PENERAPAN SISTEM PENILAIAN PRESTASI KERJA PEGAWAI NEGERI SIPIL DI KANTOR REGIONAL III BADAN KEPEGAWAIAN NEGARA

• Main Author: Bina Danny R. Gani
• Format: Article
• Language: Indonesian
• Published: Faculty of Sharia and Law UIN Sunan Gunung Djati Bandung 2018-09-01
• Series: Asy-Syari'ah
• Online Access: https://journal.uinsgd.ac.id/index.php/asy-syariah/article/view/2997

Penilaian prestasi kerja PNS wajib dibuat dan disusun oleh seluruh PNS, dengan penilaian sasaran kerja pegawai (SKP) dari empat aspek yaitu aspek kuantitas, aspek kualitas, aspek waktu, dan aspek biaya. Dalam implementasinya ditemukan ketidakobjektifan yang akan berpengaruh terhadap kenaikan pangkat PNS. Tujuan tulisan ini adalah untuk menggambarkan penilaian prestasi kerja di Kantor Regional III Badan Kepegawaian Negara serta kendala dan langkah-langkah yang dapat diambil dalam mengatasi kendala yang ditemui. Pada kantor regional tersebut ditemukan bahwa penilaian prestasi kerja PNS sudah objektif untuk aspek aspek kuantitas, aspek kualitas, dan aspek perilaku kerja; dan belum objektif untuk aspek waktu dan aspek biaya. Kendala dalam aspek waktu meliputi satuan waktu yang digunakan dan karakteristik dari uraian tugas yang berbeda untuk setiap jabatan PNS. Keyword: Penilaian Prestasi Kerja, Sasaran Kerja Pegawai, Perilaku Kerja, Kenaikan Pangkat PNS Abstract Work performance assessment is required and must be arranged by every civil servant, consists four aspects of employee work target which are quantity, quality, working-time and cost. In its application, there are subjectivity in time and cost aspects evaluation, which will affect the civil servant. This paper describes the work performance assessment at the Regional Office III of State Human Resources Institution including their efforts to overcome problems  that raised in the assessment process. The results shows that the work performance assessment was executed in objective manners in each aspect excluding working-time and costs aspects, since the applied working-time is different for each civil servant type of job. Whilst in the costs aspect, minimal score was given due to low target achievement. For this reason, there is a demand to improve related regulation in formulating the time and costs aspects evaluation, in order to make a more objective assessment for all civil servant in every level. Keyword: work performance assessment, employee work target, employee behaviour,  civil servant promotion