EFEKTIVITAS PEMOTONGAN TPP PNS DALAM MENINGKATKAN DISIPLIN KEHADIRAN PEGAWAI  DI  BAPPEDA KABUPATEN GRESIK

THE EFFECTIVENESS OF CUTTING CIVIL SERVANTS' PERFORMANCE ALLOWANCE (TPP) IN IMPROVING EMPLOYEE ATTENDANCE DISCIPLINE AT THE REGIONAL DEVELOPMENT PLANNING AGENCY (BAPPEDA) OF GRESIK REGENCY

Kedisiplinan kehadiran merupakan salah satu faktor penting yang memengaruhi kinerja organisasi, dan kebijakan pemotongan TPP diharapkan dapat menjadi alat untuk mendorong PNS agar lebih disiplin dalam kehadiran. Tujuan penelitian ini adalah untuk mendeskripsikan dan menganalisa efektivitas pemotongan TPP Pegawai Negeri Sipil dalam meningkatkan disiplin kehadiran kerja di BAPPEDA kabupaten Gresik. Metode penelitian ini adalah penelitian deskriptif dengan pendekatan kualitatif. Fokus penelitian ini menggunakan teori Efektivitas dari Tangkilisan yang memiliki 4 indikator yakni Pencapaian Target, Kemampuan Adaptasi, Kepuasan Kerja dan Tanggung jawab. Sumber data diperoleh dari data primer dan sekunder melalui wawancara, observasi, dan dokumentasi. Data yang didapatkan kemudian dianalisis dengan tahapan pengumpulan data, reduksi data, penyajian data, dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa kebijakan pemotongan TPP di BAPPEDA Kabupaten Gresik cukup efektif dalam meningkatkan kedisiplinan kehadiran. Namun, pencapaian target belum sepenuhnya tercapai karena pegawai belum sepenuhnya mematuhi aturan. Keterlambatan sering terjadi akibat alasan pribadi dan kurangnya pemahaman tentang pemotongan TPP. Kemampuan adaptasi pegawai dianggap cukup efektif, tetapi mereka sering meninggalkan kantor setelah absen dan meremehkan kebijakan TPP karena dianggap terlalu kecil. Kelemahan aplikasi PRESTIGE dan kurangnya pengawasan berdampak pada ketidakdisiplinan kehadiran pegawai. Indikator kepuasan kerja menunjukkan bahwa kebijakan pemotongan TPP diterima dengan baik berkat transparansi, tetapi tantangan seperti absensi manual, perlakuan istimewa, dan beban tambahan bagi rekan kerja menurunkan kepuasan kerja. Sementara itu, indikator tanggung jawab belum efektif karena pegawai yang tidak mematuhi aturan menambah beban kerja rekan, meskipun penegakan disiplin sudah dilakukan dengan tegas.

Kata Kunci: Efektivitas, Tambahan Penghasilan Pegawai (TPP), Disiplin Kehadiran.

Attendance discipline is a crucial factor influencing organizational performance, and the TPP (Additional Employee Income) deduction policy is expected to serve as a tool to encourage civil servants to be more disciplined in their attendance. The purpose of this study is to describe and analyze the effectiveness of the TPP deduction policy in improving work attendance discipline among civil servants at BAPPEDA Gresik Regency. The research method used is descriptive research with a qualitative approach. The study focuses on Tangkilisan's theory of effectiveness, which includes four indicators: Target Achievement, Adaptability, Job Satisfaction, and Responsibility. Data sources were obtained through primary data collection via interviews, observations, and secondary data through documentation, including data from BAPPEDA Gresik Regency, scientific articles, and regulations related to employee discipline. The collected data were then analyzed through stages of data collection, data reduction, data presentation, and conclusion drawing. The research findings show that the TPP deduction policy at BAPPEDA Gresik Regency is fairly effective in improving attendance discipline. However, target achievement has not been fully realized, as employees have not fully complied with the regulations. Tardiness frequently occurs due to personal reasons and a lack of understanding of the TPP deductions. Employee adaptability is considered fairly effective, but they often leave the office after marking attendance and underestimate the TPP policy because the deductions are considered too small. Weaknesses in the PRESTIGE attendance application and lack of supervision exacerbate this issue. The job satisfaction indicator shows that the TPP deduction policy is well-received due to its transparency, but challenges such as manual attendance, special treatment for certain employees, and additional workload for colleagues decrease job satisfaction. Meanwhile, the responsibility indicator is not yet effective, as employees who do not comply with the rules add to their colleagues' workload, despite the firm enforcement of discipline.

Keywords: Effectiveness, Additional Employee Income (TPP), Attendance Discipline.