regulation through coordination meetings,
ceremonies, circulars or e-mails, and meetings. If
there is any change then Article 14 requires that the
regulation undergoing such amendment be placed in
the Regional News of East Java. Consistency of the
Central Government Regulation tends not to change
much; it is just that Local Government Regulation
more often changes because of adjusting to local
financial conditions.
4.1.3 Theme 3: Resources
To be able to carry out activities within the agency,
it takes a number of resources such as human
resources and finance. Based on the results of
interviews, human resources of all informants have
met the quantity and quality, but in Banyuwangi it is
felt that the level of human resources in the area is
inadequate so that the workload feels heavy. The
financial capability of each region also differs from
one to another so that the Central Government
regulates in the East Java Governor Regulation No.
81 of 2015 Article 2 paragraph 1 stating that local
governments can provide TPP according to objective
considerations. The amount of TPP fund allocation
has also been regulated in Article 11 paragraph 1.
All informants agree that the region is financially
capable of carrying out TPP policy. The allocation
of TPP funds for each region also differs from one to
another; for example Surabaya allocates the largest
TPP funds of eight trillion rupiah, while other cities
allocate tens of billions of rupiah.
In order for TPP policy to run smoothly it would
require supporting equipment. All regions have
fingerprint scanners to assess discipline and
attendance levels but there is still fraud committed
so that Banyuwangi plans to use face recognition. In
Surabaya itself it has had applications that have been
integrated and tersistemasi with the database so that
is more transparent and credible.
4.1.4 Theme 4: Disposition
Value scoring should provide a better assessment of
the current effectiveness. The National Research
Council, in one of the journals published by the
American Review of Public Administration argues
that, "the supervisor can provide accountable
judgments on performance appraisals under
controlled conditions and with carefully developed
scale assessments (Pablo & Lewis, 2001).
The party responsible for the TPP weight
assessment is the direct and tiered supervisor while
the party responsible for implementing the main
indicators is the regional secretary, assistant sekda,
inspectors, heads of agencies, heads of departments,
and sub-district heads. One of the components of
TPS employment assessment of civil servants is
work behavior. In the aspects of employment
behavior of civil servants apparently they have
improved performance, both from daily tasks,
discipline to attend and go home on time, and follow
the apple. In the results of interviews conducted with
informants, the application of TPP is considered
very good because the level of employee satisfaction
increased, they are motivated in work, and more
disciplined in the presence or follow the ceremonies.
4.1.5 Theme 5: Bureaucracy
The implementation of TPP or SOP policy has been
regulated and explained in detail through the Perka
BKN Number 1 Year 2013. In the regulation of both
the central government and local government it has
set the mechanism of implementation of TPP, TPP
indicators, calculation methods, etc. so that SOP
implementation of TPP has been regulated and is
official and clear. It is just in the mechanism of TPP
implementation of each region, adapted to the ability
of the region. As in Bangkalan, there are SOPs of
TPP implementation such as SOP Preparation of
Fingerprint Result Report and SOP of Budget
Disbursement. One of the components of the TPP
assessment is the SKP that contains the job tasks and
targets to be achieved.
Assessment of the performance of civil servants
is performed with objective principles, is
measurable, accountable, participatory, and
transparent. If TPP implementation is in conformity
with the five principles, then justice allowances will
be created. The implementation of TPP in Surabaya
has been based on application that is e-performance
so that it meets the five principles of performance
appraisal. To prepare for the implementation of TPP
would require a detailed readiness and assessment
because it must be tailored to the ability of each
region.
4.1.6 Theme 6: Bureaucracy
The last thing that is expected to happen with the
application of TPP is the satisfaction of employees
so that there can be an increase in performance. Job
satisfaction can be achieved with the fulfillment of
employee welfare. Based on the results of interviews
conducted a difference was found. Staff who have
felt the benefits of TPP feel that their workload has
been matched with the income received. This can
happen because the calculation of TPP is more
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