LIVE: Sosialisasi Permen PAN dan RB No. 6 Tahun 2022 tentang Pengelolaan Kinerja Pegawai ASN

atuh home Santih Santih om namo buddhaya virtuous greetings Good morning and welcome to the socialization event of the Ministerial Regulation on the Empowerment of the State Apparatus and Bureaucratic Reform Number 6 of

2022

on the performance management of employees of the state civil apparatus today, Thursday the 14th of April. 2012, we offer everything thanks to the presence of Almighty God Almighty, because thanks to His grace and guidance we were able to attend and participate in this morning's event in good health and we hope that today's event will run smoothly until the end of the event. I introduce myself as a young expert human resources analyst from the Human Resources Office as moderator of this morning's socialization event, before starting the event, allow me to greet you, ladies and gentlemen, who have come to join us here, honorable representative. for regulatory administration, which in this case is represented by the Head of the Organizational Office of Legal Administration and Bureaucratic Reform, Mr.

Andri Kurniawan, whom we respect, Head of the Human Resources Office, Mr. Agus Salim, whom we respect , Senior Middle and Primary Level Senior Officials in the State Secretariat, whom we respect, Deputy Deputy for Performance Improvement and Reward Systems for Human Resources in the Ministry of Pan-RB, Ms. Nanik Murwati, whom we respect, first policy analyst in the Ministry of Pan-RB, Insani Putri and Mr. and Mrs. Happy socialization participants, Mr. and Mrs. We respect starting the series of socialization events this morning, let's listen to the speech together and the opening of the event that will be de

live

red by the Deputy of Apparatus Administration, who in this case will be represented by the Head of the Office of Legal Administration and Organizational Bureaucracy to Mr.

Andri Kurniawan, please, thank you Bawang Putih for the video. You can move, you can. use the video, you are already smart, you can't, here it says You can't start your video because OST is here OK, thank you Mbak Wanti Indonesia is in fact Nirohim, who I respect as a high-ranking official first within the Ministry of Air , respect to the specialist of the Ministry of Administrative and Bureaucratic Reform, Ms. Nanik Nurwati, White House assistant for improving performance and human resources reward system for the Ministry of Administrative and Bureaucratic Reform, our brain, the daughter from the first policy analyst of the Ministry of Administrative and Bureaucratic Reform, as well as the participants in socialization, to respect Assalamualaikum warahmatullahi wabarakatuh peace, prosperity and health, okay, to all of us, first of all, I wish you a happy fast.

For those of you who are fasting, I hope that today's acts of worship can be accepted, Wes subhanahu wa ta'ala and I am very sorry, Mrs. De Putih, who will open the socializing event this morning. has something urgent, so he asked Dad to represent him by thanking the presence of Almighty God for all His blessings and gifts so that we can gather together for this morning's activities, namely, the socialization of the Minister of Administrative Reform and Bureaucratic Regulation Number 6 of

2022

. Today, April 14, 2012, there is a webinar and also a

live

broadcast on YouTube on the channel of the Ministry of State Secretariat.

We hope everyone is in good health. We would like to say a huge thank you to our specialist, Ms. Nani. and Baim, who were present this morning after all participants had a special socialization on the purpose and realization of today's FB or socialization, this is how we can then understand and match the perceptions related to Permenpan RB Number 6 of 2022 so that in fact everything Eh, the term PR is clearly visible and these regulations can be combined easily and relatively without major obstacles, especially in the environment of the State Secretariat of the Ministry of State, we can briefly inform you that in the environment of the Ministry there are skeptics because There are several things related to the performance evaluation of employees first and then to the diarrhea script itself, we have tried to comply with all the provisions related to Performance Management of Public Servants as regulated in government regulation number 30 of 2019 on evaluation of the work of public servants, even since semester 2 of 2021 we have adapted. to Permenpan RB number 8 of 2021, which is actually after being replaced by Permenpan RB number 6 of 2022, our method we only use skinny jeans to take the Mexican candypan-rb.

We generally use expert ER application, that is, employee performance information. portal for officials and employees in the state environment. There are several things that we have actually adapted to the provisions in question, for example, it is different from preparing the SKP, then there is a whole process that goes from the management to the workers. , then there is also employee performance monitoring, performance dialogue, SKP evaluation, then there is behavioral evaluation and SKP integration, SKP evaluation and compliance with the various forms that are expected, well, according to the issuance of the Minister of Administrative Affairs and Administrative Reforms Regulation Number 6 of 2022, we are also trying to harmonize the regulations with the provisions of the Minister of Agriculture, including when preparing the SKP, especially regarding the work behavior expectations, so that perhaps later the specialist, Ms.

Nami, can. illustrate or convey that in the preparation of the SKP also, whether we like it or not, expectations of behavior at work must also be shown, then there is also a qualitative evaluation by the evaluator, then there is also an evaluation for public officials who are in progress. learning tasks, such as prior cues and then also employee performance evaluation to determine the distribution pattern of employee performance predicates based on organizational performance achievements. So, whatever the Ministry of Administrative and Bureaucratic Reform wants in this Regulation Number 6 of the Minister of Agriculture. In 2022, especially later, the Human Resources office has prepared things that will actually be carried out for further adjustments in the Administrative and Bureaucratic Regulation Number 6 of 2022, including the mandate of a dialogue process between superiors and subordinates like this or . no, what has been done during the preparation of the SKP between superiors and subordinates should be communicated at least frequently about how to achieve or how to prepare future objectives that will be investigated so that it is related to the things that are actually done or expected of the employees . and then what support leadership provides so employees can meet their expectations.

Apart from that, there needs to be communication related to the consequences of performance achievement, the indicators of performance success and the accountability model, so these are the things that will be done. In fact, we will be able to achieve good performance from fishermen. That is both individual performance and organizational performance, so in fact we have done all this, hadith dulillah has been implemented since 2021 in ministries across the country. Hopefully, what will be broadcast today. Pan and RB theft expert is related to Permenpan RB Issue 6 of 2022 on SN employee performance management. Hopefully we can understand it later and take advantage of it for our common benefit.

We apologize if there are deficiencies in the implementation and we hope that this socialization activity will bring us benefits and strengthen us further and our intention is to encourage improvements in the quality of performance of public officials. We wish you the best of luck as you participate in the socializing activities today and once again. Once again we would like to thank the specialists and participants in the resocialization by saying Bismillahirrohmanirrohim, the socialization event for the Ministerial Regulation on the Empowerment of the State Apparatus and Bureaucratic Reform Number 6 of 2022 in its entirety We are officially open. Thank you Assalamualaikum Warahmatullahi Wabarakatuh.

This is a disaster. Warahmatullahi wabarakatuh. Thanks to Andri that he was willing to give a speech and open the series of events this morning. Well, ladies and gentlemen, here we present the personal details of the first resource for socializing this morning. , the first ecosystem is the Deputy Deputy for Performance Improvement and human resources reward system for the Pan-RB Ministry apparatus. Ms. Nanik Murwati SMA holds the rank of Senior Supervisor, Second Intermediate Class 4b Resource Person i.e. the First Policy Analyst in the Ministry of Bread. -RB Ms. Insani Putri MSI Rank Junior Administrator Level One 3D class The next event was a presentation that will be broadcast to each expert during the presentation.

Ladies and gentlemen who have joined through Zul or the YouTube channel can submit questions through the chat column. and once the presentation is finished, it will be delivered by each specialist. We invite you. If you want to ask the specialist directly, you can request the resignation during the discussion and Q&A session of the first specialist to Ms. Nani Murwati, we invite you. Oh, thank you, Mrs. Alam Key. Oh, during the hours of salamualalaikum warahmatullahi wabarakatuh, we respect you, sir, the organization of legal administration and long-term bureaucratic reform, that is, everyone. You are encouraged to achieve this, Mr.

Mrs. USDX expert modem CV Pratama in the Mekel Regency Government environment then Is it fast, fast functional administrator and friends whom I respect this morning? I will convey it, sir, madam, for a moment, that is all that MSG conveys in general, the appearance may be complete, sir, yes, it is related to Permenpan Number 6 of 2002 glue two on worker performance management from ASN, who knows, there are ladies and gentlemen who haven't. I had the opportunity to read it, sir, this sweet is relatively new and invulnerable too, ladies and gentlemen. I am trying to convey it in detail.

In general, the material content of Permenpan number 6 will technically be Yes, Miss Uti will be. Continue to explain what is called a simulation How to organize savings at both the CVT OJK and CV level This is in fact one of the main results of the Minister of Administrative and Bureaucratic Regulations, but in addition there is Obito to evaluate the performance of. The big and soft hijab. Also, there will be some material later. The first thing I will convey is about the legal basis for reforming ASN employee performance management. Then the second is performance management of ASN's own employees and transfer points.

Then, the general principles of mindset change in SM employee performance management, as well as an overview of ASN performance management, what are the stages: the stages regulated in Permenpan number 6 start from how we establish and we clarify expectations and then how. provide regular feedback or at Permenpan we know the term for continuous Hino tickets, then how to evaluate employee performance and how to award rewards based on performance. The employees of this school, ladies and gentlemen, are actually important material regulated in Permenpan Number 6. of 2022. This is the legal basis, ladies and gentlemen, regarding the reform of performance management of ASN employees.

In fact, in relation to performance evaluation, there has been a fairly long evolution, yes, in the reform of employee performance management that began. since in 52 rivers there was also a list of statements of conversations of public officials that were later updated because there was law number 18 74, it is true that the evaluation of the implementation of the work of public officials that we know as DP3 is more like this, ladies. and gentlemen, then with the law of Transformation of law number 8 and without three then we have a kind of f46 of 2011 in which the term changed to evaluation of the work performance of public officials becomes the objective of employee performance to be used effectively.

Yes, then with the law number 5 of 2014 on the Triangle of 2019 regarding the evaluation of the performance of public officials, which requires an evaluation of objectives, so it is different at that time candy number 8 2012 1 regarding the system of performance management of public officials that we then perfected with Permenpan number 6 2022 related to the management of expenses of SM employees where it once accommodates the mandate of PP 49 2018 related to w3k performance management so in this regulation, sir, we will convey that the hair does include two. Whether it is Pérez or Jupe or not, one of the main changes that we have made to maintain the number 6 of 2022, both in terms of legal evolution and transformation from year to year. year, he knows how information on SM employee performance management has changed from Ministerial Regulation Number 8 to his first marriage.

Why our Ministerial Regulation Number 8? Ladies and gentlemen, there is nothing to worry about, yes, we will have a new joblater, that's all, in fact, in this last Permenpan lam we want to help so that it is not too complicated and adjust the layer. Our sweetheart of the crop is simplifying staffing, ladies and gentlemen. Hello what's going on? These are some of the changing points of Permenpan 6. Why do we change Permenpan 8? First of all, starting from this title, the changes are the data. The onions presented have Permenpan number 6. We also adapted the performance management for the three because in principle the performance management between officials is not the same, so we put it together in This candy is a change in terms of title and participation time .

Then secondly, in comparison, we want to admit that work behavior modification is one of the performance evaluation instruments, so it is not just about work results, the third is what is work behavior, then this third It is also because there is a policy of bureaucratic simplification. . 6 we separate SKP or career success assessment with a credit number for friends who obtain the functional GTA so that it is hoped that what is called can be more focused and separated between the labor agents who are involved in the organization and for the career . development of PT Abe these functional officers, what are the main change points, that's why Permentan number 6 In fact, we are publishing the points so that we can convey that one of the important issues is why we have changed Permenpan Number 8 to number 6 because There is indeed an organizational transformation due to the simplification of the organizational bureaucracy that was originally hierarchical, from the top down.

That's it, the structures up to echelon 4 and 5 in various ministries have become multifunctional adzim. Why has the enthusiasm of step 3 and below mostly transformed into functional speed at its peak? The ideal working mechanism must also be. supported by this, which is one of the things that is called a basic need at that time, why sweets, because we have to clean it up immediately, these are still points, maybe we can convey it later, it will be easier to understand the request six. , yes, I say okay, I say the scope is different because we added that, yes, for the stages, ladies and gentlemen, you don't have to worry because the stages that we adopt when playing with arrows are the same. the stages that are played in 8 so that in 2022, ladies and gentlemen, in 2022, someone has started preparing the SKP for the first quarter, all that remains is to adjust the migration.

In fact, yesterday we simulated it, we were. in the city of Bandung, ladies and gentlemen, and it is not difficult - difficult and even simpler, they are simpler, without mathematical formulas that we adopt in the passenger request, starting from performance planning, then implementation, monitoring the performance and training. but in this implementation stage we focus more, yes, we focus on different feedback mechanism instruments than the previous one, ladies and gentlemen, yes, then the main stage of performance evaluation that ends is the evaluation of employee performance, whose result is SKP. which is a combination of work and work behavior, yes, then follow up on the evaluation results which includes giving awards and witnesses, the same as e-government 8 2012 At that time, this was the first time I was wrong. that one of the changes we made in Permenpan 16 was that we included the moral converio behavior that had been fried Timpa hidden in the performance evaluation instrument, ladies and gentlemen, yes, that was originally touched on 8, we adopted it in its entirety from 30 with five behaviors so we play with that.

Translate it back to seven, which in essence 7 also refers to the five. What there is now is like this, that's why I'm boiling, it's not that difficult because when the father has filled up. the first three months of this year, then I just have to go skating, oh. This is part of the behavior that just needs to be migrated later, maybe we still take the value, yes, for SKP n3020 wayang, of course it is. in the Regulation of the Minister of Agriculture Number 6 of 2012, ladies and gentlemen, the standard of behavior for working in Nisa, why the Minister of Administrative and Administrative Reform is simpler because in the previous Minister of Administrative and Administrative Regulation we used the form? level, yes, due to work behavior, students will lose their positions, but in the Ministry of Agriculture there is no differentiation because corrupt purchasing behavior applies to all types of position levels.

It is only possible that Rina Yanti's expectations can be differentiated. Yes, because in fact the Minister of Administrative Regulation 61 opens space for others, in addition to the forbali that are stipulated in the Permenpan, mothers can also provide special inspiration for SM behavior in accordance with the expected work results, so this is really true, this heading. The person is very, very decisive, yes, in Mini Panlak candy because what is called the flexibility that we buy farts is very, very extraordinary and this says that a strong l is needed so that there can be professional objectivity or subjectivity, the victim uses it.

Well, let's use it, we will continue to use it if the position is still active, that is what we will continue to build. Even if there is subjectivity, we will give it. Our guide is to provide written instruments and invite all types of people. evaluations, also of the epidermis of the teeth Hello, this is transmitted, yes, this is the next one, ladies and gentlemen, yes, this is also a change from Ministerial Regulation Number 8, sixth, if it is Ministerial Regulation, please. , here we are only using a quantitative approach. Yes, sir, then those who are considered to have a performance plan must simply work.

Then, in the case of sweets, Mr. Nikita uses an approach that can be used as a quantitative or qualitative cultural choice. , adjusted to what unit of measurement is relevant to the task, function and performance plan that will result in life because it turns out that from the destruction of our review, there are no All organizations have tasks, functions, results and achievements that can be quantified Yes, there are even organizations whose performance plans, results, are more accurate if quality aspects are used, so this is what we did yesterday. Come on, let's provide an option like that, so that the IDP.

SKP can be used whether the quantitative or qualitative approach is appropriate, ladies and gentlemen, depending on the description, depending on the unit of water measurement that is emphasized in each of the functions and tasks of the TTP Baliku presidency, he will provide one. explanation of the technical details of how to choose quantitative, how, when we should choose qualitative and how to narrate like this, yes, this is what will be transmitted in the session after having generally transmitted the twins of the actor's request 22. These are also some of the differences, ladies and gentlemen, yes, in this candy performance assessment, we found it was simpler because we didn't use mathematical formulas.

That's big, it doesn't mean we use a performance quadrant approach that doesn't. We do not have 9 performance charts to evaluate the time to extract the results, the performance evaluation results of each employee are good, so in this Ministerial Decree 6 we also give a more proportional weighting, that is what it means now, that's why we do. trains are appearing, there are many contributions that there are so many of our friends who are PLT for higher positions or salempang positions that cannot be evaluated proportionally to their large generative bodies, yes, because they are not the most spicy. , the main foreman in his position, they eat him.

This additional thing we changed is suspected to have happened, right? If it becomes PSS, it will still be PTS Run 2 on the Gedebage SL1 dad contract. main task. Why is there an allocation decree like that? Although it is not from the OPO's position. At first I was unsure if it was about the media because of course Peltim is doing it at the same time. It is what we are doing more proportionally so that we do everything. It will be evaluated and given a proportional burden if, ladies and gentlemen, what is also important for the friends of AJB is that with the Minister of Administrative Regulations there will be no luck. linking activity items with numbers with a limit on the output that must be produced in the SKP, which means that the consequences of this sip are indeed ready, my friends, later I will be able to say that when I make two SKPs, Yes, this should get nervous Yes, so what we are doing after pressing also, ladies and gentlemen, no.

You have to worry, our friends at CF, together with us, are carrying out a transformation and also simplifying the elements of the activity. There are even alternatives, eliminating activity items, there is no creativity, we will also use the results of this performance evaluation as an improvement instrument, eh, it can be used as a research instrument to raise big with various requirements, of course. that is, several activities have been discussed with the CF guidance agency, which of course we will simplify the form of activity that is currently considered very, very high, since the valve is very small, along with the transformation also so that it does not.

It doesn't cause any difficulty or burden, right? Friends, due to the current evaluation, when CSR activity items are listed as included in the SKP, the evaluation results, our friends, will not be transmitted until later, boss. Please note that it does not cause, does not build, does not support, encourages the acceleration of the alignment of rabbit performance and individual performance, that is, each of the elements of the ticket activity is relevant to the work results that it must produce the Jl in question. tiktok website Hello, then it has also been decided to say that the name of this Permenpan kilapan is valid only until the second semester for sap2000 21 the remaining 3022 our recommendation is that Regulation number 60 of the Minister of Agriculture of 2022, what do you want friends, face it?

Wow, you are going to get married again, you have to change again, so let's try as much as possible, so that the migration is not very difficult, right? Because the cell phone is not installed, the mechanism that was impacted does not change. Yes, this may be a non-profit project to manage employee performance. I am saying that the transformation we are carrying out. is that we measure whether our results are not, but also performance, which means combining small results and work behavior, that is why we use the term performance, Permenpan number 6 2022, then the episode conveys why one of the things we are already doing We do not use it in the SKB performance activities because it turns out that the evaluation results of our friends at the DRT do not support the objective of harmonizing organizational performance and individual performance so that they become a point of continuity where there is a dichotomy in the carrying out an activity. , but to produce the 222 results that they have as individuals, they are also encouraged to fulfill professional development by prioritizing their performance in the form of livelihood, yes, sir.

So we want performance evaluation to be part of it in the future. of foot water system evaluation and become an employee remuneration determination scheme so that now employees with the same level, the same class, whatever their performance, definitely get the same, yes, but we will advance at this speed so that although the level is the same, when the performance evaluation results are different, it can almost be different, this is what we build, when playing with 06 our friends are also equipping the instrument, it is enough to use it at the same time. time, then that's enough, ladies and gentlemen, we use it in the Ministry of Energy and Mineral Resources as a gatekeeper to say that performance management is not just planning at the beginning and evaluating at the end, but we are focused on pollution, meeting the expectations of the leaders, as we said before, the role of the leader is very, very important, is it because in the SKP the other monetary base is the expectations of the leaders of East Java that are met or not met or are below the corner?

The size of the boss? OK, apart from that, I will continue to convey this to the sir, it is necessary to use the term OK, so we have professional life support devices, ladies, yes, these are the instruments to strengthen that, so the importance? of identity, of dialogue, so that to understand what kind of use the employee wants, it is useful, not to let the employee receive the results of the evaluation from him. In the end they were disappointed, they perpetuated what was expected, that is. how can we be bad, then it is very important, then Life of the President, now the organization and performance of employees reflect the results of work, not only job descriptions, as well as the behavior that has been shown so far, tomorrow is generally what we will use in employee performance management so that, in general, the general system, yes, the system that we wantbuild in employee performance management is that we want the organization's goals to be supported by employees, yes, through performance, which is a combination of behavior and work. results, the instrument of which is through internal dialogue in East Jakarta, there will be a focus on improving employee performance to support the achievement of the objectives of this organization, which is the name of the great system we built from what what remains , as said above, but on the other hand, this is the general sheet, ladies and gentlemen, or where is employee performance management?

In Permenpan number 6 there are four four major stages, isn't it first? , we do not start with mapping the list or the process or the stages to determine and verify expectations, ideas and in determining and varying this classification to plan performance, the dialogue about performance is very important to determine and clarify leadership expectations on the employee's role in supporting the achievement of approaching sick worms, after determining the verification of expectations, performance development is carried out by providing feedback GTA Tegal periodic feedback on implementation through implementation Monitoring and training, ladies and gentlemen, OK, then Hello, this dialogue is also expected to provide feedback on things that are done, then after setting expectations, implementation of performance development takes place and a evaluation and then a prize is awarded for monitoring.

These are the big four. stages, ladies and gentlemen, which are regulated in the PAN Ministerial Decree No. 6 of 2022, gecko, I will tell you this about each one. How are expectations set and clarified? that one of the results of the review of our GRP reformer friends is that currently it is still seen that there is no optimal harmony between organizational performance and individual performance. Therefore, when preparing the SKP, it is expected that there is a link that allows this. always red, what is it called? Aligned, starting with rpjmn cool tra Hello PK, the next presentation is the PK and the Strategic Plan.

He asked if it would be permissible if the SKPD PT then directly copied and pasted the strategic objectives into it. Strategic Plan, yes, okay, in fact it is relevant with the presidents in each one like this, it is very clear that there is indeed a link between skpd-skpd, in fact it is appropriate that s1cbt is aware that the process takes place. through the performance dialogue for his death, then it is expected that transparency will occur in the division of tasks or performance between the jne, if Sara A little more, what is the mechanism to harmonize organizational and individual performance, that is, that then transmit that from the desires of the Rp unit, make sure that then there is work in the DPT that includes two, yes, sylvettes and work behavior So, from the results of this work, the CPT will be shared later to be performed by employees under him. , both Shia and jazz, which are implemented through a matrix of role divisions resulting from social life, finally the work ethic, the responsibilities of each organization, DPT to Kyau, this is a general picture of skating. will be carried out when compiling the subsequent VCR of S1 and if this is the case, ladies and gentlemen, I would like to convey to you that one of the important issues that we will strengthen is the alignment between organizational performance and Nyai triggered, yes, so let the The instrument we build in arrow candy is a performance dialogue instrument, yes, before determining the PK to prepare the SKP, the performance dialogue becomes the initial instrument of the initial mechanism.

What we should do for the lion is. that it is important to change the Sasi to involve all employees. Ah, starting the planning process so that they really understand what the objectives of the organization are. What should they do? That's it, ladies and gentlemen, yes, and how do you do it? This contains the concept, in fact, this is the approach that we use, ladies and gentlemen, so that the instrument of performance dialogue becomes the instrument of the initial mechanism when we. carry out performance planning, so setting and clarifying expectations is a process to determine the performance plan, then in the line of the performance plan is put into dialogue, yes, the expected results of the work are the performance expectations what is expected of the employee in this dialogue. , the work is between the employee and the performance appraisal officer or the leader or team leader because later it will be used to say that the task is so that it can be done individually, it can be done by a team or a team of team , yes, the term in the 2022 Ministerial Regulation is for the ideal work mechanism, try it at once, then in the dialogue not only the lover's assignment is chosen, it is also a dialogue about how performance is achieved and how it is measure. of success is small, well, in addition it is also expected that in the performance dialogue there can be a dialogue.

When employees are given certain job expectations, they must also meet the required resources. How is? So the leader has the employee's expectations and his needs are also met. What is the accountability scheme like? What is it like, not what is MSI like when expectations are maintained to achieve it and what happens if it is not achieved, is it discussed and discussed? The total joy is to understand that in the end it turns out that we agreed that this is the result, so it will be like this later in the evaluation and the consequences are estimated in the attached part of the BKN Decree, so yes, Mbak Uti, yes, it was changed to the attached SKP which is the LCD that we have agreed that the initial body is like this, but when we comply with the resources, we have fulfilled it as it is, but it turns out that.

The result is like this, with the heart being The efficiency part that we use for ratings ends like this, sir, so this is the stage of dialogue about performance and what things are discussed in work planning to produce work results of BPUPKI. Ladies and gentlemen, when we talk about performance dialogue, we not only determine the time at the beginning, let's do it, but with the Permenpan we provide time flexibility, so what is called a dialogue to clarify expectations and provide. feedback, adjustments can be made to the allocations both in the first quarter of the first short-term cycle, and in the second short-term cycle and in the third short-term cycle, what is it and why, because we don't want that in the end . of the year in which the employee at the end of the employee's period receives the results of the performance evaluation topic, true, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, they do not accept what is written in the evaluation of economic performance.

The interests are dialogue and feedback and the extent to which people are aware of that is not part of it. the estrogen which will then become an adjunct to the SKP which will become part of the whole, yes, the employee performance appraisal document uses a gun. Yes, that's what it is called, so for each task, the employee is obliged to clarify. expectations with her boss if he or she does not fully understand The narrative given by the leader means that it is important to use direct discussion once the assistant is not yet an old-school trader. The problem is that it won't work.

Yes, everyone is fine, so with each new assignment, employees should clarify expectations with their leaders; If there is substance, there is a promotional narrative, what you need is clarity. Yes, the question often arises. If the SKP is on the path to being adjusted due to the latest updates or adjustments to assignments or comments where it turns out that the comments require adjustments to expectations, is it okay for Germany to reap? If we look at settings our SKP is like this, yes, at the beginning it may or may not be different, but that does not mean that with its completion we lower our expectations, ladies and gentlemen, no, because.

The new demands are new dynamics, there are new tasks that need adjustments, it is very possible that adjustments will be made because it is Mitra Kukar's dialogue in the four periods now aperiodic ed12 or no or cama yes. This is what we are saying. in fact Permenpan is still positive the reaction can be good for you yes Well, this is what I said before Madam that in the SKP that requires Permenpan number 60 there are several transformational changes yes, what is called performance, the resulting performance is the basis for The results of casting through dialogue I am sure that the intensity of performance dialogue is important to achieve harmony between the understanding of Management and employees who share the tasks or tasks that are divided in large numbers and then we hope that with flexibility for.

The SKPD documents must be more dynamic, contain management expectations and from the performance dialogue that takes place, it cannot be changed, it is not necessary that it was a year before, yes, but that is what it is. If we can change now, Fitri uses it at the same time, it is very dynamic, so check it periodically. The chests pass for thin coins so that it is very possible for adjustments to be made at other certain times. It is one of the things I said before that the Transformation changes of Permenpan number 6 for our soulmate have included the work behavior of covering yourself with morals in the evaluation of whether the work behavior of public officials or I don't know if We have determined in Permenpan 6 the behavior of each of these behavior guide, ladies and gentlemen, what is it called and?

However, in Permenpan 6, aqiqah is also very important for the exchange of money and leaders can have a special effect on the work behavior of employees according to the behavioral guidelines, hard work is better, this is what adds an additional evaluation. Apart from that, this work behavior is the guide, the father may not be Tumse Badhkar in hot candy, we see it from all sides of the service, I don't. competent, harmonious, real, how is the evaluation, then each stage of the scheme, brother, clarification of expectations, after we have established the work results plan, we plan the work results.

Then, to verify expectations, a dialogue is also carried out. each employee who is much more correct and the team members carry out the dialogue in this dialogue it is about determining the performance achievement strategy that was agreed upon at the beginning, then in Permenpan number 6 we see the strategy guide that when carrying out is determined. the strategy to achieve skin performance, is it done through KYD or non-regional, yes finally what needs to be done, do we use Bachsin here to divide the roles, the results, the division stage is the process or stages ? of work, Is the division of work areas of the Ministry of VAT quantitative objectives and what are the others, because if we are in the nature of educational services or products This little ball, which one cannot, cannot, which one is where the silver balance It's the work we have in relation to other work units, our work unit doesn't end it like that, okay?

So from here we again agree on what strategic guide we will use. However, when one Ministry and another. It is considered that institutions have other instruments to carry out strategic orientation that is considered more relevant to examination tasks. Yes, go ahead. This is the guideline we have established for it to reproduce. There is a wide open space when you have done so. a strategy guide that is most relevant to your organization. The point of the strategy guide used is high. What is divided between the employee results is that, yes, if the skating used is a regional objective division of labor, then it is called I West Central.

The East or I stages of Gedebage age assessment implementation planning to determine the role of individual team member results based on the performance dialogue or strategy chosen in the morning, Miss OK, I will pass on to you what the concrete concept looks like, this is what the concept we are building in Permentan 6 looks like, this is how the outline is determined, right?, then give it a complete blank, maybe even something like that. Then, based on the distribution of roles in the agreed results, there will be a role document for the Maghrib results. The results of the war are described in the production figures that are the basis for determining the performance plan for each employee and agreed measures of success and people that are the basis for determining employees' SKP readiness.

But let's say that in fact one of the main results of the name of Permenpan is Escape, which is actually incorrect or the size related to it, what is the hatching scheme? Well, this research is about the mechanism of determining and clarifying expectations, ornamental assignment patterns, assignments are carried out directly by the performance appraisal officer, employee orientation for the year can be done, Hidayah can get assignments independently or through the Pizza Thin research team, you can beemployee performance allowances? The future? This is the majority of cases, sir. Madam, yes, I am a PP of Hollywood City Vocational High School, who is required to complete this performance appraisal management mechanism which will then determine that this will be different. and then other rewards will also be different even though Bhagyashree is the best in Indonesia and how to give performance awards in Australia if each employee with a 9ft box Mr.

Mrs. Nurse, we hope that in the future this Performance Management will be an instrument for career development, transfers, promotions and development of role and performance competencies, then this Performance Management will also be an instrument for the implementation of talent, employee performance must be very important, added Valenpool, so it's consistent in its. application, it can be the basis for outlining instruments for awarding performance subsidies, then the process for awarding detailed awards, ladies and gentlemen, and also be an instrument for evaluating performance by imposing sanctions when performance is said to be not as expected, but The mother is what we expect, we will do it consistently and we will complete the policy instruments so that the implementation is easier and in the future there is also a consistency in the relationship between performance predicates and salary adjustments where later, when we increase the salaries. will give different percentages depending on the final performance predicate of the employee according to the accordion he is getting the maximum if he is in box number one he gets the minimum here then a is his name then 324 is silent in front of the minimum and the rest is what is not mentioned .

Are you understanding it or not? We have no sympathy, we cannot and there are jobs that these four people want to encourage performance evaluations to be an instrument to motivate employees to perform better, each one. support the achievement of organizational performance that is not also related to money, which we then also link How does the employee's job title relate to the talent classification that will be in the employee's employment on netbook number one, this will take priority for verification? by the Talent Committee so that you can then obtain an award according to type 30. We have arranged that the title of excellent employee for two years in a row be prioritized for 60% of the agencies.

Not yet for all activities. , Kai, guys, to get closer to the fractions in a row, Makayaki meets for competency development in subscription 30. And we will also formulate this, we will implement it, what is it called, we will lower it into perspective. Regarding the total rewards of this activity, we are also discussing it, it can No, if it is the same as this employee's job title, it replaces the activity items for DVD friends. If so, there is no longer a need for activity items. , but based on this performance evaluation, it can be an instrument to support the improvement of the rank or career of officials.

It's like hoping that performance appraisal is a motivator for employees, distance is patented so we can get fines for structural ones. functional positions and positions OK, this is what we do and in the same way, type B is fun, beautiful, ladies and gentlemen, the sanctions are seen as the smartest, not all PP TTG fines are achieved or if not achieves CKD then they take six. months to improve performance, if six months does not work, then the competency test is repeated or even if the stage structure does not have vacancies available then the employee is respectfully dismissed when he has enough to retire, he does not comply either. the requirements are as follows, which are the sanctions that are determined and therefore 30 is related to the performance achievements that are better overall, yes, the content of the material in Permenpan number 6 tons 2022, maybe if allows, Mbak Putri will immediately convey what Tia said about the technical explanation of the concretization of the preparation of SKP Pejja and Jr.

Well, from the stages presented in LKTI, maybe more or less sorry, I will return it to Mojokerto warahmatullah undermined Waalaikumsalam warahmatullahi wabarakatuh. Thank you ladies and gentlemen, let's watch together the continuation of the presentation of the second speaker by Mrs. Insani, our daughter can send it, okay, ladies and gentlemen, please permission, if it is an honorable measure, the honorable organization, STNK experts . , please respect the OJK, the cecak and the State Secretariat of the Ministry of State, maybe if you continue a little, ladies and gentlemen, please ask for permission, it will be transmitted technically based on what was explained above, so if we can show it like this. , then for the first part of the planning run, Open Madam So actually, from the actual run planning compared to about eight of 2021 there is not much difference, ladies and gentlemen, and Cipta continues to create traffic jams, the role of the results, so it turns out the Vatican Playbook, which from jpt Pratama briefly reveals later from the atamah jacket later from the map we can arrange the first turn.

This is so. What are the performance objectives? Our North DPT Pratama leaders will then be able to choose which employees will intervene in the performance objectives in PK. Oh, okay. This DPT can be the first performance objective or ic1. This DPT is implemented by all or some of the J or JF under the first jacket or it could be that something like this is only intervened by certain employees, so it will then be done. All employee roles after the jacket are seen to be attacks on JPT's performance goals. So among these results, it is really a test with the above treatment, Mr.

Madam, to see if the roles of all the employees of JPT Pratama are there, then it seems to be to achieve the objectives of AGP tektama, which of course then will be to achieve the objectives of the organization, which is a series of ST ding objectives, I saw what was explained by the primary school Teacher, okay? For example, because we are clear, ladies and gentlemen, there are points in the case where the first jacket wants to be the head of this work team. It is the same ladies and gentlemen, then he remains formed, creates a result that is formed, the result stagnates, the result will be below, then there will be a team leader, then there will be JS, which will be below the closed jpt, then this team leader will intervene, this is the jacket, which we can then write on the backpack mark, that's right Hello Well, later the scheme will also be the same from the team leader to the work team members, which means that because there is already a division of levels, we can write the translation matrix of the second level later , so this is to input the work accuracy results to the team members, then the work team will be based on the result trend or work result plan.

The triptan flower of Aji's jacket, oh our mother, has been lowered again into the womb of the soil. Of course, later. We will discuss it with the leader, who will be a member of the work team, of course later, according to the leader's objective, there will be a situation for the members. The work team will be the same as before, the work. The team will also share roles with the team members, the price is that everyone can intervene in the plan resulting from the work of the team leader alone or only a few members of the work team will intervene in the work plan up to the third planned ton. as indicated in the work.

Now for the next step, how to move from Trump's matchmaking results to our ESKP, for example, here the example is how to move the matchmaking results to SKP for work team members. Later, for the members of the work team, there will be. There will be several columns, including later there will be a column for the performance plan of the leader who intervened so that it is clear what performance plan the leader who intervened is so good at, so what are the results of his work? The performance plan of the leader who intervened in this case because it is a Jaber level city.

The video refers to the work plan of the head of his work team. So what is written here is the president's work plan. team, while this clear plan of work results is the result of the division of the dimetric translation matrix. Trans is also the head of the work team, so that later each employee has a clear transfer of the ketotin work results plan of the workshop, which will be. Of course, they have an impact on CV Pratama's achievements that were explained in the mosque. The results of the first Resort, well, in terms of qualitative fact, Mr. and Mrs.

Fuad have already explained that there can be quantitative ones and there are. They are qualitative, if she is quantitative, maybe only her husband is different, so she can immediately write a plan for the results of her work, or something like that, then she can write it too. The task is late. The work team is strict, so that it is clear which work areas are intervened, then the results of the work can be written down descriptively, what the results are, what measures of success are needed, of course what has been agreed between the team members. the task force and The Kings regarding the main and additional work, sir, this has also been explained by Westfitment, don't worry, we no longer have to worry about deciding what is the main addition, it is up to the leaders to determine what is the main , what is the additional, of course the main and the additional depend on the priorities of the leadership, perhaps everything is the main thing, if indeed everything is considered a priority.

That's right, well, this is an example of one way of. JPT paiskabkediri or the head of the Mandiri work unit, in fact, later in the column there is a plan for work results, individual performance indicators, there are goals, there is a perspective, of course, JPT refers to PK . , ladies and gentlemen, but as basket3 said earlier, this SKP is dynamic in nature, so if in the middle of the road there is a task from ITB higher-ups, of course, we can immediately enter it into KYKX, so this SKP en It is no longer a static document but a dynamic support that if there is a task in the middle of the road or adjustments to expectations, it can be made immediately adjusted in the document Akhsan anti jdnya Buka Ma'am, it has also been explained that.

SKP is not only the result of work but also work behavior, so it will sound on a tree after work results immediately there will be work behavior that, brother, work is based on values, morals and quotas karr, mother, which has been designed by the President, which is already clear, due to your success on certain issues, the leadership can add special expectations, so that they can be added to the SKP document, so this is for the format of the SKPD PT indicator manual to make it clear from the jacket work results plan if there are external people What is the inspection, Jerome can understand about the work plan of the defective, this is the attached file, if there are resources or schemes responsibility or consequences, can also be added to the SKP attachment.

In the intervention is our work plan, if the quantitative means that then there will be aspects, there will be individual performance indicators and there will be goals, of course it will also be followed by work because our beginning is a co-work trip. Well, for the qualitative, it's the same for you, just add it, eh, first I say, this is the results plan. Which is the work? Then you can write the measure of success and below it is. also the same as there are workers. Well, that was there too. Well, this has been conveyed with the ongoing fix it step, so flour or periodic feedback, we will give an example in the Human Resources Deputy.

Oh I see. Well, I will do that first before all the changes in the integrity aspect and the system are similar, where the head of the integrity aspect and the middle is the deputy of the Human Resources Apparatus, so this Khusnul Endi was beaten from way so coincident in integrity. aspect and the merit system this is open Mother the results of the work agreed upon by the athlete and dipqi there are two, so this uses an active clicker, that is, the first to launch into values, so this last year requested legs backup launched traveler Essentially this didn't exist at the beginning, open it in skpnya integrity aspects and merit system so you don't know if you want to start flsn, it can be added directly to eskd like this, then the second R with the perpetrator. in the form of a bottle with respect to firmness, for example, trains Well, the measure of success will be qualitative.

For example, if you want wood, expect it to be more about the integrity aspect and the ERP system. At that time, South Korean President Joe Sandy released a statement scheduled for July 27, 2016 or ministers' views recorded in a short video. So as an example of a qualitative measure of success, this is roughly what followers are like, well, when providing feedback later, if you can convey the achievements and data of the speakers, then SDa question from friends who handle it if the value will be the value of the work unit, Herbert Ortala's office will then issue a value that will be derived from the value of the organization or something like that because you imagine if. play it for a long time, it will produce two sounds only in the entire Ministry, there will already be many.

Other than that, there may be many. It can be released like this, what will be the mechanism? Will be like? And if you can, don't let it happen in October-November, we will only know, ma'am, because it will definitely be December. Currently we have used Candy 46, suddenly the FB value is. it is not yet clear how it will look, the graph will not be like that, that is our business ma'am, so the next thing, that is my opinion as well as additional deposits, yes ma'am, QRP friends, also maybe that is the one We want to make sure that one more thing, Budi Permenpan-RB, mentioned that the criteria are already established, the park has been planned, the results of poor performance have been deceived, maybe it can be explained what is included in the task is good, if you look, The hydroelectric power station is included in the main one, so now the additional task is done due to additional allocations. the numbers would increase.

Now, that is no longer the case. Well, that's possible so that friends who are listening to this can also provide information on what can be included in ghost tasks. For example, if we can obtain information about work at work. units that include additional tasks or not, for example, the team, for example, sent me an email to the Ortala Air Office, organizing Anjab ABK, well, that is the one that will be given to David Beckham later to the group. So the first thing is water, then it is bitter, whether it is included in additional tasks or not.

Actually, that's all, please explain, ma'am, thank you for the RPP evaluation mechanism by friends. , it is called energy as an effort to beautify the office basement RW 6, friends, if you are also confused about different mechanisms, even if both are collected, there will be an output that must be a value that must be sent, you need a ladder to friends -Friends who are additional officers, actually, when a task is said to be additional or not, it really depends on the modern leader's perspective of each job. In fact, watermelon in Permenpan 6. does not provide certain criteria, but later Pevita means that we seem to think that almost all KL ask that we have to make it clear like this later Pevita is also Mas Andi's book, but what is of trend is that these additional tasks are in fact tasks that, If you play with definition 6, are those with low intensity but are tasks that do not directly support the achievement of BBM's organizational objectives.

Tasks can be happy adding What are our tasks as a hockey team here teams there? heading maybe it can also be that's one of them, but because this comes every time the opportunity definitely calls for it. This and the existence of this is one of the instruments that must be conquered. What are the technical guidelines, what shape does it take this week? There needs to be a narrative. , what are the names of certain indicators, which we say are ginger and for leadership, they say that the Sundanese tribe is marginalized in some points, so our PR asks this?

In fact, we received many contributions from the discussion and there is Putri. More to help who could be our reference material to improve or complete the policies established by the emergence of the Baltic explosion in the additional Republic. He added a bit about the main performance and the additional impressions that are allowed, so it's actually wrong at the bottom. 6 in fact, if the SKP for work results contains the main performance and forgetting to list it in quotes may hinder the further performance of the main and additional performance depending on the priorities, which priorities are determined by the performance appraisal officer or by the same as our direct.

Perhaps if there are examples from Rio in the Ministry of Agriculture, for example the Touchpad Task Force that does not have stock feed or is there again, this is the one that suddenly has an SK that is played during the fight against drugs. o Kotagede These are also things that need to be evaluated, so suddenly people have their names in the SK or their assignments are WA, not through superiors, the trilay policy is also actually their performance if the name appears as BSK or as. is created, in essence there are six. In general, in our credits, the actors who seem a little wasted are based on the priority set by the referee and their voice can be seen whether the tap supports the organization's washing or not.

This is how Cashincake we classify it in the main performance or add a hat in the next step, if necessary, more configurations of the Peningset Candy are feared, the more the device is separated, that's right, sister, actually one of them is after of not pressing it, and if necessary, we can make additional adjustments, perhaps crying, Kian bluestep. Thanks for the resource, Mas Andi, so maybe if the reference point is that the organization does it. Of course, this is because friends, orientation, if we were the same before, we would get extra points. This means that we don't actually know what was broadcast, but that's the way it is, if you look at the couple's wishes. , it is possible that this is the sushi limit of the organization, perhaps what is in his backpack is potassium from the lens, so although he is crossing, for example, like Anjab and my team, I am crossing, but there is diffusion, Ortala Bureau Chief, water like that, first of all, that's actually our beginning, before they did it raw friends, for example, Jayden, there, meanwhile, meanwhile, that's it, Mas Andi , it's okay lady.

I would like to read one more question in the chat column, which is related to Mas Andi's question. This is cash from Magno. His position is in functional development of learning technology or BTP media, but so is the person in question. the chair of the educational scholarships working group. Is that so? The chair of the educational scholarship task force is included in the additional duties category. Hello, because the main task of PT is related to the development of learning technology, thank you, mom. 'I'm, for your answer, press this, I want to answer Yes, okay, ma'am Permission to do it, if it's spicy, Mr.

The head of the educational scholarships task force is there. Well, maybe he has to do it. Go first, what does it mean or what are the results of your work? What is the quality of our education? So what? Then you understand, the task should have gone through your superiors, if it is appropriate, it is calm, as you have done. To remove the glue, the results of your work, can you convey the results? How the work will be can be discussed later and can be discussed with the superiors, who decide whether this is included in the main performance, sir.

Secondly, because the main task of PT is related to the development of learning technology, so this will be returned for the time being. Sir, let's try to separate Radhika between organizational performance and Dijkt activity elements. maybe separate it first, sir, for dad, because this is the main task of PT related to the development of learning technology, we first focus on the objectives of the organization, if the educational scholarship working group is a important evening whose The results of the work are clear and the measures of success. Explain the strategy. Hello. Correct, with performance appraisal officers or above, the top priority can be included in the thank you very much because the response permission is fine.

Thanks to the resource person. The product has been completed In the question and answer session, the ladies and gentlemen of the socialization participants and also the specialist, we invite you to complete the list present in the link transmitted through the chat column and Before we. End of this morning's socialization event, let's listen together to a summary of the socialization activities and at the same time the closing of the event that will be delivered by the Head of the Human Resources Office to Mr. Agus Salim. We invite you, sir. Thanks, walking, but I'm about to leave. I want to join, but I can't get into the generation video to be even richer.

Thank you, Ms. Tani Listen, resource person, who has given us all the opportunity. and he is very excited. Migunani just approached. I was in the office before, sir, someone joined, yes, almost at that time, someone and a question also very soon, Habibie said, I hope this morning I missed the next time smoking can do. Let it be clearer, yes, your request is not just to end this dialogue, because the next task is actually implementation, ask, test us, good STM, you have prepared a trap that is already there immediately, that is very good at that. So we are asking for the microphone law before this forum, yes we have discussed it and our experts may still be able to use it with adjustments according to the safety of sedative candy.

In 2022, I will change to the Embassy. Once again, this is the means for us to know what to write. It's great, I know how elegant the registry is, my temperature is dropping, but later the PRT is like that, we'll see. It's easy to be active, what was said before, what is possible, if we read the sweets too, July metu, yes, it's thick, it's going to fall off, then it will be easier on the screen application. with mobile phones, next time we will go to Takengon. Man, colleagues of the Secretary of State of the virus who are building it, honing its skills so that it can comply with the provisions of the hearing cement of the year 60 of 2002, I think that is enough.

Thank you once again, I am the specialist on behalf of the Ministry of State, but I cannot attend either because there are still other activities, eh, we are appearing. Thanks for your contribution. become useful knowledge for both. Nia's reference person is useful knowledge that other people can apply. We can also join the sentence, which means we will improve performance even more. Hello, both at the work unit level. I don't, and after the lekra chips, we have recently finished with the Arab traders in our genital areas, I think the dialogue forum from morning to afternoon today is already later, ladies, please ask permission if the prophet we will ask him for more information. so, because Hey, this is something new, like dak cow, which has just completed or perfected the 8 types of sweets, there is no need to make any effort and also make efforts to continue, of course with input and direction from the Ministry of Fanevi.

I think it is mandatory. Thank you colleagues, thank you all, right, that's right, until you know, usually after activities like this, colleagues must also comply with the douj, yes, please miss the full test. , please see each one, is delivered by the Launcher. I think it's just for the public to be misled by waalaikum warahmatullahi Good afternoon Prosper greetings to all of us eight greetings warahmatullahi wabarakatuh main philosophy Thank you, madam, resourceful person, then. hold alaikum magazine regards Thank you Ms. Nani really knows how to drive the acceleration of HR transformation The presidential apparatus has established the USSSM corvee i.e. morale which is an acronym for service orientation Hello, we are committed to providing a Excellent service for the good of the community. satisfaction.

The pattern of behavior is to understand and meet the needs of the community. Two kind, agile, decisive and reliable. Make continuous improvements. We are responsible for the trust provided. honestly, with responsibility, Visionprint and high integrity, two use state assets and property responsibly, effectively and efficiently, three do not abuse the authority of the position, our employees continue to learn, you develop your capabilities, behavioral guidelines They are: 1. Increase your own competence to respond to ever-changing challenges. 2. Help others learn. 3. Carry out tasks with the best quality in harmony, we care about others and respect differences, the code of conduct is one, we respect everyone no matter what. their background, two like helping others, three, building a conducive work environment, Wow, we are dedicated and prioritize the interests of the nation and the state, the code of conduct is one: uphold the ideology of Pancasila, the constitution of the Republic of Indonesia Indonesia in 1945 was loyal to the Republic of Indonesia, councils and a legitimate government 2.

Maintain the good name of the leaders of the ASN Three agencies and countries. Maintain the secrets of our position and adaptive state. excited to mobilize and confront the changes in behavioral patterns are: one is to adapt quickly to face the change, two is to continue to innovate and develop creativity, three is to act proactively and collaboratively, we build synergistic cooperation, the behavioral pattern is, one, provide opportunities for various parties to contribute, two to be open to working together to produce added value, threeto mobilize the use of diverse resources for a common goal of driving the acceleration of human resources transformation.

The presidential apparatus has determined the ASN corvalus, that is, roofed, which is an acronym. for