Cara Membuat SKP Tahun 2025 Pada APlikasi E Kinerja dengan Contoh RHK JF PK APBN

Summary

This tutorial demonstrates how to create a 2025 SKP (Employee Performance Target) on the BKN e-performance application, using the example of a treasurer in a functional position. It covers preparation steps, including document verification, profile checks, and setting the SKP period from January 1 to December 31. The process involves adding RHKs (Work Result Plans), defining indicators for quality, quantity, and time, and submitting the SKP for leadership review and approval. The tutorial provides clear instructions on how to complete and submit SKPs effectively, ensuring a smooth process for employees in PK APBN and APK APBN positions.

Takeaways

• 😀 The tutorial focuses on how to create an SKP (employee performance targets) on the BKN e-performance application for 2025.
• 😀 The example used is a functional position as a treasurer in the CF PKB (Pusat Kegiatan Administrasi Pemerintah dan Badan Negara).
• 😀 Preparing the necessary documents, such as the Ik Mandate and CF PKAPBN, is essential before creating the SKP for 2025.
• 😀 The SKP period is annual, from January 1 to December 31, and should not be made monthly or quarterly, as commonly misunderstood.
• 😀 It's important to ensure the correct work unit and superior data in the profile before creating the SKP period.
• 😀 The SKP plan is created using a quantitative approach, based on last year’s assessment for 2025, though this may change in the future.
• 😀 After setting the SKP period, the next step is adding RHK (Work Result Plan) based on the superior's records.
• 😀 Indicators for the RHK include aspects of quality, quantity, time, and cost. Targets are set for each aspect (e.g., number of reports, timeliness).
• 😀 It’s crucial to ensure that all superiors or leaders have made or recorded their RHK before proceeding with the SKP.
• 😀 Additional RHK can be added to supplement the main RHK, depending on the job requirements and superior’s intervention.
• 😀 Once all RHK details are filled in, resource support, accountability schemes, and consequences for performance are added.
• 😀 The final step involves submitting the SKP for leader approval. Once approved, the SKP status is updated, marking the completion of the process.

Q & A

What is the purpose of the tutorial in the video?

The tutorial demonstrates how to create an employee performance target (SKP) for 2025 using the BKN e-performance application, specifically for the treasurer role in CF PKB and PK APBN.

What should be prepared before starting the SKP creation process?

Before starting the SKP creation process, users should prepare the mandate, CF PKAPBN, and APKPBN documents for 2024 (or the latest version for 2025). Additionally, they must confirm the correct work unit and superior data in their profile.

How do you check and confirm your profile data before creating the SKP?

After logging into the e-performance application, users should check their profile to ensure the name, data, and organization are correct. If any errors are found, they must fix them before proceeding to create the SKP.

What is the difference between the SKP plan period and the assessment period?

The SKP plan period is annual (from January 1 to December 31), and the work result plan is based on this period. The assessment period, however, can be monthly, quarterly, or annually, and it is used for evaluation purposes.

How is the SKP period created for 2025?

The SKP period for 2025 starts on January 1 and ends on December 31. The approach for the SKP in 2024 was quantitative, and this was carried over to 2025, though further updates will be provided if available.

What should be done when adding a superior's RHK (Work Result Plan)?

When adding a superior's RHK, users need to ensure that their leader has already recorded the RHK. If not, the RHK will not appear in the work results plan section.

What types of aspects should be included when setting the indicators for an RHK?

The indicators for an RHK should include aspects of quality, quantity, time, and cost. These aspects are critical for measuring work performance.

How is the quantity aspect of an RHK defined in the video?

The quantity aspect refers to measurable outcomes, such as the number of reports (LPJ treasurer expenditures) that need to be compiled and submitted to KPPN, with a target of 12 reports.

What is the difference between main RHK and additional RHK?

The main RHK addresses the core responsibilities and tasks, while additional RHK relates to other tasks that support or complement the main responsibilities. Both are filled in similarly, but the additional RHK is labeled separately.

What should be filled in the 'attachment' section of the SKP form?

In the 'attachment' section, users need to provide resource support (such as SK, education and training, and work equipment), accountability schemes (reporting intervals), and consequences (rewards or promotions) for meeting expectations.