PELAKSANAAN REKRUTMEN PEJABAT STRUKTURAL ESELON II PADA PEMERINTAH KABUPATEN NGAWI
Structural employment recruitment is a process of finding and getting a qualified leader in bureaucratic governmental organizations. In local level such as county/city, echelon II employment is the most strategic position due to its highest top position of career and leadership in each work unit. Th...
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| Main Authors: | , |
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| Format: | Theses and Dissertations NonPeerReviewed |
| Published: |
[Yogyakarta] : Universitas Gadjah Mada
2013
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| Subjects: | |
| Online Access: | https://repository.ugm.ac.id/125783/ http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=65960 |
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| Institution: | Universitas Gadjah Mada |
| Summary: | Structural employment recruitment is a process of finding and getting a
qualified leader in bureaucratic governmental organizations. In local level such as
county/city, echelon II employment is the most strategic position due to its highest
top position of career and leadership in each work unit. The positions consists of
echelon IIa which is regional secretary and echelon IIb which are department�s top
leaders, DPRD secretary, director of the hospital, and governmental inspectors. The
purpose of this research is to acknowledge the implementation of structural echelon
II governmental recruitment in county Ngawi.
This research used a descriptive method with qualitative approach to
describe the implementation of the recruitment of echelon II in Ngawi local
governmental. Data collection techniques that was used were observation,
interview, and library study. Observation and interview were used to obtain primary
data while the library study was used to obtain secondary ones.
The results showes that there were problems of regulations issued by the
central governmental in which brought such obstacles for implementation of this
structural employment recruitment. Institutions that play a significant role for this
recruitment�s are BKD and Baperjakat, nevertheless both institutions have lack
position since they only purposes as data provider and advicer. The sole
authoritative official who finalizes the recruitment is the regent, who was able
change the outcome of the previous process. This recruitment system is a kind of
close reserved. The information for vacancy and requirements for the position was
unpublish. In other case, it also closes the opportunity for applicants who has such
personal initiative. Ngawi governmental has not adopted the fit and proper test
models. Such way at last, produces patronage symptoms. |
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