Penelitian ini tentang analisis kinelja petugas Dury Manager di Rurnah Sakit Umum Kabupaten Karawang di luar jam dinas dan di hari libur yang bertujuan untuk mengetahui kinenja Duty Manager Serta falctor-faktor yang berhubungan dengan kinerja Duty Manager. Penelitian ini dilakukan dengan disain potong lintang. Dalam penelitian ini diuji hubungan variabel individu yang terdiri dari pendidikan, pengetahuan, perscpsi sikap dan motivasi serta variabel persepsi individu terhadap organisasi yang terdiri dari persepsi individu terhadap salana, insentif scrta monitoring dan evaluasi dengan kinelja petugas Duty Manager dalam pelayanan pasien/keluarga pasien di RSUD Kabupaten Karawang. Instrumen penelitian yang digunakan untuk menilai kinexja pelugas Duty Manager adalah kuisioner dengan menggunakan skala Likert. Populasi penelitian ini adalah seluruh petugas yang bertugas sebagai Duty Marzager yang berjumlah 40 orang dirnana scmua petugas ini diambil sebagai sampel. Serta para petugas yang berada di bawah koordinasi Duty Manager di ruang rawat imp, dokter IGD, petugas laboratorium, petugag apotik(instalasi famaasi). Pengambilan data di lapaugan dilakukan selama 2 bulan. Hasil penelitian diperoleh 50% Duty Manager mcmiliki kinelja yang fendah sedang sisanya 50% merniliki kinerja yang Pengelompokkan ke dalam dua kategori(tinggi-rendah, cukup-kurang) dengan menggunakan cut point nilai mean. Pada penelitian ini total responden ada ll dari ll unit pelayanan total skor maksimal 55,0 dan total skor minimal 0,0 nilai mean 27,5. Kinexja tinggi bila total nilai skor maksimal > 27, dan kineija rendah bila total nilai skor maksimal 5 27,5. Hasil analisis bivariat antara kinerja dengan variabel independen (pendidikan, pengetahuan, sikap, motivasi, persepsi sarana, insentitl monitoring dan evaluasi) menunjukkan adanya hubungan antara rendahnya kinerja dengan variabel motivasi serta monitoring dan evaluasi. Hasil penelitian menyimpulkan Kinerja Duty Manager di RSUD Karawang antam yang memiliki kinexja rendah dan yang meniliki kineija tinggi berbanding sama (50%), jadi separuh dari seluruhnya 40 orang Duly Manager berkineija rendah. Variabel pendidikan, pengemhuan, sikap, persepsi sanma, persepsi insentif tidak berhubungan dcngan kinclja Duty Manager. Variabcl motivasi scrta variabel monitoring mempuuyai hubungan dengan variabel kinezja Duty Manager. Disarankan kepada pimpinan mmah sakit untuk melakukan upaya-upaya: perumusan kembali tugas pokok dan uraian jabatan Duty Manager melalui pengkhususan tugas pokok yang meliputi aspek pemantauan pasien dengan kasus kegawatan, solusi masalah, serta aspek birnbingan dan penanganan pasien dengan kasus kegawatan. Meningkatkan motivasi petugas Duty Manager melalui pembenan penghargaan kepada Duty Manager yang melaksanakan tugas dengan penuh disiplin dan tanggung jawab, demikian pula melaksanakan pemberian sanksi tcguran kepada petugas yang tidak melaksanakan tugas dengan baik. Meningkatkan kcgiatan monitoring dan evaluasi kegiatan Duty Manager dalam rangka meningkatkan motivasi melalui pcrtcmuan rutin (I minggu sckali), kegiatan ini diantaranya bertujuan untuk meningkatkan kemampuan dan wawasan Duty Manager dalam pelaksanan tugas serta membantu memperbaiki kinerjanya.

This research is about the analysis of Duty Manager work performance in manager level services in Karawang District Public Hospital outside their working hours and on public holidays, with it’s objective to discover Duty Manager work performance and factors related with it. This research was conducted with the cross sectional design. This research will test the correlation of individual variable which consisted of education, knowledge, perception of attitude and motivation also individual perception variable to organisation which consists of facility, insentive also monitoring and evaluation toward work performance duty manager in serving the patient/ family in karawang district hospital. The research instruments to measure the duty manager working performance were the questions sheet using Likert scale. The sample population of this research are 40 staffs; who are responsible as . Other sample were also the staffs who work under Duty Manager coordination in patient room, emergency doctors, labotarium statTs, drugstore staff ( pharmacy installation). The data collection in the field was conducted within 2 months. The result of this research shows 50% of Duty Manager has low work performance and another 50% has high work perfomrance. There are 2 categorizes (high-low, adequate- minus) using the cut point mean values. Total respondents in this research were ll 'fiom I I services unit and maximum total score 55,0 and minimum total score 0,0 mean value 27,5. lt reached High work performance if the maximum total score is >27,5, and low work perfomiance if the maximum total score is 5 27,5. The bivariat analysis result of work performance and independent variables (education, knowledge, attitude, motivation, facility perception, incentive, monitoring and evaluation) showing the correlation between low work performance and motivation variable also monitoring and evaluation. The analysis result and variables observed can be summarize as: the work perfom-nance of Duty Manager in Karawang district public hospital are equal (each 50%) between the low and high work performance, so half of all 40 duty managers have low working, variables of education, knowledge, attitude, facility perception, incentive perception has no correlation with Duty Manager work performance, it’s the motivation variable also monitoring variable which has correlation with duty manager work performance variables. The Hospital needs a strategy to increase the DDQ/ Manager work performance by: giving appreciation to the Duty Manager who works with E111 discipline and responsible, also giving the punishment to those who do not work well, force the motivation of Duty Manager to carry out their respomibility through clear career development and promotion.

Hasil pemeriksaan laboratorium yang cepat dan akurat sangat penting untuk pengarnbilan keputusan bagi dokter. Kesalahan hasil pemeriksaan laboratorium akan berdampak pada kesalahan dokter dalam mendiagnosis suatu penyakit serta penatalaksanaan pasien (pemantauan jalannya penyaldt dan evaluasi efektivitas pengobatan). Untuk itu upaya mencegah atau meminimalisasi faktor-faktor penyebab kesalahan analisis, harus dilkukan dengan kegiatan pengendalian mutu balk internal maupun eksternaI (uji profisiensi). Penelitian ini bertujuan untuk mengetahui faktor dominan pada kinerja laboratorium klinik di Provinsi Jawa Barat yang berperan dalam penyimpangan hasil pemeriksaan melalui uji profiiensi. Desain penelitian adalah cross sectional dengan pendekatan kuantitatif. Responden adalah petugas laboratorium klinik peserta uji profisiensi. Sampel penelitian berupa total populasi sebanyak 77 laboratorium. Pengumpulan data dilakukan dengan kuesioner dari melihat hasil evaluasi kegiatan pengendalian mutu eksternal laboratorium kesehatan provinsi Jawa Barat tahun 2007. Hasil penelitian menunjukan bahwa faktor manusia, alat, lingkungan, dan sistem memiliki hubungan yang bermakna dengan kinerja laboratorium. Hasil analisa multivariat menunjukan bahwa faktor manusia raerupakan faktor dominan penyebab kesalahan analisis di laboratorium klinik. Studi ini menyarankan agar pimpinan laboratorium dan dinas kesehatan provinsi Jawa Barat lebih meningkatkan kualitas tenaga laboratoriuna dengan mengikutsertakan path program pendidikan berkelanjutan sesuai keahlian dan spesifikasi pekerjaannya.

A quick and precise clinical laboratory examination result was very important for a physician in making medical decision. Any inaccuracies of laboratory results could affect the medical decision suggested by the physician and as well as for the effectiveness of patient treatment.There were some efforts proposed to minimize laboratory examination inaccuracy, i.e., internal quality control and external quality control, called as proficiency test. The research objectives were to determine any factors which are involved in making of any inaccuracy in some clinical laboratories in West Java Province, using proficiency test. The research was designed as a quantitative approach of cross-sectional method. Respondents who involved in the research were laboratory technicians (called health analyst) taken from seventy-seven (77) clinical laboratories located around West Java Province. Data collecting were conducted using interviewing and questionnaires check-list, and also secondary data collecting from West Java Health Laboratory External Quality Control Program conducted in year 2007. The results have been concluded that individual skills (human factor), laboratory equipments, job environments and laboratory management system show a significant correlation with the laboratory performance. Statistical multivariate analysis has determined that individual skill (human factors) was as dominant factor in making inaccuracy of laboratory examination result. Based of the conclusion and discussion, the research recommended that West Java Health Agency and related stakeholders could make some efforts in improvement of laboratory's individual quality which is can be realized with academic upgrading based on their specific jobs.

Jumlah penderita TBC paru dari tahun ke tahun di Indonesia terus meningkat. Beberapa keadaan diduga merupakan faktor yang memegang peranan penting dalam meningkatnya infeksi TBC pada saat ini, antara memburuknya kondisi sosial ekonorni, belum optimalnya fasilitas pelayanan kesehatan masyarakat, meningkatnya jumlah penduduk yang tidak mempunyai tempat tinggal, meningkatnya infeksi HIV, daya tahan tubuh yang lemah/menurun, virulensi dan jumlah kuman yang meningkat. (Kardiana, 2007). Penelitian ini bertujuan untuk mengetahui gambaran mutu pelayanan program TB di Puskesmas terhadap tingkat keberhasilan program TB di Kabupaten Ciamis tahun 2007. Desain penelitian adalah kualitatif dengan melakukan wawancara mendalam terhadap petugas yang berkaitan langsung dengan program, diskusi kelompok terarah dengan masyarakat pengguna pelayanan dan telaah dokumen. Hasil penelitian menunjukan pada kelompok Puskesmas yang berhasil dalam peneapaian program penanggulangan TB, pelak.sanaan kegiatan melibatkan seluruh petugas dan sumber daya yang ada di Puskesmas. Sedangkan pada kelompok Puskesmas yang belurn berhasil dalam pencapaian program penangguIangan TB, belum terjalin kerja sama baik lintas program .dan lintas sektor serta belum adanya kepedulian dari seluruh staf Puskesmas terhadap program. Saran yang diajukan dalam penelitian ini adalah adanya kepedulian petugas dan karyawan Puskesmas terhadap program, peran aktif dokter terhadap program, peningkatan frekuensi penyuluhan dan sosialisasi program di lintas sektor, pemberian pelayanan yang bermutu sesuai standar dengan mengutamakan kepuasaxi pasien sebagai pelanggan ekstemal dalam pelayanan kesehatan, adanya pembinaan dan pertemuan rutin dari Dinas Kesehatan pengahargaan terhadap prestasi kerja.

Amount of TBC paru patient from year to year in Indonesia increasing. Some situation anticipated to represent factor playing a part important in the increasing of TBC infection at the moment, for example: deteriorating it condition of social economic, not yet is optimal of service facility of health society, the increasing of amount of resident which don't have residence, the increasing of HIV infection, weak body endurance/ downhill, germ amount and virulence which mounting. (Kardiana, 2007). This research aim to to know picture quality of TB program service in Puskesmas to level efficacy of TB program in Sub-Province Ciamis year 2007. Research Design is qualitative by conducting interview to direct interconnected officer with program, directional group discussion with service consumer society and document study. Research place conducted by in four Self-Supporting Puskesmas Executor (PPM) in TB program with selection of research place in two a success Puskesrnas in attainment of Puskesmas and program which not yet succeeded in attainment of program. Result of research show of a success Puskesmas group in attainment of TB overcome program, activity execution entangle entire resource and officer exist in Puskesmas, existence the same of activity pass by quickly program and pass by quickly good sector. While at Puskesmas group which not yet succeeded in attainment of TB overcome program not yet intertwined the same of activity the goodness pass by quickly program and pass by quickly sector. Recommendation in this research the existence of officer caring and Puskesmas employees to program, active the role of doctor on the program, the improving make-up of counseling frequency pass by quickly sector socialization, giving of certifiable service according to standard by majoring satisfaction of patient as the external client in health service, existence of routine meeting and construction from Public Health Service appreciation and reward to the achievement activity.

Remunerasi yang diterima oleh setiap pegawai harus mencerminkan keadilan, baik secara internal maupun eksternal. Dalam merumuskan remunerasi yang adil sangat sulit, karena beragamnya persepsi dari setiap pegawai. Penelitian dilakukan di RSUD Karawang dengan sampel penelitian sebanyak 109 orang. Cara pengambilan sampel dilakukan dengan simple random sampling. Metode dari penelitian ini adalah deskriptif kuantitatif yang bersifat cross sectional. Remunerasi dikaji dari aspek internal maupun eksternal. Aspek internal diukur dengan menggunakan teknik point system, sedangkan aspek eksternal dikaji dengan melakukan benchmark remunerasi pada organisasi sejenis di daerah lain, yang pada penelitian ini diambil di RSUD Pasar Rebo Jakarta. Berdasarkan analisis, didapatkan sebagian besar responden telah menerima remunerasi yang sesuai (inpay) sebanyak 86 orang atau 87%. Namun masih ada beberapa responden yang menerima remunerasi tidak sesuai, yaitu overpay sebanyak 12 orang atau 11% dan underpay sebanyak 11 orang atau 12%. Ditinjau dari aspek eksternal, remunerasi di RSUD Karawang masih memiliki beberapa kelemahan. Remunerasi yang digunakan di RSUD Karawang adalah sistem indexing. Salah satu kekurangannya adalah belum mengutamakan kompetensi. Diharapkan dimasa mendatang, remunerasi di RSUD Karawang dapat terus dievaluasi untuk mencari yang terbaik, yang dapat memuaskan semua pihak.

Remuneration received by each employee must reflect fairness, both internally and externally. In formulating a fair remuneration is very difficult, because of varying perceptions of each employee. The study was conducted at the Karawang General Hospital to sample as many as 109 people. The sampling is done by simple random sampling. The method of this study is a quantitative descriptive cross sectional. Remuneration examined from the internal and external aspects. Internal aspect was measured by using point system, while the external aspects assessed by performing benchmark remuneration on the organization of its kind in the region, which in this study was taken in Pasar Rebo general Hospital Jakarta. Based on the analised, obtained the majority of respondents have received appropriate remuneration (inpay) of 87% or 81 people. But there are still a number of respondents who did not receive appropriate remuneration, ie overpay as much as 11% or as many as 12 people and underpay 10% or 11 people. Judging from the external aspect, the remuneration in Karawang general hospital still have some drawbacks. Remuneration that is used in Karawang general hospital is indexing systems. One drawback of this remuneration is not based on the competency. Expected in the future, the remuneration in Karawang general hospital can continue to be evaluated to find the best one, which can satisfy all parties.