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--
-- Table structure for table `cache_tags`
--

CREATE TABLE `cache_tags` (
  `id` varchar(165) CHARACTER SET ascii NOT NULL DEFAULT '',
  `tag` varchar(165) CHARACTER SET ascii NOT NULL DEFAULT '',
  PRIMARY KEY (`id`,`tag`),
  KEY `id` (`id`),
  KEY `tag` (`tag`)
) ENGINE=InnoDB DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `cache_tags`
--

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--
-- Table structure for table `classes`
--

CREATE TABLE `classes` (
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  PRIMARY KEY (`id`),
  UNIQUE KEY `name` (`name`)
) ENGINE=InnoDB AUTO_INCREMENT=25 DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `classes`
--

INSERT INTO `classes` VALUES (1,'EmailBucket'),(6,'MasterCity'),(5,'MasterProvince'),(15,'OauthAccessToken'),(14,'OauthAuthorizationCode'),(13,'OauthClient'),(12,'OauthRefreshToken'),(11,'OauthScope'),(2,'Sipbos'),(16,'SipbosImport'),(24,'SipbosProject'),(9,'Sipmas'),(17,'SipmasImport'),(23,'SipmasProject'),(10,'SipmasQuestion'),(7,'User'),(8,'UserRole');

--
-- Table structure for table `classificationstore_collectionrelations`
--

CREATE TABLE `classificationstore_collectionrelations` (
  `colId` int(11) unsigned NOT NULL,
  `groupId` int(11) unsigned NOT NULL,
  `sorter` int(10) DEFAULT '0',
  PRIMARY KEY (`colId`,`groupId`),
  KEY `colId` (`colId`),
  KEY `FK_classificationstore_collectionrelations_groups` (`groupId`),
  CONSTRAINT `FK_classificationstore_collectionrelations_groups` FOREIGN KEY (`groupId`) REFERENCES `classificationstore_groups` (`id`) ON DELETE CASCADE ON UPDATE NO ACTION
) ENGINE=InnoDB DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `classificationstore_collectionrelations`
--


--
-- Table structure for table `classificationstore_collections`
--

CREATE TABLE `classificationstore_collections` (
  `id` int(11) unsigned NOT NULL AUTO_INCREMENT,
  `storeId` int(11) DEFAULT NULL,
  `name` varchar(255) NOT NULL DEFAULT '',
  `description` varchar(255) DEFAULT NULL,
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  `modificationDate` int(11) unsigned DEFAULT '0',
  PRIMARY KEY (`id`),
  KEY `storeId` (`storeId`)
) ENGINE=InnoDB DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `classificationstore_collections`
--


--
-- Table structure for table `classificationstore_groups`
--

CREATE TABLE `classificationstore_groups` (
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  `storeId` int(11) DEFAULT NULL,
  `parentId` int(11) unsigned NOT NULL DEFAULT '0',
  `name` varchar(190) NOT NULL DEFAULT '',
  `description` varchar(255) DEFAULT NULL,
  `creationDate` int(11) unsigned DEFAULT '0',
  `modificationDate` int(11) unsigned DEFAULT '0',
  PRIMARY KEY (`id`),
  KEY `storeId` (`storeId`),
  KEY `name` (`name`)
) ENGINE=InnoDB DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `classificationstore_groups`
--


--
-- Table structure for table `classificationstore_keys`
--

CREATE TABLE `classificationstore_keys` (
  `id` int(11) unsigned NOT NULL AUTO_INCREMENT,
  `storeId` int(11) DEFAULT NULL,
  `name` varchar(190) NOT NULL DEFAULT '',
  `title` varchar(255) NOT NULL DEFAULT '',
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  `modificationDate` int(11) unsigned DEFAULT '0',
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  KEY `name` (`name`),
  KEY `enabled` (`enabled`),
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) ENGINE=InnoDB DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `classificationstore_keys`
--


--
-- Table structure for table `classificationstore_relations`
--

CREATE TABLE `classificationstore_relations` (
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  `keyId` int(11) unsigned NOT NULL,
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  KEY `groupId` (`groupId`),
  KEY `mandatory` (`mandatory`),
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  CONSTRAINT `FK_classificationstore_relations_classificationstore_keys` FOREIGN KEY (`keyId`) REFERENCES `classificationstore_keys` (`id`) ON DELETE CASCADE ON UPDATE NO ACTION
) ENGINE=InnoDB DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `classificationstore_relations`
--


--
-- Table structure for table `classificationstore_stores`
--

CREATE TABLE `classificationstore_stores` (
  `id` int(11) NOT NULL AUTO_INCREMENT,
  `name` varchar(190) DEFAULT NULL,
  `description` longtext,
  PRIMARY KEY (`id`),
  KEY `name` (`name`)
) ENGINE=InnoDB DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `classificationstore_stores`
--


--
-- Table structure for table `custom_layouts`
--

CREATE TABLE `custom_layouts` (
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  `classId` int(11) unsigned NOT NULL,
  `name` varchar(190) DEFAULT NULL,
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  `modificationDate` int(11) unsigned DEFAULT NULL,
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  UNIQUE KEY `name` (`name`,`classId`)
) ENGINE=InnoDB DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `custom_layouts`
--


--
-- Table structure for table `dependencies`
--

CREATE TABLE `dependencies` (
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  `targettype` enum('document','asset','object') NOT NULL DEFAULT 'document',
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  PRIMARY KEY (`sourcetype`,`sourceid`,`targetid`,`targettype`),
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  KEY `targetid` (`targetid`),
  KEY `sourcetype` (`sourcetype`),
  KEY `targettype` (`targettype`)
) ENGINE=InnoDB DEFAULT CHARSET=utf8mb4;

--
-- Dumping data for table `dependencies`
--

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--
-- Table structure for table `documents_elements`
--

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-- Dumping data for table `documents_elements`
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INSERT INTO `documents_elements` VALUES (2,'Content','wysiwyg','<h4>Hi %Text(Name);,</h4>\n\n<div class=\"textdark\">&nbsp;</div>\n\n<div class=\"textdark\">Berikut adalah kode verifikasi Anda:&nbsp;</div>\n\n<h3><strong>%Text(VerificationCode);</strong></h3>\n\n<p>&nbsp;</p>\n\n<div class=\"textdark\">Terima kasih telah bergabung bersama Kami,</div>\n\n<h4><strong>Sinergi Pakarya Consulting</strong></h4>\n\n<p>&nbsp;</p>\n'),(7,'Content','wysiwyg','<table cellpadding=\"0\" cellspacing=\"0\" style=\"width:100%\">\n	<tbody>\n		<tr>\n			<td>\n			<h4>Hi %Text(Nama);,</h4>\n\n			<p>Anda telah berhasil melaksanakan asesmen Penilaian Manajemen Aparatur Sipil Negara (ASN), Silahkan Anda melihat hasil resume&nbsp;dengan menekan tombol&nbsp;di bawah ini.</p>\n			</td>\n		</tr>\n	</tbody>\n</table>\n\n<p><a href=\"%Text(LinkResume);\" style=\"background-color:#f40009;\n                          border-radius:0px;\n                          color:#ffffff;\n                          display:inline-block;\n                          font-family:sans-serif;\n                          font-size:13px;\n                          font-weight:bold;\n                          line-height:33px;\n                          text-align:center;\n                          text-decoration:none;\n                          width:190px;\n                          -webkit-text-size-adjust:none;\">Resume Anda</a></p>\n\n<div class=\"textdark\">&nbsp;</div>\n\n<div class=\"textdark\">Terima kasih telah bergabung bersama Kami,</div>\n\n<h4><strong>Sinergi Pakarya Consulting</strong></h4>\n\n<p>&nbsp;</p>\n');

--
-- Table structure for table `documents_email`
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CREATE TABLE `documents_email` (
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  `replyTo` varchar(255) DEFAULT NULL,
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--
-- Dumping data for table `documents_email`
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INSERT INTO `documents_email` VALUES (2,NULL,'@AppBundle\\Controller\\EmailController','default',NULL,'','PT Sinergi Pakarya Sejahtera <noreply@pakarya.id>','','','','Kode Verifikasi',0),(7,NULL,'@AppBundle\\Controller\\EmailController','default',NULL,'','','','','','',0);

--
-- Table structure for table `documents_hardlink`
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--
-- Dumping data for table `documents_hardlink`
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--
-- Table structure for table `documents_link`
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--
-- Dumping data for table `documents_link`
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--
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  `trackingParameterMedium` varchar(255) DEFAULT NULL,
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--
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--
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--
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--
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--
-- Table structure for table `documents_snippet`
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--
-- Table structure for table `documents_translations`
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CREATE TABLE `documents_translations` (
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--
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--
-- Table structure for table `dreamcube_global_variable`
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--
-- Table structure for table `element_workflow_state`
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--
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--
-- Table structure for table `email_log`
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CREATE TABLE `email_log` (
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  `params` text,
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--
-- Table structure for table `object_query_10`
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--
-- Dumping data for table `object_query_10`
--

INSERT INTO `object_query_10` VALUES (771,10,'SipmasQuestion',1,'Visi','Menetapkan visi organisasi','Visi Organisasi','Menggambarkan tujuan, mandat organisasi yang akan diraih kedepan','5|Visi organisasi menggambarkan tujuan dan mandat organisasi yang akan diraih\n4|Visi organisasi menggambarkan mandat organisasi yang akan diraih\n3|Visi organisasi menggambarkan tujuan organisasi\n2|Ada visi organisasi namun belum menggambarkan tujuan dan mandat organisasi\n1|Tidak ada visi organisasi','PENGEMBANGAN ORGANISASI'),(772,10,'SipmasQuestion',2,'Visi','Melakukan sosialisasi visi organisasi','Program sosialisasi','Visi dipahami oleh seluruh anggota organisasi ','5|Visi organisasi dapat dipahami dan terinternalisasi oleh seluruh anggota organisasi\n4|Visi organisasi sudah disosialisasikan ke seluruh anggota organisasi\n3|Ada visi organisasi yang cukup jelas namun belum disosialisasikan ke seluruh anggota organisasi\n2|Ada visi organisasi namun belum jelas dan tidak mudah dipahami oleh seluruh anggota organisasi \n1|Tidak ada visi organisasi yang disosialisasikan ke seluruh anggota organisasi ','PENGEMBANGAN ORGANISASI'),(773,10,'SipmasQuestion',3,'Misi','Menetapkan misi organisasi','Misi Organisasi','Menggambarkan langkah pencapaian visi sehingga harus sejalan dengan visi yang telah ditetapkan ','5|Misi organisasi mudah dipahami, dijabarkan secara jelas berupa langkah-langkah kongkrit yang harus ditempuh untuk mencapai visi organisasi\n4|Misi organisasi mudah dipahami dan sejalan dengan pencapaian visi organisasi namun belum disertai dengan langkah-langkah yang kongkrit\n3|Ada misi organisasi yang sejalan dengan visi organisasi namun belum sepenuhnya dipahami oleh anggota organisasi\n2|Ada misi organisasi namun tidak sejalan dengan visi organisasi yang ditetapkan\n1|Tidak ada misi organisasi untuk mencapai visi organisasi yang ditetapkan','PENGEMBANGAN ORGANISASI'),(774,10,'SipmasQuestion',4,'Misi','Melakukan sosialiasi misi organisasi','Program sosialisasi','Misi dipahami oleh seluruh anggota organisasi','5|Misi organisasi mudah dipahami dan terinternalisasi oleh seluruh anggota organisasi\n4|Misi organisasi disosialisasikan dan mudah dipahami oleh seluruh anggota organisasi\n3|Misi organisasi namun belum jelas dan tidak mudah dipahami oleh seluruh anggota organisasi\n2|Ada misi organisasi namun belum disosialisasikan ke seluruh anggota organisasi\n1|Tidak ada misi organisasi yang disosialisasikan ke seluruh anggota organisasi','PENGEMBANGAN ORGANISASI'),(775,10,'SipmasQuestion',5,'Nilai-nilai Organisasi','Merumuskan nilai-nilai organisasi secara tertulis','Rumusan nilai-nilai organisasi ','Nilai-nilai organisasi sesuai dengan visi. Misi dan strategi bisnis dan menjadi identitas bagi organisasi ','5|Nilai-nilai organisasi sesuai dengan visi, misi dan strategi bisnis organisasi\n4|Nilai-nilai organisasi sesuai dengan visi dan misi organisasi \n3|Nilai-nilai organisasi hanya menggambarkan strategi bisnis organisasi\n2|Ada nilai-nilai organisasi namun tidak sesuai dengan visi, misi dan strategi bisnis organisasi\n1|Tidak ada nilai-nilai organisasi yang dibangun di dalam organisasi','PENGEMBANGAN ORGANISASI'),(776,10,'SipmasQuestion',6,'Nilai-nilai Organisasi','Menjabarkan nilai-nilai organisasi ke dalam bentuk perilaku kerja sehari-hari','Butir-butir perilaku setiap nilai organisasi/ Etika Kerja/ Kode etik ','Nilai-nilai dijabarkan dalam suatu bentuk perilaku konkrit yang mudah dimengerti dan dipahami oleh seluruh anggota organisasi ','5|Nilai-nilai organisasi dijabarkan dalam perilaku kongkrit dan mudah dipahami oleh seluruh anggota organisasi\n4|Nilai organisasi dijabarkan secara kongkrit namun belum sepenuhnya dipahami oleh anggota organisasi\n3|Sebagian nilai-nilai organisasi dijabarkan secara kongkrit, namun masih ada beberapa nilai yang tidak cukup konkrit sehingga ada sebagian yang kurang dipahami\n2|Ada nilai-nilai organisasi namun belum dijabarkan secara kongkrit sehingga tidak dipahami oleh anggota organisasi\n1|Tidak ada nilai-nilai organisasi yang dijabarkan di dalam butir-butir perilaku setiap nilai organisasi','PENGEMBANGAN ORGANISASI'),(777,10,'SipmasQuestion',7,'Nilai-nilai Organisasi','Melakukan sosialisasi nilai-nilai organisasi ke segenap jajaran organisasi','Program sosialisasi nilai-nilai organisasi','Nilai-nilai organisasi terinternalisasi oleh anggota prganisasi','5|Nilai-nilai organisasi disosialisasikan dan terinternalisasi oleh seluruh anggota organisasi\n4|Nilai-nilai organisasi disosialisasikan ke seluruh anggota organisasi sehingga dipahami namun belum terinternalisasi oleh seluruh anggota organisasi\n3|Nilai-nilai organisasi mulai disosialisikan ke seluruh anggota organisasi\n2|Ada nilai-nilai organisasi namun tidak disosialisasikan kepada seluruh anggota organisasi\n1|Tidak ada nilai-nilai organisasi yang disosialisasikan','PENGEMBANGAN ORGANISASI'),(778,10,'SipmasQuestion',8,'Struktur Organisasi','Melakukan identifikasi kebutuhan organisasi yang menunjang kinerja saat ini dan yang akan datang','Struktur organisasi','Struktur organisasi harus sesuai dengan intensi strategis organisasi','5|Struktur organisasi sangat sesuai dengan intensi strategis organisasi, sasaran serta kebutuhan organisasi \n4|Struktur organisasi cukup  sesuai intensi strategis organisasi \n3|Stuktur organisasi  kurang sesuai dengan intensi strategis organisasi\n2|Ada struktur organisasi namun tidak sesuai dengan intensi strategis organisasi\n1|Tidak ada stuktur organisasi ','PENGEMBANGAN ORGANISASI'),(779,10,'SipmasQuestion',9,'Struktur Organisasi','Merancang struktur organisasi ','Struktur organisasi','Jumlah jabatan harus dibuat se-efektif mungkin sesuai dengan kebutuhan organisasi ','5|Jumlah jabatan yang ditetapkan dalam struktur organisasi efektif dan efisien  sesuai dengan kebutuhan organisasi\n4|Jumlah jabatan yang ditetapkan dalam struktur organisasi cukup efektif dan masih sesuai dengan kebutuhan organisasi namun belum cukup efisien ( organisasi dengan banyak jabatan/\"gemuk\")\n3|Jumlah jabatan yang ditetapkan dalam struktur organisasi  efisien namun belum cukup efektif atau sesuai dengan tujuan organisasi\n2|Jumlah jabatan yang ditetapkan dalam struktur organisasi tidak efektif dan tidak efisien\n1|Tidak ada struktur organisasi ','PENGEMBANGAN ORGANISASI'),(780,10,'SipmasQuestion',10,'Bisnis Proses ','Melakukan identifikasi terhadap proses bisnis organisasi','Proses Bisnis Organisasi ','Proses bisnis yang dibuat harus jelas dan lengkap dalam menyajikan alur bisnis organisasi sehingga tidak ada fungsi yang terlewat atau overlapping','5|Proses bisnis dibuat dengan jelas dan lengkap menyajikan alur bisnis organisasi sehingga tidak ada fungsi yang terlewat atau overlapping\n4|Proses bisnis menggambarkan aktivitas yang biasa dilakukan bukan berdasarkan apa yang seharusnya dilakukan di organisasi\n3|Proses bisnis dibuat namun belum memperhatikan alur bisnis dan fungsi-fungsi dalam organisasi\n2|Ada proses bisnis namun belum disusun secara lengkap \n1|Organisasi belum menyusun proses bisnis','PENGEMBANGAN ORGANISASI'),(781,10,'SipmasQuestion',11,'Analisa Jabatan','Menyusun uraian pekerjaan','Tersusun uraian jabatan','Uraian jabatan menggambarkan tupoksi dari jabatan bukan pemegang jabatan ','5|Uraian jabatan disusun dengan jelas dan lengkap serta menggambarkan tupoksi dari jabatan bukan pemegang jabatan\n4|Uraian jabatan disusun dengan jelas dan lengkap, dideskripsikan dari yang dilakukan pemegang jabatan sehari-hari bukan yang seharusnya / berdasarkan tupoksi \n3|Uraian jabatan disusun secara kurang sistematis dan belum sepenuhnya menyediakan informasi secara lengkap mengenai tupoksi jabatan yang seharusnya. \n2|Uraian jabatan tidak mengambarkan tupoksi dari jabatan atau belum dibuat sesuai ketentuan yang berlaku \n1|Tidak ada uraian jabatan ','PENGEMBANGAN ORGANISASI'),(782,10,'SipmasQuestion',12,'Analisa Jabatan','Menyusun job specification sesuai kebutuhan organisasi','Tersusun Job Specification sesuai kebutuhan organisasi ','Job specification disusun sesuai kebutuhan organisasi sehingga tidak menghasilkan karyawan yang over qualified atau under qualified ','5|Terdapat job specification yang tepat untuk setiap jabatan serta secara presisi menjelaskan spesifikasi kompetensi (hard dan soft ) yang dibutuhkan jabatan\n4|Terdapat job specification yang tepat untuk setiap jabatan serta secara presisi menjelaskan spesifikasi kompetensi, namun masih terbatas pada salah satu kelompok kompetensi (hard atau soft saja ) \n3|Terdapat job specification yang tepat untuk setiap jabatan namun belum dijelaskan  secara presisi spesifikasi kompetensi (hard dan soft ) yang dibutuhkan jabatan\n2|Job specification yang disusun sifatnya masih umum, tidak ada perbedaan antar jabatan sehingga persyaratan menjadi terlalu tinggi/ rendah untuk jabatan tertentu \n1|Tidak ada job specification ','PENGEMBANGAN ORGANISASI'),(783,10,'SipmasQuestion',13,'Analisa Beban Kerja','Melakukan analisa beban kerja berdasarkan uraian jabatan dan peraturan yang berlaku','Tersusun Bobot Jabatan','Pelaksanaan ABK sesuai dengan peraturan yang berlaku dan dilakukan oleh pihak yang menguasai mengenai penyusunan ABK ','5|Analisa beban kerja dilakukan dengan mengikuti format yang telah ditetapkan dan dilakukan oleh pihak yang menguasai mengenai penyusunan ABK\n4|Analisa beban kerja dilakukan dengan mengikuti format yang telah ditetapkan namun belum dilakukan oleh pihak yang memiliki penguasaan dalam penyusunan ABK\n3|Analisa beban kerja dilakukan dengan mengikuti format yang telah ditetapkan namun  dilakukan oleh pemegang jabatan sehingga keobjektifannya kurang \n2|Analisa beban kerja dilakukan namun tidak mengikuti format standar yang ditetapkan \n1|Tidak ada pelaksanaan ABK di dalam organisasi','PENGEMBANGAN ORGANISASI'),(784,10,'SipmasQuestion',14,'Analisa Beban Kerja','Penetapan grading jabatan ','Grading Jabatan ','Grading jabatan disusun secara tepat dan objektif ','5|Grading untuk seluruh jabatan disusun secara tepat, adil  dan objektif\n4|Sebagian besar (> 50%) grading jabatan sudah disusum secara tepat adil dan objektif namun  sebagian kecil belum tepat atau belum disusun\n3|Sebagian kecil ( < 50%)grading jabatan sudah disusun secara tepat adil dan objektif namun sebagian besar belum tepat atau belum disusun\n2|Job grade disusun menggunakan metode yang kurang tepat sehingga menimbulkan ketidaksesuaian dalam penetapan grade jabatan \n1|Tidak ada sistem grading jabatan','PENGEMBANGAN ORGANISASI'),(785,10,'SipmasQuestion',15,'Pengembangan Kompetensi','Menyusun model kompetensi','Tersusun Model kompetensi','Tersusun model kompetensi yang sesuai kebutuhan organisasi','5|Penyusunan model kompetensi disesuaikan dengan kondisi dan kebutuhan organisasi\n4|Penyusunan model kompetensi kurang memperhatikan sumber referensi utama mengenai kompetensi yang diapakai untuk menjadi acuan landasan teoritis, definisi dan level kompetensi \n3|Penyusunan model kompetensi tidak disesuaikan dengan kebutuhan organisasi\n2|Penyusunan model kompetensi baru sampai tahap kerangka model kompetensi \n1|Tidak ada penyusunan model kompetensi','PENGEMBANGAN ORGANISASI'),(786,10,'SipmasQuestion',16,'Pengembangan Kompetensi','Menyusun kamus kompetensi','Tersusun Kamus Kompetensi','Kamus kompetensi harus jelas dalam mendefinisikan batasan kompetensi dan indikatornya ','5|Kamus kompetensi dijabarkan dengan tepat (penjelasan kompetensi sesuai dengan kebutuhan organisasi),  detail disertai perilaku kunci serta indikator yang jelas dan dapat diukur sehingga memudahkan proses pemetaan kompetensi dilakukan oleh siapa saja yang memenuhi syarat \n4|Kamus kompetensi memberikan penjelasan mengenai kompetensi ,  detail disertai perilaku kunci serta indikator yang jelas dan dapat diukur namun tidak mudah diinterpretasikan oleh pihak lain selain penyusun kamus kompetensi \n3|Kamus kompetensi sudah ada namun penjabaran kurang detail ( misalnya : tidak ada penjelasan indikator perilaku perlevel/ rating)\n2|Kamus kompetensi kurang lengkap dan masih harus disempurnakan\n1|Tidak ada penyusunan kamus kompetensi','PENGEMBANGAN ORGANISASI'),(787,10,'SipmasQuestion',17,'Pengembangan Kompetensi','Menyusun profil kompetensi','Tersusun Profil Kompetensi','Profil kompetensi harus disusun secara tepat sehingga tidak ada standar profil kompetensi jabatan yang terlalu tinggi atau terlalu rendah ','5|Profile kompetensi disusun secara tepat sehingga standar profil kompetensi jabatan tidak terlalu tinggi atau rendah\n4|Standar kompetensi jabatan yang disusun terlalu tinggi atau terlalu rendah\n3|Tidak ada standar profil kompetensi jabatan\n2|Ada profil kompetensi namun dimensi di dalamnya kurang tepat \n1|Tidak ada penyusunan profile kompetensi','PENGEMBANGAN ORGANISASI'),(788,10,'SipmasQuestion',18,'Pengembangan Kompetensi','Menyusun metode pengukuran kompetensi','Metode pengukuran kompetensi','Tersusun metode pengukuran kompetensi yang paling tepat dan dianggap memiliki nilai reabilitas yang tinggi. ','5|Ada metode pengukuran kompetensi yang paling tepat, efisien dengan reliabilitas yang tinggi\n4|Ada metode pengukuran kompetensi yang tepat dengan reabilitas yang cukup tinggi namun tidak efisien \n3|Metode pengukuran kompetensi yang digunakan memiliki reabilitas yang rendah \n2|Ada metode pengkuran kompetensi namun tidak tepat\n1|Tidak ada metode pengukuran kompetensi','PENGEMBANGAN ORGANISASI'),(789,10,'SipmasQuestion',19,'ManPower Planning ','Merumuskan kebutuhan manpower masing-masing fungsi untuk masa yang akan datang / Merencanakan kebutuhan SDM sesuai dengan analisa kebutuhan organisasi (penyusunan formasi)','Manpower forecast /Tersusun Perencanaan Kebutuhan SDM ','MPP dirumuskan dengan mengacu kepada business plan organisasi / Kesesuaian Perencanaan kebutuhan SDM dengan analisa kebutuhan organisasi (berdasarkan intensi strategis organisasi) ','5|MPP dirumuskan berdasarkan business plan organisasi atau disesuaikan dengan perencanaan kebutuhan SDM dengan analisa kebutuhan organisasi (berdasarkan intensi strategis organisasi) jangka panjang dan dijabarkan dalam pembagian detail untuk jangka pendek \n4|MPP dirumuskan berdasarkan business plan organisasi atau disesuaikan dengan perencanaan kebutuhan SDM dengan analisa kebutuhan organisasi (berdasarkan intensi strategis organisasi) jangka panjang namun belum dijabarkan dalam pembagian detail untuk jangka pendek \n3|Perumusan MPP ada namun sifatnya hanya melihat kebutuhan organisasi jangka pendek bukan kebutuhan jangka panjangnya \n2|Perumusan MPP tidak mengacu kepada business plan organisasi maupun kesesuaian antara kebutuhan SDM dengan analisa kebutuhan organisasi\n1|Tidak ada perencanaan kebutuhan SDM ','PENGEMBANGAN ORGANISASI'),(790,10,'SipmasQuestion',20,'ManPower Planning ','Melakukan identifikasi kondisi (kualitas dan kuantitas) manpower masing-masing fungsi pada saat ini','Gap analysis (forecast vs as-is)','Peta kekuatan SDM yang jelas dan akurat ( kualitas dan kuantitas) sehingga dapat dilakukan gap analysis','5|Terdapat peta kekuatan SDM saat ini yang jelas dan akurat (kualitas dan kuantitas) dan juga kebutuhan organisasi yang akan datang sehingga sudah dapat dilakukan gap analysis antara kebutuhan organisasi dengan SDM yang ada\n4|Terdapat peta kekuatan SDM yang jelas dan akurat namun belum dilihat gap analysis antara kebutuhan organisasi dengan SDM yang ada\n3|Terdapat peta kekuatan SDM namun hanya menyajikan satu jenis data saja ( kuantitas atau kualitasnya saja)\n2|Sudah dilakukan proses identifikasi kondisi manpower namun tidak dilakukan validasi sehingga hasilnya kurang akurat \n1|Tidak ada proses identifikasi manpower saat ini ','PENGEMBANGAN ORGANISASI'),(791,10,'SipmasQuestion',21,'ManPower Planning ','Perencanaan penyebaran SDM kepada seluruh unit kerja dalam organisasi berdasarkan tingkat kepentingan ','Tersusun perencanaan penyebaran SDM ke unit kerja ','Skala prioritas penyebaran SDM ke seluruh unit kerja dalam organisasi yang sesuai dengan kebutuhan organisasi ','5|Penyebaran SDM ke seluruh unit kerja dalam organisasi sesuai dengan skala prioritas kebutuhan organisasi\n4|Penyebaran SDM ke seluruh unit kerja dalam organisasi sesuai dengan kebutuhan organisasi namun tidak berdasarkan skala prioritas\n3|Ada perencanaan penyebaran SDM ke seluruh unit kerja namun belum berdasarkan kebutuhan organisasi secara keseluruhan, lebih didasarkan pada premintaan unit kerja\n2|penyebaran SDM ke unit kerja dilakukan hanya berdasarkan pembagian dari unit pengelola SDM saja\n1|Tidak ada perencanaan penyebaran kebutuhan SDM ke seluruh unit kerja dalam organisasi','PENGEMBANGAN ORGANISASI'),(792,10,'SipmasQuestion',22,'ManPower Planning ','Melakukan konsolidasi manpower plan (MPP) masing-masing fungsi menjadi Manpower Plan (MPP) Organisasi secara keseluruhan','Manpower Plan organisasi secara total','MPP organisasi mengacu pada keseimbangan (balancing) antar fungsi sesuai dengan tupoksinya sehingga seluruh fungsi organisasi berjalan optimal  ','5|MPP masing-masing fungsi diintegrasikan secara tepat dan akurat untuk menjadi MPP organisasi \n4|Masing-masing fungsi/ unit kerja eselon I sudah menyusun MPP sampai satuan terkecil\n3|MPP organisasi sudah disusun namun belum divalidasi tingkat ketepatan dan keakuratannya \n2|MPP dalam unit kerja eselon II sudah ada namun belum diintegrasikan satu dengan yang lainnya \n1|Tidak/ belum tersusun MPP organisasi ','PENGEMBANGAN ORGANISASI'),(793,10,'SipmasQuestion',23,'ManPower Planning ','Evaluasi dan monitoring terhadap implementasi MPP yang telah disetujui ','Laporan evaluasi dan monitoring mengenai implementasi MPP yang telah disetujui','Antara perencanaan SDM 5 tahun yang akan datang dengan pelaksanaan pertahun pada proses penetapan MPP searah ','5|Laporan evaluasi dan monitoring mengenai implementasi MPP dilakukan setiap tahun disertai dengan rencana tindak lanjut untuk perbaikan/ pengembangan \n4|Laporan evaluasi dan monitoring mengenai implementasi MPP dilakukan setiap tahun namun belum disertai dengan rencana tindak lanjut untuk perbaikan/ pengembangan \n3|Laporan evaluasi dan monitoring mengenai implementasi MPP dilakukan hanya jika dibutuhkan/ diminta \n2|Ada laporan evaluasi dan monitoring mengenai implementasi MPP namun sifatnya hanya formalitas sehingga tidak banyak perubahan atau menyajikan informasi yang tepat dan akurat \n1|Tidak ada laporan evaluasi dan monitoring mengenai implementasi MPP','PENGEMBANGAN ORGANISASI'),(794,10,'SipmasQuestion',24,'Survei Organisasi','Melakukan evaluasi kinerja organisasi','Hasil evaluasi kinerja organisasi','Evaluasi dilakukan secara berkala','5|Selain dilakukan secara berkala, evaluasi kinerja organisasi juga akan dilakukan apabila terjadi perubahan atau permasalahan dalam organisasi \n4|Evaluasi kinerja organisasi dilakukan secara berkala \n3|Ada evaluasi kinerja organisasi dilakukan hanya jika terjadi masalah dalam organisasi atau ada rencana perubahan \n2|Evaluasi kinerja organisasi dilakukan hanya untuk formalitas jika diminta \n1|Tidak ada evaluasi kinerja organisasi','PENGEMBANGAN ORGANISASI'),(795,10,'SipmasQuestion',25,'Survei Organisasi','Menentukan rencana tindak lanjut terkait evaluasi kinerja organisasi ','Rencana tindak lanjut ','Rencana tindak lanjut harus realistis dan memiliki target yang jelas dalam meningkatkan kinerja organisasi ','5|Rencana tindak lanjut terhadap hasil evaluasi kinerja organisasi realistis dan memiliki target yang jelas untuk meningkatkan kinerja organisasi\n4|Rencana tindak lanjut evaluasi kinerja organisasi realistis namun belum ada target yang jelas untuk meningkatkan kinerja organisasi\n3|Rencana tindak lanjut evaluasi kinerja organisasi bersifat realistis\n2|Ada rencana tindak lanjut terhadap hasil evaluasi kinerja organisasi namun tidak realistis\n1|Tidak ada rencana tindak lanjut mengenai hasil evaluasi kinerja organisasi','PENGEMBANGAN ORGANISASI'),(797,10,'SipmasQuestion',26,'Data Kepegawaian ','Pemutakhiran Data Pegawai ','Data seluruh pegawai dalam organisasi ','Data pegawai  selalu up date ','5|Data dan informasi dimutakhirkan secara berkala  dan segera dilakukan perubahan jika ada perubahan data baru sehingga seluruh data valid dan akurat \n4|Data dan informasi dimutakhirkan secara berkala   sehingga seluruh data valid dan akurat \n3|Pemutakhiran data dilakukan hanya jika ada data baru dan dilakukan validasi sebelumnya \n2|Pemutakhiran data dilakukan tanpa ada proses validasi sehingga tidak menjamin keakuratan data \n1| Data seluruh pegawai organisasi tidak pernah diperbaharui semenjak pegawai masuk kedalam organisasi','ADMINISTRASI PERSONEL'),(798,10,'SipmasQuestion',27,'Data Kepegawaian ','Verifikasi Data ','Data seluruh pegawai dalam organisasi ','Data pegawai valid (0% kesalahan)','5|Data seluruh pegawai organisasi valid (0% kesalahan)\n4|Dari data keseluruhan pegawai organisasi masih terdapat  < 10  % kesalahan\n3|Dari data keseluruhan pegawai organisasi masih terdapat  10 - 25 % kesalahan.\n2|Dari data keseluruhan pegawai organisasi masih terdapat 25% - 50% kesalahan.\n1|Data seluruh pegawai organisasi tidak valid. ( kesalahan > 50%)','ADMINISTRASI PERSONEL'),(799,10,'SipmasQuestion',28,'Data Kepegawaian ','Integrasi Data Kepegawai ',' Sistem Informasi SDM / HRIS','Seluruh data kepegawaian terintegrasi dalam satu Sistem Informasi SDM / HRIS','5|Seluruh data kepegawaian sudah terintegrasi dalam satu Sistem Informasi SDM / HRIS\n4|Sudah dibagun sistem informasi SDM dan sebagian besar data sudah terintegrasi \n3|Sudah dibangun sistem Informasi SDM dan  sebagian data sudah terintegrasi \n2|Sudah dibangun Sistem Informasi SDM namun baru sebagian kecil data yang terintegrasi \n1|Data SDM belum dibangun dalam sebuah sistem informasi yang terintegrasi / setiap data berdiri sendiri-sendiri ','ADMINISTRASI PERSONEL'),(800,10,'SipmasQuestion',29,'Daftar Riwayat Hidup Pegawai ','Pemutakhiran Daftar Riwayat Hidup Pegawai ','Berkas/ arsip  kepegawaian seluruh pegawai sebagai dokumen riwayat hidup pegawai','Seluruh arsip/ berkas pegawai tersimpan secara sistematis dan aman sehingga mudah dalam penggunaannya jika diperlukan','5|Seluruh arsip / berkas kepegawaian tersimpan secara sistematis dan aman sehingga memudahkan pihak-pihak yang berkepentingan untuk mencarinya jika diperlukan.\n4|Seluruh arsip / berkas  kepegawaian ditata secara sistematis namun hanya dapat diakses oleh pihak yang bertanggung jawab mengelola tata naskah \n3|Seluruh arsip / berkas kepegawaian telah ditata dengan suatu metode namun bukan metode yang sistematis sehingga masih kesulitan dalam pengambilan dan pencarian \n2|Sebagian  arsip / berkas kepegawaian telah ditata namun masih ada berkas-berkas yang belum didokumentasikan dengan baik sehingga belum semua dokumen mudah diakses. \n1|Seluruh arsip / berkas pegawai hanya dikumpulkan tanpa ada sistem penataan sehingga tidak mudah dalam proses pencarian dan pengambilan ','ADMINISTRASI PERSONEL'),(801,10,'SipmasQuestion',30,'Daftar Riwayat Hidup Pegawai ','Validasi Data Riwayat Hidup ','Berkas/ arsip  kepegawaian seluruh pegawai sebagai dokumen riwayat hidup pegawai','Data riwayat hidup yang valid','5|Data riwayat hidup dimutakhirkan secara berkala  dan segera dilakukan perubahan jika ada perubahan data baru sehingga seluruh data valid dan akurat \n4|Data riwayat hidup dimutakhirkan secara berkala sehingga seluruh data valid dan akurat \n3|Pemutakhiran data riwayat hidup dilakukan hanya jika ada data baru dan dilakukan validasi sebelumnya \n2|Pemutakhiran data riwayat hidup dilakukan tanpa ada proses validasi sehingga tidak menjamin keakuratan data \n1|Data riwayat hidup seluruh pegawai organisasi tidak pernah diperbaharui semenjak pegawai masuk kedalam organisasi','ADMINISTRASI PERSONEL'),(802,10,'SipmasQuestion',31,'Daftar Riwayat Hidup Pegawai ','Pengaturan Tata naskah ','Berkas/ arsip  kepegawaian seluruh pegawai sebagai dokumen riwayat hidup pegawai','Berkas / dokumen kepegawaian yang  tersimpan adalah yang valid ','5|Berkas / dokumen kepegawaian yang  tersimpan, 100 % valid atau lengkap\n4|Dari berkas / dokumen kepegawaian yang tersimpan,  hanya 75 % yang valid atau yang lengkap\n3|Dari berkas / dokumen kepegawaian yang tersimpan,  hanya 50 % yang valid atau yang lengkap\n2|Dari berkas / dokumen kepegawaian yang tersimpan,  hanya 25 % yang valid atau yang lengkap\n1|Berkas / dokumen kepegawaian yang  tersimpan adalah tidak valid ','ADMINISTRASI PERSONEL'),(803,10,'SipmasQuestion',32,'Sistem Kehadiran Pegawai ','Proses Data Kehadiran ','Rekapitulasi data kehadiran pegawai/ bulan ','Rekapitulasi data kehadiran pegawai dapat diselesaikan sesuai dengan batas waktu dan tidak terjadi kesalahan dalam rekapitulasinya ','5|Rekapitulasi data kehadiran pegawai dapat diselesaikan sesuai dengan batas waktu dan tidak terjadi kesalahan dalam rekapitulasinya \n4|Rekapitulasi data kehadiran pegawai sering kali masih mengalami keterlambatan dalam penyelesaian,  namun dipastikan data akurat dan tepat \n3|Rekapitulasi data kehadiran pegawai sudah dapat diselesaikan sesuai dengan batas waktu, namun masih ada kesalahan dalam rekapitulasi.\n2|Rekapitulasi data kehadiran pegawai belum dapat diselesaikan sesuai dengan batas waktu dan seringkali masih terdapat kesalahan \n1|Tidak ada rekapitulasi data kehadiran pegawai .','ADMINISTRASI PERSONEL'),(804,10,'SipmasQuestion',33,'Sistem Kehadiran Pegawai ','Maintenance Sistem Aplikasi dan Data Entry ','Sistem kehadiran pegawai berjalan secara optimal ','Sistem berjalan sesuai yang direncanakan dan sistem yang digunakan selalu dipelihara sehingga tidak ada kerusakan ','5|Seluruh alat dan aplikasi sistem kehadiran ditempatkan pada tempat yang memenuhi syarat serta selalu dijaga dan dipelihara secara berkala (setiap hari) termasuk data entry yang dilakukan secara harian\n4|Seluruh alat dan aplikasi sistem kehadiran ditempatkan pada tempat yang memenuhi syarat serta selalu dijaga dan dipelihara secara berkala yaitu setiap bulan termasuk data entry \n3|Seluruh alat dan aplikasi sistem kehadiranditempatkan pada tempat yang memenuhi syarat namun tidak ada pemeliharaan berkala, hanya perbaikan jika ada masalah \n2|Seluruh alat dan aplikasi sistem kehadiran tidak ditempatkan pada tempat yang memenuhi syarat sehingga sangat rentan kerusakan\n1|Seluruh alat dan aplikasi sistem kehadiran tidak ditempatkan pada tempat yang memenuhi syarat sehingga sangat rentan, tidak ada pemeliharaan berkala, hanya perbaikan jika ada masalah ','ADMINISTRASI PERSONEL'),(805,10,'SipmasQuestion',34,'Penghargaan ','Tata cara pemberian penghargaan kepada pegawai ','Penghargaan yang diberikan kepada Pegawai berupa al: Tanda Kehormatan, Kenaikan pangkat istimewa, Kesempatan prioritas untuk pengembangan kompetensi, Kesempatan menghadiri acara resmi atau acara kenegaraan ','Mekanisme pemberian penghargaan dijalankan secara tepat sesuai dengan peraturan yang berlaku ','5|Penghargaan diberikan kepada pegawai yang berprestasi atau berkinerja tinggi untuk memotivasi ybs maupun pegawai yang lain dengan mekanisme pemberian yang jelas dan objektif selain penghargaan yang bersifat rutin\n4|Penghargaan diberikan kepada pegawai yang dianggap berprestasi atau berkinerja tinggi dengan pertimbangan atasan atau unit pengelola SDM untuk memotivasi ybs maupun pegawai yang lain  selain penghargaan yang bersifat rutin\n3|Mekanisme pemberian penghargaan sudah ada dan sudah diterapkan namun penghargaan yang diberikan kepada pegawai kurang mampu memotivasi pegawai untuk berperilaku dan berkinerja ke arah yang positif\n2|Mekanisme pemberian penghargaan sudah ada, namun tidak ada kejelasan mengenai alasan seorang pegawai mendapat penghargaan (unsur like and dislike) \n1|Pegawai tidak mendapatkan penghargaan sesuai dengan kinerjanya atau bahkan penghargaan rutin yang seharusnya diterimanya ','ADMINISTRASI PERSONEL'),(806,10,'SipmasQuestion',35,'Jaminan Kesehatan selama proses kerja ','Jaminan Kesehatan selama proses kerja ','Fasilitas jaminan kesehatan ditempat kerja (contoh : klinik, General check Up untuk JPT, program K3) ','Selama ditempat kerja pegawai mendapat fasilitas yang menjamin kesehatan dan keselamatan kerjanya ','5|Terdapat fasilitas lengkap yang menjamin kesehatan dan keselamatan kerja pegawai selama berada di tempat kerja.\n4|Fasilitas kesehatan dan keselamatan kerja pegawai ada dan sesuai standar namun masih minim \n3|Fasilitas kesehatan dan keselamatan kerja pegawai ada namun belum cukup lengkap/ memenuhi standar minimal\n2|Fasilitas kesehatan dan keselamatan kerja pegawai hanya dapat digunakan pegawai dengan pangkat dan golongan tertentu. \n1|Tidak terdapat fasilitas yang menjamin kesehatan dan keselamatan kerja pegawai selama bekerja di tempat kerja.','ADMINISTRASI PERSONEL'),(807,10,'SipmasQuestion',36,'Jaminan Kesehatan selama proses kerja ','Asuransi Kesehatan','Asuransi Kesehatan untuk pegawai ','mekanisme askes untuk pegawai yang layak','5|Unit pengelola SDM secara proaktif mengurus asuransi kesehatan untuk pegawai sehingga pegawai menerima haknya dengan sesuai serta membantu menyelesaikan permasalahan jika perlukan \n4|Unit pengelola SDM secara proaktif mengurus asuransi kesehatan untuk pegawai sehingga pegawai menerima haknya dengan sesuai namun jika ada permasalahan/ hambatan diluar mekanisme rutin harus diurus pegawai sendiri \n3|Pegawai yang bersikap proaktif mengurus auransi kesehatan, unit pengelola SDM hanya membantu jika diminta \n2|Pegawai yang mengurus asuransi kesehatan sendiri\n1|pegawai tidak mendapatkan haknya untuk mendapat asuransi kesehatan ','ADMINISTRASI PERSONEL'),(808,10,'SipmasQuestion',37,'Pensiun ','Tata cara pemberian penghargaan kepada pegawai ','Pemberhentian PNS \n','Mekanisme pemberian pensiun dijalankan secara tepat sesuai dengan peraturan yang berlaku ','5|Unit pengelola SDM secara proaktif menjalankan mekanisme pemberian pensiun dijalankan secara tepat sesuai dengan peraturan yang berlaku \n4|Unit pengelola SDM melakukan mekanisme pemberian pensiun jika diminta oleh pegawai \n3|Sudah ada mekanisme / peraturan yang mengatur pemberian pensiun kepada pegawai, namun belum dijalankan secara tepat sesuai dengan peraturan yang berlaku \n2|Pegawai mengurus pensiunnya sendiri tanpa bantuan dari unit pengelola SDM \n1|Tidak terdapat mekanisme/ peraturan yang mengatur pemberian pensiun kepada pegawai.  ','ADMINISTRASI PERSONEL'),(809,10,'SipmasQuestion',38,'Fasilitas Untuk Pegawai ','Tata cara pemberian fasilitas kepada pegawai ','Fasilitas yang menjadi hak pegawai diterima pegawai ( mobil dinas, rumah dinas, dll)','Hanya pegawai yang berhak yang dapat menggunakan fasilitas ','5|Pemberian fasilitas seperti (mobil dinas, rumah dinas, dll) sudah diberikan kepada pegawai yang memang mendapatkan hak untuk menggunakan fasilitas tersebut\n4|Hanya sebagian pegawai yang mendapatkan fasilitas sesuai dengan haknya, masih ada sebagian lagi yang belum \n3|Fasilitas baru diberikan jika pegawai meminta.\n2| Fasilitas ada namun pembagiannya masih ada yang tidak tepat sehingga bisa diberikan kepada pegawai lain yang tidak berhak. \n1|fasilitas sudah ada seperti (mobil dinas, rumah dinas, dll), namun digunakan bukan untuk kepentingan organisasi atau justru untuk kepentingan perseorangan/ pribadi ','ADMINISTRASI PERSONEL'),(810,10,'SipmasQuestion',39,'Fasilitas Untuk Pegawai ','Pemeliharaan Fasilitas Untuk Pegawai ','Proses pemeliharaan secara berkala','Seluruh fasilitas untuk pegawai terpelihara dan terdata ','5|Seluruh fasilitas untuk pegawai terpelihara secara berkala dan terdata \n4|Fasilitas pegawai dikelola secara periodik dan teratur namun belum dilakukan upaya pengembangan \n3|Fasilitas pegawai dikelola namun tidak secara periodik dan teratur \n2|Fasilitas pegawai hanya diperbaiki ketika terjadi kerusakan \n1|Tidak ada pemeliharaan secara berkala dan terdatanya fasilitas pegawai ','ADMINISTRASI PERSONEL'),(812,10,'SipmasQuestion',40,'Perencanaan Pengadaan ','Merencanakan kebutuhan SDM sesuai dengan analisa kebutuhan organisasi (penyusunan formasi)','Tersusun Perencanaan Kebutuhan SDM selama 5 tahun yang akan datang ','Kesesuaian Perencanaan kebutuhan SDM dengan analisa kebutuhan organisasi (berdasarkan intensi strategis organisasi) ','5|Perencanaan analisa  kebutuhan organisasi sesuai dengan perencanaan kebutuhan SDM selama 5 tahun yang akan datang\n4|Ada perencanaan kebutuhan SDM untuk jangka menengah\n3|Ada perencanaan kebutuhan SDM untuk jangka pendek\n2|Sudah ada perencaan kebutuhan SDM namun belum diterapkan dan tidak sesuai dengan analisa kebutuhan organisasi  \n1|Tidak ada perencanaan kebutuhan SDM ','REKRUTMEN DAN SELEKSI'),(813,10,'SipmasQuestion',41,'Pengadaan','Perencanaan Kegiatan Rekrutmen, seleksi dan penerimaan ','Tersusun Kerangka Acuan Kerja atau perencanaan kegiatan rekrutmen, seleksi dan penerimaan','Perencanaan kegiatan rekrutmen, seleksi dan penerimaan yang jelas dan detail, ditunjukkan dengan adanya : tujuan dan target perkegiatan, jadwal pelaksanaan kegiatan, RAB, penetapan PIC, penunjukan konsultan/ pihak eksternal yang akan membantu kegiatan, tempat pelaksanaan kegiatan, bentuk kegiatan yang akan dijalankan pada setiap tahapan. ','5|Terdapat kerangka acuan kerja kegiatan rekrutmen, seleksi dan penerimaan yang jelas dan detil sesuai dengan tujuan, target, jadwal dan pelaksanaan kegiataan yang akan dilaksanakan pada setiap tahapan.\n4|Tersusun kerangka acuan kerja j untuk  kegiatan rekrutmen, seleksi dan penerimaan yang cukup jelas namun tidak semua hal dijelaskan secara detail\n3|Tersusun kerangka acuan kerja  untuk kegiatan rekrutmen, seleksi dan penerimaan namun hanya garis besar saja tidak secara detail \n2|Tersusun kerangka acuan kerja untuk kegiatan rekrutmen, seleksi dan penerimaan namun tidak diterapkan\n1|Tidak ada perencanaan untuk kegiatan rekrutmen, seleksi dan penerimaan ','REKRUTMEN DAN SELEKSI'),(814,10,'SipmasQuestion',42,'Pengadaan','Mengkomunikasikan lowongan PNS kepada kandidat ','Pengumuman lowongan PNS secara terbuka','Pengumuman dilakukan secara terbuka melalui beberapa media  sehingga dapat diakses oleh banyak pihak. ','5|Pengumuman dilakukan secara terbuka melalui media berskala nasional dan juga website dll (lebih dari 1 media yang digunakan) sehingga dapat diakses banyak pihak \n4|Pengumuman dilakukan secara terbuka melalui media berskala nasional atau website maupun media lain yang berskala nasional namun hanya satu media saja \n3|Pengumuman dilakukan secara terbuka melalui media berskala regional dan  website maupun media lain yang berskala regional \n2|Pengumuman dilakukan secara terbuka melalui media berskala regional atau website maupun media lain yang berskala regional l namun hanya satu media saja \n1|Pengumuman dilakukan secara tertutup, hanya dilingkungan internal organisasi ','REKRUTMEN DAN SELEKSI'),(815,10,'SipmasQuestion',43,'Pengadaan','Mengkomunikasikan lowongan PNS kepada kandidat ','Pengumuman lowongan PNS secara terbuka','Pengumuman lowongan pegawai harus jelas dan mudah dipahami (menyediakan informasi mengenai job spec dan jumlah lowongan yang dibutuhkan. ','5|Terdapat pengumuman mengenai  lowongan PNS  yang memuat info secara jelas dan mudah dipahami (memuat informasi mengenai job specification, jumlah lowongan, penempatan serta pengumuman penerimaan)\n4|Terdapat pengumuman mengenai  lowongan PNS  yang memuat info secara jelas dan mudah dipahami (memuat informasi mengenai  jumlah lowongan yang dibutuhkan serta pengumuman penerimaan)\n3|Terdapat pengumuman mengenai  lowongan PNS  yang memuat info secara jelas mengenai kebutuhan SDM tanpa disertai jumlah lowongan maupun penempatan\n2|Ada pengumuman mengenai lowongan PNS namun tidak memberikan penjelasan yang memadai hanya terbatas alamat pengiriman CV \n1|Tidak ada pengumuman mengenai lowongan PNS ','REKRUTMEN DAN SELEKSI'),(816,10,'SipmasQuestion',44,'Pengadaan','Mengkomunikasikan lowongan PNS kepada kandidat ','Pengumuman lowongan PNS secara terbuka','Pengumuman penerimaan pegawai dilakukan dengan jangka waktu paling lambat 15 hari sebelum tanggal penerimaan. ','5|Pengumuman pegawai dapat dilakukan melalui kegiatan sosialisasi/ diseminasi rutin selain sebelum tanggal penerimaan dilakukaan \n4|Pengumuman penerimaan pegawai dilakukan dengan jangka waktu paling lambat 15 hari sebelum tanggal penerimaan. \n3|Pengumuman penerimaan pehawai dilakukan dalam jangka waktu antara 7 - 14 hari sebelum tanggal penerimaan \n2|Pengumuman penerimaan pegawai dilakukan < 7 hari sebelum tanggal penerimaan \n1|Tidak dilakukan pengumuman penerimaan pegawai ','REKRUTMEN DAN SELEKSI'),(817,10,'SipmasQuestion',45,'Pengadaan','Menerima, mengumpulkan dan melakukan sortir lamaran ','Berkas lamaran yang memenuhi syarat dapat  didata untuk mengikuti proses selanjutnya','Setiap Warga Negara Indonesia yang memenuhi syarat dapat mengikuti Pengadaan dan Seleksi CPNS tanpa membedakan jenis kelamin, suku, agama, ras, golongan atau daerah','5|Seluruh berkas lamaran yang sudah disortir dan memenuhi syarat untuk dapat diproses ke tahapan selanjutnya\n4|Sebagian besar berkas lamaran yang sudah disortir dan memenuhi syarat untuk dapat diproses ke tahapan selanjutnya\n3|Sebagian berkas lamaran yang sudah disortir dan memenuhi syarat untuk dapat diproses ke tahapan selanjutnya\n2|Lamaran yang masuk diterima dan dikumpulkan namun tidak dilakukan sortir atau pendataan, namun langsung dipanggil untuk tahap selanjutnya\n1|Pelamar yang memenuhi syarat tidak dapat mengikuti tahap seleksi selanjutnya tanpa alasan yang jelas ','REKRUTMEN DAN SELEKSI'),(818,10,'SipmasQuestion',46,'Pengadaan','Melakukan seleksi melalui tahapan-tahapan tes yang telah ditentukan ','Terlaksananya 3 tahap seleksi  yaitu seleksi administrasi, kompetensi dasar dan kompetensi bidang sehingga diperoleh CPNS sesuai kualifikasi','Proses seleksi dilakukan secara terbuka, transparan, akuntabel, netral dan sistematis','5|Terselenggaranya proses seleksi yang sesuai dengan tahapan-tahapan yang sudah ditentukan serta dilakukan secara terbuka, transparan, akuntabel, netral dan sistematis\n4|Proses seleksi dilakukan secara terbuka, transparan dan sistematis namun masih kurang akuntabel dan netral.\n3|Proses seleksi dilakukan secara terbuka namun kurang sistematis, transparan, akuntabel dan netral. \n2|Proses seleksi dilakukan secara terbuka, sistematis, transparan, akuntabel dan netral hanya pada tahap awal tahap selanjutnya semua proses keputusan dan pemilihan dilakukan secara tertutup, tidak transparan maupun kurang netral.\n1|Proses seleksi tidak dilakukan secara terbuka, transparan, akuntabel, netral dan sistematis','REKRUTMEN DAN SELEKSI'),(819,10,'SipmasQuestion',47,'Pengadaan','Melakukan seleksi melalui tahapan-tahapan tes yang telah ditentukan ','Terlaksananya 3 tahap seleksi  yaitu seleksi administrasi, kompetensi dasar dan kompetensi bidang sehingga diperoleh CPNS sesuai kualifikasi','Seluruh panitia seleksi harus memiliki kemampuan dibidangnya serta memiliki integritas yang tinggi ','5|Seluruh panitia seleksi memiliki kemampuan yang memadai di bidang seleksi serta memiliki integritas yang tinggi\n4|Seluruh panitia seleksi memiliki integritas yang tinggi namun kemampuannya belum cukup terbukti ( pengalaman kurang)\n3|Seluruh panitia seleksi memiliki kemampuan yang memadai untuk melakukan seleksi namun integritasnya belum terbukti \n2|Seluruh panitia seleksi memiliki kemampuan yang terbatas di bidang seleksi dan integritasnya belum terbukti\n1|Seluruh panitia seleksi belum memiliki kemampuan yang memadai di bidang seleksi dan tidak memiliki integritas ','REKRUTMEN DAN SELEKSI'),(820,10,'SipmasQuestion',48,'Pengadaan','Melakukan seleksi melalui tahapan-tahapan tes yang telah ditentukan ','Terlaksananya 3 tahap seleksi  yaitu seleksi administrasi, kompetensi dasar dan kompetensi bidang sehingga diperoleh CPNS sesuai kualifikasi','Jika melibatkan pihak ketiga, maka harus dipilih dengan kriteria yang jelas (independen, kredibel dan berintegritas) sehingga hasilnya dapat sesuai dengan persyaratan ','5|Pihak ketiga yang dilibatkan dalam proses seleksi memenuhi seluruh kriteria yang jelas yaitu independen, kredibel dan memiliki integritas.\n4|Pihak ketiga yang dilibatkan dalam proses seleksi memenuhi sebagian besar dari persyaratan yang ditetapkan (independen dan kredibel)\n3|Pihak ketiga yang dilibatkan dalam proses seleksi sudah memenuhi beberapa persyaratan yang ditetapkan (independen)\n2|Pihak ketiga yang dilibatkan dalam proses seleksi belum sepenuhnya memenuhi seluruh persyaratan yang ditetapkan \n1|Pihak ketiga yang dilibatkan dalam proses seleksi tidak memenuhi kriteria yang dipersyaratkan','REKRUTMEN DAN SELEKSI'),(821,10,'SipmasQuestion',49,'Pengadaan','Pemberitahuan penerimaan kerja serta pemanggilan calon pegawai ','Pemberitahuan penerimaan CPNS secara terbuka','Pengumuman dilakukan secara terbuka melalui beberapa media  sehingga dapat diakses oleh banyak pihak secara nasional (media nasional, website) dan juga dilakukan secara personal kepada peserta seleksi ','5|Pengumuman penerimaan CPNS dilakukan secara terbuka melalui berbagai media yang dapat diakses oleh banyak pihak dan dilakukan secara personal kepada peserta seleksi\n\n4|Pengumuman penerimaan CPNS melalui berbagai media dalam skala regional/ daerah dan website organisasi\n\n3|Pengumuman penerimaan CPNS dilakukanmelalui satu jenis media berskala regional atau website organisasi\n\n2|Pengumuman penerimaan CPNS tidak melibatkan berbagai media hanya di tempel di dalam kantor \n \n\n1|Pengumuman tidak dilakukan, calon pelamar yang harus proaktif bertanya \n','REKRUTMEN DAN SELEKSI'),(822,10,'SipmasQuestion',50,'Pengadaan','Pemberitahuan penerimaan kerja serta pemanggilan calon pegawai ','Pemberitahuan penerimaan CPNS secara terbuka','Pengumuman penerimaan dilakukan minimal 15 hari sebelum masa daftar ulang.','5|Pengumuman penerimaan dilakukan minimal 15 hari sebelum masa daftar ulang serta memuat informasi yang jelas dan akurat\n4|Pengumuman penerimaan dilakukan minimal 15 hari sebelum masa ulang namun belum memuat informasi yang jelas dan akurat\n3|Pengumuman penerimaan waktunya < 15 hari sebelum masa daftar ulang\n2|Pengumuman penerimaan waktunya sangat dekat dengan masa daftar ulang <5 hari\n1|Pengumuman penerimaan tidak dilakukan minimal 15 hari sebelum masa daftar ulang','REKRUTMEN DAN SELEKSI'),(823,10,'SipmasQuestion',51,'Pengadaan','Melakukan checking terhadap kelengkapan seluruh dokumen yang menjadi persyaratan penerimaan dan penempatan','Seluruh berkas kelengkapan penerimaan pegawai telah dicek','Pengecekan berkas harus disertai dengan berkas aslinya ','5|Melakukan checking terhadap kelengkapan seluruh dokumen yang menjadi persyaratan penerimaan dan penempatan yang disertai dengan berkas aslinya\n4|Melakukan penerimaan dan pengumpulan berkas melalui  proses pengecekan namun tidak seluruhnya menyertakan berkas asli\n3|Melakukan penerimaan dan pengumpulan berkas melalui  proses pengecekan seluruh berkas yang terkumpul\n2|Tidak seluruhnya berkas pegawai dicek( hanya dilakukan secara sekilas atau random saja)\n1|Tidak ada proses pengecekan kelengkapan dokumen  berkas penerimaan pegawai','REKRUTMEN DAN SELEKSI'),(824,10,'SipmasQuestion',52,'Pengadaan','Melakukan checking terhadap kelengkapan seluruh dokumen yang menjadi persyaratan penerimaan dan penempatan','Seluruh berkas kelengkapan penerimaan pegawai telah dicek','Tidak ada persyaratan yang boleh dilewatkan atau mendapatkan pengecualian ','5|Saat pengumpulan berkas  penerimaan  seluruh berkas dicek dan kemudian diverifikasi ulang sehingga semuanya lengkap tanpa ada pengecualian \n4|Saat pengumpulan berkas  penerimaan  seluruh berkas dicek  sehingga semuanya lengkap tanpa ada pengecualian \n3|Saat pengumpulan berkas ada persyaratan yang boleh dilewatkan atau  mendapatkan pengecualian dan berlaku untuk seluruh calon pegawai sejauh bukan syarat yang dianggap penting (misalnya : belum ada ijazah hanya surat keterangan lulus)\n2|Saat pengumpulan berkas ada persyaratan yang boleh dilewatkan atau  mendapatkan pengecualian pada peserta-peserta tertentu (tanpa ketentuan yang dapat dipertanggungjawabkan)\n1|Berkas kelengkapan dokumen penerimaan tidak dicek atau diperiksa kelengkapannya','REKRUTMEN DAN SELEKSI'),(825,10,'SipmasQuestion',53,'Pengadaan','Penempatan CPNS pada unit kerja','CPNS ditempatkan sesuai dengan perencanaan sebelumnya ( sesuai kebutuhan organisasi) ','Kesesuaian analisa kebutuhan pegawai pada saat proses perencanaan formasi pegawai dengan penempatannya.','5|Analisa kebutuhan pegawai pada saat proses perencanaan formasi pegawai sangat sesuai dengan penempatan CPNS pada unit kerja\n4|Analisa kebutuhan pegawai pada saat proses perencanaan formasi pegawai sesuai dengan penempatan CPNS pada unit kerja\n3|Analisa kebutuhan pegawai pada saat proses perencanaan formasi pegawai cukup sesuai dengan penempatan CPNS pada unit kerja\n2|Analisa kebutuhan pegawai pada saat proses perencanaan formasi pegawai kurang sesuai dengan penempatan CPNS pada unit kerja\n1|Analisa kebutuhan pegawai pada saat proses perencanaan formasi pegawai tidak sesuai dengan penempatan CPNS pada unit kerja','REKRUTMEN DAN SELEKSI'),(826,10,'SipmasQuestion',54,'Pengadaan','Penempatan CPNS pada unit kerja','CPNS ditempatkan sesuai dengan perencanaan sebelumnya ( sesuai kebutuhan organisasi) ','Kesesuaian antara persyaratan jabatan dan kompetensi sehingga dapat mendorong pengembangan dan aktualisasi pegawai secara personal.  ','5|Persyaratan jabatan sangat sesuai dengan kompetensi yang dapat mendorong pengembangan dan aktualisasi pegawai secara personal\n4|Persyaratan jabatan sesuai dengan kompetensi yang dapat mendorong pengembangan dan aktualisasi pegawai secara personal\n3|Persyaratan jabatan cukup sesuai dengan kompetensi yang dapat mendorong pengembangan dan aktualisasi pegawai secara personal\n2|Persyaratan jabatan kurang sesuai dengan kompetensi yang dapat mendorong pengembangan dan aktualisasi pegawai secara personal\n1|Persyaratan jabatan tidak sesuai dengan kompetensi yang dapat mendorong pengembangan dan aktualisasi pegawai secara personal','REKRUTMEN DAN SELEKSI'),(827,10,'SipmasQuestion',55,'Pengadaan','Monitoring dan evaluasi CPNS selama masa percobaan ','Hasil penilaian mengenai kinerja CPNS pada masa percobaan ','Unit Pengelola SDM harus menjamin bahwa CPNS yang lolos masa percobaan mendapatkan rekomendasi dari atasan','5|CPNS yang lolos masa percobaan mendapatkan rekomendasi penuh dari atasan\n4|CPNS yang lolos masa percobaan mendapatkan rekomendasi dari atasan namun belum keluar bukti kongkritnya\n3|CPNS yang lolos masa percobaan tidak mendapatkan rekomendasi dari atasan\n2|CPNS yang lolos masa percobaan harus mengusahakan sendiri rekomendasi dari atasan\n1|Tidak diberlakukan adanya rekomendasi dari atasan untuk CPNS yang lolos masa percobaan','REKRUTMEN DAN SELEKSI'),(828,10,'SipmasQuestion',56,'Pengadaan','Monitoring dan evaluasi CPNS selama masa percobaan ','Hasil penilaian mengenai kinerja CPNS pada masa percobaan ','CPNS yang lolos masa percobaan telah lulus diklat prajabatan dengan nilai yang baik. ','5|\nCPNS yang lolos masa percobaan dan telah lulus diklat prajabatan memiliki nilai yang sangat baik\n4|CPNS yang lolos masa percobaan dan telah lulus diklat prajabatan memiliki nilai yang baik\n3|CPNS yang lolos masa percobaan dan telah lulus diklat prajabatan memiliki nilai yang cukup baik\n2|CPNS yang lolos masa percobaan dan telah lulus diklat prajabatan memiliki nilai yang kurang baik\n1|CPNS yang lolos masa percobaan dan telah lulus diklat prajabatan memiliki nilai yang tidak baik','REKRUTMEN DAN SELEKSI'),(829,10,'SipmasQuestion',57,'Pengadaan','Monitoring dan evaluasi CPNS selama masa percobaan ','Hasil penilaian mengenai kinerja CPNS pada masa percobaan ','Diklat prajabatan diikuti selambat-lambatnya 2 tahun semenjak menjadi CPNS ','5|Diklat prajabatan diikuti <1 tahun semenjak menjadi CPNS\n4|Diklat prajabatan diikuti antara tahun pertama dan tahun kedua semenjak menjadi CPNS\n3|Diklat prajabatan diikuti tepat 2 tahun semenjak menjadi CPNS\n2|Diklat prajabatan diikuti >2 tahun semenjak menjadi CPNS\n1|CPNS tidak mengikuti diklat prajabatan ','REKRUTMEN DAN SELEKSI'),(830,10,'SipmasQuestion',58,'Pengadaan','Monitoring dan evaluasi CPNS selama masa percobaan ','Hasil penilaian mengenai kinerja CPNS pada masa percobaan ','CPNS diangkat menjadi PNS sudah melakukan sumpah jabatan ','5|CPNS diangkat menjadi PNS sudah melakukan sumpah jabatan segera setelah diangkat menjadi PNS\n4|CPNS diangkat menjadi PNS sudah melakukan sumpah jabatan setelah 6 bulan diangkat menjadi PNS\n3|CPNS diangkat menjadi PNS sudah melakukan sumpah jabatan setelah 1 tahun diangkat menjadi PNS\n2|CPNS diangkat menjadi PNS belum melakukan sumpah jabatan \n1|CPNS diangkat menjadi PNS tanpa melakukan sumpah jabatan ','REKRUTMEN DAN SELEKSI'),(831,10,'SipmasQuestion',59,'Pengadaan','Melakukan pengangkatan PNS bagi CPNS yang telah lulus menjalani masa orientasi dan menyelesaikan hubungan kerja bagi CPNS yang tidak lulus masa orientasi ','SK PNS','Melakukan pengangkatan PNS bagi CPNS yang telah lulus menjalani masa orientasi dan menyelesaikan hubungan kerja bagi CPNS yang tidak lulus masa orientasi ','5|Pengangkatan CPNS yang telah lulus masa orientasi disertai kelengkapan seluruh proses administrasi dan dilakukan segera setelah masa percobaan\n4|Pengangkatan CPNS yang telah lulus masa orientasi  disertai kelengkapan seluruh proses administrasi namun belum dilakukan  segera setelah masa percobaan\n3|Pengangkatan CPNS yang telah lulus masa orientasi dilakukan meskipun belum disertai kelengkapan administrasi \n2|Pengangkatan CPNS yang telah lulus masa orientasi dilakukan, namun usaha aktif dilakukan oleh CPNS yang bersangkutan\n1|Tidak ada kejelasan untuk pengangkatan dan penyelesaian hubungan kerja bagi CPNS yang sudah mengikuti masa orientasi ','REKRUTMEN DAN SELEKSI'),(833,10,'SipmasQuestion',60,'Perumusan sasaran Kinerja ','Perumusan sasaran kinerja Organisasi ','Sasaran Kinerja Organisasi','Sasaran kinerja organisasi mengacu pada intensi strategis organisasi ','5|Sasaran kinerja organisasi yang ditetapkan sangat sesuai dengan intensi strategis organisasi ( 80 % - 100% intensi strategis diterjemahkan dalam sasaran kinerja organisasi)\n4|Sasaran kinerja organisasi yang ditetapkan sesuai dengan intensi strategis organisasi (50 % - 80% intensi strategis diterjemahkan dalam sasaran kinerja organisasi)\n3|Sasaran kinerja organisasi yang ditetapkan belum seluruhnya sesuai dengan intensi strategis organisasi (30%- 50%  intensi strategis diterjemahkan dalam sasaran kinerja organisasi)\n2|Sasaran Kinerja organisasi yang ditetapkan tidak sejalan dengan intensi strategis organisasi (hanya sekitar 1-30% intensi strategis yang diterjemahkan dalam sasaran kinerja organisasi)\n1|Organisasi tidak/ belum menetapkan sasaran kinerja organisasi ','MANAJEMEN KINERJA'),(834,10,'SipmasQuestion',61,'Perumusan sasaran Kinerja ','Perumusan sasaran kinerja Organisasi ','Sasaran Kinerja Organisasi','Sasaran kinerja organisasi harus realistis dan terukur ','5|Sasaran kinerja organisasi sistematis, jelas, disajikan dengan bahasa yang mudah dipahami, terukur (ada target yang bersifat  kuantitatif dan kualitatif)\n4|Sasaran kinerja organisasi sistematis, jelas dengan bahasa yang mudah dipahami,   terukur secara kuantitatif saja\n3|Sasaran kinerja organisasi kurang sistematis dalam penyajian dan sudah ada target kuantitatif \n2|Sasaran kinerja organisasi kurang sistematis dalam penyajian, bahasa kurang tepat sehingga dapat menimbulkan intepretasi yang ambigu dan ada target yang bersifat   kualitatif \n1|Sasaran kinerja organisasi tidak jelas, bahasa tidak mudah dipahami,  tidak ada target atau ukurannya ','MANAJEMEN KINERJA'),(835,10,'SipmasQuestion',62,'Perumusan sasaran Kinerja ','Perumusan sasaran Kinerja Unit Kerja ','Sasaran Kinerja Unit Kerja ','Sasaran kinerja unit kerja dijabarkan dari target organisasi  ','5|Sasaran kinerja unit kerja merupakan penjabaran dari sasaran kinerja organisasi  secara tepat dan terbagi habis (100% sasaran kinerja organisasi diterjemahkan dalam sasaran kinerja unit kerja, tidak ada overlapping atau whitespace antar unit kerja )\n4|Sasaran kinerja unit kerja merupakan penjabaran dari  50 - 95 % sasaran kinerja organisasi  ( terdapat sedikit whitespace atau overlapping pekerjaan  antar unit kerja )\n3|Sasaran kinerja unit kerja merupakan penjabaran dari  30-50 % sasaran kinerja organisasi  ( terdapat cukup banyak whitespace atau overlapping pekerjaan  antar unit kerja )\n2|Sasaran kinerja unit kerja disusun secara terpisah tanpa mengacu pada sasaran kinerja organisasi\n1|Unit kerja tidak/ belum menetapkan sasaran kinerja unit kerja ','MANAJEMEN KINERJA'),(836,10,'SipmasQuestion',63,'Perumusan sasaran Kinerja ','Perumusan sasaran Kinerja Unit Kerja ','Sasaran Kinerja Unit Kerja ','Sasaran kinerja unit kerja harus realistis dan terukur ','5|Sasaran kinerja unit kerja sistematis, jelas, disajikan dengan bahasa yang mudah dipahami, terukur (ada target yang bersifat  kuantitatif dan kualitatif)\n4|Sasaran kinerja unit kerja sistematis, jelas dengan bahasa yang mudah dipahami,   terukur secara kuantitatif saja\n3|Sasaran kinerja unit kerja kurang sistematis dalam penyajian dan sudah ada target kuantitatif \n2|Sasaran kinerja unit kerja kurang sistematis dalam penyajian, bahasa kurang tepat sehingga dapat menimbulkan intepretasi yang ambigu dan ada target yang bersifat   kualitatif \n1|Sasaran kinerja unit kerja  tidak jelas, bahasa tidak mudah dipahami,  tidak ada target atau ukurannya ','MANAJEMEN KINERJA'),(837,10,'SipmasQuestion',64,'Perumusan sasaran Kinerja ','Perumusan sasaran Kinerja Individu ','Sasaran Kinerja Individu ','Sasaran kinerja individu dijabarkan dari target unit kerja','5|Sasaran kinerja individu merupakan penjabaran dari sasaran kinerja unit kerja secara tepat dan terbagi habis (100% sasaran kinerja organisasi diterjemahkan dalam sasaran kinerja individu, tidak ada overlapping atau whitespace antar unit kerja )\n4|Sasaran kinerja individu merupakan penjabaran dari  50 - 95 % sasaran kinerja unit kerja ( terdapat sedikit whitespace atau overlapping pekerjaan  antar individu )\n3|Sasaran kinerja individu merupakan penjabaran dari  30-50 % sasaran kinerja unit kerja ( terdapat cukup banyak whitespace atau overlapping pekerjaan  antar individu )\n2|Sasaran kinerja individu disusun secara individual tanpa mengacu pada sasaran kinerja unit kerja \n1|Individu tidak/ belum menetapkan sasaran kinerja individu','MANAJEMEN KINERJA'),(838,10,'SipmasQuestion',65,'Perumusan sasaran Kinerja ','Perumusan sasaran Kinerja Individu ','Sasaran Kinerja Individu ','Sasaran kinerja individu harus realistis dan terukur, \"menantang bagi pegawai\", mencakup aktivitas pengembangan individual, mempertimbangkan kompetensi individu, mempertimbangkan capaian kinerja tahun sebelumnya ','5|Sasaran kinerjaindividu sistematis, jelas, disajikan dengan bahasa yang mudah dipahami, terukur (ada target yang bersifat  kuantitatif dan kualitatif)\n4|Sasaran kinerja individu  sistematis, jelas dengan bahasa yang mudah dipahami,   terukur secara kuantitatif saja\n3|Sasaran kinerja individu  kurang sistematis dalam penyajian dan sudah ada target kuantitatif \n2|Sasaran kinerja individu kurang sistematis dalam penyajian, bahasa kurang tepat sehingga dapat menimbulkan intepretasi yang ambigu dan ada target yang bersifat   kualitatif \n1|Sasaran kinerja individu  tidak jelas, bahasa tidak mudah dipahami,  tidak ada target atau ukurannya ','MANAJEMEN KINERJA'),(839,10,'SipmasQuestion',66,'Perumusan sasaran Kinerja ','Penyusunan dan penandatanganan kontrak kinerja individu ','Kontrak Kinerja ','Sebelum dilakukan penandatangan kontrak harus terdapat kesamaan pemahaman antara atasan dan bawahan termasuk standar penilaian kinerja ','5|Selalu dilakukan proses diskusi 2 arah antara atasan dan bawahan sehingga terdapat kesepakatan seluruh hal yang tertuang dalam kontak kinerja \n4|Dilakukan proses pertemuan antara atasan dan bawahan sebelum penandatanganan kontrak kinerja, namun prosesnya lebih pada pengarahan dari atasan bukan diskusi \n3|Kontrak kinerja ditandatangani oleh atasan dan bawahan namun tidak melalui proses diskusi \n2|Atasan dan bawahan tidak pernah bertemu dalam penyusunan kontrak kinerja (kontrak kinerja bersifat personal untuk pegawai yang bersangkutan \n1|Tidak ada penyusunan kontrak kinerja ','MANAJEMEN KINERJA'),(840,10,'SipmasQuestion',67,'Kontrak Kerja','Penyusunan dan penandatanganan kontrak kinerja individu ','Kontrak Kinerja ','Dalam kontrak kinerja kesepakatan ditandatangani sampai atasan 2 tingkat diatasnya ','5|Kontrak kinerja berhubungan sampai 2 level diatasnya, disepakati dan ditandatangani sampai atasan 2 tingkat diatasnya \n4|Kontrak kinerja berhubungan sampai 2 level diatasnya, namun disepakati dan ditandatangani hanya sampai atasan 1 level diatasnya. \n3|Kontak kinerja hanya berhubungan dengan unit kerja satu level diatasnya sehingga hanya disepakati dan ditandatangani antara bawahan dan atasan satu tingkat diatasnya \n2|Kontrak kinerja bersifat individual \n1|Unit kerja tidak/ belum menyusun kontrak kinerja ','MANAJEMEN KINERJA'),(841,10,'SipmasQuestion',68,'Kontrak Kerja','Melakukan coaching dan review terhadap kinerja individu sebelum periode penilaian ','Umpan balik ( feedback dari atasan ) ','feedback harus diberikan secara berkala minimal 3 x sebelum periode penilaian ','5|Proses coaching dilakukan setiap saat setiap jika diperlukanselain  proses coaching berkala\n4|Proses coaching berkala selalu dilakukan (3X)\n3|Proses coaching berkala dilakukan namun tidak selalu ( kurang dari 3X)\n2|Proses coaching dilakukan hanya jika terjadi masalah \n1|Atasan tidak pernah melakukan proses coaching','MANAJEMEN KINERJA'),(842,10,'SipmasQuestion',69,'Review Kinerja Individu ','Melakukan coaching dan review terhadap kinerja individu sebelum periode penilaian ','Umpan balik ( feedback dari atasan ) ','Setiap atasan harus memiliki kemampuan untuk melakukan coaching ( pernah mengikuti coaching training) ','5|Seluruh atasan dalam organisasi memiliki kemampuan untuk melakukan coaching\n4|Sebagian besar  (80 - 50 %)atasan dalam organisasi memiliki kemampuan untuk melakukan coaching\n3|Sebagian atasan ( 50  - 30%)dalam organisasi memiliki kemampuan untuk melakukan coaching\n2|Hanya  sebagian kecil (< 30%) atasan memiliki kemampuan untuk melakukan coaching\n1|Seluruh atasan yang ada didalam organisasi tidak dibekali ketrampilan untuk melakukan coaching (tidak pernah mengikuti coaching training) dan belum memiliki kemampuan melakukan coaching','MANAJEMEN KINERJA'),(843,10,'SipmasQuestion',70,'Review Kinerja Individu ','Proses penilaian kinerja oleh penilai ','Form penilaian yang sudah diisi oleh penilai ','Pihak yang mendapat tugas untuk melakukan penilaian hatus menjunjung tinggi keobjektifan dalam melakukan penilaian','5|Hasil penilaian yang diberikan oleh penilai didasarkan pada bukti-bukti terkait dengan proses dan pencapaian kinerja (kontrak kinerja dengan capaian kinerjanya)\n4|Hasil penilaian yang diberikan oleh penilai didasarkan pada bukti-bukti terkait dengan pencapaian kinerja (kontrak kinerja dengan capaian kinerjanya) dan mengabaikan prosesnya \n3|Penilaian sudah melihat capaian kinerja untuk memberikan penilaian namun tidak melihat kontrak kinerja sebagai acuan \n2|Penilaian dilakukan lebih berdasarkan pertimbangan subjektif \n1|Penilaian dilakukan untuk formalitas (nilai rata-rata semua yang dinilai sama tanpa melihat capaian kinerja secara individual)','MANAJEMEN KINERJA'),(844,10,'SipmasQuestion',71,'Pelaksanaan Proses Penilaian Kinerja','Proses penilaian kinerja oleh penilai ','Form penilaian yang sudah diisi oleh penilai ','Penilain harus diberikan sesuai format yang ditetapkan dan tepat waktu untuk diberikan kepada Unit pengelola SDM ','5|Unit pengelola SDM melakukan sosialisasi tentang tatacara penilaian sehingga penilai sudah memahami format penilaian yang ditetapkan dan mengisi format seperti yang ditetapkan serta tidak ada keterlambatan pengiriman form penilaian kepada unit pengelola SDM \n4|Unit pengelola SDM melakukan sosialisasi tentang tatacara penilaian sehingga penilai sudah memahami format penilaian yang ditetapkan dan mengisi format seperti yang ditetapkan namun masih keterlambatan pengiriman form penilaian kepada unit pengelola SDM \n3|Unit pengelola SDM melakukan sosialisasi tentang tatacara penilaian namun sebagian mengalami kesulitan dalam melakukan penilaian sehingga ada keterlambatan pengiriman form penilaian kepada unit pengelola SDM \n2|Unit pengelola SDM melakukan sosialisasi tentang tatacara penilaian namun sebagian besar mengalami kesulitan dalam melakukan penilaian sehingga sebagian besar mengalami keterlambatan pengiriman form penilaian kepada unit pengelola SDM \n1|Penilai tidak pernah mendapat penjelasan dari unit SDM mengenai format penilaian sehingga tidak dapat mengisi secara tepat dan mengembalikan tepat waktu','MANAJEMEN KINERJA'),(845,10,'SipmasQuestion',72,'Pelaksanaan Proses Penilaian Kinerja','Rekapitulasi hasil penilaian kinerja ','Hasil rekapitulasi penilaian seluruh pegawai ','hasil rekapitulasi penilaian harus tepat dan akurat dan diselesaikan tepat waktu ','5|Unit pengelola SDM melakukan rekapitulasi dan validasi hasil penilaian sebelum waktu yang ditetapkan sehingga masih ada waktu untuk melakukan perbaikan jika dibutuhkan \n4|Unit pengelola SDM melakukan rekapitulasi dan validasi hasil penilaian sesuai waktu yang ditetapkan \n3|Unit pengelola SDM melakukan rekapitulasi penilaian tepat waktu namun keterlambatan validasi atau sebaliknya\n2|Unit pengelola SDM terlambat dalam membuat rekapitulasi penilaian dan tidak melakukan validasi \n1|Tidak dilakukan rekapitulasi hasil penilaian dan tidak dilakukan validasi ','MANAJEMEN KINERJA'),(846,10,'SipmasQuestion',73,'Feedback Hasil Penilaian Kinerja ','Penyerahan hasil penilaian kepada pegawai yang disertai coaching ','Umpan balik ( feedback dari atasan ) dan dokumen mengenai rencana tindak lanjut dari hasil coaching','Proses penyerahan hasil penilaian harus disertai coaching sehingga pegawai mengetahui  hasil penilaian kinerjanya secara jelas ','5|Proses penyerahan hasil penilaian disertai coaching sehingga pegawai mengetahui  hasil penilaian kinerjanya secara jelas serta dapat menetapkan rencana pengembangan kedepan\n4|Proses penyerahan hasil penilaian disertai coaching sehingga pegawai mengetahui  hasil penilaian kinerjanya secara jelas namun pegawai belum diajak untuk menetapkan rencana pengembangan kedepan\n3|Proses penyerahan hasil penilaian disertai penjelasan singkat yang bersifat searah sehingga pegawai mengetahui  hasil penilaian kinerjanya namun tidak mendapat kesempatan untuk mendiskusikan hasil penilaiannya\n2|Hasil penilaian pegawai diserahkan kepada pegawai namun tidak disertai pemberian umpan balik kepada pegawai\n1|Hasil penilaian tidak diserahkan kepada pegawai dan pegawai tidak mendapat umpan balik  sama sekali ','MANAJEMEN KINERJA'),(847,10,'SipmasQuestion',74,'Feedback Hasil Penilaian Kinerja ','Penyerahan hasil penilaian kepada pegawai yang disertai coaching ','Umpan balik ( feedback dari atasan ) dan dokumen mengenai rencana tindak lanjut dari hasil coaching','Coaching harus mendorong pegawai menghasilkan kinerja yang lebih baik kedepan ','5|Adanya kesepakatan lisan dan tertulis rencana perbaikan kinerja untuk tahun selanjutnya antara pegawai dan atasannya\n4|Adanya kesepakatan lisan yang tidak terdokumentasikan rencana perbaikan kinerja untuk tahun selanjutnya antara pegawai dan atasannya\n3|Rencana perbaikan kinerja untuk tahun selanjutnya diatur atau disusun atasan tanpa proses diskusi dengan bawahan\n2|Pegawai diminta menuliskan rencana perbaikannya sendiri tanpa ada proses coaching dengan atasan terlebih dahulu\n1|Tidak adanya proses coaching dalam penilaian kinerja sehingga hasil penilaian kinerja tidak ada tindak lanjutnya ','MANAJEMEN KINERJA'),(849,10,'SipmasQuestion',75,'Penetapan Alat ukur untuk assesment','Penetapan alat ukur ','Alat ukur kompetensi ','Alat ukur dapat berbeda antara satu level dengan level lainnya sesuai dengan requirement yang dibutuhkan sehingga ditetapkan yang paling efektif, efisien dan objektif dalam mengukur kompetensi','5|Alat ukur yang ditetapkan memiliki reliabilitas yang tinggi serta yang paling efektif dan efisien untuk mengukur kompetensi\n4|Alat ukur yang ditetapkan memiliki reliabilitas yang tinggi namun kurang efisien dan efektif dalam mengukur kompetensi (terlalu banyak, memakan waktu atau overlapping antar alat ukur \n3|Alat ukur memiliki reliabilitas yang cukup namun efektif dan efisien dalam penggunaanya \n2|Alat ukut kompetensi sebagian sudah cukup reliabel sebagian belum \n1|Alat ukur kompetensi yang tidak sesuai, tidak reliabel serta tidak efektif dan efisien','MANAJEMEN KOMPETENSI'),(850,10,'SipmasQuestion',76,'Pemetaan Potensi dan Kompetensi SDM ','Pemetaan potensi dan kompetensi ','Dilakukan pengukuran kompetensi teknis, managerial dan sosial kultur berdasarkan Metode kompetensi yang telah di desain sebelumnya.','Unit pengelola SDM menjamin proses pengukuran potensi dan kompetensi: dilakukan oleh pihak independen yang berpengalaman, netral dan memiliki integritas yang tinggi','5|Proses pemetaan kompetensi dilakukan oleh pihak independen sehingga memiliki netralitas yang diseleksi secara terbuka, dengan syarat memiliki pengalaman yang cukup memadai dalam melakukan assesmen serta memiliki integritas tinggi \n4|Proses pemetaan kompetensi dilakukan oleh pihak independen sehingga memiliki netralitas yang diseleksi secara terbuka, dengan syarat memiliki pengalaman yang cukup memadai dalam melakukan assesmen \n3|Proses pemetaan kompetensi dilakukan oleh pihak independen sehingga memiliki netralitas\n2|Proses pemetaan kompetensi dilakukan bukan oleh  pihak independen (baik yang berpengalaman maupun tidak)\n1|Proses pemetaan kompetensi dilakukan bukan oleh  pihak independen dengan integritas yang kurang terjamin','MANAJEMEN KOMPETENSI'),(851,10,'SipmasQuestion',77,'Pemetaan Potensi dan Kompetensi SDM ','Pemetaan potensi dan kompetensi ','Dilakukan pengukuran kompetensi teknis, managerial dan sosial kultur berdasarkan Metode kompetensi yang telah di desain sebelumnya.','Unit pengelola SDM menjamin proses pengukuran potensi dan kompetensi  reliabel dan valid dan memiliki objektifitas yang tinggi ','5|Seluruh alat ukur yang digunakan dalam proses pemetaan potensi dan kompetensi memiliki validitas dan reliabilitas yang tinggi \n4|Sebagian besar alat ukur yang digunakan dalam proses pemetaan potensi dan kompetensi memiliki validitas dan reliabilitas yang tinggi \n3|Sebagian alat ukur yang digunakan dalam proses pemetaan potensi dan kompetensi memiliki validitas dan reliabilitas yang tinggi \n2|Sebagian kecil alat ukur yang digunakan dalam proses pemetaan potensi dan kompetensi memiliki validitas dan reliabilitas yang tinggi, sebagian besar lainnya belum teruji validitas dan reliabilitasnya\n1|Seluruh alat ukur yang digunakan dalam proses pemetaan potensi dan kompetensi tidak teruji validitas dan reliabilitasnya','MANAJEMEN KOMPETENSI'),(852,10,'SipmasQuestion',78,'Database untuk hasil pemetaan Potensi dan kompetensi ','Pembangunan database hasil pemetaan potensi dan kompetensi ','Database yang terintegrasi','Membangun database yang valid dan update ','5|Sudah ada database hasil pemetaan potensi dan kompetensi yang valid dan selalu diupdate setiap ada perubahan serta dimaintance secara berkala \n4|Sudah ada database hasil pemetaan potensi dan kompetensi yang valid dan selalu diupdate dan dimaintance secara berkala\n3|Sudah ada database hasil pemetaan potensi dan kompetensi valid namun tidak pernah di update maupun dimaintance \n2|Sudah dibangun database hasil pemetaan potensi dan kompetensi, namun tidak dilakukan validasi atau update \n1|Belum dibangun database hasil pemetaan potensi dan kompetensi yang valid dan update','MANAJEMEN KOMPETENSI'),(853,10,'SipmasQuestion',79,'Database untuk hasil pemetaan Potensi dan kompetensi ','Pembangunan database hasil pemetaan potensi dan kompetensi ','Database yang terintegrasi','Terdapat data base hasil pemetaan potensi dan kompetensi SDM yang mudah digunakan ','5|Sudah ada database hasil pemetaan potensi dan kompetensi yang mudah dibaca dan dipahami dan digunakan oleh user/ pihak yang berkepentingan.\n4|Sudah ada database hasil pemetaan potensi dan kompetensi yang mudah dibaca dan dipahami oleh user/ pihak yang berkepentingan, namun belum digunakan sebagai acuan dasar dalam pengambilan keputusan bagi pimpinan dan bagi pengembangan SDM.\n3|Sudah ada database hasil pemetaan potensi dan kompetensi yang mudah digunakan , namun laporannya masih bersifat secara umum.   \n2|Sudah dibangun database hasil pemetaan potensi dan kompetensi, namun database hasil pemetaan potensi dan kompetensi SDM tidak mudah digunakan dan dipahami oleh user/ pihak yang berkepentingan \n1|Belum ada database hasil pemetaan potensi dan kompetensi yang mudah dibaca dan dipahami dan digunakan oleh user/ pihak yang berkepentingan.','MANAJEMEN KOMPETENSI'),(854,10,'SipmasQuestion',80,'Database untuk hasil pemetaan Potensi dan kompetensi ','Pembangunan database hasil pemetaan potensi dan kompetensi ','Database yang terintegrasi','Laporan hasil pemetaan potensi dan kompetensi disimpan secara baik sehingga terjamin kerahasiaannya dan hanya dapat digunakan oleh pihak-pihak tertentu yang diperkenankan ','5|Laporan hasil pemetaan potensi dan kompetensi disimpan secara baik dan terjamin kerahasiaannya sehingga hanya dapat digunakan oleh pihak-pihak tertentu yang berkepentingan dan pihak tersebut telah disumpah atau dijamin untuk tidak menyebarluaskan hasil pemetaan. \n4|Laporan hasil pemetaan potensi dan kompetensi disimpan secara baik dan terjamin kerahasiaannya sehingga hanya dapat digunakan oleh pihak-pihak tertentu yang berwenang, namun pihak tersebut tidak/ belum dijamin bahwa ybs tidak akan menyebar luaskan hasil\n3|Laporan hasil pemetaan potensi dan kompetensi sudah disimpan secara baik dan terjamin kerahasiaannya, namun selain pihak yang berwenang seluruh staf yang berhubungan dengan SDM/ bekerja di Unit SDM dapat mengakses hasil pemetaan \n2|Laporan hasil pemetaan potensi dan kompetensi sudah disimpan secara baik, namun kerahasiaannya belum terjamin karena masih dapat digunakan oleh pihak-pihak yang tidak berwenang.\n1|Laporan hasil pemetaan potensi dan kompetensi belum disimpan secara baik dan terjamin kerahasiaannya','MANAJEMEN KOMPETENSI'),(856,10,'SipmasQuestion',81,'Perencanaan program pengembangan SDM ','Identifikasi area pengembangan individu dari gap analisis hasil pemetaan potensi dan kompetensi serta individual career plan ','Individual development plan ','Adanya kesesuaian antara ICP dan IDP ','5|Identifikasi area pengembangan dilakukan secara tepat dan akurat serta melihat kesesuaian antara IDP dan ICP \n4|Identifikasi area pengembangan dilakukan dengan melihat IDP dan ICP ( belum sampai melihat level kesesuainnya\n3|Identifikasi area pengembangan hanya berdasarkan ICP atau IDPnya saja \n2|Area pengembangan bersifat general, artinya sama setiap jabatan yang ada dalam organisasi \n1|Tidak ada proses identifikasi area pengembangan ','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(857,10,'SipmasQuestion',82,'Perencanaan program pengembangan SDM ','Training need analysis ','Training need analysis ','TNA sesuai dengan kebutuhan organisasi ','5|Sudah ada peta seluruh kebutuhan pengembangan karyawan di dalam Organisasi / Training Need Analysis dan sudah sesuai dengan kebutuhan organisasi dan pengembangan SDM \n4|Sudah ada peta seluruh kebutuhan pengembangan karyawan di dalam Organisasi / Training Need Analysis namun masih butuh perbaikan\n3|Sudah ada peta seluruh kebutuhan pengembangan karyawan di dalam Organisasi / Training Need Analysis namun trainingnya masih bersifat teknis\n2|sudah ada peta seluruh kebutuhan pengembangan karyawan di dalam Organisasi / Training Need Analysis namun belum sesuai dengan kebutuhan organisasi dan pengembangan SDM \n1|Belum ada peta seluruh kebutuhan pengembangan karyawan di dalam Organisasi / Training Need Analysis ','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(858,10,'SipmasQuestion',83,'Pelaksanaan program pengembangan SDM ','Pelaksanaan  diklat prajabatan, diklat  Kepemimpinan, diklat fungsional, diklat teknis,  pendidikan Gelar, kegiatan pertukaran PNS dengan pegawai swasta ','Pegawai mengikuti diklat prajabatan, Pegawai mengikuti  diklat  Kepemimpinan, Pegawai mengikuti  Diklat Fungsional, Pegawai mengikuti   diklat teknis, Pegawai mengikuti pendidikan Gelar, Pegawai mengikuti  pertukaran PNS dengan pegawai swasta ','Program pendidikan dan pelatihan yang diikuti pegawai sesuai dengan IDP  dan ICP','5|Pelaksanaan program pengembangan diikuti oleh pegawai yang ditunjuk, sudah memenuhi syarat sesuai dengan kebutuhan organisasi dan kebutuhan pengembangan individu (sesuai ICP dan IDPnya). Seluruh proses administrasi dilaksanakan sesuai dengan peraturan yang berlaku oleh unit pengelola SDM individu.\n4|Pelaksanaan program pengembangan diikuti oleh pegawai yang ditunjuk, memenuhi syarat sesuai dengan kebutuhan organisasi dan kebutuhan pengembangan (kesesuaian ICP dan IDPnya), namun proses administrasi belum dilaksanakan sesuai dengan peraturan yang berlaku oleh unit pengelola SDM individu.\n3|pelaksanaan program pengembangan diikuti oleh pegawai yang ditunjuk, namun baru berdasarkan kebutuhan organisasi belum mempertimbangkan kebutuhan individu (kurang sesuai ICP dan IDPnya)\n2|Sudah ada pelaksanaan program pengembangan , namun peserta yang mengikuti program pengembangan belum berdasarkan syarat sesuai dengan kebutuhan organisasi dan kebutuhan pengembangan (Tidak mempertimbangkan IDP dan ICP)\n1|Belum dilaksanakannya program pengembangan','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(859,10,'SipmasQuestion',84,'Monitoring dan evaluasi program pengembangan SDM ','Laporan hasil monitoring dan evaluasi program pengembangan SDM ','Laporan monitoring dan evaluasi secara keseluruhan dan yang bersifat individual (contoh : laporan pelaksanaan diklat, laporan kemajuan tugas belajar, laporan evaluasi pelatihan X, dll) ','Laporan monitoring dan evaluasi yang  secara keseluruhan untuk melihat kesesuaian dengan kebutuhan organisasi dan laporan  yangbersifat individual agar melihat dengan kesesuaian area pengembangan bagi SDM ','5|Organisasi sudah melakukan dan menyusun monitoring dan evaluasi program pengembangan SDM pada lingkup organisasi secara keseluruhan dan individual secara tepat (sesuai kondisi sebenarnya), detail dan disertai analisanya\n4|Organisasi sudah melakukan dan menyusun monitoring dan evaluasi program pengembangan SDM pada lingkup organisasi secara keseluruhan dan individual secara umum (gambaran dari pelaksanaan)\n3|organisasi melakukan dan menyusun monitoring dan evaluasi program pengembangan SDM dalam bentuk satu jenis laporan saja, pada lingkup organisasi saja atau untuk level individual saja. \n2|organisasi melakukan dan menyusun monitoring dan evaluasi program pengembangan SDM secara umum setelah program pengembangan dilakukan (misalnya: evaluasi penyelenggaraan diklat A) \n1|Belum dilakukan proses monitoring dan evaluasi seluruh kegiatan pengembangan SDM dalam organisasi ','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(860,10,'SipmasQuestion',85,'Monitoring dan evaluasi program pengembangan SDM ','Laporan hasil monitoring dan evaluasi program pengembangan SDM ','Monitoring dan evaluasi seluruh kegiatan pengembangan SDM dalam organisasi secara terintegrasi ','Monitoring dan evaluasi seluruh kegiatan pengembangan SDM dalam organisasi secara terintegrasi ','5|Monitoring dan evaluasi seluruh kegiatan pengembangan SDM dalam organisasi disusun secara terintegrasi untuk dianalisa lebih lanjut mengenai pelaksanaannya dalam periode waktu tertentu \n4|Monitoring dan evaluasi seluruh kegiatan pengembangan SDM dalam organisasi disusun secara terintegrasi \n3|Monitoring dan evaluasi  kegiatan pengembangan SDM dalam organisasi disusun secara kategorial (misalnya : laporan diklat jangka pendek, laporan diklat fungsional, laporan tugas belajar) tanpa diintegrasikan lagi untuk seluruh kategori\n2|Monitoring dan evaluasi seluruh kegiatan pengembangan SDM dalam organisasi disusun perkegiatan (contoh : laporan pelaksanaan diklat) dan tidak diintegrasikan semuanya\n1|Tidak dilakukan monitoring dan evaluasi seluruh kegiatan pengembangan SDM dalam organisasi ','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(861,10,'SipmasQuestion',86,'Monitoring dan evaluasi program pengembangan SDM ','Laporan hasil monitoring dan evaluasi program pengembangan SDM ','penetapan rencana tindak lanjut yang perlu dilakukan oleh organisasi kedepan ','penetapan rencana tindak lanjut yang perlu dilakukan oleh organisasi kedepan ','5|Laporan monitoring dan evaluasi diikuti dengan penetapan rencana tindak lanjut untuk perbaikan sesuai dengan kendala yang dihadapi sebelumnya maupun untuk pengembangan kedepan sesuai dengan kebutuhan organisasi yang akan datang\n4|Laporan monitoring dan evaluasi diikuti dengan penetapan rencana tindak lanjut untuk perbaikan sesuai dengan kendala yang dihadapi sebelumnya \n3|Laporan monitoring dan evaluasi diikuti dengan penetapan rencana tindak lanjut untuk pengembangan kedepan sesuai dengan kebutuhan organisasi yang akan datang\n2|Laporan monitoring dan evaluasi diikuti dengan penetapan rencana tindak lanjut yang sifatnya umum/ tidak spesifik sesuai masalah atau kebutuhan organisasi\n1|Laporan monitoring dan evaluasi tidak  diikuti dengan penetapan rencana tindak lanjut ','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(862,10,'SipmasQuestion',87,'Pola Karir','Jalur Pengembangan Karir ','Dalam 1 kelompok jabatan, Lintas Kelompok jabatan, Sistem Seleksi Terbuka ','Jalur karir yang ditetapkan untuk pegawai mendorong pengembangan karir sesuai dengan capaian kinerjanya selain persyaratan administrasi yang harus dipenuhi','5|Jalur pengembangan karir pegawai ditetapkan untuk mendorong pengembangan individu dan organisasi dan diterapkan secara objektif dan terbuka \n4|Jalur pengembangan karir pegawai ditetapkan untuk mendorong pengembangan individu dan organisasi namun belum diterapkan secara objektif dan terbuka \n3|Jalur pengembangan karir pegawai ditetapkan untuk mendorong pengembangan organisasi \n2|Jalur pengembangan karir pegawai ditetapkan untuk mendorong pengembangan individu \n1|Jalur pengembangan karir tidak disusun dengan perencanaan yang tepat sehingga tidak dapat mendorong pengembangan organisasi maupun perkembangan individu ','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(863,10,'SipmasQuestion',88,'Pola Karir','Mekanisme Promosi ','Promosi ','Dilakukan dalam rangka mendorong peningkatan kinerja organisasi ','5|Promosi dilakukan dalam rangka mendorong peningkatan kinerja organisasi dan individu \n4|Promosi dilakukan dalam rangka mendorong peningkatan kinerja organisasi \n3|Promosi dilakukan dalam rangka mendorong peningkatan kinerja individu \n2|Promosi dilakukan sebagai pelayanan rutinitas unit pengelola SDM \n1|Promosi dilakukan tanpa perencanaan ','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(864,10,'SipmasQuestion',89,'Pola Karir','Mekanisme Mutasi ','Mutasi ','Dilakukan dalam rangka mendorong peningkatan kinerja organisasi ','5|Mutasi dilakukan dalam rangka mendorong peningkatan kinerja organisasi dan individu \n4|Mutasi dilakukan dalam rangka mendorong peningkatan kinerja organisasi \n3|Mutasi dilakukan dalam rangka mendorong peningkatan kinerja individu \n2|Mutasi dilakukan sebagai pelayanan rutinitas unit pengelola SDM \n1|Mutasi dilakukan tanpa perencanaan ','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(865,10,'SipmasQuestion',90,'Pola Karir','Mekanisme Rotasi ','Rotasi ','Dilakukan dalam rangka mendorong peningkatan kinerja organisasi ','5|Rotasi dilakukan dalam rangka mendorong peningkatan kinerja organisasi dan individu \n4|Rotasi  dilakukan dalam rangka mendorong peningkatan kinerja organisasi \n3|Rotasi  dilakukan dalam rangka mendorong peningkatan kinerja individu \n2|Rotasi dilakukan sebagai pelayanan rutinitas unit pengelola SDM \n1|Rotasi  dilakukan tanpa perencanaan ','PENGEMBANGAN SDM DAN MANAJEMEN KARIR'),(867,10,'SipmasQuestion',91,'Ketaatan pada ketentuan/ peraturan penggajian','Pelaksanaan dalam pemberian gaji dan tunjangan kepada pegawai ','sistem pemberian gaji dan tunjangan kepada pegawai ','sistem pemberian gaji dan tunjangan yang berlaku dalam organisasi sesuai dengan kebijakan atau peraturan yang sudah ditetapkan ','5|seluruh sistem pemberian gaji dan tunjangan yang berlaku dalam organisasi dijalankan sesuai dengan peraturan yang ditetapkan (penetapan gaji dan pemberian tunjangan)\n4|Seluruh sistem pemberian gaji dan tunjangan yang berlaku dalam organisasi dijalankan sesuai dengan peraturan yang ditetapkan namun masih membutuhkan penyempurnaan ( belum berjalan 100%, misalnya : masih perlu penyempurnaan dalam grading, penyempurnaan sistem agar lebih efektif dan efisien) \n3|peraturan penggajian secara nasional sudah diterapkan seluruhnya namun masih ditambah dengan sistem pemberian insentif internal organisasi (contoh : pemberian honor/ komponen penggajian lain yang tidak ada dalam aturan nasional\n2|Sistem pemberian gaji dan tunjangan yang berlaku dalam organisasi kurang sesuai dengan peraturan yang berlaku walaupun sudah diberikan secara objektif dan transparan\n1|Sistem pemberian gaji dan tunjangan yang berlaku dalam organisasi tidak sesuai dengan peraturan yang berlaku (tidak mampu mendorong peningkatan kinerja pegawai, masih terdapat honor-honor/ komponen diluar yang ditetapkan, tidak ada aturan yang objektif dan transparan dalam pemberian gaji dan tunjangan)','GAJI DAN TUNJANGAN'),(868,10,'SipmasQuestion',92,'Keterkaitan sistem Penggajian dengan sistem manajemen SDM lainnya ','Penyusunan data base SDM sebagai landasan dalam pemberian gaji dan tunjangan ','Data base SDM terintegrasi dengan sistem pemberian gaji dan tunjangan ','Data based yang tepat dan akurat sehingga tidak ada kesalahan dalam pemberian gaji dan tunjangan ','5|Data base SDM yang update dan sudah divalidasi menjadi landasan dalam penetapan gaji dan tunjangan, sistem terintegrasi dengan penggajian sehingga tidak ada kesalahan maupun keterlambatan dalam pemberian gaji dan tunjangan \n4|Data base SDM yang update dan sudah divalidasi menjadi landasan dalam penetapan gaji dan tunjangan, namun  sistem  belum terintegrasi secara otomatis dengan penggajian sehingga memungkinkan terjadinya  keterlambatan dalam pemberian gaji dan tunjangan \n3|Data base SDM tidak  update atau divalidasi menjadi landasan dalam penetapan gaji dan tunjangan, sehingga dapat menimbulkan kesalahan  dalam pemberian gaji dan tunjangan \n2|Data base SDM dan data  gaji dan tunjangan berjalan sendiri-sendiri secara terpisah sehingga banyak terjadi kesalahan atau keterlambatan\n1|Tidak ada data base SDM yang dijadikan landasan untuk penggajian. Hanya ada data terkait penggajian saja ','GAJI DAN TUNJANGAN'),(869,10,'SipmasQuestion',93,'Keterkaitan sistem Penggajian dengan sistem manajemen SDM lainnya ','Hasil kinerja sebagai dasar dalam penetapan tunjangan kinerja ','Data terkait hasil kinerja yang menjadi dasar tunjangan kinerja ','Hasil kinerja individu yang telah dinilai secara tepat dan objektif menjadi dasar dalam pemberian tunjangan kinerja yang sesuai ','5|Hasil kinerja individu yang telah dinilai secara tepat dan objektif menjadi dasar dalam pemberian tunjangan kinerja yang sesuai untuk seluruh pegawai\n4|Hasil kinerja individu yang telah dinilai secara tepat dan objektif menjadi dasar dalam pemberian tunjangan kinerja yang sesuai namun belum berlaku untuk seluruh pegawai (misalnya : untuk JPT pemberian tunjangan kinerja berlaku 100%, untuk pegawai lainnya sudah berlaku) \n3|Tunjangan kinerja ditetapkan berdasarkan pencapaian kinerja namun perhitungan kinerja masih belum cukup objektif atau diterapkan dengan mekanisme yang sesuai\n2|Tunjangan kinerja ditetapkan berdasarkan pencapaian kinerja namun belum dilakukan secara objektif dan transparan sehingga pegawai tidak mengetahui dasar yang jelas mengenai perolehan tunjangan kinerjanya\n1|Tunjangan kinerja ditetapkan bukan berdasarkan kinerja yang sesungguhnya (sistem cenderung sama dengan sebelumnya, pegawai mendapat tunjangan kinerja 100% tanpa melihat kinerjanya)','GAJI DAN TUNJANGAN'),(870,10,'SipmasQuestion',94,'Keterkaitan sistem Penggajian dengan sistem manajemen SDM lainnya ','Hasil kinerja sebagai dasar dalam penetapan tunjangan kinerja ','Mekanisme pemberian tunjangan kinerja dilakukan secara periodik ','Hasil kinerja individu yang telah dinilai secara tepat dan objektif menjadi dasar dalam pemberian tunjangan kinerja yang sesuai','5|Mekanisme pemberian tunjangan kinerja sudah berjalan dengan baik, periode pembayaran tunjangan kinerja tepat dan sesuai (perhitungan pemberian tunjangan organisasi, unit kerja, individu) dan tidak ada keterlambatan ( proses rekapitulasi absensi, rekapitulasi tunjangan kinerja, pemberian tunjangan, dll)\n4|Mekanisme pemberian tunjangan kinerja sudah berjalan namun masih perlu penyempurnaan sehingga lebih efektif dan efisien \n3|Mekanisme pemberian tunjangan kinerja sudah berjalan namun masih banyak terjadi ketidaksesuaian (misalnya : periode pembayaran tunjangan kinerja tidak tepat waktu,juga kadang-kadang masih terjadi keterlambatan dalam  proses rekapitulasi absensi, rekapitulasi tunjangan kinerja, pemberian tunjangan, dll)\n2|Mekanisme pemberian tunjangan kinerja baru berjalan,  banyak sistem yang tidak/ belum terintegrasi seperti pemberian  pembayaran tunjangan kinerja tepat secara periodik, belum ada proses rekapitulasi absensi dll)\n1|Belum ada mekanisme pemberian tunjangan kinerja sesuai yang ditetapkan (tunjangan kinerja diberikan sebagai komponen fix tiap bulannya)','GAJI DAN TUNJANGAN'),(871,10,'SipmasQuestion',95,'Pelaksanaan sistem penggajian dan tunjangan secara konsisten ','Pemberian insentif dan pemotongan dilakukan sesuai dengan aturan yang berlaku ','Insentif/ tunjangan maupun pemotongan dalam penggajian yang tepat dan sesuai ','Pemberian insentif ataupun pemotongan dilakukan sesuai peraturan yang berlaku untuk seluruh pegawai tanpa ada pengecualian ','5|Pemberian insentif ataupun pemotongan dilakukan sesuai peraturan yang berlaku secara konsisten untuk seluruh pegawai tanpa ada pengecualian \n4|Pemberian insentif ataupun pemotongan dilakukan sesuai peraturan yang berlaku secara konsisten namun belum berlaku untuk seluruh pegawai (Misalnya untuk JPT aturan pemotongan tidak berlaku)\n3|Pemberian insentif ataupun pemotongan dilakukan namun kurang konsisten dan belum ada pengawasan. \n2|Sistem pemberian insentif atau pemberlakuan potongan tidak berlaku ( hanya peraturan formal yang tidak dijalankan dalam praktek sehari-hari)\n1|Sistem pemberian insentif atau pemberlakuan potongan tidak berlaku ( hanya peraturan formal yang tidak dijalankan dalam praktek sehari-hari)','GAJI DAN TUNJANGAN');

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