PublikA, Jurnal Ilmu Administrasi Negara
Publika adalah jurnal akses terbuka, dan peer-review. Tujuan utama kami adalah untuk menyebarluaskan artikel terkini dan asli dari para peneliti dan praktisi tentang berbagai masalah sosial dan politik kontemporer: kebijakan publik, administrasi pembangunan, manajemen publik.
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<![CDATA[PENGAWASAN RETRIBUSI PARKIR DI KOTA PONTIANAK ]]>
<![CDATA[Hikmah E.01108077, Syarifah Nurul]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.116
<![CDATA[Research on the supervision of parking charges in the town of Pontianak case study in the city of Pontianak Dipenda aims to identify and describe the implementation of the direct and indirect supervision by the Revenue of Pontianak on parking fees. The method used in this research is descriptive, where this type of study is intended to describe or depict the state of the object of research is happening at the present time based on the facts that appear or as they are. Based on the interview, indicated that the city government through the Revenue quite serious in order to supervise the collection of parking fees in the city of Pontianak. Based on the information submitted by the legislative party, shows that there is a difference between kenterangan submitted by the Revenue to the legislative Pontianak. Based on the interview with the Head of Revenue Determination of Pontianak, the information obtained from the monitoring that is done, is through control functions parking levy revenue report, for the year ideally potential park levy in Pontianak was Rp 5 billion more. Thus it can be said that the addition of a significant levy will be obtained if the additions are from compulsory levies individual carrying on business activities or compulsory levy the parking lot. Keywords: Supervision of direct and supervision of indirect. ]]>
<![CDATA[PERILAKU APARATUR DALAM PEMBUATAN KTP DI DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL KABUPATEN NATUNA ]]>
<![CDATA[E.21110093, Erwandi]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.111
<![CDATA[The writing of this article focuses on the behavior of personnel in making ID cards aretrying to be solved by the method of qualitative and descriptive presentation done with.With case studies in the Department of Population and Civil Registration Natuna regency.Based on the results of the study found there were less friendly attitude and irreverentindicated by the section officer ID card service in the Department of Population and CivilRegistration District Natuna role in terms of serving the public, and there is stilldiscrimination in providing services, the ability of workers to complete the job is still lessthan that seen no certainty. On the other hand they also found self motivated personnel islow, like the discipline in the office and break the tang melibihi predetermined time. Whilethe motivation of the leadership which is still less demonstrated by awards to officers towork better.Therefore, the researcher recommends that unit leaders can encourage, mobilize, andprovide rewards proportionately so that the officer can show a better attitude, friendly andpolite in serving the community and there is no selective logging, is also expected that moreworkers improve their skills, motivated to improve disciplinary work as well as expectedalso to the leaders to give more attention to the section officer ID card.  Keywords: Apparatus Attitude, Ability and Motivation Apparatus Apparatus. ]]>
<![CDATA[IMPLEMENTASI KEBIJAKAN PENGELOLAAN TERUMBU KARANG DI KECAMATAN TAMBELAN KABUPATEN BINTAN ]]>
<![CDATA[Dewanti Malasari E.21108020]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.127
<![CDATA[This study focuses on standardization issues and target policies and resources in view of less effective. The focus of the research is trying to discuss using qualitative methods with case studies in sub Tambelan. Based on the results of the study found that the implementation of the policy on coral reef communities in the District Tambelan concerns and lack of socialization, coral reefs damaged by the bombing, lack of funds and time. Therefore, the researchers recommended that standards and targets to be clarified not only by regulation but a record of actions and attitudes to be clarified with the apparatus so that the rules apply not float and can be known and understood by the public, the government should give more severe sanctions, need to be made priorities according to the importance of the benefits of coral reef management objectives, providing a more viable means of transportation. The focus on resources both human resources, financial and time should be increased so that the implementation of policy implementation coral reefs become more optimal policy goals and targets that can be achieved. Keywords: Coral Reef Conservation, Benefits Coral Reef, Coral Reef bombing, Resource Control, Time-Distance Constraints]]>
<![CDATA[EFEKTIFITAS PELAKSANAAN PEMBERDAYAAN PEGAWAI NEGERI SIPIL PADA RUMAH SAKIT BHAYANGKARA PONTIANAK ]]>
<![CDATA[Syarifah Irma Maulina E.01107126]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.104
<![CDATA[This thesis writing is intended to provide input to the leadership and staff at the Hospital of Bhayangkara Pontianak about how empowerment of the employee on the research sites in improving health services in the work environment. In the Hospital of Bhayangkara there is some indication of the problem that must be more repaired again through concepts of empowerment that is increased of competence, giving authority and responsibility, giving confidence, giving motivation, and appropriate staffing. This had intended to be created efficient employee. Keywords : Effectiveness of Service, Employee Empowerment, and Health Services.]]>
<![CDATA[PROSES REKRUTMEN CALON PERSERTA TUGAS BELAJAR DI LINGKUNGAN PEMERINTAH KKABUPATEN NATUNA ]]>
<![CDATA[Wan Effendi E.21110110]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.107
<![CDATA[Writing this article aims to find out how the process of recruitment of prospective participants in the learning task Natuna regency government. Problems recruiting candidates for study in Natuna regency, there are irregularities in the determination of the prospective participants learned the task. This study used a qualitative approach and a presentation done by descriptive. These results indicate that the recruitment of prospective participants in the process of learning tasks in Natuna regency absence formation requirements planning, rekrutman not based on competence and needs of each SKPD, and the selection is still there is collusion, intervention, and nepotism. Writing articles is also intended, to allow the recruitment of prospective participants learned the task can be accomplished in accordance with the terms and transparent process in its execution, which can lead to prospective participants competence-based learning tasks carried out in an objective, accountable, and in accordance with the needs of the organization. In addition, BKD and Regional Head before determining the formation of necessity there must be a plan needs to be in the recruitment process can be carried out well, as well as a material consideration in making future activities that the employee needs to come. Keywords: Forecasting the needs of prospective employees, recruitment and selection of candidates.]]>
<![CDATA[REKRUT MENCALON PEGAWAI NEGERI SIPIL ]]>
<![CDATA[Elvira Maria E.21109095]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.123
<![CDATA[Background of the Civil Service recruitment is a civil servant who enters the retirement age employees that mutations in the structural positions, as well as functional, transfer out of the area, the employee who died, the employee who quit with honor or not with respect so that the resulting short-staffed. For the purpose of this study is to describe the process of Recruitment / Procurement CPNS with the principle objective, Transparent, Competitive and Accountable with a qualitative approach. These results indicate that the implementation is quite good recruitment needs and objectives, formation composed of each on education, according to the principles Recruitment Process: Objective, Transparent, Competitive and Accountable namely a process activity to determine graduation, with a pure assessment test results / in accordance with the actual reality and publicly accountable and professional so that information is easily accessible and accurate so as to produce employess. Fore expected to be further enhanced the executive recruitment process according to the principles and rules and regulations applicable Perundnag. Formation composed prioritize basic service personnel (health workers) with Technical Workers, in stages, to be submitted to the Minister of State for Administrative Reform and Bureaucratic Reform as policy makers, the State Personnel Board as Technical Administrative Appointment as a civil servant. Implementation should in the first quarter and the second, the implementation of the final quarter was difficult because they have to account for expenditure incurred due to these activities also paperwork proposal materials demand Employee Identification Number. Keywords: objectivity, recruitment, employee]]>
<![CDATA[IMPLEMENTASI PERDA NO 6 TAHUN 2002 TENTANG IZIN USAHAPERTAMBANGAN DAERAH DI DESA SETAMBANG ]]>
<![CDATA[Setipa E.21108045, Katerina]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.96
<![CDATA[The Writing article is intended to generate recommendations on the implementation ofRegulation No. 6 of 2002 on Mining Permit area. This study focused on the implementation of RegulationNo. 6 of 2002 on Mining Permit Area, which includes communication, resources both human andfinancial resources, disposition implementer, ie the nature and characteristics, and structure of thebureaucracy. The purpose of this study was to determine the communication, resources, and thedisposition of implementers to know the structure of the bureaucracy in the implementation processBylaw No. 6 of 2002 on Mining Permit area in the Desa Setambang Kecamatan Sepauk KabupatenSintang. The focus of the research is trying to discuss using qualitative methods. Based on this research isfound that the communication has not been established and running well, human resources has met thequalifications but without the support of financial resources, the disposition of implementers not fullymeet the requirements, and bureaucratic structure is not in accordance with the Standard OperatingProcedure  Keywords: Implementation of Regional Regulation, Business License, Standard Operating Procedures ]]>
<![CDATA[PENGEMBANGAN SUMBERDAYA MANUSIA BIDANG KEARSIPAN DI DINAS KEBUDAYAAN DAN PARIWISATA KALIMANTAN BARAT ]]>
<![CDATA[Dewi E.01108015, Ayu Sartika]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.115
<![CDATA[Archive is an important aspect of administration, which the activity plays role as the center of documentation at every event of government office.Thus, archive management is required. Human resource development is one of factors to help strengthen archive management in particular government office. The focus of this research is to discuss the capacity building of archive staff of cultural and tourism office in the perspective of built in training (BIT) project, staff promotion, carrier development and quality control force. The subject of this study is the government office of culture and tourism in West Kalimantan, Indonesia, and the method is qualitative. This research reveals that the archive management of the office is generally low, andless number of functional staff in the archive division is one of the problems regarding the performance. Therefore, the study suggests that more staff is encouraged to participate in functional training of archive management. Besides, BIT is potential to enhance the capacity of archive staff. Regarding more trained staff, they should be placed directly to get involved to organize archive management and put to strengthen the archive system. Carrier promotion is also crucial to encourage particular employee who show significant achievement in managing archive. Then, quality control force is also potential to show the role of archive staff as the organization asset. Keyword: Human resource development, archive management.]]>
<![CDATA[PELAYANAN JAMINAN KESEHATAN PADA MASYARAKAT MISKIN di RSUD.SOEDARSO PONTIANAK ]]>
<![CDATA[Ayu Permatasari E.01108139]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.125
<![CDATA[This article is intended to find out the implementation of the service given to Public Health Security Card Holders in the Inpatient Ward for Lung Problems at Dr. Soedarso Hospital, Pontianak. The purpose of this article is to be able to see the quality of service of the medical personnel in providing health services to patients who are jamkesmas card holders, and to see the state of existing support facilities such as beds for inpatients that do not meet the standard especially in the third class for lung treatment. This is qualitative research. The results indicated that the conditions of service in the provincial hospital Dr. Soedarso Pontianak especially for Jamkesmas card holders generally are still not good due to the complaint from patients regarding the service provided. The medical personnel are considered less responsive in providing service. The facilities are not sufficient. The medical personnel should show a friendly attitude, empathy, providing services in a fair manner by not distinguishing patients’social status as well as providing the best facilities. Keywords: quality of service, responsiveness and hospital Facilities.]]>
<![CDATA[PEMBERDAYAAN PEMUDA MELALUI PROGRAM KEWIRAUSAHAAN PEMUDA ]]>
<![CDATA[Merry Andriany E01106003 Andriany E.01106003]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 1 (2013): PublikA, Edisi April 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i1.109
<![CDATA[Youth empowerment is an effort to improve their ability in order to be young entrepreneurs to overcome unemployment. The participation and role of youth could be done by developing and creating employment opportunities, supporting a conducive environment for central development of young entrepreneurship, producing creative and innovative products and services which have economic value and are able to empower local potential, and as a result the quality life of youth and the society is improved. Youth entrepreneurship aims to create job opportunities therefore it should be managed in a good program. The Youth Entrepreneurship Program is a program that rises soul and spirit of business in making youth who has good character, good capacity, competitive and professional. The youth is able to understand their own potential as young entrepreneur, to know business potential in their region, to understand business management techniques, to make businesses network, and to understand business development. The Youth Entrepreneurship Program has two phases; that is Young Entrepreneurship Training and Technical Guidance for Young Entrepreneur where this program can be as knowledge, skills, lifeskills, self improvement, job opportunities. From this program the youth is able to know potential they have in order to be young entrepreneurs that can improve creativity and innovation in business.Keywords : Youth Unemployment, Youth Empowerment, Entrepreneurship Program, Young Enterpreuneur]]>
