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Development of Individual KPI Mechanism

BAPPENAS ACTION PLAN

Presentation on KOICA WORKSHOP at Mandarin Oriental

Jakarta, July 14, 2010

Backgrounds

Bappenas in the year 2010 is planned to be entered as one of the agencies that will

receive a remuneration package that is one part of the bureaucratic reform program

in Indonesia. This remuneration package is expected to increase performance as the

organizations and Bappenas National Development Planning Agency to improve the

welfare of employees as part of the compensation received in accordance with the

work done.

To that end, indicators have been prepared shall be equipped with a mechanical

assessment of individuals and organizations. As a follow-up, the Bureau of Planning,

Organization, and Good governance in coordination with the Bureau of Human

Resources to establish a system of assessing and evaluating the performance of

each business unit and individual / employee.

In this 2010 National Planning Board plans to use this system as one test in

determining whether the performance of organizations and individuals, therefore,

expected performance assessment and evaluation mechanism has to be completed

no later than year 2011.

Bappenas Bureaucratic Reform Policy

Bureaucratic Reform goal is to have all devices or components in the

Ministry of PPN / Bappenas, ranging from institutional (organizational

structure), anagement, human resources (HR), budget, facilities and

infrastructure to the organizational culture can be managed and run

well for achieve a goal that is "improving performance (better

performance) that is sustainable, both the performance institute,

work unit or employee performance (HR).

The indicators are:

1. organizational structure and management system the Ministry of PPN / Bappenas directed to the

structures that can support the improvement of institutional performance;

2. HR has an increasingly good job of professionalism;

3. Organizational culture of Ministry of PPN / Bappenas performance-oriented improvement;

4. Fast and accurate in anticipating the various problems of the Indonesian nation;

5. product capable of providing a significant contribution in solving problems facing the nation of

Indonesia;

6. Ministry PPN / Bappenas products, Indonesia's development planning in the field as one of the

main reference by stakeholders (instanasi central and local governments, stakeholders,

international agencies, and other institutions)

List of Bappenas Action Plan

1. Leadership Innovation (Reform Program)

2. Develop Advisory Committee

3. Analysis Recruitment System

4. Evaluation Mechanisms For Bappenas CPNS Placement

5. Dual Track Carrier System

6. Individual Appraisal System Improvement

7. Development Individual KPI Mechanisms

8. Organization Evaluation

9. IT-Base Planning system

10.Develop Ethics Code

11.Strengthening Monitoring Activities

12.Develop Standardized Training For Planner

13.Training Evalution System

Development Individual KPI Mechanisms

Goals

Ministry for Development Planning/Development Planning Agency (BAPPENAS)

The purpose of this activity is to produce a

system or mechanism that can be used by the

organization in order to be applied in

accordance with standardized methods. The

objectives to be achieved are:

1. for ease in measuring individuals

performance

2. The availability of an effective performance

appraisal system and efficient

3. Availability of institutional mechanisms and

individual performance evaluations

Structural

CAREER POSITION

Functional

Position which is indicating the duties,

responsibilities, authority and the right

person to lead a civil servant within the

framework of the organizational unit

Position which is Indicating duties,

responsibilities, authority and rights of a civil

servant in an organizational unit in the

execution of their duties based on expertise/

and or spesific skills and independent

( PP 100/2000 jo PP 13/2002 ) ( PP 16/1994 & KEPPRES 87/1999 )

LEADERSHIP FUNCTION

(MANAGERIAL)

SKILLS AND EXPERTISE FUNCTION

(INDEPENDENT)

Functional Planner Expertise

Junior Planner

Senior Planner

Chief Planner

Based

on

expertise

Planner

Economy

Social (and Culture)

Spatial

- Fiscal/State Financial

- Monetary

- Investment

- Man Power

- Trade

- Agriculture

- Industry

- UKM

- Tourism

- Natural Resources

- Health

- Bureaucracy

- Social welfare

- Public administration

- Anthropology

- Politics

- Law

- Education

- Population

- Culture

-Spatial Planning

- Land affairs

- Transportation

- Infrastructure

- Urban planning

- Regional Planning

- EnvironmentNote:Field of expertise determined by the mechanism of

competency exam, and in accordance with

Education qualifications, training, and experience

Other

Functional

Posistion

Planner

Functional

Position

Structural

Position

Junior

Planner

Middle

Senior

Junior

Yunior

Middle

Senior

Echelon IV

Echelon III

Echelon II

Echelon I

Keterangan :

Vertical increase at the same

column (structural or functional)

Vertical increase in structural

position followed by change in

task or functional

Horisontal mutation in structural

position followed by change in

task or function

Horisontal mutation from

functional position to structural

position or view versa

Diagonal mutation from

functional position to structural

position, or vice versa

Planner StaffTechnical & General

Staff

“Entry level”, all personal must

start their career throught the

functional position

Dual Track Career System

Performance

management

Rew

ard

man

ag

em

en

t

fairness?

Scope of Bureaucracy Reform

Performance Appraisal Framework

PlanningWork Result

(output)

Work

Attitude

Work

Method

Continuous Development Process

Leadership and Excellent Work Culture

Nu Category Weight

1. Planning ??

2. Work Attitude ??

3. Work Process ??

4. Leadership ??

5. Continual Development ??

6. Work Result (Output) ??Ministry for Development Planning/Development Planning Agency (BAPPENAS)

Method of Measurement

PlanningWork Result

(output)

Working

Attitude

Working

Process

Continual Development Process

Leadership and Excellent Working Culture

Performance Evaluation with Multi Rater Feedback

Assessee Assessor

(Supervisor)

Peer

10% 60% 30%

Evaluation Weight (*) will be adjusted if deemed necessary

Ministry for Development Planning/Development Planning Agency (BAPPENAS)

The comparison betwen DP3 PNS and Bappenas Performance Appraisal

ELEMENTS ASSESSED FACTOR CATEGORY

Achievement working target Quantity of

resultWORK RESULT

Achievement standards Quality of

resultMaking report

Job involvement Working

ProcessWORKING

ATTITUDEOrganizational commitment

Task mastery Working

AttitudeAdaptability to the job

Visioning Leadeship PERSONALITY

Situasion mastery

Ability to manage relationship

Monitoring and evaluation Continuous

ImprovementDeveloped the idea of

improvement

Improvement effort

Making priority Capacity

PlanningDelivering assignment

Arranging schedule

BAPPENAS Performance Appraisal

DP3 PNS

(PP No. 10 Year 1973)

ELEMEN ASSESSED

1. Loyality

2. Work Performance

3. Responsibility

4. Obedience

5. Honesty

6. Cooperation

7. Initiative

8. Leadership

DP3 PNS

Ministry for Development Planning/

Development Planning Agency (BAPPENAS)

40%Attendence Allowance (AA), that is computed on

the basis of the individual’s daily ATTENDANCE

RATE (maximum 22 work days/moth)

60%Performance Allowance (PA) that is computed

on the basis of the evaluation results of the

PERFORMANCE OF THE INDIVIDUAL,

conducted every six months/every semester.

60%

40%

Planner Staff Planner Staff

Basic Concept of Bappenas Remuneration System

Providing PERFORMANCE ALLOWANCE based on the individual performance

achievement and individual attendance rate

Pay for Position, Pay for Performance, Pay for Person

Each of the 3P remuneration concept consists of several components with the

remuneration basis, in fixed form (fixed pay each month) and in variable form

(pay depends on the set conditions)

P-1

P-3

P-2

Pay for Performance :

• Individual Performance

(PERFORMANCE ALLOWANCE)

Pay for Position :

• Position(structural,

functional, staff, etc.)

• Responsibility

• Employment risk level

(POSITION ALLOWANCE)

Pay for Person/employee :

•Rank and Category

•Duration of Employment

•Education/profession/competence

(BASIC SALARY)

Ministry for Development Planning/Development Planning Agency (BAPPENAS)

Pelaksanaan Tupoksi

A. Perencanaan dan Mutasi Kepegawaian

1. Perencanaan dan Pelaksanaan Pengadaan

Pegawai

Pelaksanaan rekruitmen CPNS Sesuai formasi dan ketetapan dari Menpan

Pelaksanaan promosi, rotasi internal; perbantuan • Sesuai kondisi kelembagaan

• Max 2 bulan, penempatan paska tugas belajar

2. Proses Pembinaan dan Mutasi Proses kenaikan pangkat pegawai 0% keterlambatan pengajuan kenaikan pangkat, dengan

syarat lengkap;

Pelaksanaan Uji Kompetensi Jabatan Struktural Sesuai permintaan Baperjakat

Ujian penyesuaian pangkat/ golongan dari II/d ke III/a Sebelum Oktober 2010

3. Penyelenggaraan Administrasi

Kepegawaian

Penyelenggaraan dan Administrasi Pegawai 1. Max 5 hari proses internal : Inpasing Gaji, KGB,

Karpeg , Karis/Karsu, Taspen, KP4,Cuti, perubahan

data keluarga;

2. Proses DP3 : Tanpa kesalahan pengisian,

selambatnya Des 2010 diedarkan dan Januari 2010

terkumpul

Penyelenggaraan pelayanan Klinik Kesehatan Pegawai 80% kehadiran dokter + 80% ketersediaan obat

Layanan administrasi kepegawaian 1 x 24 jam respon proses internal

Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 - Kementerian Negara PPN/ BAPPENAS

Unit Kerja BIRO SUMBER DAYA MANUSIA/ Unit Kerja Eselon II Dibuat tanggal Berlaku sejak

Output Menjalankan Tupoksi dan Kegiatan Pembinaan SDM Penanggungjawab Dr.Ir. Dida Heryadi Salya, MA

POKOK-POKOK KEGIATAN Paraf Halaman : 1 dari 6

Kegiatan Hasil/ Keluaran Indikator Kinerja Catatan

Pernyataan Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 dalam matriks diatas merupakan salah satu

dasar bagi penilaian kinerja Kepala Biro Sumber Daya Manusia maupun Unit Kerja Biro Sumber Daya Manusia

Jakarta, 26 April 2010

Mengetahui,

Ir. Syahrial Loetan, MCPSekretaris Menneg PPN/ Sestama Bappenas

Menyetujui,

Dr.Ir. Dida Heryadi Salya, MAKepala Biro Sumber Daya Manusia

LEVEL BIRO LEVEL BAGIAN PERENCANAAN DAN MUTASI

1. Perencanaan Pengadaan dan Pengelolaan Pegawai Kegiatan Target Catatan

Perencanaan Kebutuhan Pegawai

Sesuai kebutuhan organisasi, baik

pegawai untuk pegawai organik,

perbantuan maupun kontrak

Penyusunan Formasi dan Bezetting Informasi mengenai

pegawai dan kebutuhan

sampai kepada BKN

Mendata kebutuhan pegawai dari seluruh unit kerja Informasi mengenai

kebutuhan pegawai

Menyaring dan menyusun prioritas pengadaan

pegawai bagi unit kerja

Tersusun prioritas

kebutuhan pegawai dari

setiap unit kerja

Mengirim data kebutuhan formasi baruf ke Menpan dan

BKN

Mendapat formasi sesuai

kebutuhan organisasi

Mengirim data

kebutuhan formasi

baruf ke Menpan dan

BKN

Mempersiapkan pengadaan dan seleksi pegawaiMendapatkan pegawai

baru sesuai dengan

kualifikasi yang dibutuhkan

Khusus engadaan

pegawai baru

dilakukan melalui

kegiatan rekrutmen

Perencanaan Kebutuhan Diklat

.

Setiap pegawai mendapatkan diklat

yang dibutuhkan

Mempersiapkan Diklat

Seluruh CPNS/PNS

mendapatkan diklat

prajabatan

Koordinasi dengan

Bagian

Pengembangan

a. Melaksanakan Diklat Prajabatan bagi CPNS CPNS mengikuti diklat

Prajabatan

Melaksanakan Diklat

Prajabatan bagi

CPNS

Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 - Kementerian Negara PPN/ BAPPENAS

Unit Kerja Bagian Perencanaan dan Mutasi/ Eselon III Dibuat tanggal Berlaku sejak

Output Menjalankan Tupoksi Perencanaan & Mutasi Penanggungjawab Teresna Murti

POKOK-POKOK KEGIATAN Paraf Halaman : 1 dari 7

Jakarta, April 2010 Kepala Biro Sumber Daya Manusia Kepala Bagian Perencanaan & Mutasi

Pernyataan Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 dalam matriks

diatas merupakan salah satu dasar bagi penilaian kinerja Individu

Dr.Ir. Dida Heryadi Salya, MA Teresna Murti

LEVEL BAGIAN LEVEL SUB BAGIAN

1. Perencanaan Kebutuhan Pegawai Kegiatan Target Catatan

Mendata kebutuhan pegawai dari seluruh

unit kerja

Informasi mengenai kebutuhan

pegawai

Menginventarisir kebutuhan pegawai dan membuat

pengajuannya atau membuat surat mutasi pegawai

Keperluan pegawai

terpenuhi sesuai kriterian

unit kerja

Membuat surat edaran ke unit kerja tentang kebutuhan

pegawai

Informasi kebutuhan

pegawai terpenuhi

Mempersiapkan pengadaan

dan Seleksi pegawai Baru

Hari H -1atau -2 Memastikan peserta tes terinformasi Data peserta sesuai

Hari H tes TPA Menyiapkan bahan unt di berikan pada peserta test Sesuai jadwal/ ketentuan

Mengawasi jalannya test TPA Berjalan lancar

Menghitung jumlah bahan test sesuai dengan bagiannnya Jumlah sesuai

Hari H -1 atau -2 Memastikan peserta ter terinformasi Data peserta sesuai

Hari H test TOEFL Mengawasi jalannya test TOEFL Sesuai jadawal

Hari H test Wawancara Mengawasi jalanya test wawancara Sesuai jadwal

Pelaksanaan Orientasi CPNS Mengikuti jalannya orientasi Sesuai jadwal

Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 - Kementerian PPN/BAPPENAS

Unit Kerja Bagian Perencanaan dan Mutasi/Eselon IV Dibuat tanggal Berlaku sejak

Output Menjalankan Tupoksi Perencanaan & Mutasi Penanggungjawab Imam Gunawan

POKOK-POKOK KEGIATAN Paraf Halaman : 1 dari 8

Jakarta, 26 April 2010 Kepala Biro Sumber Daya Manusia Kepala Bagian Perencanaan dan Mutasi Kepala Sub Bagian Mutasi

Kepegawaian

Pernyataan Rencana Kerja dan Target Pencapaian Kinerja

Tahun 2010 dalam matriks diatas merupakan salah satu

dasar bagi penilaian kinerja individu

Dr.Ir. Dida Heryadi Salya, MA Teresna Murti Imam Gunawan

LEVEL BAGIAN LEVEL STAFF

1. Perencanaan Kebutuhan Diklat Kegiatan Target Catatan

Mempersipkan diklat Diklat Prajabatan Menyiapkan peserta yang akan mengikuti diklat prajabatan Seluruh CPNS mengikuti

diklat

Mendokumentasikan hasil diklat prajabatan Lengkap sesuai jadwal

Diklat Penjejangan Menyiapkan daftar peserta diklat penjejangan TK I, II, III, IV Pegawai yeng telah

memenuhi syarat

Berkoordinasi dengan

Bagian

Pengembangan SDM

2. Perencanaan Penempatan Pegawai Kegiatan Target Catatan

CPNS yang lulus seleksi Koordinasi Pengangkatan PNS Menyiapkan daftar CPNS yang akan diangkat Seluruh CPNS

Memproses CPNS untuk mengikuti tes uji kesehatan Seluruh CPNS dinyatakan

sehat

Pengecualian apabila

dinyatakan lain oleh

Tim Penguji

Kesehatan

Memproses CPNS untuk mendapat pertimbangan Atasan

Langsung

Seluruh CPNS dinyatakan

layak untuk diangkat

sbagai PNS oleh atasan

langsungnya

Menginventarisir kelengkapan dokumen yanng diperlukan

untuk Pengangkatan sebagai PNS

Seluruh CPNS dengan

dokumen lengkap

Rencana Kerja dan Target Pencapaian Kinerja Tahun 2010 - Kementerian PPN/ BAPPENAS

Unit Kerja Bagian Perencanaan dan Mutasi/ Staf Dibuat tanggal Berlaku sejak

Output Menjalankan Tupoksi Perencanaan & Mutasi Penanggungjawab Saptariah Hendrayati

POKOK-POKOK KEGIATAN Paraf Halaman : 1 dari 8

Jakarta, 27 April 2010 Kepala Biro Sumber Daya ManusiaKepala Bagian Perencanaan dan

Mutasi

Staf Pelaksana Fungsi/

Kegiatan Terkait

Pernyataan Rencana Kerja dan Target Pencapaian Kinerja

Tahun 2010 dalam matriks diatas merupakan salah satu dasar

bagi penilaian kinerja Individu Dr.Ir. Dida Heryadi Salya, MA Teresna Murti Saptariah Hendrayati

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