Analisis Penyebab Perpindahan Tenaga Kesehatan dari Puskesmas Luar Kota ke Puskesmas Dalam Kota di Kabupaten Kotawaringin Timur Provinsi Kalimantan Tengah

Universitas Diponegoro Fakultas Kesehatan Masyarakat Program Magister Ilmu Kesehatan Masyarakat Konsentrasi Administrasi dan Kebijakan Kesehatan 2015 ABSTRAK Hesron Silalahi Analisis Penyebab Perpindahan Tenaga Kesehatan dari Puskesmas Luar Kota ke Puskesmas Dalam Kota di Kabupaten Kotawaringin Timur Provinsi Kalimantan Tengah 161 halaman + 17 tabel + 8 gambar + 10 lampiran Pengadaan dan penempatan tenaga kesehatan menurut UU 36/2009 dilaksanakan untuk memenuhi kebutuhan tenaga kesehatan yang merata bagi masyarakat. Namun di Kab.Kotawaringin Timur masih ada 41 Puskesmas Pembantu tanpa perawat dan 18 poskesdes yang belum ada tenaga bidan akibat banyaknya tenaga kesehatan yang pindah ke Puskesmas dalam kota sehingga pencapaian program kesehatan menurun. Penelitian dilaksanakan untuk mengetahui penyebab perpindahan tenaga kesehatan dari puskesmas luar kota ke puskesmas dalam kota di Kabupaten Kotawaringin Timur. Penelitian deskriptif kualitatif ini menggunakan indept interview untuk menggali informasi dari 8 informan utama dan 7 informan triangulasi. Variabel terdiri dari variabel individu (pengembangan karir dan dukungan keluarga), variabel organisasi (ketersediaan sumber daya, kepemimpinan, imbalan (kompensasi), iklim kerja dan kebijakan pemerintah) serta variabel psikologi (sikap dan motivasi). Data dianalisis dengan content analysis yaitu mengumpulkan, mereduksi, memverifikasi, mendeskripsikan, dan menyimpulkan informasi yang didapatkan. Hasil penelitian menunjukkan penyebab pindah adalah : 1) faktor individual (ingin melanjutkan pendidikan untuk meningkatkan jenjang karier dan dorongan mendekati keluarga); 2) faktor organisasi (kurangnya sumber daya manusia dan sumber daya lain (fasilitas), pimpinan puskesmas tidak mempunyai kewenangan terkait perpindahan pegawai dan penempatan pegawai kurang mempertimbangkan latar belakang sosial budaya, imbalan masih dianggap kurang dan tidak sebanding dengan beban kerja, kebijakan tentang perpindahan belum sesuai dengan aturan; 3) faktor psikologi (sikap tanggung jawab terhadap pekerjaan masih kurang, dan menganggap perpindahan pegawai adalah sesuatu yang wajar, motivasi bekerja masih berorientasi pada materi, orientasi pengabdian masih kurang). Selanjutnya disarankan kepada Kepala Puskesmas untuk membuat analisis beban kerja dan analisis jabatan untuk dasar penataan jenjang karier. Kepala Dinas Kesehatan sebaiknya memberikan reward berupa materi maupun non material secara memadai dan memberikan kewenangan kepada kepala puskesmas terkait dengan perpindahan pegawai sesuai aturan. Agar regulasi dapat dijalankan Pemerintah Daerah sebaiknya lebih tegas menghadapi usul pindah yang tidak prosedural. Perlu rekrutmen tenaga kesehatan dari daerah setempat atau daerah yang berdekatan serta mempertimbangkan sosial budaya. Kata kunci : Tenaga Kesehatan Bidan, Perawat, Puskesmas Kepustakaan : 42 (1985 – 2014) Diponegoro University Faculty of Public Health Master’s Program in Public Health Majoring in Administration and Health Policy 2015 ABSTRACT Hesron Silalahi The Causal Analysis of Health Workers Movement from Health Centre located outside the city to Health Centre in the City in East Kotawaringin District in Province of Central Borneo 161 pages + 17 tables + 8 figures + 10 enclosures Recruitment and placement of health workers based on Regulations number 36/2009 were implemented to fulfil the necessity of health workers in a community. However, in East Kotawaringin District, there were any 41 sub health centres which did not have nurses and 18 village health posts which did not have midwives. These conditions were due to movement of health workers to health centres in the city by which achievements of health programs decreased. This study aimed to identify the causes of health workers movement from health centres located outside the city to health centres in the city in East Kotawaringin District. This was descriptive-qualitative research using indepth interview to find out information from 8 main informants and 7 triangulation informants. Variables consisted of individual variables (career development and family support), organisational variables (availability of sources, leadership, reward (compensation), work climate, and government policy), and psychological variables (attitude and motivation). Furthermore, data were analysed using content analysis encompassed collecting, reducing, verifying, describing, and concluding obtained information. The result of this study showed that the causes of movement were as follows: 1) individual factors (health workers wanted continue a study to improve career and to be closer with families); 2) organisational factors (there were lack of human resources and lack of other sources (facilities), there was no authority in a level of head of health centres to move employees, there was no consideration of sociocultural backgrounds regarding placement of employees, accepted rewards were unequal to workload, policy of movement was not in accordance with the regulation); 3) psychological factors (attitude and responsibility towards jobs were low, assumption of workers movement was as a normal thing, work motivation was only to obtain money, and work dedication was low) . Heads of health centres need to analyse workload and position as a basis for managing a career hierarchy. Head of District Health Office needs to provide rewards of either money or non-money sufficiently and provide authority to heads of health centres regarding movement of workers in accordance with the regulation. The regional government needs to implement the regulation strictly regarding a proposal to move a workplace which is not in accordance with a procedure. The locals need to be recruited as health workers as a consideration of sociocultural aspects. Key Words : Health Worker, Midwife, Nurse, Health Centre Bibliography : 42 (1985-2014

Analisis Penyebab Perpindahan Tenaga Kesehatan dari Puskesmas Luar Kota ke Puskesmas Dalam Kota di Kabupaten Kotawaringin Timur Provinsi Kalimantan Tengah

Universitas Diponegoro Fakultas Kesehatan Masyarakat Program Magister Ilmu Kesehatan Masyarakat Konsentrasi Administrasi dan Kebijakan Kesehatan 2015 ABSTRAK Hesron Silalahi Analisis Penyebab Perpindahan Tenaga Kesehatan dari Puskesmas Luar Kota ke Puskesmas Dalam Kota di Kabupaten Kotawaringin Timur Provinsi Kalimantan Tengah 161 halaman + 17 tabel + 8 gambar + 10 lampiran Pengadaan dan penempatan tenaga kesehatan menurut UU 36/2009 dilaksanakan untuk memenuhi kebutuhan tenaga kesehatan yang merata bagi masyarakat. Namun di Kab.Kotawaringin Timur masih ada 41 Puskesmas Pembantu tanpa perawat dan 18 poskesdes yang belum ada tenaga bidan akibat banyaknya tenaga kesehatan yang pindah ke Puskesmas dalam kota sehingga pencapaian program kesehatan menurun. Penelitian dilaksanakan untuk mengetahui penyebab perpindahan tenaga kesehatan dari puskesmas luar kota ke puskesmas dalam kota di Kabupaten Kotawaringin Timur. Penelitian deskriptif kualitatif ini menggunakan indept interview untuk menggali informasi dari 8 informan utama dan 7 informan triangulasi. Variabel terdiri dari variabel individu (pengembangan karir dan dukungan keluarga), variabel organisasi (ketersediaan sumber daya, kepemimpinan, imbalan (kompensasi), iklim kerja dan kebijakan pemerintah) serta variabel psikologi (sikap dan motivasi). Data dianalisis dengan content analysis yaitu mengumpulkan, mereduksi, memverifikasi, mendeskripsikan, dan menyimpulkan informasi yang didapatkan. Hasil penelitian menunjukkan penyebab pindah adalah : 1) faktor individual (ingin melanjutkan pendidikan untuk meningkatkan jenjang karier dan dorongan mendekati keluarga); 2) faktor organisasi (kurangnya sumber daya manusia dan sumber daya lain (fasilitas), pimpinan puskesmas tidak mempunyai kewenangan terkait perpindahan pegawai dan penempatan pegawai kurang mempertimbangkan latar belakang sosial budaya, imbalan masih dianggap kurang dan tidak sebanding dengan beban kerja, kebijakan tentang perpindahan belum sesuai dengan aturan; 3) faktor psikologi (sikap tanggung jawab terhadap pekerjaan masih kurang, dan menganggap perpindahan pegawai adalah sesuatu yang wajar, motivasi bekerja masih berorientasi pada materi, orientasi pengabdian masih kurang). Selanjutnya disarankan kepada Kepala Puskesmas untuk membuat analisis beban kerja dan analisis jabatan untuk dasar penataan jenjang karier. Kepala Dinas Kesehatan sebaiknya memberikan reward berupa materi maupun non material secara memadai dan memberikan kewenangan kepada kepala puskesmas terkait dengan perpindahan pegawai sesuai aturan. Agar regulasi dapat dijalankan Pemerintah Daerah sebaiknya lebih tegas menghadapi usul pindah yang tidak prosedural. Perlu rekrutmen tenaga kesehatan dari daerah setempat atau daerah yang berdekatan serta mempertimbangkan sosial budaya. Kata kunci : Tenaga Kesehatan Bidan, Perawat, Puskesmas Kepustakaan : 42 (1985 – 2014) Diponegoro University Faculty of Public Health Master’s Program in Public Health Majoring in Administration and Health Policy 2015 ABSTRACT Hesron Silalahi The Causal Analysis of Health Workers Movement from Health Centre located outside the city to Health Centre in the City in East Kotawaringin District in Province of Central Borneo 161 pages + 17 tables + 8 figures + 10 enclosures Recruitment and placement of health workers based on Regulations number 36/2009 were implemented to fulfil the necessity of health workers in a community. However, in East Kotawaringin District, there were any 41 sub health centres which did not have nurses and 18 village health posts which did not have midwives. These conditions were due to movement of health workers to health centres in the city by which achievements of health programs decreased. This study aimed to identify the causes of health workers movement from health centres located outside the city to health centres in the city in East Kotawaringin District. This was descriptive-qualitative research using indepth interview to find out information from 8 main informants and 7 triangulation informants. Variables consisted of individual variables (career development and family support), organisational variables (availability of sources, leadership, reward (compensation), work climate, and government policy), and psychological variables (attitude and motivation). Furthermore, data were analysed using content analysis encompassed collecting, reducing, verifying, describing, and concluding obtained information. The result of this study showed that the causes of movement were as follows: 1) individual factors (health workers wanted continue a study to improve career and to be closer with families); 2) organisational factors (there were lack of human resources and lack of other sources (facilities), there was no authority in a level of head of health centres to move employees, there was no consideration of sociocultural backgrounds regarding placement of employees, accepted rewards were unequal to workload, policy of movement was not in accordance with the regulation); 3) psychological factors (attitude and responsibility towards jobs were low, assumption of workers movement was as a normal thing, work motivation was only to obtain money, and work dedication was low) . Heads of health centres need to analyse workload and position as a basis for managing a career hierarchy. Head of District Health Office needs to provide rewards of either money or non-money sufficiently and provide authority to heads of health centres regarding movement of workers in accordance with the regulation. The regional government needs to implement the regulation strictly regarding a proposal to move a workplace which is not in accordance with a procedure. The locals need to be recruited as health workers as a consideration of sociocultural aspects. Key Words : Health Worker, Midwife, Nurse, Health Centre Bibliography : 42 (1985-2014

Analisis Implementasi Penanggulangan Kejadian Luar Biasa (KLB) Difteri di Wilayah Kerja Dinas Kesehatan Kabupaten Blitar 2015

Universitas Diponegoro Fakultas Kesehatan Masyarakat Program Studi Magister Ilmu Kesehatan Masyarakat Konsentrasi Administrasi dan Kebijakan Kesehatan 2016 ABSTRAK Gamasiano Alfiansyah Analisis Implementasi Penanggulangan Kejadian Luar Biasa (KLB) Difteri di Wilayah Kerja Dinas Kesehatan Kabupaten Blitar 2015 xv + 100 halaman + 10 tabel + 3 gambar + 6 lampiran Implementasi penanggulangan difteri di Kabupaten Blitar terkendala di manajemen pelaksanaan program dengan jumlah kasus difteri pada tahun 2015 mencapai 43 kasus. Tujuan penelitian ini adalah untuk menganalisis pelaksanaan penanggulangan KLB difteri pada tahap persiapan, surveilans, investigasi, dan respon. Jenis penelitian adalah deskriptif kualitatif. Informan utama penelitian adalah petugas kesehatan yang menangani KLB difteri baik di Dinas Kesehatan maupun Puskesmas. Informan triangulasi penelitian adalah bidan desa, kepala desa, ketua pkk, dan penderita atau keluarga penderita. Data dikumpulkan dengan cara wawancara mendalam dan observasi, dan dianalisis dengan menggunakan metode analisis isi. Hasil menunjukkan bahwa ketersediaan SDM untuk menanggulangi difteri masih belum memadai baik dari segi jumlah dan latar belakang pendidikan, belum pernah dilakukan pelatihan surveilans, persediaan ADS dan eritromisin yang habis, kapasitas ruang isolasi yang terbatas, belum dilakukan surveilans aktif, terdapat masyarakat yang menolak imunisasi, belum dilakukan disinfeksi, dan pengetahuan masyarakat tentang difteri yang masih kurang. Penelitian ini merekomendasikan beberapa saran, yaitu bagi Dinas Kesehatan agar memberikan pelatihan spesifik surveilans kepada petugas kesehatan, mengupayakan terpenuhinya persediaan ADS dan eritromisin, membuat pola untuk mengawasi kontak erat, dan membuat ruang isolasi di rumah sakit swasta. Bagi Puskesmas diharapkan melakukan pengawasan terhadap kontak erat, mempunyai persediaan media amies dan eritromisin, disinfeksi terhadap barang-barang di rumah penderita, meningkatkan cakupan penyuluhan, dan melakukan pemberdayaan masyarakat dalam melakukan surveilans dan disinfeksiterhadap barang-barang di rumah penderita. Kata kunci : Kejadian Luar Biasa, Difteri, Evaluasi Kepustakaan : 77 (1986 – 2016) Diponegoro University Faculty of Public Health Master’s Study Program in Public Health Majoring in Administration and Health Policy 2016 ABSTRACT Gamasiano Alfiansyah Implementation Analysis of Diphtheria Outbreak Intervention at Work Area of Blitar District Health Office in 2015 xv + 100 pages + 10 tables + 3 figures + 6 appendices Implementation of diphtheria intervention in Blitar District was not optimal due to the program implementation management. Number of diphtheria cases in 2015 were 43 cases. The aim of this study was to analyse the implementation of diphtheria outbreak intervention at the stages of preparedness, surveillance, investigation, and response. This was a qualitative-descriptive study. Main informants consisted of health workers who handled diphtheria outbreak at either District Health Office (DHO) or health centres. Informants for triangulation purpose consisted of village midwives, head of village, head of PKK, patients, and patients’ family. Data were collected by conducting indepth interview and observation and analysed using a method of content analysis. The results of this study showed that there was no sufficient human resource to handle diphtheria from the aspects of quantity and educational background. There was no training of surveillance. There was no stock of ADS and erythromycin. Capacity of isolation room was limited. There was no active surveillance. There was any people who rejected to do immunisation. There was no disinfection. In addition, knowledge of a community about diphtheria was low. DHO needs to conduct specific training of surveillance for health workers, to provide ADS and erythromycin, to make a pattern for monitoring closed contacts, and to build isolation room at private hospitals. Furhermore, health centres need to monitor closed contacts, to provide Amies medium and erythromycin, to disinfect all stuffs at patients’ houses, to increase coverage of providing information, and to empower a community in order to conduct surveillance. Keywords : Outbreak; Diphtheria; Evaluation Bibliography: 77 (1986-2016

Evaluasi Sistem Pengolah Data Mortalitas Pasien Rawat Inap Berbasis Komputer di RSUD Dr. Moewardi

UniversitasDiponegoro FakultasKesehatanMasyarakat Program Studi Magister IlmuKesehatanMasyarakat KonsentrasiSistemInformasiManajemenKesehatan 2017 ABSTRAK Devi Pramita Sari EvaluasiSistemPengolah Data MortalitasPasienRawatInapBerbasisKomputer Di RSUD Dr. Moewardi xv+198 hal+12 Tabel+3 Gambar+24 lampiran Sistem pengolah data mortalitas pasien rawat inap terdapat hambatan pada kinerja computer dengan hasil beberapa menu belum dijalankan, fitur belum sesuai harapan pengguna, data terlambat, sulit mengakses laporan mortalitas, belum ada basis data dokter, dan sertifikat kematian tidak tercetak. Tujuan penelitian, mengevaluasi system pengolah data mortalitas berbasis komputer, berdasarkan metode Health Metricks Networks yang dianjurkan oleh WHO untuk sebuah rumah sakit publik. Evaluasi meliputi analisis sumber daya, indikator, sumber data, manajemen data, produk data, serta penyebaran dan penggunaan informasi untuk menilai kondisi system pengolah data mortalitas sesuai kebutuhan yang dipersyaratkan. Penelitian ini non eksperimen dengan metode kualitatif. Metode pengumpulan data yang digunakan observasi system pengolah data mortalitas dan wawancara mendalam. Informan utama yaitu petugas pelaksana system sebanyak 6 informan. Informan triangulasi yaitu pihak manajemen pendukung system pengolah data mortalitas sebanyak 2 informan. Analisis isi digunakan untuk mendapat gambaran system pengolah data mortalitas berdasarkan pendekatan evaluasi HMN yang terdiri dari sumber daya, indikator, sumber data, manajemen data, produk data, serta penyebaran dan penggunaan informasi. Hasil pada komponen sumberdaya tidak semua personil berpendidikan system informasi atau rekam medis, belum pernah ada pelatihan dan seminar system pengolah data mortalitas, belum ada deskripsi tugas tertulis system pengolah data mortalitas, pelaksana rangkap tugas dengan pelayanan data morbiditas, belum adanya ruang dan computer khusus system pengolah data mortalitas, belum adanya peraturan tertulis system pengolah data mortalitas. Komponen indicator belum ada basis data dokter, tindakan, dan penyebab kematian, serta sertifikat kematian tidak tercetak.Komponen sumber data tidak sesuai antara data mortalitas manual yang ada di register pasien rawat inap dengan data di komputer. Komponen manajemen data analisis data hanya dilakukan oleh coordinator system pengolah data mortalitas. Komponen produk data dirasa data masih belum lengkap.Penyebaran dan penggunaan pengiriman masih via email belum berbasis web dan belum terintegrasi. Saran pada komponen sumberdaya penambahan personil berpendidikan system informasi atau rekam medis, pelatihan dan seminar system pengolah data mortalitas, pembuatan deskripsi tugas tertulis system pengolah data mortalitas, pengadaan ruang dan computer khusus system pengolah data mortalitas,.Komponen indicator sebaiknya ditambahkan basis data dokter, tindakan, dan penyebab kematian. Komponen sumber data sebaiknya data di computer disesuaikan dengan data di register rawat inap. Komponen manajemen data sebaiknya analisis data dilakukan semua system pengolah data mortalitas. Komponen produk data sebaiknya petugas teliti melengkapi data pada sistem. Penyebaran dan penggunaan sebaiknya dirancang system pengolah data mortalitas berbasis web dan terintegrasi kepihak eksternal DKK dan Dispendukcapil. Kata kunci Kepustakaan : SistemPengolah Data Mortalitas, Komponen HMN, : 76 (2003-2015)Diponegoro University Faculty of Public Health Master’s Study Program in Public Health Majoring in Health Management Information System 2017 ABSTRACT Devi Pramita Sari Evaluation of Data Processor System of Mortality for Patients at Inpatient Unitbased on Computer at Dr.Moewardi Public Hospital xv + 198 pages + 12tables + 3 figures + 24 appendices A data processor system of mortality for patients at inpatient unit had some barriers in terms of the performance of a computer. Some menus did not work, features were not in accordance with users’ expectation, data were late, a mortality report was difficult to be accessed, database of physician was unavailable, and death certificate was unprinted. This study aimed at evaluating the data processor system of mortality based on computer using a method of Health Metrics Networks (HMN) recommended by WHO for a public hospital. Evaluation consisted of analyses of resources, indicators, sources of data, data management, product of data, and distribution and use of information to assess condition of the system in accordance with required necessity. This was a non-experiment study using a qualitative method. Data were collected by observing and conducting indepth interview. Main informants consisted of six data managers. Informants for triangulation purpose consisted of two management staffs who supported the system. Data were analysed using content analysis to describe the system based on HMN evaluation approach. The results of this research showed that in the component of resources, not all officers had an educational background of information system or medical record. Training and seminar were unavailable. The data managers had another main task, namely providing morbidity data. A specific room and computers to process mortality data were unavailable. A regulation to implement the system was unavailable. In the component of indicators, database of physicians, treatment, and cause of deaths was unavailable and death certificate was unprinted. In the component of sources, manual mortality data in a document of patient registration at the inpatient unit were not in accordance with data available in a computer.In data management, data analysis was only performed by a coordinator of the system. In the component of product, data were incomplete. Distribution and delivery data used email and had not been based on web and had not been integrated. To improve resources, number of staffs with educational background of information system and medical record needs to be added. Training and seminar need to be conducted. Job description ofthe system needs to be issued. A specific room and a computer need to be provided. To improve the component of indicators, database of physicians, treatment, and cause of deaths needs to be added. To improve the component of data source, data in a computer need to be adjusted with data in a registration document. To improve data management, data analysis needs to use the system. To improve the component of data product, an officer needs to complete data on the system. Distribution and use of information need to be arranged a system based on web that is integrated with other sectors like District Health Office and Citizen Office.Keywords : Data Processor System of Mortality, HMN components Bibliography: 76 (2003-2015

Analisis Kinerja Program Pengendalian Penyakit Demam Berdarah Dengue (P2DBD) di Puskesmas Mabelopura danTipo Kota Palu Provinsi Sulawesi Tengah

Universitas Diponegoro Fakultas Kesehatan Masyarakat Program Studi Magister Ilmu Kesehatan Masyarakat Konsentrasi Administrasi dan Kebijakan Kesehatan 2017 ABSTRAK Aminoto Naharun Analisis Kinerja Program Pengendalian Penyakit Demam Berdarah Dengue (P2DBD) di Puskesmas Mabelopura danTipo Kota Palu Provinsi Sulawesi Tengah xxi + 169 halaman + 48 tabel + 10 gambar + 13 lampiran Kota Palu merupakan daerah endemis DBD dengan kasus tergolong tinggi. Pengendaliannya masih bergantung pada program P2DBD Puskesmas. Tujuan penelitian adalah untuk menganalisis kinerja program P2DBD pada Puskesmas dengan kasus DBD tertinggi dan terendah, serta faktor-faktor yang mempengaruhinya. Penelitian ini merupakan penelitian observasional dengan pendekatan kualitatif. Data dikumpulkan dengan observasi dan wawancara mendalam. Informan utama adalah kepala puskesmas dan pengelola program (P2DBD, promosi kesehatan,penyehatan lingkungan) di kedua Puskesmas. Uji validitas dengan triangulasi sumber kepada kepala seksi pengendalian penyakit dan pengelola program P2DBDDinas Kesehatan kota Palu serta FGD kelompok masyarakat. Hasil penelitian menunjukkan kinerja program P2DBD Puskesmas Mabelopura (kasus DBD tertinggi)belum berjalan maksimalpada kegiatan penyelidikan epidemiologi, fogging fokus, pemberantasan sarang nyamuk dan penyuluhan kesehatan, sedangkan pada Puskesmas Tipo (kasus DBD terendah)kinerja program telah berjalan maksimal kecuali kegiatan fogging fokus. Selain itu, faktor yang mempengaruhi kinerja program P2DBD pada kedua Puskesmas ditemukan dana belum mencukupi, sarana dan prasarana tersedia kecuali alat fogging dan belum ada SOP. Perbedaannya adalahpada Puskesmas Mabelopura ditemukankualitas SDM belum optimal dan kepemimpinan kepala Puskesmas cukup baik. Sedangkan pada Puskesmas Tipo, kualitas SDM telah optimal dan kepemimpinan kepala Puskesmas sangat baik. Dinas Kesehatan disarankanmembuat pelatihan tata laksana kasus DBDdan penyusunan SOP, mengalokasikan dana untuk kader jumantik dan tenaga surveilans kesehatan, melengkapi kebutuhan sarana dan prasarana program P2DBD di Puskesmas, dan menyelenggarakan evaluasi tahunan program P2DBD.Bagi Puskesmas Mabelopura agar meningkatkan koordinasi dan kemitraan lintas sektorserta partisipasi aktif petugas dalam penyuluhan. Bagi Puskesmas Tipo agar konsisten dan meningkatkan kinerja program P2DBD. Kata kunci :Demam Berdarah Dengue, P2DBD, Kinerja, Puskesmas, Kota Palu Kepustakaan :49 (1992 – 2016) iDiponegoro University Faculty of Public Health Master’s Study Program in Public Health Majoring in Administration and Health Policy 2017 ABSTRACT Aminoto Naharun Performance Analysis of Dengue Haemorrhagic Fever Control Program (P2DBD) at Mabelopura and Tipo Health Centres in Palu City in Province of Central Sulawesi xxi + 169 pages + 48tables + 10figures + 13 appendices Palu City is an endemic area of Dengue Haemorrhagic Fever (DHF) categorised as high cases of the disease. Controlling of DHF still depends on a program of P2DBD at a health centre level. This study aimed atanalysing the performance of the P2DBD program at health centres with highest and lowest DHF casesand the factors that influenced them. This was an observational study using a qualitative approach. Data were collected by observing and conducting indepth interview. Main informants were heads of health centres and the implementers of some programs like P2DBD, health promotion, and environmental sanitation at both health centres. A test of validity was performed by collecting data for triangulation purpose to a head of disease control section and the implementers of P2DBD program at Palu City Health Office and by conducting Focus Group Discussion to a community group. The results of this research showed that the P2DBD program at Mabelopura Health Centre (highest DHF cases) had not been optimally implemented particularly in the activities of epidemiological investigation, focus fogging, mosquito’s breeding place eradication, and health education. In contrast, the P2DBD program at Tipo Health Centre (lowest DHF cases), almost all programs had been well implemented except the activity of focus fogging.In addition, factors influencing the performance of the P2DBD program in both health centres were insufficient funding, unavailable equipment for fogging, and unavailable SOP. At Mabelopura Health Centre, quality of human resourceand leadership of the head of the health centre was fairly good. In contrast, quality of human resource and leadership of the head of the Tipo Health Centre was excellent. Health Office needs to conduct training of DHF cases management and SOP arrangement, to allocate budget for jumantik cadres and workers of healthsurveillance, to provide facilities for implementing the P2DBD program at health centres, and to evaluate the P2DBD program annually. In addition, the Mabelopura Health Centre needs to improve coordination and partnership with inter-sectors and to actively participate in providing health education. The Tipo Health Centre needs to consistently improve the performance of the P2DBD program. Keywords : Dengue Haemorrhagic Fever, P2DBD, Performance, Health Centre Bibliography: 49 (1992-2016) i