JOURNAL LA SOCIALE
VOL. 01, ISSUE 04 (027-032), 2020
DOI: 10.37899/journal-la-sociale.v1i4.143

Analysis of Performance Assessment System Model of Civil Servants in
Gorontalo Province Training and Education Agency
Djamila Podungge1, Imam Mashudi1, Karlina Napu1
1

Universitas Bina Mandiri Gorontalo, Indonesia

Corresponding Author: Imam Mashudi
Email: imam.mashudi@ubmg.ac.id
Article Info
Article history:
Received 16 September 2020
Received in revised form 23
September 2020
Accepted 11 October 2020
Keywords:
SIRANSIJA Model
State Civil Apparatus

Abstract
This study aims to analyze the Model Apart Civil Servant Performance
Assessment System (SIRANSIJA) in the Gorontalo Province Education
and Training Agency. This research method uses a survey method with
data collection techniques are observation, interview and literature
study. The data analysis technique was carried out through the process
of data reduction, data presentation and conclusion. The results of this
study are the results of this study are the Performance Appraisal System
for Civil Service State Apparatus (SIRANSIJA) at the Gorontalo
Province Education and Training Agency based on the Governor
Regulation (PERGUB) No. 50 of 2016 which is then implemented
through the SIRANSIJA application with the indicators being Integrity,
Work Ethic and Mutual Cooperation. The implementation of this
Assessment System is also regulated by principles that are objective,
measurable, accountable, participatory, and transparency. The
conclusion in this study is that the implementation of SIRANSIJA based
on Gorontalo Governor Regulation Number 50 of 2016 in terms of the
discipline of the State Civil Apparatus (ASN) has been effective in
optimizing attendance, but in terms of ASN performance, it still needs a
lot of improvement.

Introduction
The application of Law Number 5 of 2014 concerning State Civil Apparatus (ASN) is a policy
that is considered to have a significant impact on institutions, career systems and remuneration
because, the law rearranges the recruitment, coaching and career development system which
includes a system of career separation and filling high positions. through open promotions. The
change in policy is considered an important and major factor in a bureaucratic government
administration, in which a State Civil Apparatus (ASN) plays a very important role in it to
ensure the selection of professional and competent people, in accordance with job competency
standards. So that the Gorontalo provincial government makes various efforts to support this
policy including Gorontalo Governor Regulation Number 50 of 2016 where the performance
appraisal system must be based on integrity, work ethic and mutual cooperation.
The purpose of this State Civil Servant Job Performance Measurement System is to improve
employee performance and career development, so as to provide satisfaction with the
performance of the work he does. However, in reality, the system of measuring the work
performance of state civil servants within the Gorontalo provincial government is still not in
accordance with the stipulated regulations. Some of the problems in implementing the Work
Performance Measurement System for State Civil Servants are still based on the workload and
strategic location of the agency, not on employee work performance, so there is jealousy among
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Copyright © 2020, Journal La Sociale, Under the license CC BY-SA 4.0

the State Civil Apparatus. Work Achievement of the State Civil Apparatus in accordance with
their respective class of office.
Methods
This research uses a qualitative approach, a qualitative approach is very relevant to use because
it is closely related to the unique nature of social reality and the world of human behavior itself.
Through this qualitative research, it is expected to explain the State Civil Apparatus (ASN)
Performance Achievement Assessment System Model (SIRANSIJA) in the Gorontalo
Province Education and Training Agency. The collection of data and information in this study
is to use interview guidelines.
Results and Discussion
Previously there had been similar research by (Moonti & Karepoan, 2018) raised the title of
measuring work performance of the State Civil Apparatus (ASN) at the Gorontalo Province
Agriculture Office. The results showed that, first, the implementation of the Work Performance
Measurement System (SIRANSIJA) at the Gorontalo Province Agriculture Office, the
discipline of the State Civil Apparatus was effective in optimizing attendance but from a
performance perspective it was still not effective. Second, found influencing factors, namely
Supporting Factors: Fingerprint Requirement and Features that Control Performance of
Inhibiting Factors: Error System, Broken Finger Machine, Distance of Task and Office
Location, Power Outages, Overlapping Tupoksi. Research recommendations to the State Civil
Servants at the Gorontalo Provincial Office to improve the SIRANSIJA system for a more
comfortable use
Similar research was also carried out by (Satlita et al., 2015) which raised the title regarding
Employee Performance Appraisal in the Yogyakarta City Government. The results of this study
are that there are two performance assessments in the Yogyakarta City Government, namely
the Employee Performance Appraisal (PKP) and the Civil Servant Job Performance
Assessment (SKP). Employee performance appraisal is regulated in Yogyakarta Mayor
Regulation Number 23 Yeasr 23 Year 2007 concerning Employee Performance Assessment.
Meanwhile, the assessment of civil servant work performance is regulated in Government
Regulation Number 46 of 2011 concerning Civil Servant Job Performance Assessment.
Employee performance appraisal on the Civil Servant Job Performance Assessment includes
two, namely Employee Work Goals (SKP) and Work Behavior.
Furthermore, research by (Raupa., 2017) with the title Research Analysis of the Performance
of Civil Servants at the Public Works and Spatial Planning Office of Poso Regency. The results
showed that the performance of employees in this office were: (1) Having good work
performance, but still needed to be improved; (2) Employee placement is not carried out in
accordance with their educational background; (3) Have good teamwork, no initiative, less than
that; and (4) Work discipline and responsibility still need to be developed.
Unlike some of the results of previous studies, this research focuses more on the IT-based ASN
Performance Assessment System Model known as SIRANSIJA. So this research departs from
the policy of the Governor of Gorontalo Number 50 of 2016 concerning the Mental RevolutionBased System for Measuring the Work Performance of State Civil Servants in the Government
of Gorontalo Province, that the Work Performance Measurement System hereinafter
abbreviated as SIRANSIJA is a measurement of the work performance of State Civil Servants
within the Gorontalo Provincial Government. The Work Performance Measurement System
(SIRANSIJA) as an elaboration of the national mid-term development plan or RPJMN which
is contained in the nawacita of the President of the Republic of Indonesia. In Gorontalo
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Governor Regulation Number 50 of 2016 the Gorontalo Provincial Government strives for the
stages of improving the State Civil Apparatus both in terms of discipline and performance as
outlined in the SIRANSIJA application.
The provisions of Gorontalo Governor Regulation Number 50 of 2016. The purpose is as a
guideline for the Gorontalo provincial government in measuring work performance for the
State Civil Apparatus within the Gorontalo Provincial Government. Objective: to implement a
mental revolution for the State Civil Apparatus in order to improve the performance and career
development of employees and improve services for the community. Principles, ASN Siransija
is carried out based on the principles; Objective. The meaning of objective is an attitude that is
more certain and its validity is more reliable and can also involve estimates and assumptions
(Davidson, 2001). The objective is also an attitude that should be upheld for someone to address
a problem, measurable (Deb, 2014).
The meaning of measurable is a record of the results obtained from certain job functions or
certain activities during a certain period of time based on the duties and principal. Accountable,
accountability is one of the pillars of goog government which is the responsibility of local
governments in making decisions for the public interest, in this case as the responsibility of
local governments for public services provided (Schedler, 1999; Przeworski et al, 1999).
Participative; participation is the involvement of a person or persons in an activity (Goodwin,
1999). Involvement can be in the form of mental, emotional and physical involvement in using
all the abilities they have (taking the initiative) in all activities carried out and supporting the
achievement of goals and responsibility for all involvement, Transparent, Transparency is built
on the free flow of information. All government processes, institutions and information need
to be made accessible to interested parties and the information available must be sufficient to
be understood and monitored (Junaedi, 2020).
Measurement of ASN Work Performance on the SIRANSIJA Application includes integrity,
is the conformity between what is said and what is done is said, and being honest can be trusted
to uphold the principles, moral and ethical truths. According to Gorontalo Governor Regulation
Number 50 of 2016 concerning ASN Performance Measurement, the assessment for integrity
is measured from the following indicators; Discipline (75%), measurement of work
performance based on the discipline component by reducing the number of work results from
the number of absences and divided by the total working days. The result is 75% times, LHKPN
(State Organizer's Wealth Report) 5% Annual Performance, is a report on the assets of state
administration which is recorded in the State Organizer's Wealth Report (LHKPN) form
stipulated by the Corruption Eradication Commission. The procedure for filling in the LHKPN
refers to the filling provisions issued by the Corruption Eradication Commission, State Civil
Apparatus Assets Report (LHKASN) 5% Annual Performance, is a document submitting a list
of ASN assets owned, which is controlled as a form of transparency of the State Civil Service
Apparatus, Annual SPT 5% Annual Performance, is a letter by the taxpayer used to report the
calculation of funds or tax payments, tax funds or non-tax objects and / or assets and liabilities,
according to the provisions of tax laws and regulations for one year or part of a tax year,
Findings 5% Annual Performance, are the findings of the inspectorate on case examination
results.
ASN Behavior Pact 5% Performance. No smoking in areas that have been agreed based on
Regional Regulation No. 10/2014 on smoking areas; Not consuming alcoholic drinks and
complying with the provisions on the circulation of alcoholic drinks based on the provisions of
Regional Regulation Number 16 of 2015 concerning Supervision and Control of the circulation
of alcoholic drinks. Gambling in any form. Ethics in official dress. State Civil Servants within
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the Provincial Government of Gorontalo who violate these provisions as intended will be
subject to penalties adjusted to disciplinary penalties. Civil servants who are subject to
disciplinary punishment must be accompanied by supporting evidence in the form of a Police
Investigation Rseport (BAP) from their direct supervisor / Satpol PP (Civil service police Unit).
Ethos, can be defined as an attitude that is oriented towards the best results, high enthusiasm
for competition, optimism and always looking for productive and innovative ways. Work Ethic
Indicators consist of Employee Performance Targets (SKP), E-monep 30%, Collective
Movement, indicators of mutual assistance are Sports Activities, Korpri/Work Assimbly,
Religious activities, Meeting Activities.
Based on the description above, the researchers made the ASN Performance Achievement
Assessment System Model (SIRANSIJA) in the Gorontalo Province Education and Training
Board as follows:
INDICATOR

IMPLEMENTATION

PRINCIPLE

Objective
Measurable
Accountable
Participative
Transparency

PRINCIPLE

Governor
Regulation NO.
50 of 2016

Integrity
Work ethic
Mutual cooperation

SIRANSIJA
APP

P
E
R
F
O
R
M
A
N
C
E
R
E
P
O
R
T

Figure 1. Model of SIRANSIJA in the Gorontalo Province Training and Education Agency

Furthermore, ASN's Performance Achievement Value through the SIRANSIJA Application,
can be seen in the following figure.
Value of Work Achievement of State Civil Servants (ASN) based on Group
80,0

63,0

60,0
40,0
22,2

14,5

20,0
0,4
Golongan I

Golongan II

Golongan III

Golongan IV

Figure 2. Percentage of ASN by Group in Gorontalo Province in 2019

Source: simpeg.gorontaloprov.go.id, BKD, 2019
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Value of Work Achievement of State Civil Servants (ASN) Based on Education Level
70,00
60,00
50,00
40,00
30,00
20,00
10,00
-

60,84

14,82

13,84

0,85 0,17

0,85 0,19

SD

DI

SMP SMU

DII

6,63

DIII

1,31
DIV

0,52
S1

S2

S3

Figure 3. Percentage of ASN by Education Level in Gorontalo Province in 2019

Source: simpeg.gorontaloprov.go.id, BKD, 2019
Conclusion
Based on the research results, several conclusions were drawn, namely the SIRANSIJA model
in Gorontalo Province Dilat Agency is based on PERGUB No. 50 of 2016, which in its
implementation must adhere to the principles of being objective, measurable, accountable,
participatory and transparency. Through the Siransija application that describes the integrity,
work ethic and mutual cooperation of ASN, the ASN performance report card will appear for
one year. There are several factors that determine the success of SIRANSIJA implementation
at the Gorontalo Province Education and Training Board, namely a) environmental conditions
such as software, internet, electricity networks; b) Resources such as ASN and operators; and
c) Implementer Capabilities.
Acknowledgment
Thanks to the Ministry of Research and Technology / National Research and Innovation
Agency for funding this research through LLDIKTI Region IX with Research Contract
Number: 231 / SP2H / LTDRPM / 2020.
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