Government Regulation (PP) No. 53 Year 2010

Will Not Be Able To Make Productive Civil Servants.
Posted on 22 September 2011 by sunartombs

 

With the issuance of Government Regulation No. 53 Year 2010 concerning Employee Discipline is certainly a new effort by the government to fix the performance of the Civil Service, which is known it is not effective. This effort seemed very progressive with a series of sanctions for employees who violate the provisions that have been set. As set out in Chapter III of the full Disciplinary written as follows:

 

Article 5

Civil servants who do not comply with the provisions referred to in Article 3 and / or Article 4 sentenced discipline.

 

Article 6

By not override provisions in criminal legislation, civil servants who abuses sentenced discipline discipline.

 

Article 7

(1) The disciplinary action consists of:

a. minor disciplinary punishment;

b. being disciplined, and

c. severe disciplinary punishment.

(2) Type disciplinary minor referred to in paragraph (1) letter a shall consist of:

a. verbal warning;

b. written warning, and

c. a written statement dissatisfied.

(3) type of disciplinary action being referred to in paragraph (1) letter b shall consist of:

a. delay periodic salary increases for 1 (one) year;

b. postponement of promotion for 1 (one) year, and

c. lower level demotion for 1 (one) year.

(4) Type of severe disciplinary action as described in paragraph (1) letter c consists of:

a. demotion lower level for 3 (three) years;

b. removal in order of decreasing lower level positions;

c. liberation from occupation;

d. dismissal with respect not his own request as civil servants, and

e. dismissal was not with respect as civil servants.

 

Judging from PP approach can be regarded as a feudal approach. It is seen from the entire PP is only regulates civil penalty for violating government regulations or discipline. While civil servants who perform well disciplined, or even excel in performing the task is not no appreciation based on this PP. Perhaps the assumption is a discipline or performance of work done by civil servants is an obligation that must be carried out by civil servants.

 

Such a paradigm is unrealistic in the real world of work. How had known Civil Servants (PNS) very ineffective and unproductive in the works. This may be caused by many things that actually came from a variety of government policies that are growing such working conditions of civil servants. If we do a thorough analysis of the mechanism of action in Civil servants, there are some things that are very contrary to efforts to discipline civil servants, among others: civil service salary system that does not encourage employees to be productive, providing monthly salary at the beginning of the month with the amount determined more by high grade and seniority (years of service).

 

It could see anything at all that disciplined, a civil servant working any sehabat Jr. certainly would be less than the salary of senior civil servants. And vice versa semalas anything, even arguably very unproductive for example, the salaries of senior civil servants will remain higher than the Civil Servants (PNS) Junior achievers. Besides the salary given at the beginning of the month regardless of conditioning work is a lazy attitude in the civil service.

 

Regulations governing healthy competition in the civil service has not been there, there is a PP instead of the punishments. While we know to avoid these penalties is very easy because it is only necessary prerequisites or administrative formality only. Misalnyanya a civil servant came in early this morning and came home determined during the appropriate hours, without having to do any office or without the direction he wants to do anything on that day. These conditions will only bring real culture "Lamis" in the civil service. Civil servants do not have to perform, civil servants should not be productive and effective civil servants do not have to work because their income is not yet determined by it all.

 

Career of a civil servant has been determined more by political interests of the achievements, dedication and productivity performance. Recognized or not this trend is very much going in the civil service, so many leaders in the civil service are not provided with sufficient capacity amounts necessary to lead an institution. So that appears from a leader who does not have enough capacity as it is just to know how he punishes men, and rarely can understand how he could appreciate the outstanding men because he did not have a history of doing well in the work environment.

 

Government Regulation No. 53 Year 2010, which governs how a civil servant said to be "breaking" and "how to punish" the work is not accompanied by clear targets for each civil servant is going to educate civil servants who are not effective at work. In order not melanggaran PP is the duty of a civil servant was present at the appropriate time specified, without having to meet any target in the works. Almost every day I look after my friends at 13:00 PNS mostly just chatting or sitting at home waiting for the office. It would force them ineffective even though the rules are not violated. Effective working logic is if the target is already finished work that day, he should have immediately devote energy and mind to immediately do other things that become the next target. However, if it is in the office is no longer a target to be completed will be more effective if he comes home and can work on other tasks at home. And vice versa if it is the target of their work has not been resolved properly on the day that consequently he had to work overtime until the target is resolved. In this case, the expertise of the leaders in the government institutions to define the target task to diselesiakan his men in every day is necessary. With a civil servant working for so long will not depend on the presence of a lot of "foreman" in the office, but more determined than the target job. A civil servant will not be jealous when she saw her home early, because his targets might have been resolved in advance, or there is a very urgent matter that he would be willing to replace overtime on another day.

 

Early Retirement Rules for civil servants who are not productive or for civil servants who are not comfortable working as civil servants have not been regulated by the government. Retirement for civil servants is based on Government Regulation No. 32 Year 1979 on Dismissal of Civil Servants. In the PP explained that a civil servant retirement age is 56 years. Even in the most recent PP,  PP No. 64 Year 2008 instead retirement age extended to certain employees. To be able to retire early there are only 3 options, namely physical or mental incompetence, violation of law and died. It is very difficult for civil servants who are no longer productive in their work but in physicly still be present in the office for early retirement. Not as well as the company. If an employee is not capable of working then it will be in early retirement, of course with the consequences of giving severance.

 

Government Regulation No. 53 Year 2010 is not going to have much effect on the productivity of civil servants working in Indonesia. However, not impossible to make the civil service more productive. But it needed a step from all sides, among others:

 

• Creating a new payroll system that encourages civil servants to work more productively, such as the system time sheets, bonus craft and so on.

 

• Creating a healthy competition in the civil servants (PNS). For example, with a clear reward and punishmen. Provide penalties for which melanggaran as regulated in Law No. 53 Year 2010, and also gives awards for outstanding civil servants must also set forth in the PP.

 

• Career civil servants banar must be based on clear and objective indicators, based on work productivity and performance. Political power as far as possible not be involved in determining the career of a civil servant positions.

 

• Every leader in the Department of Government institutions should be outlining targets for the work of his subordinates in order to achieve institutional goals yangn agencies concerned. job skills outlined targets should also be followed by a personal servants under an ongoing basis every day.

 

• Provide opportunities for civil servants to Early Retirement before the age of 50 years, if the civil servant in question obviously is no longer productive at work or had no longer wanted to be a civil servant. It has actually been initiated by the Ministry of Finance, but has not received a response from the Minister of Administrative Reform and of State Financial Institutions (BKN).

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