To realize effective governance, the central government has issued a policy to simplify the bureaucracy. One of these policies is implemented by equalizing Administrative Positions (JA) to Functional Positions (JF). The Provincial Government of South Kalimantan has followed the mechanism for equalizing JA to JF following the provisions of the applicable laws. However, in its implementation, it is still partially done. The equalization of JA to JF has been carried out by four agencies, namely Bappeda, Balitbangda, Dispersip, and DPMPTSP, with the number of JAs being equalized to as many as 32 people. The problem faced by the South Kalimantan Provincial Government after the implementation of equalization is that the work system needs to be adjusted. In addition, implementing a policy that is still partial creates jealousy, inequality and work demotivation. This also impacts the irrelevance of the job made and approved by the Ministry of Home Affairs to be implemented at the next inauguration due to mutations, promotions, and retiring employees. Related to this, the provincial government must immediately make (1) adjustment to the work system, which includes adjustment of work mechanisms and business processes as stated in PermenPAN-RB RI Number 7 of 2022 concerning Work Systems in Government Agencies for Bureaucracy Simplification, (2) Preparation of guidance maps /mapping of JF training and development priorities in each regional apparatus, especially for JF who must have certification at the JF that is being supervised, (3) Conducting consultations and rearranging the JA map that will be aligned by providing opportunities for JAs who will be equalized to then choose JFs that are in demand and adapted to the needs of the organization, (4) related SKPDs to conduct intensive and pro-active guidance in conducting training on equalization JFs in their respective SKPDs and accelerating the internalization of changes in ASN management policies. Pemerintah pusat dalam rangka mewujudkan tata Kelola pemerintahan yang efektif, telah mengeluarkan kebijakan penyederhanaan birokrasi. Salah satu kebijakan tersebut dilaksanakan melalui penyetaraan Jabatan Administrasi (JA) ke Jabatan Fungsioal (JF). Pemerintah Provinsi Kalsel telah mengikuti mekanisme penyetaraan JA ke JF sesuai dengan ketentuan perundangan yang berlaku, namun dalam pelaksanaannya masih dilakukan secara parsial. Penyetaraan JA ke JF telah dilaksanakan terhadap 4 SKPD, yaitu Bappeda, Balitbangda, Dispersip, dan DPMPTSP, dengan jumlah JA yang disetarakan adalah sebanyak 32 orang. Permasalahan yang dihadapi Pemprov Kalsel setelah pelaksanaan penyetaraan adalah belum adanya penyesuaian sistem kerja. Selain itu Pelaksanaan kebijakan yang masih parsial juga menimbulkan kecemburuan, kesenjangan dan demotivasi kerja bagi JF penyetaraan. Hal tersebut ini juga berdampak pada tidak relevannya peta jabatan yang telah dibuat dan disetujui oleh Kementerian Dalam Negeri untuk dilaksanakan pada pelantikan selanjutnya karena adanya mutasi, promosi, dan pegawai yang pensiun. Terkait hal tersebut, pemprov harus segera melakukan : (1) penyesuaian sistem kerja yang meliputi penyesuaian mekanisme kerja dan proses bisnis seperti tertuang dalam PermenPAN-RB RI Nomor 7 Tahun 2022 tentang Sistem Kerja pada Instansi Pemerintah untuk Penyederhanaan Birokrasi,(2) Penyusunan peta pembinaan /pemetaan prioritas pelatihan dan pengembangan JF pada masing-masing perangkat daerah, terutama bagi JF yang harus memiliki sertifikasi di JF yang diampu, (3) Melakukan konsultasi dan penyusunan ulang peta JA yang akan disetarakan dengan memberikan kesempatan bagi JA yang akan disetarakan untuk selanjutnya memilih JF yang diminati dan disesuaikan dengan kebutuhan organisasi, (4) SKPD terkait agar melakukan pembinaan secara intensif dan pro aktif melakukan pembinaan terhadap JF penyetaran di SKPD nya masing-masing dan mempercepat internalisasi perubahan kebijakan manajemen ASN.
Toddlers in Indonesia experience a double burden problem, some children are obese but others experience stunting, emaciation, and malnutrition. Nutritional problems if not addressed will cause the Indonesian nation can experience a lost generation. The occurrence of malnutrition can be prevented if the root cause of the problem in the community concerned can be known, so that overcoming the problem of nutrition can be done more fundamentally through handling the root of the problem. The purpose of this study is to identify the causes of malnutrition, identify the implementation of efforts to overcome malnutrition, and formulate strategies to overcome malnutrition in South Kalimantan. This research is a descriptive study with a combination method combining qualitative and quantitative approaches. The results showed the number of malnutrition in South Kalimantan that was found in 2018 to September was 95 cases. Cases of malnutrition were found mostly with non-clinical symptoms. Most cases of malnutrition found with clinical symptoms are marasmus. Most of the cases in 2018 were caused by poverty + poor parenting + lack of sanitation. Efforts to combat malnutrition in South Kalimantan are not only carried out by the health department but also supported by cross-sectors which are included in sensitive interventions, including social services through PKH programs and non-cash direct assistance (literature, basic food distribution, business capital assistance, home rehabilitation) not living) and also the food security department through KRPL and CPP programs, and others. However, coordination between related agencies in managing malnutrition problems, especially at the district / city level, is still not optimal. High commitment from regional leaders is needed for the integration of all related sectors.
The recruitment of civil servant for persons with disabilities by the Provincial Government of South Kalimantan is one of the manifestations of Law No. 8 of 2016 concerning Persons with Disabilities. The law changes the paradigm that makes persons with disabilities as dignified humans who have the same rights as other citizens, including the right to decent work. Affirmation policies have been given to persons with disabilities, but in practice, there are still people with disabilities who feel discriminated against. This condition needs to be evaluated. The purpose of this study is to describe the implementation of civil servant recruitment for persons with disabilities and its compliance with existing policies and also to formulate a policy strategy for the next recruitment. The implementation of civil servant recruitment in 2018 is generally carried out well, except that there are problems with the recruitment of CPNS for persons with disabilities that are not fully in accordance with the policy of respecting, protecting, and fulfilling the rights of persons with disabilities. There are several strategies for implementing civil servant recruitment for persons with disabilities, there are: 1) Conducting equal perceptions between central government, regional government, and other related parties, 2) Building positive concepts for persons with disabilities, 3) Providing greater opportunities for persons with disabilities to become civil servant, 4) Arrange the formation of persons with disabilities based on regional needs and persons with disabilities, 5) Conduct planning of implementation of civil servant recruitment for persons with disabilities by involving the community of persons with disabilities and related parties, 6) Optimizing services for persons with disabilities. Keywords: Evaluation, Civil Servant Recruitment, People with Disabilities ABSTRAK Pelaksanaan penerimaan CPNS bagi penyandang disabilitas oleh Pemerintah Provinsi Kalimantan Selatan merupakan salah satu perwujudan dari Undang-Undang Nomor 8 Tahun 2016 tentang Penyandang Disabilitas. Undang-Undang tersebut merubah paradigma yang menjadikan penyandang disabilitas sebagai manusia yang bermartabat yang memiliki hak yang sama dengan warga negara lainnya, salah satunya hak mendapatkan pekerjaan yang layak. Kebijakan afirmasi telah diberikan kepada penyandang disabilitas, tetapi dalam pelaksanaannya masih ada penyandang disabilitas yang merasakan diskriminasi. Kondisi tersebut melatarbelakangi perlunya evaluasi pelaksanaan penerimaan CPNS bagi penyandang disabilitas. Tujuan dari penelitian ini adalah untuk menggambarkan pelaksanaan penerimaan CPNS bagi penyandang disabilitas dan kesesuaiannya dengan kebijakan yang telah ada, serta merumuskan strategi kebijakan pelaksanaan penerimaan CPNS bagi penyandang disabilitas pada kesempatan berikutnya. Pelaksanaan penerimaan CPNS tahun 2018 pada umumnya terlaksana dengan baik, hanya saja terdapat permasalahan penerimaan CPNS bagi penyandang disabilitas yang belum sepenuhnya sesuai dengan kebijakan penghormatan, perlindungan, dan pemenuhan hak penyandang disabilitas, diantaranya penyandang disabilitas tidak dapat melamar pada formasi umum dan formasi khusus yang disediakan tidak sesuai dengan latar belakang pendidikan yang disediakan untuk penyandang disabilitas. Terdapat beberapa strategi pelaksanaan penerimaan CPNS bagi penyandang disabilitas, diantaranya: 1) Melakukan penyamaan persepsi antar pemerintah pusat, pemerintah daerah dan pihak terkait lainnya, 2) Menyusun formasi penyandang disabilitas berdasarkan kebutuhan daerah dan penyandang disabilitas, 3) Mengoptimalkan pelayanan bagi penyandang disabilitas. Kata Kunci : Evaluasi, Penerimaan CPNS, Penyandang Disabilitas
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