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Management
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System Setup
HR Management

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Public service

III. HR Management System Arrangement

III.1. Planning employee needs in accordance with organizational needs

III.1.a. Employee needs prepared by work units refer to job maps and the results of workload analysis for each position
FT employee needs are prepared referring to the Position Map which is based on the results of the Workload Analysis for each position. ULM is currently still implementing SOTK according to Permenristekdikti No. 42 of 2015 concerning the Organization and Work Procedures of Lambung Mangkurat University, as well as Minister of Research and Higher Education Regulation No. 15 of 2015 and its amendment to Permenrisdikti No. 47 of 2018 concerning the Statutes of Lambung Mangkurat University, where there are positions of head of TU division and 4 sub-divisions and all staff still hold administrative (structural/echelon) positions, so the current Position Map still refers to these regulations. Furthermore, according to PermenPANRB 1 of 2020, at the end of 2020 there were already 3 staff who took part in equalizing functional positions, namely 1 Archivist, and 2 APBN financial management analysts (appointed on 28 December 2020), therefore this was the first step in adjusting the SOTK Then the FT has prepared a job analysis that is in accordance with the SOTK proposal and equalization of positions, namely:
  1. Archivist,
  2. Personnel Analyst,
  3. APBN Financial Management Analyst.
Evidence to Support Position Map and Workload Analysis:
III.1.b. The placement of employees resulting from recruitment purely refers to employee needs which have been prepared per position

All employee placements resulting from recruitment purely refer to employee recruitment plans that have been prepared per position. For lecturers (teaching staff), all lecturers are accepted according to their qualifications and placed according to the home base of their study program. For educational staff, all staff received meet the required qualifications and are placed according to their subsection/work group. However, FT ULM last received new teaching staff placements in 2014. Meanwhile, in the last 6 years it has not received any new teaching staff placements.

 

Evidence to Support Employee Placement:

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Chancellor's Decree No. 1149 of 2019 concerning Homebase for Faculty of Engineering Lecturers

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Chancellor's Decree No. 753 of 2020 concerning Homebase for FT ULM Lecturers

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III.1.c. Monitoring and evaluation of the placement of recruitment employees to meet the needs of positions in the organization has provided improvements to the performance of work units
Monitoring and evaluation has been carried out on the placement of employees resulting from recruitment in 2018 (CPNS formation 2017) and 2019 (CPNS formation 2019), monitoring was carried out by submitting questionnaires to:
  1. PNS/CPNS recruitment results, and
  2. Direct supervisor (Head of Department/Study Program Coordinator/Head of Subdivision)
The questionnaire contains:
  1. Respondents' perceptions of the suitability of educational qualifications with placement,
  2. Work experience with placements,
  3. Impact of placement with the organization, and
  4. Working relationships between subordinates and superiors, as well as working relationships with colleagues.
The results of monitoring employee placement in work units are in accordance with the work unit recruitment plan and have had a significant improvement impact on the work unit. Internally, FT also carries out online-based monitoring and evaluation efforts which are developed according to needs. .
Evidence to Support Employee Placement Monitoring and Evaluation:

III.2. Internal Mutation Patterns

III.2.a. In carrying out employee career development, have employees been transferred between positions?

Civil servant career patterns comply with regulations

  1. For educational staff (lecturers) refer to Minister of Administrative and Bureaucratic Reform Regulation Number 17 of 2013 as amended in Minister of Administrative and Bureaucratic Reform Regulation Number 46 of 2013 concerning Lecturer Functional Positions and Credit Scores. Apart from promotions to academic positions for lecturers, transfers for teaching staff (lecturers) can also be carried out through changes to the lecturer's home base which are adjusted to the academic qualifications and field of science of the lecturer concerned.
  2. For Education Personnel, refer to Government Regulation Number 11 of 2017 concerning Management of Civil Servants and Regulation of the Chancellor of Lambung Mangkurat University Number 7 of 2019 concerning Career Patterns of Civil Servants within Lambung Mangkurat University

Mutations in Education Personnel at Lambung Mangkurat University are dynamic, mutations are generally carried out if there are Echelon Officials or Employees who have entered the retirement age limit so that transfers are carried out between echelon positions or can also be done through promotions. Apart from that, the transfer of Education Personnel also takes the form of inpassing/equalizing Administrative Positions to Functional Positions.

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Evidence to Support Inter-Position Employee Transfers:

III.2.b. When transferring employees between positions, pay attention to the competency of the position & follow the predetermined mutation pattern

Employee transfers between positions have taken into account the competency of the position and follow the mutation pattern that has been determined by the organization and the work unit also provides consideration based on it HCDP And TNA. Mutations within Lambung Mangkurat University have been carried out in accordance with applicable regulations, referring to Government Regulation Number 11 of 2017 and Lambung Mangkurat University Chancellor's Regulation Number 7 of 2019

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Supporting evidence of paying attention to position competencies & following mutation patterns:

III.2.c. Monitoring and evaluation activities have been carried out on mutation activities that have been carried out in relation to improving performance

Monitoring and evaluation of employee transfers in 2020 has been carried out. Monitoring is carried out by submitting questionnaires to:

  1. Transferred employees, and
  2. Direct supervisor

The questionnaire contains:

  1. Respondents' perceptions of the suitability of educational qualifications for new positions,
  2. Work experience in a new position,
  3. Impact of placement with the organization, and
  4. Working relationships between subordinates and superiors, as well as working relationships with colleagues. The results of monitoring employee transfers in work units have had a significant impact on work unit performance.

Internally, FT also carries out monitoring and evaluation-based efforts on line which is developed according to needs, referring to the Job Performance Assessment.

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Evidence to Support HR Mutation Monitoring and Evaluation:

III.3. Competency-based employee development

III.3.a. The Work Unit carries out Training Need Analysis for competency development
ULM has prepared a plan for employee competency development which is stated in the document Human Capital Development Plan (HCDP) ULM which was then adopted by the Faculty of Engineering in the FT ULM HCDP document. In the HCDP FT ULM, the educational and training needs required by educational staff and teaching staff (lecturers) until 2024 have been prepared in a document Training Needs Analysis (TNA) FT ULM, with the aim of increasing employee competency. In the TNA FT ULM document, the planned education and training includes:
  1. For Education Personnel in the form of Leadership Training, Personnel Management Training, Financial Training, State Property Management Training
  2. For Educators (Lecturers) such as Applied Approach (AA), PEKERTI, English Language Training, even increasing competency through providing Assignments/Study Permits
Supporting Evidence  Training Needs Analysis for competency development:
III.3.b. Preparation of employee competency development plans, considering the results of employee performance management
The employee competency development plan is prepared based on the HDCP and TNA FT ULM and taking into account the results of the work performance assessment of each individual employee. Thus, the amount of education/training that each employee can participate in can vary according to their competency needs and work performance assessment.
Evidence to Support Employee Performance Management Results:
III.3.c. The gap between existing employee competencies and the competency standards set for each position
The assessment of employee competency gaps is carried out by referring to the Rector's Regulation of Lambung Mangkurat University Number 9 of 2019 concerning Competency Standards for Civil Servants within Lambung Mangkurat University. Based on the results of this assessment, it is known that the Standards for Technical Competency, Managerial Competency and Socio-Cultural Competency for Civil Servants in the FT ULM environment are:
  1. For educational staff, there are 21,33% of the total number of educational staff who still do not meet the competency standards for ULM civil servants.
  2. For teaching staff, there are 10,78% who still do not meet the ULM civil servant competency standards. On July 13-15 2021, an assessment of civil servant competency predictions will be carried out within the ULM environment.
The results of this assessment can be used as an updating assessment of employee competency gaps within the FT ULM environment.
Evidence to Support Employee Competency Gaps Assessment:
III.3.d. Employees in the Work Unit have received the opportunity/right to take part in training and other competency development

All employees at FT ULM have the opportunity/right to take part in education/training in the context of competency development based on the HDCP and TNA FT ULM and taking into account the results of the work performance assessment of each individual employee. Thus, the amount of education/training that each employee can participate in may vary according to their competency needs and work performance assessment.

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Evidence Supporting the Opportunity to Participate in Competency Development:

III.3.e. In its implementation, the work unit makes efforts to develop competency for employees
FT has made efforts to develop competency for all employees, including;
  1. Technical Guidance Training on Financial Administration Systems and Planning Strategy
  2. Training on Strategy Procedures for Taking the Government's PBJ Competency Test
  3. Technical Guidance Training for Archives and Correspondence Management
  4. Seminar on the Functional Position of APBN Financial Management Analyst.
  5. Job Analysis Training Training etc
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Evidence to Support Employee Competency Development:
III.3.f. Monitoring and evaluation has been carried out on the results of competency development in relation to performance improvement

Monitoring and Evaluation of Employee Competency Development has been carried out in 2020. Monitoring is carried out by submitting questionnaires to:

  1. Employees who took part in education/training in the 2020 period, and
  2. Direct supervisor

The questionnaire contains:

  1. Respondents' perceptions of the suitability of education/training followed by the duties and functions of their position,
  2. Implementation of education/training results followed by the duties and functions of the position, and
  3. The impact of the education/training attended on organizational performance,
    The results of monitoring Employee Competency Development in the work unit are in accordance with the plan and have had a significant performance improvement impact on the work unit.
    Internally, FT also carries out online-based monitoring and evaluation efforts which are developed according to needs.

Report on the results of competency development monitoring and evaluation carried out by ULM annually. Meanwhile, in the context of implementing ZI FT development, monitoring activities on competency development results in relation to performance improvement will be carried out using an online mechanism on a regular basis. Progress to date has been the preparation of an online monitoring and evaluation application.

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Evidence to Support Monitoring and Evaluation for Employee Competency Development:

III.4. Determination of Individual Performance

III.4.a. There is a determination of individual performance which is related to the organizational performance agreement

Determination of individual performance has been linked to organizational performance agreements. Determination of Individual Performance of Education Personnel is determined based on job and position descriptions in accordance with Permenristekdikti Number 5 of 2015, while for Education Personnel (Lecturers) based on the main duties and functions of lecturers in accordance with PERMENPAN&RB Number 17 of 2013 and Amendment Number 46 of 2013. Individual performance agreements are in line with employee performance targets (SKP) and each employee is required to make Work Targets at the beginning of the year and carry out a performance assessment at the end of the current year.

Evidence to Support Individual Performance Determinations related to Organizational Performance Agreements:

  • III.4.a.1. Individual Educator Performance Agreement 2020 And 2021
  • III.4.a.2. Individual Performance Agreement for Education Personnel 2020 And 2021
III.4.b. Individual performance measures are in accordance with individual performance indicators at the level above

Individual performance measures correspond to individual performance indicators at the level above them. For Education Personnel, individual performance measures are prepared by each employee in coordination with the LWG Sub-coordinator. For Educators (Lecturers), performance measures are prepared by each employee in coordination with the Study Program Coordinator. Meanwhile, the individual performance measures for the POKJA sub-coordinators are prepared together with the POKJA Coordinator (ex officio Deputy Dean for General Affairs and Finance), and the individual performance measures for the Study Program coordinators are prepared together with the Deputy Dean for Academic Affairs. The performance measures for the Deputy Dean are prepared together with the Dean by taking into account the Dean's performance contract with the ULM Chancellor.

Evidence Supporting the Suitability of Individual Performance Measures with Higher Level Individual Performance Indicators:

  • III.4.a.1. Dean – Chancellor Performance Contract 2020 And 2021
  • III.4.a.2. Individual Educator Performance Agreement 2020 And 2021
  • III.4.a.3. Individual Performance Agreement for Education Personnel 2020 And 2021
III.4.c. Individual performance measurements are carried out periodically

Individual performance measurement for lecturers is carried out through BKD reporting every semester, and SKP every year. Individual performance measurement for Education Personnel is carried out through SKP reporting every semester.

Evidence Supporting Periodic Individual Performance Measurement:

  • III.4.c.1. BKD Lecturer (2019_2 and 2020_2)
  • III.4.c.2. SKP for Educators (2019 And 2020)
  • III.4.c.3. Annual SKP for Education Personnel (2019 And 2020), Semester SKP for Education Personnel (2019 And 2020)
  • III.4.c.4. PPNPN Performance Assessment (2019 And 2020)
III.4.d. The results of individual performance assessments have been used as the basis for providing rewards
Giving rewards, especially lecturer performance related to research and publications provided by ULM. In Chancellor's Decree No. 782/UN8/KU/2017 concerning determination of recipients of lecturer incentives and appreciation for A-accredited study programs in 2017, also Chancellor's Decree No. 1513/UN8/KP/2019 concerning Awarding Performance Awards/Rewards for ULM Civil Servants. Giving rewards for education staff based on individual performance assessments in the form of promotions, opportunities to participate in competency development education/training and PPNPN contract extensions.
Evidence Supporting Individual Performance Assessment as a basis for Rewards:

III.5. Enforcement of disciplinary rules/code of ethics/employee code of conduct

III.5.a. Disciplinary rules/code of ethics/code of behavior have been implemented/implemented
ULM has regulations related to the Code of Ethics, namely the Chancellor's Decree Number 902/UN8/KP/2013 dated 7 May 2013 concerning the ULM Civil Servant Code of Ethics and the Chancellor's Decree Number 725/UN8/OT/2014 dated 30 October 2014 concerning the ULM Lecturer Code of Ethics. Has carried out ethics committee hearings regarding several violations committed by employees. Apart from implementing the code of ethics, violators are also subject to sanctions based on PP 53 of 2010. The Faculty of Engineering has implemented all disciplinary rules/code of ethics/code of behavior set by ULM;
Evidence Supporting Implementation of disciplinary rules/code of ethics/code of behavior:

III.6. Personnel Information System

III.6.a. Work unit personnel information data has been updated regularly

FT personnel information data can be accessed by employees (especially lecturers) and updated every time there is a change in employee data. Employee Data Updating Reports are carried out every time there is a change, ULM uses SISTER to update student and lecturer data which is the responsibility of each employee. SISTER is connected with SIMARI ULM and PD-DIKTI. Apart from SISTER, updating employee data is also carried out through SAPK BKN and manually via the Ms. Excel in the Legal and Personnel Section (later used as comparative data). Data synchronization is carried out once a week. Innovations in updating lecturer data, especially research performance and publications, have been integrated with SISTER, and within the FT environment services have been provided for access to updates through the SINTA ULM verifier.

Supporting evidence for updating work unit personnel information data:

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