{"id":1021,"date":"2022-03-09T07:31:48","date_gmt":"2022-03-09T07:31:48","guid":{"rendered":"http:\/\/localhost\/pa-waingapu\/index.php\/2022\/03\/09\/zi-area-iii\/"},"modified":"2022-03-09T07:31:48","modified_gmt":"2022-03-09T07:31:48","slug":"zi-area-iii","status":"publish","type":"post","link":"https:\/\/dev.pa-waingapu.go.id\/index.php\/2022\/03\/09\/zi-area-iii\/","title":{"rendered":"ZI Area III"},"content":{"rendered":"\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
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A. PENGUNGKIT<\/span><\/b><\/p>\n<\/td>\n<\/tr>\n

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I. PEMENUHAN<\/span><\/b><\/p>\n<\/td>\n<\/tr>\n

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3. PENATAAN SISTEM MANAJEMEN SDM APARATUR<\/span><\/b><\/p>\n<\/td>\n<\/tr>\n

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I. Perencanaan Kebutuhan Pegawai Sesuai Dengan Kebutuhan Organisasi<\/span><\/p>\n<\/td>\n<\/tr>\n

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    a. Kebutuhan pegawai yang disusun oleh unit kerja mengacu kepada peta jabatan dan hasil analisis beban kerja untuk masing-masing jabatan<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    b. Penempatan pegawai hasil rekrutmen murni mengacu kepada kebutuhan pegawai yang telah disusun per jabatan<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    c. Telah dilakukan monitoring dan evaluasi terhadap penempatan pegawai rekrutmen untuk memenuhi kebutuhan jabatan dalam organisasi telah memberikan perbaikan terhadap kinerja unit kerja<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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II. Pola Mutasi Internal<\/span><\/p>\n<\/td>\n<\/tr>\n

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    a. Dalam melakukan pengembangan karir pegawai, telah dilakukan mutasi pegawai antar jabatan<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    b. Dalam melakukan mutasi pegawai antar jabatan telah memperhatikan kompetensi jabatan dan mengikuti pola mutasi yang telah ditetapkan<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    c. Telah dilakukan monitoring dan evaluasi terhadap kegiatan mutasi yang telah dilakukan dalam kaitannya dengan perbaikan kinerja<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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III. Pengembangan Pegawai Berbasis Kompetensi<\/span><\/p>\n<\/td>\n<\/tr>\n

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    a. Unit kerja melakukan Training Need Analysis untuk pembangunan kompetensi<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    b. Dalam Penyusunan rencana pembangunan kompetensi pegawai, telah mempertimbangkan hasil pengelolaan kinerja pegawai<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    c. Tingkat kesenjangan kompetensi pegawai yang ada dengan standar kompetensi yang ditetapkan untuk masing-masing jabatan<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    d. Pegawai di unit kerja telah memperoleh kesempatan\/hak untuk mengikuti diklat maupun pengembangan kompetensi lainnya<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    e. Dalam pelaksanaan pengembangan kompetensi, unit kerja melakukan upaya pengembangan kompetensi kepada pegawai (seperti pengikutsertaan pada lembaga  pelatihan, in house training, coaching, atau mentoring)<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    f. Telah dilakukan monitoring dan evaluasi terhadap hasil pengembangan kompetensi dalam kaitannya dengan perbaikan kinerja<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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IV. Penetapan Kinerja Individu<\/span><\/p>\n<\/td>\n<\/tr>\n

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    a. Terdapat penetapan kinerja individu yang terkait dengan perjanjian kinerja organisasi<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    b. Ukuran kinerja individu telah memiliki kesesuaian dengan indikator kinerja individu level diatasnya<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    c. Pengukuran kinerja individu dilakukan secara periodic<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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    d. Hasil penilaian kinerja individu telah dijadikan dasar untuk pemberian reward<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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V. Penegakan Aturan Disiplin\/Kode Etik\/Kode Perilaku Pegawai<\/span><\/p>\n<\/td>\n<\/tr>\n

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    a. Aturan disiplin\/kode etik\/kode perilaku telah dilaksanakan\/diimplementasikan<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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VI. Sistem Informasi Kepegawaian<\/span><\/p>\n<\/td>\n<\/tr>\n

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    a. Data informasi kepegawaian unit kerja telah dimutakhirkan secara berkala<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

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 <\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n\n
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II. REFORM<\/span><\/b><\/p>\n<\/td>\n<\/tr>\n

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 3. PENATAAN SISTEM MANAJEMEN SDM APARATUR<\/span><\/b><\/p>\n<\/td>\n<\/tr>\n

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I. KInerja Individu<\/span><\/p>\n<\/td>\n<\/tr>\n

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a. Ukuran kinerja individu telah berorientasi hasil (outcome) sesuai pada levelnya<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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II. Assesment Pegawai<\/span><\/p>\n<\/td>\n<\/tr>\n

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a. Hasil Assesment telah dijadikan pertimbangan untuk mutasi dan pengembangan karir pegawai<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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III. Pelanggaran Disiplin Pegawai<\/span><\/p>\n<\/td>\n<\/tr>\n

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a. Penurunan pelanggaran disiplin pegawai<\/span><\/p>\n<\/td>\n

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<\/span><\/p>\n<\/td>\n<\/tr>\n

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–   <\/span><\/span>Jumlah pelanggaran tahun sebelumnya<\/span><\/p>\n<\/td>\n

 <\/td>\n<\/tr>\n
\n

–   <\/span><\/span>Jumlah pelanggaran tahun ini<\/span><\/p>\n<\/td>\n

 <\/td>\n<\/tr>\n
\n

–   <\/span><\/span>Jumlah Pelanggaran yang telah diberikan sanksi\/hukuman<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n","protected":false},"excerpt":{"rendered":"

A. PENGUNGKIT I. PEMENUHAN 3. PENATAAN SISTEM MANAJEMEN SDM APARATUR I. Perencanaan Kebutuhan Pegawai Sesuai Dengan Kebutuhan Organisasi     […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[65],"tags":[],"class_list":["post-1021","post","type-post","status-publish","format-standard","hentry","category-zona-integritas"],"rttpg_featured_image_url":null,"rttpg_author":{"display_name":"su_admin_pawgp","author_link":"https:\/\/dev.pa-waingapu.go.id\/index.php\/author\/su_admin_pawgp\/"},"rttpg_comment":0,"rttpg_category":"Zona Integritas<\/a>","rttpg_excerpt":"A. PENGUNGKIT I. PEMENUHAN 3. PENATAAN SISTEM MANAJEMEN SDM APARATUR I. Perencanaan Kebutuhan Pegawai Sesuai Dengan Kebutuhan Organisasi     […]","_links":{"self":[{"href":"https:\/\/dev.pa-waingapu.go.id\/index.php\/wp-json\/wp\/v2\/posts\/1021","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dev.pa-waingapu.go.id\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dev.pa-waingapu.go.id\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dev.pa-waingapu.go.id\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dev.pa-waingapu.go.id\/index.php\/wp-json\/wp\/v2\/comments?post=1021"}],"version-history":[{"count":0,"href":"https:\/\/dev.pa-waingapu.go.id\/index.php\/wp-json\/wp\/v2\/posts\/1021\/revisions"}],"wp:attachment":[{"href":"https:\/\/dev.pa-waingapu.go.id\/index.php\/wp-json\/wp\/v2\/media?parent=1021"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.pa-waingapu.go.id\/index.php\/wp-json\/wp\/v2\/categories?post=1021"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.pa-waingapu.go.id\/index.php\/wp-json\/wp\/v2\/tags?post=1021"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}