IMPLEMENTASI ANALISIS JABATAN DAN BEBAN KERJA : Studi pada Bidang Diklat Pusat Kajian dan Pendidikan dan Pelatihan Aparatur I Lembaga Administrasi Negara

Penelitian ini berjudul “Implementasi Analisis Jabatan dan Beban Kerja (Studi pada Bidang Diklat Pusat Kajian dan Pendidikan dan Pelatihan Aparatur I Lembaga Administrasi Negara)”. Arah perubahan PKP2A I LAN sesuai dengan Visi Lembaga adalah untuk menjadi rujukan bangsa dalam pembaharuan administrasi Negara. Agar tercapainya visi tersebut, maka diperlukan SDM yang profesional dan kompeten dalam bidangnya. Perencanaan SDM yang tepat akan menghasilkan pegawai baru yang sesuai dengan harapan dan kebutuhan di lembaga. Sehingga pada prosesnya dibutuhkan analisis jabatan dan analisis beban kerja yang sesuai dengan kebutuhan di lapangan. Akan tetapi sering kali rencana yang sudah disusun dalam analisis jabatan dan analisis beban kerja sering terjadi ketidaksesuaian dengan keadaan di lapangan, sehingga pada perencanaan kebutuhan pegawai pun berbeda dengan kebutuhan pegawai di lapangan. Hal ini dibuktikan dengan adanya kesenjangan tersebut di Bidang Diklat PKP2A I LAN. Dari hasil penelitan di lapangan, untuk jabatan pengadministrasi umum kediklatan yang mengerjakan 5 tugas dalam kesehariannya dengan jumlah waktu penyelesaian selama 59,5 jam; jumlah volume kerja sebanyak 184; dan jumlah beban kerja 2073 dengan sehingga membutuhkan pegawai sebanyak 2 orang. Jabatan pengelola evaluasi diklat mengerjakan 5 tugas dengan jumlah waktu penyelesaian selama 43 jam, jumlah volume kerja sebanyak 121, dan jumlah beban kerja 558 sehingga membutuhkan pegawai sebanyak 1 orang. Jabatan pengelola kepesertaan dan alumni diklat mengerjakan 3 tugas dengan jumlah waktu penyelesaian selama 265,5 jam, jumlah volume kerja sebanyak 84, dan jumlah beban kerja 7.434 sehingga membutuhkan peawai sebanyak 6 orang. Jabatan pengelola pembelajaran diklat mengerjakan 20 tugas yang dikerjakan sehari-hari dengan jumlah waktu penyelesaian selama 911,5 jam (911 jam 30 menit), jumlah volume kerja 481, dan beban kerja 23.160 sehingga membutuhkan pegawai sebanyak 18 orang. Jabatan widyaiswara muda mengerjakan 14 tugas dalam kesehariannya dengan jumlah waktu penyelesaian selama 3.860 jam, jumlah volume kerja 76; dan jumlah beban kerja 15.624 sehingga membutuhkan pegawai sebanyak 12 orang.;---This research is entitled as “Implementation of job analysis and workload (Studies at Training Division Pusat Kajian dan Pendidikan dan Pelatihan Aparatur I Lembaga Administrasi Negara)”. The direction of change PKP2A I LAN in accordance with the vision of the institution is to become the reference of the nation in the renewal of state administration. To achieve the vision, it requires a professional and competent human resources in the sector. Appropriate human resource planning will result a new employees in accordance with the expextations and needs of the institution. So in the process required job analysis and workload analysis in accordance with needs in the field. But inconsistency often occur between the plans of job analysis and workload that have been prepared with the situation in the field. This situation proven by the gap in the Training Division PKP2A I LAN. Based on the results of research in the field, for pengadministrasi umum kediklatan position work on 5 tasks in daily with total completion time of 59,5 hours; total of work volume is 184, and total for workload is 2073 so that position requires 2 employees. Pengelola evaluasi diklat position work on 5 tasks in daily with total completion time of 43 hours; total of work volume is 121, and total for workload is 558 so that position requires 1 employees. Pengelola kepesertaan dan alumni diklat position work on 3 tasks in daily with total completion time of 265,5 hours; total of work volume is 84, and total for workload is 7.434 so that position requires 6 employees. Pengelola pembelajaran diklat position work on 20 tasks in daily with total completion time of 911,5 hours (911 hours 30 minutes); total of work volume is 481, and total for workload is 23.160 so that position requires 18 employees. Widyaiswara muda position work on 14 tasks in daily with total completion time of 3.860 hours; total of work volume is 76, and total for workload is 15.624 so that position requires 12 employees

Influence of Professional Status and Conditions of Services on Teacher Productivity in Primary Schools in Zuru Emirate, Kebbi State, Nigeria

This study investigated the influence of professional status and condition of service on teacher productivity in primary schools in Zuru Emirate of Kebbi State. A correlational survey design was adopted for the study. Stratified, proportionate and simple random sampling techniques were used to select 346 teachers out of 3,687. Questionnaire and Teacher Productivity Evaluation Format were used as instruments for data collection. The five-point scale instruments were validated by experts and pilot tested and had reliability indexes of 0.83 and 0.85 respectively, using Cronbach Alpha co-efficient. Findings of the study showed that the level of teacher productivity was rated low; professional status and conditions of service were both rated poor. This unfavourable situation has negatively influenced teacher productivity. It was recommended that strategies be put in place to improve teachers’ productivity in terms of quality of teaching, record keeping and other activities. The status of teaching should be upgraded and primary school teachers to be provided with better conditions of service to enhance their productivit

Identifying the machine translation error types with the greatest impact on post-editing effort

Translation Environment Tools make translators' work easier by providing them with term lists, translation memories and machine translation output. Ideally, such tools automatically predict whether it is more effortful to post-edit than to translate from scratch, and determine whether or not to provide translators with machine translation output. Current machine translation quality estimation systems heavily rely on automatic metrics, even though they do not accurately capture actual post-editing effort. In addition, these systems do not take translator experience into account, even though novices' translation processes are different from those of professional translators. In this paper, we report on the impact of machine translation errors on various types of post-editing effort indicators, for professional translators as well as student translators. We compare the impact of MT quality on a product effort indicator (HTER) with that on various process effort indicators. The translation and post-editing process of student translators and professional translators was logged with a combination of keystroke logging and eye-tracking, and the MT output was analyzed with a fine-grained translation quality assessment approach. We find that most post-editing effort indicators (product as well as process) are influenced by machine translation quality, but that different error types affect different post-editing effort indicators, confirming that a more fine-grained MT quality analysis is needed to correctly estimate actual post-editing effort. Coherence, meaning shifts, and structural issues are shown to be good indicators of post-editing effort. The additional impact of experience on these interactions between MT quality and post-editing effort is smaller than expected

Inspiring inclusion in your classroom and beyond

This article reflects upon teachers’ engagement in a Leadership for Inclusion Community of Practice (LIn-CoP), which utilised the Participatory Action Learning Action Research (PALAR) strategy. The study explored if and how engagement could support teachers to develop and exercise leadership for inclusion, using Grudnoff, Haigh, Cochran-Smith, Eil and Ludlow (2017) six facets for equity. Data were drawn from seven early career elementary teachers in the Republic of Ireland over a three-year period. The teachers sought successfully to: 1) develop six facets of equity and, 2) overcome barriers to applying their learning in their contexts. Analysis unveiled many examples of inclusive practices for promoting equity, thus narrowing the values practice gap related to inclusion. The findings also highlight for researchers and professional learning facilitators the potential of the PALAR LIn-CoP model for applying teacher learning in situated environments, in the face of organisational barriers

Cracked but not broken: the continued gender gap in senior administrative positions

Equality for women (and men) was enshrined in the Treaty of Rome in 1957. Legislatively this has meant that women have been treated in the same way as men, and post-feminist theory suggests that equality battles have been won and that women and men now have equal opportunities. However, when looking into the attainment of women in HE, the concept of equal opportunities seems questionable. Female administrative staff have outnumbered male administrative staff in universities for at least sixteen years. However, there is still an unbalanced gender profile at senior, ie above G9 (spine point >51 on the new single pay framework [UCU 2004]). If for professional managers at levels below that of Grade 10 women outweigh men by on average 62% why at levels at G10 and above do women represent on average only 30% of staff

Military Values in Law

Congress, for example, takes inappropriate advantage of the tremendous deference given by courts to its constitutional powers to raise and support Armies, to provide and maintain a Navy, and to make Rules for the Government and Regulation of the land and naval Forces.\n In a court-martial involving a military defendant and a civilian victim of sexual assault, application of the psychotherapist-patient privilege raises no difficult issues related to professional military values. When both the victim and the defendant are members of the military, however, the victim\u27s assertion of privilege is at least potentially inconsistent with the victim\u27s professional obligation to place the military\u27s institutional need to discipline misconduct undermining military readiness above an individual desire not to reveal communications concerning the criminal act

Developing an inter-university partnership: The importance of relationally-connected leaders

We have been involved in an inter-university partnership that supports, contributes to, and influences our own and others’ thinking and actions. As we have collaborated on teaching, learning, and research in the field of educational leadership, we recognise that we have developed our own leadership practice and created opportunities for others to do so. The partnership in which academics and students from the University of Central Oklahoma and the University of Waikato have been participating has evolved as a flexible and innovative endeavor over an eighteen month period. In this relatively brief time, we have discovered there are considerable possibilities for the partnership to be developed in a number of ways that will benefit academics, students, and our respective institutions. In this paper, we examine and discuss the findings generated by our initial inquiry as we seek to make sense of our inter university partnership in order to sustain and progress it. Our leadership during the initial phases of the partnership appears to have been a key element in its success. We have found that the presence of a relational connectedness has influenced and enhanced our own leadership practice and subsequently the quality of the partnership. It has enabled us to facilitate the growth of a community of practice and generate academic collaboration

For Colored Girls and Boys Who Have Considered Suicide/ When Prayer and GOOD Music Weren’t Enough

Lauren Chanel Allen, a 22-year-old Christian graduate student at Howard University, struggled with mental illness for years. Like so many blacks, Lauren expected her faith to serve an elixir for her problems, including depression. However, her prayers were not sufficient. When she was unable to find solace in the church, she sought out an alternative source: the music of Kanye West. She shared her story in a 2016 article, “How An Ultralight Beam Helped My Dark Depression,” which she published in Abernathy magazine. Lauren’s story speaks to the disconnect that many millennials have with the church. Nowhere in her article did she use the word – therapy – or mention seeking professional help for her condition. Lauren’s avoidance of medical specialists speaks to broader issues in the African American community related to mental illness. This article addresses the following questions: Why do some blacks place more faith in their churches than professional therapy to address their mental health concerns? How does the church’s inability to properly address mental illness contribute to the fact that some black millennials find more solace in Hip Hop than in the church when they experience suffering? What do black pastors think about millennials turning to Hip Hop and rappers like Kanye West for comfort instead of the church? How much reliance should black millennials who are struggling with their mental health place in their faith in Hip Hop musicians such as Kanye West that uplift their spirits

Teachers' Burnout Profile- Risk and protective factors

Background: Burnout syndrome represents a factual risk for school teachers during their career. Several factors have been analyzed as stress sources enabled to menace teachers’ general well-being; nevertheless, protective factors mostly related to their personal resources may differently characterize teachers’ profiles. Objectives: The current study aimed to define different teachers’ profiles based on their burnout levels and attitudes towards job (i.e., job satisfaction, self-efficacy, attitudes toward professional growth, collective efficacy, positive and negative emotions, and hedonic balance). attitudes towards job Methods: Participants were 266 school teachers (F=69.1%) ranging from 26 to 65 years old (M=48.95; SD=8.31), with teaching experience ranged from 1 to 41 years (M=21.72; SD=10.36). Data were collected by three self-report questionnaires: Copenhagen Burnout Inventory, Attitudes towards job questionnaires, School Collective efficacy. Results: Cluster analysis approach showed two distinct teacher’s profiles named at-risk and non at-risk teachers. Main differences were due to burnout levels, attitudes toward job and extra-mansions at work. No differences were found related to teachers’ socio-demographic characteristics and their years of experience. Conclusions: The two teachers’ profiles resulting from the cluster analysis show several similarities, including collective efficacy and job satisfaction levels. Results are discussed in relation as to how teachers’ positive emotions towards their job can work as protective factors against the risk of burnou

Scrambled Eggs: Apoptotic cell clearance by non-professional phagocytes in the Drosophila ovary

This manuscript was supported by NIH grant R01 GM060574 to KM. (R01 GM060574 - NIH)https://www.frontiersin.org/articles/10.3389/fimmu.2017.01642/fullPublished versio