ITSKHATULISTIWAITSKHATULISTIWA
Jurnal Apresiasi EkonomiJurnal Apresiasi EkonomiThis research evaluates the implementation of performance allowance policies for Civil Servants at Lemdiklat Polri (Indonesian National Police Education and Training Institute). The bureaucratic structure effectively supports policy implementation due to Standard Operating Procedures (SOP) from the central authority serving as a reference. However, inter-organizational communication faces obstacles when interacting with employees as the target group. Information about National Police Chief Regulation Number 7 of 2022 and Employee Performance Appraisal (SKP) procedures has not been adequately communicated, leading to discrepancies in performance allowances and SKPs. Insufficient human resources can impact the policys success, especially in Lemdiklat Polris Human Resources Department (Bag SDM Rorenmin). However, infrastructure and facilities seem adequate to support policy implementation. Policy implementers still lack a high commitment to their duties as per National Police Chief Regulation Number 7 of 2020. Delays in monthly performance allowance disbursement are common due to tardiness in attendance summaries and processing requests. This reflects that policy commands arent fully executed by the target group, primarily due to ineffective communication influencing their behaviour. Addressing these challenges is essential to implement performance allowance policies at Lemdiklat Polri successfully.
In implementing performance allowance policies for Civil Servants at Lemdiklat Polri, standards, policy goals, and targets do not hinder the process.In other words, the bureaucratic structure effectively supports the implementation of performance allowances for Civil Servants at Lemdiklat Polri.This effectiveness is due to a performance allowance factor.However, communication between organizations still faces obstacles, particularly in communicating with employees as the target group.Information regarding National Police Chief Regulation Number 7 of 2022 and the procedure for preparing Employee Performance Appraisals (SKP) has not been maximally executed, resulting in discrepancies in performance allowances and SKPs that do not align with regulations or technical guidelines.Furthermore, incomplete technical information has led to unclear employee perceptions, resulting in varying interpretations.Resources in implementing performance allowances for Civil Servants at Lemdiklat Polri do not possess sufficient adequacy, particularly in terms of human resources.This inadequacy is notable in the Human Resources Department (Bag SDM Rorenmin) of Lemdiklat Polri, which plays a role in implementing the performance allowance policy.This condition can impact the success of implementing performance allowances.However, the infrastructure and facilities appear adequate to support the implementation of performance allowances at Lemdiklat Polri.The disposition and attitude of policy implementers of the performance allowances for Civil Servants at Lemdiklat Polri still indicate a lack of high commitment to carrying out their duties and responsibilities following National Police Chief Regulation Number 7 of 2020 regarding the procedure for granting performance allowances to National Police officers.Delays in the monthly disbursement of performance allowances are common due to policy implementers tardiness in submitting attendance summaries and processing performance allowance requests.This situation reflects that policy commands have not been fully executed by the target group, which is mainly attributed to ineffective communication influencing the behavior of the policys target group.
To enhance the effectiveness of performance allowance policies at Lemdiklat Polri, several key areas require attention. Firstly, improving inter-organizational communication is vital to ensure that employees are well-informed about the policies and procedures related to performance allowances. This includes providing clear and comprehensive information about National Police Chief Regulation Number 7 of 2022 and the Employee Performance Appraisal (SKP) process. Secondly, addressing the issue of inadequate human resources is crucial. The Human Resources Department (Bag SDM Rorenmin) should be strengthened to ensure the successful implementation of the policy. This may involve recruiting additional staff or providing training to enhance their skills and knowledge. Thirdly, policy implementers must demonstrate a higher level of commitment to their duties as outlined in National Police Chief Regulation Number 7 of 2020. Timely submission of attendance summaries and processing of performance allowance requests are essential to ensure the smooth disbursement of allowances. Finally, the development of an online application system for personnel attendance and Employee Performance Appraisal (SKP) preparation could minimize fraud and enhance the efficiency of data retrieval. This system would also contribute to better tracking of attendance records and ensure accurate performance assessments. By addressing these areas, Lemdiklat Polri can improve the implementation of performance allowance policies, leading to enhanced employee motivation, discipline, and overall organizational performance.
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