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Analysis and Scenario of Navy Performance Allowance Policy Using System Dynamic Model

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Analysis and Scenario of Navy Performance Allowance Policy Using System Dynamic Model INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 8, ISSUE 12, DECEMBER 2019 ISSN 2277-8616 Analysis And Scenario Of Navy Performance Allowance Policy Using System Dynamic Model Sukmo Hadi Nugroho, R. Madhakomala, Kazan Gunawan Abstract : This study aims to conduct analysis and scenarios on performance benefit policies on the Professional, Welfare and Public Service aspects of the Indonesian Navy. This is because the current performance allowance given to Navy Personnel is not yet entirely based on achievement, workload, and risk of work performed. The policy evaluation method used is the development of a System Dynamic Concept-based model. The formulation is carried out by evaluating the main variables and aspects as a system that interacts. The output of this Dynamic System Model Analysis is Scenario and policy evaluation on the variable being assessed. Policy scenarios serve as indicators that show that variables need to be evaluated according to the strategic significance obtained. Then the policy scenario is simulated on the model. There are four scenarios: (a) Improvement of Professional Capability, (b) Increasing Professional Allowances and incorporating into the Performance Allowance structure, (c) Increasing Workload that impacts Assignment Risks and (d) Combined or Integrated Scenarios. Based on the analysis of all the scenarios, the best scenarios that can be applied in the implementation of the performance allowance policy are in the Navy. Keywords: Policy Scenario, Navy Performance Allowances, System Dynamic. ———————————————————— 1. INTRODUCTION and productivity of the Indonesian Navy should increase as Bureaucratic reform has become a national policy that well, meaning that the number of disciplinary violations continues to roll along with the development of a dynamic must also decrease. However, the facts show that the strategic environment. The focus of bureaucratic reform is number of disciplinary violations in the performance of directed at creating a clean government and good Indonesian Navy personnel has increased. government. Within the Navy, as part of the Government, b. The application of performance allowances is also bureaucratic reform continues to be carried out gradually not entirely based on achievement, burdens and work risk and continuously as a form of commitment for the Navy to levels which are the responsibility of each Navy personnel. position itself appropriately and optimize its role in the The amount of performance allowance is only based on the national life order of the Indonesian people. Bureaucratic class position of the stakeholders, regardless of reform is an important decision, not only for the Navy but achievement, workload and risk level of the work they carry. also for the entire nation and state as well as national Though every profession has a very different level of interests in general [16]. Performance allowance is competence, burden and work risk. The provision of expected to improve performance as measured by the performance allowances that are regulated based on agency's key performance indicators [10]. Performance Presidential Regulation 87 of 2015 does not accommodate allowances in implementing bureaucratic reforms use the existing theories about achievement, workload, and risk following principles: (a) Efficiency and optimization of the associated with satisfaction of performance, welfare, and budget ceiling of the Ministry of Institutions and principles of justice. Government, (b) Equal pay for equal work, namely the c. The absence of sanctions against low-performing amount of performance allowance following position prices officials, they have the same rights, resulting in the and performance achievements. Conceptually, the unprofessional performance of the apparatus. Thus the provision of performance allowances is one of the right assessment does not reflect objectivity and is not yet steps to improve the performance of the state apparatus. measurable. Whereas the provision of performance The implementation of the policy for the provision of allowances should be based on objective and measured performance allowances in the apparatus environment has assessments as an inseparable part of the bureaucratic been implemented, but at the level of application in the reform policy which is motivated by awareness as well as a field, some potential problems still appear [4]. Some of the commitment to realize clean and good governance. problems that were identified in the implementation of the Precisely at the level of implementation, changes and performance allowance within the Navy include: renewals carried out in the context of realizing clean and a. The provision of performance allowances has not authoritative governance are unlikely to be carried out fully supported the achievement of relatively significant effectively without objectivity and measurement and changes in the performance, productivity, and improvement appreciation in the form of proper welfare to the apparatus of the welfare of members of the Navy, and even in public that implement them [6]. Based on the above it is necessary services. Moreover, in its implementation, the granting of to do an in-depth analysis, study and research on how the performance allowances is only based on grade or rank application of the policy of providing performance level and does not look entirely at the burden of allowances for the Navy personnel in the Navy's work unit performance undertaken. This is indicated by the data in and its impact on the performance, welfare of soldiers, and the field that there are still many violations of discipline public services. In-depth analysis, study, and research are committed by Navy personnel who are increasing every carried out by considering the development of future system year. The number of Navy Navy disciplinary violations dynamics to get the results and the real impact of shows that the performance allowance has not significantly evaluating the best policies in the field of Human Resources affected the performance and productivity improvement of (HR) so that they can be used to improve the performance the Navy. The phenomenon that should occur is that the allowance system within the Navy. This research is very remuneration is increasing, so the performance, discipline, urgent to be carried out because so far the Government has 1140 IJSTR©2019 www.ijstr.org INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 8, ISSUE 12, DECEMBER 2019 ISSN 2277-8616 not given adequate attention to the results and impact of environment as well as the identification of all influential policies related to the provision of performance benefits. variables, the performance system of soldiers performance within the Navy can be categorized to include 3 (three) 2. MATERIAL AND METHODS main aspects of the performance evaluation system, The place or location of the study is focused on work units namely: that represent the overall condition of the Navy in a. The Navy Professional aspects conducting the policy evaluation process. The research b. The Navy Welfare aspects subjects were selected purposively according to the needs c. The Navy Public service aspects. of the Indonesian Navy's Work Unit which is the site of this Every major aspect of evaluating the performance research and the people related to the Navy. The choice of allowance system has variables or criteria that are work units within the Navy, as well as the community interconnected and interact in the system. Based on the related to the Navy as a research locus, is because the results of the identification of variables on the performance work unit is very closely related to the evaluation model of of the Navy performance allowance system, the variables performance benefit policies that have so far been applied that have a significant effect on the professionalism, at the work unit and can represent the overall conditions welfare, and public service aspects are found. and situations of the work unit. within the Navy. Data - The Navy Professional aspects collection in the form of open questionnaires and in-depth a. The performance interviews conducted during this period. For variable data b. Discipline and policy criteria for the determination of performance c. Work target allowances that are qualitative in nature and have d. Motivation preference values taken from 16 Expert Judgments from e. Violation Expert Judgments. In the steps and procedures of the f. Warrior Capability research, it can be explained that this research uses the g. Basic skills Dynamic System approach in order to solve the problem of h. Professional Capability evaluating the policy of determining the performance i. Physical Condition allowances of the Navy personnel and their impact on j. Spiritual Conditions professionalism of performance, discipline of soldiers, k. Assignment Risks soldier welfare and public services by Navy personnel. l. Workload Some of the underlying reasons for using and developing - The Navy Welfare aspects the System Dynamic method in this study are as follows a. Salary / Income [18]: b. Education a. Analysis and study on the evaluation of c. Health performance allowance policies need to be done by d. Housing considering the development of future system dynamics on e. Social status all interacting variables, (professionalism of soldiers, soldier f. Public Confession. welfare and public/state services), to get results and real g. Institutional Recognition impact on determining the best policy. - The Navy Public Service aspect
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