Manajemen Perubahan

Management
Change

Structuring
Governance

System Setup
HR Management

Strengthening
Accountability

Strengthening
Supervision

Quality Improvement
Public service

I. Change Management

I.1. Work team

I.1.a. The work unit has formed a team to build the Integrity Zone

The Faculty of Engineering (FT) ULM implemented the Development of an Integrity Zone towards a Corruption Free Area (ZI WBK) based on Chancellor's Decree No. 975/UN8/WS/2021 Dated April 27 2021. At the work unit level, the FT Dean formed the FT ZI WBK Development Team through Dean's Decree No 115/UN8.1.31/WS/2021 dated May 4 2021. The FT ZI WBK Development Team consists of chairman and 6 change area managers assisted by several members, namely:

Chair: Dean of FT ULM (Bani Noor Muchamad)
Change Area Manager: Noor Razikin (representing the tendik element)
Management Area Manager: Andy Mizwar (representing leadership elements)
HR Management System Area Manager: Inda Ayu Chairani (representing financial & personnel staff elements)
Accountability Strengthening Area Manager: Romla Noor Hakim (representing leadership elements)
Supervision Strengthening Area Manager: Meilana Dharma Putra (representing elements of UPM/Quality Assurance)
Public Service Strengthening Area Manager: Mohammad Ibn Saud (representing the lecturer element).

Evidence to Support the Formation of the ZI Development Team:

I.1.a.1 Chancellor's Decree No. 975/UN8/WS/2021 April 27, 2021
I.1.a.2 Dean's Decree No 115/UN8.1.31/WS/2021 May 4, 2021

I.1.b. Team members are selected through clear procedures/mechanisms

The determination of the ZI WBK FT Development Team has gone through clear procedures and mechanisms by the Selection Team which was formed based on Dean's Decree No 114/UN8.1.31/WS/2021 April 28 2021. The process for selecting the ZI WBK FT Development Team includes elements of leadership, lecturers and staff.

The selection team carries out a selection process for staff who have the ability and suitability for the main tasks and functions. Requirements for the ZI WBK Development Team include:

Have competency in understanding and implementing the Integrity Zone towards a Corruption Free Area
Understanding the main tasks and functions of the working group for developing integrity zones
Have dedication and loyalty in work
Thorough, fast and punctual in work
Never committed a crime or violated the code of ethics and discipline
Assessment based on Employee Work Targets (SKP) and Track record Employee.

The procedures and mechanisms for determining the ZI WBK FT Development Team have been outlined in Attachment to Dean's Decree No 114/UN8.1.31/WS/2021 Dated 28 April 2021 Membership of the 2021 ZI WBK FT Development Team involves all existing elements.

Change Area Members: Fuji Herawati
Members of the Governance Arrangement Area: Wardatunnisa
Members of the HR Management System Area: Djawita
Strengthened Accountability Area Members: Sumadianto
Members of the Supervision Strengthening Area: Pathur Raziansyah
Members of the Public Service Strengthening Area: Sitti Rahmawati

Evidence to Support Team Member Determination Procedures:

I.1.b.1. Dean's Decree No. 114 of 2021 concerning Selection Team & Selection Guidelines
I.1.b.2. Invitation letter to join the ZI WBK Development Team
I.1.b.3. Document SKP 2020, LHKPN 2020, LHKASN 2020, and Curriculum Vitae
I.1.b.4. Document Team Selection Results Development of ZI WBK FT 2021

I.2. Integrity Zone Development Plan

I.2.a. Integrity Zone development work plan document towards WBK/WBBM

Referring to Ministerial Regulation PAN RB No. 52 of 2014 and its amendments (Permen PANRB No. 10 of 2019) then FT ULM has ZI WBK FT Development Work Plan (2020-2024). This work plan includes: Action Plan for 2021. ZI FT Development Work Plan 2020-2024 refers to ULM Bureaucratic Reform Roadmap Plan (2020-2024). .

Supporting Evidence of ZI Development Work Plan Documents:

I.2.a.1. Document ULM Bureaucratic Reform Roadmap 2020-2024.
I.2.a.2. Document ZI WBK/WBBM FT Work Plan (2020-2024)
I.2.a.3. Document Action Plan (Year 2021)

I.2.b. In the development document there are priority targets that are relevant to the WBK/WBBM development objectives

In the ZI WBK FT Development Work Plan Document (2020-2024) priority targets have been prepared (quick win program) which is very relevant to the objectives of developing ZI WBK in the FT environment. Priority targets (quick wins) was prepared by considering the conditions, problems, needs and capabilities that exist at FT ULM. This preparation also takes into account the PANRB Ministerial Regulation No. 10 of 2011 concerning Guidelines for Implementing Change Management Programs

Evidence to Support Priority Targets:

I.2.b.1. Quick Win Development Program ZI WBK FT (FT Agile to Serve)
1. FT e-Services
2. FT e-Command Center
3. FT e-Response
4. FT eCommerce
5. FT e-Office

I.2.c. There is a mechanism or media to socialize the development of WBK/WBBM

The socialization mechanism for the development of ZI WBK FT is carried out in an integrated manner with the ongoing development process (real time) and integrated in the implementation of the main tasks and functions of the work unit, especially through service on line;
The main media for socializing the development of ZI WBK FT is the special page "ZI WBK" on the FT website. On the ZI WBK page, all information is available, including dynamic/real time. Apart from that, socialization media is also carried out through every meeting forum, both offline and online, inserted in every information media (posters, leaflets, banners, banners, etc.), as well as other social media, such as Instagram, YouTube and other WAGs.

Evidence to support socialization mechanisms/media:

I.2.c.1. Faculty of Engineering website (page ZI WBK, banners Main page)
I.2.c.2. Instagram Faculty of Engineering
I.2.c.3. Faculty of Engineering Youtube Channel
I.2.c.4. Poster/Spanner/Banner
I.2.c.5. Socialization via email blast
I.2.c.6. Report (Invitation, Material, Documentation, Banners)

I.3. Monitoring and Evaluation of WBK/WBBM Development

I.3.a. All development activities have been carried out according to plan

In accordance with the 2020-2024 ZI WBK FT Development Work Plan, especially the 2021 Action Plan, all programs and activities have been implemented well. All development processes and stages are reported regularly every month. Implementation Report describes the progress of the ZI WBK FT development

I.3.b. There is monitoring and evaluation of the construction of the Integrity Zone

To ensure that the implementation of the ZI WBK FT Development goes according to plan, all programs and activities are monitored and evaluated on an ongoing basis. The monitoring and evaluation process is carried out directly by the leadership (Head of the ZI WBK development team) using valid instruments and implemented online. The results of monitoring and evaluation are reported (Monev Report) together with the development implementation report as a single unit. This is so that the link between implementation and monitoring and evaluation can be seen and understood well. Reports are submitted regularly every month starting in 2021.

I.3.c. Monitoring and Evaluation results have been followed up

After the plan is implemented and monitoring and evaluation are carried out, any deficiencies are reported as a follow-up plan. These three aspects (implementation, monitoring and evaluation and follow-up) are presented as a single document that is interrelated (cannot be separated). The next follow-up plan is reported (Follow-up Plan Report) in the following month's implementation report. All reports are reported regularly every month starting in 2021.

Evidence to Support Implementation, monitoring and evaluation and follow-up:

I.3.c.1. Document Implementation of ZI Development WBK
I.3.c.2. Document ZI Development Monitoring and Evaluation Report

I.4. Changes in mindset and work culture

I.4.a. Leaders act as role models in implementing WBK/WBBM Development

The ZI development role model involves all leadership elements in the FT environment starting from the Dean, Deputy Dean, Sub-coordinator of the Working Group, Study Program Coordinator, Head of the Laboratory, to the Head of the Student Organization. The appointment of all leadership elements is to ensure the implementation of ZI development down to the lowest level. Role models are determined based on Dean's Decree No. 117/UN8.1.31/WS/2021 dated 20 May 2021 .

Evidence Supporting the Role of Leaders as Role Models:

I.4.a.1. Dean's Decree No. 117/UN8.1.31/WS/2021 regarding Determination of the ZI WBK FT Development Role Model, May 20 2021

Dean's Decree No. 117 of 2021 concerning Determination Role Models Implementation of ZI Development at FT ULM

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I.4.b. A change agent has been appointed

Change Agent (agent of change) The construction of ZI WBK FT has been determined through Dean's Decree No 116/UN8.1.31/WS/2021 dated 20 May 2021 with reference to PANRB Ministerial Regulation 27/2014 concerning Guidelines for Development of Change Agents. The determination is made via selection process by the selection team. The Change Agent is determined to be 1 person for each value system that applies in the FT.
Enterprising Values: Nor Yati
Efficient Values: Andreyan Rizky Baskara
Polite Values: Andi Asrena Wahyudi
Innovative Values: Naimatul Aufa
Skilled Values: M. Syaifullah

So far, change agents have really contributed to the ZI WBK FT development process
-The contribution of active change agents is the running of online services better
-The contribution of an efficient change agent is the creation of a performance monitoring model through the FT Command Center and the Android Gesit application
-The contribution of a polite change agent is that complaints and requests for information are served more quickly
-The contribution of innovative change agents is the creation of e-commerce services for academic work
-The contribution of skilled change agents is the running of an integrated and collaborative academic administration process

Evidence to Support the Determination of a Change Agent:

I.4.b.1. Dean's Decree No. 114/UN8.1.31/WS/2021 Change Agent Selection Team
I.4.b.2. Dean's Decree No 116/UN8.1.31/WS/2021 ZI WBK FT Development Change Agent 2021

I.4.c. A work culture and mindset has been built within the organization

A work culture has been built, namely by applying the values that underlie the implementation of main tasks and functions, namely the GESIT values. -Enterprise values have the meaning of being enthusiastic in actions and efforts to provide the best results, -Efficient values have the meaning of achieving a certain output with the lowest input or lowest input with maximum output, -Values Polite means subtle and good manners in language and behavior; patient and calm; or polite; full of compassion; likes to help, -Innovative values mean having creative power, the ability to create new things that are different from those that already exist or are previously known. These new things can be in the form of ideas, methods, or tools. -Skilled values mean being able to complete tasks; capable and deft. With a work culture based on GESIT values, a mindset is formed to provide excellent service (easy, fast and cheap).
Another work culture is a cloud-online based collaborative work culture so that a mindset of working efficiently and effectively is formed. with the implementation of the work culture above, currently satisfaction with the services provided by FT has become better (IKM 2020 was 78,64% then increased in 2021 to 90,98%) and resistance to change has further decreased.

Evidence Supporting Work Culture and Mindset:

I.4.c.1. GESIT Values
I.4.c.2. SMEs in 2020 And SMEs in 2021
I.4.c.3. Online Service Testimonials FT
I.4.c.4. Screen shots email template featuring the Si Gesit header

SME Service Unit (2021)

SME Service Unit (2020)

I.4.d. Organization members are involved in building the Integrity Zone towards WBK/WBBM

The ZI WBK FT development process at ULM involved the entire community, from leadership level to staff; includes lecturers, education staff, students, and also alumni/community/partners. Each has a role and contribution, namely:

Leadership (Dean, Deputy Dean, & Koprodi) plays a role in formulating policies and plans and leading the change process
Lecturers have the role of being implementers, users, as well as providing input.
Educational staff have a role as implementers, users, as well as providing input.
Students have the role of providing input as the largest users of FT online services
Alumni/community/partners have an input role as the largest users of FT online services

Evidence to support member involvement in ZI development:

I.4.d.1. Document ZI WBK FT Development Work Plan 2020-2024
I.4.d.2. Document Implementation of ZI WBK Development (point 3)

ZI WBK Socialization Media

Socialization of ZI development in particular is also carried out through mechanisms that are integrated with the implementation of the work unit's main tasks and functions, as well as through the media of the FT Website in the form of a special ZI WBK page, Instagram, FT Youtube, and inserted in every online and offline meeting and communication forum as opening material, cover, banners, email headers and g-forms, etc.