IMPLEMENTASI KEBIJAKAN TUNJANGAN KINERJA PEGAWAI DI LINGKUNGAN KEMENTERIAN PERTANIAN (STUDI DI BALAI PENGKAJIAN TEKNOLOGI PERTANIAN SULAWESI UTARA)
Abstract
ABSTRACT: This research moved from the initial observation that the Employee Performance Benefits
Policy Implementation in the Agriculture Technology Assessment Unit in North Sulawesi indicated not
effective enough because encountered some conditions that indicate problems in implementation. The
purpose of this study was to determine how the Employee Performance Benefits Policy Implementation in
Agriculture Technology Assessment Unit in North Sulawesi.
Research using qualitative methods.The informants as many as 10 employees. Collecting data with
interview techniques; while the data analysis using analytical techniques interactive model of Miles and
Hubermann. Implementation of the model that is used in this research is the theory of policy implementation
of Van Metter and VanHorn.
The results of this study demonstrate policy implementation performance benefits of employees in
North Sulawesi in general has been quite good but needs to be improved, namely (1) the human dimension:
the lack of supervision to be the cause of corruption time employees. (2) Dimensions implementing Attitude:
There is still tolerable attitude of the parties has taken the performance benefits so that employees who
violate the rules spared from cuts. (3) Dimensions organization communication between implementers, lack
of communication with other parties regarding appropriate intake BPTP periodic reports causing delays in
the disbursement of performance benefits.
Referring to some of the findings in this study it is necessary to give somesuggestions as solutions
to problems, as follows: (1) it is necessary to increase the security guard or officer who recorded employee
out during office hours, it is important for improving employee discipline. (2) Regulations or provisions
concerning the calculation of the performance benefits cuts should be done properly and consistently with
tougher sanctions. In order for the parties that deal cutting performance benefits can work consistently and
firmly, so that employees who violate the rules will not be spared from cuts. (3) In need of facilities / special
applications in support of coordination andcommunication between the Ministry of Agriculture.
Keywords: policy implementation, performance benefits
Policy Implementation in the Agriculture Technology Assessment Unit in North Sulawesi indicated not
effective enough because encountered some conditions that indicate problems in implementation. The
purpose of this study was to determine how the Employee Performance Benefits Policy Implementation in
Agriculture Technology Assessment Unit in North Sulawesi.
Research using qualitative methods.The informants as many as 10 employees. Collecting data with
interview techniques; while the data analysis using analytical techniques interactive model of Miles and
Hubermann. Implementation of the model that is used in this research is the theory of policy implementation
of Van Metter and VanHorn.
The results of this study demonstrate policy implementation performance benefits of employees in
North Sulawesi in general has been quite good but needs to be improved, namely (1) the human dimension:
the lack of supervision to be the cause of corruption time employees. (2) Dimensions implementing Attitude:
There is still tolerable attitude of the parties has taken the performance benefits so that employees who
violate the rules spared from cuts. (3) Dimensions organization communication between implementers, lack
of communication with other parties regarding appropriate intake BPTP periodic reports causing delays in
the disbursement of performance benefits.
Referring to some of the findings in this study it is necessary to give somesuggestions as solutions
to problems, as follows: (1) it is necessary to increase the security guard or officer who recorded employee
out during office hours, it is important for improving employee discipline. (2) Regulations or provisions
concerning the calculation of the performance benefits cuts should be done properly and consistently with
tougher sanctions. In order for the parties that deal cutting performance benefits can work consistently and
firmly, so that employees who violate the rules will not be spared from cuts. (3) In need of facilities / special
applications in support of coordination andcommunication between the Ministry of Agriculture.
Keywords: policy implementation, performance benefits
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