Coffee Morning 12 Februari 2024

Summary

This meeting focuses on the preparation and implementation of SKP (Performance Targets) for 2024 within the office. Key highlights include the discussion of new directives, work plans, and performance indicators, especially in relation to health surveillance, public services, and staff competency improvements. The session emphasizes team-based responsibilities and collaboration across different work groups to meet the outlined objectives, such as improving quarantine services and managing employee performance. Key challenges discussed include resource allocation, task delegation, and the need for continuous evaluation and adjustment. The meeting concludes with a call for prompt action to meet deadlines and improve overall performance.

Takeaways

• 😀 The session focuses on the 2024 SKP (Employee Performance Targets) and its preparation process.
• 😀 There is a specific deadline extension for SKP submission, now due on February 15, 2024, instead of January 31.
• 😀 The 2024 SKP preparation involves a new directive from the Director General regarding work teams in BKK Class 1.
• 😀 Five key work teams (Katimker) are introduced for surveillance and risk factor management related to quarantine health, transportation, and public services.
• 😀 The SKP for 2024 aligns with various organizational goals, including increasing quarantine services and managing health risks at national entry points.
• 😀 The document mentions the importance of increasing staff competence by 80%, with each team expected to contribute to employee training.
• 😀 Staff members will be assigned to specific work teams, with responsibilities corresponding to their job functions.
• 😀 There is an emphasis on mutual collaboration across teams, as some employees may contribute to multiple work teams based on their expertise.
• 😀 The creation of performance matrices and dialog meetings between team members and leaders is essential for a smooth SKP implementation.
• 😀 Despite challenges, the goal is to meet the February 15 deadline, after which further refinements may be made based on results and feedback.

Q & A

What is SKP and why is it important for employees in this office?

SKP (Sasaran Kinerja Pegawai) is a performance management system that sets targets and key performance indicators for employees. It is important because it helps evaluate and improve employee performance, ensuring alignment with organizational goals for the year 2024.

What is the main focus for the SKP targets in 2024?

The main focus for SKP targets in 2024 includes improving health quarantine services at entry points like airports and ports, as well as enhancing the competencies of employees within the organization.

What is the extension of the deadline for SKP submission in 2024?

The deadline for SKP submission in 2024 has been extended from January 31st to February 15th, 2024.

How does the new directive from the Director General of P2 affect the SKP for 2024?

The new directive introduces five key working teams (tim kerja), each responsible for different tasks related to health surveillance, quarantine enforcement, public service, and integrity zones, which will influence the SKP structure for 2024.

What are the five working teams mentioned in the meeting?

The five working teams mentioned are: 1) Surveillance and quarantine enforcement, 2) Monitoring health risk factors related to transportation, 3) Monitoring health risk factors in the environment, 4) Monitoring health risk factors related to people in emergencies, and 5) Public service and integrity zone management.

What are the key performance indicators (KPIs) for improving health quarantine services?

The KPIs for health quarantine services include: 1) Index of detection of health risks at airports and ports, 2) Percentage of health risks controlled among passengers, transport vehicles, goods, and environment, and 3) Risk control index for health at entry points.

How will the tasks be divided among the different working teams (tim kerja)?

Tasks will be divided based on each team's responsibility. For instance, Team 1 (surveillance and quarantine enforcement) will focus on monitoring health risks, while Team 5 (public service and integrity zones) will manage issues related to service quality and transparency. Each team will also contribute to achieving organizational goals.

How does the competency development for employees relate to the SKP targets?

Competency development is a key part of the SKP targets. The organization aims to improve the competency of 80% of employees, which is a critical part of the performance targets set for the year 2024.

What happens if the team members’ tasks overlap or require additional personnel?

If tasks overlap or require additional personnel, teams can request assistance from other teams that have the required expertise or resources. For example, if Team 1 needs help with health risk surveillance, personnel from other teams with the necessary skills may be assigned.

What is the expected role of the team leaders (katimker) in the SKP process?

The team leaders (katimker) are expected to ensure that the tasks are carried out effectively, coordinate among the team members, and monitor progress towards the SKP goals. They also help in the distribution of tasks and manage the overall performance of their team members.