{"id":6485,"date":"2022-03-07T09:29:32","date_gmt":"2022-03-07T02:29:32","guid":{"rendered":"https:\/\/pn-tegal.go.id\/id\/?page_id=6485"},"modified":"2026-05-17T14:33:03","modified_gmt":"2026-05-17T07:33:03","slug":"dokumen-zona-integritas","status":"publish","type":"page","link":"https:\/\/pn-tegal.go.id\/id\/dokumen-zona-integritas\/","title":{"rendered":"DOKUMEN ZONA INTEGRITAS"},"content":{"rendered":"

[et_pb_section fb_built=”1″ inner_shadow=”on” admin_label=”section” _builder_version=”4.16″ global_colors_info=”{}”][et_pb_row disabled_on=”off|off|off” admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_post_title meta=”off” featured_image=”off” _builder_version=”4.16″ title_font=”|600||on|||||” animation_style=”fade” global_colors_info=”{}”][\/et_pb_post_title][et_pb_divider divider_weight=”8px” _builder_version=”4.16″ width=”10%” module_alignment=”left” custom_padding=”0px||0px||true|false” animation_style=”fold” animation_direction=”left” animation_delay=”200ms” animation_intensity_fold=”100%” animation_starting_opacity=”100%” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n

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LEMBAR KERJA ELEKTRONIK EVALUASI ZONA INTEGRITAS (ZI) MENUJU WBK\/WBBM<\/p>\n

SATUAN KERJA : PENGADILAN NEGERI TEGAL<\/p>\n<\/td>\n<\/tr>\n

\u00a0<\/td>\n<\/tr>\n
Tahun Penilaian : 2026<\/td>\n<\/tr>\n
PENILAIAN<\/td>\nBobot<\/td>\nJawaban<\/td>\nNilai<\/td>\n%<\/td>\n\u00a0<\/td>\n<\/tr>\n
A.<\/td>\nPENGUNGKIT (60)<\/td>\n60<\/td>\n\u00a0<\/td>\n59,97<\/td>\n96,43%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\nI.<\/td>\nPEMENUHAN (30)<\/td>\n30<\/td>\n\u00a0<\/td>\n30<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n1.<\/td>\nManajemen Perubahan<\/td>\n4<\/td>\n\u00a0<\/td>\n4<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nPenyusunan Tim Kerja<\/td>\n0,5<\/td>\n\u00a0<\/td>\n0,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Unit kerja telah membentuk tim untuk melakukan pembangunan Zona Integritas<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Penentuan anggota Tim dipilih melalui prosedur\/mekanisme yang jelas<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nRencana Pembangunan Zona Integritas<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Terdapat dokumen rencana kerja pembangunan Zona Integritas menuju WBK\/WBBM<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Dalam dokumen pembangunan terdapat target-target prioritas yang relevan dengan tujuan pembangunan WBK\/WBBM<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Terdapat mekanisme atau media untuk mensosialisasikan pembangunan WBK\/WBBM<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nPemantauan dan Evaluasi Pembangunan WBK\/WBBM<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Seluruh kegiatan pembangunan sudah dilaksanakan sesuai dengan rencana<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Terdapat monitoring dan evaluasi terhadap pembangunan Zona Integritas<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Hasil Monitoring dan Evaluasi telah ditindaklanjuti<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niv<\/td>\nPerubahan pola pikir dan budaya kerja<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Pimpinan berperan sebagai role model dalam pelaksanaan Pembangunan WBK\/WBBM<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Sudah ditetapkan agen perubahan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Telah dibangun budaya kerja dan pola pikir di lingkungan organisasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. Anggota organisasi terlibat dalam pembangunan Zona Integritas menuju WBK\/WBBM<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n2.<\/td>\nPenataan Tatalaksana<\/td>\n3,5<\/td>\n\u00a0<\/td>\n3,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nProsedur Operasional Tetap (SOP) Kegiatan Utama<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. SOP mengacu pada peta proses bisnis instansi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Prosedur operasional tetap (SOP) telah diterapkan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Prosedur operasional tetap (SOP) telah dievaluasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nSistem Pemerintahan Berbasis Elektronik (SPBE)<\/td>\n2<\/td>\n\u00a0<\/td>\n2<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Sistem pengukuran kinerja unit sudah menggunakan teknologi informasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Operasionalisasi manajemen SDM sudah menggunakan teknologi informasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Pemberian pelayanan kepada publik sudah menggunakan teknologi informasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. Telah dilakukan monitoring dan dan evaluasi terhadap pemanfaatan teknologi informasi dalam pengukuran kinerja unit, operasionalisasi SDM, dan pemberian layanan kepada publik<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nKeterbukaan Informasi Publik<\/td>\n0,5<\/td>\n\u00a0<\/td>\n0,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Kebijakan tentang keterbukaan informasi publik telah diterapkan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Telah dilakukan monitoring dan evaluasi pelaksanaan kebijakan keterbukaan informasi publik<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n3.<\/td>\nPenataan Sistem Manajemen SDM Aparatur<\/td>\n5<\/td>\n\u00a0<\/td>\n5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nPerencanaan Kebutuhan Pegawai sesuai dengan Kebutuhan Organisasi<\/td>\n0,25<\/td>\n\u00a0<\/td>\n0,25<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Kebutuhan pegawai yang disusun oleh unit kerja mengacu kepada peta jabatan dan hasil analisis beban kerja untuk masing-masing jabatan<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Penempatan pegawai hasil rekrutmen murni mengacu kepada kebutuhan pegawai yang telah disusun per jabatan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Telah dilakukan monitoring dan dan evaluasi terhadap penempatan pegawai rekrutmen untuk memenuhi kebutuhan jabatan dalam organisasi telah memberikan perbaikan terhadap kinerja unit kerja<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nPola Mutasi Internal<\/td>\n0,5<\/td>\n\u00a0<\/td>\n0,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Dalam melakukan pengembangan karier pegawai, telah dilakukan mutasi pegawai antar jabatan<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Dalam melakukan mutasi pegawai antar jabatan telah memperhatikan kompetensi jabatan dan mengikuti pola mutasi yang telah ditetapkan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Telah dilakukan monitoring dan evaluasi terhadap kegiatan mutasi yang telah dilakukan dalam kaitannya dengan perbaikan kinerja<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nPengembangan Pegawai Berbasis Kompetensi<\/td>\n1,25<\/td>\n\u00a0<\/td>\n1,25<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Unit Kerja melakukan Training Need Analysis Untuk pengembangan kompetensi<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Dalam menyusun rencana pengembangan kompetensi pegawai, telah mempertimbangkan hasil pengelolaan kinerja pegawai<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Tingkat kesenjangan kompetensi pegawai yang ada dengan standar kompetensi yang ditetapkan untuk masing-masing jabatan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. Pegawai di Unit Kerja telah memperoleh kesempatan\/hak untuk mengikuti diklat maupun pengembangan kompetensi lainnya<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12e. Dalam pelaksanaan pengembangan kompetensi, unit kerja melakukan upaya pengembangan kompetensi kepada pegawai (seperti pengikutsertaan pada lembaga pelatihan, in-house training, coaching, atau mentoring)<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12f. Telah dilakukan monitoring dan evaluasi terhadap hasil pengembangan kompetensi dalam kaitannya dengan perbaikan kinerja<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niv<\/td>\nPenetapan Kinerja Individu<\/td>\n2<\/td>\n\u00a0<\/td>\n2<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Terdapat penetapan kinerja individu yang terkait dengan perjanjian kinerja organisasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Ukuran kinerja individu telah memiliki kesesuaian dengan indikator kinerja individu level diatasnya<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Pengukuran kinerja individu dilakukan secara periodik<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. Hasil penilaian kinerja individu telah dijadikan dasar untuk pemberian reward<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nv<\/td>\nPenegakan Aturan Disiplin\/Kode Etik\/Kode Perilaku Pegawai<\/td>\n0,75<\/td>\n\u00a0<\/td>\n0,75<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Aturan disiplin\/kode etik\/kode perilaku telah dilaksanakan\/diimplementasikan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nvi<\/td>\nSistem Informasi Kepegawaian<\/td>\n0,25<\/td>\n\u00a0<\/td>\n0,25<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Data informasi kepegawaian unit kerja telah dimutakhirkan secara berkala<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n4.<\/td>\nPenguatan Akuntabilitas<\/td>\n5<\/td>\n\u00a0<\/td>\n5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nKeterlibatan Pimpinan<\/td>\n2,5<\/td>\n\u00a0<\/td>\n2,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Unit kerja telah melibatkan pimpinan secara langsung pada saat penyusunan perencanaan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Unit kerja telah melibatkan secara langsung pimpinan saat penyusunan penetapan kinerja<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Pimpinan memantau pencapaian kinerja secara berkala<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nPengelolaan Akuntabilitas Kinerja<\/td>\n2,5<\/td>\n\u00a0<\/td>\n2,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Dokumen perencanaan kinerja sudah ada<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Perencanaan kinerja telah berorientasi hasil<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Terdapat penetapan Indikator Kinerja Utama (IKU)<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. Indikator kinerja telah telah memenuhi kriteria SMART<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12e. Laporan kinerja telah disusun tepat waktu<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12f. Laporan kinerja telah memberikan informasi tentang kinerja<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12g. Terdapat sistem informasi\/mekanisme informasi kinerja<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12h. Unit kerja telah berupaya meningkatkan kapasitas SDM yang menangangi akuntabilitas kinerja<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n5.<\/td>\nPenguatan Pengawasan<\/td>\n7,5<\/td>\n\u00a0<\/td>\n7,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nPengendalian Gratifikasi<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Telah dilakukan public campaign tentang pengendalian gratifikasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Pengendalian gratifikasi telah diimplementasikan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nPenerapan Sistem Pengendalian Intern Pemerintah (SPIP)<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Telah dibangun lingkungan pengendalian<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Telah dilakukan penilaian risiko atas pelaksanaan kebijakan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Telah dilakukan kegiatan pengendalian untuk meminimalisir risiko yang telah diidentifikasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. SPI telah diinformasikan dan dikomunikasikan kepada seluruh pihak terkait<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nPengaduan Masyarakat<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Kebijakan Pengaduan masyarakat telah diimplementasikan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. pengaduan masyarakat dtindaklanjuti<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Telah dilakukan monitoring dan evaluasi atas penanganan pengaduan masyarakat<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. Hasil evaluasi atas penanganan pengaduan masyarakat telah ditindaklanjuti<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niv<\/td>\nWhistle-Blowing System<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Whistle Blowing System telah diterapkan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Telah dilakukan evaluasi atas penerapan Whistle Blowing System<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Hasil evaluasi atas penerapan Whistle Blowing System telah ditindaklanjuti<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nv<\/td>\nPenanganan Benturan Kepentingan<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Telah terdapat identifikasi\/pemetaan benturan kepentingan dalam tugas fungsi utama<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Penanganan Benturan Kepentingan telah disosialisasikan\/internalisasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Penanganan Benturan Kepentingan telah diimplementasikan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. Telah dilakukan evaluasi atas Penanganan Benturan Kepentingan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12e. Hasil evaluasi atas Penanganan Benturan Kepentingan telah ditindaklanjuti<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n6.<\/td>\nPeningkatan Kualitas Pelayanan Publik<\/td>\n5<\/td>\n\u00a0<\/td>\n5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nStandar Pelayanan<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Terdapat kebijakan standar pelayanan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b.Standar pelayanan telah dimaklumatkan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Dilakukan reviu dan perbaikan atas standar pelayanan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. telah melakukan publikasi atas standar pelayanan dan maklumat pelayanan<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nBudaya Pelayanan Prima<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Telah dilakukan berbagai upaya peningkatan kemampuan dan\/atau kompetensi tentang penerapan budaya pelayanan prima<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Informasi tentang pelayanan mudah diakses melalui berbagai media<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Telah terdapat sistem pemberian penghargaan dan sanksi bagi petugas pemberi pelayanan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12d. Telah terdapat sistem pemberian kompensasi kepada penerima layanan bila layanan tidak sesuai standar<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12e. Terdapat sarana layanan terpadu\/terintegrasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12f. Terdapat inovasi pelayanan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nPengelolaan Pengaduan<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Terdapat media pengaduan dan konsultasi pelayanan yang terintegrasi dengan SP4N-Lapor!<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Terdapat unit yang mengelola pengaduan dan konsultasi pelayanan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Telah dilakukan evaluasi atas penanganan keluhan\/masukan dan konsultasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niv<\/td>\nPenilaian Kepuasan terhadap Pelayanan<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Telah dilakukan survey kepuasan masyarakat terhadap pelayanan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Hasil survei kepuasan masyarakat dapat diakses secara terbuka<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Dilakukan tindak lanjut atas hasil survei kepuasan masyarakat<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nv<\/td>\nPemanfaatan Teknologi Informasi<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12a. Telah menerapkan teknologi informasi dalam memberikan pelayanan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12b. Telah membangun database pelayanan yang terintegrasi<\/td>\n\u00a0<\/td>\nYA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n12c. Telah dilakukan perbaikan secara terus menerus<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\nII.<\/td>\nREFORM (30)<\/td>\n30<\/td>\n\u00a0<\/td>\n29,97<\/td>\n92,87%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n1.<\/td>\nManajemen Perubahan<\/td>\n4<\/td>\n\u00a0<\/td>\n4<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nKomitmen dalam perubahan<\/td>\n2<\/td>\n\u00a0<\/td>\n2<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Agen perubahan telah membuat perubahan yang konkret di Instansi (dalam 1 tahun)<\/td>\n\u00a0<\/td>\nI<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
– Isi Jumlah Agen Perubahan<\/td>\n<\/tr>\n
– Isi Jumlah Perubahan yang dibuat<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nb. Perubahan yang dibuat Agen Perubahan telah terintegrasi dalam sistem manajemen<\/td>\n\u00a0<\/td>\nI<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nKomitmen Pimpinan<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Pimpinan memiliki komitmen terhadap pelaksanaan reformasi birokrasi, dengan adanya target capaian reformasi yang jelas di dokumen perencanaan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nMembangun Budaya Kerja<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Instansi membangun budaya kerja positif dan menerapkan nilai-nilai organisasi dalam pelaksanaan tugas sehari-hari<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n2.<\/td>\nPenataan Tatalaksana<\/td>\n3,5<\/td>\n\u00a0<\/td>\n3,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nPeta Proses Bisnis Mempengaruhi Penyederhanaan Jabatan<\/td>\n0,5<\/td>\n\u00a0<\/td>\n0,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Telah disusun peta proses bisnis dengan adanya penyederhanaan jabatan<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nSistem Pemerintahan Berbasis Elektronik (SPBE) yang Terintegrasi<\/td>\n1<\/td>\n\u00a0<\/td>\n1<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Implementasi SPBE telah terintegrasi dan mampu mendorong pelaksanaan pelayanan publik yang lebih cepat dan efisien<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nb. Implementasi SPBE telah terintegrasi dan mampu mendorong pelaksanaan pelayanan internal organisasi yang lebih cepat dan efisien<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nTransformasi Digital Memberikan Nilai Manfaat<\/td>\n2<\/td>\n\u00a0<\/td>\n2<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Transformasi digital pada bidang proses bisnis utama telah mampu memberikan nilai manfaat bagi unit kerja secara optimal<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nb. Transformasi digital pada bidang administrasi pemerintahan telah mampu memberikan nilai manfaat bagi unit kerja secara optimal<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nTransformasi digital pada bidang pelayanan publik telah mampu memberikan nilai manfaat bagi unit kerja secara optimal<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n3.<\/td>\nPenataan Sistem Manajemen SDM Aparatur<\/td>\n5<\/td>\n\u00a0<\/td>\n5<\/td>\n60,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nKinerja Individu<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Ukuran kinerja individu telah berorientasi hasil (outcome) sesuai pada levelnya<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nAssessment Pegawai<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Hasil assement telah dijadikan pertimbangan untuk mutasi dan pengembangan karir pegawai<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nPelanggaran Disiplin Pegawai<\/td>\n2<\/td>\n\u00a0<\/td>\n0<\/td>\n0%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Penurunan pelanggaran disiplin pegawai<\/td>\n\u00a0<\/td>\nI<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n4.<\/td>\nPenguatan Akuntabilitas<\/td>\n5<\/td>\n\u00a0<\/td>\n5<\/td>\n97,60%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nMeningkatnya capaian kinerja unit kerja<\/td>\n2<\/td>\n\u00a0<\/td>\n1,88<\/td>\n94%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Persentase Sasaran dengan capaian 100% atau lebih<\/td>\n\u00a0<\/td>\nI<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nPemberian Reward and Punishment<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Hasil Capaian\/Monitoring Perjanjian Kinerja telah dijadikan dasar sebagai pemberian reward and punishment bagi organisasi<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nKerangka Logis Kinerja<\/td>\n1,5<\/td>\n\u00a0<\/td>\n1,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Apakah terdapat penjenjangan kinerja ((Kerangka Logis Kinerja) yang mengacu pada kinerja utama organisasi dan dijadikan dalam penentuan kinerja seluruh pegawai?<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n5.<\/td>\nPenguatan Pengawasan<\/td>\n7,5<\/td>\n\u00a0<\/td>\n7,47<\/td>\n99,60%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nMekanisme Pengendalian<\/td>\n2,5<\/td>\n\u00a0<\/td>\n2,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Telah dilakukan mekanisme pengendalian aktivitas secara berjenjang<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nPenanganan Pengaduan Masyarakat<\/td>\n3<\/td>\n\u00a0<\/td>\n3<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Persentase penanganan pengaduan masyarakat<\/td>\n\u00a0<\/td>\nI<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\niii<\/td>\nPenyampaian Laporan Harta Kekayaan<\/td>\n2<\/td>\n\u00a0<\/td>\n1,97<\/td>\n98,50%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nPenyampaian Laporan Harta Kekayaan Pejabat Negara (LHKPN)<\/td>\n\u00a0<\/td>\nI<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nPenyampaian Laporan Harta Kekayaan Aparatur Sipil Negara (LHKASN)<\/td>\n\u00a0<\/td>\nI<\/td>\n0,97<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n6.<\/td>\nPeningkatan Kualitas Pelayanan Publik<\/td>\n5<\/td>\n\u00a0<\/td>\n5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\ni<\/td>\nUpaya dan\/atau Inovasi Pelayanan Publik<\/td>\n2,5<\/td>\n\u00a0<\/td>\n2,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Upaya dan\/atau inovasi telah mendorong perbaikan pelayanan publik pada:<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
1. Kesesuaian Persyaratan<\/td>\n<\/tr>\n
2. Kemudahan Sistem, Mekanisme, dan Prosedur<\/td>\n<\/tr>\n
3. Kecepatan Waktu Penyelesaian<\/td>\n<\/tr>\n
4. Kejelasan Biaya\/Tarif, Gratis<\/td>\n<\/tr>\n
5. Kualitas Produk Spesifikasi Jenis Pelayanan<\/td>\n<\/tr>\n
6. Kompetensi Pelaksana\/Web<\/td>\n<\/tr>\n
7. Perilaku Pelaksana\/Web<\/td>\n<\/tr>\n
8. Kualitas Sarana dan prasarana<\/td>\n<\/tr>\n
9. Penanganan Pengaduan, Saran dan Masukan<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nb. Upaya dan\/atau inovasi pada perijinan\/pelayanan telah dipermudah:<\/td>\n\u00a0<\/td>\n100<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
1. Waktu lebih cepat<\/td>\n<\/tr>\n
2. Pelayanan Publik yang terpadu<\/td>\n<\/tr>\n
3. Alur lebih pendek\/singkat<\/td>\n<\/tr>\n
4 Terintegrasi dengan aplikasi<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nii<\/td>\nPenanganan Pengaduan Pelayanan dan Konsultasi<\/td>\n2,5<\/td>\n\u00a0<\/td>\n2,5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nPenanganan pengaduan pelayanan dilakukan melalui berbagai kanal\/media secara responsive dan bertanggung jawab<\/td>\n\u00a0<\/td>\nA<\/td>\n1<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\n<\/tr>\n
TOTAL PENGUNGKIT<\/td>\n60<\/td>\n\u00a0<\/td>\n30<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n<\/tr>\n
B.<\/td>\nHASIL (40)<\/td>\n40<\/td>\n\u00a0<\/td>\n39,35<\/td>\n98,38%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n1.<\/td>\nBIROKRASI YANG BERSIH DAN AKUNTABEL<\/td>\n20<\/td>\n\u00a0<\/td>\n22,24<\/td>\n98,84%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Nilai Survey Persepsi Korupsi (Survei Eksternal)<\/td>\n17,5<\/td>\n3,97<\/td>\n17,24<\/td>\n98,50%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\nb. Capaian Kinerja Lebih Baik dari pada Capaian Kinerja Sebelumnya<\/td>\n5<\/td>\n5<\/td>\n5<\/td>\n100,00%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n2.<\/td>\nPELAYANAN PUBLIK YANG PRIMA<\/td>\n20<\/td>\n\u00a0<\/td>\n17,28<\/td>\n97,77%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n\u00a0<\/td>\n\u00a0<\/td>\na. Nilai Persepsi Kualitas Pelayanan (Survei Eksternal)<\/td>\n17,5<\/td>\n3,95<\/td>\n17,28<\/td>\n97,75%<\/td>\n\u00a0<\/td>\n<\/tr>\n
TOTAL HASIL<\/td>\n40<\/td>\n\u00a0<\/td>\n39,65<\/td>\n99,13%<\/td>\n\u00a0<\/td>\n<\/tr>\n
\u00a0<\/td>\n<\/tr>\n
Nilai Pembangunan ZI<\/td>\n100<\/td>\n\u00a0<\/td>\n97,51<\/td>\n97,51%<\/td>\n\u00a0<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<\/div>\n

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