PEMODELAN INDIKATOR TUGAS POKOK DAN FUNGSI (JOB SPECIFICATION) SEBAGAI STÁNDAR DALAM PENEMPATAN JABATAN STRUKTURAL ESELON III DAN ESELON IV DI BADAN PERENCANAAN PEMBANGUNAN DAERAH PROVINSI JAWA TIMUR Repository - UNAIR REPOSITORY

PEMODELAN INDIKATOR TUGAS POKOK DAN FUNGSI (JOB

  SPECIFICATION) SEBAGAI STÁNDAR DALAM PENEMPATAN JABATAN STRUKTURAL ESELON III DAN ESELON IV DI BADAN PERENCANAAN PEMBANGUNAN DAERAH PROVINSI JAWA TIMUR HIDAYAT, CHOLIK Pembimbing : Prof. Dr. JUSUF IRIANTO, Drs., M.Com

JOB SPECIFICATION

  KKB KK- 2 TPS 07 / 10 Hid p Copyright : @ 2009 by Air langga Universit y Library Surabaya

  RINGKASAN Tugas pokok merupakan landasan untuk penjabaran fungsi dalam pelaksanaan semua kegiatan dalam organisasi. Artinya dalam tugas pokok dan fungsi sebaiknya sudah dilakukan spesifikasi pekerjaan sesuai dengan bidang atau sub bidang. Selama ini model tugas pokok dan fungsi masih berlaku global dan tidak ada spesifikasi yang jelas.

  Sehingga kemudian berakibat pada pemilihan orang yang akan menduduki jabatan tersebut yang tidak didasarkan pada spesifikasi kemampuan yang dimiliki. Terkait dengan hal tersebut maka penelitian ini akan mengkaji pemodelan indikator tugas pokok dan fungsi bagi pejabat eselon III dan IV di di Badan Perencanaan Pembangunan Daerah Provinsi Jawa Timur yang dirumuskan dalam tujuan penelitian yaitu membuat model indikator tugas pokok dan fungsi jabatan struktural eselon III dan IV yang dapat dipakai sebagai standar dalam penempatan pejabat di Badan Perencanaan Pembangunan Daerah Provinsi Jawa Timur. Organisasi umumnya menggunakan dua kriteria utama dalam mempertimbangkan seseorang untuk dipromosikan yaitu prestasi kerja dan senioritas. Promosi yang didasarkan pada prestasi kerja menggunakan hasil penilaian atas hasil karya yang sangat baik dalam promosi atau jabatan sekarang dengan mempertimbangkan kemampuan seseorang dan mengenali potensi yang bersangkutan. Promosi yang didasarkan atas senioritas adalah dihitung dari lamanya bekerja. SK Kepala Badan Kepegawaian Negara Nomor 46 A Tahun 2003 menambahkan, bahwa kompetensi adalah kemampuan dan karakteristik yang dimiliki oleh seorang Pegawai Negeri Sipil (PNS), berupa pengetahuan, keterampilan dan sikap perilaku yang diperlukan dalam pelaksanaan tugas jabatannya, sehingga PNS tersebut dapat melaksanakan tugasnya secara profesional, efektif dan efisien . Selama ini penempatan jabatan struktural di Bappeda berpedoman pada senioritas kepangkatan, sehingga dengan aturan senioritas maka pegawai dapat dipromosikan apabila telah memenuhi pangkat/golongan tertentu. Akan tetapi sejak dikeluarkannya Undang-Undang Nomor 25 tahun 2004 tentang Sistem Perencanaan Pembangunan Nasional (SPPN), pemerintah pusat maupun daerah berkewajiban untuk melakukan upaya peningkatan kapasitas perencana dan institusi perencana, sehingga dapat menghasilkan perencanaan pembangunan sesuai keinginan masyarakat. Pada perencanaan saat ini, diharapkan lembaga perencanaan harus mempunyai SDM yang andal dengan jumlah dan tingkat pendidikan yang memadai sesuai tuntutan pekerjaan. Karena sampai saat ini masih belum ada acuan/standar yang jelas terhadap indikator jabatan struktural di Bappeda, sehingga cenderung disalah gunakan oleh orang-orang yang berkepentingan, dari hal tersebut perlu kiranya perlu membuat model indikator tupoksi dalam penempatan jabatan di Bappeda. Metode penelitian yang digunakan adalah deskriptif dengan menggunakan analisis data kualitatif. Sample yang digunakan 26 orang pejabat eselon 3 dan 4 di Badan Perencanaan Pembangunan Daerah Provinsi Jawa Timur. Pengumpulan data dengan menggunakan kuesioner. Dasar penentuan pembuatan model indikator adalah skala prioritas tingkat kepentingan tugas pokok dan fungsi eselon 3 dan 4 ditentukan dari ranking nilai rata – rata. Selanjutnya ranking dibagi menjadi 2 bagian yaitu : prioritas pokok dan tambahan. Hasil penelitian diperoleh lima indikator merupakan indikator pokok yang harus dimiliki sebagai stándar dalam penempatan jabatan struktural eselon 4, sedangkan delapan indikator merupakan indikator tambahan. Sedangkan untuk eselon 3 dari 15 indikator ada 8 indikator yang merupakan indikator pokok yang harus dimiliki sebagai stándar dalam penempatan jabatan struktural eselon 3, sedangkan 7 indikator merupakan indikator tambahan. Pengembangan indikator hasil penelitian berbeda dengan tugas pokok yang selama ini ada. Tugas pokok dan fungsi sebagai stándar dalam penempatan jabatan struktural eselon 4 hasil penelitian adalah mempunyai kemampuan mengambil keputusan yang tepat sesuai dengan kewenangan dan prosedur yang berlaku di unit kerjanya, membangun jaringan kerja/melakukan kerjasama dengan unit-unit terkait baik dalam organisasi maupun di luar organisasi untuk meningkatkan kinerja unit organisasinya, melakukan koordinasi, integrasi dan sinkronisasi dalam unit organisasinya, menumbuhkembangkan kreasi, inovasi dan motivasi pegawai untuk mengoptimalkan kinerja unit organisasinya dan memberikan akuntabilitas kinerja unit organisasinya. Pengembangan indikator tugas pokok dan fungsi sebagai stándar dalam penempatan jabatan struktural eselon 3 hasil penelitian adalah mempunyai kemampuan memberikan pelayanan yang baik terhadap kepentingan-kepentingan publik sesuai dengan tugas dan tanggungjawab organisasinya, melakukan pendelegasian wewenang kepada bawahannya, mengatur/mendayagunakan sumberdaya-sumberdaya untuk mendukung kelancaran pelaksanaan tugas unit organisasinya, membangun jaringan kerja/melakukan kerjasama dengan instansi-instansi terkait dalam organisasi maupun di luar organisasi untuk meningkatkan kinerja unit organisasinya, mampu melakukan koordinasi, integrasi dan sinkronisasi dalam unit organisasinya, memberikan akuntabilitas kinerja unit organisasinya, melakukan evaluasi kinerja unit organisasinya/unit organisasi dibawahnya dan menetapkan tindak lanjut yang diperlukan, memberikan masukan-masukan tentang perbaikan-perbaikan/pengembangan program kepada pejabat atasannya tentang kebijakan-kebijakan maupun pelaksanaannya. Saran penelitian dengan pemodelan yang dihasilkan dapat dijadikan dasar bagi penempatan pejabat eselon 3 dan 4 di Kantor Badan Perencanaan Pembangunan Daerah, selanjutnya karena hasil penelitian ini masih bersifat global untuk seluruh bidang dan sub bidang sebaiknya disertai dengan FGD sehingga pemodelan indikator yang dihasilkan akan sesuai dengan kebutuhan kerja dan spesifikasi yang diharapkan.

  SUMMARY MODELING OF MAIN TASKS AND FUNCTION INDICATOR (JOB SPECIFICATION) AS STANDARD IN THE PLACEMENT OF III AND IV ECHELON STRUCTURAL POSITION IN REGIONAL DEVELOPMENT PLANNING BOARD OF EAST JAVA PROVINCE Cholik Hidayat The main task is the foundation for the function explanation in the implementation of all activities in such organization. It means that in the main tasks and function it must have specified the job according to the field or sub field. During this time main tasks model and function still has global nature and there is not any clear specification. Thereby it will have effect in the selection of the people that fulfill the position. Related with the matter above this research studied the indicator development of main tasks and function for III and IV echelon officer in Regional Development Planning Board of East Java Province that was formulated in the purpose of this research namely developing the main task and function indicator of structural position of III and IV Echelon that could be used as standard in the placement of officer in Regional Development Planning Board of East Java Province. Organization generally uses two main criteria in considering someone to be promoted namely from work performance and seniority. Promotion is based on the work performance using evaluation result of good work in the promotion on recent position with considering the capability of a person and knowing the potential of them. Promotion according to seniority is calculated from their work duration. Decree Letter of Head of State Employee Body Number 46 year of 2003 added, that competence is the capability and characteristic that is owned by State Employee, in the form of knowledge, skill and behavior that is needed in the implementation of their task, thereby that State Employee could do his/her task professionally, effectively and efficiently. During this time the placement of structural position in Bappeda is based on the seniority of position, thereby with seniority rule the employee could be promoted if they have reach specific group level/position. But since the issued of Act No. 25 year of 2004 about Planning System of National Development (SPPN), central or local government have obligation to increase the planner and planner institution capacity, thereby can create development planning according to community’s need. In this recent time, it is hoped that planning institution must have reliable human resources with number and level of education that appropriate with work need. Along with reformation and professionalism, thereby some law that regulate the employee problem is often neglected especially in the placement of some people in the structural position in Bappeda. Because until this time there is not any clear standard about indicator of structural position in Bappeda, thereby it often misused by some people, therefore it is necessary to develop tupoksi indicator in the placement of position in Bappeda. The research method used was descriptive with qualitative data analysis. Sample that used was 26 III and IV echelon officers in Regional Development Planning Board of East Java Province. Data collection was with questionnaire. The basic of indicator development determination was with priority scale of importance level of main task and function indicator development of III and IV xi echelon that was determined with average score rank. Then rank was divided to be two parts namely: main and additional priority. From this research results obtained five indicators that were main indicator that must be have as standard in the placement of 4 echelon structural position, while the eight indicators were additional indicators. For 3 echelon from 15 indicators there were 8 indicators as main indicators that must be have as standard in the placement of 3 echelon structural position, while 7 indicators were additional indicators. The indicator development from research result was different with the existing main tasks. Main tasks and function of III echelon according to this research result were make decision according to the authority and prevailing procedure in their work unit, develop job network/make cooperation with related units both inside and outside organization to increase the unit performance of organization, doing coordination, integration and synchronization in the organization unit, developing any creation, innovation and motivation of employee to optimize their organization unit performance and giving accountability of their organization unit performance. The development of main tasks and function indicator of 4 echelon from research result were give good service to the public interests according to the task and responsibility of organization, delegating the authority to the subordinate, managing and empowering the resources to support the smoothness of organization unit task, develop any network/doing cooperation with related units both inside and outside organization to increase the unit performance of organization, doing coordination, integration and synchronization in the organization unit, giving performance accountability of their organization unit, doing evaluation of organization unit performance/unit organization under their position and determining the needed follow up, giving any feedback about improvement/development of program to their superior about policies and the implementation. The suggestion of the resulted modeling could be the foundation of placement of 3 and 4 echelon officers in the Office of Regional Development Planning Board, then because this research result still has global nature for all fields and sub fields thereby it is necessary to accompanied with FGD thereby the indicator modeling that is resulted will be appropriate with work needs and expected specifications.

  ABSTRACT

MODELING OF MAIN TASKS AND FUNCTION (JOB SPECIFICATION) AS

STANDARD IN THE PLACEMENT OF III AND IV ECHELON STRUCTURAL

POSITION IN REGIONAL DEVELOPMENT PLANNING BOARD OF EAST JAVA PROVINCE Cholik Hidayat

The purpose of this research was developing main tasks and function indicator of III and IV

echelon structural position that was used as standard in the placement of officers in Regional

Development Planning Board of East Java Province.

The research method used was descriptive with qualitative data analysis. Sample that used

was 26 III and IV echelon officers in Regional Development Planning Board of East Java

Province. Data collection was with questionnaire.

The research result indicated that main tasks and function of III echelon were make decision

according to the authority and prevailing procedure in their work unit, develop job

network/make cooperation with related units both inside and outside organization to increase

the unit performance of organization, doing coordination, integration and synchronization in

the organization unit, developing any creation, innovation and motivation of employee to

optimize their organization unit performance and giving accountability of their organization

unit performance. The development of main tasks and function indicator of 4 echelon were

give good service to the public interests according to the task and responsibility of

organization, delegating the authority to the subordinate, managing and empowering the

resources to support the smoothness of organization unit task, develop any network/doing

cooperation with related units both inside and outside organization to increase the unit

performance of organization, doing coordination, integration and synchronization in the

organization unit, giving performance accountability of their organization unit, doing

evaluation of organization unit performance/unit organization under their position and

determining the needed follow up, giving any feedback about improvement/development of

program to their superior about policies and the implementation.

according to Siagian (1980:42) is the target that is burdened to organization that must be

achieved. Generally, the bigger organization the more general of main tasks that can be

formulated. Otherwise, smaller organization, more concrete and limited their main tasks.

Main tasks are a base to explain the function of all activities implementation in organization

Keywords: Indicator model, main and additional task of 3 and 4 echelon.