Materi Administrasi Kepegawaian Negara
disiapkan oleh Lina Miftahul Jannah
SISTEM
ADMINISTRASI
KEPEGAWAIAN
A
DA
TIGA
SISTEM
KEPEGAWAIAN
:
The Integrated
Personnel
System
The Separated
Personnel
System
The Unified
Personnel
T
HE
I
NTEGRATED
personnel are transferred between na@onal, state andmunicipal governments
An integrated service covering both na@onal/state governments and municipal government is based on merit principles. Its dis@nc@ve feature is ver@cal as well as horizontal transferability of
personnel
ADVANTAGES OF INTEGRATED
PERSONNEL SYSTEM [1]
Ensures the same salaries, condi@ons of service, and re@rement benefits for civil servants regardless of the level of service
It permits the most extensive area basis for recruitment
It provides the widest possible career opportuni@es in public service.
Can es@mate the na@onal manpower is needed and the organiza@on of educa@onal and training programs to meet them
ADVANTAGES OF INTEGRATED
PERSONNEL SYSTEM [2]
Facilitates the op@mal use of trained personnel and permits the use of
centralized personnel service and uniformity in personnel rules and prac@ces to the extent advisable
Facilitates the decentraliza@on of development func@ons and thereby increases the par@cipa@on of the people in the administra@on of those func@ons.
Gives the central government a greater stake in the improvement of living condi@ons in small towns and rural areas in order to make life there more aJrac@ve to qualified personnel and, incidentally, to other residents as well.
More insulated than in other systems from local poli@cs and personal pressures, although they may be less responsive to local elected bodies
DISADVANTAGES OF INTEGRATED
PERSONNEL SYSTEM [1]
The staff may not be as responsive as they should be to the local council
The most capable staff are likely to be promoted to higher level of government just when they acquire the experience needed to deal effec@vely with complex local government problems
The integrated personnel system is geared to meet the central government
needs; as a consequence, the dis@nc@ve elements of local government personnel management, including.
The danger of excessive centraliza@on of authority with its resultant delays and lack of adapta@on to local needs would be ever present
There is a danger of paternalism, and even authoritarianism, in rela@onship
between municipal government and the staff belonging to the integrated service.
THE SEPARATED PERSONNEL
SYSTEM
7
Each local authority has the power to
appoint its own personnel. Such personnel
are administered and controlled by the
local authority and are not transferable to
any other unit
In
`
separate
’ personnel system
ADVANTAGES OF SEPARATED
PERSONNEL SYSTEM
Ensure the loyalty and effec@ve performance of their employees
Employees are likely to know the local condi@ons beJer and develop more interest in community affairs
Since the local authority has control over its en@re staff, the problem of different status for different categories of staff doesn’t exist
The opportuni@es for con@nuous employment may induce some of the talented young persons to seek a career in the service of the local municipal government
Rela@vely economical because the compensa@ons for some municipal employees need to be compe@@ve only with other opportuni@es for employment in the local economy
`self-‐government' by allowing local authori@es to exercise power in an important field, i.e., recruitment and management of its own manpower resources
DISADVANTAGES OF SEPARATED
PERSONNEL SYSTEM
Local authori@es may not be able to fulfill all the requisites of a good personnel system. The catchment area for recruitment and the ability to pay are both restricted in respect of par@cular municipali@es
Restricts opportuni@es for promo@on, especially for higher-‐level officers.
Spend their en@re working life in the locality, local vested interests are likely to influence their performance. The officers are likely to develop some kind of personal allegiance to par@cular local poli@cal leaders or group interests.
THE UNIFIED PERSONNEL
Certain categories of personnel cons@tute a statewide municipal
cadre raised and controlled by
appointment and promo@on. Transfers are made easy between municipali@es . The
ADVANTAGES OF UNIFIED
PERSONNEL SYSTEM [1]
It may facilitate the crea@on of a statewide career
service founded on the merit principle
It may enable municipali@es, especially the smaller ones;
to obtain the services of more qualified persons than
would be aJracted to them under a separate system
It may prevent, or greatly lessen, nepo@sm and
favouri@sm in appointment, promo@on and other
personnel maJers
ADVANTAGES OF UNIFIED
PERSONNEL SYSTEM [2]
It involves a certain degree of centralised control over municipal
personnel maJers but also provides for delega@on of personnel func@ons to municipal authori@es to the maximum extent prac@cable and may thus facilitate the devolu@on of development func@ons to local authori@es
Responsiveness of employees to local councils may be a problem at the ini@al stage, but those who make local government service a life-‐@me career are more likely to develop skills and aWtudes conducive to sound rela@onship with their council
Despite the problems connected with it, a unified service nevertheless provides a more ra@onal basis than may otherwise be possible for dealing with the municipal government staffing problems
DISADVANTAGES OF UNIFIED
PERSONNEL SYSTEM [1]
It does not solve all the personnel problems of local authori@es. In fact, some new problems may arise because of the need for trained staff
New problems arise in rela@onship between employees who belong to the unified service and those who do not
Some of the old staffing problems may persist: (eg” shortage of staff,
par@cularly at the middle and higher levels due to con@nued dispari@es in salary levels between the municipal service and the state service; and lack of promo@on opportuni@es for higher-‐level officers)
DISADVANTAGES OF UNIFIED
PERSONNEL SYSTEM [2]
Problem of inadequate funds for training may be aggravated where municipal councils are expected to pay for the training of staff in the unified service
Poli@cal interference in personnel maJers con@nues to exist, at least at the district or state levels
There are possibili@es of conflict between the unified service agency and municipal councils.
A unified service may also raise special problems in training
P
EMBANGUNAN
SDM A
P
N
EG
( SO F YA N EF F E N D I, RA P A T PE N Y U S U N A N PE R A T U R A N PE L A K S A N A A N U U A S N D I KE M E N T E R I A N PE N D A Y A G U N A A N AP A R A T U R NE G A R A, 1 3 JA N U A R I 2 0 1 4
KEMENKO POLHUKAM, FGD PENDAYAGUNAAN APARATUR NEGARA
16
R
ASIO
PNS
DI
ASEAN
MENPAN
,2011
18
No.
Negara
Rasio
1
Myanmar
0,7
2
Kamboja
1,2
3
Laos
1,8
4
Thailand
1,9
5
Indonesia
1,9
6
Vietnam
2,1
7
Singapura
2,5
8
Philipina
2,9
9
Malaysia
3,7
KONDISI KEPEGAWAIAN
DI
INDONESIA SAAT INI
Aparatur Negara
Aparatur Sipil
Negara
PNS (Pegawai Negeri Sipil)
2,5 juta
PPPK (Pegawai Pemerintah
dengan Perjanjian Kerja) 2,5 juta
