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Research Paper | Management | Indonesia | Volume 3 Issue 4, April 2014

A Model for Performance Evaluation System on the State Organization and the Civil Servants in the Regional Employment Board, BKD, in South Sulawesi, Indonesia

Baharuddin ^[4] | Sangkala ^[3] | Hamsinah ^[4]

Abstract: This study aims to identify the Organizational and Civil Servants Performance Evaluation System at the Regional Employment Board, BKD, in the province of South Sulawesi, Indonesia, as the basis for a model on the Performance Evaluation System at the Institution. Modeling the Performance Evaluation System was also based on some results of studies that found that there were some more government organizations, in Indonesia, not been able yet to make such a positive contribution. This research is based on the notion of Performance Based-Management. The approach used in this study was qualitative method, a case study type. It was based on the output dimensions of the work that impact on the organization, as the job performance. In addition, the job behaviors that have a relevance to the attitude of an employee should be shown as well to support their tasks in the organization. The results of this study found that the performance evaluation system implemented at BKD consists of 2 forms. Firstly, an evaluation to measure the performance of an organization which was called the Performance Accountability Report Government Agencies, as AKIP in Indonesian. The second one is the performance evaluation on the civil servants, individually, which referred to and based on the Government Regulation No.10 of 1979 dated May 15th concerning the implementation of the Civil Service job, as DP3 in Indonesian. Although the performance evaluation system has long been applied in BKD, but it seems the condition is not fulfilled the evaluation of performance measurement system yet as it was not based on the principles of management. The Performance-Based management requires, according to Armstrong and Baron (1998), that an activity integrated with strategic objectives of the organization. The strategic objective is to develop indicators point factoring in the primary key (key performance indicator), which is then further distributed to the individual employee level. Therefore, the performance evaluation system model is proposed as an alternative to improve the performance of organizations and civil servants at the Regional Employment Board, BKD, and it may make a positive contribution to society.

Keywords: Evaluation, Evaluation System, Model, Performance, Regional Employment Board

Edition: Volume 3 Issue 4, April 2014,

Pages: 33 - 37

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