Tahapan Penilaian Kinerja Tahunan Pegawai ASN

Summary

This video explains the annual performance evaluation for ASN (civil servants) based on the 2022 Ministry of Administrative and Bureaucratic Reform Regulation. The evaluation process involves three stages: determining organizational performance, distributing performance ratings based on achievements, and assessing individual employee contributions. It outlines the roles of performance assessors, including ministry officials and local government leaders. The evaluation also requires continuous feedback and proper documentation. The performance rating distribution follows a set pattern, ranging from 'Very Poor' to 'Outstanding,' and helps guide employee career development based on their contributions.

Takeaways

• 😀 There are three main stages in the annual performance evaluation of ASN (State Civil Apparatus) employees: setting organizational performance achievements, determining performance rating distribution, and assessing individual employee performance based on their contribution to the organization.
• 😀 The first stage involves setting the annual performance achievement of the organization.
• 😀 The second stage involves determining the distribution pattern of employee performance ratings based on the organization's annual performance achievements.
• 😀 The third stage assesses employee performance based on their contribution to the organization's performance, considering various factors.
• 😀 The performance evaluation includes determining who is responsible for assessing the performance of different officials, such as ministers, heads of agencies, and regional leaders.
• 😀 For the evaluation, an SKP (Performance Achievement Plan) form is required, including the realization of achievements, continuous feedback, and supporting evidence.
• 😀 Employees are categorized based on their work and behavior performance according to established guidelines.
• 😀 Performance ratings are distributed using a pattern that includes categories such as 'very poor', 'poor', 'needs improvement', 'good', and 'excellent'.
• 😀 The assessment of employee performance plays a critical role in their career development based on their contributions.
• 😀 The guidelines for evaluating employee performance, including the distribution of ratings, are based on the Ministerial Regulation PAN-RB No. 6 of 2022.
• 😀 The assessment ensures that there is an ongoing process of evaluation, with performance reviews being conducted at various levels by different officials in charge.

Q & A

What is the main topic of the video?

The video explains the annual performance evaluation of ASN (Aparatur Sipil Negara) employees according to the Ministerial Regulation PAN-RB Number 6 of 2022.

How many stages are involved in the performance evaluation process?

There are three stages in the performance evaluation process: 1) Determining the organization's annual performance achievements, 2) Setting the distribution pattern for employee performance ratings based on organizational performance, 3) Determining individual employee performance considering their contribution to the organization.

Who is responsible for evaluating the performance of ASN employees?

The performance evaluation is carried out by designated officials: for JPT Utama (Senior High-Level Officials), it is evaluated by the minister coordinating it. For DPT Madya (Mid-Level Officials), it is evaluated by the head of the respective government agency. In local governments, the head of the region or the leader of the relevant regional work unit is responsible for the evaluation.

What is required to assess the performance of ASN employees?

To evaluate employee performance, the SKP (Sasaran Kerja Pegawai) format must be filled with actual achievements, continuous feedback, and supporting evidence.

What are the key components that determine an employee's performance rating?

An employee's performance rating is determined based on their work results and behavior, in accordance with the guidelines provided in the regulation.

How is the distribution of employee performance ratings categorized?

Employee performance ratings are categorized into five levels: 1) Very Poor, 2) Poor, 3) Needs Improvement, 4) Good, and 5) Outstanding, based on the performance of their unit.

What does the regulation PAN-RB Number 6 of 2022 provide for performance assessment?

The regulation provides a guide on how to distribute employee performance ratings according to the performance of their units, from very poor to outstanding.

How are the performance ratings used for career development?

The performance ratings are used to assess the contribution of employees to the organization's success, which in turn helps guide their career development.

What is the role of continuous feedback in performance evaluation?

Continuous feedback is essential for the evaluation process as it helps track an employee's progress throughout the year and ensures that the SKP is properly filled with real-time achievements.

How do performance evaluations contribute to organizational performance?

The performance evaluations ensure that employees' contributions are aligned with organizational goals, allowing for more accurate and efficient performance management, ultimately enhancing overall organizational performance.