Coaching Clinic PP 30 Sesi1 Universitas Institut

The speaker introduces the event and the moderator, Mr. Hajat Doski, who will discuss planning and information system simulations. They will review the performance evaluation of civil servants based on Presidential Regulation No. 13 of 2019 and discuss performance assessment processes.

Details the performance assessment framework involving Civil Servants starting from the 1950s to the latest regulations. Focus is on objectivity, career development, and assessment processes outlined in various government regulations.

Discusses the importance of effective management performance and how it impacts employee development, rewards, and organizational success. Emphasizes the need for objective performance assessment and sets performance goals for employees.

Explores the functions of performance management, including motivation, rewards, and task alignment, to ensure employees meet competencies and job requirements. Also highlights the role of performance assessments in talent management and promotion decisions.

Outlines a four-stage performance assessment process for civil servants, focusing on individual performance indicators, goal setting, measurement methods, and feedback to drive improvement and achievement of organizational objectives.

Discusses techniques for measuring and improving performance, such as setting targets, monitoring progress, and providing timely feedback to individuals and teams. Emphasizes the importance of continuous evaluation and improvement in performance management.

Explores how leaders play a crucial role in performance management by setting expectations, conducting performance dialogues, and ensuring alignment with organizational goals. Highlights the importance of involving employees in goal-setting and intervention strategies.

Details the monitoring and evaluation processes in performance management to assess results, provide guidance, and ensure accountability. Examines how performance indicators and assessments drive organizational success and inform decision-making processes for promotions and rewards.

Explains the performance matrix and how roles and responsibilities are distributed among team members at varying levels. Discusses the significance of aligning individual performance with organizational goals and the importance of clear communication and feedback mechanisms.

Illustrates the importance of performance dialogues and intervention strategies in enhancing individual and team performance. Emphasizes the need for clear communication, goal setting, and effective monitoring to drive continuous improvement.

Discusses the additional door feature in model development and its significance.

Explains the division of perspectives in business process development and the importance of internal business process enhancement and budgeting.

Describes the three aspects of life indicators involving quantity, quality, and time alignment for achievement tracking.

Highlights the importance of performance review and evaluation, focusing on primary key performance indicators and additional performance aspects.

Guidance on generating SKP (Work Plan) sheets, linking performance plans with activity items in JFW, and reviewing roles and responsibilities.

Discusses the review process including load considerations, roles assigned by leaders, and evaluation by performance assessors.

Details the integration of performance evaluation with PP 30 regulations, emphasizing the assessment of performance outputs and credit metrics.

Explains the structuring of roles within an organization, specifying the functions of coordinators, teams, and designated positions based on performance tasks.

Discussion on setting targets for product evaluation and performance assessment system within the organization.

Explanation on the process and components involved in developing a comprehensive performance assessment system.

Importance of setting targets and ensuring their successful implementation within the performance evaluation system.

Exploration of the various components and criteria within the performance assessment system, including management performance and employee evaluation.

Discussion on the instruments and tools used in the assessment process, such as performance analysis and information systems.

Importance and process of creating effective information systems for employee performance evaluation and management.

Development of indicators and metrics to measure performance accurately and ensure accountability within the assessment system.

Discussion on the analysis and evaluation process, including periodic performance assessments and tools used for performance measurement.

Comparison between manual and automated processes in performance evaluation and information system development.

Exploration of employees' roles and contributions to the performance evaluation process, including setting goals and targets for assessment.

Discussion on the need to adjust to derivative length for SKP filling based on PP46 regulations.

Exploration of policies that are still ongoing and relevant, specifically related to SKPD 2016 for all employees.

Clarification on the utilization of the SKP application, whether using the applied application SPP or following PP46 guidelines.

Continuation of the discussion on daily log filling and monthly work achievement, emphasizing the use of the eskp application for specific purposes.

Introduction of a new application from BKN to replace the existing SKP application, with details on its implementation timeline.

Guidelines for preparing performance plans, including the submission deadlines and considerations for specific employee cases like mutations and placements.

Importance of considering competencies and capacities when assigning roles to employees, highlighting the key role of performance in achieving goals.

Wrap-up of the coaching clinic session with emphasis on finishing tasks, ensuring role alignment, and thanking the participants for their attention.