Hasil Pencarian  ::  Simpan CSV :: Kembali

"Tesis ini membahas mengenai Kewajiban Pemberhentian Sementara Terhadap Pengangkatan Komisioner dan Anggota Lembaga Non Struktural Yang Berstatus Pegawai Negeri Sipil sebagaimana diatur dalam Undang-Undang Nomor 5 Tahun 2014 Tentang Aparatur Sipil Negara, dikaitkan dengan mekanisme pengisian jabatan Komisioner Dan Anggota Lembaga Non Struktural. Dalam pengisian jabatan tersebut terdapat mekanisme yang berbeda antara komisioner atau anggota yang mewakili Pemerintah atau yang biasa disebut dalam peraturan perundangan-undangan sebagai Unsur Pemerintah dengan komisioner atau anggota yang melalui seleksi terbuka atau yang biasa disebut dalam peraturan perundangan-undangan sebagai Unsur Masyarakat.Berdasarkan hasil penelitian diperoleh kesimpulan bahwa kewajiban pemberhentian sementara yang diatur dalam Undang-Undang Aparatur Sipil Negara maupun Peraturan Pemerintah mengenai Dipilin PNS, tidak serta mengikat seluruh PNS yang diangkat sebagai Komisioner dan Anggota Lembaga Non Struktural. Disisi lain, aturan mengenai kewajiban pemberhentian sementara PNS dimaksud belum diatur mengenai sanksi bagi pihak terkait apabila kewajiban pemberhentian sementara PNS dilaksanakan saat semua persyaratan pemberhentian sementara PNS tersebut telah memenuhi syarat.

---

This thesis discusses the Temporary Suspension Obligation for the Appointment of Commissioners and Members of Non-Structural Institutions with the Status of Civil Servants as stipulated in Law Number 5 of 2014 concerning the State Civil Apparatus, associated with the mechanism for filling the positions of Commissioners and Members of Non-Structural Institutions. In filling the position, there is a different mechanism between commissioners or members representing the Government or commonly referred to in laws and regulations as Government Elements and commissioners or members who go through open selection or commonly referred to in laws and regulations as Community Elements.

Based on the results of the study, it was concluded that the temporary suspension obligation stipulated in the State Civil Apparatus Law and Government Regulations regarding the Election of Civil Servants, does not and binds all civil servants appointed as Commissioners and Members of Non-Structural Institutions. On the other hand, the rules regarding the obligation to suspend the civil servant have not been regulated regarding sanctions for related parties if the obligation to suspend the civil servant is implemented when all the conditions for the suspension of the civil servant have met the requirements."

"Tuntutan kesempurnaan Pegawai Negeri selaku aparatur negara yang memegan peranan penting dalam kelancaran penyelenggaraan tugas pemerintahan dan pembangunan nasional sangatlah tinggi. Sementara itu, sistim penghargaan sebagai balasan atas jasa yang telah dicurahkan dengan sepenuh jiwa dan raga oleh Pegawai Negeri kepada negara diselenggarakan dengan tidak berdasarkan pada kinerja (merit system) dan sangat terkesan serta populer dengan plesetan PGPS (?pintar goblok penghasilan sama?). Oleh karena itu, Pemerintah telah mencanangkan perlunya dilakukan program reformasi birokrasi yang diantaranya termasuk penerapan kebijakan perbaikan sistim remunerasi bagi Pegawai Negeri. Kebijakan perbaikan sistim remunerasi bagi Pegawai Negeri Sipil Pusat mulai diberlakukan bagi Pegawai Negeri Sipil di lingkungan Departemen Keuangan pada 1 Juli 2007 dan secara terbatas dan bertahap dilanjutkan penerapannya pada beberapa kementerian/lembaga. Penerapan perbaikan sistim remunerasi yang terbatas dan bertahap itu tentu telah menimbulkan diskriminasi karena tidak adanya keadilan dalam penerapan kebijakan perbaikan sistim remunerasi bagiPegawai Negeri secara keseluruhan. Di samping persoalan keadilan dalam penerapan kebijakan perbaikan sistim remunerasi itu, juga terdapat berbagai kelemahan yuridis dalam pelaksanaan penerapan kebijakan tersebut. Penelitian ini berangkat dari permasalahan pokok yaitu bagaimana ketaatan asas hukum dalam penerapan kebijakan perbaikan sistim remunerasi bagi Pegawai Negeri Sipil Republik Indonesia dalam konteks sebagai negara yang memproklamirkan dirinya Negara Hukum. Jawaban atas permasalahan penelitian ini dilakukan secara yuridis-normatif, dengan menelaah data sekunder yang menggunakan alat pengumpulan data secara studi kepustakaan dengan metode pengolahan dan analisa data secara pendekatan kwalitatif serta bersifat deskriptif-analitis dan berbentuk preskriptif-analitis. Mengingat topik penelitian ini terkait dengan remunerasi yang dianalisis secara yuridis, maka landasan teori didasarkan pada kerangka pemikiran hierarki kebutuhan dan keadilan. Penelitian ini menghasilkan beberapa temuan. Pertama, amanat konstitusi yang menghendaki sistim remunerasi itu haruslah mampu memberikan dan menciptakan kesejahteraan yang berkeadilan dan layak masih belum terwujud dengan baik. Kedua, peraturan perundang-undang yang mengatur sistim remunerasi tidak menegaskan aturan sistim remunerasi yang berbasis kinerja. Ketiga, rumusan norma dan validitas norma peraturan yang dibuat sebagai dasar hukum pemberlakuan kebijakan perbaikan sistim remunerasi tersebut adalah tidak taat asas-asas hukum dan dapat dikatakan tidak valid. Untuk itu, dalam rangka ius constituendum, tiada jalan lain yang harus dilakukan untuk reformasi sistim remunerasi adalah dengan membuat Undang-Undang tentang Kepegawaian yang baru yang sunguh-sunguh merumuskan amanat konstitusi dan menggantikan Undang-Undang tentang Kepegawaian yang saat ini berlaku.

---

Civil servants, as a state apparatus have a big and an important role in the smooth organization and tasks of the government and national development. Their performance is claimed very high. Meanwhile, the award system as a reward for services rendered have been torrentialwith full life and wholeheartedly by them with no organized based onperformance (merit system) and are very impressed with the popular and the term ?PGPS? ( ?Pintar Goblok Penghasilan Sama? or "wise fool of the same"). To solve the problem, Indonesian government has been trying to reform the remuneration system. Since July 1 2007, Department of Finance of Republic of Indonesia has started to introduce a new remuneration system for its officials. The new remuneration system has implemented by limited and gradually in several ministries / agencies. The limited application of a new remuneration system has been caused discrimination due to the absence of justice in the implementation of policy for overall civil servants. In addition to the issue of fairness/justice in the implementation of the policy, there are many weaknesses in the implementation of the juridical application of these policy. This research tries to observe whether the new remuneration system for civil servants is well obeyed in accordance with law because of Indonesia as a country proclaiming itself as the Rule of Law or Rechtsstaat. This research is based on juridicalnormative, with the secondary data analysis and with the method of data processing and analysis by qualitative and descriptive-analytical and prescriptiveanalytical. Given the topic of this research related to the remuneration of the juridical analyzed, the theoretical foundation or framework of thought is based on the hierarchy of needs and theory of justice. This research produced some findings. First, the mandate of the Constitution require the remuneration system should be able to provide and create the prosperity which is proper and justice has not been realized well. Second, the regulations which set the remuneration system does not assert that the rules-based remuneration system performance. Third, the formulation of norms and norm validity of regulations made as a legal basis of the policy about reformation of the remuneration system is not compliance the principles of law and it can be said is invalid. Therefore, in order ius constituendum, there is no way that should be done to reform the system of remuneration is to make a new Act on civil servant or officialdom Act (Undang- Undang Kepegawaian) that compliance to constitution and replacing the old Act."

"Pada prinsipnya Pelarangan PNS untuk berserikat dalam Pasal 3 ayat (3) Undang-Undang Nomor 43 Tahun 1999 Tentang Pokok Kepegawaian esensinya telah menghilangkan hak asasi PNS, dan HAM yang dijamin dalam dalam UUD 1945, DUHAM, ICCPR, Undang-Undang Nomor 12 Tahun 2005 Tentang Ratifikasi ICCPR, Undang-Undang Nomor 39 Tahun 1999 Tentang HAM, dan Undang-Undang Nomor 31 Tahun 2002 Tentang Partai Politik. Penulisan dilakukan dengan metode penelitian kualitatif, yaitu mendiskripsikan fenomena pengurangan HAM PNS di bidang politik melalui pencarian/penelusuran data primer dengan cara melakukan penelitian lapangan bertemu dengan narasumber/inforrnan melalui wawancara dan memberikan kuesioner yang dimulai dari bulan April hingga pertengahan Juni 2007. Latar belakang responden yang diteliti memiliki berbagai macam latar belakang, seperti latar belakang profesi, yaitu pegawai negeri sipil dari anggota partai politik yang juga sebagai anggota DPR, sedangkan latar belakang responden mulai dari tamatan Sekolah Menengah Umum (SMU), Sarjana (SI), Magister (S2), Doktor (S3), dan guru besar (Profesor), dan juga latar belakang di PNS mulai dari staf, eselon IV, eselon III, eselon, R, dan eselon I. Disamping data primer, penulis juga menelusuri data sekunder berupa studi dokumentasi kepustakaan berupa landasan konsep dan teoritikal, kepustakaan buku-buku tentang HAM, peraturan perundang-undangan, data tersebut ditambah dengan penelusuran melalui media massa, baik cetak maupun elektronik (kliping Koran/majalah/tabloid, penelusuran internet. Pelarangan hak berserikat, yaitu masuk menjadi anggota/pengurus partai politik, bagi PNS berarti telah menghapuskan HAM PNS yang telah jelas dijamin dalam UUD 1945, UU Nomor 39 Tahun 1999, Deklarasi Universal Hak Asasi Manusia PBB, Kovenan Hak Sipil dan Politik (telah diratifikasi Indonesia ke dalam UU), dan UU Tentang Partai Politik. Oleh karena itu, Hak berserikat bagi PNS harus segera dipulihkan, karena hak berserikat dijamin dan dilindungi dalam UUD 1945, dalam berbagai produk perundang-undangan mengenai HAM (lokal dan intemasional), dari dalam UU Partai Politik. Selain itu juga, perlu dibentuk peraturan yang dapat memberikan batasan yang jelas dan tegas yang mengatur bagi PNS yang masuk menjadi anggota/pengurus partai politik.

---

In principle, the prohibition for civil servant to become member/administrator of political parties has eliminated the Civil Servant rights, and human rights that has guarantee in Indonesian Constitution UUD 1945, Universal Declaration of Human Rights, Law Number 12 Year 2005 on Ratification ICCPR, Law Number 39 Year 1999 on Human Rights, and Law Number 31 Year 2002 on Political Parties.

Writing Methods by implementing qualitative research, which is describing the phenomenon of reducing the Civil Servants political rights through searching/exploring primary data by doing field research to see some informers by interviewing and giving questioners, which executed from April to mid of June 2007. The respondent backgrounds are from various professions such as Civil Servants who works at Department of Law and Human Rights, Department of Domestic Affairs, and National Employment Agency, also member of political parties and Parliament, while the education of respondents are High School graduates, Bachelors degree, Masters degree, Doctoral degree, and Professors. The position of respondents who work as civil servants are staff, echelon IV, echelon III, echelon II and echelon I.

In addition to primary data, the author also searches secondary data by documentation studies such as conceptual and theoretical basis, Iiterature on human rights studies, laws, also added by searching mass media, printed and electronic (paper clipping/magazine/weekly papers, internet exploring).

The prohibition to civil servants to join becoming member/administrator of political parties, means the prohibition has deleted the civil servants right which is guaranteed in Indonesian Constitution UUD 1945, Law Number 39 Year 1999 on Human Rights, Universal Declaration of Human Rights, Covenant of civil and political rights (has been ratified to Law), and Law on Political Parties. That's why, the right to join organization to civil servants should be regained, because such right is guaranteed and protected in UUD 1945, in various of law products concerning human rights (national and international), and law on Political Parties. Besides, regulations should be made to form clear and strict boundaries for ruling the civil servants who become member/administrator of political parties."

"Tesis ini membahas pencitraan pegawai negeri sipil (PNS) era reformasi, sebagaimana tercermin dalam buku Catatan Parno PNS Gila (2011) karya Yulius Haflan. Penelitian ini adalah penelitian kualitatif dengan pendekatan cultural studies dengan menerapkan strategi trans-coding sebagai salah satu mekanisme representasi untuk menganalisis teks. Hasil penelitian menunjukkan bahwa teks masuk ke dalam sistem representasi citra PNS dominan dan mengalami perubahan dan perluasan dimensi sehingga membentuk makna dan citra baru. Pencitraan PNS dalam teks masih membawa citra yang sudah populer di masyarakat namun juga membentuk citra baru. Citra populer yang masih ditampilkan, yaitu: patuh, berdedikasi, gaji kecil, dan budaya kerja yang buruk. Citra yang baru meliputi gigih dan gagap teknologi. Pencitraan tersebut disampaikan dalam bahasa yang komunikatif dan penuh humor, yang merupakan cara efektif untuk memberikan pemahaman sekaligus menghibur pembaca.

---

This thesis focused on the image of civil servants in reform era, as reflected in the book of Catatan Parno PNS Gila (2011) written by Yulius Haflan. This research is based on a qualitative research, using the cultural studies approach and applying the trans-coding strategies, as one of the representation mechanisms, to analyze texts. The result of the research shows that the text entered the representation system of dominant image of the civil servants and makes changes and expansion of dimensions so that it constructs new meanings and images. The images of civil servants in the text still carry the public's popular images but at the same time it also constructs several new images. The popular images that still exist consist of obedient, dedicated, civil servant with low income and low performance work culture, while the new images include persistent attitude and technology illiterate. Those images are delivered in a communicative and humorous way, an effective way to convey ideas and to entertain the readers."

"Tesis ini membahas tentang Proses Penilaian Kinerja Pegawai Negeri Sipil di Biro Kepegawaian Badan Kepegawaian Negara yang dilaksanakan pada tahun 2015. Penelitian ini menggunakan pendekatan postpositivist dengan metode kualitatif. Hasil penelitian ini menunjukkan bahwa proses penilaian kinerja yang dijalankan pada Biro Kepegawaian Badan Kepegawaian Negara terdiri dari 4 empat tahapan yaitu perencanaan, pelaksanaan, penilaian dan peninjauan kembali. Pemanfaatan hasil penilaian kinerja sudah digunakan sebagai salah satu persyaratan administratif dalam proses kenaikan pangkat, pemberian penghargaan dan seleksi promosi jabatan. Permasalahan yang ditemukan dalam penelitian ini adalah belum adanya standar kinerja yang jelas sebagai pedoman dalam mengukur kinerja pegawai. Pejabat penilai belum melakukan pencatatan terhadap hasil pengamatan perilaku kerja pegawai dan tidak seluruh pegawai mengumpulkan laporan hasil kerja sehingga hasil penilaian masih terlihat subyektif karena kurangnya bukti-bukti pendukung. Hasil penilaian kinerja belum dimanfaatkan sebagai dasar pembayaran tunjangan kinerja dan pengembangan kompetensi pegawai.

---

This thesis discusses the process of Performance Assessment of Civil Servants in the Civil Service Bureau of National Civil Service Agency conducted in 2015. This study used a postpositivist approach and qualitative method. The results showed that the performance appraisal process that runs on the Civil Service Bureau of the State Personnel Board consists of four 4 phases planning, implementing, assessing and reviewing. Utilization of performance appraisal results has been used as one of the administrative requirements in the process of promotion, awards, and selection for job promotion.

Problems were found in this study is there is no clear performance standards as a guide in measuring employee performance. Assessor officials have not done recording the observations of the behavior of employee and not all employees gather reports on the work result, so that it still looks a subjective assessment results due to lack of supporting evidence. The results of performance appraisal has not been used as the basis for the payment of benefits employee performance and competencies development."

"Sumber daya manusia merupakan faktor yang sangat berperan dalam suatu organisasi atau pemerintahan dalam memberikan pelayanan kepada publik. Untuk itu, dibutuhkan suatu sistem rekrutmen dan seleksi yang sesuai dengan sistem merit agar menghasilkan aparatur sipil negara yang berkualifikasi dan kompeten dibidangnya. Pada pelaksanaan rekrutmen dan seleksi selama ini masih sarat kecurangan serta Korupsi, Kolusi dan Nepotisme KKN . Untuk itu, Badan Kepegawaian Negara BKN mengembangkan metode seleksi dengan menggunakan alat utama yaitu Computer Asissted Test CAT. Penelitian ini bertujuan untuk menggambarkan pelaksanaan seleksi Calon Pegawai Negeri Sipil CPNS di Badan Kepegawaian Negara BKN dalam mewujudkan sistem merit di Indonesia. Penelitian ini menggunakan teori utama standar seleksi yang dikemukakan oleh Noe dkk 2008 yang terdiri dari lima dimensi yaitu realibility, validity, generalizability, utility dan legality dan sistem merit. Penelitian ini menggunakan pendekatan post-positivist di mana teori standar seleksi dan sistem merit menjadi dasar analisis temuan penelitian. Data diperoleh dari wawancara, dan studi kepustakaan. Hasil penelitian menunjukkan bahwa seleksi CPNS yang dilaksanakan pada tahun 2017 sudah menunjukkan arah perwujudan sistem merit dimana seleksi dilakukan berlandaskan kepada kualifikasi dan kompetensi peserta tanpa membedakan asal usul, ras dan golongan serta kekurangan fisik dari peserta. Hal tersebut terlihat dari indikator-indikator yang terpenuhi dan keseluruhan pelaksanaan seleksi telah berlandaskan peraturan perundangan yang berlaku. Namun, perwujudan ini dirasa masih kurang sempurna karena belum menggunakan hasil final seleksi sebagai bahan acuan dalam mengevaluasi dan memetakan kinerja CPNS.

---

Human resource is one of the factor that play a big role in an organization or Government in providing services to the public. Therefore, a recruitment and selection system that is appropriate to the merit system is required to produce civilian state apparatus who are qualified and competent in their field. All this time, the implementation for recruitment and selection indicates that there 39 s still fraud and CCN Corruption, Collution, Nepotism. Badan Kepegawaian Negara BKN developing the method with the use of primary tools which is computer asissted test CAT.

This study aims to describe the implementation is a candidate for civil servants in BKN in the realization of the merit system in Indonesia. This research will use the primary theory which is standard selection by Noe et al 2008 . It consists of five dimensions which is reliability, validity, generalizability, utilities and merit system.

This research use post positivist approaches where standard theory is the base of the merit system and the analysis of the research findings. The data is obtained from the interviews, and the study of literature.

The results showed that the selection of CPNS conducted in 2017 has shown the direction of the merit system where the selection is based on the qualification and competence of participants without distinguishing the origin, race and class and physical deficiencies of the participants. This can be shown from the indicators that are met and the overall implementation of the selection has been based on the applicable legislation. However, this manifestation is still not perfect yet because the final result of selection has not been used as a reference in evaluating and mapping the performance of CPNS."

"As an organization, state requires the human resource to run the governance function and development. Human resource required the have to own the professionalism to be able to run its duty better. Therefore, require to be performed a civil servants recruitment to fulfill the requirement of human resource. Fundamental problem of this research is how mechanism and efforts civil servants recruitment by Thousand Island Administration Regency to execute the duties of governance and development. Research approach used is qualitative with the type of case study research, cross sectional and pure research. While technique of data collecting used by in depth interview and literature study. Civil servants recruitment by Government of Province DKI Jakarta relate to Governmental Regulation Number 11 Year 2002 jo. Governmental Regulation Number 98 Year 2000 about Civil Servants Recruitment. So also with the regency/town in DKI Jakarta, inclusive of Thousand Island Administration Regency as redevise area from North Jakarta. However since year 2000, released of zero growth policy from Ministry of State Apparatus Enableness cause the recruitment inexistence of entire Indonesia after that time. This matter make the redevise area like Thousand Island Administration Regency officer insuffiency to run the governance duty and its development. Therefore, to remain run the governance and development, Thousand Island Administration Regency doing efforts to fulfil the its officer requirement. One of them is by employing ordinary or Daily Free-Worker referred as PLH to fill the officer blankness. But, this PLH in fact disagree with rule going into effect. Because not refer at PP No. 11 Year 2002 and its system of pay nor charged upon by APBD but by using personal budget from unit / organization employing the PLH. Result from this research is Thousand Island Administration Regency have done some efforts in civil servants recruitment, however still not yet optimal because collided by policy of zero growth and mindset from officer to placed at Thousand Island Administration Regency. There are four suggestions for this research, one of them is by considering system of pay for Daily Free-Worker better be charged upon by APBD, so that own the opportunity to be lifted to become honorary staff. then if passing other test conditions can become the CPNS."