SHEET COUNTRY
REPUBLIC OF INDONESIA
| No. 146, 2005 | (Explanation in Additional State Sheet Republic Indonesia Number 4581) |
GOVERNMENT REGULATION OF THE REPUBLIC OF INDONESIA
Number 63 YEAR 2005
ABOUT
HUMAN RESOURCE MANAGEMENT SYSTEM
THE CORRUPTION ERADICATION COMMISSION
WITH THE GRACE OF THE ALMIGHTY GOD
PRESIDENT OF THE REPUBLIC OF INDONESIA,
.,, weighed: a. that to support the execution of the task and authority of the Corruption Eradication Commission is required for a professional human resource, integrity is high and responsible;
., b. that based on the consideration as intended on the letter a, it needs to establish a Government Regulation on the Human Resource Management System of the Corruption Eradication Commission;
.,, Given: 1. Section 5 of the paragraph (2) of the Basic Law of the Republic of Indonesia Year of 1945;
., 2. Law No. 30 of 2002 on the Commission of Eradication Of Corruption (sheet Of State Of The Republic Of Indonesia In 2002 Number 137, Additional Sheet Of State Of Indonesia Republic Number 4250);
., 3. Law No. 8 of 1974 on the PoyPokok Keemployers as amended by Law No. 43 of 1999 on Changes to Law No. 8 Year 1974 on Posting Officers (State Sheet of the Republic of Indonesia) 1999 No. 169, Additional Gazette of the Republic of Indonesia Number 3890);
DECIDED:
.,, Setting: GOVERNMENT REGULATION ON THE HUMAN RESOURCES MANAGEMENT SYSTEM OF THE ERADICATION COMMISSION OF CORRUPTION.
BAB I
UMUM PROVISIONS
Section 1
In this Government Regulation referred to by:
., 1. The subsequent Corruption Eradication Commission, referred to as the Commission, is the Commission as referred to in the Law No. 30 of 2002 on the Eradication Commission Of The Corruption Criminal.
., 2. The Commission Human Resource Management System is a system that is used to organize a competency and performance based human resource management functions to support the achievement of the Commission's objectives.
., 3. The leadership of the Commission is a state official consisting of five (five) members who act as the Commission's highest responsible charge.
., 4. The Advisory Commission team is the team as referred to in Act No. 30 of 2002 on the Eradication Commission Of Criminal Corruption.
. .5. A position is a position that indicates the duty, duty, responsibility, authority, and the right of an employee.
., 6. Job competencies are the basic characteristics that are required to be capable of carrying out certain positions consisting of skill, knowledge and behavior in order to achieve the best performance.
., 7. Employee competencies are the basic characteristics and superior abilities of individuals composed of the skills, knowledge and behaviors that are used to achieve the best performance in performing their tasks.
., 8. Performance is the work achieved as well as real behavior displayed by individuals, working groups, work units and the Commission as a work achievement in an effort to reach the Commission ' s objectives.
., 9. Performance management is a measured performance management process for creating a shared understanding of what should be achieved and how to achieve it in an effort to improve the performance of the Commission employees.
BAB II
EMPLOYEE COMMISSION
Section 2
The Commission employee is a Citizen of Indonesia which is because of its competence appointed as a clerk to the Commission.
Section 3
The Commission employee as referred to in Article 2 consists of:
a. Fixed Employee;
B. Civil servants are employed; and
C. The Employee Is Not Fixed.
Section 4
Fixed employees as referred to in Section 3 of the letter a are eligible employees who have been determined and appointed by the Chairman of the Commission through the procurement of employees to become the employees of the Commission.
Section 5
.,, (1) Public Employees who are employed as referred to in Section 3 of the letter b are eligible Country Employees who have been determined to be employed as a Commission employee.
(2) The (2) civil servants employed as referred to in the verse (1) do not lose their status as a civil servant.
.,, (3) Civil Servant Assignment (s) employed on the 4th (four) year-old Commission and may only be extended by 1 (one) times.
Section 6
.,, (1) For the coaching of the civil servants employed on the Commission, set the balance of office as follows:
., a., a. Secretary General and Deputy equivalent of structural office of eselon Ia;
B. Director and Head of the Bureau equivalent the structural office of eselon IIa; and
., c. Coordinator of the Chief Secretary, Head of the Secretariat and Head of the equivalent structural office of the eselon IIIa.
., (2) The structural position of the structural office for the Civil Servants employed in the Commission with the structural office as referred to in paragraph (1), applies to the Civil Servants who are occupying the rank of one level under the lowest rank of rank. is determined for structural office.
.,, (3) for the employed civil servants as referred to in the paragraph (2) may be elevated to a higher rank if:
., a., a. has been 1 (one) year in the rank that it has had;
., b. At least one (one) year in the structural office that it sits on; and
.,, c. any working achievement rating element is at least a good value in the last 2 (two) years.
.,, (4) In terms of the Employed Civil Servants not in keeping with the appropriate structural offices, may be given a regular promotion of rank in accordance with the laws.
Section 7
.,, (1) Public Employees who are employed as referred to in Section 3 of the letter b may switch to the status of its employees to remain in accordance with the requirements and the manner specified in the Regulation of the Commission.
.,, (2) The civil servants who have been appointed to the Permanent Staff at the Commission are dismissed with respect as a civil servant.
Section 8
.,, (1) the employee does not remain as referred to in Section 3 of the letter c is an eligible employee who has been defined and bound in the Work Agreement for a given time in accordance with the Regulation of the Commission.
.,, (2) the term of the work agreement is conducted by the Commission based on the results of the performance evaluation performance of the prior period work agreement and in accordance with the needs of the Commission.
(3) The Employee Does Not Remain unable to occupy the structural office on the Commission.
BAB III
HUMAN RESOURCE MANAGEMENT SYSTEM
Section 9
The Commission ' s Human Resource Management System, covering functions as follows:
a. human resource planning;
B. Recruitment and selection;
c. education and training;
D. the development of human resources;
e. performance management;
f. compensation;
G. Employee relationships;
h. Termination and termination of the working relationship; and
i. audit of human resources.
Section 10
.,, (1) The leadership of the Commission establishes human resource planning based on the needs of the Commission, the direction of the Commission's policy and strategy as well as the work plan and budget of the Commission.
.,, (2) Human resource planning as referred to in paragraph (1) aims to generate employee formation and competency requirements used as the basis for implementation of recruitment and selection activities, education and training, development of human resources, performance management as well as compensation.
.,, (3) the planning of human resources as referred to in paragraph (1) and paragraph (2) is compiled based on job analysis and job evaluation.
Section 11
.,, (1) Recruitment and employee selection are conducted publicly and based on the competency and other requirements set by the Leadership of the Commission.
.,, (2) Recruitment and employee selection are planned and systematic activities to obtain employees according to the needs of the Commission in order to support the achievement of the Commission's goals.
.,, (3) The recruitment of the employed civil servants can be performed through government agencies at the request of the Commission leadership to then perform the selection as referred to in paragraph (1) and paragraph (2).
Section 12
Education and training are intended to develop and improve employee competence in order to be able and succeed in carrying out its work.
Section 13
.,, (1) The development of the Commission employees is conducted through education and training, improved work experience, mutation, rotation and promotion tailored to the demands of workload, goals and objectives of the organization based on performance assessment results Each employee.
.,, (2) The employment development of the employee is fair and open to any employee who is eligible to be able to do the work according to the competency and performance of the employee in question.
Section 14
.,, (1) performance management includes objective assignment, competency alignment to goal achievement and performance assessment and measurement.
., (2) The assessment and measurement of performance are of the planning, monitoring and evaluation activities to the achievement of the work results by using measured parameters.
.,, (3) The results assessment results of the Commission employees be the basis in establishing the policy and implementation of education and training, the development of employees and the compensation of employees.
Section 15
.,, (1) Compensation is provided to the employee as an award for his positive contributions and/or his services, including:
., a., a. salary;
B. allowance; and
c. An incentive based on a specific work achievement.
.,, (2) The Gaji of the Commission employees as referred to in paragraph (1) the letter a is set on the basis of competence and performance according to the contribution of the employee to the Commission.
.,, (3) The salaries of the Public Employees employed on the Commission are taken into account by reducing the amount of pay and allowances from the origin agency.
(4) The income tax on compensation is borne by each employee.
(5) The compensation of the Commission employees is set through the Commission Regulation.
.,, (6) The number of employees and shopping needs of the Commission employees is set not to go beyond the pagu of shopping employees on the State Budget and Shopping Budget (APBN) allocated to the Commission.
Section 16
.,, (1) To guarantee the civil service relationship that is serted and responsible between employees and between the employees and the Commission, then:
., a., a. Employees can form a container of the Commission employee; and
B. The Commission forms the Board of Consideration Employees.
(2) The (2) Wadah as it is referred to in verse (1) the letter of a was formed to accommodate and convey the aspiration to the Leadership of the Commission.
.,, (3) the Board of Personnel Considerations as referred to in paragraph (1) of the letter b in charge of providing recommendations to the Leadership of the Commission relating to the employment of the Commission's employment.
(4) The Membership Of The Employee Consideration Board is set by the Chairman of the Commission.
Section 17
The dismissal of the Commission employees is carried out by the Commission leadership under the Rules of Commission.
Section 18
Commission employees are dismissed as Commission employees, if:
a. enter the pension age limit; or
B. because of other causes.
Section 19
.,, (1) The pension age limit for the Permanent Employee as referred to in Article 18 of the letter a is 56 (fifty-six) years.
.,, (2) The retirement age limit for the Employed Civil Servants in accordance with the laws.
.,, (3) The Pit Stop for another cause as referred to in Section 18 of the letter b because:
., a., a. died the world;
B. at its own request;
c. violation of discipline and code of conduct; or
D. Organizational demands.
.,, (4) Employees who are dismissed as employees of the Commission are granted the rights of the people in accordance with the laws.
Section 20
.,, (1) To improve and improve the Human Resource Management System conducted auditing of human resources.
.,, (2) Audit of human resources as contemplated in paragraph (1) is conducted through a thorough quality check as the execution of the human resources management functions as referred to in Section 9 of the letter i
BAB IV
EVALUATION OF EXECUTION
Section 21
.,, (1) Evaluation of the implementation of the Commission Human Resource Management System conducted periodically every 6 (six) months.
.,, (2) To carry out the evaluation, the Commission formed an Evaluation Team led by one of the Commission Leadership with a deputy member of:
., a., a. Ministry of State Ministry of Personnel Ministry;
B. Department of Finance;
C. Secretariat of State;
D. Cabinet Secretariat;
e. State Board of the State of the Union;
f. State Administration Agency; and
G. Commission.
.,, (3) the evaluation results as referred to in paragraph (2) must be documented in a report signed by all members of the Evaluation Team and delivered to the leadership of each member of the Evaluation Team.
.,, (4) The Evaluation Team is set up at the slowest 1 (one) month since specified this Government Regulation.
.,, (5) The Evaluation Team ' s tenure ends at most 4 (four) years of count since it was formed.
BAB V
THE COMMISSION ADVISORY TEAM
Section 22
The Advisory Commission team serves to provide advice and consideration in accordance with its agreement to the Commission on the execution of the duties and authority of the Commission.
Section 23
The members of the Advisory Team member of the Commission are set to be at least 4 (four) years old.
Section 24
.,, (1) The Advisory Team of the Commission is compensated as an award for the positive contribution and/or its services including:
., a., a. salary;
B. allowance; and
c. An incentive based on a specific work achievement.
.,, (2) The income tax on the compensation provided is borne by each member of the Advisory Team of the Commission.
BAB VI
THE TRANSITION PROVISION
Section 25
., (1) The salary allowance and allowances paid to the Temporary Assistance Force and Commission employees from December 29, 2003 until December 31, 2004 were designated as the final salary and allowance of the Commission employees.
.,, (2) Gaji and employee benefits and the Advisory Team of the 2005 Budget Year Commission are set under the Commission ' s Regulations.
., (3) Gaji and employee benefits as well as the 2005 Budget Year Commission Advisory Team, which has been paid as payroll and alimony allowance starting in January 2005, its shortfall is paid within the limits of the Budget Year Shopping pagu 2005 was allocated to the Commission.
Section 26
For Public Employees who are employed on the Commission and occupy a post that is specified in Section 6 of the paragraph (1) which is 2 (two) level below the lowest level of the rank specified, prior to the specified This Government Regulation may be given the promotion of choice, if at least 4 (four) years in the last rank.
BAB VII
CLOSING PROVISIONS
Section 27
Further provisions on the Commission employees, the Commission Human Resource Management System, Advisory Team, compensation, and evaluation of the implementation of the Human Resource Management System are set up with the Commission Regulation.
Section 28
This Government Regulation shall come into effect on the date of the promulctest.
In order for everyone to know it, order the invitational of this Government Regulation with its placement in the State Sheet of the Republic of Indonesia.
.,, Set in Jakarta
on December 22, 2005
PRESIDENT OF THE REPUBLIC OF INDONESIA,
-DR. H. SUSILO BAMBANG YUDHOYONO
Promulgated in Jakarta
on December 22, 2005
MINISTER OF LAW AND HUMAN RIGHTS
REPUBLIC OF INDONESIA
AD INTERIM,
YUSRIL IHZA MAHENDRA
ADDITIONAL
STATE SHEET RI
| No. 4581 | (Explanation Of State Sheet 2005 Number 146) |
EXPLANATION
Above
GOVERNMENT REGULATION OF THE REPUBLIC OF INDONESIA
Number 63 YEAR 2005
ABOUT
HUMAN RESOURCE MANAGEMENT SYSTEM
CORRUPTION ERADICATION COMMISSION
I. UMUM
.,, in order to realize the supremacy of law, the Indonesian government has laid down a strong legal foundation in the effort to eradicate the criminal corruption. The basis of the law was included in Law No. 31 of 1999 on the Eradication of Criminal Corruption as amended by Law No. 20 of 2001 on Changes to Law No. 31 Year 1999 About the eradication of the corruption of corruption. Under the provisions of Article 43 of the Act, the Corruption Eradication Commission, which is subsequently referred to as the Commission's Ordinance, is called the Commission.
.,, the Commission as referred to above has the authority to conduct investigation, investigation and prosecution, prevention of criminal corruption, supervision and monitoring by conducting a system of management. The administration and procedures of community service in a state/government agency that could potentially commit a criminal corruption, propose improvements to the system to the institutions in order to make improvements to the governance of the government. Good governance. The Commission is expected to increase its purpose and purpose to the eradication efforts of the criminal corruption that should be done optimally, intensive, effective, professional and sustainable.
.,, To support the implementation of a very broad and heavy task as well as to achieve optimal performance, the Commission must be supported by professional human resources, of high integrity and responsibyes. Therefore, the staff of the Commission must be an Indonesian citizen who is appointed selectively based on its competence as mandated by Law No. 30 of 2002.
.,, in order to management the human resources Commission, it needs to be designated a Human Resource Management System specifically applied to the Commission based on the strong legal foundation of the Government Regulation. The Commission Human Resources Management System includes human resource planning, recruitment and selection, education and training, human resource development, performance management, compensation, employee relationships, stops and severance a working relationship, and an audit of human resources.
., to assess the Commission Human Resource Management System as an effective system, in the Regulation of this Government also set up periodically evaluation mechanisms by forming the Evaluation Team.
., in addition, the Government Regulation is also set about the Commission Advisory Team needed to support the implementation of the task and function of the Leadership Commission.
., in the presence of this arrangement there is a legal certainty regarding the Human Resource Management System of the Corruption Eradication Commission.
II. SECTION BY SECTION
Section 1
.,, pretty clear.
Section 2
.,, pretty clear.
Section 3
.,, pretty clear.
Section 4
.,, pretty clear.
Section 5
.,, pretty clear.
Section 6
.,, pretty clear.
Article 7
.,, pretty clear.
Article 8
.,, pretty clear.
Article 9
.,, pretty clear.
Article 10
.,, pretty clear.
Article 11
.,, pretty clear.
Article 12
.,, pretty clear.
Article 13
.,, pretty clear.
Section 14
.,, pretty clear.
Article 15
.,, Verse (1)
., a., a. Pretty clear.
., b. Commission employee benefits include transportation benefits, health and mental health insurance benefits as well as old day benefits. Transportation benefits are paid directly to employees while health and mental health insurance benefits and parental benefits are paid to third parties as a service provider.
C. Pretty obvious.
Verse (2)
., clear enough.
Verse (3)
., clear enough.
Verse (4)
., clear enough.
Verse (5)
., clear enough.
Verse (6)
.,, pretty clear
Section 16
.,, pretty clear.
Section 17
.,, pretty clear.
Article 18
.,, pretty clear.
Section 19
.,, pretty clear.
Section 20
.,, pretty clear.
Section 21
.,, pretty clear.
Article 22
.,, pretty clear.
Section 23
.,, pretty clear.
Section 24
.,, Verse (1)
., a., a. Pretty clear.
., b. The Commission's Advisory Team allowance includes transportation benefits, health and mental health insurance benefits as well as an old day allowance.
The transportation allowance is paid directly to the Advisory Team whereas the health and mental health insurance benefits and the parental day benefits are paid to third parties as a service provider.
C. Pretty obvious.
Verse (2)
.,, pretty clear
Section 25
.,, Verse (1)
., referred to as "Temporary Assistance Force" is a temporary employee appointed by the Commission before the selection process is set forth by the Commission's Chairman.
Verse (2)
., clear enough.
Verse (3)
.,, pretty clear
Article 26
.,, pretty clear.
Section 27
.,, pretty clear.
Article 28
.,, pretty clear.
