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ENHANCING PROFESSIONALISM AND CAPACITY DEPARTMENT OF FOREIGN AFFAIRS REPUBLIC OF INDONESIA

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Development program in national guidelines (GBHN) 1999-2004 ... administrative and substantive orientation, medical check-up, tax administration (NPWP) ... – PowerPoint PPT presentation

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Title: ENHANCING PROFESSIONALISM AND CAPACITY DEPARTMENT OF FOREIGN AFFAIRS REPUBLIC OF INDONESIA


1
ENHANCING PROFESSIONALISM AND CAPACITY DEPARTMEN
T OF FOREIGN AFFAIRS REPUBLIC OF INDONESIA
2
Reform Circle
INTERNAL REFORM
Corporate Culture
GOOD GOVERNANCE
Better service
Recruitment
Compensation
Profession
Education Training
Remuneration
Career Self development
Reward Punishment
Jabatan Fungsional Diplomat
3
Guidelines and Philosophy
  • Development program in national guidelines (GBHN)
    1999-2004
  • ? law supremacy professional, productive and
    transparent state apparatus
  • Rencana Kerja Pemerintah (government work plan)
    2006
  • ? bureaucracy reform to improve public service.
  • Renstra (national development strategy) 2004
    2009
  • ? sustainable development, welfare, work
    opportunities, just and democratic.
  • Revitalizing the independent and active foreign
    policy
  • Nurturing corporate culture
  • Coping with the changes

4
Timeline on DFA Internal Reform
5
Internal reform 2002
  • In 2002 ? Internal Reform in
  • Organization (Deplu and Missions abroad),
  • Profession,
  • to develop a professional diplomat based on
    competency, achievement, and meritocracy system.

6
INTERNAL REFORM A. Organization
  • Headquarters (Jakarta) ? structural and
    functional
  • Balance on multilateral-regional-bilateral
    issues,
  • Deputy Minister (Wamenlu),
  • Slim and effective organization
  • Missions Office (Abroad) ? functional
  • (Based on Presidential Decree No. 108/2003)
  • Downsizing - rightsizing,
  • Mission index,
  • Review on multiple accreditation,
  • Profession reform merge of PDK (diplomatic and
    consular officials) and PA (administrative
    officials).

7
INTERNAL REFORM B. Profession
  • Vision 1. better-quality and more professional
    officers
  • 2. slim in number, but well-functioned
  • 3. competent
  • Objectives a. Improvement of quality and
    adjustment in quantity
  • b. Development of professionalism (knowledge,
    expertise, skills, code of conduct)
  • c. Improvement of competency (basic and
    professional competency)

8
1. Recruitment of Professionals
  • Based on real workforce needs
  • Based on the principles of fairness, honesty,
    transparency, and accountability
  • Requirements age limit, GPA, university degrees,
    language proficiency
  • Phase
  • Administrative
  • Written test (general knowledge)
  • Language proficiency test
  • Interview on substantive issues (panel team)
  • IT test
  • Psychological test

9
Recruitment photos
Application and administrative selection
Language proficiency test
Psychological test
Panel interview (inspected by the Minister)
Waiting for general test, PRJ
10
2. Education and Training
  • Center for Education and Training (CET /
    Pusdiklat)
  • Functional Diplomatic Training Course
  • SEKDILU (JUNIOR OFFICERS TRAINING COURSE)
  • SESDILU (MID CAREER OFFICERS TRAINING COURSE)
  • SESPARLU (SENIOR OFFICERS TRAINING COURSE)
  • Linkage between recruitment, training and career
    development
  • Rank promotion from Second Secretary to First
    Secretary must include SESDILU training
  • from Counselor to Minister Counselor must include
    SESPARLU training.
  • Other opportunities
  • Each staff is encouraged to pursue further formal
    education, especially for doctoral and master
    degree, in subjects/majors related to diplomatic
    core competency
  • Offers from third parties

11
Improvement of Performance and Competency
  • Basic competency
  • Integrity
  • Leadership
  • Planning and Organizing
  • Teamwork
  • Flexibility
  • Honesty
  • Corporate Culture
  • Professional competency
  • Capability
  • Skills
  • Expertise
  • Knowledge
  • Behavior
  • Decision making
  • Creative and Innovative
  • Proactive
  • Initiative
  • Competency sets norm and standard for a promotion

12
3. Career Development
  • Indicators performance, capacity, leadership,
    self development, code of conduct
  • Improvement of performance and competency through
    education and training
  • Training achievement
  • Performance in working unit ? Individual
    Performance Target (SKI)
  • Self development gtlt Self destruction
  • Career position structural post (echelon I
    IV) and functional post (first diplomat, young
    diplomat, middle diplomat, and senior diplomat)

13
Regular Diplomatic Rank Promotion
  • PK (Communication officer) gets a special granted
    diplomatic rank (titular)
  • Diplomatic rank promotion does not apply for
    Athan Atnis (technical attaché also titular)

14
Accelerated Diplomatic Rank Promotion
15
Placement
  • After SEKDILU (1st functional diplomatic training
    course)
  • Three months of Apprenticeship Program in
    Indonesian Missions abroad.
  • Placed in all units ? rotation policy
  • Posted to missions ? competency and ranking
  • Assessment for placement by BAPERJAKAT (Advisory
    Board)
  • Must fulfill certain process and procedures
  • administrative and substantive orientation,
    medical check-up, tax administration (NPWP)
  • Emphasizing on regional specialization or
    specific issues
  • Continuous observation of the performance (track
    record)

16
4. Self Development
  • Demand and willingness to improve competency
    through higher education, trainings, courses
  • Higher competency for better performance
  • Performance indicators
  • Individual Performance Target (SKI)
  • Capacity assessment
  • Attendance record (fingerprint system)
  • Assessment by head of missions
  • Individual performance assessment sheet (DP3)

17
Capacity and Performance
18
CODE OF CONDUCT SPIRIT OF THE CORPS
  1. Sense of unity
  2. Togetherness
  3. Cooperation
  4. Responsibility
  5. Dedication
  6. Discipline
  7. Creativity
  8. Pride
  9. Sense of belonging

19
COMPENSATION
  • Welfare ? allowances
  • Based on merit system
  • Extra compensation will be granted to diplomats
    who have outstanding expertise and skills
  • Special allowance will be provided to diplomats
    who are assigned in hardship posts

20
REWARD AND PUNISHMENT
  • Reward
  • Grooming as a future leader in Deplu and
    Indonesian missions
  • Accelerated structural promotion
  • Accelerated diplomatic level promotion
  • Punishment
  • Demotion of diplomatic Level
  • Shorter period of placement on missions abroad
  • Postponement of placement to missions abroad
  • Dishonor termination of foreign service officer

21
PERFORMANCE APPRAISAL
This Performance Appraisal is closely related
with Jabatan Fungsional Diplomat based on
Individual Performance Target (Sasaran Kerja
Individual - SKI)
22
REMUNERATION
Why work in Deplu? challenges low salary,
cultural challenges
23
JABATAN FUNGSIONAL DIPLOMAT (JFD)
  • Basic considerations
  • Diplomat is a profession which need specific
    expertise and skills that required special
    education and training.
  • Require special regulation to ensure the
    development of career, profession, echelon and
    rank
  • Annually assessed through Individual Performance
    Target (Sasaran Kerja Individual SKI)
  • Based on five main functions of diplomats
  • (1) representing, (2) negotiating, (3)
    protecting,
  • (4) promoting, and (5) reporting.
  • Evaluation by the head of unit.
  • Through JFD, diplomats must be anticipative to
    fulfill their functions and responsibilities set
    ahead.

24
GOALS
25
Thank you
ENHANCING PROFESSIONALISM AND CAPACITY
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