat kebijakan (aktor kebijakan), danketidakjelasan isi kebijakan. Sistem merit belum dijadikan dasar dalam implementasikebijakan penempatan PNS pada jabatan struktural di lingkup instansi pemerintahKabupaten Muna dan Kota Kendari, karena penentuan penetapan calon pejabatstruktural tidak dilakukan melalui mekanisme, tidak dilakukannya assesment (penilaian)kompetensi yang sebenarnya, penetapan penempatan pejabat struktuaral tidak didasarkanatas sistem merit, serta adanya indikasi spoils system, nepotisme dan patronage padapenentuan penempatan PNS pada jabatan struktural di Kabupaten Muna. Sementara, diKota Kendari, selain spoils system dan nepotisme juga adanya indikasi akomodasiterhadap kepentingan etnisitas dalam penentuan penempatan PNS pada jabatan struktural,adalah beberapa indikator memperkuat bahwa penempatan PNS pada jabatan strukturalmasih jauh dari prinsip-prinsip sistem merit. Praktik penentuan penempatan pejabatstruktural yang terjadi di lingkup instansi pemerintah Kabupaten Muna disampingdidasarkan atas kepentingan partai politik, kekuasaan bupati, juga tidak terlepas darikepentingan keluarga, pertemanan dan kekerabatan. Praktik penentuan penempatan PNSpada jabatan struktural di Kota Kendari disamping lebih banyak didasarkan padakepentingan akomodasi terhadap kepentingan etnisitas, juga tidak terlepas darikepentingan partai politik, keluarga, pertemanan, kekerabatan, dan kekuasaan walikota.Hal ini pulalah yang merupakan salah satu faktor yang berpengaruh tidak diterapkannyasistem merit dalam penempatan PNS pada jabatan struktural di lingkup instansiPemerintah Kabupaten Muna dan Kota Kendari selama tahun 2008-2011.Implikasi teoritis penelitian ini menunjukkan bahwa penggunaan pendekatan sistemmerit dalam penempatan PNS pada jabatan struktural akan memperkuat sistempemerintahan daerah itu sendiri tidak bertentangan dengan azas demokrasi malah salingmelengkapi.;

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ABSTRACTThe purpose of this study was to analyze the contents of the policy on theplacement of civil servants structural position, and its implementation in Muna Districtand Kendari City. This study used a qualitative approach because the wilderness as theright approach to address the complexi ty of the content of the policy and itsimplementation in Muna District and Kendari City. Data were collected throughinterviews of informants related. The results show the contents of the policyinconsistency has occurred at several levels ranging from policy level, and organizationallevel to the operational level, because indecision policy makers (policy actor), and thevagueness of policy content. Merit System has not been used as a basis for policyimplementation civil servant placement on structural positions in the scope of governmentagencies Muna District and Kendari City, because the determination of the structuraldetermination of official candidates was not made by the mechanism, not doing theassessment (assessment) of actual competence, determination of placement is not basedstructural officials on the merit system, as well as indications Spoils system, nepotism andpatronage in determining the placement of civil servants in a structural position in Muna.Meanwhile, in the Kendari City, besides spoils system and nepotism are also indicationsof accommodation of the interests of ethnicity in determining the placement of thestructural position of civil servants, are some indicators that the placement of civilservants reinforce the structural position is far from the principles of the merit system.Practice determining the placement officer's structural scope Muna Regency besidesgovernment agencies based on the interests of a political party, the regent power can notbe separated from the interests of family, friendship and kinship. Civil Servant placementdetermination practices in structural positions in Kendari City besides more based on theinterests of property against the interests of ethnicity, can not be separated from theinterests of a political party, family, friendship and kinship, and the power of the mayor.This is precisely what is one of the factors that influence non-application of the meritsystem in the civil service placement on the scope of the structural positions ingovernment agencies Muna Regency and Kendari City during the years 2008-2011.The theoretical implication of this study indicate that the use of the approach inthe placement of the merit system in the civil servants in the structural position willstrengthen the local governance system itself is not contrary to the principle of democracyinstead, The purpose of this study was to analyze the contents of the policy on theplacement of civil servants structural position, and its implementation in Muna Districtand Kendari City. This study used a qualitative approach because the wilderness as theright approach to address the complexi ty of the content of the policy and itsimplementation in Muna District and Kendari City. Data were collected throughinterviews of informants related. The results show the contents of the policyinconsistency has occurred at several levels ranging from policy level, and organizationallevel to the operational level, because indecision policy makers (policy actor), and thevagueness of policy content. Merit System has not been used as a basis for policyimplementation civil servant placement on structural positions in the scope of governmentagencies Muna District and Kendari City, because the determination of the structuraldetermination of official candidates was not made by the mechanism, not doing theassessment (assessment) of actual competence, determination of placement is not basedstructural officials on the merit system, as well as indications Spoils system, nepotism andpatronage in determining the placement of civil servants in a structural position in Muna.Meanwhile, in the Kendari City, besides spoils system and nepotism are also indicationsof accommodation of the interests of ethnicity in determining the placement of thestructural position of civil servants, are some indicators that the placement of civilservants reinforce the structural position is far from the principles of the merit system.Practice determining the placement officer's structural scope Muna Regency besidesgovernment agencies based on the interests of a political party, the regent power can notbe separated from the interests of family, friendship and kinship. Civil Servant placementdetermination practices in structural positions in Kendari City besides more based on theinterests of property against the interests of ethnicity, can not be separated from theinterests of a political party, family, friendship and kinship, and the power of the mayor.This is precisely what is one of the factors that influence non-application of the meritsystem in the civil service placement on the scope of the structural positions ingovernment agencies Muna Regency and Kendari City during the years 2008-2011.The theoretical implication of this study indicate that the use of the approach inthe placement of the merit system in the civil servants in the structural position willstrengthen the local governance system itself is not contrary to the principle of democracyinstead]"