PROSPEK DAN PERSPEKTIF
REFORMASI BIROKRASI
Ir.Deddy S. Bratakusumah, BE, MURP, MSC, PhD
STAF AHLI PEMERINTAHAN DAN OTONOMI DAERAH
KEMENTERIAN PAN DAN RB
0816968367
[email protected]
2014
PERMASALAHAN BANGSA
Masalah Utama Bangsa
Meskipun Indonesia telah sukses dalam memperbaiki
ekonomi pasca berbagai krisis, namun masih terdapat
beberapa masalah yang perlu diselesaikan:
1.
2.
3.
4.
5.
Kemiskinan dan Pengangguran
Kesenjangan Kesejahteraan Rakyat dan Keadilan
Infrastruktur
Birokrasi
Korupsi
Deddy S Bratakusumah, PhD
Penghambat Investasi
No
2010
2011
1
Birokrasi
pemerintah
2
Korupsi
Birokrasi
pemerintah
3
Infrastruktur
4
Akses pada
Pembiayaan
5
Inflasi
Korupsi
2012
Birokrasi
pemerintah
2013
Korupsi
Korupsi
Birokrasi
Pemerintah
Infrastruktur
Infrastruktur
Infrastruktur
Ketidakstabilan
Politik
Akses pada
Pembiayaan
Akses pada
Pembiayaan
Peraturan
Peraturan
Ketenagakerjaan Ketenagakerjaan
Etika Kerja Buruk
(Bappenas, 2014)
Kerangka Strategi Mengatasi Masalah
REGIONAL
COOPERATION
GLOBAL
ISSUES
GLOBAL
AGENDA
COUNTRY
RESPONS
DOMESTIC
ISSUES
Deddy S Bratakusumah, PhD
BETTER
INDONESIA
REFORMASI BIROKRASI
Bureaucratic Reform
The Bureaucratic Reform is the transformation of all
aspects of the management of the Government toward a
world-class Government in 2025
BR Policies and Guidelines
• Presidential Regulation No.81/2010 concerning
Bureaucratic Reform Grand Design:
a Master Plan contains the policy direction of National
Bureaucratic Reform during the period of 2010-25.
• Ministerial (Ministry of Administrative and
Bureaucratic Reform) Regulation No 20/2010
concerning Bureaucratic Reform Road Map 20102014:
a detailed plan of BR implementation from one stage to the
next stage for five years (2010-14) with a clear target per
year.
Deddy S Bratakusumah, PhD
Grand Design BR 2010-2025
2025
2014
Expected Condition
 Proportional number of civil
servants
 clean government free from
corruption, collusion, and nepotism
 Improving the quality of public
services
 Improving capacity, performance
and accountability of bureaucrats
 Improving the professionalism of
state apparatus
 increasing the mobility of personnel
between regions, between centers,
and between central and local
 Increasing the salary and other
forms of benefits
Achieve good governance with the
government as a professional
bureaucracy, with high integrity,
serving the public and the state
Make a real contribution to the
government’s performance in
national and regional development
Staging
3rd Five Year Target
(2020– 2024)
2nd Five Year Target
(2015–2019)
1st Five Year Target
(2010–2014)
Strengthening of the government
bureaucracy to achieve a government
which is free from corruption,
collusion and nepotism and
improvement of the , performance,
accountability of the bureaucracy; and
improved public services
Implementation of targets
achieved in the first 5 years
and continuation of what has
not been achieved in the
various strategic components
in the government
bureaucracy
Continuous improvement of
the bureaucracy as followup to the bureaucratic
reforms during the 2nd five
years in order to achieve a
world class government
WORLD CLASS GOVERNMENT
Bureaucratic Transformation
2025
2018
2013
• RULE BASED
BUREAUCRACY
• VISION AND
PERFORMANCE BASED
BUREAUCRACY
• OPEN CAREER SYSTEM
• CIVIL SERVANT
MANAGEMENT
• CLOSED CAREER SYSTEM
• CIVIL SERVANT
ADMINISTRATION
• DYNAMICS BUREAUCRACY
• OPEN SYSTEM
• HUMAN CAPITAL
DEVELOPMENT
Bureaucratic Reform Targets
increasing the capacity and
performance accountability
among bureaucrats
establishment of clean government,
free from corruption, collusion and
nepotism
increasing the quality of
public services
Bureaucratic Reform Regulations
Ministerial Regulations
•
•
•
•
•
•
•
•
•
•
•
No 7/2011 Guidance for Ministries and Institutions Proposing Documents for
Bureauctartic Reform
No 8/2011 Guidance for Assessing Ministries/Institutions’ Proposal Documents
and Road Map of Implementing Bureaucratic Reform
No 9/2011 Guidance for Formulating Bureaucratic Reform Road Maps of
Ministries/institutions and Local Governments.
No 10/2011 Guidance for Change Management Implementation
No 11/2011 Criteria and Success Indicators of Bureaucratic Reform
No 12/2011 Guidance for Refining Business Process
No 13/2011 Guidance for Implementing Quick Wins
No 14/2011 Guidance for Implementing Knowledge Management Programs.
No 15/2011 Approval Mechanism of Bureucratic Reform Implementation and
Performance Allowance for Ministries/Institutions
No 1/2012 Guidance for Assesment on Bureucratic Reform Implementation
No 31/2012 Technical Guidance for Online Self Assesment on Bureucratic
Reform Implementation.
Change Areas
Change Area
Organization
Systems and Procedures
Laws and Regulations
Human Resources
Supervision
Accountability
Public Services
Public Servant Mindset
and Culture
Expected Results
Right sizing
Systems, processes and work procedures that are clear,
effective, efficient, scalable and in accordance with the
principles of good governance
More orderly , not overlap and conducive laws and
regulations
Human resources with high integrity, neutral, competent,
capable, professional, high-performing and prosperous
Increasing implementation of good governance and free of
Colusion, Corruption and Nepotism
Increasing the capacity and accountability of the performance
of the bureaucracy
Excellent service according to the needs and expectations of
the community
The bureaucracy with high integrity and high performance
PEREMPUAN DALAM KONTEKS
REFORMASI BIROKRASI
Pernyataan Obyektif
...women would not make a full contribution to
development ‘until there were more women involved in
the planning process, in the adminstration at all levels,
and in all sectors...
(UN Assistant Sec Gen, in Col 1991)
Kenyataan Obyektif
...although almost every nation grants women equality
under the law, as citizens, as workers, and especially as
employees in civil service systems, this legal equality is
often not sufficient to ensure that women are able to
contribute fully to national development...
(Jeanne-Marie Col 1991)
...need some affirmative actions
Dinamika Jumlah PNS 2003-2013
(BKN, 2014)
JUMLAH
Kecenderungan Peningkatan
TAHUN
Deddy S Bratakusumah, PhD
Peta Jabatan PNS
(BKN, 2014)
Hambatan Dalam Upaya Keberpihakan
1. Sikap dan Budaya Masyarakat,
2. Kompetensi,
3. Kesempatan Untuk Kompetisi,
4. Pengaturan Promosi.
Deddy S Bratakusumah, PhD
Upaya Nyata Keberpihakan UU ASN
•
•
•
•
Seleksi dan promosi secara adil dan kompetitif
Menerapkan prinsip fairness
Penggajian, reward and punishment berbasis kinerja
Standar integritas dan perilaku untuk kepentingan
publik
• Manajemen SDM secara efektif dan efisien, termasuk
peningkatan kompetensi
• Melindungi pegawai dari intervensi politik dan dari
tindakan semena-mena.
Deddy S Bratakusumah, PhD
Manajemen Pegawai ASN
1
2
REKRUITMEN
PENGEMBANGAN
PEGAWAI
KEBUTUHAN DIDASARKAN ANJAB & ABK, SELEKSI
PEGAWAI ASN MENGGUNAKAN CAT
SEBAGAI HAK PEGAWAI ASN, SDM APARATUR SBG ASET
SHG PERLU PENGEMBANGAN (DIKLAT, SEMINAR, KURSUS,
PEMAGANGAN & PERTUKARAN PNS-SWASTA)
3
PROMOSI
BASIS KARIR TERBUKA (KOMPETISI), HAK SETIAP
PEGAWAI ASN YG MEMENUHI SYARAT
4
KESEJAHTERAAN
BERDASARKAN BEBAN KERJA, TANGGUNG JAWAB,
RESIKO PEKERJAAN & KINERJA
5
MANAJEMEN KINERJA
MENJAMIN OBJEKTIVITAS PEMBINAAN PEGAWAI ASN YG
DIDASARKAN PRESTASI DAN SISTEM KARIR, SERTA ADANYA
SANKSI ATAS TDK TERCAPAINYA KINERJA
6
DISIPLIN & ETIKA
RINCIAN KODE ETIK PROFESI DAN SANKSI
7
PENSIUN
SEMANGAT FULLY FUNDED
Perlu Pula Dilakukan
• Sosialisasi untuk merubah sikap dan pandangan
masyarakat terhadap perempuan karir,
• Memperbaiki berbagai peraturan yang tidak
memperhatikan kebutuhan perempuan, antara lain:
-
Sikap yang obyektif terhadap hak cuti hamil dan cuti
haid
Penyediaan tempat penitipan anak dan pemberian ASI
di tempat kerja
Penyediaan tempat penitipan anak dan pemberian ASI
pada Asrama Diklat.
Deddy S Bratakusumah, PhD
Penutup
Upaya nyata Peningkatan Peran Perempuan dalam
Birokrasi telah ditingkatkan dengan terbitnya berbagai
peraturan perundangan dalam kerangka Reformasi
Birokrasi
Dengan Reformasi Birokrasi akan dapat diwujudkan
birokrasi yang bersih, berkualitas dan melayani
Deddy S Bratakusumah, PhD
Terima Kasih