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 the moderator of the socialization event.

This morning, before starting the event, allow me to greet you, ladies and gentlemen, who have come to join us here, honorable Deputy. 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 participants of the socialization, 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 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 scroll, 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 indeed Nirohim, who I respect as a high-ranking official first within of 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 of the first policy analyst of the Ministry of Administrative and Bureaucratic Reform, as well as the participants in socialization, let them 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. administrative apparatus that will open the socialization event this morning.

But he 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 Reform Administrative and Bureaucratic Regulation Number 6 of

2022

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

live

broadcast on the Ministry of State Secretariat channel. We hope everyone is in good health. We would like to say a big thank you to our support person, Mrs. 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 according to Permenpan RB number 8 of 2021, which is actually after being replaced by Permenpan RB number 6 of 2022, our method.

We only wear skinny jeans to drink 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 adjusted to the provisions in question. For example, you are different from preparing the SKP, then there is a whole process that goes from management to 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 expectations of work behavior, so that perhaps later the specialist, Ms.

Nami, can illustrate or convey this also later in the preparation of the SKP. Whether we like it or not, behavioral expectations 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 going through learning tasks, such as previous signals 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 of Para 2022, especially later, the Human Resources office has prepared the things that will actually be carried out for further adjustments in the Minister of Administrative and Bureaucratic Regulation Number 6 of 2022, including the mandate of a performance dialogue process between superiors and subordinates whether you like it or not, what has been done during the preparation of the SKP between superiors and subordinates must 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 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, performance success indicators and the accountability model, then these are the things that we will actually be able to achieve good performance from fishermen. That is individual performance and also organizational performance, so in fact, we have done all this, the hadith dulillah has been implemented since 2021 in ministries across the country. Hopefully, what will be broadcast today by The Robo de Pan y RB expert is related to Permenpan RB Issue 6 of 2022 on SN employee performance management. Hopefully later we can understand it and take advantage of it for our common benefit.

I hope it's just a greeting from us. We apologize if there are deficiencies in the implementation and hope that this socialization activity will bring benefits and strengthen us further. And our intention is to encourage improvements in the quality of performance of public officials. We wish you good luck in participating in today's socialization activities and once again we would like to thank the specialists and participants of the resocialization by saying Bismillahirrohmanirrohim, the socialization event for the Ministerial Regulation on Administrative Reform 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, who was willing to give a speech and open the series of events this morning.

Well, ladies and gentlemen, here are the biographical details of this morning's first resource for socializing. Hello, the first ecosystem is the Deputy Deputy for Performance Improvement. and the human resource reward system for the Pan-RB Ministry apparatus Ms. Nanik Murwati SMA rank Senior Supervisor Intermediate Class 4b second resource person i.e. the first policy analyst in the Pan-RB Ministry Ms. Insani Putri MSI rank junior administrator level one class 3D 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 after the presentation is finished, they will be submitted by each resource person.

We invite you. If you want to ask the resource person directly, you can request her resignation during the discussion and question and answer session for the first resource person, Ms. Nani Murwati, we invite you. Oh, thank you Ms. Alam Key. Oh, during the hours of greetings, we respect you, sir, the organization of legal administration and long-term bureaucratic reform, that is, everyone is encouraged to achieve this, Mr. Mrs. USDX expert modem CV Pratama in the environment of the Mekel Regency Government then Is it a fast administrator, fast functional and friends whom I respect this morning? I'll pass it on, ladies and gentlemen, for a moment, that's all MSG conveys in general, the appearance may be complete.

Ladies and gentlemen, yes, it is related to Permenpan Number 6 of 2002 Glue Two on the performance management of ASN workers, who knows, there are ladies and gentlemen who have not had the opportunity to read it, this candy, sir, is " Relatively new and invulnerable, ladies and gentlemen. I am trying to convey it thoroughly. In general, the material content of Permenpan number 6 will be technically Yes, Ms. Uti will continue to explain what is called a simulation. How to organize rescues both at the CVT level OJK as CV This is indeed one of the main results of the Minister of Administrative and Bureaucratic Regulations, but in addition there is Obito to evaluate and the performance, yes, the big soft hijab.

In addition, there will be some Later, what I will convey is the legal basis for reforming the performance management of ASN employees.Then the second is the performance management of ASN employees themselves and the transfer points.Then the general principles for changing the mindset in performance management. of SM employees, as well as an overview of ASN performance management, what the stages are. -The regulated stages in Permenpan number 6 start with how we set and clarify expectations and then how we provide periodic feedback or in Permenpan we know the term for Hino. continuous tickets, then how to evaluate employee performance and how to give awards 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, when it comes 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 officials. conversation statements that were later updated because there was law number 18 74, it is true that the evaluation of the implementation of the official work that we know as DP3 is more like that, ladies and gentlemen, than with the law of Transformation of law number 8. and without three, then we have a kind of f46 of 2011, whose term changed to evaluation of the work performance of public officials becomes the objective of employee performance that will be used effectively.

Yes, so with the law number 5 of 2014 on the Triangle of 2019 on 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 relating to the performance management system of public officials that we later perfected with Permenpan number 6 2022 relating to the management of SM employees' expenses, where once the mandate of PP 49 2018 relating to w3k performance management is adapted so that in this regulation sir we convey that the hair does include two Whether it is Pérez or Jupe or not, one of the main changes we have made to maintain the Number 6 of 2022, both in terms of legal developments and year-to-year transformation, you know how SM employee performance management information has changed from Ministerial Regulation Number 8 to your first marriage.

Why our Ministerial Regulation Number 8? That's right, ladies and gentlemen, there's nothing to worry about. Later we will seeYou'll have a new job, that's all. In fact, in this last Permenpan lam we want to help so that it doesn't get too complicated and adjust the layer. Additionally, our mission in our candy harvest is to simplify 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 presented. Onions have Permenpan number 6. We also adapt the yield. management for the three because in principle performance management among public servants is not the same, that is why we unite it in This candy is a change in terms of title and time of participation.

Then secondly, in comparison, we want to admit that modification. of work behavior is one of the performance evaluation instruments, so it is not only work results, the third is work behavior, what is it, then this third is also because there is a policy of bureaucratic simplification at the national level, which ultimately it has the implication of giving birth to an Israeli work mechanism, then in Permenpan 6 we included a performance evaluation mechanism to align it with the work system mechanism, which is more important, then also fundamental changes or Mr. Ibu , in Permentan 6 we separate SKP or evaluation of work success. with credit numbers for friends who get the functional GTA, so it is hoped that what is called can be more focused and separated between the work agencies that are for organizational participation and for the professional development of PT Abe for these functional officials , what are the main points? of change, that is why Regulation number 6 of the Minister of Agriculture We are indeed publishing the points and 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 echelon 3 and below mostly transformed into functional speed at its peak? The ideal working mechanism should also be supported by this, which is one of the things that is called a basic need at that time, why candy, because we have to clean it up immediately, these are still points, maybe we can pass it on later , it will be easier to understand 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 need to worry, because the stages that we adopt when playing with arrows are the same as 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 we adopt in the passenger request, starting from performance planning, then implementation, performance monitoring and training, but in this implementation stage we focus more , yes, we focus on feedback mechanism instruments, different from the previous one, ladies and gentlemen, yes, then the main stage of performance appraisal that ends is the employee performance appraisal, the result of which 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 conversion behavior that had been fried Timpa hidden in the performance evaluation instrument, ladies and gentlemen, which was originally played 8, we adopted it in its entirety from the 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 the first three months of this year, then I just have to go skating, oh. This is part of the behavior that only needs to be migrated later, maybe we will 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 to work in Nisa, you. Why is the Minister of Administrative and Administrative Reform 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 differentiate. Yes, because in fact the Minister of Administrative Regulation 61 opens space for others apart from forbali. which are stipulated in the Permenpan woman mother can also provide special inspiration for SM behavior in accordance with the expected work results, so this is really true, this bedside person is very, very decisive, yes, in the Mini sweets Panlak 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 objectivity or professional subjectivity, the victim uses it well.

Let's use it, we will continue using it if the position remains sad. 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 evaluations. also from 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 just using a quantitative approach. Yes, sir, then those who are considered to have a performance plan must simply work.

Then, in the sweet, Mr. Nikita uses an approach that can be used as a quantitative or qualitative, adjusted cultural choice. to which 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 . That's the IDP, yes, there are even organizations whose performance plans, results, are more accurate if quality aspects are used, so this is what he did yesterday. Come on, let's provide an option like that, so that the SKP can 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 an explanation of the technical details of how to choose quantitative, how, when should we choose qualitative and how?, narrating thus, yes, this is what will be conveyed in the session after having conveyed in general actor's request twins 22.

These are Also some of the differences, ladies and gentlemen, yes, in this candy performance evaluation, we found it was simpler because we didn't use mathematical formulas. That is great, it does not mean that we use a performance quadrant approach that we do not have 9 performance boxes to evaluate the time to extract the results, the performance evaluation results of each employee are good, so in this Ministerial Decree 6 also we give more proportional weighting, that's what it means, now that's why we are showing boarding trains, there are many inputs that there are so many of our friends who are PLT for higher positions or salempang positions that cannot be evaluated proportionally to their greats generative bodies, yes, because they are not the spiciest, the main taskmaster in their position, they eat it.

This extra 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. This is how it becomes your main task. "Why is there an allocation decree like that? Although it is not from the OPO's position. At first I was sure if it was about the media because of course he records Peltim, he is doing it at the same time, yes , this is what we are doing more proportionally so that we do everything. It will be evaluated and given a proportional burden yes, ladies and gentlemen.

So what is also important for the friends of AJB is that with the Minister of Administrative Regulation no there will be luck in linking the activity elements with credit numbers with a limit on the performance 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 SKP , yes, this should make me nervous. Yes, so what we are doing after pressing also, ladies and gentlemen, you don't need to worry, our friends at CF, together with us, we are carrying out a transformation and also simplifying the activity elements , there are Even alternatives, eliminating activity elements, there is no creativity, we will also use the results of this performance evaluation as an instrument for improvement, eh, it can be used as a research instrument.

Large lift with several requirements of course, namely, Various activities have been discussed with the CF guidance agency, which we will of course simplify the form of activity that is currently considered very, very high. Wahid the valve is very small, along with the transformation also so that it does not cause any difficulty or burden, right? Friends, due to the current evaluation, when the CSR activity items appear included in the SKP, the evaluation results, our friends, will not be transmitted until later, boss. It turns out that it does not cause, does not build, does not support, encourages acceleration for the alignment of rabbit performance and individual performance, that is, each of the activity elements of the ticket is relevant to the results of the work that the site must produce Jl's tiktok website in question.

Hello, then in fact it has also been decided to say that the name of this Permenpan kilapan is valid only until the second semester for sap2000 21 and the remaining 3022. Our recommendation is that the Regulation of the Minister of Agriculture number 60 of 2022 has been fully implemented. What do you want friends, face it? Wow, you are going to get married again, you have to change again, so we are going to try as much as possible so that the migration is not very difficult, right? You do not have your cell phone installed the mechanism that was hit does not change simple if it is possible that this is a non-profit project to manage employee performance I say that the transformation we are carrying out is that we measure if our results are not , but also performance, which means combining small results and work behavior, that's why we use the term performance, Permenpan number 6 2022, then the episode conveys why one of the things we are doing is no longer using the SKB performance activities because it turns out that the results of the evaluation 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 performance of 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, then we want that in the future the performance evaluation will be part of the evaluation of the foot water system and become in an employee remuneration determination scheme, so now employees with the same level, the same class, whatever their performance, will definitely get the same, yes, but we will move 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, then 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 expectations. of leadership, as we said before, the role of the leader is very, very important, at this moment?

Is it because in the SKP the other monetary base is the expectations of the East Javanese leaders that are met or not met or below the size of the corner boss? Well, apart from that, I will continue to convey this to the gentleman, it is necessary to use the term OK, so we have professional devices, professional support, ladies, yes, these are the instruments to strengthen that, so the importance of identity. , dialogue, so that to understand what kind of use the employee wants, it is useful, not letting the employee receive the results of his evaluation, in the end they were disappointed, they perpetuated what was expected, this is how it can be bad, that's whyemployees.

But let's say that in fact one of the main departures from the Permenpan name is Escape, which is actually incorrect. one or the size related to this, 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 by researching Thin Pizza. team, they can be independent, ladies and gentlemen, yes, what is the mechanism for setting and clarifying expectations, Yana, but this is the determination of the working mechanism for determining the pattern of assignments made by performance appraisal officers to their superiors immediate in the future.

Now you are in that place, so those who provide rubbings, not prayers, equally, this is in the form of Fitriana's description of this working mechanism, but the space that will open is Permenpan 7 of the mechanisms of the working system, which states that assignments can also be made by other officials within a unit or between units or even between agencies if necessary. In fact, this is our frozen puspenerbal khozim, OK Hello lifestyle Hello, thank you, Mr. Indah Lahm, the working mechanism to determine yes. It helps of course, the sex of the lover who is anyone's hatching group, the electronic performance is direct, yes, but until you pay attention, open space, yes, if the assignments are also carried out by other officials in a unit or between units, 3 cross-generation pairs are needed.

This is what is needed. It is reported that his assignment was not expedited by the appraiser to his immediate superior, the Hebrew words then this is the working mechanism for By determining and inaugurating the expectations of the assignment pattern, the assignment is carried out by another official other than the performance appraisal officer, then the assignment is first transmitted to the performance appraisal officer, which actually makes F2 want to ask GTA for assignments for his staff, finally 10, then the status goes down to the director again, okay, then What is called a task will be asked not to go through the scientific performance evaluation officer and then he can coordinate and Juli's leadership is supporting. i.e.

Juned Juned is the organization that coordinates the administrative forests, yes, if given the Den Haag Menpan version Yes Escape if there is one in the state secretariat, yes, maybe the section that handles the administration is used for this , then only then the direct The superior or the performance officer gives the task to the employee concerned, then the task cannot be directly transmitted to the employee concerned without the knowledge of the performance appraisal officer Why will he feel sorry for the employee ? Why will you feel sorry for the employee? Afterwards?, the final evaluator who will do the evaluation will be the performance evaluator and at the same time it will be sad that he is not informed, then the work assigned to him by another party will be of no use. value that cannot be calculated, that is not part of the performance evaluation by your superior, which is precisely However, with Permenpan number 7, yes, the level is that employees can be assigned assignments to participate on work assignments or other work units that open opportunities as long as they are approved by the performance appraisal officer, so employees may suspect that there will be an appointment or will volunteer because they feel their competence is appropriate with the job which will be made on Steam in question. , it is very possible that as long as the performance appraisal officer agrees, of course he does, then the next thing is, ladies and gentlemen, this is the reporting mechanism in which employees report their performance directly to the appraisal officer of performance, then the official Who assigns the task, for example, no?

The performance appraisal officer who assigns the task then hands over the feedback generator or performance feedback of the concerned employee to the performance appraisal officer for use as appraisal material for performance appraisal. then comes the second part, ladies and gentlemen, from what stage of work do you provide regular feedback in accordance with Permenpan 6? This performance dialogue is one of the main instruments that we use, which is to do what is called performance management. So what are the expectations so roughly advanced either at the beginning or in the planning in the middle and at the end for determining cultural outcomes?

Expectations regarding the results of employees' work to achieve organizational performance, then highlighting the role and results. The characteristics of each employee are selected as part of the dialogue content, then through the dialogue, it is hoped that we can find out whether the employee's behavior is in accordance with the correct guidelines or not. It is also possible through dialogue. If the employee's performance is in line with expectations or will be above and beyond the usual level of recognition and recognition, then also this dialogue, as it is called, is one of the instruments to provide continuous coverage of employee performance issues. employees and alternative business solutions, discuss them together in detail, ladies and gentlemen.

Yes, in essence, this is instrumental, so two- The way communication is important, yes, in this regulation, there are no more gaps in performance, there are no more miscommunications, is this genetic transparency what we want build in the number of Permenpan? What is the procedure to provide humidity to the Jihan tent? What is being discussed is the process of providing types of things that are already good or things that need to be improved and when necessary to employees, it can be done directly or indirectly, the one who gives the feedback is the one who should come or the evaluation. of official performance, but it can also be done by employees at the same level or lower employees or even use the OVJ 360 mechanism.

Hello ladies and gentlemen, and when it is done, it can be done at any time. initiative to give feedback or on the initiative of the employee as necessary if he needs dialogue to help accelerate the completion of the performance that is distributed to him like this, then this is child How to evaluate the performance of the employee that this is an official can evaluate our performance in the Minister of Administrative Regulations 16 main types in the minister and then in the DPT Intermediate for the leaders of the agencies, then the DPT is loaded first in the area of ​​the regional heads Then, for the leaders of the Mandiri work units, such as PT danbi batiqa, it is carried out by the heads of organizational units designated to coordinate the UPTD or diverticula, this is another traveler and the evaluation work mechanism is that the evaluation of employee performance is carried out more quickly, so that it is delivered .

Why do all Fauzans have to go through a performance evaluation because of the evaluation that DM's performance evaluator gets, even though those who give it are not all those who are expected to get assignments, in addition to being a quick translator of the comments from the broken ones. Assigning the sports club to consider this, it is conveyed that it is indeed the Minister of Administrative and Bureaucratic Regulations. This term may appear, some people say professional professional subjectivity, I use it, but you don't, not all CB passengers, if he and she also have to be proportionally enlightened, it's different.

For example, well, this is said to be Mr. Evaluation, ladies and gentlemen, the evaluation of employee performance is carried out through the stages of determining organizational performance so that they convey the determination of their organizational performance, then, from the results. of organizational performance, both product and final product, is distributed to each employee according to the achievements of organizational performance and then the predicate of each individual is determined. This employee means the guard of the organization. Let's first check the performance of this employee ABC. What is the How is his contribution distributed? Then we will extract the manuscript in the form of an inbox matrix to determine the Indonesian title of each employee by considering his contribution from the discussion results this time.

These are the steps that were carried out, but later The results will be like this if we draw it in the form of an armpit diagram. Be careful when determining the performance of a three-month periodic evaluation organization, ladies and gentlemen, whose base is the Captain of the PK, this is how that is, later in Permenpan 6 we will make there be 5555 performance yes, special good and sufficient , then less and less and each of these What is the position of the organization? Then we will distribute it among the roles of the achievements of each employee of the escape achieved by our rain Make this a matrix Eh well, the inbox is in the number of the Minister of Agriculture Why the number 6 This is what differentiates Candy Once by Candy 82 Permenpan lam when you search for employee performance reviews, it will be in the form of a text matrix. data, what is each of these roles called in the sea, which is a combination of work results and work behavior, nothing will be captured, okay, the value will be when he in terms of behavior above education, then the results of his work is also livelihood, that's why he is very good when he adapts to his lover, then his performance above is still good, yes, the same when he behaves above and shouts, the results of his work are according to us.

Siti Badriah In fact, 44 this is the brain that will later get more value compared to the friends in the boxes next to it and below. So this is the result of the end of the year evaluation, Mr. and Mrs. In fact, at the basic level period, what is the achievement of PK, three months, but if at the end of the year there are the results and delivery of the leadership assessment with the RD process or implementation, the black RB index combines the RD index of RD implementation with performance. results, so later from here what is special about whether it is good for food improvement will be discussed later in the role of each employee, which in the end will also be expressed in the form of a table like this, that is, employees.

How many people are there, how many people are here, how many are here, so this is what will be the result of a more central distribution, this is very good, this is good, guys, this is what it is. From the organizational assessment results we said above, a distribution pattern will be implemented based on the performance of the distribution pattern. This distribution pattern is beautiful, doesn't it describe the strength of this employee? He said it's a distribution, whether it's a lens or a guide, just below because it's a big concept, it's generally a performance predicate, even though our organization's performance is very poor.

Conceptually, it is said that in general the performance rating Indeed the number of employees is very poor, but this is possible because there are also employees whose performance is rated as very good, adequate or bad, so each of them is should give a different assessment because it turns out that in the first organization, it is very poor even conceptually, we also found that there are employees whose prices are also very good, although the percentage is definitely lower than those who are very poor because Andrea's results are very poor, as well as organizations that have poor performance, so the distribution of employees turns out that not all of them are more or less useful, the same goes for the organization, what we have ever needed to improve or what is good is still found also in the concept of management, it turns out that there are employees. who let their transfer was very poor or even not big enough even though the disease is good, so I am confused when there are employees who lack much less and also their mastery is very good.

Of course, because in the end The result is special, ladies and gentlemen, due to the conception of the employee distribution curve based on the units carried out by each organization, well, we say that the explanation of the qualification that we say is that our work It is above the Express. We provide guidance in Permenpan number 6 that we say above expectations when most or all of the work results adapt, what is it called, there is no performance that meets GTM expectations and feedback in part or in its entirety is The employee in question responded immediately, so the president's anti-evidence regarding the response to Turkey's comments is an attachment to Mr.

SKP. Madam to complete it to ensure that although the basis will be from this television evaluation, it was an accident that he said Why are others good now, why are their grades still bad, why do they need to improve their grades? or everyonethey agree with their lover and below, when that is the guide, when it says that in the file, when they bring her, this is in fact a later format, Ms. Uti will convey more details, but we just emphasize that later in the employee performance evaluation document format, their performance will be evaluated, achievements in organizational performance, the employee's performance will also appear.

Predicates will also appear. Well, this is what I will definitely say. Why will employees with the same class level in the future be able to get different ones? Why is this because this performance predicate is the basis for determining employee performance allowances in the future? These are the majority of cases, sir. Madam, yes I am a PP from Hollywood City Vocational High School who has to complete this performance appraisal management mechanism which will then determine that later 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 9 foot 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 initiation of talent, the performance of employees must be very important, Valenpool added, due to its consistency in its application. , 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 it is said that performance is not as expected, but The mother is what we hope for.

We will do it consistently and we will complete the policy instruments so that the implementation is easier and in the future there will also be a consistency in the relationship between performance predicates and salary adjustments where later when we increase salaries it gives different percentages depending on the employee's final performance predicate according to the accordion is get the maximum if it is in box number one you get the minimum here then a is your name then 324 is silent in front of the minimum and the rest is what it is 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 to 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 classification of talent that will be in the employee's job? In the number one netbook, this will have priority for verification by the Talent Committee so that you will 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 all the activities, Kai, guys, to get closer to the fractions followed, Makayaki meetings have also been organized for the development of competencies in subscription 30. And we will also formulate this, we will implement it, what is it called, we will lower it in 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 elements, but since this performance evaluation can be an instrument to support the improvement of the rank or career of officials.

Functional is like the hope that performance evaluation is a motivator for employees, the distance is patented so that we can get tickets for structural positions. and functional positions. OK, this is what we do and in the same way, type B is fun, beautiful, ladies and gentlemen, sanctions are seen as the smartest, not all PP TTG fines are achieved or if CKD is not achieved, then it takes six months. to improve performance. If six months do not work, then the competency test is repeated or even if the stage structure has no vacancies available then the employee is respectfully dismissed when he has enough to retire, furthermore he does not meet the requirements.

The requirements are already the following, what 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 yes is allowed, 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'll give it back to Mojokerto. Wassalamualaikum warahmatullah undermined Waalaikumsalam warahmatullahi wabarakatuh. Thank you, ladies and gentlemen, let's see together the continuation of the presentation of the second speaker of Mrs.

Insani, our daughter can send it, okay, ladies and gentlemen, please permission, if it is an honorable measure, the honorable organization, the STNK experts, please respect the OJK, the cecak and the State Secretariat, 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 the Vatican Playbook results are from jpt Pratama is briefly revealed later from the atamah jacket later from the map we can arrange the first turn This is like this.

What are the performance objectives? Then our Pratama North DPT leaders will be able to choose which employees will intervene in the performance objectives at PK Ahok. This DPT can be the first performance objective or IC1. This DPT is implemented by everyone. 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 seen that all the employee roles after the jacket are attacks on the JPT performance objectives . So, enter 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 in which the first jacket wants to be the head of this work team. It is the same ladies and gentlemen, so he stays formed, creates a result that is formed, the result is stagnant, 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 in the brand of the backpack, that's it Hello Well, later the scheme will also be the same as the team leader for the work team members, which means that because there is already a division of levels, we can write the matrix of Second level translation later, so this is to input the work accuracy results to the team members, then the work team based on the result trend or work result plan.

The triptan flower on Aji's jacket, oh our mother, has been lowered. Write it again on the soil matrix. Filming will take place in the work team. 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 goal, there will be a situation of the members, the work team will be the same as before, the work team will also will 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 work team members, there will be several columns, even later there will be a column for the performance plan of the leader who intervened, so that it is clear which performance plan the leader who intervened is so good at, What are the results of your 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 then each employee will have a clear transfer of the ketotin work results plan of the workshop, which Of course, have an impact on the achievements of CV Pratama that was explained in the mosque . The results of the first Resort, well, in terms of qualitative fact, Mr. and Mrs.

Fuad have already explained that it can be quantitative and they are not qualitative, in the case that she is quantitative, maybe only her husband is different , then you can immediately write a plan for the results of your work, or something like that, later you can also write it down. 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 members. of the work team and The Kings regarding the main and additional work, sir, this has also been explained by Westfitment, do not worry, we no longer have to worry about deciding what the main addition is, it is up to the leaders to determine. which is the main, which is the additional, of course the main and the additional depend on the priorities of the leadership, maybe everything is the main, if everything is considered a priority, that's right, well, this is an example of a shape. from the JPT paiskabkediri or the head of the Mandiri work unit.

In fact, further in the column there is a plan for work results, individual performance indicators, there are goals, there is a perspective, of course. Generally for the JPT, JPT refers to PK, ladies and gentlemen, but as Basket3 said above, this SKP is dynamic in nature, so if in the middle of the road there is a task from the ITB higher-ups, of course, we can enter it immediately in KYKX, so this SKP 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 done immediately. adjusted in the document Akhsan anti jdnya Buka Madam, it has also been explained that SKP is not only the result of work but also work behavior, so it will ring in a tree after the results of work immediately there will be work behavior that brother, The work is based on the values, morals and quotas of Karr, mother, which has been designed by the President, which is already clear, due to his success on certain issues, the leadership can add special expectations, so that can be added to the SKP document, so this is for the SKPD PT indicator manual format so that Make it clear in the jacket work results plan if there are external people.

What is inspection? Jerome can understand the work plan of the defective, this is the attachment, if there are resources or responsibility or consequence schemes, it can also be added to the SKP attachment. In the intervention is our work plan, if the quantitative means that afterwards 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-working 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. It is also the same as there are workers. Well, that was there too. Well, this has been conveyed by the step about the ongoing arrangement, so flour or periodic feedback, we will give an example in the Human Resources Deputy. "Ah, I see. Okay, I'll do that first before all the changes to 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 that this Khusnul Endi was beaten so coincidentally in the The integrity aspect and the merit system are open.

Mother, the work results agreed upon by the athlete and dipqi are two, so an active clicker is used, i.e. , the first to launch into securities, so this last year the backup application legs were launched traveler essence, well, this did not exist at the beginning,of the Assault Theater, so it is quite small. How do you say Hong Kong MRB Pain Management Raft stretches, there are so many components? which can be presented as one. I think it will be easier and more effective if our matrix fills 10 columns instead of 10 10 shape matrices like that and that will provide convenience and understanding advantage for all KL people to understand the big concept.

Oh, it turns out that the concept is linked like this. So why do we have to do 1, 2, 3 and 4? If you separate them, they will fall, so I appreciate the boost. Instead of writing like this in WhatsApp status, it is better to go directly to spk.doc, just think of it as a dialogue about poor performance and fainsan, that's all. Thank you for the opportunity. Always stay healthy. Thank you for your contribution. I would like a response from the specialist, please. Oh yes, she and Miss Nora like it, it's really not in bad taste, so this is indeed one of the transformations.What we also hope is that in the future friends, in this performance evaluation process, let's also combine what the friends of RB do with the performance of the organization, hopefully what Miss Nora said, we can realize what it is called, that's right, simplify the process, simplify the evaluation mechanism so that it really is These are dozens of dozens, yes, Miss Nora, whether it is broadcast according to the delivery and the local government also broadcasts to Maxim adults.

They spend a lot of time filling out evaluation forms that are actually related to each other and also to human beings. You can start from there. So, right? There is something that is targeted because all of that is what we do at the Ministry of Administrative and Bureaucratic Reform as the watermelon policymakers explain. Thank you also, Mr. RT is not top-down, it is not unilateral in what the determination of the results of the Indonesian Orientation is conveyed, sir. I hope they are also consistent with the dialogue like us. do to determine performance. Thank you Mr. Mrs.

Prawani, I will return the explanation. Thank you, Miss Coffee. Please enter her opinion. Please follow up immediately and we are waiting for good news from our colleagues at the Ministry of Administrative and Bureaucratic Affairs. Reform. Mas Anggi Nugroho's last question, we invite you to ask the Bakwanti democracy expert directly. Assalamualaikum, madam Please, madam, yes, yes, that is because it is still being discussed among the minister's friends, but there is a question from friends who handle it, if the value will be the value of the work unit, Herbert Ortala's bureau will then output a value that will be derived from the organization's value or something because you can imagine if you 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 the mechanism be like? And if you can, don't let it happen in October-November, we will only know madam because it will definitely be December. Currently we have used Candy 46, suddenly the value of FB is still not clear how it will look, the graph will not be like that, that is our business madam, so the following, that is my opinion as well as additional deposits, yes madam, friends QRP , also maybe that's 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 the poor performance have been misled, maybe it can be explained that what is included in the task is good, if we look at it, the hydroelectric plant is the main one, that is why it is done now.

How is the homework? additional due to additional assignments. In the past, the perception that numbers would increase was pursued. Now, that is no longer the case. Well, that's possible so that friends who are listening to this can also provide information about what can be included in ghost tasks. For example, if we can get information about work in all work units. additional tasks or not so, for example, the team, for example, sent me a message to the Ortala Air Office, organizing Anjab ABK, like this. Well, that's the one he'll give David Beckham later to the group, so the first The Thing is Water, so it's bitter, whether it's included in additional tasks or not.

Actually, that's all. Please explain, ma'am. Thank you madam, with the RPP evaluation mechanism carried out by friends, it is called energy as an effort to beautify the basement of the RW 6 office, friends, if you are also confused about the different mechanisms, even if both are collected, there will be an output that must be a value that must be sent, you guys I need a ladder for friends -Friends who are additional officers, actually, when you say that a task is additional or not, it really depends on the modern leader's perspective of each job. In fact, the 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 steam is that these additional tasks are in fact tasks that, if you play with definition 6, are those of 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 we 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 form does this week take, there needs to be a narrative, what are the names of certain indicators, which we say is ginger and for the leadership, they say that the Sundanese tribe is marginalized at some points, which is why our PR asks this.

In fact, we received many contributions from the discussion and Putri Mas is here to help. Who could be our reference material to refine or complete the policies established by the emergence of the Baltic explosion in the additional Republic? She added a bit about the main performance and additional impressions being allowed, so it's really incorrect in the first place. 6 in fact, the SKP for the work result contains the main performance and forgetting to list it in quotes may hinder further performance of the main and additional performance depending on the priorities, which priorities are determined by the performance appraisal officer or our direct superior.

Maybe if there are examples from Rio in the Ministry of Agriculture, for example the Touchpad Task Force that does not have a stock feed or is there again, this is the one that suddenly has an SK that is playing during the fight against drugs or 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 actually their performance too if in fact the name appears as BSK or how is it. 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 the voice of him can be seen whether the tap supports the organization's washing or not.

This is how Cashincake we classify it into the main function 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 putting pressure on him. And if necessary, we can make additional adjustments, maybe crying, Kian bluestep. Thanks for the resource, Mas Andi, for that. It is quite significant, perhaps if the reference point is that the organization makes it clear, because friends, the orientation, if we were the same, would get extra points, that is, we don't actually know that it was issued, but that's how it is, if You look at the couple's wishes, it is possible that This is the limit of the organization's sushi.

Maybe what is in his backpack is potassium from the lens, so even though he is crossing, for example, like Anjab and my team, I am crossing, but there is diffusion, Head of the Ortala Office. water like that, first of all, that's actually our beginning, before the raw friends did it, for example, Jayden, there, meanwhile, meanwhile, I That's it, Mas Andi, okay, ma'am. Please allow me to read one. More questions in the chat column, which are related to Mas Andi's question. This is cash from Magno. He's on QNet. His position is in the functional development of learning technology or BTP media, but the person in question is also the chair of the educational scholarships working group.

Is it as the chairman of the educational scholarship working group is it included in the category of additional tasks Hello, because the main task of PT is related to the development of learning technology, thank you madam, please reply, press this, I want to reply Yes, okay, ma'am, permission to do it, if it's spicy, sir. The head of the educational scholarship task force is inside. Well, maybe you have to go first, what does that mean? or what are the results of your work?, what is the quality of our education?, and what, then you understand, the order should have passed through your superiors, if applicable, you have to be calm, as if you had to remove the glue.

Can you convey the results? How the job will be can be discussed later and can be discussed with superiors who decide whether this is included in the main performance sir or not. We come first, second, because the main task of PT is related to the development of learning technology, so this will be returned for the moment, sir, let's try to separate Radhika between organizational performance with the elements of Dijkt's activity, it's like that, maybe separate it first, sir, for dad. Because this is the main task of the PT related to the development of learning technology, we first focus on the goals of the organization, whether the educational scholarship working group is an important evening whose work results are clear and measures of success.

Explain the strategy, hello. Well, with performance appraisal officers or superiors, 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 is completed. In the question and answer session, we invite the ladies and gentlemen of the socialization participants and also the reference person to complete the list present in the link transmitted through the chat column and Before ending the socialization event this morning, 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. Thank you. Walking but I'm just 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 is very excited. Migunani just zoomed in. "I was in the office before, sir, someone joined, yes, then almost at that moment, someone and a question also very soon," said Habibie, I hope this morning I missed the next cigarette can clarify it, yes, your request does not en Just to finish this dialogue, because the next task is actually the implementation, ask, test us, good STM, you have prepared a trap that is already there immediately, that is very good at it, so we are asking for the microphone law before.

In this forum, yes, we have discussed it and our experts may still be able to use it with adjustments according to the safety of sedatives. In 2022, I will move to the Embassy. Again, these are the means for us. to know what to write It's great, I know the elegance of the record, my temperature is low, but then the PRT is like this, we will see it in the year of ease of active kwe, what was said before, what is possible, if we read the sweets Also, July metu, yes, it will fall thick, already, later it will be easier in the display screen application.

With mobile phones, we will go to Takengon next time. 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 resource. person 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. Your mother's contribution will soon become useful knowledge for both of you. Nia, Resource Person, is useful knowledge that other people can apply.

We can also join the sentence, which means it will improve performance even more. Hello, both at the work unit level, we cannot do it, or after the lekra. chips, we recently finished with the Arab traders in our genital area, I think the dialogue forum from morning to afternoon today is already later, ladies, please ask permission if the prophet we will ask for more information like that, because Eh , this is something new, like dak cow, which justcomplete or perfect the 8 types of sweets, there is no need to make any effort and also make efforts to follow up, of course with the input and direction of the Ministry of Fanevi.

I think it is mandatory. Thank you. Colleagues, thank you all, that's right, until you know, humans usually after activities like this, colleagues also need to comply with the douj, yes, please miss the full test, see each of them, it is delivered . by the launcher. I think it's just letting the public be misled by waalaikum warahmatullahi. wabarakatuh Good afternoon Healthy greetings, prosperous greetings to all of us eight greetings warahmatullahi wabarakatuh main philosophy Thank you Mr. Mrs. resource person, then hold the magazine greetings alaikum Thank you Mrs. Nani really knows how to drive the acceleration of human resources transformation.

The presidential apparatus has established the corvee USSSM, that is, morale, which is an acronym for service orientation. Hello, we are committed to providing excellent service for the satisfaction of the community. The behavior pattern is one to understand and meet the needs of the community. Two friendly, agile, problem-solving and reliable. 3. Make continuous improvements. Responsible. We are responsible for the trust provided. The behavior pattern is one. Perform tasks honestly. Responsibly. With precision. Visionprint and have high integrity, two use wealth and state property responsibly, effectively and efficiently, three do not abuse the authority of the position, our employees continue to learn, you develop your capabilities, the behavioral guidelines are: 1.

Increase your own competence to respond to constantly changing challenges 2. Help others learn 3. Perform tasks with the best quality in harmony, we care about each other and respect differences, the code of conduct is one, we respect everyone whatever its origin, two of us like to help others, three, build 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 of 1945 was loyal to the Republic of Indonesia, councils and a legitimate government 2. Maintain the good name of the leaders of the ASN agencies and countries.

Three. Maintain the secrets of our position and adaptive state. We continue to innovate and we are excited to mobilize and confront. The changes in behavioral patterns are one: adapt quickly to face the change, two, continue to innovate and develop creativity, three, act proactively, collaboratively, we build synergistic cooperation, the behavioral guideline is, one: provide opportunities to various parties to contribute, two be open to working together to produce added value, three encourage the use of diverse resources for a common goal to drive the acceleration of HR transformation. The presidential apparatus has determined the ASN corvalus, that is, roofed, which is an acronym for