Evaluation of Widyaiswara Professional Development

Implementation: Study on the Ministry of Village, Development of

Disadvantaged, and Transmigration

Sri Ratna

, Muchlis R. Luddin

, and Wibowo

Universitas Negeri Jakarta, Jakarta –Indonesia

Universitas Prof.Dr. Moestopo (Beragama)

Keywords: Widyaiswara Competencies, Profesional Development, Scientific Publication

Abstract: Professional development is one of the elements required for Widyaiswara who will rise to a higher level.

This study aims to evaluate the Widyaiswara to find out the factors related to professional development,

especially factors that cause the promotion and advancement to be hampered. The target is Widyaiswara

that works at the Ministry of Village, Development of Disadvantaged Region and Transmigration. The

evaluation results found that there were Widyaiswara who failed to rise in rank or position because they had

not succeeded in collecting credit numbers from the elements of professional development activities. This

study uses an evaluative approach, with documentation study data collection methods, in-depth interviews

and observations, which are then analyzed using qualitative data analysis techniques that describe the results

of implementation paired with concepts and theories based on critical thinking to find the causes of

problems and the best alternative solutions. From the results of the study, it was recommended to

Widyaiswara to be committed to improving competence and developing innovation in professional

development. The ASN Employee Training Center is recommended to provide facilities and infrastructure

specifically for the publication of scientific papers for Widyaiswara.

1 INTRODUCTION

Facing increasing challenges and strategic

environments both internally and externally that

experience changes very quickly and are difficult to

predict, and the development of information

technology is very fast nowadays, an organization

will be able to survive and develop if it has quality

human resources. Even though we have abundant

natural resources but human resources that manage

these natural resources are incompetent, we will lose

in competition. Therefore, improving the quality of

human resources is absolutely necessary. Likewise

with ASN resources, which plays a decisive role in

managing this country and nation absolutely needs

to be improved.

The mandate of Law No. 5 of 2014 concerning

the Civil Servants in its consideration suggests that it

is necessary to build the Civil Servants (ASN) that

has integrity, is professional, neutral and free from

political intervention, clean from the practices of

corruption, collusion and nepotism, and able to

provide public services to the public and able to play

a role as an adhesive element of national unity and

integrity based on Pancasila and the 1945

Constitution (Undang-Undang Nomor 5 Tahun 2014

tentang Aparatur Sipil Negara, 2014). To achieve

SCA as stated above, the efforts that can be made

include the development of competencies as

contained in article 70 beginning in paragraphs 1 to

6, namely through education and training, seminars,

courses, and upgrading (Peraturan Pemerintah

Nomor 11 Tahun 2017 tentang Manajemen Pegawai

Negeri Sipil, 2017). In addition to being regulated in

Law No. 5 above, the development of this

competency is further regulated in article 162,

Government Regulation No. 11 of 2017 concerning

Management of Civil Servants and more detailed

elaboration is stated in the third part from articles

203 to 225.

906

Ratna, S., Luddin, M. and Wibowo, .

Evaluation of Widyaiswara Professional Development Implementation: Study on the Ministry of Village, Development of Disadvantaged, and Transmigration.

DOI: 10.5220/0009511009060912

In Proceedings of the 1st Unimed International Conference on Economics Education and Social Science (UNICEES 2018), pages 906-912

ISBN: 978-989-758-432-9

One strategic effort to develop ASN

competencies as stated in the consideration of the

aforementioned Law is through education and

training (Sikula, 2011). The objectives of developing

ASN competencies will be achieved effectively,

efficiently and accountably, if the training and

training is carried out in a competency-based

system. In its implementation, various factors

influence, such as the process of managing training

and the availability and quality of training resources.

In addition, the availability and quality of education

and training facilities and education and training

materials which also greatly determine the

achievement of training objectives are the

availability and competency of education and

training staff. The education staff includes managers

of training institutions, training organizers, training

needs analysts, training curriculum designers,

managers of education and training information

systems and Widyaiswara (Peraturan Kepala LAN

Nomor 25 Tahun 2015 tentang Pedoman Akreditasi

Lembaga Diklat, 2015). In this study, what will be

discussed is only one of the education staff, namely

the Widyaiswara.

Widyaiswara are Civil Servants (PNS) who are

appointed as functional officials with duties,

responsibilities, authority and rights to carry out

education, teaching and training activities for civil

servants, evaluation and development of training in

government training institutions (Peraturan Menteri

PAN dan RB Nomor 22 Tahun 2014 tentang Jabatan

Fungsional Widyaiswara dan Angka Kreditnya,

2014). To be able to carry out all the tasks,

responsibilities, authorities and rights, Widyaiswara

is required to have various competencies, namely

competence in the management of learning,

substantive competence, social competence and

personality competencies (Peraturan Kepala LAN RI

Nomor 5 Tahun 2008 tentang Standar Kompetensi

Widyaiswara, 2008). As a functional official, his

achievements are judged by the acquisition of credit

numbers from the elements of activities which

consist of the main elements and supporting

elements. The main elements consist of sub-

elements of education, implementation of education,

teaching and training of civil servants (PNS),

evaluation and development of training and

professional development.

Based on data from the Widyaiswara Ministry of

Village PDT and Transmigration credit figures in the

first semester of 2018, out of eight Widyaiswara

who submitted credit numbers, there were two

Widyaiswara who had not succeeded in advancing

their ranks or positions, because they did not meet

the minimum credit score figures from the

development activities profession, three people have

not yet obtained credit figures from professional

development and only three Widyaiswara have

succeeded in obtaining credit figures from

professional development (Kementerian Desa, PDT

dan Transmigrasi, 2018). That's why the focus of the

study was the Evaluation of Widyaiswara

Professional Development Competence. By

conducting this study, it is expected that the causes

of not yet optimal implementation of the

Widyaiswara professional development activities

will be known, so that it is expected to find the right

solution to overcome them.

The selection of the focus of this discussion is

also expected to be useful in motivating

Widyaiswara to carry out professional development,

especially scientific publications for Widyaiswara

Madya who will advance to the Widyaiswara

Utama, because this scientific publication is a

scientific speech requirement to the main level. In

addition, with this scientific publication,

Widyaiswara also contributes to the achievement of

government program targets launched by Ministry of

Research, Technology and Higher Education, which

in 2019 Indonesia will become the leader in ASEAN

and catch up with other countries by increasing the

number scientific publication (Zuhriyah, 2018). Now

Indonesia's position is still below Malaysia and has

surpassed Singapore and surpassed Thailand after 20

years below it. Ministry of Research, Technology,

and Higher Education is optimistic that it can exceed

the number of Malaysian international publications

which are now in the first position in ASEAN.

Ministry of Research, Technology, and Higher

Education also said that scientific publication is an

absolute condition for making an innovation and all

of that comes from a study or research (Direktorat

Jenderal Penguatan Riset dan Pengembangan, 2018

). With the amount of published research, it is hoped

that it can be developed into an innovation that is

useful to spur the industrial productivity of the

community. The aim is to increase the nation's

competitiveness. Widyaiswara who have a strategic

role in developing ASN competencies are of course

expected to contribute to scientific publications in

the field of HR development.

2 THEORICAL FRAMEWORK

2.1 Scientific Publication

Scientific publication is a publication system based

on peer review in order to achieve the highest

possible level of objectivity (Wikipedia Indonesia,

2017). This publication is an effort to disseminate

the work of thought by researchers, academics,

lecturers, students, and functional officials in general

Evaluation of Widyaiswara Professional Development Implementation: Study on the Ministry of Village, Development of Disadvantaged,

and Transmigration

907

including Widyaiswara, who come from the results

of research or critical thinking or deep reflection.

Publications can be carried out in various forms such

as seminars, publications, journals and other types

that allow these results to be known to the public to

be useful and contribute to the development of

science. The types of publications that can be

accepted as contributions to the field of science vary

greatly. At present it is undergoing very rapid

changes, arising from the transition from the print

publishing format to the electronic format, which

has a different model from the previous pattern.

Current general trend, access to electronically

scientific journals is provided openly. This means

that more scientific publications can be accessed for

free through the internet, both those provided by the

journal publishers, and those provided by the authors

of the journal articles themselves.

Publication of scientific work is an important

agenda for academics and functional positions,

besides being a prerequisite for office, it is also

expected that this will be done for the future of the

Indonesian nation to be more advanced, because

scientific publications are also an indicator of the

nation's progress and competitiveness. If the results

of research, studies and scientific works are only

stored in the library, only limited circles are

interested in reading them. Especially with a thick

page, so people will be lazy to read it. Therefore,

scientific publications that will make the results of

the study useful. The benefits of publishing

scientific papers include 1). Become a reference for

further research; 2). contribute to solving a problem

that does not yet have a solution; 3). With scientific

publications, the originator will be known to the

public and can build a network that is quite

extensive and obtain copyright; 4). With so many

publications, it can add to and enrich our knowledge;

5). Fulfillment of credit number requirements for

positions that need it, especially for functional

positions (Jurnal Prodikasi, 2016).

The process of scientific publications for each

type of publication needs different requirements.

Depending on the type of article, media publication

and classification of journals. Each journal has its

own rules and conditions. For Widyaiswara, in

particular the guidelines for scientific writing have

been regulated in the Head of State Administration

Agency regulation number 9 of 2008. In general, the

guidelines contain chapter 1: Introduction, including

Background, Objectives, Objectives, Understanding

and Systematics. Chapter 2 Forms and Requirements

of Scientific Writing contains Scientific Writing in

the Form of Books and Scientific Writing in the

Form of Non-Books. Chapter 3 Rules, Procedures,

and Systematics for Writing Scientific Writing

includes the Rules of Writing, Procedures for

Writing, and Systematics of Writing and the Closing

chapter (Peraturan Kepala LAN Nomor 9 Tahun

2008 tentang Penulisan Karya Tulis Ilmiah, 2008).

2.2 Professional Development

Ministry of Administrative and Bureaucratic Reform

Regulations Number 22 of 2014 concerning

Functional Position and Credit Numbers of

Widyaiswara, among others, govern the Elements,

Sub-Elements of Activities and Activity Details. The

element of activity consists of the main elements and

supporting elements. The main elements include 4

sub-elements, namely sub-elements 1). Education;

2). implementation of education, teaching and

training; 3). evaluation and development of training;

and 4). professional development. While the

supporting elements are activities that support the

implementation of the main tasks of Widyaiswara.

Each sub-element is translated into the details of the

activity. For the Sub-elements of Professional

Development, the details of the activities are 1).

Writing / Scientific Work in the field of expertise

and scope of education; 2). The invention of

patented innovation and has entered the list of

patents according to the field of specialization of

expertise; 3). Preparation of guidebooks,

implementation provisions / technical provisions in

the field of education. While activities in the

supporting elements include 1). participation in

seminars / workshops / conferences in the field of

education; 2). membership in professional

organizations; 3). Guidance to Widyaiswara under

his level of office; 4). writing articles in newspapers;

5). writing articles on the Website; 6). the

acquisition of another degree / diploma; and 7).

award / merit.

In article 11 Ministry of Empowerment of State

Apparaturs and Beaurocracy Reform Regulations

number 22 year 2014 regulates that for Widyaiswara

who will rise in rank are required to obtain a

minimum credit number from the details of the

activities of the sub-elements of professional

development as follows: Young Administrator (class

III/b) who will become Administrator (class III/c),

the credit number required at least 6 (six) comes

from the sub-elements of professional development

activities. And so on, for Administrator (class III/c)

who will rise to Administrator level I (class III/d), at

least get 8 (eight); for class III/d who will go up to

Coach (class IV/a), at least 10 (ten); from class IV/a

to Coach level I (class IV/b) is required a minimum

of 12 (twelve), from class IV/b to the Young Main

Coach (class IV/c) is required to be at least 14

(fourteen); for class IV/c which will rise to the

Middle Main Coach (class IV/d), a minimum of 16

(sixteen) is required and for the Middle Main Coach

UNICEES 2018 - Unimed International Conference on Economics Education and Social Science

908

who will rise to the Main Coach (class IV/e) is

required at least 18 (eighteen).

2.3 Widyaiswara Competence

In general, ASN competencies have been determined

in consideration of Law number 5 of 2014, namely

1). have integrity and morality, 2). professional, 3).

neutral and free from political intervention, 4). clean

from the practices of corruption, collusion and

nepotism, 5). able to provide public services for the

community and 6). able to play a role as an adhesive

element of national unity and integrity based on the

Pancasila and the Constitution of the Republic of

Indonesia. These competencies are categorized into

a). technical competencies measured by the level

and specialization of education, functional technical

training, and experience working technically; b).

managerial competencies measured from the level of

education, structural or management training, and

leadership experience; and c). Cultural social

competencies measured by work experience relate to

plural societies in terms of religion, ethnicity, and

culture so that they have national insight.

In addition to the general competence that each

ASN should have, each position also requires

specific competencies / field competencies.

Likewise with the lecturer, establishes four specific

competencies / competencies in the fields: 1).

Learning; namely the ability to plan, organize,

implement, and evaluate learning; 2). Substantive;

ability in the field of science and skills in the subject

of training taught; 3). Personality; behavior in

carrying out his job duties that can be observed and

made an example for training participants; 4).

Social; Ability to make connections with his work

environment.

3 RESEARCH METHODOLOGY

This study aims to obtain valid, reliable data, facts

and information about the implementation of the

professional development of Widyaiswara functional

officials at the Ministry of Village, Development of

Disadvantaged Region and Transmigration. The

approach used in this study is a qualitative research

approach, namely a study aimed at describing and

analyzing phenomena, events, social activities,

attitudes, beliefs, perceptions, thoughts of

individuals individually or in groups. Qualitative

research is inductive: researchers allow problems to

emerge from data or be left open to interpretation.

Data is collected by careful observation, including

descriptions in detailed contexts accompanied by

notes on in-depth interviews, as well as the results of

analysis of documents and records (Sukmadinata,

2011).

In this study, the discussion focused on policies

or regulations issued by the Ministry of

Administrative and Bureaucratic Reform, the

Republic of Indonesia State Administration Institute

as a fostering institution for Widyaiswara functional

positions and the Ministry of Village, Development

of Disadvantaged Region and Transmigration, as

well as other institutions related to the

implementation of Widyaiswara professional

development.

This study specifically aims to evaluate the

implementation of Widyaiswara professional

development related to 1). Professional development

policy, 2). Widyaiswara competencies in

professional development 3) Factors that influence

the implementation of professional development,

and 4). Obtaining credit numbers from professional

development. Therefore, the benefits of this study

are 1) Knowing the suitability of the Widyaiswara

professional development policy with what should

be; 2). Knowing the competence of Widyaiswara in

professional development at the Ministry of Village,

Development of Disadvantaged Region and

Transmigration; 3). Knowing the factors that

influence the effectiveness of the implementation of

Widyaiswara professional development; 4).

Knowing the acquisition of Widyaiswara credit

numbers from the sub-elements of professional

development.

This study uses an evaluative approach, with

documentation study data collection methods, in-

depth interviews and observations, which are then

analyzed using qualitative data analysis techniques

that describe the results of implementation paired

with concepts and theories based on critical thinking

to find the causes of problems and the best

alternative solutions (Amstrong, 2009). The

documents used are related to policies and

performance reports as well as the results of credit

score figures. In-depth interviews were conducted

with the Head of the ASN Employee Training

Center, Administrators and Widyaiswara from the

Ministry of Village, Development of Disadvantaged

Region and Transmigration. In addition, in-depth

interviews were also conducted to the Head of the

Indonesian Widyaiswara Development Center and

Administrator officials in charge of credit score

assessment. The reason for using this approach is

because of its comprehensive nature, starting from

the policy to the results of the policy.

Evaluation of Widyaiswara Professional Development Implementation: Study on the Ministry of Village, Development of Disadvantaged,

and Transmigration

909

4 RESULT AND DISCUSSION

Based on the description of the data obtained in the

collection of data and paired with the rules,

regulations and applicable policies regarding

professional development, the results of the

evaluation are as follows:

Widyaiswara professional development policy;

This policy is intended to increase the

professionalism of Widyaiswara. Professional

development is expected to encourage Widyaiswara

to enrich their insights and deepen their mastery of

the field of study they pursue in stabilizing their

specialties. As stated above, that one sub-element of

the main activity is professional development, with

details of activity 1). Writing / Scientific Work in

the field of expertise and scope of education; 2). The

invention of patented innovation and has entered the

list of patents according to the field of

specialization; 3). Preparation of guidebooks,

implementation provisions / technical provisions in

the field of education. All details of these activities

are indicators of Widyaiswara's professionalism and

at the same time become a medium or means of

communication for Widyaiswara in expressing their

ideas and knowledge in order to develop teaching

materials and ensure the effectiveness of the learning

process. Taking into account the policies and

objectives of professional development when

compared with other functional officials in

Indonesia, the policy of professional development

for Widyaiswara is still much younger. For example,

for functional positions, researchers and lecturers

who will rise to higher positions must carry out

scientific publications in nationally or internationally

reputed indexed journals. But for the Widyaiswara,

the application of new publications will be imposed

on the middle level Widyaiswara who will rise to the

main level. And enough publications in national

journals. And this publication will later be used as

material for scientific speech when the inauguration

becomes the Main Widyaiswara. With this policy,

the quality of publications is not guaranteed.

Widyaiswara competence in professional

development

The Widyaiswara competency standard stipulated

through Head of State Administration Agency

Regulation number 5 of 2008 has 4 (four) 1).

Learning Management Competencies; namely the

ability to plan, organize, implement, and evaluate

learning, including the ability to make the Outlines

of Learning Programs or Design and Build Learning

Teaching and Learning Unit Events or Learning

Plans; compile teaching materials; applying adult

learning; communicate effectively with participants;

motivate participants to learn; and evaluate learning.

2). Substantive Competence; namely the ability in

the field of science and skills in the subject of

training taught, including the ability: mastery of

science and skills to practice in accordance with the

training material taught; and write scientific papers

related to the scope of education and / or

development of his specialty. 3). Personality

Competence; behavior in carrying out his job duties

which can be observed and made an example for

training participants, including the ability: to display

an exemplary person; and implementing a code of

ethics and showing a work ethic as a professional

Widyaiswara. 4). Social Competence; Ability to

conduct relations with the work environment,

including the ability: fostering relationships and

cooperation with fellow Widyaiswara; and establish

relationships with organizers / managers of Training

institutions

In Law number 4 of 2014 in general, the

competency of an ASN is also established, namely

having integrity and morality, professional, neutral

and free from political intervention, clean from

corruption, collusion, nepotism, practices, able to

provide public services for the community, capable

of carrying out roles as an adhesive element of

national unity based on the Pancasila and the

Constitution of the Republic of Indonesia. Then

these competencies are summarized into 3 (three) as

follows: a). technical competencies measured by the

level and specialization of education, functional

technical training, and experience working

technically; b). managerial competencies measured

from the level of education, structural or

management training, and leadership experience;

and c). cultural social competencies that is measured

by work experience is related to plural societies in

terms of religion, ethnicity and culture so that they

have national insight. If traced from all that is

written into competency standards, which

competencies will support professional

development? Only listed in substantive

competencies and mentioned writing scientific

papers related to the scope of education and / or

development of his specialty.

When compared with other functional positions

that are required to write scientific papers, there are

several competencies that ideally should be owned

by Widyaiswara in order to be able to carry out sub-

elements of professional development activities

optimally. For researchers, the competency

standards contained in Head Regulation of

UNICEES 2018 - Unimed International Conference on Economics Education and Social Science

910

Indonesian Institute of Sciencies number 4 / E / 2009

and may be needed by Widyaiswara for professional

development include: mastering library search

techniques, data processing, scientific writing,

research planning and mastering book writing

techniques (Peraturan Kepala LIPI Nomor 4/E

Tahun 2009 tentang Standar Kompetensi Peneliti,

2009). In addition, creative and innovative thinking

skills are needed by Widyaiswara for the discovery

of innovation in education.

Factors Affecting the Implementation of

Professional Development

Many factors influence the implementation of

Widyaiswara's professional development, namely,

among others: 1). Professional development policy,

2). Work facilities and infrastructure, 3). Availability

of budget for conducting research and the most

decisive is 4). The relevant Widyaiswara

him/herself. Regarding policy, as stated above, each

Widyaiswara who will be promoted is required to

collect credit numbers with a certain amount, for

example for Primary Widyaiswara with class III/b

Young Administrator who will be promoted to level

I class III/c must collect credit number 6 (six). The

existence of this policy encourages Widyaiswara to

collect credit numbers, which means this has a

positive effect. The next is work facility. Actually

this work facility does not specifically affect the

implementation of professional development, but it

affects the overall performance of the Widyaiswara.

But the limitations of infrastructure have an effect

on the implementation of professional development

for Widyaiswara. For example, the Widyaiswara has

conducted research or studies and lives in

publications, it turns out that in the ASN Employee

Education Center there has been no official media or

infrastructure for the publication of official printed

and online scientific papers for the acquisition of

credit numbers. This affects the motivation and

productivity of Widyaiswara in carrying out

professional development. Because of this

limitation, Widyaiswara was forced to look for

infrastructure outside, even having to pay for

scientific publications. The implementation of

research to produce scientific work of course

requires a budget, but in reality it is not available.

Because it affects or inhibits conducting research,

although there are also Widyaiswara who are forced

to finance their own research to produce scientific

work. And the most influential in implementing

professional development is the Widyaiswara

him/herself. And this is related to motivation,

competence and commitment to professional

development. Motivation can be both internal and

external, and should be emerged from internal to last

long. Likewise with widyaiswara competencies is a

very decisive factor. And the most decisive is the

commitment of yourself.

Achieved Credit Numbers from Professional

Development

The credit numbers obtained are proof of the

performance of the Widyaiswara's performance. In

terms of obtaining credit numbers from professional

development, most are hampered. Assessment of the

last period, semester I of 2018, there were 8 people

who submitted a list of proposed credit numbers. Of

the 8 people who submitted only 5 people who got

grades from professional development and 2 of the 5

people should have been promoted because the

number of credit numbers had exceeded the target,

but because the minimum requirements for

professional development had not been fulfilled,

those concerned had not yet qualified for promotion.

While 3 people did not submit credit numbers from

professional development. The acquisition of credit

numbers is also very much related to scientific

publications. Published papers will obtain a higher

credit score compared to those presented among

themselves. The results of interviews with the

Widyaiswara, because the writing is often rejected,

the person concerned person apathetic to send it

back to the journal. This is an indicator that the

quality of writing that is rejected is definitely not in

accordance with what is required.

5 CONCLUSIONS

Based on the objectives and results of the evaluation

and the discussion above, the following points can

be summarized: 1). Professional development

policies that are requirements for promotion can

motivate Widyaiswara to obtain credit numbers from

the sub-elements of this activity, although not all

Widyaiswara have obtained them. Even if compared

to other functional positions in Indonesia, such as

researchers and lecturers, the policy for

Widyaiswara for scientific publications is still very

easy. What is required for scientific publications,

only Middle Level Widyaiswara who will rise to the

main level or the main level which is a transition

from the High Leadership Position and even then

nationally accredited or published by the State

Administration Agency even though not yet

accredited. In the provisions also requested

international indexed publications, but the fact

Evaluation of Widyaiswara Professional Development Implementation: Study on the Ministry of Village, Development of Disadvantaged,

and Transmigration

911

remains, that several which has been published can

still be counted on by the fingers; 2). The

competency standards set for Widyaiswara, do not

include the competencies needed for the

implementation of professional development. The

standards needed for professional development

include mastering library search techniques, data

processing, scientific writing, research planning and

mastering book writing techniques. In addition,

creative and innovative thinking skills are needed by

Widyaiswara for the discovery of innovation in

education. But the most decisive is the determination

and commitment to learn in order to increase

professionalism; 3). For factors that influence the

implementation of professional development there

are several, among others are professional

development policies, work facilities and

infrastructure, availability of budget for research and

the most decisive are motivation, behavior attitude

and determination of the relevant Widyaiswara

him/herself to advance. These factors have a positive

effect which encourages Widyaiswara to carry out

professional development (because this is

mandatory) and there are also negative influences

such as the unavailability of research budgets, work

facilities and infrastructure. 4). The acquisition of

Widyaiswara credit figures from professional

development is still very low. Of the 16

Widyaiswara from the Ministry of Village,

Development of Disadvantaged Region and

Transmigration, there are 8 people who proposed the

determination of the credit figure. Of the 8 people

who applied for professional development only 5

people and 2 out of those 5 should have been

promoted but were blocked from acquisition of

credit numbers sub elements of professional

development

Based on the conclusions above, it is

recommended as follows: 1). To the State

Administration Agency to review professional

development policies, because existing policies are

not challenging enough to increase the

professionalism of today's Widyaiswara, especially

in scientific publications. In addition, it is also

recommended to review competency standards

especially those related to professional development;

2). To the ASN Employee Training Center, the

Ministry of Village, Development of Disadvantaged

Regions and Transmigration to be able to provide

research budgets for each of the Widyaiswara and

work facilities and infrastructure, especially

scientific publication media. 3). To Widyaiswara to

be committed to improving competence and

professionalism, especially the development of

competencies in research, scientific writing and

scientific publications. Because if you do not want

or are not motivated in self-development or

development of this profession, then the

Widyaiswara will be crushed in this era of change

which is full of challenges and competition.

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