OPTIMALISASI SISTEM PENILAIAN KINERJA PEGAWAI NEGERI SIPIL POLDA SULAWESI SELATAN

Abstract

Tujuan penelitian yakni untuk mengetahui peningkatan kinerja pegawai pada pelayanan publik, penilaian kinerja pegawai dan manfaat penilaian kinerja pegawai pada Polda Sulawesi Selatan. Dalam penelitian ini digunakan pendekatan kualitatif dengan metode deskriftif analitis. Data diperoleh dari sejumlah informan yang terdiri atas: kepala Bidang SDM, Kepala Bidang Umum, Pegawai, Anggota Kepolisian, dan Masyarakat Pengguna layanan. Hasil dari penelitian ini yakni: 1. Kinerja pelayanan pegawai di Kantor Polda Sulawesi Selatan terbilang baik. Hal ini berdasarkan hasil penelitian dengan tiga indikator, yakni: responsivitas pegawai atau kemampuan untuk mengetahui dan memahaimi kebutuhan maupun keinginan masyarakat baik, responsibiltas pegawai dimana pegawai sudah bertanggung jawab dalam melaksanakan tugas. Akuntabilitas pegawai dimana para pegawai sudah memiliki keahlian masing-masing dalam menjalankan tugas dan fungsinya. 2. Penilaian kinerja pegawai Penilaian kinerja pegawai pada Kantor Polda Sulawesi Selatan terbilang baik. Hal ini berdasarkan hasil penelitian dengan tiga indikator, yakni: Relevansi penilaian kinerja yang ada sudah relevan sebab disusun berdasarakan tugas dan fungsi masing-masing pegawai menjadi sebuah rencana kerja dan target kerja yang ditetapkan bersama antara pegawai dan pejabat penilai secara langsung, Sensitivitas penilaian kinerja dikatakan dapat membedakan tingkat kinerja pegawai dengan melihat sejauh mana realisasi target sasaran kerja di akhir tahun dan Kepraktisan sistem penilaian kinerja pegawai dengan metode SPK dan PKP dianggap cukup mudah dilakukan. 3. Manfaat penilaian kinerja pegawai Polda Sulawesi Selatan terbilang kurang baik. Maka, secara keseluruhan dapat disimpulkan bahwa optimalisasi Sistem Penilaian Kinerja di Kantor Polda Sulawesi Selatanbelum optimal karena masih terdapat indikator penelitian yang kurang baik dari tiga indikator penelitian yang ditentukan yakni tentang manfaat penilaian kinerja pegawai.

The study aimed to determine the improvement of employee performance in public services, employee performance appraisal and the benefits of employe performance appraisal Police Office of South Sulawesi. This study used a qualitative approach with a descriptive-analytical method. The data were obtained from several informants consisting of the head of the HR Division, the Head of the General Affairs Division, employees, members of the police, and the service user community.  The results of this study are: 1. The service performance of employees Police Office of South Sulawesi is fairly good. This is based on the results of research with three indicators, namely: employee responsiveness or the ability to know and understand the needs and desires of the community, and employee responsibility, where employees are already responsible for carrying out their duties. Employee accountability where employees already have their respective expertise in carrying out their duties and functions. 2. Employee performance appraisal Employee performance appraisal Police Office of South Sulawesi is fairly good. This is based on the results of research with three indicators, namely: The relevance of the existing performance appraisal is relevant because it is compiled based on the duties and functions of each employee into a work plan and work targets that are jointly set between employees and appraisers directly, The sensitivity of the performance appraisal is said to be can distinguish the level of employee performance by seeing the extent to which the realization of work targets at the end of the year and the practicality of the employee performance appraisal system using the SPK and PKP methods are considered quite easy to do. 3. The benefits of evaluating the performance of the South Sulawesi Regional Police are not very good. So, overall it can be concluded that the optimization of the Performance Assessment System Police Office of South Sulawesi is not optimal because there are still poor research indicators from the three research indicators that have been determined, namely the benefits of employee performance appraisal