Assessment of Many ‘Settings’, PANRB Persistently Breaks Tukin Civil Servants

Jakarta, CNBC Indonesia – Minister for Administrative Reform and Bureaucratic Reform (PANRB) Abdullah Azwar Anas insisted on reforming the calculation of performance allowances for civil servants (PNS).

This turned out to be due to the irregularities in the performance appraisal of civil servants (PNS). He said that ministers and senior management were often presented with an ‘adjusted’ employee performance target assessment (SKP) form. As for Anas’ intention, there are only two choices of performance appraisal, between good and very good.

“This is if the leader signs a subordinate’s SKP, sometimes it’s already typed, very good or good, there are two choices,” Anas said at the 2023 National Coordination Meeting on Budget Implementation, as quoted Monday (22/5/2023).

As a result, every time the results of the overall assessment are reviewed, the results of the assessment of civil servants every year are 95% always good. In fact, the President’s targets are often not achieved, such as reducing poverty.

“How is the performance of the organization below, but it turns out that the SKPs are all good. We checked, it turns out that 95% of our SKPs are all good, this must be changed,” said Anas.

Anas also admitted that he was currently preparing the latest government regulation (PP) to change the performance appraisal of civil servants. One of them is so that the assessment does not only contain good and very good columns.

“Imagine, if we count it nationally, 95% is good and very good, so 99.76% is very good even though the organization’s performance is still very low,” he said.

“So we made a PP to clean up all of this, one of which is that in PP ASN there will be 1,031 rules, we will fold them into 1 rule,” said Anas.

Through this latest PP, Anas admitted, later in the assessment of civil servants there could be a column that was not good, or very lacking. Thus, programs designed by ministries or agencies to adjust the president’s development targets can be more in line with their targets.

“We are often invited, sir, this is the regular time for the assessment, the contents are only two, good and very good. If it is considered lacking, frown on this. So we prepare this table, we hope the PP will be completed soon,” said Anas.

Regarding the amount, it is certain that the nominal will no longer be the same based on the institution where they work, but will depend on the performance of each civil servant. That way, Anas ensured, in one institution there would be differences in acceptance of tukin.

“We talked about it per person, because for example there are areas where the tukin is X for example, it turns out that you get X all of this, even though those who cooperate don’t work should be different. If there is no differentiation then the enthusiasm must be reduced, now this is what we are doing formulate, work hard,” said Anas.

Even so, Anas admitted that he did not know whether there would be a reduction in the number of civil servants or not, because that would depend on the calculation formula stipulated in the PP later. What he can be sure of is that civil servants who work optimally and produce results will get a higher tukin than their colleagues in the same agency.

“The name of the allowance shouldn’t be the same, between those who work hard, overtime, and not. It’s almost the same now, but in some ministries/institutions they have started to take steps to differentiate properly,” said Anas.

Watch the video below:

Video: Government Suggests PNS Salary Increases, Is It Right?

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