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"Perawat merupakan salah satu sumber daya manusia di rumah sakit yang memberikan layanan asuhan keperawatan dan merupakan tulang punggung dimana perawat merupakan tenaga kesehatan dengan proporsi terbesar, melayani pasien selama 24 jam secara terus menerus dan berkesinambungan. Pengembangan karir perawat merupakan suatu perencanaan dan penerapan rencana karir yang dapat digunakan untuk penempatan perawat pada jenjang yang sesuai dengan kompetensinya. Pengembangan karir merupakan salah satu faktor yang dapat meningkatkan motivasi kerja. Tujuan penulisan adalah untuk mengetahui pengembangan pola karir perawat di RS Azra Bogor dan merancang pengembangan pola karir perawat. Metode penelitian adalah metode kualitatif deskriptif dengan rancangan studi kasus. Pengumpulan data dilakukan dengan telaah dokumen, wawancara mendalam, FGD dan CDMG. Karakteristik tenaga perawat di Rumah Sakit Azra Bogor paling banyak berada pada rentang usia 22 - 27 tahun sebanyak 68.3%, memiliki masa kerja paling banyak pada rentang 0-3 tahun sebanyak 62.8% dan latar belakang pendidikan terbanyak adalah D-III Keperawatan sebanyak 95.6%. Pengembangan pola karir perawat yang ada saat ini belum optimal dan belum ada komite keperawatan. Diharapkan pengembangan pola karir perawat dapat dilaksanakan dengan dibuatnya sistem remunerasi serta membentuk komite keperawatan.

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Nurse is one of the human resources at the hospital who provide nursing care and nurses are the backbone of which is the largest proportion of health workers, serving patients for 24 hours continuously and sustainably. Career development nurse is a career planning and implementation of plans that can be used for the placement of nurses on the ladder according to their competence. Career development is one factor that can increase the motivation to work. The purpose of writing is to know the pattern of career development nurse at the Azra Hospital Bogor and designing career development nurse pattern.

The research method is a qualitative descriptive with case study design. Data was collected through document review, in-depth interviews, focus group discussions and CDMG. Characteristics of nurses at the Azra Hospital Bogor most are in the age range 22-27 years as much as 68.3%, has the most tenure in the span of 0-3 years as much as 62.8% and the highest educational background is a D-III Nursing as much as 95.6%. Development of the existing nursing career path has not been optimal, and there is no committee of nursing. Expected career development nurse pattern can be implemented with the establishment of a remuneration system and set up a committee of nursing."

"Kesenjangan pengembangan karir perawat klinik dalam jenjang jabatan struktural di RS Mohamad Ridwan Meuraksa, merupakan sesuatu yang kurang sesuai dengan konsep pembinaan karir. Kesempatan pengembangan karir perawat klinik PNS terbatas bila dibandingkan dengan perawat klinik militer. Disisi Iain pengembangan karir melalui jalur karir fungsional belum jelas, yang diperlukan dalam pengembangan karir terutama perawat klinik PNS, karena dengan adanya jalur karir fungsional akan menempatkan perawat klinik sesuai dengan peran dan fungsinya di rumah sakit, dengan harapan akan meningkatkan kinerja dan mute pelayanan.Penelitian dilaksanakan di Rumah Sakit Mohamad Ridwan Meuraksa Jakarta dengan metode penelitian kualitatif. Data sekunder diperoleh dan telaah dokumen serta data primer diperoleh melalui wawancara mendalam terhadap pimpinan Rumah Sakit dan suprasistem sampai dengan perawat pelaksana dilapangan. Adapun tujuan penelitian adalah untuk mengetahui gambaran pola karir yang efektif untuk pengembangan karir perawat klinik di Rumah Sakit Mohamad Ridwan Meuraksa.Rumah Sakit Mohamad Ridwan Meuraksa memiliki tenaga keperawatan berjumlah 189, yang berstatus perawat klinik berjumlah 178 orang yang terdiri dan perawat klinik militer 50 orang, perawat klinik PNS 84 orang dan perawat klinik sukarelawan 44 orang. Karakteristik dari masing-masing personil tersebut adalah Perawat Klinik militer mempunyai umur sebagian besar antara 31 - 40 tahun berjumlah 39 orang (78%), pendidikan sebagian besar SPK/bidan/SPRG berjumlah 39 orang (78%), masa kerja sebagian besar antara 6 - 10 tahun berjumlah 22 orang (44%), dan sebagian besar berpangkat Bintara berjumlah 39 orang (78%). Perawat klinik PNS mempunyai umur sebagian besar antara 31 - 40 tahun berjurnlah 29 orang ( 33,3%), pendidikan sebagian besar SPK/bidan/SPRG berjumlah 70 orang (80,5%), masa kerja sebagian besar antara 16 - 20 tahun berjumlah 29 orang (33,3%), pangkat sebagian besar golongan II berjumlah 72 orang (82,8%). Perawat klinik Sukarelawan mempunyai umur sebagian besar antara 20 - 30 tahun berjurnlah 39 orang (88,6%), pendidikan sebagian besar D3 keperawatan berjumlah 29 orang (65,9%).Pengembangan tenaga keperawatan di Rumah Sakit Mohamad Ridwan Meuraksa melalui pendidikan dan pelatihan, hampir seluruh program berasal Bari supra sistem. Rumah sakit sendiri hanya mempunyai program pelatihan, tetapi belum menjadi program yang tersistem dengan baik. Pengalaman kerja yang diperoleh oleh tenaga perawat dalam pengembangan karirnya adalah melalui riwayat jabatan dan kepangkatan, program mutasi dan promosi, pendidikan dan pelatihan yang mereka peroleh, bimbingan para perawat senior dan pimpinan, dan khusus perawat milker penugasan lapangan dari supra sistem. Kebijakan dan peraturan tentang pengembangan karir perawat klinik di Rumah Sakit Mohamad Ridwan Meuraksa tergantung dari supra sistem terutama dari Kesdam Jaya, karena rumah sakit merupakan badan pelaksana dari Kesdam Jaya. Disamping itu Ditkesad sebagai pembina teknis dari kecabangan kesehatan secara tidak Iangsung juga ikut mempengaruhi keputusan rumah sakit. Pala karir yang berlaku saat ini hanya pola karir struktural sesuai dengan struktur organisasi dan tugas Rumah Sakit Moh. Ridwan Meuraksa. Berdasarkan wawancara mendalam sebagian besar informan menyatakan bahwa, pola karir fungsional sudah seharusnya dibuat agar pengembangan karir perawat klinik sesuai dengan pola karir profesional yang sesuai dengan konsep teori tentang pola karir perawat yaitu perawat klinik I, Perawat klinik II, Perawat klinik III, perawat klinik IV, dan perawat klinik V.Pada akhir penelitian ini dapat diambil suatu kesimpulan bahwa untuk peningkatan kualitas pelayanan, maka perawat klinik hares ditempatkan sesuai dengan peran dan fungsinya.

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Regarding to the concept of career development, there is a disparity on career development of structural function level of clinic's nurses at MRM hospital, which is considered inequitable. Because, clinic's nurses that having the status of civil government officer (PNS) has more limited opportunity in developing their career, comparing to their colleagues at military clinic. Moreover, the developing career through functional career route is still unclear. Suppose that career route is very important to PNS clinic's nurses, as they can develop and improve their career in suitable roles and functions. Therefore, they can implement their tasks and duties at the hospital in proper way, and it is expected that their performance and their quality services will be increased. Based on the thought above, this study has an aim on describing an effective career pattern on career development of clinic's nurses at MRM hospital.

The study is carried out at the MRM Hospital in Jakarta, using qualitative research method. Two types data will be perform, i.e. the primary data attained from in-depth interview of hospital top director until program implemented nurses in the field, and the secondary data that obtained from documents review.

The MRM hospital has 189 nurses, which 178 of them are clinic's nurses. Of 178 clinic's nurses, 50 of them are military clinic's nurses, 84 are PNS clinic's nurses, and 44 are voluntary clinic's nurses. To describe each personnel characteristics: there are 39 (78%) of military clinic's nurses are mostly on the range of age 31 to 40 years old; 39 (78%) are graduated from SPKJBidanISPRG; 22 (44%) of them have working period on the range of 6 to 10 years; and most of them 39 person (78%) are in lowest grades of military rank, called Bintara. From 84 PNS clinic's nurses, there arc 29 (33.3%) in the range of age 31 to 40 years old; 70 (80.5%) are graduated from SPK/Bidan/SPRG; 29 (33.3%) of them have working period from 16 to 20 years; and 72 (82.8%) of them are in the rank of grade II PNS. Of the 44 voluntary clinic's nurses, mostly or 39 (88.6%) of them are in the range of age 20 to 30 years old; 29 (65%) person have graduate from nurses diploma (D3). At MRM hospital, the development of nurse personnel is trough education and trainings. Almost all of training programs at the hospital are part of the supra system program, as the hospital only have a limited training program and have not yet arrange as a systematically usefulness program. Working experience as part of career development is mostly achieved due to experience on function and rank of their employment grade, mutation and promotion program, education and training, guidance from their seniors, and particular from military nurses are supra system of field duty. The policy and regulation on clinic's nurses career development at MRM hospital is depend on its supra system of Kesdam Jaya, as because the hospital is part of implementation unit (badan pelaksana) of Kesdam Jaya. Moreover, the Ditkesad, as the technical assistant from health subdivision, is also indirectly influence the decision making on the hospital management. The pattern of career development that legitimately valid up to now is a structural career pattern appropriate with the organizational structure and the duty on the MRM hospital. As the in-depth interview, almost all informants stated that a functional career development is should be determined in order to support the career development of clinic's nurses. Therefore, it will be suitable to its professional career development and it's also concurred with the theory of career pattern concept of the nurse, i.e. clinic's nurse I, clinic's nurse II, clinic's nurse III, clinic's nurse IV, and clinic's nurse V.

To increasing the quality on hospital services, it is needed to arrange the clinic's nurses on regards to their roles and function with considerable on their education, working experiences, and competency."

"Sistem pengembangan karir perawat melalui jenjang karir struktural maupun timgsional berperan penting dalam meningkarkan kualitas tenaga keperawatan yang akan mempengaruhi kualitas pelayanan Rumah Sakit secara keseluruhan. Saat ini pengembangan karir untuk perawat pelaksana yang sudah dijalankan di RS MH Thamrin Salemba baru berdasarkan jenjang karir struktural. Diharapkan dari penelitian ini dapat menghasilkan rancangan pola pengembangan karir perawat pelaksana yang sesuai dengan kondisi dan kebutuhan RS MH Thamrin Salemba. Penelitian dilaksanakan di RS MH Thamrin Salemba bulan Oktober- November 2011 dengan pendekatan analisis lcualitatiff Data primer diperoleh melalui wawancara mendalam dengan beberapa infonnan berdasarkan prinsip kesesuaian dan kecukupan. Data sekunder diperoleh melalui telaah dokumen Rumah Sakit, kajian literatur maupun hasil penelitian terdahulu dengan topik serupa di Rumah Sakit lain. Untuk menjaga validitas data dilakukan triangulasi sumber dan metode. Jumlah tenaga perawat di RS MH Thamrin Salemba sebanyak 189 orang dengan karakteriétik sebagian besar di antaranya: tingkat pendidikan D3 Keperawatan (63,1%), sudah ada pengalaman sebelum masuk ke unit kexja saat ini (51,9%) dan memiliki masa kexja 1 sampai 3 tahun (24,3%). Rumah Sakit beium memiliki pola pengembangan karir perawat pelaksana yang terstmkmr dan sistematis berdasarkan sistem kompetensi. Oleh karena itu dibuatlah suatu rancangan pola pengembangan karir bagi perawat pelaksana di RS MH Thamrin Salemba yang terdiri dari 6 level karir (NO sampai dengan N6) berdasarkan persyaratan tingkat pendidikan, pengalaman dan masa kerja, waktu berlaku suatu level karir, dan kompetensi yang hams dimiliki perawat pada setiap level karir tersebut. Persyaratan minimal pendidikan tenaga perawat yang baru masuk adalah D3 Keperawatan. Sedangkan bagi perawat lama lulusan SPK, selama masa peralihan akan dilakukan penyesuaian berdasarkan pengalaman dan masa kerja.

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The nurse's career development system through structural and functional level of career has very important role ?in increasing the quality of nursing staff which will also affect the quality of hospital service. At this time, MH Thamrin Salemba Hospital has only implementing the structural level of career for nursing staff and the functional level of career has not implemented yet. Therefore, the purpose of this research is to design the clinical nurse's career development pattern at MH Thamrin Salemba Hospital according to the hospital's condition and needs.

The research is implemented at MH Thamrin Salemba Hospital in October-November 2011 using qualitative analysis approach. The primary data is obtained from the selected informants based on appropriate and adequacy principles using in-depth interview method. The secondary datas are obtained from hospital's document review, literature review and also the results of previous similar studies at other hospitals. The source and method triangulation are done as well to maintain data's validation.

MH Thamrin Salemba Hospital has 189 total number of its nursing staff which majority of them have the characteristics: Nursing Diploma education level (63,1%), already have the experience before entering current unit of work (5 l,9%) and period of employment between 1 to 3 years (24,3%). Hospital does not have the structured and systematic clinical nurse?s career development pattern. Therefore the researcher formulated the design of clinical nurse's career development pattem at MH Thamrin Salemba Hospital which consists of 6 level of careers (NO to N6) based on education level, work experience, period of employment, temr of level and nursing competency requirements for each level.

The minimal qualification for new nursing staffs education level is Nursing Diploma. But there is special provision for the longtime nursing staff with level of education SPK, during the transition time, they still can be accomodated in the career development pattern based on their work experience and period of employment. "

"Dalam menjawab keluhan perawat mengenai besarnya beban kerja di ruang rawat inap Cattleya B RSU Bhakti Yudha, perlu dilakukan analisis kebutuhan tenaga perawat dengan menggunakan beberapa formula yaitu, Workload Indicator Staff Needs (WISN), formula Gillies, PPNI, dan formula Ilyas. Penelitian dilakukan di ruang rawat inap Cattleya B menggunakan pendekatan kuantitatif dan kualitatif dengan melakukan observasi terhadap aktivitas perawat menurut metode work sampling serta in-depth interview pada 21-30 Mei 2012.Hasil penelitian menyatakan beban kerja perawat pada kategori produktif (80%) dengan hanya 33.98% yang merupakan aktivitas keperawatan langsung dan 47.4% merupakan aktivitas keperawatan tidak langsung. Penggunaan waktu untuk kegiatan pribadi dan non produktif perawatmasih di dalam standar ILO (14.98%) Formula Gillies dan PPNI, dan Ilyas tidak menggambarkan sejumlah kegiatan keperawatan tidak langsung dari perawat seperti administrasi dan pencatatan laporan, yang justru pada saat observasi membutuhkan proporsi yang lebih besar. Sebaliknya metode WISN yang menghasilkan jumlah perawat sebesar 35 orang ditambah dengan 1 kepala ruangan dianggap lebih tepat dan sesuai dengan RS karena menggambarkan beban kerja nyata.Diharapkan pihak manajemen dapat memberikan toleransi seperti pemberian hari kepelatihan bagi perawat, menambah jumlah tenaga baik perawat dan non perawat sesuai kebutuhan untuk meningkatkan mutu pelayanan.

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In order to answer the concern of high workload nursing care at Cattleya B Ward of Bhakti Yudha Hospital, there is a need to analyze the requirement of nursing staff with some formulas:Workload Indicator Staff Needs (WISN), Gillies?, PPNI, and Ilyas? Formula. This Research was held in Cattleya B Ward of Bhakti Yudha Hospital on May 21st-30th 2012 using Quantitative and Qualitative approach with an observation to nursing activity based on work sampling method and also in-depth interview with some informants to gain any information for analysis.

The result of this research proved that nursing workload is in productive state (80%) with only 33.98% are direct nursing care activities and 47.4% are indirect nursing care activities. The usage of time for individual activity and non-productive activity are still in the ILO Standard (14.98%) Gillies?, PPNI, and Ilyas? Formula did not described some of indirect activity like administration, and making nursing report which in observation need higher proportions than others. In the contrary, WISN, which results 35 nurses as staff with 1 additional nurse as the head of Cattleya B ward, is suitable with hospital because described the real work load in the ward.

In the future, hopefully manager can give any tolerance like training day for nurse; add some staff both nursing staff and non-nursing staff as needs for service quality."

"Dalam upaya RS dalam meningkatkan mutu pelayanan kesehatan yang berdaya guna dan berhasil guna tentunya harus didasari pada kepuasan karyawannya. Remunerasi merupakan salah satu faktor yang mempengaruhi kinerja pegawai. Prinsip dasar pemberian remunerasi mencakup kelayakan dan keadilan. Jenis penelitian ini adalah kualitatif melalui wawancara mendalam dan telaah dokumen untuk mendapatkan gambaran tentang faktor - faktor yang berpengaruh dalam penetapan remunerasi perawat. Hasil penelitian diperoleh bahwa pembagian jasa pelayanan belum dirasakan adil karena belum berdasarkan penilaian kinerja yang jelas, belum diterapkannya jenjang karir dan kompetensi perawat didalam remunerasi perawat. Saran diterapkannya remunerasi perawat berdasarkan jenjang karir dan kompetensi perawat sehingga terpenuhi rasa keadilan dan kelayakan pegawai.

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In an effort to improve the quality of hospital health services efficient and effective must be based on the satisfaction of its employees. Remuneration is one of the factors that influence employee performance. The basic principle of remuneration includes the feasibility and fairness. This study was a qualitative with in-depth interviews and document review to get an overview of the influence in determination of the nurse remuneration.

The result showed that the distribution of services is perceived not fair because it is not based on clear performance assessment, the implementation of career and remuneration of nurses in nurse competence not applied yet. Advice on implementation of the nurse's remuneration based on career paths and competency of nurses so as to fulfill a sense of justice and employee eligibility."

"Praktik perawat harus berbasis bukti kompetensi dan terdokumentasi dengan baik. Bukti yang digunakan adalah buku harian kegiatan kompetensi perawat yang disebut dengan log book. Penelitian ini menggunakan quasi experiment posttest only design dengan jumlah sampel 37 perawat klinik level II dengan tehnik total sampling. Hasil riset menyimpulkan tidak ada hubungan yang bermakna antara karakteristik perawat dengan persepsi jenjang karir. Sedangkan karakteristik perawat yang berhubungan dengan pencapain target kompetensi hanya tingkat pendidikan (p= 0,02, 95% CI 0,46-5,20). Rekomendasi: rumah sakit sebaiknya membuat kebijakan yang bersinergis dengan pelaksanaan jenjang karir perawat dan kompetensinya sehingga dapat terlaksana sesuai harapan.

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The nurses practice should be based on evidence of competence and well documented. The evidence used is a activities diary of the nurse competency called log book. This study uses a quasi experiment posttest only design with a sample of 37 2nd level clinical nurse with a total sampling technique. Research results concluded there was no significant relationship between nurse characteristics with perceptions of career paths. While the nurse characteristics associated with achievement of the target competence only educational level (p = 0.02, 95% CI 0.46 to 5.20). Recommendation: The hospital should make policy in synergism with the implementation of nurse career paths and competencies that can be implemented as expected."

"Instrumen penilaian kinerja perawat merupakan suatu perangkat manajerial untuk mengetahui tingkat pencapaian kinerja perawat dalam melayani pasien. Kebutuhan terhadap instrumen penilaian kinerja perawat sangat panting, mengingat besarnya jumlah dan peran mereka dalam pelayanan rumah sakit. Instrumen penilaian kinerja perawat dirumah sakit Qadr belum spesifik untuk menilai kinerja perawat berdasarkan uraian tugasnya, sehingga perlu dlakukan pengembangan instrumen penilaian kinerja perawat ruang rawat inap.Penelitian ini bertujuan untuk mengetahui rancangan instrumen penilaian kinerja perawat ruang rawat inap yang memiliki kriteria : berhubungan dengan pekerjaan, praktis, memilki ukuran kinerja, memiliki standar kinerja yang sesuai dengan pekerjaan perawat. Dilakukan penelitian kualitatif dengan metode penelitian operasionai, data diperoleh melalui kegiatan wawancara mendalam, studi dokumen dan pengamatan. Kerangka pikir dikembangkan dari kerangka teori Handoko(1999) yang telah dimodifikasi.Hasil penelitian berupa rancangan instrumen penilaian kinerja perawat ruang rawat inap yang terdiri dari 16 komponen pekerjaan, 45 ukuran kinerja beserta standar kinerja untuk setiap ukuran. Hubungan instrumen penilaian dengan pekerjaan diperoleh dengan memasukkan komponen pekerjaan yang ada diuraian tugas menjadi materi penilaian. Keparaktisan instrumen terlihat dari kejelasan komponen penilaian dan kejelasan penentuan skor, mudah dimengerti dan dilaksanakan serta hasil penilaian dapat dirasakan manfaatnya oleh perawat, peningkatan kinerja, dan dapat membantu tercapainya tujuan profesi perawat dan rumah sakit. Ukuran kinerja yang jelas dan standar kinerja yang sesuai dengan pekerjaan. Uji validitas dan reliabilitas menghasilkan 12 jenis indikator yang tidak memenuhi syarat valid dan telah dilakukan usulan koreksi.Dengan adanya instrumen penilaian kinerja ini diharapkan dapat membantu manajemen dalam melakukan penilaian kinerja perawat ruang rawat inap dirumah sakit Qadr setelah mengalami penyesuaian.Daftar bacaan : 26 ( 1989-2001 )

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Nursing performance appraisal instrument is one of the management tools to assess nurse performance achievement in providing patient care. This instrument is very important because of the great number of nurses and their roles in hospital. The existing nursing performance appraisal instrument at Qadr hospital was not specifically to measure nursing performance, so that there is a need to develop better nursing performance appraisal instrument.

The objective of this study to develop nursing performance instrument design for in- patient room Qadr Hospital that have four criteria: job-related, practicality, performance measured and performance standard. The qualitative method used with operations research approach. Data were collected through in-depth interview, documentation, observation and questionnaires. The conceptual framework is modified based on Handoko theory (1999).

Result of this study is nursing performance instrument design for in patient room; consist of 16 job components and 45 performance indicators. Relation between measurement instrument and job are obtained through organizing assessment component from job description of bedside nurse, mission, and hospital regulation. Instrument is practical if understandable and straightforward, clear assessment criteria, useful in achieving professional and hospital objectives, having appropriate performance measured with job, and performance standard which have job achievement criteria. Based on validity and reliability test of instrument, there are 12 items performance not valid and had been corrected.

This nursing performance appraisal instrument is recommended to use in assessing nurse for in-patient room after several adjustment.

References: 26 (1989-2001)"

"Skripsi ini bertujuan untuk menganalisis turnover perawat rawat inap di RSU Zahirah Tahun 2012. Latar belakang dari penelitian ini adalah tingginya angka turnover perawat rawat inap pada tahun 2012 yang mencapai 40%. Oleh karena itu, peneliti ingin mengetahui faktor-faktor apa saja yang berhubungan dengan turnover, dilihat dari faktor individu, faktor pekerjaan, dan faktor organisasi. Penelitian ini merupakan penelitian kualitatif dengan metode analisis-deskriptif. Terdapat 8 (delapan) orang informan, diantaranya manajer SDM, manajer keperawatan, kepala unit rawat inap, 3 (tiga) orang perawat rawat inap yang masih bekerja, dan 2 orang perawat rawat inap yang sudah keluar dari RSU Zahirah. Hasil penelitian menyatakan bahwa ada beberapa faktor yang berhubungan dengan turnover perawat rawat inap di RSU Zahirah, yaitu kompensasi sebagai faktor utama, beban kerja, dan kesempatan untuk maju.

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This thesis aims to analyze the inpatient nurses turnover at Zahirah Hospital on 2012. The background of this study was the high rate of inpatient nurses turnover on 2012 reached 40%. Therefore, the researchers wanted to know what factors are associated with turnover, views of the individual factors, occupational factors, and organizational factors. This research is a qualitative with descriptive-analysis method. There are 8 (eight) informant, including HR manager, nursing manager, heads of inpatient units, three (3) inpatient nurses who are still working, and 2 inpatient nurses who are already out of RSU Zahirah. The study states that there are several factors related to inpatient nurses turnover in Zahirah Hospital, namely compensation as a major factor, workload, and the opportunity to advance."

"Penelitian ini dilakukan untuk mengetahui Hubungan Tingkat Jenjang Karir dengan Ketepatan Konsep Asuhan Keperawatan di Paviliun Anggrek RSUP Fatmawati. Terhadap semua perawat pelaksana di Paviliun Anggrek sejumlah 42 orang. Penelitian ini merupakan penelitian kuantitatif dengan desain study cross sectional. Kerangka konsep penelitian ini terdiri dari variabel independen yaitu jenjang karir perawat, usia, pendidikan, pelatihan, perilaku, kinerja seharihari, variabel dependen ketepatan konsep asuhan keperawatan. Hasil penelitian menunjukkan tidak ada hubungan antara jenjang karir dengan ketepatan konsep asuhan keperawatan, Non Perawat Klinik/Perawat Klinik 1 dan Perawat Klinik 2/Perawat Klinik 3, ketepatan asuhan keperawatan yang kurang memiliki peluang yang sama antara Non Perawat Klinik /Perawat Klinik 1 ( 56 %) dan Perawat Klinik 2 /Perawat Klinik 3 (46,2 %). Variabel lain yang berhubungan dengan ketepatan asuhan keperawatan dari asesor eksternal adalah pendidikkan.Saran dari hasil penelitian ini adalah agar dilakukan evaluasi terhadap indikator asesmen internal jenjang karir perawat klinik di RSUP Fatmawati.

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The aim of this research is to know the correlation between clinical nurse's level career and the accuracy of nurse care concept in Anggrek Ward, Fatmawati General Hospital. This research's involving 42 nurses in Anggrek Ward. This research is quantitative research with a cross sectional study design. The research contains independent variable (nurse's level career, age, education, training, attitude, daily working habit), dependent variable (accuracy of nurse care). The result shows that there are no correlation between clinical nurse's level career and the accuracy of nurse care concept. They have the same opportunity for having less accuracy of nurse care concept whic is 56% for non clinical nurse/clinical nurse1 and 46,2% for clinical nurse 2/clinical nurse 3. The other variables related to the accuracy of nurse care concept is affected by education. The author suggested that internal assesment indicator for clinical nurse's level career to be evaluated."

"Berbagai keunggulan sistem informasi dalam memudahkan pengumpulan data mengenai angka kejadian infeksi (HAis) dalam praktiknya bukan merupakan hal yang mudah untuk dilaksanakan . Sebelum pnerapan sistem dibutuhkan identifikasi faktor kesiapan perawat sebagai pengguna Penelitian ini bertujuan untuk mengetahui determinan kesiapan perawat dalam penggunaan surveilans berbasis sistem informasi di RSUD Bayu Asih Purwakarta. Sampel terdiri dari 81 orang perawat orang yang terpilih secara random dari 12 ruangan rawat inap. Desain yang digunakan dalam penelitian ini adalah cross sectional dengan menggunakan instumen penelitian kuesioner. Hasil yang didapat pada penelitian ini adalah faktor yang paling dominan mempengaruhi kesiapan perawat adalah jenis kelamin. Penerapan sistem dengan memperhatikan jenis kelamin akan mempengaruhi peningkatan pelayanan keperawatan yang lebih cepat dan akurat jika dilakukan dengan baik sehingga dapat mensukseskan program surveilans di RS yang akan berdampak pada manajemen pencegahan dan pengendalian infeksi di RS.

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Various advantages of informational systems in facilitating data collecting on the incidence of infections (HAis) in practice are not easy things to be implemented. Before the implementation of the system, the identification of nurse readiness factors as user was required. This study was aimed to determine the readiness of nurse's determinants in using the informational system-based surveillance in Bayu Asih Hospitals in Purwakarta. The samples were eighty one nurses that were randomly recruited from twelve of wards.

The design used in this study was a cross sectional study using a questionnaire instrument. The most dominant factor affecting the readiness of nurses was gender. The system application by taking gender into account would affect the improvement of nursing services to be faster and more accurate if it was done properly so that the surveillance program in the hospital would be successful which will have an impact on the management of the infection prevention and control in hospitals."