Employee Performance Regional Staffing Body of Nganjuk Regency in Implement the Civil Servants Mutation Policy in Nganjuk Regency
Rahma Gautami (a*) Gitadi Tegas Supramudyo (b*)
a) Student Master of Public Policy, Airlangga University, City of Surabaya, Indonesia
*rahmagautami[at]yahoo.com
b) Lecturer of Public Administration Program, Airlangga University, City of Surabaya, Indonesia
*gitadi.supramudyo[at]fisip.unair.ac.id
Abstract
This research is based on reality that Regional Staffing Body (BKD) in staffing area was less optimum in providing service to civil servant causing a need to improve apparatus resource quality to make professional apparatus. It is evidenced by inequality staffing in almost all Regional Apparatus Task Force (SKPD) in Nganjuk Regency. Therefore, this research tried to answer question of how does Regional Staffing Body performance in Nganjuk Regency in PNS (Civil Servant) transfer in Nganjuk Regency. Theoretically, this problem was explained using performance theory perspective by Sedarmayanti about performance measurement instrument that include work performance, skill, behavior and leadership. Research method used was qualitative descriptive by determining key informant performed through purposive in the data collection process. Data were collected from ten informants consisting of four informants from sub-division of mutation/transfer and six informants from civil servant who ever been transferred in 2011-2012. Research result indicated that employee Regional Staffing Body of Nganjuk Regency in implementing mutation policies Civil Servant Transfer in Nganjuk Regency not good enough has been by influence for element subjective factor and politic/power factor in implementing. Beside there is analyze position corresponding performance, map position, and a list of employee vacancies and staffing not appropriate of educational backgrounds.
Keywords: Performance; Mutation; Civil Servant
Topic: Human Resource Development