Forming Process, Pattern and The Need for Intergovernmental Management in Indonesia

Cooperation among neighbouring region is commonly termed regional cooperation. Inter-region cooperation in the study of public administration is categorized as public management especially intergovernmental management. Inter-region cooperation in Indonesia has been for a long time trying to find its form. However, in the middle of its process, the implementer is trapped in doubt. The paper aims to trace the institutional form and its problem in the neighbouring region cooperation. The research is done through literature study, observation on inter-region cooperation especially in the central Java and some facilitation done by the writer in the several regions in Indonesia. There are two forms of referred institution which is developed on the basis of this networking pattern; they are intergovernmental relation (IGR) and intergovernmental management (IGM). In the mean time, the governmental support on inter-region cooperation which is supposed to form collaboration is hampered by the inconsistency of regulation which is issued by several parties (ministries) in the central governmen

The Obstacles of Implementation of Village Allocation Fund Program in the North Konawe Southeast Sulawesi

Provision of Village Allocation Fund is predicated on the realization of the right to hold the village of village autonomy. This is done so that the village can grow and evolve to follow the growth coming from the village itself based on diversity, participation, indigenous autonomy, democratization, and empowerment. Rural Institutions have increased due to the ability of an optimal are not adequately involved in the planning process using the Alokasi Dana Desa (ADD) village without there even through the planning process as the existing guidelines, were never involved in the implementation of ADD and also have never been involved in the evaluation of the implementation of the ADD, all plans activities and filing submitted to Badan Pemberdayaan Masyarakat Desa (BPMD). This phenomenon shows that community involvement is still an obstacle. The main barriers associated with the management of the village administration who have not gotten the right formula in community involvement, especially in aspiration. That is because of the following: 1) The low level of public education 2) Weak managerial ability of the village and other village institutions and 3) Failure mechanisms of socialization and increased capacity building by BPMD to the village

INOVASI PELAYANAN PUBLIK “POSYANDU TERNAK” BAGI PETANI TERNAK DI KAB TENGGAMUS PROVINSI LAMPUNG

Pelayanan kesehatan hewan ternak di Kabupaten Tanggamus Provinsi Lampung sangat tidak ideal. Jumlah penyuluh yang sangat terbatas, membuat persoalan menjadi semakin sulit karena kelompok tani ternak belum memiliki kemampuan menangani persoalan kesehatan te rnak. Banyak ternak sakit yang tidak ditangani dengan baik berakhir dengan kematian, banyak bayi ternak lahir tanpa bantuan petugas kesehatan ternak, beberapa mati dan yang lain bermasalah. Perlakuan terhadap ternak masih konvensional dan jangkauan wilayah layanan ternak sangat luas. Terobosan Kahuripan berawal dari Desa Pematang Nebak, Kecamatan Bulok, Kabupaten Tanggamus. Inovasi layanan ini merupakan produk dari kemitraan antara kelompok tani ternak dan pusat kesehatan hewan pada posyandu ternak. Setelah ada Posyandu Ternak, permasalahan diatasi bersama oleh petugas posyandu, kelompok tani ternak, puskeswan, dan pemangku kepentingan. Hasilnya, tingkat kematian hewan cenderung menurun. Inovasi ini mengalami hambatan pada replikasiny

BUREAUCRATIC REFORM : A WAY TO ELIMINATE CORRUPTION, COLLUSION, AND NEPOTISM PRACTICES IN INDONESIA

In the whole world, developing bureaucracy is one of the primary means in country management of various fields of national life and its relationship with other nations in the world. In addition to carrying out services, bureaucracy has to interpret various political decisions into various policies, and operationally do its function in managing various policy implementations. Hence, it was realized that the bureaucracy is a critical success factor of the whole of government agenda, includ ing in the realization of clean government, in order to become good governance. However, bureaucracy is not always be able to administer or do the task and its function automatically and independently which afterwards resulting in a significant performance s. The successes of bureaucracy in eradicate corruption, collusion, and nepotism activities also determined by many other factors. Factors that need more attention in bureaucratic reform policy are completeness, competency, and consistency from all of the parties that play role in the country management in realizing and creating a clean government and good governance, and also in actualizing and implementing it in our constitution, according to the position and role of each of them in the country

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 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

INSTITUTIONAL ANALYSIS ON POVERTY REDUCTION PROGRAM IN THE SOCIETY: A CASE STUDY OF NATIONAL PROGRAM FOR COMMUNITY EMPOWERMENT OF INDEPENDENT URBAN (PNPM-MP) IN SEMARANG, INDONESIA

Institutional PNPM-MP in Semarang put poverty alleviation as the main priority of the empowerment-based development policy. The strategy developed is to synergize government agencies with community institutions built by PNPM-MP program at the village and base level, that is, Community Institutional Agency (BKM) and the Community Self-Reliance Group (KSM). The problem studied in this research is: How does PNPM-MP institutional in society involve in poverty reduction, with the aim of describing and analyzing institutional programs in the community. The research approach used phenomenological qualitative, by conducting interviews, observation, focus group discussion to obtain data from informants (BKM / KSM). Informants include two BKM and ten KSM which is purposively selected (deliberately) from two villages in two districts. The analysis was performed interactively, that is, analysis techniques which are integral cycle among data collection, data reduction, data performance and conclusion withdrawal. Research conclusion: PNPM-MP institutional at the village and base level (BKM / KSM) has not been able to be a driving force in poverty reduction and is still seen by the community as a program requirement, not institutionalized on both horizontal and vertical level. Recommendation for the research result is that it needed awareness that poverty reduction requires a synergy between government agencies and community agencies embodied in the development planning of one village one planning

Peningkatan Kapasitas Aplikasi Mobile “Magelang Cerdas” dalam Rangka Peningkatan Pelayanan Publik

Dalam mewujudkan konsep smart city di Kota Magelang, pada tahun 2017 Pemerintah Kota Magelang meluncurkan aplikasi mobile berbasis android bernama Magelang Cerdas. Aplikasi Magelang Cerdas merupakan aplikasi yang memuat informasi seputar Kota Magelang seperti: informasi mengenai destinasi wisata Kota Magelang, berbagai kuliner dan fasilitas umum, serta pelayanan publik seperti layanan kesehatan, perizinan, dan perpajakan. Penelitian ini bertujuan untuk menganalisis aplikasi Magelang Cerdas menggunakan perspektif Open Government yaitu dengan 3 prinsip Open Government (transparansi, kolaborasi, dan partisipasi). Metode yang digunakan dalam penelitian ini adalah mix method (kualitatif dan kuantitatif) dengan menggunakan strategi penelitian observasi. Lokus penelitiannya adalah 12 fitur dan sub-fitur dalam aplikasi Magelang Cerdas. Data sekunder diperoleh melalui observasi dalam aplikasi Magelang Cerdas, sedangkan data primer diperoleh dengan cara melakukan wawancara kepada pihak pengembang dan user. Hasil perhitungan menggunakan skala likert dalam penelitian ini menunjukkan bahwa aplikasi Magelang Cerdas mendapatkan skor yang masuk kedalam kategori Baik untuk transparansi, kolaborasi, dan partisipasi. Meskipun masuk dalam kategori baik, namun aplikasi ini masih jauh dari kata sempurna. Dari hasil wawancara dengan pihak pengembang, dapat diketahui bahwa aplikasi ini masih dalam pengembangan sehingga masih banyak kekurangan yang ditemukan terutama dalam hal kemanfaatannya serta upaya menarik minat masyarakat Kota Magelang untuk mau menggunakan aplikasi tersebut Aplikasi Magelang Cerdas

One Agency One Innovation and Study of Its Scope

Public service improvement measures in Indonesia assessed is slow and can’t keep the community expectations continue to increase with increasing people's income and the advance of information technology Indonesia. The Government in the framework of the implementation of the reform of the bureaucracy implement policies encourage the acceleration of the increase in the quality of public services, by requiring each of the ministries/agencies and local governments created at least one major innovation every year known as the movement of One Agency, One Innovation. The movement of One Agency, One Innovation must be a movement together in a policy framework that is understood along by all components of Good Governance. Scientific study would like to explain the concept of One Agency, One Innovation from the angle of the development of the science of public administration