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"Penelitian ini bertujuan untuk mendapatkan gambaran arti dan makna persepsi berdasarkan pengalaman perawat tentang penilaian evaluasi kinerja perawat dengan menggunakan daftar penilaian pelaksanaan pekerjaan (DP3). Penelitian ini dengan desain fenomenologi deskriptif. Partisipan adalah perawat yang kinerjanya dinilai dengan menggunakan DP3, yang didapatkan dengan cara purposive sampling sebanyak 7 orang. Metodenya indepth interview. Tipe pertanyaan semistructure. Hasil wawancara dalam bentuk transkrip dianalisis dengan menggunakan tekhnik Collaizi. Hasil penelitian mengidentifikasi 13 tema yaitu menilai kinerja, motivasi, perencanaan SDM, dasar pemberian penghargaan, respon negatif, respon positif, standar kompetensi, standar pelayanan dan asuhan keperawatan, pemberian informasi, pembinaan, penghargaan, kesenjangan komunikasi, dan peran pimpinan. ......This research aimed to get description of the importance and the meaning of perception based on nurses experiences about performance evaluation by using an assessment list of work implementation. This research used descriptive phenomenology. The participants were seven nurses whose performance assessed using the DP3, which is obtained by purposive sampling. Method used in this research was in-depth interview with semistructure type of questions. The interview results in the form of transcripts were analyzed using Collaizi technique. Research results identified 13 themes, they are: assess performance, motivation, human resource planning, the basis of the award, negative response, positiv response, standard of competence, standard of service and nursing care, provision of information, establishment, reward, communication gap, and the leadership role."

"Measurement of employees' performance is needed to determine how far work target has been reached. By good measurement, an organization can identified strength and weakness of an employee. A civil servant is the motor of development and progress of government institution. A civil servant mentioned in this research works at Secretariat General Department of Law and Human Rights, RI.Evaluation of civil servants' performance is called List of Work Implementation Evaluation (DP3). When the implementation is good, it will influence motivation and improve employees' performance. Employees' perception on DP3 shown that it has not done effectively as it cannot be used as a motivating and improving factors to employees' performance.This thesis will examine and study the employees' perception to the implementation of DP3 at Secretariat General Department of Law and Human Rights. As a comparison, this thesis also includes the implementation of performance evaluation system at a private company.Based on the result reached in this research, a conclusion can be reached that the implementation of DP3 is stilt not effective. This is caused by: low level of knowledge in evaluation technique owned by evaluators in determining score, no sufficient data to support evaluation and there is no feed back from this evaluation result. Hence, in order to reach high effectiveness in conducting DP3, several recommendations for improvement are posed at the end of this thesis."