REPUBLIC OF INDONESIA STATE NEWS

No. 621, 2011 MINISTRY OF LAW AND HUMAN RIGHTS. Job objective. Appraisal. Evaluation.

REGULATION OF THE MINISTER OF LAW AND HUMAN RIGHTS

REPUBLIC OF INDONESIA

NUMBER M. HH-18.KP.05.02 2011

ABOUT

EMPLOYEE WORK OBJECTIVES

IN THE MINISTRY OF LAW AND HUMAN RIGHTS

WITH THE GRACE OF GOD ALMIGHTY

THE MINISTER OF LAW AND HUMAN RIGHTS OF THE REPUBLIC OF INDONESIA,

THE DRAW: THE that to implement the provisions of Article 4 and Section 14 of the Regulation of the Minister of Law and Human Rights Number M. HH-18.KU.01.01 of 2011 on Implementation Of Performance Allowance for Employees in the Environment of the Ministry of Law and Human Rights and to achieve the objectivity of the work achievement assessment through a system of transparent, objective, measurable, objective, and accountable-based employees ' work achievements, it needs to specify the Regulation of the Minister of Law and Human Rights. About the employment objectives of the Ministry of Law and Human Rights.

Given: 1. Law No. 8 of 1974 on the Staple-Staple Of Employee (state Gazette Indonesia Year 1974 Number 55, Additional Gazette of the Republic of Indonesia Number 3041) as amended by Law No. 43 of 1999 on Changes to the Law No. 8 of 1974 on the PoyPokok Keemployers (State Gazette of the Republic of Indonesia in 1999

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Number 169, Additional Page Of State Republic Indonesia Number 3890);

2. Law No. 39 of 2008 on the Ministry of State (the State Sheet of the Republic of Indonesia 2008 No. 166, Additional Gazette of the Republic of Indonesia Number 4916);

3. Government Regulation No. 10 of 1979 on the Assessment of the Implementation of the Work of Civil Servlet (State Of The Republic Of Indonesia In 1979 Number 17, Additional Gazette Of The Republic Of Indonesia Number 3134);

4. Government Regulation No. 53 of 2010 on the Discipline of civil servants (sheet state of the Republic of Indonesia 2010 No. 74, Additional Gazette of the Republic of Indonesia Number 5135);

5. Presidential Decree No. 47 of 2009 on the Establishment and Organization of the Ministry of State;

6. 2010 Presidential Decree No. 24 of 2010 on Occupation, Duty and Functions of the Ministry of State as well as the Organizational Functions, Task and Functions of the Ministry of State as amended by the Presidential Regulation No. 67 of 2010 on Change On the Presidential Decree No. 24 of 2010 on Occupation, Duty, and Functions of the Ministry of State as well as the Organization of the Organization, the Task, and the Functions of the Ministry of State;

7. President's Law No. 81 of 2010 on Grand Design Reform of the bureaucracy of 2010-2025;

8. The Presidential Decree No. 40 of 2011 on Performance improvement for employees in the Environment of the Ministry of Law and Human Rights;

9. Law and Human Rights Law Number M. HH-05.OT.01.01 of 2010 on the Organization and Work of the Ministry of Law and Human Rights of the Republic of Indonesia (News of the Republic of Indonesia in 2010 Number 676);

10. Law and Human Rights Law Number M. HH-01.KP.08.01. 2011 on Office and Class as well as the Employee Performance Allowance in the Environment of the Ministry of Law and Human Rights (the Republic News of Indonesia 2011 No. 431);

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11. Law and Human Rights Law Number M. HH-18.KU.01.01. 2011 on the Implementation of the Performance Allowance for Employees in the Environment of the Ministry of Law and Human Rights (the Republic News of Indonesia 2011 Number 432);

DECIDED:

SET: THE RULE OF THE MINISTER OF LAW AND THE HUMAN RIGHTS ON THE WORK OF EMPLOYMENT IN THE ENVIRONMENT OF THE MINISTRY OF LAW AND HUMAN RIGHTS.

BAB I

provisions of UMUM

Article 1

In Regulation of this Minister referred to:

1. Employees in the Ministry of Law and Human Rights who are subsequently called employees are civil servants and other employees who are based on the decisions of the officials who are authorized to be appointed in a position or assigned to work and work. is full of organizational units in the environment of the Ministry of Law and Human Rights.

2. The employee's next job is a job plan and a target to be achieved by an employee, arranged and mutually agreed between the employee and the officer as the employee's employer.

3. A target is the amount of workload that will be achieved from any principal task execution.

4. Performance Planning is the process of determining the principal task activities of the office and the Target to be achieved by an employee who is drafted and agreed with the employee with the assessor's officials who can be measured through performance indicators.

5. Performance performance is the activities performed by the employee based on the Performance Planning in accordance with the task and function that has been established at the beginning of the year.

6. Performance Implementation Report is the process of drafting the SKP stamp realization report to the assessor's officials.

7. Performance Assessment is an activity to assess the SKP's achievements by comparing the realization of work with Target.

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8. The Strategic Plan of the Ministry of Law and Human Rights subsequently called the Strategic Plan is a medium-term development planning document for a period of 5 (five) years that is the definition of a vision, mission, purpose, strategy, policy, programs, and activities in accordance with the principal duties and functions of the Ministry of Law and Human Rights compiled by guideline on the national medium-term development plan.

9. The Annual Work Plan is a plan that contains the annual activities and the Target that will be achieved as a definition of the target and the program set forth by the work unit.

10. The Working Unit is the Eselon I unit, the territory office, and the technical acting unit office.

11. Eselon is a structural level of office.

12. The ranking officer is the direct employer of the employee who is assessed with the lowest provisions of the structural officials of the Eselon V or any other official as specified.

13. The Chief of the Assessor is the direct supervisor of the Acting Officer.

BAB II

PERFORMANCE PLANNING

Article 2

(1) The principal duties of the office of Eselon I officials should refer to the Strategic Plan and the Annual Work Plan organization.

(2) The subject's subject matter duties as referred to in paragraph (1) are outlined in the Performance Planning unit of Eselon I as the work objective of the unit of Eselon I.

(3) The work objectives of the Eselon I unit are referred to in the verse (2) is operationalized to SKP officer Eselon I.

Article 3

(1) The activities of the task the principal of the office of Eselon II officials must refer to the Eselon Unit Annual Work Plan I.

(2) The subject task force as referred to in paragraph (1) is outlined in the Performance Planning unit of Eselon II as the work objective of the unit of Eselon II.

(3) The work objective of the unit of Eselon II as referred to in verse (2) is operationalized to SKP officials of Eselon II.

Section 4

(1) The subject matter of office for officials occupying the office of Eselon in addition to as referred to in Article 2 and Section 3

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refers to the Annual Work Plan of the Eselon Officers Working Unit outlined in the Performance Planning of the Eselon units each with a single level.

(2) The work target of the Eselon unit is intended on verse (1) is operationalized to be the SKP of the respective Eselon officials.

Section 5

(1) The subject matter of the post of general functional officials shall refer to the Annual Work Plan of the Assessor.

(2) The subject of the subject matter of the office of general functional officials as referred to in paragraph (1) outlined in the Performance Planning as a SKP general functional officer.

Section 6

(1) The subject of the subject matter of the office of certain functional officials refers to the highest Eselon unit's Annual Work Plan on the Acting Unit of the Official placed.

(2) the subject matter of the post of a certain functional officer as referred to in paragraph (1) is outlined in the Performance Planning as a specific functional officer.

BAB III

COMPILING OF SKP

section 7

(1) Each employee is required to compose the SKP according to the principal task of office. Each one

(2) SKP as referred to in paragraph (1) is poured in the SKP form.

(3) The SKP form as referred to in paragraph (2) at least contains:

a. Identity Officer's identity;

b. Employee ID:

c. principal tasks activities;

d. credit numbers; and

e. target.

(4) The form of the SKP form for structural office, general functional office, and certain functional positions as well as the instructions of the charge are listed in Annex I of this Minister Rule.

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Section 8

Credit figures as referred to in Section 7 of the paragraph (3) of the letter of d are filled by certain functional officials in accordance with the provisions of the laws regarding the assessment and setting of credit figures which applies to certain functional officials.

Article 9

(1) Target as referred to in Section 7 of the paragraph (3) of the letter e, includes:

a. the quantity to determine the amount of the work achieved;

b. the quality to determine the quality of the work achieved;

c. time to determine the length of the process of any achievable work; and

d. the cost to determine the amount of the budget used in completing the job.

(2) The charge as referred to in paragraph (1) the d letter is used if the principal task force activities are being made out of its celebration.

Article 10

(1) SKP as referred to in Section 8 paragraph (1) must be approved and set by the slowest January 20-year running Officer.

(2) In terms of the compiled SKP has not been specified by the Acting Officer until The time limit as referred to in paragraph (1), SKP is set by the Atasan of the Acting Officer.

Section 11

The SKP that has been approved and specified by the Officer of Assessor as referred to in Section 10 is the designation of a work achievement contract and is used as a measure of the employee's work achievement assessment.

Article 12

The employee who does not compose the SKP as referred to in Article 7 of the paragraph (1) is sentenced to discipline in accordance with the provisions of the laws.

BAB IV

PERFORMANCE PERFORMANCE

section 13

(1) Each Employee is required to perform the principal task of office in accordance with the approved SKP and set forth as referred to in Section 10.

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(2) In addition to performing the principal task of the post as referred to in paragraph (1) the employee can do:

a. additional tasks that are supporting activities of the principal tasks that are charged by the Officer of Assessor or the leadership of; and/or

b. creative benefit for the organization.

(3) In the event of an employee carrying out an additional task that is not under the control of the Assessor, the chairman who assigns to provide information to the Acting Officer regarding the performance of the Employee concerned at the end of the assignment.

(4) Additional tasks and creatives as referred to in paragraph (2) are unplanned activities previously.

(5) Additional tasks and creatives as referred to in paragraph (2) are given weight and value.

Section 14

Assessor is monitoring the execution of SKP which have been approved and specified as referred to in Article 10, to know the development of the SKP implementation.

section 15

Employees document each execution of his duties as a form of accountability from the specified SKP.

BAB V

REPORT PERFORMANCE PERFORMANCE

section 16

(1) Authorized employees Reporting on the "Performance Performance" section of the IBM Cloud Service is available on the IBM Cloud Service. realization of SKP capp;

b. necessary explanation for the realization of SKP 's capp; and

c. the constraints faced in the realization of SKP' s capp.

Section 17

For certain functional officials, in addition to fulfilling the provisions as referred to in Section 16 of the performance execution report accompanied by supporting documents in accordance with the provisions of the laws.

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Section 18

The Performance Implementation Report as referred to in Article 16 of the paragraph (1) and Article 17 is delivered to the Acting Officer most slowly on 15 December of the year running.

BAB VI

SKP

Section 19

(1) The SKP's assessment assessment is performed by the Officer of Assessor based on the Performance Implementation report delivered by the Employee.

(2) The assessment of SKP's capp as referred to in paragraph (1) done the slowest of 20th December year running.

(3) In terms of Acting Officials ca n' t conduct an assessment within the time limit as referred to in paragraph (2), the assessment is performed by Atasan Officer Assessor.

Section 20

The SKP capp assessment of the principal duties, additional tasks, and creatives are calculated by using the formula as set forth in Annex II of this Minister Rule.

Article 21

The SKP capp assessment is performed under the following categories:

a. very good, if the score is 91 (ninety-one) to the top;

b. well, if the value of the score is 76 (seven six) up to 90 (ninety);

c. enough, if the score is 61 (sixty-one) up to 75 (seventy-five);

d. less, if the value of the capes starts from 51 (fifty-one) up to 60 (sixty); and

e. bad, if the value is 50 (fifty) down.

Section 22

(1) The SKP capp assessment is measured by comparing the work realization with Target.

(2) In terms of the realization of work as referred to the paragraph (1) exceeds the The target, the SKP rating, can be 100.

section 23

Employees who do not reach the SKP are sentenced to discipline in accordance with the provisions of the laws.

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Section 24

(1) In terms of SKP not achieved that result from factors beyond the employee's ability, the assessment is based on consideration of the causes of the cause.

(2) The factors beyond the employee's ability as set forth in paragraph (1) among other natural disasters, emergencies or other circumstances expressed by the government, the obstacles presented by the mechanism of the organization and the worker's work depends on the party, the Work Unit, and/or other instances.

Section 25

(1) The SKP stamp assessment results are poured in the form The SKP's approval rating signed by Officer Assessor.

(2) The form of the SKP capaian assessment form as referred to in paragraph (1), the directions and examples of SKP charging are listed in Annex III of this Minister's Regulation.

Article 26

The SKP dragnet scoring form is managed by the staffing maintainer unit of the workforce on each work unit.

Section 27

(1) The Working Unit delivers the recapitulation of SKP ' s captaincy assessment results.

(2) The Recapitulation as referred to in paragraph (1) is delivered to:

a. General Secretary of the Ministry of Law and Human Rights through the Head of the Bureau of Personnel for the unit of Eselon I and the region office; and

b. Head of the Region Office through the Head of the Administrative Division for the Office of Technical Managing Unit.

(3) Recapitulation as referred to in paragraph (2) already has to be accepted by the Secretary General of the Ministry of Law and the slowest Human Rights on February 20 the following year.

BAB VII

EVALUATION OF PERFORMANCE

Section 28

(1) Against the SKP's yield assessment results was evaluated.

(2) Evaluation as referred to in paragraph (1) performed by the Official Assessor and know the Atasan of the Assessor.

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Section 29

The evaluation results against the assessment of SKP's capp assessment as referred to in Article 28 are the basis of consideration of the drafting of the annual work plan.

BAB VIII

REVISION SKP

Section 30

(1) In certain circumstances SKP that has been approved and specified may be revised.

(2) A certain circumstance as referred to in paragraph (1) is:

a. Working Unit Performance Planning (s):

b. Significant changes in the state of the workforce.

(3) Changes in the state of employment as referred to in paragraph (2) letter b among others:

a. Employee-type changes;

b. a change in the position of a particular functional officer;

c. the employee of the office of office;

d. underwent a leave of absence outside the country ' s dependents; or

e. undergo a learning task or to follow the education and the shortest training of 6 (six) months.

Section 31

(1) In the event of a change in the employment conditions as referred to in Section 30 of the paragraph (2) letter b, the SKP revision must be performed Thirty (30) business days from the date of change in the condition of the employee.

(2) Revision SKP as referred to in paragraph (1) is poured in the SKP form as well as approved and specified by Acting Officer.

BAB IX

CLOSING provisions

Article 32

The Minister ' s Regulation is beginning to take effect on the date of the promulctest.

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For everyone to know it ordered the invitational of the Minister's Ordinance with its placement in the News of the Republic of Indonesia.

Specified in Jakarta on 6 October 2011

MINISTER THE REPUBLIC OF INDONESIA ' S LAW AND HUMAN RIGHTS,

PATRIALIS AKBAR

promulred in Jakarta on 6 October 2011

MINISTER OF LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA,

PATRIALIST AKBAR

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ANNEX I

REGULATION OF THE MINISTER OF LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA NUMBER M. HH-18.KP.05.02 2011 ON THE WORK OF EMPLOYEE WORK IN THE MINISTRY OF LAW AND HUMAN RIGHTS

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ANNEX II

REGULATION OF THE MINISTER OF LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA NUMBER M. HH-18.KP.05.02 2011 ON THE WORK OF EMPLOYEE WORK IN THE MINISTRY OF LAW AND HUMAN RIGHTS

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2011, No. 62115

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2011, No. 62117

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