Journal articles on the topic 'Civil servants'
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1
Sandiani, Ni Luh, I. Gusti Bagus Suryawan, and Ida Ayu Putu Widiati. "Penegakan Sanksi Terhadap Aparatur Sipil Negara yang Melakukan Pelanggaran Disiplin di Lingkungan Pemerintah Kota Denpasar." Jurnal Interpretasi Hukum 1, no. 1 (August 20, 2020): 196–203. http://dx.doi.org/10.22225/juinhum.1.1.2210.196-203.
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One of the problems faced by the Indonesian bureaucracy is the violation of discipline by Civil Servants. Therefore, Law No. 5 of 2014 concerning Civil Servantsand PP No. 53/2010 concerning Civil Servant Discipline. Based on this background, this research was conducted with the aim of outlining how the discipline of Civil Servants in Denpasar City Government based on Law No.5 / 2014 concerning ASN and PP No. 53/2010 concerning Discipline of Civil Servants and how to enforce legal sanctions for Civil Servants who commit disciplinary violations within the Denpasar City Government. This research was designed using an empirical approach. This research was conducted directly at the Denpasar City BKPSDM by conducting interviews with the Kasubid Discipline and the Denpasar City BKPSDM Award. The results of this study indicated that the regulation of Civil Servant discipline in the BKPSDM is clearly regulated in the Civil ServantLaw and PP No. 53/2010 concerning Discipline of Civil Servants, and enforcement of legal sanctions at the BKPSDM for ASN who commit violations of discipline are also guided by Law No. 5 of 2014 concerning ASN and PP No 53/2010 concerning Discipline of Civil Servants. These laws and regulations already have clear rules. The causes of discipline violations committed by Civil Servants are that Civil Servantsdo not understand the rules, the leadership does not act firmly, lack of inherent supervision (WASKAT), and lack of appreciation praise for subordinates.
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Awang, Abd Hair, Maslinda Haron, Iskandar Zainuddin Rela, and Suhana Saad. "Formation of civil servants' creativity through transformative leadership." Journal of Management Development 39, no. 4 (February 26, 2020): 499–515. http://dx.doi.org/10.1108/jmd-04-2019-0142.
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PurposeCreativity is the core of digital knowledge-based economic growth and competitiveness. Given the fact that public service is a major contributor to the country's governance system, creativity among civil servants should be enhanced. Effective leadership in public services is necessary to nurture the creativity of high-quality public services. This study aims to examine the effects of transformational leadership on civil servant's creativity.Design/methodology/approachThis study was conducted in six selected public service agencies. A total of 214 questionnaires were distributed to civil servant offices, only 82.2 percent (176 questionnaires) were returned. Data were tested using SMART PLS to determine whether the four transformational leadership dimensions, namely, intellectual stimulation, idealized influence, individual consideration, and inspirational motivation, exhibit a significant effect on creativity of civil servant officers.FindingsFindings showed positive effects of the four transformational leadership dimensions on the civil servant's creativity.Research limitations/implicationsWith small sample size, this study can still be expanded to all available public services sector in urban and rural area to gain a wider perspective.Practical implicationsThis study presents strong managerial implications that can be used by public service to evaluate the consequence of transformational leadership on the creativity of employees, particularly the young civil servants. Through transformational leadership style, public service leaders can foster and improve young civil servants' creativity and share knowledge to achieve high performance.Originality/valueWith genuine verified measurement of transformative leadership and public sector creativity, the path correlation analysis shows that intellectual stimulation, idealized influence, individual consideration, and inspirational motivation have significant direct effects on creativity of the civil servant.
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van der Steen, Martijn, Mark J. W. van Twist, and Daphne Bressers. "The Sedimentation of Public Values: How a Variety of Governance Perspectives Guide the Practical Actions of Civil Servants." Review of Public Personnel Administration 38, no. 4 (October 20, 2016): 387–414. http://dx.doi.org/10.1177/0734371x16671369.
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What defines a good civil servant is not self-evident. In fact, when you ask civil servants what it means “to be a good civil servant” and “to do a good job,” you receive differing responses based on the various values that guide the way each individual approaches their job. The differing values can be traced to well-established perspectives in the literatures of public administration, governance, and political science. Each perspective defines “good government” and “being a good civil servant” in different ways, elevating differing values in the process. These perspectives are institutionalized and internalized in the present-day reality of public administration. Therefore, a present-day civil servant works amid a variety of competing perspectives about what “good government” and “being a good civil servant” mean. It is interesting how various perspectives on “good governance” and “being a good civil servant” play out in the working-practice of civil servants: How do values from the various governance perspectives guide the practical actions of civil servants? To answer this question, we conducted a research project to look for patterns in the values that guide the work of civil servants. We distinguished four governance perspectives from literature on governance. We translated these four governance perspectives into typical value statements that guide practical action, and used Q-methodology to survey civil servants with these perspectives as options. We found four distinct profiles of combined values that apparently guide the practical actions of civil servants. The profiles help us better understand the variety of values that guide practical actions of civil servants.
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Rutyna, Yulia. "Relationship between civil servants' personal characteristics and features of their self-actualization." Організаційна психологія Економічна психологія 2, no. 32 (July 12, 2024): 149–58. http://dx.doi.org/10.31108/2.2024.2.32.13.
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Introduction. An important prerequisite of civil servants' work efficiency in the conditions of social tension is their self-actualization, which largely depends on civil servants' personal characteristics. This problem is poorly highlighted in the psychological literature. Aim. To find out the level of development of civil servants' personal characteristics and to analyze the relationship between civil servants' personal characteristics and the features of their self-actualization Methods: R. McCrae and P. Costa Big Five and E. Shostrom Self-Actualization Test (SAT). Results. In an empirical study, the author measured the levels of development of civil servants' personal characteristics and found that almost every second civil servant had high levels of self-control and affection for people, every fifth civil servant had high levels of expressiveness and extroversion, and the smallest number of civil servants had highly developed emotional stability. A correlational, statistically significant relationship, both positive and negative, was found between a number of civil servants' personal characteristics and civil servants' self-actualization features. The largest number of positive correlations was found between civil servants' emotional stability (emotional instability) and almost all civil servants' self-actualization features. Conclusions. The obtained results can be helpful in designing a civil servants' personal qualities development training program and building a model of individual psychological counseling to optimize civil servants' self-actualization.
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Damima, Mohamad Juffry, and Udin Hamim. "DETERMINING FACTORS IN CIVIL SERVICE CAREER DEVELOPMENT." Public Policy Journal 3, no. 2 (February 15, 2023): 96. http://dx.doi.org/10.37905/ppj.v3i2.1786.
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<p>This research reviews about Career Development of Civil Servants (PNS) in Gorontalo Regency Government (Case Study at the Gorontalo Regency Personnel, Education and Training Agency). This research used qualitative descriptive approach, namely examining, analyzing and decrypting the data. The purpose of this study was to determine and analyze the factors that determine the career development of civil servants in the government of Gorontalo Regency. Research results: The factors that determine the career development of civil servants are, first, human resources include HR management, employee personnel consisting of formal education qualifications, civil servants competence, civil servant track record, civil servant behavior attitudes, integrity, discipline and loyalty; second, the commitment of superiors and teamwork that mutually support each other in the career development of civil servants; third, facilities, infrastructure, and budget; fourth, external factors can be in the form of political relations within the organization; fifth, regulations that support the career development of civil servants; sixth, the work performance of civil servants; and seventh, the motivation of civil servants.</p>
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Lyubimov, К. "LEGAL LIABILITY AS AN ELEMENT OF THE LEGAL STATUS OF CIVIL SERVANTS." Social Law, no. 1 (March 1, 2019): 20–26. http://dx.doi.org/10.37440/soclaw.2019.01.03.
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The article reviews the scientific positions on understanding the concept of "legal responsibility", considers it as a positive and retrospective liability, and also proposes its own definition of legal liability of a civil servant. Emphasis is placed on distinguishing the civil servant's legal liability from the ordinary employee's legal liability, since the civil servant's legal responsibility is at the heart of each official's official activity, follows from the powers conferred, is a guarantee of the civil servants' observance of the law, civil service principles and their proper performance ulcers, etc.
The legal responsibility of a civil servant is considered, which is quite complex and multifaceted in contrast to the legal liability of ordinary citizens, since it is connected with the powers of the individual, the performance of their individual actions and functions, the exercise of administrative and administrative-legal influence on public relations in the state. Accountability of civil servants has both general and specific features of legal liability.
The scientist has identified a number of features that distinguish the legal liability of civil servants from the legal liability of ordinary workers. Such features include: 1) the legal liability of a civil servant is characterized by an increased level of liability of such persons for similar crimes, offenses or disciplinary offenses as provided by the current legislation; 2) increased possibilities for applying the head of the department, directly subordinate to a civil servant, to have powers to identify disciplinary actions and to bring a civil servant to disciplinary responsibility; 3) the broad effect of the legal liability of a civil servant for the offenses committed; 4) the purpose of legal responsibility consists not only in punishment of the guilty person, restoration of the violated rights and interests of the person, carrying out preventive activity, but also in ensuring in the further proper fulfillment by the civil servant of his official duties, prevention of behavior which could discredit the public service and the public employee as a whole; 5) features of its classification.
The author of the article emphasizes that applying to a civil servant a certain type of legal responsibility not only condemns a civil servant by applying to him a state coercion, but also encourages other persons to behave properly and properly perform their official duties, to prevent committing actions that directly prohibited by applicable law.
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Орлова, Valentina Orlova, Тихомирова, and Olga Tikhomirova. "SALARY AS AN ELEMENT OF SOCIAL WARRANTIES IN STATE CIVIL SERVICE." Central Russian Journal of Social Sciences 10, no. 3 (May 29, 2015): 89–97. http://dx.doi.org/10.12737/11680.
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The article discusses current problems of improving the regulatory provision of social guarantees for civil servants, forming a system of payment to civil servants. The authors foresee the creation of highly efficient civil service by improving competence and professionalism of civil servants, establishment of the status of civil servant. It is justified to consider one of the priorities of personnel policy creating a system of social protection of civil servants.
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Yassin, Muhammad. "PERLINDUNGAN HUKUM BAGI WARGA NEGARA DALAM PELAKSANAAN MUTASI PEGAWAI NEGERI SIPIL." Yuridika 31, no. 2 (August 24, 2017): 254. http://dx.doi.org/10.20473/ydk.v31i2.4856.
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Civil servant is the incumbent Government in doing a service to the community. To meet the needs of employees in the Agency-agencies or areas that need or are experiencing a shortage of substitute employees Transfer of civil servants or mutations. The occurrence of a mutation or the transfer of work areas occurs only on civil servants, not government employees with the agreement because the civil servant has no agreement or contract work but hired a public agreement was generally recognized by many countries. In practice, Transfer of civil servants is one of the activities closely associated with the emergence of imbalance between the rights and obligations of civil servants as the civilian apparatus of state and as the citizens. Therefore, it is necessary to have legal protection for civil servants in the implementation of the transfer of civil servants. In relation to the implementation of the mutation, any civil servant who is transferred must be treated equally, whether it is the right or obligation of the civil servant concerned. Mutations are not the cause of the reduced rights, such as salary, leave, opportunities for promotion, even safe and healthy working conditions. Implementation of the mutation should also ensure that the workload and related employee responsibilities will remain the same as those performed in the previous workplace.
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Sui, Mengyuan, Haifeng Ding, Bo Xu, and Mingxing Zhou. "The Impact of Internet Use on the Happiness of Chinese Civil Servants: A Mediation Analysis Based on Self-Rated Health." International Journal of Environmental Research and Public Health 19, no. 20 (October 12, 2022): 13142. http://dx.doi.org/10.3390/ijerph192013142.
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With the rapid socioeconomic development of China, studies related to Internet use and civil servants’ happiness have become a research hotspot in Chinese academia. This study empirically analysed the impact of Internet use on the happiness of Chinese civil servants using a sample of 3793 civil servants in Hunan Province, China. It showed that Internet use significantly enhanced the subjective well-being of Chinese civil servants. Furthermore, heterogeneity analysis revealed significant heterogeneity in the effect of the Internet on civil servants’ happiness, which varied across civil service groups with different education and gender. Moreover, the effect of Internet use on the happiness of the male and better educated civil servant groups was more pronounced than in the female and less educated civil servant groups. Additionally, mediation analysis revealed that Internet use and the happiness of civil servants were not linear, with health having a significant mediating effect. This indicates that Internet use helps civil servants maintain good health, and thereby enhances the happiness of civil servants. In addition, we also use a propensity score matching model (PSM) to address the endogeneity problem due to sample selectivity bias. The results show that the estimates are more robust after eliminating sample selectivity bias. The effect of Internet use on civil servants’ subjective well-being would be underestimated if the sample selectivity bias is not removed.
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Gualezzi, Jean-Pierre. "Les fonctionnaires et la maladministration." Revue française d'administration publique 45, no. 1 (1988): 31–38. http://dx.doi.org/10.3406/rfap.1988.2040.
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Civil Servants and Misadministration. Civil servants sometimes have cold feet about the need to modernize administration in the face of a hostile climate, government austerity policy and compartmentalized civil service structures. Public opinion has divined the causes : in criticizing administrative procedures, its target is not the civil servants themselves, but the tools at their disposal and the slow, complex nature of procedures. Civil servant labor unions have conducted surveys and two-way information campaigns in order to better understand the needs of civil services consumers and to suggest improvements. Modernizing the civil service goes beyond spreading such two-way channels on a routine basis, to include job mobility and personalized career paths for civil servants. at their disposai and the slow, complex nature of procedures. Civil servant labor unions hâve conducted surveys and two-way information campaigns in order to better understand the needs of civil services consumers and to suggest improvements. Modernizing the civil service goes beyond spreading such two-way channels on a routine basis, to include job mobility and personalized career paths for civil servants.
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Eldar Mehraliyeva, Samira. "TERMINATION OF CIVIL SERVICE." SCIENTIFIC WORK 59, no. 10 (November 6, 2020): 98–100. http://dx.doi.org/10.36719/2663-4619/59/98-100.
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The responsibility of civil servants in public administration in a democratic environment is one of the central issues. The responsibility of civil servants and the grounds and conditions of termination are specified in the Law on Civil Service, which is the main legislative act implementing sectoral regulation, which emphasizes the importance of this issue. The article briefly analyzes the civil service position and civil servant, the legal basis, the concept of responsibility as a legal phenomenon, and the grounds for termination. Key words: civil service position, civil servant, termination, responsibility, restrictions
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Marhendi, Marhendi, and Perliana Garmayu. "Implementasi Disiplin Aparatur Sipil Negara Menurut Peraturan Pemerintah Nomor 53 Tahun 2010 Tentang Disiplin Pegawai Negeri Sipil." FOCUS: Jurnal of Law 1, no. 2 (April 30, 2021): 71–81. http://dx.doi.org/10.47685/focus.v1i2.152.
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The position of Civil Servants (PNS) is vital and determines the success of the government's mission. One of the factors considered important is creating a clean and authoritative state apparatus, namely the discipline of civil servants. To discipline Civil Servants, the government issued Government Regulation No. 53/2010 concerning Civil Servant Discipline. The purpose of this study was to determine and study: (1) the implementation of the Discipline of the State Civil Apparatus at the Cakrabhuwana Airport Office in Cirebon, and (2) the inhibiting factors for the implementation of the Discipline of the State Civil Apparatus at the Cakrabhuwana Airport Office in Cirebon. This research approach is a combination of normative legal research with empirical legal research,.Namely, this research examines data based on existing norms regarding the implementation of Government Regulation Number 53 of 2010 concerning Civil Servant Discipline. All data obtained from the research results were analyzed qualitatively, then presented descriptively based on the existing problem formulations, and finally, a conclusion was drawn. The results showed that: (1) in implementing the work discipline enforcement of employees at the Cirebon Cakrabhuwana Airport Office refers to Government Regulation Number 53 of 2010 concerning Civil Servant Work Discipline. When there are civil servants who violate disciplinary rules, they will be subject to disciplinary sanctions or penalties according to the type of violation committed. The imposition of sanctions or disciplinary penalties for civil servants who violate discipline is carried out by direct superiors as long as they are under their authority, and (2) factors that affect the implementation of discipline enforcement of Civil Servants at the Cirebon Cakrabhuwana Airport Office are divided into 2 (two). First, the supporting factors are the factors of rules (law), facilities and infrastructure, and respect for Civil Servants. Second, the inhibiting factor is the self-awareness of Civil Servants and the budget factor.
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TUGUCHEV, NIKITA. "Civil servants’ conflict of interest through the prism of social roles." Public Administration 24, no. 2 (2022): 19–26. http://dx.doi.org/10.22394/2070-8378-2022-24-2-19-26.
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The article is devoted to the current issue of preventing and solving civil servants’ conflicts of interest. The arising conflict of interest requires a civil servant to choose appropriate behavior consistent with the requirements of anti-corruption legislation. Otherwise, the incorrect choice may lead to corruption offenses since private interests will prevail over public ones. The article analyzes the concept that the social role of the “civil servant” is considered the prevailing or “titular” for the civil servant. The study involved conducting surveys (questionnaires) with civil servants responsible for preventing corruption and other offenses, and the goal was to find issues related to the diversity of social roles among civil servants. The author proposes measures aimed at minimizing situations where civil servants incorrectly rank their social roles in the context of public administration. These include educational activities and the preparation of methodological materials that provide specifics of a public body with concrete and transparent examples.
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Zati, Muhammad Rizqi, Dhian Rosalina, Abdul Latief Abdul Latief, and Eka Safitri. "Factors Affecting the Performance of Civil Servants." ASEAN Journal of Management and Business Studies 3, no. 1 (April 30, 2021): 16–21. http://dx.doi.org/10.26666/rmp.ajmbs.2021.1.3.
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The problem of the low level of civil servant discipline is a classic problem in Indonesia. Poor discipline will affect the performance of civil servants and good governance. The purpose of this study was to determine the factors that affect the performance of civil servants. The object of this research is a civil servant at the Department of Agriculture and Food Security, Langkat Regency. The number of respondents in this study was sixty-four civil servants. The data analysis method used in this research is multiple linear regression. The results of data analysis indicate that competence has no significant effect on the performance of civil servants, and the career development variable has a significant effect on employee performance, and the work motivation variable has a significant effect on employee performance.
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Yuliarti, Susi Sri, Muhammad Bin Abubakar, and Rasyidin Rasyidin. "The Implementation of Government Regulation Number 53 Year 2010 Concerning Discipline of Civil Servants in Bener Meriah Regency 2019 in the Education Personnel Board And Bener Meriah District Training." Malikussaleh Social and Political Reviews 1, no. 1 (November 18, 2020): 20. http://dx.doi.org/10.29103/mspr.v1i1.3139.
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This study examines the implementation of Government Regulation No. 53/2010 concerning Civil Servant Discipline. The research objective is to understand how compliance and barriers to civil servants are in implementing these policies. The theoretical perspective used is the theory of public policy implementation according to Anderson. The research method used is a qualitative research method. The results of the study show that the compliance of civil servants in Bener Meriah Regency in 2019 in implementing Government Regulation Number 53 of 2020 concerning Civil Servant Discipline is still not effectively implemented, both in terms of actors implementing policies, the nature of the administrative process, compliance, and the impact of policies. which is implemented. Internal obstacles are caused by the inadequacy of the BKPP Bener Meriah Regency in supervising and evaluating civil servants who violate disciplinary rules, and the low awareness of civil servants in implementing discipline in duty, which is also influenced by the low reward or appreciation for civil servants who have high discipline and lack of discipline. he stressed that the punishment was given to civil servants who had low discipline by the leadership of the SKPK. External obstacles are caused by the lack of decisiveness and lack of supervision from SKPK leaders in following up on civil servants who violate discipline.
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Krzymkowski, Marek. "Zmiany w stosunku służbowym funkcjonariuszy państwowej służby cywilnej w II Rzeczypospolitej." Czasopismo Prawno-Historyczne 69, no. 2 (October 4, 2018): 197–206. http://dx.doi.org/10.14746/cph.2017.2.10.
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Legal situation of the civil servants in the Second Polish Republic was regulated by the act of the 17th of February 1922 on the state civil service. Employment in the civil service was public in character. The changes in the employment of the state civil servants could take different forms. Among them were the following: transferring a civil servant to a different town and to a different position; transferring a civil servant to “a position which is subjected to different regulations” within the same department of the state administration; transferring to a different department of the state administration at the request of a civil servant; changing the employee’s status to inactive state; releasing civil servants to a legislative body and freeing them from professional duties for the duration of their mandate in the said body.
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Shulzhenko, Ihor. "FEATURES OF DISMISSAL OF CIVIL SERVANTS FOR CORRUPTION OFFENSES." Law Journal of Donbass 73 (2020): 65–70. http://dx.doi.org/10.32366/2523-4269-2020-73-4-65-70.
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The article is devoted to a comprehensive study and scientific analysis of the current anti-corruption legislation, which regulates the bringing of civil servants to disciplinary responsibility in the form of disciplinary dismissal for committing corruption offenses. Civil servants are persons who, while in the civil service, perform the tasks and functions of the state. The human rights and freedoms in Ukraine depend on how honestly they are in the performance of official duties and adhere to the current anti-corruption legislation. Disciplinary liability of civil servants has its own specifics associated with a special subject of liability, which carries out not just labor, but professional service activities. Thus, bringing a civil servant to criminal or administrative responsibility for committing corruption offenses leads to disciplinary liability in the form of disciplinary dismissal from the civil service.Based on the analysis of regulations governing legal relations in the field of bringing civil servants to justice for corruption offenses, proposals were made to improve the current legislation in this area, and it was concluded that the dismissal of civil servants for corruption offenses has its own features, which are in that: first, the procedure for dismissal of a civil servant for a corruption offense is regulated by labor law; secondly, the disciplinary responsibility of a civil servant for committing corruption offenses is manifested in the form of disciplinary dismissal; thirdly, an official authorized by law to appoint and dismiss civil servants must, in a mandatory manner, apply to a civil servant a disciplinary sanction in the form of dismissal in the event of the entry into force of a court decision on the recruitment of a civil servant. to administrative liability for corruption offenses; fourth, a disciplinary sanction in the form of disciplinary dismissal for a corruption offense shall be applied no later than three days from the date of occurrence or establishment of the entry into force of a court decision to bring a civil servant to administrative responsibility.
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Zhulavskiy, A., V. Hordiienko, and N. Malko. "PROFESSIONAL COMPETENCE OF CIVIL SERVANTS AS A FACTOR OF SUCCESS OF PUBLIC MANAGER." Vìsnik Sumsʹkogo deržavnogo unìversitetu, no. 4 (2020): 152–57. http://dx.doi.org/10.21272/1817-9215.2020.4-17.
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The article is devoted to the actual issues of professional competence of civil servants in the system of effective public administration. It was found out that official duties of a state body require professional knowledge and certain competencies of a civil servant how to properly apply them. The analysis of the legislative and regulatory framework in the field of civil service shows that a concept as "professional competence of civil servants." Undergoes formation of its foundations and development. The precondition for the formation of competencies for an employee is determined by the position requirements and job responsibilities. The role of the head of the state body, his/her vision and style of management of the institution and staff, his/her fairness and professionalism in the selection of specialists play an important role. The analysis of the procedure of civil servant evaluation, servant’s activities during the last year and the effectiveness of the tasks set by the head of the civil service indicates a constant need to increase the level of professional competence of the employees. Activities of an HR specialist or service, who is responsible for supporting employees in personal, professional and competence growth through elaborating individual plans and training schemes. Approaches to evaluate activities of civil servants and impact of these activities were identified. The current state of implementation of the system of training and re-training, the basic requirements and types of educational services, platforms, including online, were assessed. Basic requirements to professional competence of civil servants necessary for effective work of public authorities were identified. The ways to solve and improve the mechanisms of realization civil service policies, namely improvement of the system of increase of professional competence of civil servants, were suggested. Considering the long-term public administration reform in Ukraine, the government's focus on the gradual provision of public institutions with competent and professional employees who would meet European standards, was identified.
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RYBAKOVA, M. V., and N. A. IVANOVA. "STUDENT VIEW ON THE VALUE ORIENTATIONS OF CIVIL SERVANTS IN RUSSIA AND CHINA." Central Russian Journal of Social Sciences 19, no. 1 (2024): 106–28. http://dx.doi.org/10.22394/2071-2367-2024-19-1-106-128.
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The purpose of the work is to reveal value orientations, which are a characteristic of modern civil servants, a comparative analysis of the professional qualities of civil servants in Russia and China. Analysis of the ideological views of both Russian and Chinese students receiving education in Russia is of practical interest for the development and improvement of public administration and further cooperation between the two countries. The object of the study was a set of dominant value orientations of Russian and Chinese civil servants. As an empirical basis for the study, we used data from depth interviews with students N Moscow state university. The use of discourse analysis within the framework of the study made it possible to show the relationship between personal value orientations and priorities of civil servants. A separate group of Chinese students was identified. As part of the study, an analysis of the relationship between personal value orientations and priorities of civil servants was carried out; a comparative analysis of the opinions of Russian and Chinese students regarding the personal and professional qualities of civil servants in Russia and China was also carried out, the problems faced by the population as a result of communication with civil servants were considered, the image of a civil servant was analyzed, proposals were made for creating the correct image of a civil servant in within the framework of training students in higher educational institutions in the direction of “State and Municipal Administration”, it is shown how to adjust the activities of civil servants most effectively, as well as improve their perception by the population. The data obtained made it possible to determine directions for adjusting the behavior of civil servants, taking into account their value orientations, which in turn will contribute to a more positive perception of civil servants in the eyes of the public.
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-, Separen, Muhammad Zulhidayat, and Sri Endang Kornita. "Regulation on the Position of the State Civil Apparatus in the General Sorting of Indonesia." Melayunesia Law 7, no. 2 (December 31, 2023): 229. http://dx.doi.org/10.30652/ml.v7i2.8020.
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This study examines the regulation of the position of the State Civil Apparatus (ASN) in the context of General Elections (Pemilu) in Indonesia. This research uses normative juridical method with qualitative descriptive analysis approach. Regulations on the position of civil servants are very clearly regulated in the legislation on how to regulate civil servants to be more optimal in supporting government activities to benefit the community as much as possible and be fair and always maintain neutrality in elections. Based on the results of the study, there are several regulations governing the position of civil servants in elections in Indonesia, namely the 1945 Constitution, the Civil Service Law, the Election Law, the Corps Life Government Regulation and the Civil Servant Code of Ethics, the Government Regulation on Civil Servant Discipline, and the Circular Letter of the Chairman of KASN concerning the Neutrality of Civil Servants.
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Waluyo, Endrian Mulyady, Hani Septiani, and Aldi Fajar Nugraha. "KEPUASAN KERJA PERAWAT DI RUMAH SAKIT CIAMIS." JURNAL KEPERAWATAN MUHAMMADIYAH BENGKULU 10, no. 1 (April 27, 2022): 30–34. http://dx.doi.org/10.36085/jkmb.v10i1.3216.
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Nurse job satisfaction has a significant effect on nurse performance. To have good job satisfaction, nurses must have high motivation, in addition to these factors, maintenance factors also need to be considered. So job satisfaction becomes an important element for hospitals to improve maximum service. If there is dissatisfaction, it will cause the nurse to leave. The purpose of this study was to describe the job satisfaction of civil servants and non civil servants at RSUD Ciamis. The research method uses a descriptive method that explains one variable, the data collection process uses a questionnaire sheet filled out by the respondent. The population in this study amounted to 407 nurses working in Ciamis Hospital with 151 civil servant nurses staffing status and 256 non-civil servants nurses, with the minimum number of samples used by researchers amounted to 38 samples, this sample size was obtained by using the G power calculation. The results showed that 3 respondents were satisfied with civil servant nurses and 7 respondents were not satisfied. While the non-civil servant respondents who are satisfied are 16 respondents and those who are not satisfied are 12 respondents. The study showed that nurses' dissatisfaction was experienced by 70% of Civil Servants, while 42.9% of non-civil servants are satisfied with the job.
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Dewi, Sari. "PENJATUHAN HUKUMAN DISIPLIN TERHADAP PEGAWAI NEGERI SIPIL YANG DIVONIS PIDANA DI KABUPATEN KEPULAUAN MENTAWAI." Perspektif Hukum 18, no. 1 (January 23, 2019): 129. http://dx.doi.org/10.30649/phj.v1i1.138.
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<p><strong><em>Abstract : </em></strong><em>Civil servants are required to be obedient and obedient to the applicable invitation rules. Without prejudice to the provisions in the written-invitation rules, a civil servant who is convicted of a criminal sentence and must process employment regulations. There were 12 civil servants in Mentawai Islands District who were sentenced to different cases, but not all were disciplined. The imposition of disciplinary punishment on civil servants convicted was carried out by the Regent of Mentawai Islands based on recommendations from MPP. Of the 12 civil servants who were convicted, only 5 civil servants were sentenced to discipline.The legal consequences of the status of civil servants who are not sentenced are still active and receiving a full salary. This condition led to the payment of salaries of civil servants who were convicted not in accordance with the provisions. For officials related to Prince PNS, there are no further provisions that are not related to education policy, so as to enable the Mentawai Islands District government to make regional regulations and adjust MPP institutions and improve competencies, there must be a process needed so that every civil servant convicted certainty of employment status.<strong></strong></em></p>
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STILL, GERALD G. "Civil servants." Nature 325, no. 6102 (January 1987): 294. http://dx.doi.org/10.1038/325294c0.
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Kadarudin, Adi Wijaya, and Sisilia. "Implementasi Peraturan Pemerintah Nomor 94 Tahun 2021 Tentang Disiplin Pegawai Negeri Sipil di Pemerintah Kabupaten Kutai Barat." Collegium Studiosum Journal 3, no. 2 (December 31, 2020): 108–15. http://dx.doi.org/10.56301/csj.v3i2.478.
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To realize reliable, professional and moral civil servants as government administrators who apply the principles of good governance, civil servants as elements of the State Apparatus are required to be loyal and obedient to Pancasila, the 1945 Constitution of the Republic of Indonesia, The Unitary State of the Republic of Indonesia and the government as well as being disciplined, honest, fair, transparent and accountable in carrying out their duties. The objectives are to ensure order and smooth implementation of the main tasks and functions of civil servants, to encourage performance improvements and changes in civil servants' attitudes and behavior, to increase civil servant discipline, to increase civil servants' responsibilities, to accelerate the process of change towards increasing professionalism in work. The author uses the library research method or literature review. This literature review research is conducting research from library books, magazines, journals and articles and sources from the internet that are relevant to the problems discussed. The following is a study based on Government Regulation Number 94 of 2021 concerning Civil Servant Discipline.
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Grishchuk, A. "General theoretical aspects of responsibility of civil servants." Uzhhorod National University Herald. Series: Law, no. 71 (August 25, 2022): 234–38. http://dx.doi.org/10.24144/2307-3322.2022.71.39.
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The article examines the content of the concept of legal responsibility of civil servants as an element of the legal status of civil servants, reveals its normative consolidation, types (disciplinary, administrative, etc.), emphasizes the importance of civil servants aimed at improving law and order in society. Liability of civil servants is allocated as a separate institution, which contains the grounds for prosecuting civil servants, for example, for improper performance of their duties, a civil servant may be prosecuted, for example, disciplinary action and so on
The domestic legal framework is systematically updated, in particular in the context of the civil service, which is important for the adaptation of the civil service to European standards. An important event for our country was the signing of the Association Agreement between Ukraine and the European Union in 2014, as this document had a great impact on the domestic system of public administration, civil servant status, which includes legal liability, which is a necessary condition for stability, prestige and impartiality of the civil service in general. Nevertheless, the system of legal regulation of the civil service does not yet fully meet the needs of civil society, in particular the need to provide quality public services.
The problematic aspects of bringing civil servants to justice are analyzed, for example, insufficient publicity of imposing disciplinary sanctions, which can lead to «silencing» the process or avoiding them from legal responsibility, etc .; proposals were made to define the concept of legal liability of civil servants and its main features.
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Cahyadini, Amelia, Abi Ma’ruf Radjab, and Chyntia Pinky. "MUTASI: BENTUK SANKSI DI BIDANG KEPEGAWAIAN?" Veritas et Justitia 6, no. 1 (June 28, 2020): 49–67. http://dx.doi.org/10.25123/vej.3425.
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In the civil servant management system, developed on the basis of merit system, any official can be at any time be transferred, promoted or demoted. In practice this option may and have often been misused as tool in office politics to remove troublesome civil servant. From the civil servant’s perspective, the options open are either comply or decline the standing order and face the consequence of disciplinary sanction. This article shall discuss, using a legal/juridical normative method, legal aspects of this management tool. The aim is to propose a guidance for civil servants on how to deal with orders of transfer or motion/demotion.
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Fitriani Karim, Dian, Sri handayani Suprapto, and Widya Kurniati Mohi. "Optimalisasi Kinerja Pegawai Non PNS di Balai Prasarana Permukiman Wilayah Gorontalo." Jurnal Indonesia Sosial Sains 4, no. 01 (January 28, 2023): 60–67. http://dx.doi.org/10.59141/jiss.v4i01.769.
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This study aims to determine the optimization of the performance of non-civil servants at the Gorontalo Regional Settlement Infrastructure Center. The research method uses a qualitative type. The results showed that the performance of non-civil servants at the Gorontalo Regional Residential Infrastructure Center was not fully optimal. This is shown from the aspect of the quantity of work of non-civil servant employees at the Gorontalo Regional Settlement Infrastructure not optimal. This can be seen from the many work that has not been completed by non-civil servants at the Gorontalo Regional Settlement Infrastructure Center until the specified time limit. From the aspect of the quality of work for non-civil servant employees, the Gorontalo Regional Settlement Infrastructure Center has not been optimal. This can be seen from the many non-civil servants who do not understand their work and the results of the work are not in accordance with the results expected by the agency. From the aspect of timeliness of work for non-civil servants, the Gorontalo Regional Settlement Infrastructure Center has not been optimal. This can be seen from the many non-civil servants who do not comply with the predetermined office hours and have an impact on delays in work reports.
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Otchych, Anastasiya, and Nataliia Yaniuk. "ПРАВОВИЙ СТАТУС ДЕРЖАВНОГО СЛУЖБОВЦЯ В УКРАЇНІ: ОКРЕМІ ПРОБЛЕМИ У ЗАКОНОДАВЧОМУ РЕГУЛЮВАННІ." Visnyk of the Lviv University. Series Law, no. 77 (December 12, 2023): 193–202. http://dx.doi.org/10.30970/vla.2023.77.193.
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Civil servant is a subject of public-legal relations, and their status is a special aspect in relation to the administrative-legal status of other citizens. In the course of scientific and legal analysis, it is determined that the legal status of a civil servant arises only on the basis of an administrative act on appointment to a civil service position. Under no circumstances can this status arise solely based on actual relations. The status regulates the limits of the behavior of a civil servant, which is permitted by the law of conduct, his legal guarantees and responsibility for the results of improper official activity in a position in a state body. It is found that the legal status of a civil servant is characterized by general features of the administrative-legal status of a citizen of Ukraine and special features that are mediated by the specifics of the functioning of the civil service in Ukraine. Official activity leads to the emergence of additional rights and obligations, which are formed taking into account civil service and position. The legal establishment of rights and obligations corresponds to the tasks and functions of the civil service. It is concluded that the structure of the legal status of a civil servant includes restrictions and prohibitions. The latter provide a balance in the civil servants’ use of their authority. The legislative consolidation these restrictions and prohibitions is a means of preventing corruption in public administration. It is justified that the ethics of the civil servant’s behavior is a mandatory element of the legal status. Compliance with ethical rules affects the image of the public service. The fundamental principles of the legal status of a civil servant are defined in the Law of Ukraine «On Civil Service» (2015). This law takes into account the basic standards of civil service in EU countries. Limitations and prohibitions for a civil servant are established in the Law of Ukraine «On Prevention of Corruption» (2014). Legal status of a civil servant is further regulated by special laws, depending on the type of service. This article also states that there are legal guarantees for civil servants that ensure professional activity. Legislation establishes a special procedure for protection. In Ukraine, public-service disputes are tried in administrative courts. It is concluded that legal status of a civil servant ends with the termination of civil service. But there are restrictions established by the anti-corruption legislation, which a civil servant must adhere to even after termination of civil service. The authors of the article draw attention to the fact that there are still challenges in legislative regulation regarding the enhancement of a public servant's professionalism, preventing corruption during civil service, and the dismissal of a public servant due to retirement. Keywords: public service, ethical rule, administrative act, anti-corruption legislations.
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Soares, Johanes Eudes Manuel Atolan, Wiliam Djani, and Lenny Magdalena Tamunu. "Analysis of Employee Discipline Implementation in the Regional Secretariat of North Central Timor District." Jurnal Ilmiah Ilmu Administrasi Publik 10, no. 2 (December 31, 2020): 373. http://dx.doi.org/10.26858/jiap.v10i2.15267.
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AbstractIn connection with the work discipline of the state civil apparatus, the Government issued a regulation regarding employee discipline which contains obligations, prohibitions and sanctions for employees who violate. This regulation was made with the aim of improving the professionalism of civil servants, ensuring order, and the smooth execution of duties and accelerating decision making in the event of disciplinary violations of Civil Servants (PNS), as stipulated in Government Regulation Number 53 of 2010 concerning Civil Servant Discipline ( Civil servants). To improve discipline for the Civil Servants (PNS) of North Central Timor Regency, since 2013 the Regional Government has implemented the mandate set out in Government Regulation Number 53 of 2010. However, in its application there are still many employees who are not disciplined in their work. This research is intended to analyze and describe the implementation of Government Regulation No. 53/2010 concerning Civil Servant Discipline at the Regional Secretariat of Timor Tengah Utara Regency. This study uses descriptive qualitative methods and data analysis techniques Milles and Huberman. The results of the study show that the Civil Servants in the Regional Secretariat of North Central Timor Regency in terms of PNS discipline have not been optimal and the level of discipline of Civil Servants is still very low which is evidenced by the level of violations and the imposition of disciplinary sentences of Civil Servants year and the dominant types of violations were committed, namely moderate to serious violations. As for other problems, namely the lack of socialization related to PNS discipline at the Regional Secretariat of North Central Timor Regency based on Government Regulation number 53 of 2010, Lack of understanding of Civil Servants of existing regulations due to lack of interest in reading civil servants to applicable regulations, and lack of assertiveness and courage by the leadership. OPD in imposing disciplinary sanctions for Civil Servants who commit violationsKeywords : Work Discipline, government regulations (PP No 53/ 2010).
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Rofi'i, Hilmi Yusron, H. Muhammad Zaki, Liky Faizal, and Abd Qohar. "Analisis Hukum Keluarga Islam Terhadap Pasal 4 Ayat (2) Peraturan Pemerintah Nomor 45 Tahun 1990 tentang Izin Perkawinan dan Perceraian Bagi Pegawai Negeri Sipil." AL-MANHAJ: Jurnal Hukum dan Pranata Sosial Islam 4, no. 1 (June 30, 2022): 93–104. http://dx.doi.org/10.37680/almanhaj.v4i1.1576.
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The purpose of this study was to analyze the reasons why female civil servants were prohibited from becoming second, third and fourth wives based on Government Regulation Number 45 of 1990; and to analyze based on Islamic family law against the prohibition of female civil servants to become second, third and fourth wives based on Government Regulation Number 45 of 1990. The results of this study are the Prohibition of Women Civil Servants from becoming the third and fourth second wife is a preventive measure to prevent women who are civil servants from disputes in the family, prevent women from psychological pressure caused by polygamy has an impact on changing attitudes so that can interfere with their performance as a civil servant, to prevent children from psychological pressure that results in children's future growth, and protect the rights of wives and children regarding civilization in the event of a divorce in a polygamous marriage which can harm a woman with a civil servant status and result in imperfect rights support the child. The prohibition of women who are civil servants from becoming the second third and fourth wives in Government Regulation Number 45 of 1990 is in accordance with the maqashid sharia, namely to protect the soul (hifdz nafas) and protect the offspring (hifdz nasl), namely to protect children from the consequences If a civil servant woman becomes a polygamous wife
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Agus, Agus. "REKRUTMEN DAN PENGEMBANGAN PNS DALAM PERSPEKTIF GOOD GOVERNANCE DI KABUPATEN LOMBOK TENGAH." KOMUNITAS 9, no. 2 (June 10, 2020): 121–39. http://dx.doi.org/10.20414/komunitas.v9i2.2192.
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The purposes of this research are to describe; the condition of civil servants (PNS), the implementation of recruitment and development of civil servants, also problems and policy solutions for good governance practices in the recruitment and development of civil servants in Central Lombok. The result of research, there is surplus (excess) of the number of civil servants who have to occupy the position on Echelon III, those are 4,241 people and echelon II are 73 people. The implication is unhealthy competition to obtain structural positions, which then disturbs the health of bureaucratic organizations. Recruitment of civil servants is guided by Government Regulation (PP) No. 98 of 2000 which constructs six stages of work; planning, announcement, application, screening, appointment of CPNS up to appointment to be civil servant. The position of Regent as the officer of the regional staffing authority gives him authority in the appointment of echelon IV to Echelon II without any sides’ consideration. As the result, practices of civil servant development policy create three conditions; the growth of spoils system practices, the improper use of the work of Baperjakat, and ultimately the practices disturb the independence of Baperjakat work. Good governance practice in civil servant recruitment has practiced aspects of efficiency, transparency and equity, but it has not been seen in the development aspect. Based on the above conditions, this research offers policy solutions to local governments.
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Kamuli, Fahmi, Tunggul Anshari, and Istislam Istislam. "Regional Head’s Authority In Determining Mutation Of Government Employees." Jambura Law Review 3, no. 1 (December 6, 2020): 37–56. http://dx.doi.org/10.33756/jlr.v3i1.7520.
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This research is aimed to analyzing and understanding the actions of the Head of Boalemo Regency in mutate the Civil Servant based on the mutation policy and also to analyze the filling positions in the implementation of the mutation of Civil Servants in Boalemo Regency. The method used in this research is Empirical Juridical Method. The results of the research were found that mutations of Civil Servant are enhancement over the years in Boalemo Regency. Injustice in determining mutations is marked by work placements that are not compatible with Civil Servants’ educational background. There is a political interest in the Government of Boalemo Regency which caused injustice in the mutation of the Civil Servants.
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SURYA, I. KADEK ADI, I. WAYAN SUARDANA, and IDA AYU WINDHARI KUSUMA PRATIWI. "KAJIAN YURIDIS PEGAWAI NEGERI SIPIL (PNS) TERKAIT DENGAN LARANG TERLIBAT DALAM PARTAI POITIK." GANEC SWARA 17, no. 4 (December 1, 2023): 1313. http://dx.doi.org/10.35327/gara.v17i4.610.
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A political party is an organization that is national in nature and was voluntarily formed by a group of Indonesian citizens on the basis of the same will and aspirations to fight for and defend the political interests of members, society, nation and state, and maintain the integrity of the Unitary State of the Republic of Indonesia based on Pancasila, based on the Law -Law Number 5 of 2014 concerning State Civil Apparatus, Civil Servants, hereinafter abbreviated as PNS, are Indonesian citizens who meet certain requirements, appointed as ASN Employees on a regular basis by staffing supervisor officials to occupy government positions. From the provisions of the norms that are regulated, civil servants are of course at the forefront in serving the community in relation to public services, and with these provisions, civil servants are restricted from participating as party members or administrators in accordance with the provisions of Article 3 of Government Regulation Number 37 of 2004 concerning Prohibition of Civil Servants Civilians Become Members of Political Parties. Before a civil servant becomes a member and/or administrator of a political party, the person concerned must first resign as a civil servant. That is, to ensure the neutrality of civil servants from the influence of political groups and parties, civil servants are absolutely prohibited from becoming members and/or administrators of political parties, so that this research can provide information to the wider community regarding the prohibition of civil servants from becoming members or administrators of political parties
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Kutsevich, А. "The current state of legal regulation of the release of civil servants: positive and negative aspects." Social Law, no. 3 (November 6, 2019): 118–25. http://dx.doi.org/10.37440/soclaw.2019.03.21.
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The specificity of the legal regulation of passing civil service in Ukraine (labor relations with civil servants) is that it is at the same time implemented by the rules of labor legislation and the rules of special legislation on civil service. The dismissal from the civil service is the final stage of its passage, which is accompanied by the loss of the civil servant status. Legal regulation of the order of civil servants dismissal is carried out taking into account the priority of special norms over the general ones, that is, first of all, the provisions of the Law of Ukraine “On Civil Service” apply. This article explores the current state of regulation of dismissal of civil servants. It has been established that it is a dismissal of civil servants and what are the grounds for it. It is determined how the dismissal of civil servants at each stage of this process is regulated. Positive and negative aspects of the current state of legal regulation of the dismissal of civil servants are highlighted.
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Semchuk, R. I. "COMPETENCE APPROACH IN FORMATION OF PERSONNEL POTENTIAL CIVIL SERVANTS ON THE EXAMPLE OF CIVIL LABOR." Labour protection problems in Ukraine 37, no. 2 (June 30, 2021): 51–57. http://dx.doi.org/10.36804/nndipbop.37-2.2021.51-57.
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In this article provided an analysis of the personnel potential in the Head Department of State Labor Service of Ukraine in Kyiv region according to the following criteria: level of basic education, professional experience, number of inspections and investigations performed by an average inspector per year. There have been studied the requirements for civil servants operating in Ukraine and the EU. Conclusions are drawn on the need to develop a professional standard for civil servants, taking into account the specifics of supervisory activities. In particular, in the field of occupational safety and health, taking into account the international experience in developing a professional standard in the relevant field. It is also determined that the competencies in occupational safety for the level of "Civil Servant" is the fifth step of the competence level in this area, which requires the development of basic, technical and behavioral qualities. The formation of these competencies can be implemented during the formation of a long-term plan for professional development and development of an individual program of civil servant’s professional development. The Ukrainian civil service system is currently adapting to EU standards. Creating a single professional standard based on job descriptions of civil servants, professional qualifications of positions, professional competencies, on the basis of a number of laws and regulations governing personnel processes in the civil service, is a necessary way to create conditions for civil servants to perform their professional duties effectively. The development and implementation of EU standards in the field of civil service has become a necessary precondition for strengthening the role of supranational governance as a necessary component of the political integration of different states. Further addition of standards to the achievements and technologies of modern management based on informal cooperation of member states within the EU, only complement the statements, conclusions and trends to deepen cooperation in the field of civil service.
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HORDIICHUK, Mariia, and Nadiia KOTENKO. "The problem of forming the image of a public servant." Economics. Finances. Law, no. 3 (March 20, 2020): 33–36. http://dx.doi.org/10.37634/efp.2020.3.7.
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Introduction. With the implementation of public sector reforms in Ukraine, issues of increasing public confidence in the civil service as a whole and its representatives - civil servants - in particular, are updated. Ethical education measures for both existing and future civil servants (which over time must be filled by the ranks of state bodies - students and cadets of specialized universities) are highlighted. From the very beginning, future civil servants have the need to form and maintain a positive image of the representatives of the state apparatus, using the best examples of service to the people and the state, patriotic, highly professional and conscientious civil service. In Ukraine, as in all EU countries, the assessment of the effectiveness of public authorities is directly linked to the level of trust in relations between society and government, in the formation of which the image of public servants formed in the public consciousness is of paramount importance. In turn, personal experience of interacting with specific officials is often equated with the image of the public service as a whole. Thus, the image of a particular civil servant depends largely on the image of the entire public service. Purpose. This scientific article focuses on the problem of forming the image of the modern Ukrainian civil servant as one of the indicators of the effectiveness of the civil service as a whole. Results. It is established that the positive image of a civil servant in Ukraine is not so much in an unstable position as it is in general unformed. Even the creation of new government bodies and the practice of recruiting individuals after numerous competitions and inspections have failed to create a positive image of these bodies and their employees in the population. Conclusion. To create and maintain a positive image of a civil servant, it is advisable to use the following measures: setting up public relations, increasing the openness of civil servants; cooperation with non-governmental organizations, public institutions; control over the performance of their duties by the state enhancement of ethical education of civil servants, starting with high school; rigorous selection for the civil service, taking into account the competence, communication skills and external qualities of the future civil servant; providing services to coaches specializing in management, etc.
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Wahid, La Ode Haerul Saleh. "Perlindungan Ideal Atas Hak Dipilih Warga Negara yang Berprofesi Sebagai Pegawai Negeri Sipil." AL-MANHAJ: Jurnal Hukum dan Pranata Sosial Islam 5, no. 2 (July 29, 2023): 1175–86. http://dx.doi.org/10.37680/almanhaj.v5i2.3433.
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This research was conducted to find out how to limit the right to be elected by citizens who work as Civil Servants and how should the protection of the right to be elected by citizens who work as Civil Servants. This research uses a normative approach and is descriptive in nature. Methods of data collection using literature study and document analysis. Data analysis was performed using qualitative analysis methods. The results of the study show (1) restrictions on the right to be elected for citizens who work as Civil Servants are excessive restrictions and not ideal because in order to exercise the right to be elected, he must lose his right to work without any guarantee of getting a new job, and (2) Protection The ideal for the right to be elected by civil servants is by changing the time of resignation from civil servant status, where civil servants who have just registered as candidates in elections or regional elections simply temporarily resign from their civil servant status, and only resign permanently after the election process is complete. Arrangements like this have implications for the realization of restrictions on political rights that do not endanger the essence of the rights themselves, where restrictions can still be made but there is maximum protection for the right to vote for civil servants. Having the option to submit an active application again if not elected will be a differentiator and a sign that the state provides maximum human rights protection for every citizen, including those who work as civil servants.
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Permadi, Iwan. "ASPEK HUKUM PEMBERHENTIAN PEGAWAU NEGERI SIPIL BERDASARKAN PERATURAN PEMERINTAH NOMOR 30 TAHUN 2019 TENTANG PENILAIAN KINERJA PEGAWAI NEGERI SIPIL." Yurispruden 4, no. 1 (January 25, 2021): 44. http://dx.doi.org/10.33474/yur.v4i1.6893.
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ABSTRACTPerformance appraisal of civil servants as stipulated in article 77 number (6) of Law Number 5 of 2014 concerning State Civil Apparatus, this article states that a civil servant whose performance evaluation is not in accordance with the established targets is subject to sanctions in the form of administrative sanctions until dismissal. Basically, the performance of civil servants is the result and assessment of work carried out by civil servants in quality and quantity that has been achieved by a civil servant in carrying out the duties, authorities, obligations and responsibilities that have been given. This changes the paradigm that has been formed so far that being a civil servant is impossible to be dismissed, and a civil servant is not an office employee who is assessed based on performance appraisal, from that background we formulate the issue What is the legis ratio of dismissal of civil servants based on performance appraisal in PP Number 30 of 2019 concerning work evaluation? and What are the legal implications of the dismissal of civil servants based on performance appraisal in PP Number 30 of 2019 concerning Performance Appraisal.Keywords: Assessment, Performance, Civil Servants ABSTRAKPenilaian kinerja PNS diatur pasal 77 angka (6) Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara menyebutkan bahwa seorang PNS yang penilaian kinerjanya tidak sesuai target yang telah ditetapkan maka dikenakan sanksi berupa sanksi administratif hingga pemberhentian. Pada dasarnya kinerja PNS merupakan hasil dan penilaian kerja yang dilakukan oleh PNS secara kualitas dan kuantitas yang telah dicapai oleh seseorang PNS dalam melaksanakan tugas, kewenangan, kewajiban dan tanggung jawab yang telah diberikan. Hal ini merubah paradigma yang selama ini telah terbentuk bahwa menjadi seorang PNS mustahil untuk dapat diberhentikan, dan seorang PNS bukanlah seorang pegawai kantoran yang dinilai berdasarkan penilaian kinerja, dari latar belakang itulah maka kami merumuskan masalah Apa ratio legis dari pemberhentian PNS berdasarkan penilaian kinerja dalam PP Nomor 30 Tahun 2019 tentang Penilaian Kerja? Serta Apa implikasi hukum dari pemberhentian PNS berdasarkan penilaian kinerja dalam PP Nomor 30 Tahun 2019 tentang Penilaian Kinerja.Kata kunci: Penilaian, Kinerja, Pegawai Negeri Sipil
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Pisier, Évelyne. "Fonctionnaires : des personnels dépersonnalisés." Revue française d'administration publique 49, no. 1 (1989): 35–41. http://dx.doi.org/10.3406/rfap.1989.2164.
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Civil Servants : Depersonalized Personnel. The malaise in the public sector reflects a real identity crisis among civil servants. Until recently, the civil service regulations established identity. They were seen as inseparable from the public service, and as guaranteeing at one and the same time the protection of public servants and the effectiveness of the civil service. The current debate on the State’s effectiveness seriously criticizes the “general and impersonal” status of civil servants which is prescribed by the civil service regulations and the concept of the “depersonalization”. The civil servant finds his identity being called into question, especially in three highly sensitive areas : access to the civil service, procedures for exercising the right to strike, and wages policy. In the last analysis, it appears that only an “overhaul of the public service” will allow civil servants to recover their identity and give the aims of “personalization” and differentiation any real chance of success.
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Nurfianto, Loly, Fachruzzaman Fachruzzaman, and Yumiati Yumiati. "Penilaian Kinerja Pegawai Negeri Sipil pada Badan Kepegawaian Daerah Provinsi Bengkulu." Journal Of Administration and Educational Management (ALIGNMENT) 5, no. 2 (December 17, 2022): 319–29. http://dx.doi.org/10.31539/alignment.v5i2.3935.
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Employee Performance Assessment is one of the links in staffing management. Assessment of work performance is an evaluation of the results of the implementation of an employee's work in order to achieve the objectives of an organization based on the benchmarks and standards set. Bengkulu Provincial Staffing Agency is the opd that first conducted and implemented the Assessment of Work Performance in the Bengkulu Provincial Government Environment, which refers to Government Regulation No. 46 of 2011 and Regulation of the Head of State Personnel Agency No. 1 of 2013 concerning The Implementation Provisions of Government Regulation No. 46 of 2011, which is a guideline for Officials who assess or Civil Servants in implementing the provisions of civil servant work performance assessment. This research was conducted in order to know and describe the implementation of civil servant work performance assessment, know the results of civil servant work performance assessment, and to know what are the factors that hinder the Assessment of Civil Servants' Work Performance. This study uses qualitative method based on case study, informant interview as many as 9 (nine) people. Based on the results of the study, the implementation of civil servant performance assessment that civil servants in the Regional Staffing Agency of Bengkulu Province has compiled employee work targets, and the results of the assessment of the performance of civil servants have been running well which can be seen from the results of civil servant performance targets in 2018 and 2019 that have been good value.
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I Dewa Ketut Widana. "PENGATURAN KENAIKAN PANGKAT PEGAWAI NEGERI SIPIL PENYESUAIAN IJAZAH (Sesuai Dengan Peraturan Pemerintah Nomor 12 Tahun 2002 Tentang Kenaikan Pangkat Pegawai Negeri Sipil)." Kerta Dyatmika 17, no. 1 (February 25, 2020): 71–86. http://dx.doi.org/10.46650/kd.17.1.824.71-86.
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Abstract
The ability of the Civil Servants can be improved, one of which is through promotion according to the level of service and adjustment of the diploma obtained. In the general explanation of Government Regulation Number 12 of 2002 concerning Amendments to Government Regulation Number 99 of 2000 concerning Promotion of Civil Servants explained the promotion is an award given for the work performance and dedication of the concerned Civil Servants to the State. in addition, promotion is also intended as an encouragement to Civil Servants to further improve their work performance and service. Based on the background of the problem, the formulation of the problem in this study is as follows: how to regulate the promotion of Civil Servants based on diploma adjustments in accordance with Government Regulation Number 12 of 2002 concerning Promotion of Civil Servants and whether constraints in promotion through diploma adjustment are appropriate with Government Regulation Number 12 of 2002 concerning Promotion of Civil Servants.
The type of research used in this study is normative legal research, meaning that the study in this study is based on legal philosophy, legal principles, and applicable legal norms relating to the regulation of promotion of civil servants based on diploma adjustments. This research used a statute approach, a historical approach and a conceptual approach.
The conclusion of this study is the regulation of the promotion of Civil Servants based on diploma adjustments, given to Civil Servants who obtain Higher Learning Certificates / Diplomas that are higher than the diplomas used when applying to become Civil Servants. For example, candidates for Civil Servants when appointed as high school / senior high school civil servants, with rank / class II / a, after + 5 years of work obtain a S1 diploma, if adjusted for the diploma be the rank / class III / a Civil Servants. To obtain a higher rank / class of civil servants / or a level higher than the previous rank / class can be carried out if the diploma obtained is in accordance with the Job Job occupied by the civil servant, there is a formation in that place, has permission to study for those who continuing education and having fulfilled a minimum of 3 (three) years in service.
Keywords: Promotion, Civil Servants and Diplomas
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Nata, M. Nasir. "PENGANGKATAN SEKRETARIS DESA MENJADI PEGAWAI NEGERI SIPIL DALAM PERSPEKTIF PERATURAN PEMERINTAH NOMOR 78 TAHUN 2013." DiH: Jurnal Ilmu Hukum 12, no. 24 (August 1, 2016): 83–92. http://dx.doi.org/10.30996/dih.v12i24.2239.
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Since the enactment of the Act Number 32 of the Year 2004 regarding Regional Government, especially after the enactment of the Government Regulation Number 48 of the Year 2005 regarding the Appointment of the Honorary Employees to become the candidates of civil servants, the implementation of village administration began to be problematic. This problem is caused by the demands of the Village Head and Village Secretary for equal rights to be equalized with the Civil Servants. This demand implicates the birth of the Government Regulation Number 45 of the Year 2007 on the Requirements and Procedures for the Appointment of a Village Secretary to be a Civil Servant, and theoretically this regulation contradicts the Government Regulation Number 78 of the Year 2013 on the Second Amendment of the Government Regulation Number 98 of the Year 2000 on the Procurement of Civil Servants. Based on the background of this study, the problems are formulated as follows: 1) What is the ratio legis of the appointment of the Village Secretary to be a civil servant in the perspective of the Government Regulation Number 78 of the Year 2013, and 2) What is the reason of the appointment of the Village Secretary to be a civil servant? The formulation of this problem aims to analyze and to find the ratio of legis and the ratio decidendi of the appointment of the Village Secretary to be a Civil Servant in the perspective of the Government Regulation Number 78 of the Year 2013. Problem analysis of this study indicates that the ratio legis of the appointment of the Village Secretary to be a civil servant is based on the reason that government has an authority to appoint a civil servant, while the reason of the appointment of the Village Secretary to become a civil servant is that it is in accordance with justice principle and legal certainty, that is to satisfy the sense of justice in the society. In order not to cause multiple interpretations, the appointment of civil servants in all sectors should be based on common ground regulation, and the Secretary of the Village should indeed be appointed from the element of civil servants.
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Henny Sudaryati, Monica. "IMPLEMENTATION OF PROSPECTIVE CIVIL SERVANTS AS PUBLIC SERVICES TO MOVE FASTER, RISE UP STRONGER IN THE DIGITAL ERA TOWARDS SPECIFIC, MEASURABLE, ACHIEVABLE, RELEVANT, AND TIME-BOUND CIVIL SERVANTS." International Journal of Applied Science and Research 05, no. 05 (2022): 202–8. http://dx.doi.org/10.56293/ijasr.2022.5446.
Full textAbstract:
Basic Training for Civil Servant Candidates is held to develop competencies that are carried out in an integrated manner. Procurement of Candidates for Civil Servants at the Ministry of Religion to obtain State Civil Apparatus who have personal characteristics as public service providers, with skills, expertise, and behavior in accordance with the demands of the position for the advancement of the institution. The digital era has brought about changes in prospective Civil Servants to become State Civil Apparatuses that are specific, measurable, achievable, relevant, and time-bound (SMART) This research was conducted at the Jakarta Religious Education and Training Center. The purpose of this study is to determine the implementation of Civil Servant Candidates who become public servants to move faster and rise stronger in the digital era towards a State Civil Apparatus that is Specific, Measurable, Achievable, Relevant, And Time-Bound. This research method is a qualitative approach. Data collection techniques used are observation, interviews and documentation. The results indicate that prospective civil servants already have positions in accordance with the required qualifications and have moved faster in line with the mastery of technology they already have and the speed with which they capture information in the digital era. Increasing self-competence has implications for public servants to build and develop professionalism and SMART of State Civil Apparatus.
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Ojo, Solomon, Olonade Zaccheaus O., and Bello Luqman. "Influence of Quality of Work-Life on Organizational Citizenship Behaviour: A Case Study of Selected Ministries in State Secretariat, Abere, Osogbo, Osun State, Nigeria." World Journal of Business and Management 6, no. 1 (May 30, 2020): 87. http://dx.doi.org/10.5296/wjbm.v6i1.17288.
Full textAbstract:
The study investigated the influence of quality of work-life on organizational citizenship behaviour (OCB) among civil-servants in selected ministries in State Secretariat, Osogbo, Osun State. A total of 200 civil-servants took part in the study as respondents. Questionnaire was used for data collection in the study. Collected data were analyzed using both Descriptive and Inferential statistics. The findings revealed that quality of work-life have significant influence on organizational citizenship behavior among civil servants, Quality of work-life significantly influenced courtesy among civil servants, Quality of work-life significantly influenced civic virtue among civil servants, Quality of work life significantly influenced conscientiousness among civil servants, Quality of work life significantly influenced sportsmanship among civil servants. Gowever, Quality of work life did not significantly influence altruism among civil. It is therefore concluded that quality of work-life significantly influenced organizational citizenship behavior among civil-servants. It was recommended that ministries should give priority to quality of work-life which willenhance altruism, conscientiousness, civic virtue, sportsmanship and courtesy that will encourage the employees to perform better and show willingness to achieve the organizational goals.
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Erni Irawati, Endang Larasati, Hardi Warsono, and Ida Hayu Dwimawanti. "EVALUATION OF THE EFFECTIVENESS OF BASIC TRAINING FOR CIVIL SERVANT CANDIDATES IN IMPROVING PUBLIC SERVICES IN CENTRAL JAVA." International Journal of Social Science 1, no. 3 (October 2, 2021): 209–24. http://dx.doi.org/10.53625/ijss.v1i3.414.
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Improving the quality of human resources for the apparatus is carried out through the recruitment of civil servants with more transparency and integrity by screening qualified civil servants, as the main engine for running the government. Furthermore, the development of Human Resources of state civil apparatus becomes the authority of the Region and the assistance task which is assigned to the Region. In this study, four aspects related to the evaluation of the effectiveness of basic training for civil servant candidates were seen; which are as follows, Integrated Competence Development, State Defense Attitudes and Behaviors, Actualization of the Basic Values of Civil Servants, and the Position and Role of Civil Servants in the Unitary State of the Republic of Indonesia. Competence is needed in service functions. Therefore, civil servants need to be equipped with practical education, not just theoretical. Basic Training for the Prospective Civil Servant as the initial provision for Prospective Civil Servants is a strategic training in which there are dominant aspects contained in the learning curriculum to be actualized later in the work and duties of the participants who are functions as civil servants. Curriculum development and learning systems that emphasize the transfer of culture or how those values will be integrated in the attitudes and behavior of the apparatus, become a culture, work ethic that supports the professionalism of their duties and positions. Analysis of the effectiveness of the results of the training on the competence of the training alumni is to conduct an assessment of the achievement of objectives, and the standard competence that have been set. In this case, the standard competence which is used is based on the Regulation of the Minister of Administrative Reform and Bureaucratic Reform of the Republic of Indonesia Number 38 of 2017 which is concerning about Competency Standards for State Civil Apparatus Positions
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Ovchinnikov, Svyatoslav Sergeevich. "Technology for the formation of digital competencies of civil servants." Социодинамика, no. 2 (February 2024): 58–66. http://dx.doi.org/10.25136/2409-7144.2024.2.69422.
Full textAbstract:
The subject of the research is the study of algorithms for the formation of competencies. The author examines various process structures of competence formation. The aim work is to develop a unified algorithm formation of digital competencies for civil servants. The specifics study will be focused on government civil servants who use digital technologies in their official activities. Special attention is paid to the issue of training and development of public civil servants. Author considers such an aspect of the topic as the impact of digital knowledge, skills and abilities on the digital economy of the Russian Federation. Author discusses various training technologies aimed at improving the qualification level of a civil servant. Author considers certain algorithmization of the formation of digital competencies in public administration. Features influence of educational activities on the creation of a special model of digital competencies of a civil servant. The following methods were used in the study: traditional analysis of documents (normative legal acts, scientific articles), modeling. As a result of the research author developed technology for the formation of digital competencies, aimed at developing the professional level of government civil servants and focused on the introduction of modern training models in public authorities. The area of possible implementation of the research results in such state bodies as the Government of the Russian Federation, the Administration of the President of the Russian Federation, the Ministry of Digital Development, Communications and Mass Media of the Russian Federation, etc. The novelty research is the development of completely new process of training and development of civil servants. The use of algorithmic technology for the formation of digital competencies will contribute to improving the qualification level of civil servant, improving public administration in a particular public authority, increasing measures to train and develop digital literacy of civil servant.
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Adyani, Sofia, Kusnida Indrajaya, and Sri Listyarini. "Analisis Penerapan Disiplin Pegawai Negeri Sipil di Lingkungan Pemerintah Kabupaten Kotawaringin Barat." Jurnal Administrasi dan Kebijakan Publik 7, no. 2 (November 28, 2022): 106–14. http://dx.doi.org/10.25077/jakp.7.2.106-114.2022.
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One indication of the low quality of civil servants is the existence of disciplinary violations within the West Kotawaringin Regency Government. Constraints faced by a Civil Servant in the application of Civil Servant discipline are the lack of strict sanctions given by the authorized official and the erosion of Civil Servant discipline. The purpose of this study is to analyze the application of civil servant discipline based on Government Regulation No. 53 of 2010 concerning Civil Servant Discipline and analyze the factors that encourage and hinder the discipline of Civil Servants in the West Kotawaringin Regency Government with reference to the theory proposed by Nitisemito, namely Purpose and Ability, Leading Example, Prosperity, Threat and Assertiveness. This research method is qualitative. Data was collected through interviews, observation and documentation, the selection of informants was carried out by purposive sampling, namely the selection of informants with the consideration that the informants really knew or were directly involved with the research focus. The data analysis technique used is data reduction, data presentation and conclusion drawing. The solution to the disciplinary problem is the existence of sanctions or strict action if a Civil Servant is proven to have committed a disciplinary violation which aims to provide a deterrent effect and shock therapy so that other Civil Servants do not imitate or commit more serious violations.
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Krykun, Olga. "ETHICAL ASPECTS OF THE BEHAVIOR OF PUBLIC SERVANTS." 63, no. 63 (July 10, 2022): 65–72. http://dx.doi.org/10.26565/2524-2547-2022-63-06.
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Abstract. The article analyzes the problems of conflict of interest of civil servants. The relevance of the study is that at the present stage the ethics of civil service is a type of managerial ethics, based on which the professional morality of civil servants is studied, and value orientations, ethical norms, moral aspects of behavior, relationships between people in public administration are substantiated. The microethics of a civil servant reveals specific requirements for the morality of civil servants, which are related to the peculiarity of the profession, its institutional, organizational and personal ethical components. Professional ethics should characterize the high culture in the work of all parts of the state administration. The ethics of a civil servant substantiates general moral guidelines. Harmonization of the requirements of general morality and professional morality of civil servants is possible through the forms and methods of independent public control over the activities of individual specialists and the professional group as a whole. Defining and clearly formulating the mission of the civil service is the basis for building the entire system of professional ethics of civil servants and a factor in ensuring moral relations between government and citizens. The principle of serving the people is the semantic core around which the system of professional value orientations of civil servants should be built. The civil service sets standards of behavior in communication with citizens, representatives of various organizations and associations, behavior in communication with special respect, friendliness, politeness, restraint, impartiality, establishing business relations of officials with government officials, foreign delegations. Certainly, the main guidelines of the democratic civil service should be solidarity, justice, and respect for the human person.
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Druskienė, Aušra, and Ingrida Šarkiūnaitė. "Motivational Incentives of Civil Servants in Lithuanian Municipalities." Public Policy And Administration 17, no. 3 (October 29, 2018): 344–70. http://dx.doi.org/10.5755/j01.ppaa.17.3.21952.
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Effective public management cannot be imagined without an efficiently functioning civil service apparatus. It is often stated that people working in the civil service are driven by idealistic motives, however, to ensure the implementation of the state's objectives, the efficiency and quality of civil servant activities, adequate motivational incentives of civil servants are necessary. The article analyzes theoretical and analytical aspects of the motivational incentives of civil servants: the concept of incentives for civil servants, their value and typology, empirical level of investigation and the experience in the motivation of civil servants at the level of the local government. Theoretical and analytical analysis revealed that the motivation system for civil servants must be balanced, based on the combination of monetary, moral, political, normative and emotional stimuli as well as responding to the motives of civil servants and increasing their job satisfaction. The results of the research showed that the civil servants in Lithuanian municipalities are mostly motivated by moral and normative, and less often by political and monetary incentives. Institutions mostly focus on the willingness of civil servants to contribute to the creation of a society's well-being, to carry out their duty to the public and to serve as well as loyalty and commitment to the institution and promotion of personal development. The study highlighted the importance of the management and direct management in motivating civil servants.DOI: http://dx.doi.org/10.5755/j01.ppaa.17.3.21952
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Minawati, Elis, Firman Hadi Rivai, and Ridwan Rajab. "Analysis of Civil Servant Career Development at Depok Metro Resort Police of Metro Jaya Regional Police." Devotion : Journal of Research and Community Service 4, no. 11 (November 20, 2023): 2232–50. http://dx.doi.org/10.59188/devotion.v4i11.652.
Full textAbstract:
This study aims to analyze career development for civil servants and strategy based on merit system at Depok Metro Resort Police of Metro Jaya Regional Police. The research method uses qualitative research. Data collection is carried out through interview techniques and document review. The results showed that (1) the ideal merit- system-based career coaching strategy at the Depok Metro Resort Police of Metro Jaya Regional Police must include 4 important aspects in career development of civil servants using HR management theory from Sutrisno (2019) which includes aspects of planning, organizing, actuating and controlling. (2) In order to realize the civil servant career development strategy, Indonesian National Police must first compile types of structural and functional positions specifically intended for civil servants to clarify the position of career paths for civil servants in Indonesian National Police by applying 3 (three) other aspects according to Mondy's theory (2005) which includes educational qualifications, competencies and optimal performance to ensure that the management of civil servants resources in Indonesian National Police is carried out properly. In order for the Depok Metro Resort Police to implement a career development strategy, by prioritizing qualification, competence and performance for all civil servants, supported by the budget to improve the civil servants quality of Depok Metro Resort Police. With the improvement of the quality of civil servants evenly, organizational goals can be realized effectively and efficiently.