STRUCTURING THE APPARATUS' HUMAN RESOURCE MANAGEMENT SYSTEM
| i. Employee Need Planning according to Organizational Needs |
| a. |
Employee requirements prepared by work units refer to the job map and the results of workload analysis for each position
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| b. |
The placement of purely recruited employees refers to the staffing needs that have been organized per position.
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| c. |
Monitoring and evaluation of the placement of recruitment employees to fulfill organizational job requirements have improved the performance of the work units.
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| ii. Internal Mutation Pattern |
| a. |
In carrying out employee career development, employee transfers between positions have been carried out.
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| b. |
In conducting employee transfers between positions, attention has been paid to position competencies and established transfer patterns.
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| c. |
Monitoring and evaluation of the mutation activities carried out in relation to performance improvement have been conducted.
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| iii. Competency-Based Employee Development |
| a. |
The Work Unit conducts a Training Need Analysis for competency development.
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| b. |
In preparing the employee competency development plan, the results of employee performance management have been considered.
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| c. |
The level of competency gap between existing employees and the competency standards established for each position
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| d. |
Employees in the work unit have obtained the opportunity/right to participate in training and other competency development.
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| e. |
In the implementation of competency development, the work unit undertakes competency development efforts for employees (such as participation in training institutions, in-house training, coaching, or mentoring).
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| f. |
Monitoring and evaluation of the competence development results in relation to performance improvement have been conducted.
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| iv. Individual Performance Determination |
| a. | Individual performance targets related to organizational performance agreements are established. |
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| b. | Individual performance measures have been aligned with the indicators of the individual performance level above them. |
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| c. | Individual performance measurement is conducted periodically. | |
| d. | The results of the individual performance appraisal have been used as the basis for granting rewards. | |
| v. Enforcement of Employee Discipline Rules / Code of Ethics / Code of Conduct |
| a. | Disciplinary rules/code of ethics/code of conduct have been implemented |
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| vi. Personnel Information System |
| a. | The personnel information data of the work unit has been updated periodically. |
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Reform
| i. Kinerja Individu |
| a. | Ukuran kinerja individu telah berorientasi hasil (outcome) sesuai pada levelnya |
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| ii. Assessment Pegawai |
| a. | Hasil assement telah dijadikan pertimbangan untuk mutasi dan pengembangan karir pegawai |
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| iii. Pelanggaran Disiplin Pegawai |
| a. | Penurunan pelanggaran disiplin pegawai | |
| – Jumlah pelanggaran tahun sebelumnya | ||
| – Jumlah pelanggaran tahun ini | ||
| – Jumlah pelanggaran yang telah diberikan sanksi/hukuman |