You are on page 1of 14

Enhancing government employees

performance and behaviour using e-Kinerja


Daniel Hary Prasetyo – UBAYA
Rahadian Bisma - UNESA
Ekinerja in action
Ekinerja in action
Ekinerja in action
Background

All Indonesia local government manage their employee


(called ASN : aparatur sipil negara), referenced by Rule
no 5 year 2014. The rule says that employee
management consist of a. preparation and adoption of
the requirement; b. procurement; c. rank and position; d.
career development; e. career patterns; f. promotion; g.
mutation; h. performance assessment; i. payroll and
benefits; j. appreciation; k. discipline; l. dismissal; m.
pension and retirement; and n. Protection
Background

The old system :


employee receives a base salary, fixed allowances,
and honorarium. Honorarium is additional allowances
that came from managing and controlling projects which
doing by external partner.
 not all level can have this responsibility
 staff level will never get honorarium
 not reflect performance of all employee
Design
Performance allowance

Job Grading
fixed
+
allowances
attendance
New Allowances
Variable/
dynamic Performance
allowance

RPP = Rupiah per point.


Jobvalue = Maximum Value for the position of the employee
Design
Based on activity and behaviour

Main activity is arranged by the supervisor based on ‘tupoksi’ of the


employee’s position.
General activity rated 20% only .
Design

Total point for employee that have leader and also
have staff (echelon 3 and echelon 4)
% % %

+ +
KINER KINER KINER
JA JA JA
STAF STAF STAF %

+
1 2 .. N KINER PERILA

+
JA KU
PRIBA PRIBADI
DI
N

• X+Y=100, A+B=100
• Bottom Staff doesn’t have x (y=100).. Echelon 2 doesn’t have y
(x=100)
Design
• Behaviour Supervisor
assesment
Services Integrity

Equal position Equal position


Leadership Comitment

teamwork Discipiline

Staff
Implementation

• demo
Finding

• X% (percentage of staff performance) is in


range between 20% to 50% in different
places
 the higher value reflect that they
confidence with their team. The lower
value reflect they not confidence enough
to encourage their staff.
• B% (percentage of behavior) is in range
20% to 30% in different places.
Finding

• Employees who usually doesn’t want any


assignment from their leader, now they
accept it with smile. moreover, they ask
for it.
• Based on internal review by interviewing
some leaders in each city, eKinerja has
bring positive result by increasing working
passion and attention between leaders
and their staff.

You might also like