Key Benefits:
(1) suffers from a system failure; b. The candidate for structural position vacancies has not been listed in
SIJ; c. Individual competency profiles are refinement and not yet
inside the SIJ. BAB VIII
ASSESSMENT Article 11
(1) Assesment is a part of the assessment to measure the potential and prediction of employee success in performing the task of office;
(2) The measurement of potential and prediction of success is based on of the undeclared attitude, behavior and personality/measured through certifications issued by certain educational and training institutions;
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(3) Assesment is implemented using the methods and elements that have been standardized on the Assessment Centre and are based on lowong term characteristics or will be vacant;
(4) Assesment for all employees in the Ministry of Transportation environment is implemented by the Ministry of Transportation Assessor Team, or in collaboration with the Institute of Assessor Centre whose members have licensed as Assessor.
Article 12 (1) Assesment is intended to get a profile of the employee's competency
in accordance with the standards of office competencies and the characteristics of the office to be occupied;
(2) Assesment the prospective employer of the structural office is conducted at the time the employee has entered the shortlist of candidate candidates;
(3) Results The assessment is a recommendation that is reflected in the attachment V which is an inseparable part of this Minister's Regulation.
Article 13
Within the longest 2 (two) years since the Ministerial Regulation is promulred, Team Assessor Ministry of Transportation must have been set up.
CHAPTER IX MECHANISMS IMPLEMENTATION PATTERNS Career
Article 14 of the career pattern implementation mechanism, is the entire process of preparation for the application of the list of possible structural stakeholders, the submission of a list of shortlisted candidates, the assesment, the administration selection, the Baperjakat trial, the determination of a permanent candidate, the appointment in office and administration of its completion.
Section 15 (1) Structural Officer eselon I (one) is responsible for
making/formulating the standards of the competencies of the positions and profiles of individual competencies in the working unit environment Each one
(2) The Bureau of Personnel and the Organization is responsible for the management and preparation of the standard database of job competencies and competency profiles of the Ministry of Transportation individuals.
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Article 16 Chief of the Bureau of Personnel and Organizations as Secretary Baperjakat delivers a short list of potential vacant structural stakeholders or will be vacant to the Secretary-General as Chairman of Baperjakat, according to the needs of the organization.
Article 17 (1) Baperjakat carries out a hearing after receiving a proposal of a list
short of a vacant structural stakeholder candidate or will be vacant; (2) The Baperjakat Assembly results in a submitted recommendation
to the Officials who are authorized to establish the appointment in a structural post.
CHAPTER X PROVISIONS
section 18
(1) The employee who has been assigned the appointment in structural office, must be appointed and perform the submission of the longest 30 (thirty) days after the date of the assignment appointment in office.
(2) The Mutation of structural offices is conducted after the concerned office is at least 2 (two) up to 5 (five) years.
(3) Officials have taken the same structural office as long as the 5 (five) years and unplanned for a mutation of the post, performed the reinforcement with the decision of the authorized officials.
(4) The demotion is only exercised in terms of disciplinary sentencing.
Article 19
The Workforce In The Position Of Non-Eselon Structural in the work unit implementing the Pattern Financial Management-General Services Agency (PPK-BLU), Certain Functional Office and General Functional Office exercised under applicable terms.
BAB XI
CLOSING Article 20
With the enactment of this Minister Regulation, then Decision of the Minister of Transportation Number KM 55 of 1988 on the Basic Pattern of Mutation Office and Employee workspace in the Department environment
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The relationship and Decree of the Minister of Transportation Number KM 110 of 1990 on the Pattern of Career Civil Servants in the Environment Department Environment, revoked and declared to be not applicable.
Article 21 The Regulation of the Minister is in effect on the date of promulcity.
For everyone to know it, order the authoring of this Regulation with its placement in the State News of the Republic of Indonesia.
Specified in Jakarta On September 10, 2012 MINISTER OF PERRELATIONS REPUBLIC OF INDONESIA, E.E. MANGINDAAN
Reundrased in Jakarta on 18 September 2012 MINISTER OF LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA, AMIR SYAMSUDIN
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(2) The long list of structural registrations of structural stakeholders is structured under the suitability of the standard of job competencies with individual competency profiles, which are prepared electronically for the entire level post;
(3) A long list of possible structural stakeholders as referred to in paragraph (2) may be accessed through SIJ Ministry of Transportation;
(4) For the position of vacant or lowong, Secretary General of the cq. Employee Bureau and Organization prepare a short list of structural stakeholders;
(5) Short list Broadcasting is implemented by performing a selection through the standard assessment of the position competency, the principal element and the supporting element. all candidates are listed in the long list by using the structural candidate candidate form assessment form as Appendix IV which is an inseparable part of this Ministerial Regulation;
(6) The shortlist is composed of 3 (three) the name of the structural stakeholder who is the result of the assessment best against the long list as referred to in verse (5);
(7) The shortlist of the candidates for lowong or will be vacant, arranged as an Attachment V which is an inseparable part of this Minister's Regulation.
Article 10 of the Broadcast List shortlist of structural stakeholders can be done manually in terms of: a. The Title Information System as referred to in Article 9 of the par
n. Assessment is a standardized method of assessment to assess the potential and predictions of a person's success in a post that will be occupied.
o. The employee is the civil servant of the Ministry of Relations. p. The Ministry is the Ministry of Transportation. Q. The Minister is Minister of Transportation. R. The Chief Minister of Staff is the Minister. It's Officials who are authorized to assign appointments in office
are the Minister of Transportation.
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CHAPTER II OF INTENT AND PURPOSE
Section 2 (1) The employee career pattern is intended to be able to provide the
clear for the coaching of competency-based employees, through the placement of professional employees, be responsible, and may perform in accordance with the stand
