There is some concern over some former non-permanent employees who are appointed as civil servant candidates (CPNS). Their performance is considered not good enough once they are appointed as a civil servant candidate. The former temporary employees now feel that they are in a strong position and believe that they are not easy to be dismissed.
"So, they do the work indolently and undisciplined. Such problems sometimes are brought up to the Employment coordination meeting. Complaints came not only from universities but also the Local Government and other agencies. The bad performance is numerous, but the good one is also not a few. I’m proud because UGM performance is mostly good," said Haryadi, SH., MM, Monday (19/4) when handing out 79 Decrees and debriefing of employees before their pre-employment training.
During the debriefing, Harjadi encouraged them to ward off phrases saying that becoming civil servants is easy, because whether you are smart or not, the salary is the same. This is similar to those who are skilled or not, professional or not professional. "They will receive the same amount of salary, no distinction of who is industrious or not, diligent or lazy. But UGM does not want this," he said.
Data showed that UGM in the year 2009 proposed that 279 non-permanent workers would be approved as civil cervant candidates. Until now, as many as 236 have been approved while the remaining 43 are being processed.
In order to get the personnel debriefing properly understood, the handover of the Decrees is conducted in three stages: Phase I on 15 April 2010 (78 Decrees), Phase II on 17 April 2010 (79) and Phase III on April 19 (79).
More details are: 93 employees of Administrative Unit and Office Affairs/Security, 27 employees of the Faculty of Engineering, 20 employees of Faculty of Humanities, 11 employees of the Medical Faculty, 11 employees of Faculty of Veterinary Medicine, 11 employees of Institute for Research and Community Service), 10 employees of Faculty of Psychology, 7 employees of the Directorate of Academic Administration, 6 employees of Faculty of Geography, 6 employees of the Faculty of Pharmacy, 6 employees Faculty of Forestry, 5 employees of the Finance Directorate, 4 employees of Faculty of Animal Science, 4 employees of Human Resources Directorate, 3 employees of Faculty of Economics and Business, 3 employees of the Faculty of Dentistry, 3 employees Faculty of Social and Political Sciences, 2 employees of the Faculty of Philosophy, 1 employee of Faculty of Biology, 1 employee of Faculty of Maths and Natural Sciences, 1 employee of Faculty of Agricultural Technology and 1 employee of Libraries.
At various debriefing opportunities, Haryadi requested that the candidates have an earnest awareness in carrying out their job. This means that even without the supervision, they are still nurturing sense of responsibility of the job. "His job is his responsibility. Not the other way around, if not monitored by their supervisors, the employees work indolently. It is a plus if they can even brought creative ideas for improvement," he explained.
The desire to work professionally, he said, goes along with the determination of UGM to proclaim the mission to become an excellent world class research university. Achieving it involves not only the role of the teachers, but also the support of all employees according to their respective fields. "As a World Class University, to adjust to the various standards that have been specified is a must. For example, for cleaners, the cleaning standard is not only “house†clean standards, but it must be in accordance with the office standard, or perhaps ideally with star hotels’," he said in the Multimedia Room of UGM Main Office.
He said the UGM HR system is now better organized. There are three groups of career path that can be taken, namely administrative, specialist and managerial.
According to Haryadi, UGM employee career development will be done through these three paths. With these paths, the employees could develop an excellent achievement. "In other words, they already know how to reach it from the outset. All this time these career paths are known only by the structural path. This structural path is like a pyramid, the higher it is the narrower. Administratively, we can become Head of Administration Section or Head of Sub-Department, Head of Department or Head of Sub-Directorate, Chief Administrative Office, Directorate Secretary and Director, but we can’t all become directors or Head of Administrative Office," he explained.
With the development of HR system in terms of administration, the career can be developed from the administrative practitioner, junior administrative staff, middle administrative up to the senior staff. Similarly, specialists would include laboratorians, technicians, librarians and others.
"Therefore, we are trying not to stick only to the government version of structural positions. UGM develops its own path and is self-funded. So, in terms of structural positions, the vacancies of section head or head of sub-directorate are not attractive anymore. Workers such as librarians may have enjoyed their paths. Archivists are likewise. We have arranged all. Future development of employees will be made as such," he said.