AN ANALYSIS OF THE IMPLEMENTATION OF E-PERFORMANCE IN SURABAYA
Pemerintah Kota Surabaya menciptakan suatu sistem informasi manajemen kinerja berbasis web dan aplikasi guna menilai kinerja Pegawai Negeri Sipil dan mewujudkan Good Corporate Governance di Kota Surabaya, yang dinamakan e-Performance. E-performance bertujuan untuk memudahkan atasan memonitor kinerja pegawai sekaligus pedoman dalam pemberian besaran uang kinerja PNS. E-Perfomance diterapkan di Kota Surabaya sejak tahun 2011 melalui Peraturan Walikota Nomor 86 Tahun 2011 tentang petunjuk Teknis Uang Kinerja pada Belanja Langsung. Tujuan penelitian ini adalah untuk mendeskripsikan penerapan e-Performance di Kota Surabaya. Penelitian ini merupakan penelitian kepustakaan yang dianalisis menggunakan Teori e-Government yang dikemukakan oleh Harvard JFK School of Government dengan mengkaji tiga elemen, yaitu: Support (political will, infrastruktur, dan sosialisasi), Capacity (SDM dan Sumber Daya Finansial) dan Value. Hasil penelitian ini berdasarkan ketiga elemen tersebut, ePeformance Surabaya berhasil membawa perubahan pada kinerja Pegawai Negeri Sipil Kota Surabaya. Namun pada elemen Support, ditemukan hambatan seperti keterbatasan sarana prasarana dan sosialisasi internal. Sementara itu pada elemen capacity, masih ditemukan permasalahan terkait kemampuan, pemahaman dan kesadaran pegawai dalam mengoperasikan sistem e-Performance. Untuk elemen value tidak ditemui hambatan di dalamnya. Saran dalam penelitian ini adalah perlunya pemenuhan sarana prasarana pendukung, perlu diadakannya sosialisasi intern yang berkelanjutan, early reminder kepada pegawai agar tidak terjadi ketelambatan menginput kegiatan ke dalam sistem, pelaksanaan penelitian dan penulisan artikel selanjutnya mengenai capaian kinerja, pembagian dan penggunaan anggaran dana.
Kata Kunci: e-Performance, kinerja, pegawai
The Surabaya’s Government created a web-based and application-based performance management information system to assess the performance of Civil Servants and realize GCG in Surabaya, which is called e-Performance. E-performance aims to make it easier for superiors to monitor employee performance as well as a guideline in granting PNS performance fees. E-Performance has been implemented in Surabaya since 2011 through Mayor Regulation Number 86 of 2011 concerning Technical Guidelines for Performance Money in Direct Spending. The purpose of this study was to describe the implementation of e-Performance in Surabaya. This research is a literature research that is analyzed using e-Government theory proposed by Harvard JFK School of Government by examining three elements, namely: Support (political will, infrastructure, and outreach), Capacity (HR and Financial Resources) and Value. The results of this study are based on these three elements, e-Performance Surabaya has succeeded in bringing changes to the performance of Surabaya’s Civil Servants. However, in the Support element, obstacles’re found such as limited infrastructure and internal socialization. Meanwhile, in the capacity element, problems are still found related to the ability, understanding and awareness of employees in operating the e-Performance system. The value element, there are no obstacles in it. Suggestions in this study are the need to fulfill supporting infrastructure, need to hold continuous internal socialization, early reminders to employees so that there is no delay in inputting activities into the system, conducting research and writing further articles regarding performance achievements, distribution and use of budget funds.
Key Words: e-Performance, performance, employees