Evaluasi Program Pelatihan Dasar CPNS Golongan III Kementerian Agama Di Balai Diklat Keagamaan Surabaya

Evaluation of Batch III CPNS Ministry of Religion Basic Training Programs of the at the Balai Diklat Keagaamaan Surabaya    

ABSTRAK

Mardiningsih, Heni. 2021.  Evaluasi Program Pelatihan Dasar CPNS Golongan III Kementerian Agama Di Balai Diklat Keagamaan Surabaya. Disertasi, Program Studi S3 Manajemen Pendidikan. Pascasarjana, Universitas Negeri Surabaya. Pembimbing: (I) Prof. Dr. H. Toho Cholik Mutohir, M.A. Ph.D. dan (II) Dr. Erni Roesminingsih, M.Si.

Kata-kata Kunci: Evaluasi Program, Pelatihan Dasar, Model CIPPO.

Penelitian ini bertujuan untuk memperoleh gambaran umum tentang pelaksanaan Program Pelatihan Dasar CPNS golongan III telah berjalan sesuai dengan tujuan yang ditetapkan, ditinjau dari fokus penelitian yaitu: (1) untuk mengetahui dan menganalisis efektivitas program Pelatihan Dasar CPNS Golongan III di tinjau dari komponen CIPPO; (2) untuk mengetahui faktor-faktor pendukung dalam pelaksanaan program Pelatihan dasar CPNS Golongan III; (3) untuk mengetahui faktor-faktor penghambat dalam pelaksanaan program Pelatihan Dasar CPNS Golongan III; dan (4) untuk menyusun strategi peningkatan mutu pelaksanaan Pelatihan Dasar CPNS Golongan III.

Penelitian ini menggunakan design kualitatif dengan model CIPPO. Tempat Penelitian di Balai Diklat Keagamaan Surabaya, data penelitian dikumpulkan melalui wawancara mendalam, observasi langsung dan dokumentasi. Teknik analisis data dilakukan dengan kondensasi data, penyajian data dan menarik kesimpulan atau verifikasi.

Hasil penelitian menunjukkan bahwa efektivitas pelaksanaan Latsar CPNS berdasarkan komponen CIPPO dapat digambarkan dari aspek-aspek termasuk: (a) persyaratan mengikuti Latsar terpenuhi oleh peserta; (b) pengembangan kompetensi peserta melalui workshop dan pemberian tugas tambahan; (c) tujuan latsar sesuai kebutuhan lembaga dalam mengatasi permasalahan lembaga; (d) pengelolaan website sebagai sarana informasi pelatihan belum maksimal; (e) pengecekan sarana prasarana belum menggunakan kartu control kondisi barang; (f)  laporan pelaksanaan belum disajikan tepat waktu; (g) belum ada agreement dalam pola pengasuhan; (h) aktualisasi jangka pendek bermanfaat bagi lembaga, penempatan alumni sesuai SK CPNS; (i) kelanjutan aktualisasi terkendala rekan kerja yang belum paham teknologi, sarana pendukung belum memadai dan kondisi pandemi covid-19.

Strategi implementasi yang sesuai untuk peningkatan mutu pelaksanaan Pelatihan Dasar CPNS Golongan III            dapat diformulasikan sebagai berikut: (a) membuat surat perjanjian kerja sama sebagai legalitas formal dengan instansi yang mengirim peserta Latsar; (b) membuat panduan coaching dan mentoring; (c) membuat agreement antara pimpinan dengan tim Raider dalam pola pengasuhan; (d) melengkapi instrument monitoring habituasi dan evaluasi pasca pelatihan; (e) mengelola website dan media sosial sebagai sarana informasi pelatihan; (f) melengkapi sarana prasarana sesuai kebutuhan responsif gender dan disabilitas serta mengecek secara rutin dengan kartu kontrol kondisi barang; (g) meningkatkan kompetensi bidang teknologi bagi pegawai; (h) melakukan benchmarking untuk mengambil best practice; (i) membentuk tim penyusun SOP dan menyusun SOP.

ABSTRACT

Mardiningsih, Heni. 2021. Evaluation of Batch III CPNS Ministry of Religion Basic Training Programs of the at the Balai Diklat Keagaamaan Surabaya, Education Management Doctoral Study Program. Postgraduate, Surabaya State University. Advisors: (I) Prof. Dr. H. Toho Cholik Mutohir, M.A. Ph.D. and (II) Dr. Erni Roesminingsih, M.Si.

Key Words: Program Evaluation, Basic Training, CIPPO Model.

This study aims to obtain an overview of the implementation of the Batch III CPNS Basic Training Program that has been running according to the stated objectives, in terms of the research focus, namely: (1) to determine and analyze the effectiveness of the Batch III CPNS Basic Training program based on CIPPO component, (2) to determine the supporting factors in the implementation of the Batch III CPNS Basic Training program, (3) to determine the inhibiting factors in the implementation of the Batch III CPNS Basic Training program, and(4) to develop a strategy to improve the quality of the implementation of the Batch III CPNS Basic Training .

This study uses a qualitative design with the CIPPO model. Research took place at the Balai Diklat Keagamaan Surabaya, the data were collected through in-depth interviews, direct observation, and documentation. Data analysis techniques were carried out by condensing data, presenting data, and drawing conclusions or verification.

The results showed that: the effectiveness of the implementation of Basic Training CPNS based on CIPPO component can be described from different aspects including: (a) the CPNS Basic Training Batch III participants have met the requirements to take part in the training; (b) the development of competence in the field of work in the workplace for Basic Training participants is carried out through workshops and the provision of additional assignments; (c) the objectives of the CPNS Basic Training are in line with the needs of the institution in overcoming various problems; (d) website as a source of training information has not been maximally managed; (e) infrastructure checking has not used the goods condition control card; (f) the implementation report has not been presented on time; (g) there is no agreement on nurturing patterns; (h) short-term actualization is beneficial for the institution; (i) the placement of alumni in accordance with the CPNS Decree, the continuation of the actualization is constrained by colleagues who do not understand technology, inadequate support facilities and the Covid-19 pandemic condition.

The appropriate implementation strategy for improving the quality of the implementation of Batch III CPNS Basic Training can be formulated as follows: (a) making a cooperation agreement letter as a formal legality with the organization that sent the Basic Training participants; (b) developing the coaching and mentoring guides (c) make an agreement between the leader and the Raider team in terms of nurturing pattern (d) complete the habituation monitoring instrument and post-training evaluation (e) managing websites and social media as a medium of training information (f) complete the infrastructure according to the needs of gender responsiveness and disability, also check regularly with the goods condition control card (g) improve competence in the field of technology for employees (h) perform benchmarking to take best practice; forming a team for drafting SOPs and compiling SOPs.