Laksono, Wahyu Bowo (2020) Implementasi Kebijakan Penataan Tenaga Pendidik Non Pegawai Negeri Sipil Pada Perguruan Tinggi (Studi Implementasi Peraturan Rektor Universitas Negeri Malang Nomor 14 Tahun 2017 Tentang Dosen Tetap Non-Pns Universitas Negeri Malang). Magister thesis, Universitas Brawijaya.
Abstract
Implementasi kebijakan penataan tenaga pendidik non pegawai negeri sipil di Universitas Negeri Malang merupakan wujud upaya pemenuhan kebutuhan organisasi dalam hal sumber daya manusia untuk menyeimbangkan rasio dosen dengan mahasiswa. Kewenangan untuk melakukan pengadaan diatur dalam UU Dikti dan Kepmenkeu tentang BLU UM. Penelitian ini bertujuan untuk (1) mendeskripsikankebijakan tenaga pendidik non pegawai negeri sipil pada Universitas Negeri Malang; dan (2) mengetahui faktor pendukung dan faktor penghambat yang dihadapi dalam kebijakan tersebut. Penelitian ini menggunakan metode deskriptif kualitatif dengan analisis data model Miles, Huberman dan Saldana. Diperoleh kesimpulan bahwa implementasi kebijakan dosen tetap non PNS UM telah berjalan dengan baik, dilihat dari sisi (1) komunikasi, elemen transmisi, kejelasan, dan konsistensi pengambilan kebijakan tataran jurusan/prodi, fakultas, bidang I-IV dan universitas berjalan efektif. (2) sumber daya, tenaga kependidikan dari sisi kuantitas cukup tapi dari sisi kualitas kurang, anggaran tersedia, wewenang sesuai dengan amanat peraturan yang lebih tinggi, fasilitas sarana dan prasarana mencukupi. (3) disposisi, komitmen staf pelaksana tinggi, tetapi dari sisi insentif perlu dilakukan penyesuaian aturan dan beban kerja. (4) struktur birokrasi, SOP yang jelas dan mendukung antar unit kerja, terdapat pembagian tugas dan tanggung jawab yang jelas. Faktor pendukung implementasi kebijakan diantaranya (1) kewenangan UM sebagai PTN BLU untuk melaksanakan pengadaan pegawai non PNS sesuai kebutuhan organisasi dalam rangka meningkatkan mutu dan layanan. (2) Political Will pimpinan, komitmen dan potensi organisasi untuk berkembang. (3) Rekrutan dosen tetap non PNS yang bermutu. Adapun faktor penghambat implementasi kebijakan sebagai berikut (1) kurangnya sosialisasi kebijakan dan komunikasi antara pimpinan dan staf pelaksana. (2) potensi tumpang tindih aturan dengan aturan PPPK/Pegawai Pemerintah Dengan Perjanjian Kerja. (3) Perbedaan budaya dan kultur akademik pada tiap fakultas. Saran untuk penelitian ini adalah: (1) perlu dilakukan pembenahan kebijakan pegawai tidak tetap tenaga kependidikan dalam hal penyesuaian hak dan kewajiban yang diterimakan, pola karier maupun kesempatan untuk menyesuaikan dengan situasi perkembangan terbaru sebagaimana pada kebijakan dosen tetap non PNS UM. (2) perlu dilakukan upaya peningkatan dan pengembangan kompetensi SDM pelaksana melalui penyusunan analisis beban kerja dan analisis jabatan lingkup tenaga kependidikan PNS maupun PTT. (3) perlu memberikan kesempatan dan wadah kepada dosen muda untuk turut mewarnai UM, seperti hak yang sama dalam mengutarakan pendapat pada forum rapim, penempatan dosen muda potensial pada jabatan strategis untuk memberikan terobosan-terobosan kebijakan yang sesuai dengan perkembangan tuntutan jaman. (4) perlu penyikapan internal organisasi, sehubungan kebijakan tentang pegawai pemerintah dengan perjanjian kerja (PPPK) dalam bentuk pengusulan formasi CPNS maupun PPPK supaya dosen tetap non PNS UM dapat terserap dalam formasi yang diusulkan oleh UM maupun diterima pada organisasi lain.
English Abstract
The implementation of the policy of structuring non-civil servant educators at State University of Malang is a form of efforts to meet the needs of the organization in terms of human resources to balance the ratio of lecturers to students. The authority to procure is regulated in the Law on Higher Education and the Minister of Finance concerning BLU UM This study aims to (1) describe the policy of non civil servant educator staff at Malang State University; and (2) know the supporting factors and inhibiting factors encountered in the policy. This research uses descriptive qualitative method with data analysis of Miles, Huberman and Saldana models. It was concluded that the implementation of the policy of non-PNS UM permanent lecturers has been going well, in terms of (1) communication, transmission elements, clarity, and consistency of policy making at the department / study program level, faculties, fields I-IV and universities running effectively. (2) resources, education personnel in terms of quantity are sufficient but in terms of poor quality, available budget, authority in accordance with the mandate of higher regulations, adequate facilities and infrastructure. (3) disposition, commitment of implementing staff is high, but in terms of incentives it is necessary to adjust the rules and workload. (4) bureaucratic structure, clear SOPs and support between work units, there is a clear division of tasks and responsibilities. Supporting factors the implementation of the policy include (1) the authority of UM as PTN BLU to carry out the procurement of non-PNS employees according to organizational requirements in order to improve quality and service. (2) Political Will leadership, commitment and potential of the organization to develop. (3) Recruitment of qualified non-PNS permanent lecturers. The inhibiting factors of policy implementation are as follows (1) lack of policy socialization and communication between leaders and implementing staff. (2) the potential for overlapping rules with PPPK / Government Employee regulations with the Work Agreement. (3) Cultural and academic culture differences in each faculty. Suggestions for this research are: (1) it is necessary to reform the policies of non-permanent staff in terms of adjusting the rights and obligations received, career patterns and opportunities to adjust to the latest development situation as in the policy of non-PNS UM permanent lecturers. (2) efforts should be made to improve and develop the competency of implementing human resources through the preparation of workload analysis and job analysis of the scope of PNS and PTT education personnel. (3) it is necessary to provide opportunities and a forum for young lecturers to participate in coloring UM, such as the same right in expressing opinions in rapim forums, placement of potential young lecturers in strategic positions to provide policy breakthroughs in accordance with the development of the demands of the times. (4) internal organizational attitude is needed, regarding policies on government employees with work agreements (PPPK) in the form of CPNS or PPPK formations so that non-PNS UM permanent lecturers can be absorbed in formations proposed by UM or accepted by other organizations.
| Item Type: | Thesis (Magister) |
|---|---|
| Identification Number: | 0420030003 |
| Uncontrolled Keywords: | implementasi kebijakan, dosen tetap non-PNS, tenaga kependidikan, pegawai pemerintah dengan perjanjian kerja, Universitas Negeri Malang, policy implementation, non-PNS permanent lecturers, education staff, government employees with work agreements, State University of Malang |
| Subjects: | 300 Social sciences > 351 Public administration |
| Divisions: | S2/S3 > Magister Manajemen Pendidikan Tinggi, Fakultas Ilmu Administrasi |
| Depositing User: | Budi Wahyono Wahyono |
| Date Deposited: | 17 Jan 2022 04:41 |
| Last Modified: | 17 Apr 2023 02:02 |
| URI: | http://repository.ub.ac.id/id/eprint/188387 |
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