REPUBLIC OF INDONESIA STATE NEWS

No. 394, 2010 MINISTRY OF LAW AND HUMAN RIGHTS. ASSESSMENT CENTER. HOSTING.

THE REGULATION OF THE MINISTER OF LAW AND HUMAN RIGHTS

REPUBLIC OF INDONESIA NUMBER M. HH-05.IN.04.02 YEARS 2010

ABOUT THE HOSTING OF THE ASSESSMENT CENTER AND THE INFORMATION SYSTEM

THE SOURCE HUMAN POWER-BASED COMPETENCE AT THE MINISTRY OF LAW AND HUMAN RIGHTS

REPUBLIC OF INDONESIA

WITH THE GRACE OF GOD ALMIGHTY THE MINISTER OF LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA

DRAWS: A. that in line with government policy in the field of improving the quality of human resources, it needs to improve the quality of Human Resources of the Ministry of Law and Human Rights that are professional, creative, innovative, dynamic and insightful to the time front;

b. That in order to realize a clean, authoring and transparent governance of government, a qualified civil servant, and able to apply efficiency and effectiveness approaches in the implementation of tasks, subjects, and/or function;

c. that Human Resources of the Ministry of Law and Human Rights be prosecuted can provide prime service, which is the satisfaction that the public feels as the impact of bureaucratic work;

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d. that to realize the improvement of the quality of Human Resources of the Ministry of Law and Human Rights more guided, planned, comprehensive and coordinated through management management involves a diverse range of evaluation techniques, measuring tools, inventory personalities as well as interviews;

e. that to be able to photograph a competency of an employee objectively and mapping the competency profiles of all employees within the organization is required one competency-based method;

f. that through this method of assessment the identification process of employee performance potential can be done more accurately and can be used for the design of program training and development that the organization needs;

g. that based on consideration as in the letter a, the letter b, the letter c, the letter d, the letter e and the letter f, need to specify the Regulation of the Minister of Law and Human Rights regarding the Assesment Center and the Resource Information System Competency-Based Human Rights in the Ministry of Law and Human Rights of the Republic of Indonesia;

Given: 1. Law No. 8 of 1974 on the Poes of Staff (State of the Republic of Indonesia Year 1974 Number 55, Additional Gazette of the Republic of Indonesia Number 3041), as amended by Law No. 43 of 1999 (Sheet) State Of The Republic Of Indonesia In 1999 Number 169, Additional Gazette Of The Republic Of Indonesia Number 3890);

2. Law Number 8 of the Year 1974 on the Poes of Staff, as amended by the Act of Number 43 Year 1999 on Changes to the Law No. 8 Year 1974 on the subject of the Workforce of the Republic of the Republic of the Republic of the Republic of the Republic of the Republic of the Republic of the Republic of the United States Indonesia In 1999 Number 169, Additional Gazette Republic of Indonesia No. 3890);

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3. Government Regulation No. 10 Year 1979 on List of Implementing Assessments of Civil Servlet Jobs (sheet State of the Republic of Indonesia In 1979 Number 17, Additional Gazette of the Republic of Indonesia Number 3134);

4. Government Regulation No. 15 Year 1979 On The List Of Sorted Civil Servants Of The Civil Servants (Indonesian Republic Of 1979 Number 22, Additional Gazette Republic Of Indonesia Number 3138);

5. Government Regulation No. 32 of 1979 on the Dismissal Of Civil Servants (sheet Of State Of The Republic Of Indonesia In 1979 Number 47, Additional Gazette Of The Republic Of Indonesia Number 3149);

6. Government Regulation No. 30 of 1980 on the Discipline Ordinance of civil servants (sheet state of the Republic of Indonesia in 1980 No. 50, Additional Gazette of the Republic of Indonesia Number 3176);

7. Government Regulation No. 11 of 2002 on Changes to the Regulation of the Government of the Republic of Indonesia No. 98 Year 2000 on Procurement Of Civil Servants (sheet Of State Of The Republic Of Indonesia In 2002 Number 31, Additional Gazette Of The Republic Of Indonesia) Indonesia Number 4192);

8. Government Regulation Number 12 Year 2002 on Changes to Government of the Republic of Indonesia No. 99 Year 2000 on the Ascension of the Rank of Civil Servlet (State Sheet of the Republic of Indonesia Year 2002 Number 32, Additional Gazette of State Republic of Indonesia No. 4193);

9. 2002: The Law of the Law Number 13 of 2002 on the Changing of the Regulation of the Government of the Republic of Indonesia No. 97 of 2000 on the Appointment of Civil Servlet In The Structural Office (state Gazette Of The Republic Of Indonesia In 2002 Number 33, Indonesia's Republic of Indonesia Number 4194);

10. Government Regulation Number 100 of the Year 2000 on Civil Servant ' s Governing In Structural Office

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(sheet Of State Of The Republic Of Indonesia In 2000 Number 197, Additional Gazette Of The Republic Of Indonesia Number 4018);

11. Government Regulation Number 101 of 2000 on Education and Training of civil servants (sheet of state of the Republic of Indonesia in 2000 Number 198, Additional Gazette of the Republic of Indonesia No. 4019);

12. Government Regulation No. 9 of 2003 on the Authority Appointment, Transference, and Dismissal Of Civil Servants (sheet Of State Of The Republic Of Indonesia In 2003 Number 15, Additional Gazette Of The Republic Of Indonesia Number 4263);

13. The Presidential Decree No. 91 of 2006 on the Change of the Regulation of the President of the Republic of Indonesia No. 10 Year 2005 on the Unit of Organization and the Task of Eselon I of the Ministry of State of the Republic of Indonesia;

14. Regulation of the Minister of Law and Human Rights Number: M-01.PR.07.10 Year 2005 on the Organization and Works of the Territories Office of the Department of Law and Human Rights of the Republic of Indonesia;

15. Regulation of the Minister of Law and Human Rights Number: M-09.PR.07.10 Year 2007 on the Organization and Work of the Department of Law and Human Rights of the Republic of Indonesia;

16. Decision of the Head of the State Board of State Number 43 /KEP/2001 on the Standard Competencies Of Civil Servants;

DECIDES:

STIPULATING: LAW AND HUMAN RIGHTS REGULATIONS REGARDING THE HOSTING ASSESMENT CENTER AND THE HUMAN RESOURCES INFORMATION SYSTEM BASED ON COMFARM IN THE MINISTRY OF LAW AND HUMAN RIGHTS OF THE REPUBLIC OF INDONESIA.

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CHAPTER I OF THE GENERAL PROVISION

Article 1 In this Ministerial Regulation is referred to: 1. Assesment Center is a process of assessment performed by more

of one assessor (Multi Rater) with more than one method (Multi Methode) ntuk obtaining behavioral evidence which shows the extent to which competences are assessed, owned by the participants of the assesment center.

2. The Assessment process is a series of strands that are performed by recording behaviors that appear through various tools or methods.

3. Method is the technique in compiling a series of activities to perform competency-based assessment.

4. The Competency level is a list of competencies that are the requirements of a position. Drafting of the IBM Connections Cloud Service is based on the competencies that are available in the competency dictionary.

5. Assesor is an individual who is trained to observe, record, classify and conduct interviews and make credible decisions regarding the performance of the assesse in the assesmentprocess.

6. Assesse is an individual who is a participant in assessment where the level of competence is evaluated through the methogy assessment center.

7. The Job Person Match (JPM) value is the compliance between the level of competence of the official with the Standard Competency Level (SKJ).

8. Integration data is the one session where the assessor meets and talks to reach a consensus on the overall value of assessment for each of the based evidence based assesses obtained from the assessment process.

9. Tools or tools is a set of instruments designed for use at the Assessment Center BPSDM Law and Human Rights.

CHAPTER II OF THE PURPOSE AND BENEFITS OF THE ESTABLISHMENT ASSESMENT CENTER

Section 2 of the Establishment Assessment of the Center for Human Rights Law aims to obtain a competency profile of every civil servant of the Ministry of Law

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and Human Rights, which are useful for career planning, job mutations, and development of competency-based employees.

Article 3 of the Establishment of the Establishment of the Assesment Center of the Ministry of Law and Human Rights can be used to meet the requirements of appointment in both structural and non-structural positions, to higher echelons or structural shifts, to higher echelons or displacement in the same echelons, motivating the Civil Country PEgawai to improve its performance, as well as adjust the needs of the structural office competency of civil servants and the needs of the agency.

CHAPTER III OF ASSESSMENT CENTER

Section 4 Components in Assesment Center consists of: 1. the standard of the Competency of the Post; 2. method and Assesment Center Tools; 3. Assesor; and 4. Assesse,

Article 5 (1) Assesment Center is implemented with the profiling system through the measurement

against all of the competencies listed in the Legal and Human Rights Dictionary of the Ministry of Law.

(2) Assesment Center is designed to be related to a particular competency/dimension.

(3) Assesment Center is organized by the Human Resource Development Board of the Ministry of Law and Human Rights.

Article 6 Assesment Center is implemented through the following stages of activities A. draw up a dictionary of the competence of the Ministry of Law and Human Rights; b. sets the level of competency level; c. sets the assessment; d. forming an assesor team;

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e. conduct the process of assesment; f. analyze the results of a variety of assess; g approaches. presents a assesment report of a profiling employee; and

compiling an education and training master development program. Section 7

(1) Tools or tools used in simulation of work include: a. In-Basket Exercise : This instrument is a simulation of a real situation

facing employees in the running of daily tasks. The form of the simulation is a memo or work document to be responded to by the assessment participants.

b. Group Discussion : is a discussion activity where each participant is asked to discuss the gna problem reaching the same yan conensus

c. Case Analysis : The participants were asked to analyze the problem and were asked to search for a solution to the solution.

d. Presentation : the participants were asked to deliver the presentation. The material used for this presentation is a report that participants have written in case analysis activities.

e. Test of Creative Thinking : The participants were given a set of questions that included a range of situations. Participants were asked to provide a creative response to addressing the situation.

f. Role Play : is a simulation where the assessions will be faced with a specific situation, for example dealing with a troubled subordinate, or with an uncooperated client.

g. Personality Test : participants are asked to fill out a questionnaire of personality tests, which measures a diverse range of personality traits, level of emotion intelligence, interest for accomplishment and others.

(2) The measuring device used in the interview is a behavioral interview guide compiled based on the Engineering Behavior Event Interview.

The section 8 of the elements required to carry out Assesment Center includes: a. participants; b. Administrator;

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c. tool or tool was used; and d. Assessor.

Article 9 (1) Assesment Center is implemented using a variety of simulations

that reflects the behavior that is the requirement of a post to be occupied.

(2) One activity Assesment Center can be iukuti by some Assesse who must follow all the same simulations in 2 (two) to 4 (four) days of activity Assesment.

(3) Each Assessor must receive good training and be able to perform the appraisal performance guidelines lines before participating in the Assesment Center activities.

(4) Some systematic procedures should be used in Assessor to accurately record observations of specific behavior at the time of event.

(5) Assessor must prepare some reports or record results observations made on each exercise to be used as a discussion material with the assessor.

Article 10 (1) Assessment is conducted by noting the behavior that appears

through various tools or methods. (2) Participants are divided into small groups with a number of 4 (four) to 7

(seven) people per group. (3) The amount of Assessor involved in one group is 2 (two)

up to 3 (three) people. (4) Participants are given a number of three tasks that must be completed. (5) Assessment of tasks performed by multiple assessors with

using tools/tools to obtain behavioral evidence. (6) Final results assisment is determined through the data integration of all the evidence

behavior that results in a consensus among Assessor. (7) The combination of behavioral observation results must be based on the collector

information that It's been obtained from assessment techniques during the simulation. (8) Assesse evaluated based on the criteria or standards that have been determined.

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BAB IV

SYSTEMS OF INFORMATION, HUMAN RESOURCES

Section 11

(1) The Human Resource Information System of Law and Human Rights Based competence is the process of activities inventory the condition, the whole of December human power already in the organization.

(2) The Information System as referred to in paragraph (1) is used to know the quantity and quality and the problem it faces Based on the results of the employee's report, the results of the employee's report, take decisions in order to develop human resources.

Article 12

(1) Governing, Management, and Preservation of Human Resource Information Systems Based on the Ministry of Law and Human Rights are executed entirely by BPSDM.

(2) The Human Resource Information System includes: a. examine the ability of the employees to fill the gaps in

organization;

b. evaluate the position of the incumbent holder who will be promoted, retired, or dismissed;

c. Continuation of human resources planning;

d. Human resources research for the most productive placement;

e. the assessment of the required needs for each employee.

BAB V

CLOSING provisions

Article 13

The rules of the Minister are beginning to apply to the date of the promulcancy.

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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 12 August 2010 MINISTER OF LAW AND THE HUMAN RIGHTS REPUBLIC OF INDONESIA, THE PATRIALIST AKBAR

HELD IN JAKARTA ON 12 AUGUST 2010 MINISTER OF LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA, PATRIALIST AKBAR

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