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S.A Mutaqin; Pembimbing: Suprijanto Rijadi; Penguji: Sandi Ilyanto, Vetty Yulianty Permanasari, Liliana Lazuardy, Mirna Putriantiwi
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ABSTRAK
Kinerja Satuan Pemeriksa Internal (SPI) di Rumah Sakit BLU dalam pengendalian internal dirasakan masih belum optimal karena masih terdapatnya temuan auditor ekternal yang tidak terdeteksi oleh SPI dan opini Wajar Dengan Pengecualian (WDP) oleh BPK terhadap laporan keuangan Kemenkes Tahun 2011. Laporan tersebut menunjukan adanya kelemahan atas kegiatan pengendalian internal yang memerlukan perbaikan. Penelitian ini bertujuan untuk memperoleh informasi mengenai hubungan kompetensi, motivasi, independensi dan pemahaman good governance terhadap kinerja SPI di 15 Rumah Sakit BLU Kemenkes R.I Tahun 2013. Penelitian ini memiliki disain cross sectional dengan dengan jumlah responden sebanyak 60 orang. Pengukuran variabel menggunakan kuesioner dengan merujuk pada penelitian sebelumnya dan analisa data dilakukan dengan regresi linier berganda. Penelitian ini membuktikan bahwa dari hasil anlisis bivariat bahwa seluruh variabel mempunyai hubungan yang signifikan terhadap kinerja SPI. Sedangkan dari hasil analisis multivariat membuktikan variabel motivasi tidak berhubungan sedangkan variabel kompetensi, independensi dan pemahaman good governance memiliki hubungan yang signifikan terhadap kinerja SPI. Variabel independensi memiliki hubungan yang paling kuat. Ditingkatnya kemampuan kompetensi, pengakuan dan kejelasan karier auditor, jaminan bekerja secara independen, dan pemahaman tata kelola yang baik akan meningkatkan kinerja SPI di rumah sakit.
ABSTRACT
Performance of the Internal Audit Unit (IAU) at BLU Hospital in perceived internal control is still not optimal, is still the presence of external auditors' findings were not detected by the SPI and opinions Fair With exceptions (WDP) by BPK on the financial statements of Ministry of Health in 2011 showed the weakness of the activities internal controls that need improvement. This study aimed to obtain information about the relationship of competence, motivation, independence and understanding of good governance on the performance of SPI in BLU Strathmore University Hospital in 2013. This study has a cross-sectional design using primary data and variable measurement is done with a questionnaire with reference to previous research. This study proves that the results of the bivariate analysis results prove competence, motivation, independence and understanding of good governance significantly related to the performance of SPI. In multivariable motivational variables are unrelated and independent variables have the greatest relationship. Increased ability competence, recognition of the results of the examination, warranty work independently, and understanding of good governance will improve the performance of SPI in the hospital.
T-3882
Depok : FKM-UI, 2013
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Nella Savira Liani; Pembimbing: Adang Bachtiar; Penguji: Anhari Achadi, Puput Oktamianti, Nana Mulyana, Angger Rina Widowati
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Pengembangan kompetensi, keilmuan, dan karier di bidang keprofesian merupakan salah satu hak tenaga medis dan tenaga kesehatan yang diamanahkan oleh Undang-Undang Nomor 17 Tahun 2023 tentang Kesehatan. Saat ini pengembangan karier tenaga kesehatan non-ASN belum standar dan belum seimbang dengan ASN, yang didorong oleh kekosongan regulasi yang mengatur terkait pengembangan karier tersebut. Tujuan penelitian ini adalah untuk melakukan analisis terhadap kebijakan pengembangan karier tenaga kesehatan non-ASN di rumah sakit nonpemerintah, baik yang dikelola oleh swasta maupun BUMN. Penelitian ini merupakan penelitian kualitatif. Variabel yang dianalisis meliputi tuntutan, dukungan, sumber daya, aktor, konten, proses, komunikasi antar organisasi dan kegiatan pelaksanaan, karakteristik badan pelaksana, disposisi pelaksana, serta lingkungan-konteks yang saling mempengaruhi sebagai sebuah sistem, sehingga diperoleh output berupa rekomendasi kebijakan. Tuntutan berupa adanya kepastian hukum dalam pengembangan karier tersebut muncul dari tenaga kesehatan non-ASN dan pihak rumah sakit selaku pemberi kerja. Proses pembuatan rancangan kebijakan pengembangan karier tenaga kesehatan non-ASN telah dimulai sejak tahun 2019, terbentur pada kurang kuatnya dukungan regulasi hingga lahir Undang-Undang Nomor 17 Tahun 2023 tentang Kesehatan. Disposisi pembuat kebijakan belum seirama dengan disposisi aktor lainnya. Keberlanjutan dan percepatan pembuatan kebijakan ini dapat didorong dengan mengoptimalkan peran stakeholder melalui strategi advokasi yang tepat.
Competency, scientific and career development in the professional field is one of the rights of medical personnel and health workers mandated by Law Number 17 of 2023 concerning Health. Currently, the career development of non-ASN health workers is not yet standardized and not balanced with that of ASN, which is driven by the lack of regulations governing this career development. The aim of this research is to conduct an analysis of career development policies for non-ASN health workers in non-government hospitals, both those managed by the private sector and state-owned companies. This research is a qualitative research. The variables analyzed include demands, support, resources, actors, content, processes, communication between organizations and implementation activities, characteristics of implementing agencies, disposition of implementers, and environmental contexts that influence each other as a system, so that output is obtained in the form of policy recommendations. Demands for legal certainty in career development arise from non-ASN health workers and hospitals as employers. The process of drafting a career development policy for non-ASN health workers began in 2019, hampered by a lack of strong regulatory support until Law Number 17 of 2023 concerning Health was issued. The disposition of policy makers is not yet in line with the disposition of other actors. Sustainability and acceleration of policy making can be encouraged by optimizing the role of stakeholders through appropriate advocacy strategies.
T-6944
Depok : FKM UI, 2024
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Yopita Ratnasari; Pembimbing: Adang Bachtiar; Penguji: Ascobat Gani, Ede Surya Darmawan, Verdhany Puspitasari, Jusuf Kristanto
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Penelitian menempati peran strategis dalam rangka memajukan peradaban suatu bangsa. Kinerja penelitian menjadi salah satu indikator bagi pembangunan bidang kesehatan. Salah satu ukuran kinerja riset nasional adalah Skor SINTA. Berdasarkan Skor SINTA, kinerja dosen Poltekkes Kemenkes masih rendah jika dibandingkan dengan perguruan tinggi lainnya. Pada tahun 2021, Kepala Badan Pengembangan dan Pemberdayaan SDM Kesehatan menetapkan kebijakan berupa SK Nomor HK.02.03/I/6190/2021 tentang Pedoman Penelitian dan Pengabdian Kepada Masyarakat Poltekkes Kemenkes, yang menetapkan kegiatan penelitian dalam 2 kategori dan 7 skema serta dikelola melalui Sistem Informasi Pengelolaan Penelitian. Kebijakan tersebut telah diimplementasikan sejak tahun 2021. Penelitian ini bertujuan untuk memahami hubungan implementasi kebijakan dengan kinerja penelitian dosen Poltekkes Kemenkes. Penelitian ini adalah penelitian kuantitatif dengan desain non eksperimental melalui pendekatan crossectional. Teknik pengumpulan data melalui survei dengan instrumen kuesioner, kemudian diperkuat dengan wawancara mendalam dan telaah dokumen. Hasil penelitian menunjukkan bahwa implementasi kebijakan berhubungan signifikan dengan kinerja penelitian (pvalue <0,05). Variabel Struktur organisasi dan karakteristik organisasi pelaksana tidak berhubungan dengan kinerja penelitian dosen (p-value =0,086); variabel hubungan antar organisasi, variabel sumber daya, serta variabel lingkungan sosial, ekonomi, dan politik berhubungan secara signifikan dengan kinerja penelitian dosen (p-value<0,05). Sementara itu, variabel disposisi atau sikap para pelaksana merupakan variabel yang paling dominan berhubungan dengan kinerja penelitian dosen Poltekkes Kemenkes (AOR 1,443; 95%CI: 1,25 – 1,67). Sekalipun berdasarkan hasil penelitian kuantitatif ada variabel yang tidak berhubungan signifikan, namun berdasarkan konfirmasi melalui wawancara mendalam dan telaah dokumen seluruh variabel implementasi kebijakan berhubungan dengan kinerja penelitian. Kurangnya kemampuan dosen dalam manajemen waktu dan menghasilkan penelitian, rendahnya komitmen untuk melakukan pemutakhiran data Sinta, serta anggaran penelitian yang relatif kecil, berisiko menyebabkan kinerja penelitian menjadi rendah. Oleh karena itu, Ditjen Nakes diharapkan dapat meningkatkan anggaran penelitian; memfasilitasi upaya Poltekkes menjadi BLU; serta menyusun roadmap pelatihan dan pembangunan jejaring penelitian. Poltekkes proaktif melengkapi kebijakan turunan dan melaksanakan pendampingan. Dosen diharapkan juga dapat berkomitmen menempatkan kegiatan penelitian sebagai prioritas utama; mengikuti kegiatan sosialisasi dan peningkatan kapasitas dengan sebaik-baiknya; meningkatkan kapasitas secara mandiri melalui multi-metode dan multimedia, serta kegiatan diskusi dengan sesama peneliti; meningkatkan kualitas penelitian dan publikasinya dan proaktif untuk mencari sumber pendanaan lain di luar BOPTN.
Currently, research performance is one of the indicators for development progress, including development in the health sector. One measure of national research performance is the SINTA Score. Based on the SINTA score, the performance of Health Polytechnic of the Ministry of Health Lecturers is still low when compared to other tertiary institutions. For this reason, in 2021, the Head of the Board for Development and Empowerment of Human Resources for Health set a policy in the form of Decree Number HK.02.03/I/6190/2021 concerning Guidelines for Research and Community Service at the Ministry of Health's Polytechnic. This policy has been implemented since 2021. This study aims to analyze the relationship between policy implementation and the research performance of the Ministry of Health Polytechnic lecturers. This research is a quantitative study with a non-experimental design through a cross-sectional approach. Data collection techniques through surveys with questionnaire instruments, then strengthened by in-depth interviews and document review. The results showed that policy implementation had a significant relationship with research performance (p-value <0.05). Variable organizational structure and characteristics of implementing organizations are not related to lecturer research performance (p-value = 0.086); inter-organizational relationship variables, resource variables, and social, economic, and political environmental variables, are significantly related to lecturer research performance (p-value <0.05). Meanwhile, the variable disposition or attitude of the executors is the most dominant variable related to the research performance of lecturers at the Ministry of Health Polytechnic (AOR 1.443; 95% CI: 1.25 – 1.67). Even though based on the results of quantitative research there are variables that are not significantly related, but based on confirmation through in-depth interviews and review of documents all variables of policy implementation are related to research performance. The lack of lecturers' ability to manage time and produce research, the low commitment to updating Sinta's data, and the relatively small research budget, have the risk of causing low research performance. Therefore, the Directorate General of Health is expected to increase the research budget; encourage Poltekkes to become BLU; as well as preparing a training roadmap and building a research network. Poltekkes proactively complements derivative policies and provides assistance. Lecturers are also expected to be able to commit to placing research activities as a top priority; participate in socialization capacity-building activities as well as possible; increase capacity independently through multi-methods and multimedia, as well as discussion activities with fellow researchers; improve the quality of research and publications and be proactive in seeking other sources of funding outside of BOPTN
T-6671
Depok : FKM-UI, 2023
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Isnawati; Pembimbing: Wachyu Sulistiadi; Penguji: Ascobat Gani, Jaslis Ilyas, Intan Widayati, Doni Aria Candra
Abstrak:
Penelitian ini adalah untuk mengetahui upaya pencegahan kematian ibu melalui kebijakan program ANC. Hal ini dilakukan dengan menganalisis komponen masukan yang terdiri dari pedoman antenatal care, sumber daya manusia, sarana prasarana dan dana. Komponen proses di lihat dari proses pelaksanaan program antenatal care dan komponen keluaran adalah upaya penguatan kebijakan program untuk pencapaian indikator dan standar pelayanan dalam pencegahan kematian ibu yang dilakukan di Puskesmas Pamijahan Kabupaten Bogor. Penelitian ini adalah penelitian kualitatif dengan menggunakan metode studi kasus, dimana data primer diperoleh dari hasil wawancara mendalam dan data skunder diperoleh dari hasil telaah dokumen. Hasil yang diperoleh dari penelitian ini adalah sebagai berikut: 1.Kesenjangan antara kebijakan daerah dengan standar nasional, 2. Keterbatasan SDM, 3. Kurang Optimalnya sarana prasarana, 4. Penyerapan dan penggunaan dana program belum optimal, 5. Belum tercapainya target program dan masih adanya kasus kematian ibu, 6. Perlu adanya upaya penguatan program dalam mendukung kebijakan program kesehatan ibu khususnya antenatal care. Di usulkan adanya penguatan kelembagaan, SDM, fasilitas dan teknologi, akses dan layanan, pembiayaan, edukasi dan promosi kesehatan serta penguatan partisipasi dan keterlibatan publik.
This research aims to understand the efforts to prevent maternal deaths through ANC program policies. It involves analyzing input components such as antenatal care guidelines, human resources, infrastructure, and funding. The process component is viewed from the implementation of the antenatal care program, and the output component includes efforts to strengthen program policies in achieving indicators and service standards for preventing maternal deaths conducted at Puskesmas Pamijahan, Bogor Regency. This qualitative research uses a case study method, where primary data is obtained from in-depth interviews and secondary data is obtained from document reviews. The results of this research are as follows: 1. Discrepancy between local policies and national standards, 2. Limited human resources, 3. Suboptimal infrastructure, 4. Inefficient absorption and use of program funds, 5. Failure to meet program targets and persistent maternal deaths, 6. There is a need for program reinforcement to support maternal health policies, particularly antenatal care. It is proposed to strengthen institutions, human resources, facilities and technology, access and services, financing, health education, promotion, and public participation and involvement.
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This research aims to understand the efforts to prevent maternal deaths through ANC program policies. It involves analyzing input components such as antenatal care guidelines, human resources, infrastructure, and funding. The process component is viewed from the implementation of the antenatal care program, and the output component includes efforts to strengthen program policies in achieving indicators and service standards for preventing maternal deaths conducted at Puskesmas Pamijahan, Bogor Regency. This qualitative research uses a case study method, where primary data is obtained from in-depth interviews and secondary data is obtained from document reviews. The results of this research are as follows: 1. Discrepancy between local policies and national standards, 2. Limited human resources, 3. Suboptimal infrastructure, 4. Inefficient absorption and use of program funds, 5. Failure to meet program targets and persistent maternal deaths, 6. There is a need for program reinforcement to support maternal health policies, particularly antenatal care. It is proposed to strengthen institutions, human resources, facilities and technology, access and services, financing, health education, promotion, and public participation and involvement.
T-6940
Depok : FKM UI, 2024
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Margaretha Porman Arianny; Pembimbing: Wiku Bakti Bawono Adisasmito; Penguji: Dumilah Ayuningtyas, Jaslis Ilyas, Woro Srihastuti Sulistyaningrum, Verania Andria
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Penelitian ini membahas penerapan collaborative governance dalam koordinasi lintas sektor di tingkat nasional pada pelaksanaan Rencana Aksi Nasional Peningkatan Kesejahteraan Anak Usia Sekolah dan Remaja (RAN PIJAR). Pada tahun 2023, kelompok penduduk Indonesia yang berusia antara 5 tahun sampai 19 tahun diperkirakan mencapai 24 persen dari total penduduk Indonesia. Untuk meningkatkan kesejahteraan anak usia sekolah dan remaja tersebut diperlukan kerjasama dari berbagai sektor. Keterlibatan berbagai sektor memerlukan mekanisme koordinasi dan kolaborasi yang kuat. Beberapa penelitian menunjukkan tantangan dalam melakukan koordinasi dan kolaborasi dalam pelaksanaan kebijakan nasional dengan pendekatan multisektor. Terbatasnya analisis tentang koordinasi dalam pelaksanaan kebijakan kesejahteraan remaja dapat mempengaruhi koordinasi tim pelaksana RAN PIJAR yang melibatkan 20 kementerian/ lembaga. Penelitian bertujuan memperoleh pemahaman collaborative governance dalam koordinasi pada pelaksanaan RAN PIJAR di tingkat nasional. Penelitian ini menggunakan pendekatan kualitatif dan informan penelitian dipilih menggunakan teknik purposive sampling. Selain itu, penelitian ini juga menggunakan tinjauan pustaka untuk melengkapi data primer. Untuk menganalisis koordinasi RAN PIJAR, peneliti menggunakan “integrated framework for collaborative governance” dan hanya menekankan pada dinamika kolaborasi yang terdiri dari tiga elemen penting yaitu pelibatan berprinsip, motivasi bersama, dan kemampuan bertindak secara bersama. RAN PIJAR mendukung 1) Pencapaian Indeks Perlindungan Anak, 2) menurunkan prevalensi kekerasan terhadap anak, 3) menurunkan prevalensi perkawinan anak, serta 4) mendukung pencapaian Indeks Pembangunan Pemuda, di mana keempatnya merupakan bagian target RPJMN 2020–2024. Peneliti menyimpulkan bahwa telah menjalankan tugas dan fungsi untuk pelaksanaan koordinasi lintas sektor dalam pelaksanaan RAN PIJAR, namun koordinasi tersebut belum berjalan secara optimal membentuk kolaborasi lintas kementerian untuk menyelesaikan tantangan di lapangan dalam pelaksanaan program-program terkait kesejahteraan anak usia sekolah dan remaja. Ketidakoptimalan dalam berkoordinasi ini disebabkan karena fokus RAN PIJAR yang luas, indikator dan target yang banyak dan tidak spesifik, keterbatasan SDM dan anggaran untuk berfungsinya tim sekretariat yang membantu tim nasional untuk pelaksanaan RAN PIJAR. Penentuan prioritas indikator outcome dan output serta evaluasi pelaksanaan RAN PIJAR dan kajian terkait harmonisasi kebijakan indikator di tingkat pusat dan daerah akan membantu terjadinya koordinasi yang lebih efektif.
This research discusses the application of Collaborative Governance in cross-sector coordination at the national level in the implementation of the National Action Plan to Enhance the Wellbeing of School-Aged Children and Adolescents (RAN PIJAR). In 2023, the Indonesian population aged between 5 years and 19 years is estimated to reach 24 per cent of Indonesia's total population. To improve the welfare of school-age children and teenagers, cooperation from various sectors is needed. The involvement of various sectors requires strong coordination and collaboration mechanisms. Several studies show challenges in coordinating and collaborating in implementing national policies with a multisector approach. Limited analysis of coordination in implementing youth welfare policies can affect the coordination time for implementing RAN PIJAR which involves 20 ministries/institutions. The research aims to gain an understanding of Collaborative Governance in coordination with the implementation of RAN PIJAR at the national level. This research uses a qualitative approach and research informants were selected using purposive sampling techniques. Apart from that, this research also uses a literature review to complete primary data. To analyse RAN PIJAR coordination, researchers use an "integrated framework for collaborative governance" and only emphasise the dynamics of collaboration which consists of three important elements, namely principled engagement, shared motivation, and the ability to act together. RAN PIJAR supports 1) achieving the Child Protection Index, 2) reducing the prevalence of violence against children, 3) reducing the prevalence of child marriage, and 4) supporting the achievement of the Youth Development Index, all four of which are part of the 2020–2024 RPJMN target. The researcher concluded that they had carried out the duties and functions for implementing cross-sector coordination in implementing the RAN PIJAR, but this coordination had not yet run optimally to form cross-ministerial collaboration to resolve challenges in the field in implementing programs related to the welfare of school-age children and adolescents. This non-optimality in coordination is due to the broad focus of the PIJAR RAN, many non-specific indicators and targets, limited human resources and budget for the functioning of the secretariat team which assists the national team in implementing the PIJAR RAN. Determining the priority of outcome and output indicators and evaluating the implementation of RAN PIJAR and studies related to harmonising policy indicators at the central and regional levels will help in more effective coordination.
T-7132
Depok : FKM UI, 2024
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Shofi Sari Azima; Pembimbing: Ede Surya Darmawan; Penguji: Vetty Yulianty Permanasari, Wiku Bakti Bawono Adisasmito, Irham Putra, Aprilia Krisliana
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Penelitian ini bertujuan untuk menganalisis implementasi kebijakan anggaran berbasis kinerja terhadap capaian Standar Pelayanan Minimal (SPM) HIV Dinas Kesehatan Kota Tangerang Selatan Tahun Anggaran 2024. Penelitian ini menggunakan pendekatan kualitatif dengan teknik pengumpulan data melalui wawancara mendalam, studi dokumen, dan observasi. Hasil penelitian menunjukkan bahwa meskipun proses penganggaran telah mengikuti siklus perencanaan, pengesahan, pelaksanaan, dan evaluasi, namun belum sepenuhnya mencerminkan prinsip anggaran berbasis kinerja. Kesenjangan terjadi pada penentuan target kinerja yang masih bersifat administratif dan belum berorientasi pada outcome seperti penurunan kasus HIV atau pencapaian target 95-95-95. Selain itu, belum optimalnya penggunaan sistem informasi seperti Siscobikes serta belum terintegrasinya hasil evaluasi ke dalam proses perencanaan turut memengaruhi efektivitas alokasi anggaran. Berdasarkan perhitungan kebutuhan anggaran dengan acuan Peraturan Menteri Kesehatan Nomor 6 Tahun 2024 tentang Standar Teknis Pemenuhan SPM Kesehatan, estimasi anggaran untuk menjangkau 38.588 orang sasaran adalah sebesar Rp1.610.068.963,00 namun alokasi yang tersedia masih jauh dari kebutuhan tersebut. Oleh karena itu, diperlukan penguatan dalam penyusunan anggaran yang berbasis kinerja, peningkatan kapasitas perencana, serta integrasi antarsektor dalam mendukung perencanaan dan penganggaran yang lebih berorientasi hasil guna mendukung upaya pengendalian HIV dan tercapainya ending AIDS 2030.
This study aims to analyze the implementation of performance-based budgeting policy in achieving the Minimum Service Standards (SPM) of HIV infection at the South Tangerang City Health Office in Fiscal Year 2024. A qualitative approach was used, with data collected through in-depth interviews, document review, and observation. The findings indicate that although the budgeting process follows the planning, approval, implementation, and evaluation cycle, it has not fully reflected the principles of performance-based budgeting. A key gap lies in the determination of performance targets, which remain administrative in nature and are not yet outcome-oriented—such as reducing HIV cases or achieving the 95-95-95 global targets. In addition, the use of integrated information systems like Siscobikes remains suboptimal, and evaluation results have not been effectively incorporated into the planning process, thereby affecting the efficiency of budget allocation. Based on budget needs calculations referring to the Minister of Health Regulation No. 6 of 2024 on Technical Standards for Fulfilling Health SPM, the estimated budget required to reach 38,588 target individuals is Rp1.610.068.963,00; however, the current allocation falls significantly short of that need. Therefore, it is necessary to strengthen performance-based budget planning, improve the capacity of planners, and promote cross-sectoral integration to support result-oriented budgeting and planning, in order to enhance HIV control efforts and achieve the 2030 AIDS elimination target.
T-7354
Depok : FKM UI, 2025
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Dewi Tri Nugraheni; Pembimbing: Wachyu Sulistiadi; Penguji: Adang Bachtiar, Amal Chalik Sjaaf, Yetty Azriani, Dwi Kartika Rahayuningtyas
Abstrak:
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Dalam upaya pemenuhan tenaga kesehatan di Fasilitas Pelayanan Kesehatan (Fasyankes) Daerah Terpencil Perbatasan, dan Kepulauan (DTPK) dan Daerah Bermasalah Kesehatan (DBK), Kementerian Kesehatan RI mengeluarkan kebijakan Peraturan Kementerian Kesehatan nomor 27 tahun 2021 tentang Program Afirmasi Pendidikan Tinggi Tenaga Kesehatan (Padinakes). Kebijakan ini telah ditetapkan dan dilaksanakan di Poltekkes Kemenkes Jakarta III sejak tahun 2021 berdasarkan Surat Keputusan (SK) Kepala Badan Pengembangan dan Pemberdayaan SDM Kesehatan nomor HK.02.02/I/10434/2021, namun dalam pelaksanaan kebijakan terkendala dalam pendayagunaan lulusan dan penghentian rekrutmen peserta pada tahun 2022 di Poltekkes Kemenkes Jakarta III. Tujuan penelitian ini adalah menganalisis implementasi kebijakan pendidikan dan pendayagunaan tenaga kesehatan, menganalisis faktor-fakor pendorong dan penghambat dalam implementasi kebijakan Padinakes di Poltekkes Kemenkes Jakarta III. Penelitian ini adalah penelitian kualitatif dengan desain Rapid Assessment Procedure (RAP). Teknik pengumpulan data dengan dengan wawancara mendalam, Focus Group Discussion (FGD) dan telaah dokumen. Hasil dari penelitian ini menunjukkan implementasi kebijakan belum berjalan dengan baik terutama pada implementasi pendayagunaan lulusan padinakes Poltekkes Kemenkes Jakarta III ke Fasyankes DTPK dan DBK. Faktor-faktor yang menghambat dalam implementasi kebijakan adalah capaian indikator program padinakes belum sesuai tujuan kebijakan, sosialisasi dengan Pemerintah Daerah belum berjalan baik, semua pembiayaan menggunakan APBN, struktur organisasi Pemerintah Daerah bukan bertanggung jawab kepada Kementerian Kesehatan, sikap Pemerintah Daerah yang belum patuh dalam pendayagunaan program padinakes, Pemerintah Daerah belum terlibat dalam perencanaan kouta, rekrutmen, monitoring dan evaluasi, dan pendayagunaan peserta, belum ada sanksi tegas untuk Pemerintah daerah yang tidak mendayagunakan lulusan padinakes. Oleh karena itu, Kementerian Kesehatan diharapkan dapat melakukan revisi kebijakan; penyesuaian indikator program dengan tujuan kebijakan; advokasi ke Kemendagri dan Kemenkeu untuk sanksi ke Pemerintah Daerah; pendampingan ke Pemerintah Daerah dalam proses replikasi program nusantara sehat; membuat tracer study khusus; penyempurnaan e-Padinakes; peningkatan kapasitas dan menetapkan SK tim pengelola; menetapkan SK pendayagunaan peserta program studi lain yang tidak ada di kebijakan (Fisioterapi); rutin monitoring dan evaluasi Poltekkes Kemenkes Jakarta III dan Fasyankes DTPK dan DBK
In an effort to fulfill health workers in Health Service Facilities (Fasyankes) in Remote Areas, Borders and Islands (DTPK) and Health Problem Areas (DBK), the Indonesian Ministry of Health issued a policy Ministry of Health Regulation number 27 of 2021 concerning the Health Worker Higher Education Affirmation Program (Padinakes). This policy has been determined and implemented at the Poltekkes Kemenkes Jakarta III since 2021 based on the Decree (SK) of the Head of the Health Human Resources Development and Empowerment Agency number HK.02.02/I/10434/2021, but the implementation of the policy is constrained in the utilization of graduates and the termination of recruitment of participants in 2022 at the Poltekkes Kemenkes Jakarta III. The purpose of this study is to analyze the implementation of the policy on education and utilization of health workers, analyze the driving and inhibiting factors in the implementation of the Padinakes policy at the Poltekkes Kemenkes Jakarta III. This research is a qualitative research with Rapid Assessment Procedure (RAP) design. Data collection techniques were in-depth interviews, Focus Group Discussions (FGDs) and document review. The results of this study indicate that policy implementation has not gone well, especially in the implementation of the utilization of graduates of the Jakarta III Health Polytechnic to DTPK and DBK health facilities. Factors that hinder the implementation of the policy are the achievement of Padinakes program indicators that are not in accordance with policy objectives, socialization with local governments has not gone well, all financing uses the state budget, the organizational structure of the local government is not responsible to the Ministry of Health, the attitude of local governments that have not complied with the utilization of the Padinakes program, local governments have not been involved in planning quota, recruitment, monitoring and evaluation, and utilization of participants, there are no strict sanctions for local governments that do not utilize Padinakes graduates. Therefore, the Ministry of Health is expected to revise the policy; adjust program indicators with policy objectives; advocate to the Ministry of Home Affairs and the Ministry of Finance for sanctions to local governments; assist local governments in the process of replicating the healthy archipelago program; create a special tracer study; improve e-Padinakes; increase capacity and determine the management team decree; determine the decree on the utilization of participants in other study programs that are not in the policy (Physiotherapy); routine monitoring and evaluation of the Poltekkes Kemenkes Jakarta III and DTPK and DBK health facilities.
T-6889
Depok : FKM-UI, 2024
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Syafira Annisa Ferdiani; Pembimbing: Puput Oktamianti; Penguji: Dumilah Ayuningtyas, Prastuti Soewondo, Mieska Despitasari, Rachmawati
Abstrak:
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Penelitian ini bertujuan untuk menganalisis implementasi Peraturan Menteri Kesehatan Nomor 23 Tahun 2022 tentang penanggulangan HIV/AIDS di Rumah Sakit Kanker Dharmais. Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus. Data dikumpulkan melalui wawancara mendalam dengan tenaga medis, manajemen rumah sakit, serta pasien HIV, dan didukung oleh analisis dokumen kebijakan terkait. Hasil penelitian menunjukkan bahwa meskipun kebijakan telah diterapkan, terdapat beberapa kendala, termasuk pemanfaatan kapasitas rumah sakit yang tidak optimal, kekurangan tenaga medis terlatih, ketidakjelasan dalam pembiayaan layanan HIV oleh BPJS, dan stigma yang memengaruhi aksesibilitas layanan. Selain itu, koordinasi antar fasilitas kesehatan dalam penanganan pasien HIV masih memerlukan perbaikan. Penelitian ini menyimpulkan bahwa diperlukan pemisahan layanan HIV dari spesialisasi kanker, peningkatan kapasitas sumber daya, penghapusan stigma melalui pelatihan tenaga medis, revisi kebijakan pembiayaan, serta penguatan sistem logistik distribusi obat ARV. Rekomendasi ini bertujuan untuk meningkatkan efektivitas layanan HIV/AIDS di Indonesia.
This study aims to analyze the implementation of Indonesia's Ministry of Health Regulation No. 23 of 2022 on HIV/AIDS management at Dharmais Cancer Hospital. A qualitative approach was employed using a case study method. Data were collected through in-depth interviews with medical staff, hospital management, and HIV patients, supported by the analysis of relevant policy documents. The findings indicate that despite the policy's implementation, several challenges persist, including suboptimal utilization of hospital capacity, a shortage of trained medical personnel, unclear BPJS financing for HIV services, and stigma that affects service accessibility. Additionally, coordination among healthcare facilities in managing HIV patients requires improvement. The study concludes that separating HIV services from cancer specialization, enhancing resource capacity, reducing stigma through medical staff training, revising financing policies, and strengthening the ARV drug distribution system is essential. These recommendations aim to improve the effectiveness of HIV/AIDS services in Indonesia.
T-7207
Depok : FKM UI, 2025
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Ira Heriawati; Pembimbing: Jaslis Ilyas; Penguji: Anhari Achadi, Pujiyanto, Albertus Yudha Poerwadi, Mirna Putriantiwi
Abstrak:
ABSTRAK Dalam rangka memastikan bahwa kegiatan audit telah dilaksanakan sesuai dengan standar audit dan kode etik, pemerintah menetapkan kebijakan melalui Permen-PAN RB Nomor 19 Tahun 2009 sebagai pedoman pengendalian mutu audit. Itjen Kemenkes RI telah membangun sistem pengendalian mutu audit, namun berdasarkan hasil penilaian tingkat kapablitas APIP melalui penilaian IACM menunjukkan hasil bahwa kegiatan audit belum sepenuhnya dilaksanakan sesuai dengan standar audit. Untuk itu peneliti merasa perlu untuk melakukan analisis implementasi pengendalian mutu audit untuk memperoleh gambaran dan informasi mendalam terkait bagaimana implementasi pengendalian mutu audit di Itjen Kemenkes RI. Penelitian menggunakan metode kualitatif dengan tehnik pengumpulan data melalui wawancara mendalam , FGD dan telaah dokumen, sehingga triangulasi dilakukan dengan membandingkan informasi yang diperoleh dari beberapa informan yang berbeda dan membandingkan dengan hasil telaah dokumen. Hasil penelitian diperoleh bahwa Itjen Kemenkes telah membangun sistem kendali mutu audit namun prosedur pengendalian mutu audit belum sepenuhnya dilaksanakan sesuai langkah-langkah pengendalian mutu audit dalam Permen-PAN RB Nomor 19 Tahun 2009 dan ouput yang dihasilkan belum sepenuhnya sesuai dengan standar audit. Selain itu belum memiliki rancangan dan belum menetapkan program penjaminan dan peningkatan kualitas sehingga belum adanya mekanisme untuk evaluasi/reviu dan penilaian atas kesesuaian kegiatan audit intern dengan standar audit serta evaluasi terhadap penerapan kode etik oleh auditor. Faktor penghambat belum optimalnya pelaksanaan pengendalian mutu audit ini adalah dari aspek komunikasi masih belum optimal sehingga perlu ditingkatkan terutama komunikasi pada tingkat pelaksana kebijakan. Pelaksanaan pengendalian mutu audit melekat pada bagian yang melaksanakan tugas pokok fungsinya sehingga perlu adanya bagian/tim yang mengkoordinasikan untuk melakukan monitoring, evaluasi dan penilaian secara berkala dan berkelanjutan terhadap pelaksanaan pengendalian mutu audit, disamping itu perlu melengkapi pedoman/SOP yang mengatur mekanisme pengendalian dan penjaminan mutu audit. Sumber daya baik SDM, fasilitas dan anggaran masih perlu mendapat perhatian guna mendukung pelaksanaan kebijakan dan yang tidak kalah penting adalah perlunya meningkatkan komitmen dari seluruh pelaksana kebijakan. Kata kunci : Kendali mutu audit; Inspektorat Jenderal; Permenpan 19/2009; PKMA In order to ensure that audit activities have been carried out in accordance with auditing standards and codes of conduct, the government sets the policy through Permen-PANRB Number 19 of 2009 as a guideline for audit quality control. Itjen Kemenkes RI has established an audit quality control system, but based on the assessment of APIP capability level through IACM assessment shows that audit activities have not been fully implemented in accordance with audit standards. For that researchers feel the need to perform analysis of audit quality control implementation to obtain an overview and indepth information related to how the implementation of quality control audit in Itjen Kemenkes RI. The study used qualitative methods with data collection techniques through in-depth interviews, FGD and document review, so triangulation was done by comparing the information obtained from several different informants and comparing the results of the document review. The result of the research shows that Itjen Kemenkes has built an audit quality control system but audit quality control procedure has not been fully implemented according to audit quality control measures in PER-PAN RB Number 19 of 2009 and the resultant output is not fully in accordance with audit standard. Besides, it has not yet designed and has not established the quality assurance and improvement programme so that there is no mechanism for evaluation / review and assessment on the conformity of internal audit activities with audit standards and evaluation on the application of code of ethics by the auditor. The inhibiting factor is not optimal the implementation of audit quality control is from the aspect of communication is still not optimal so it needs to be improved especially communication at the level of implementing the policy. Implementation of audit quality control attached to the part that performs the main task of its function so that the need for a section / team that coordinate to conduct monitoring, evaluation and assessment periodically and continuously to the implementation of quality control of audit, besides need to complete guidance / SOP which arrange mechanism of quality control and quality assurance of audit. Resources of human resources, facilities and budgets still need attention to support the implementation of the policy and no less important is the need to increase the commitment of all policy implementers. Key words : Audit quality control; Inspectorate General; Regulation of Minister of Empowerment of State Apparatus number 19 of 2009; PKMA
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T-5451
Depok : FKM-UI, 2018
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Hario Wicaksono; Pembimbing: Sandi Iljanto; Jaslis Ilyas, Pujiyanto, Erni Endah, Sitti Nuraini
Abstrak:
Komitmen organisasi pegawai di sektor publik sangat diperlukan, terutama yangbersentuhan dengan pelayanan kepada masyarakat.Saat ini terdapat penilaian yangberedar dimasyarakat terhadap kualitas sumber daya manusia (SDM) di indonesiayang masih cukup rendah, khususnya pada pekerja yang bekerja di pemerintahan,atau yang dikenal dengan sebutan pegawai negeri sipil (PNS). Penelitian inibertujuan mengetahui hubungan antara motivasi dan iklim komunikasi organisasidengan komitmen organisasi PNS Sekretariat Badan PPSDM Kesehatanmenggunakan studi cross sectional. Populasi dari penelitian ini adalah seluruhpegawai Sekretariat Badan PPSDM Kesehatan dengan status PNS. Jumlah Totalpopulasi dalam penelitian ini adalah sebanyak 143 orang. Berdasarkan hipotesapenelitian mengenai hubungan antara motivasi dengan komitmen organisasi PNSSekretariat Badan PPSDM Kesehatan menggunakan uji korelasi pearsondidapatkan nilai korelasi sebesar (r=0,616) yang menyatakan motivasimenunjukkan hubungan yang kuat dengan komitmen organisasi (Sugiyono, 2010)dan nilai signifikansi (p=0,000), sehingga dapat disimpulkan bahwa motivasiberhubungan secara signifikan dengan komitmen organisasi PNS Sekretariat BadanPPSDM Kesehatan, selanjutnya hipotesa penelitian mengenai hubungan antaraiklim komunikasi organisasi dengan komitmen organisasi PNS Sekretariat BadanPPSDM Kesehatan didapatkan nilai korelasi sebesar (r=0,523) dan mempunyainilai signifikansi (p=0,000), sehingga dapat disimpulkan bahwa iklim komunikasiorganisasi berhubungan secara signifikan dengan komitmen organisasi PNSSekretariat Badan PPSDM Kesehatan. Dalam analisis multivariat ditemukan bahwamotivasi adalah variabel yang paling dominan berhubungan dengan komitmenorganisasi, sementara iklim komunikasi organisasi tidak memiliki pengaruh yangsignifikan terhadap komitmen organisasi setelah dilakukan uji secara bersama.Dengan tidak signifikannya variabel iklim komunikasi organisasi setelah dilakukanuji secara bersama-sama dengan variabel motivasi bukan berarti variabel iklimkomunikasi organisasi ini menjadi tidak penting, namun variabel lain harus dapatmenjadi bahan pertimbangan dan dapat diteliti kembali untuk dikombinasikansehingga menjadi variabel yang berpengaruh terhadap komitmen organisasi jika diuji secara bersama-sama.Kata kunci: pegawai negeri sipil, motivasi, iklim komunikasi organisasi, komitmenorganisasi
Organizational commitment of employees in the public sector is necessary,especially in contact with public services. Currently, in the community assessmentof the quality of human resources (HR) in Indonesia is still low, especially inworkers who work in government, or known as civil servants (PNS). This studyaims to determine the relationship between motivation and organizationalcommunication climate and organizational commitment Civil Servant of Secretaryof The Agency for Development and Empowerment Human Resources of Healthusing a cross sectional study. The population of this research are all employees ofSecretary of The Agency for Development and Empowerment Human Resourcesof Health with civil servant status. Total population in this study were a total of 143people. Based on the research hypotheses on the relationship between motivationand organizational commitment using Pearson correlation test obtained correlationvalue of (r = 0.616), which states the motivation showed a strong relationship withorganizational commitment (Sugiyono, 2010) and the value of significance (p =0.000 ), so it can be concluded that motivation significantly related toorganizational commitment, further research hypothesis on the relationship betweenorganizational communication climate and organizational commitment obtained acorrelation value of (r = 0.523) and has a significance value ( p = 0.000), so it canbe concluded that organizational communication climate significantly related toorganizational commitment. In multivariate analysis found that motivation is themost dominant variable related to organizational commitment, while theorganizational communication climate does not have a significant effect onorganizational commitment after the test together. With no significant climatevariables organizational communications after the test together with the variables ofmotivation not mean organizational communications climate variables is notimportant, but the other variables must be taken into consideration and be examinedagain to be combined so that a variable that affects the organizational commitmentif tested together.Keywords : civil servants , motivation , organizational communication climate ,organizational commitment
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Organizational commitment of employees in the public sector is necessary,especially in contact with public services. Currently, in the community assessmentof the quality of human resources (HR) in Indonesia is still low, especially inworkers who work in government, or known as civil servants (PNS). This studyaims to determine the relationship between motivation and organizationalcommunication climate and organizational commitment Civil Servant of Secretaryof The Agency for Development and Empowerment Human Resources of Healthusing a cross sectional study. The population of this research are all employees ofSecretary of The Agency for Development and Empowerment Human Resourcesof Health with civil servant status. Total population in this study were a total of 143people. Based on the research hypotheses on the relationship between motivationand organizational commitment using Pearson correlation test obtained correlationvalue of (r = 0.616), which states the motivation showed a strong relationship withorganizational commitment (Sugiyono, 2010) and the value of significance (p =0.000 ), so it can be concluded that motivation significantly related toorganizational commitment, further research hypothesis on the relationship betweenorganizational communication climate and organizational commitment obtained acorrelation value of (r = 0.523) and has a significance value ( p = 0.000), so it canbe concluded that organizational communication climate significantly related toorganizational commitment. In multivariate analysis found that motivation is themost dominant variable related to organizational commitment, while theorganizational communication climate does not have a significant effect onorganizational commitment after the test together. With no significant climatevariables organizational communications after the test together with the variables ofmotivation not mean organizational communications climate variables is notimportant, but the other variables must be taken into consideration and be examinedagain to be combined so that a variable that affects the organizational commitmentif tested together.Keywords : civil servants , motivation , organizational communication climate ,organizational commitment
T-4784
Depok : FKM-UI, 2016
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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