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All Journal SEIKO : Journal of Management & Business JUPE : Jurnal Pendidikan Mandala Dinamika Governance : Jurnal Ilmu Administrasi Negara JURNAL CIVIC EDUCATION: MEDIA KAJIAN PANCASILA DAN KEWARGANEGARAAN Jurnal Administrasi Publik dan Kebijakan (JAPK) Sibatik Journal : Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Jurnal Administro : Jurnal Kajian Kebijakan dan Ilmu Admiministrasi Negara International Journal of Information Techonology and Education (IJITE) Jurnal Ilmiah Administrasi Pemerintahan Daerah JURNAL CIVIC EDUCATION: MEDIA KAJIAN PANCASILA DAN KEWARGANEGARAAN Civilia: Jurnal Kajian Hukum dan Pendidikan Kewarganegaraan
Jeane E Langkai
Universitas Negeri Manado
Arts Humanities Computer Science & IT Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Implementation of the PNS e-Performance Program at the DPRD Secretariat of North Sulawesi Province Yulius, Sendow Ridel; Langkai, Jeane E.; Dilapanga, Abdul Rahman
International Journal of Information Technology and Education Vol. 3 No. 1 (2023): December 2023
Publisher : JR Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62711/ijite.v3i1.142

Abstract

This research aims to find out how the e-Performance program is implemented in the DPRD Secretariat of North Sulawesi Province and the factors inhibiting the implementation of e-Performance. The research method used in this research is descriptive-analytical research using a qualitative approach. Based on the results of research conducted by the author, the following conclusions can be drawn: (1) e-Performance was developed to make it easier for officials to input activities or work and create Daily Work Reports (LKH). In addition, this application is expected to be able to become a supporting instrument for leaders in making decisions regarding employees, units, and work units (2) The implementation process is going well starting from holding socialization to supporting facilities (3) In filling out e-performance, obstacles are still found such as slow networks and sometimes application errors. (4) Rewards are a form of appreciation for employee performance in the form of performance allowances, while punishment is in the form of a 25% reduction in performance allowances.
Evaluation of the Job Training Policy Implementation Process at the Manado City Manpower Office in IT Perspective Pulukadang, Raisha A.M.; Langkai, Jeane E.; Tumbel, Goinpeace H.
International Journal of Information Technology and Education Vol. 3 No. 1 (2023): December 2023
Publisher : JR Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62711/ijite.v3i1.145

Abstract

Implementation of training programs Work based on the Minister of Manpower Regulation Number 11 of 2013 concerning Guidelines Maintenance System Training National Work. Implementation of training programs carried out by the Manado City Employment Service experienced several obstacles, such as unemployment data on the same with existing real data. Study This uses the theory implementation of public policy. Objective study This is to know How the implementation of training programs is suitable to work with the needed company at the Manado City Employment Service. Study This use method studies qualitative descriptive. Data was obtained through observations, interviews, as well as documentation. Research results This discloses that evaluation of implementation programs policy training Work at the Manado City Employment Service is feasible next However with several repairs like providing more facilities sufficient to do so complete lack of maintenance training, adding source Power teacher or instructor Training for implementation training can walk in a way maximum, as well increase Work The same with companies related for help absorption of alumni participants training to the world Work.
KEBIJAKAN DISIPLIN PEGAWAI NEGERI SIPIL DI KECAMATAN RANOWULU KOTA BITUNG Alfian Chrisye Alou; Jeane E. Langkai; Goinpeace Tumbel
Civilia: Jurnal Kajian Hukum dan Pendidikan Kewarganegaraan Vol. 1 No. 1 (1): Civilia: Jurnal Kajian Hukum dan Pendidikan Kewarganegaraan
Publisher : Civilia: Jurnal Kajian Hukum dan Pendidikan Kewarganegaraan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.572349/civilia.v1i1.169

Abstract

Tujuan dari penelitian ini adalah untuk: 1) Mengetahui dan menganalisis kebijakan disiplin Pegawai Negeri Sipil di Kelurahan Batu Putihatas dan Kelurahan Batu Putihbawah Kecamatan Ranowulu Kota Bitung, 2) Mengetahui dan menganalisis faktor pendukung dan penghambat kebijakan disiplin Pegawai Negeri Sipil di Kelurahan Batu Putihatas dan Kelurahan Batu Putihbawah Kecamatan Ranowulu Kota Bitung. Jenis penelitian yang digunakan dalam penelitian ini adalah deskriptif kualitatif serta tekhnik pengumpulan adalah dengan observasi, wawancara dan dokumentasi. Informan dalam penelitian ini adalah Camat Ranowulu, Lurah Batu Putihatas dan Batu Putihbawah, Sekretaris Lurah Batu Putihatas dan Batu Putihbawah, staf Kelurahan Batu Putihatas dan dan Batu Putihbawah serta masyarakat pengguna jasa Kelurahan Batu Putihatas dan Batu Putihbawah. Hasil peneltian ini ádalah 1) Kebijakan disiplin Pegawai Negeri Sipil di Kecamatan Ranowulu Kota Bitung belum berjalan efektif, hal tersebut berdasarkan hasil temuan sebagai berikut: (a) Masih terdapat pegawai yang kurang mentaati peraturan yang berlaku (b) Masih terdapat pegawai yang dinilai bersikap kurang transparan bersikap diskriminatif dalam memberikan pelayanan terhadap publik, (c) Pengembangan SDM dalam bentuk seminar, diklat, bimtek tentang Disiplin Pegawai Negeri Sipil belum dilaksanakan, (d) SOP yang mengatur tentang hukuman dan sanksi bagi pegawai belum dilaksanakan secara maksimal, lebih lanjut pengawasan yang dilakukan oleh Inspektorat Kota Bitung kurang efektif dilaksanakan, 2) Faktor pendukung, diantaranya yaitu: (a) Terdapat legalitas, aturan, payung hukum yang menjadi acuan, arahan, dalam mengimplementasikan kebijakan Disiplin Pegawai Negeri Sipil, (b) Tersedianya lembaga pengawas pemerintah, seperti Inspektorat dengan melakukan sidak, pembinaan untuk meningkatkan disiplin kerja pegawai, (c) Terdapat aturan yang memuat sanksi dan hukuman jika terdapat pegawai yang melakukan tindakan indisipliner, (d) Terdapat kecanggihan teknologi dan informasi seperti finger Print. Faktor penghambat, diantaranya yaitu: (a) Kurang maksimalnya pengembangan SDM seperti diklat, seminar, tentang disiplin kerja yang disebabkan oleh terbatasnya anggaran, (b) Terbatasnya sarana, parasarana seperti pemenuhan absensi sidik jari (finger print) belum teralisasi, (c) Lemahnya pengawasan, controlling yang dilakukan oleh pengawas pemerintah seperti Inspektorat, (d) Kurang tegasnya sanksi dan hukuman, (e) Kurangnya komitmen pegawai dalam menujunjung, melaksanakan seluruh aturan yang mengatur tentang disiplin kerja pegawai
(Human Resources Development Strategy in Improving Employee Performance at the Bitung City Regional Personnel and Human Resources Development Agency Legi, Michael; Langkai, Jeane; Kairupan, Sisca B
JUPE : Jurnal Pendidikan Mandala Vol 8, No 4 (2023): JUPE : Jurnal Pendidikan Mandala (Desember)
Publisher : Lembaga Penelitian dan Pendidikan Mandala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58258/jupe.v8i4.6409

Abstract

The purpose of this study was to examine how human resource development strategies in improving employee performance at the staffing and human resource development agency of Bitung City. This research found that there is still low employee discipline in carrying out work. Based on the data obtained by the author, it is known that the level of employee discipline for the last 3 (three) years at the Bitung City Regional Civil Service and Human Resources Development Agency has not been optimal. The Main Performance Indicators (IKU) of the Bitung City Regional Human Resources Staffing and Development Agency in 2022, there are still 3 (three) indicators that have not reached the target. Increasing the career development of the apparatus has not been effective where based on the results of the study it is known that throughout 2023 the Bitung City Government has conducted several inauguration activities (promotions) for Echelon II, III and IV positions, but employees of the Regional Human Resources Staffing and Development Agency totaling 28 ASNs have not received a promotion. The method in this research is descriptive qualitative. The results of the study are descriptive or describe with the help of interview measuring instruments supported by observation and documentation
Srategi Pelayanan Publik Pada Unit Layanan Terpadu Universitas Negeri Manado Tumilantouw, Aprisilia; Mokat, Jetty E. H; Langkai, Jeane E.
Jurnal Administro : Jurnal Kajian Kebijakan dan ilmu Administrasi Negara Vol. 6 No. 1 (2024): Jurnal Administro: Jurnal Kajian Kebijakan dan Ilmu Administrasi Negara
Publisher : LPPM Universitas Negeri Manado

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53682/administro.v6i1.9435

Abstract

Penelitian ini bertujuan untuk mengetahui, mendeskrispikan dan menganalisis, terkait Strategi Pelayanan Publik Pada Unit Layanan Terpadu (ULT) Universitas Negeri Manado dengan Metode penelitian yaitu Kualitatif Deskripsi, Jumlah Informan 10 Orang, dan Teknik pengumpulan data menggunakan observasi, wawancara dan dokumentasi. Dengan kesimpulan bahwa strategi pelayanan publik Unit Layanan Terpadu (ULT) Universitas Negeri Manado belum maksimal dan perlu ditingkatkan. Hal ini dapat dilihat dari hasil indikator penelitian sebagai berikut. Budaya Pelayanan Prima, pelayanan yang diberikan belum prima, dan masih banyak keluhan dari mahasiswa terkait pelayanan yang diberikan karena sikap petugas yang acuh tak acuh dan juga tidak ramah, bahkan pelayanan yang diberikan tidak ada kepastian kapan proses selesainya, dan tidak ada tindak lanjut dari petugas untuk menginformasikan waktu pelayanan. Standart Pelayanan Publik kurangnya kebijakan yang mendukung pelayanan publik yaitu tidak ada SOP dan prosedur yang jelas untuk menjadi tolak ukur dalam pemberian pelayanan, sehingga proses pelayanan menjadi lama dan tidak ada kepastian waktu penyelesaian. Prosedur pelayanan tidak diumumkan sehingga menimbulkan banyak keluhan pelayanan. Fasilitas pendukung peralatan yang digunakan itu sudah dari Tahun 2018, dan tidak ada penambahan dan pergantian, secara keseluruhan untuk sarana dan prasaran belum memadai, karena masih ada beberapa ketimpangan yang ditemui. Dari segi teknologi ULT belum memiliki system, aplikasi atau program khusus. Selain itu ULT belum bisa diakses secara online, pelayanan hanya sebatas WA pribadi petugas, juga tidak ada mesin untuk nomor antrian. SDM tidak ada pelatihan pelayanan pubik untuk petugas ULT, pengetahuan pelayanan dipelajari secara otodidak oleh petugas, beban kerja yang banyak kepada satu petugas, dan selama ini tidak ada system reward dan punishment di ULT sehingga menyebabkan petugas ULT tidak berkembang
Prosedur Pelayanan Pengurusan KTP Elektronik di Dinas Kependudukan dan Pencatatan Sipil Kabupaten Minahasa Madi, Christi Jovanca; Langkai, Jeane Elisabeth; Tarore, Steven; Ramadhani S, Diza
Jurnal Ilmiah Administrasi Pemerintahan Daerah Vol 15 No 1 (2023): Administrasi Pelayanan Pemerintahan
Publisher : Post Graduate School of Government Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jiapd.v15i1.3512

Abstract

The purpose of this study is to find out the service procedures for managing electronic KTPs at the Population and Civil Registration Office of Minahasa Regency which have not been maximized. The approach used in this research is descriptive qualitative. Data collection techniques through observation, interviews and documentation. The data analysis used is data collection, data condensation, data presentation and conclusion. The results of this study indicate that judging from the KTP-Electronic service procedures at the Population and Civil Registration Office of Minahasa Regency, it can be seen from several indicators, namely, 1) Procedures for Submitting Applications, this indicator found that there are still obstacles to the lack of providing information regarding the flow of submissions and information regarding requirements. 2) Procedures for Handling The services provided by the agency are good enough where the employees in charge of providing services are careful enough in providing the existing services. 3) The method of delivering service results where in this indicator it is found that the delivery of results carried out is not in accordance with the existing SOP where there is still no certainty of the time given by the agency as a service provider, this is due to constraints on available facilities and infrastructure
Co-Authors ABDUL RAHMAN DILAPANGA Agnes Theresia O. Rembet Alfian Chrisye Alou Aprisilia Tumilantouw Britny Mangundap Charles H S Tangkau Charles Tangkau Cherry Tampi Christi Jovanca Madi Deifie Rapar Dilapanga, M.Si, Dr. Abdul R. Diza Ramadhani S Fitri Herawati Mamonto Irma Laloan Jetty Erna Hilda Mokat Kapahang, Vidi Kotalaha, Norlin Kurumbatu, Waraney Laloan, Irma Astried Legi, Michael M. Fikro Rusdi Madi, Christi Jovanca Majumi Amelia Kerenafuk Mamuaja Mokat, Jetty E. H Mowilos, Rebecca C. Muyu, Elkana Nikita Rawung Norlin Kotalaha Pandawa, Roy Marthen Pangerapan, Matthew Joel Pulukadang, Raisha A.M. Rachelia Wenas Ramadhani S, Diza Rapar, Deifie Herling Rawung, Nikita Tesalonika Rebecca Christy Mowilos Recky H.E. Sendouw Sisca B. Kairupan Tampi, Cherry Tangkau, Ch. H. S. Tangkau, Charles H. S Tarore, Steven Vleike Thelma Wawointana Tumbel, Goinpeace Handerson Vidi Kapahang Wilson Bogar Yulius, Sendow Ridel