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Penelitian ini bertujuan untuk mengetahui Kinerja Pegawai Dinas Kesehatan Kota Palangka Raya. Jenis penelitian ini adalah survei cross-sectional dengan menggunakan kuesioner penilaian kinerja berdasarkan metoda penilaian sendiri dan metoda 360° yang dimodifikasi. Populasi dan sampel adalah semua Pegawai Negeri Sipil Dinas Kesehatan Kota Palangka Raya sebanyak 69 orang. Dari 10 unsur penilaian kinerja, ada 6 (enam) unsur yang telah terbukti tidak memiliki perbedaan yang bermakna yaitu pengetahuan terhadap pekerjaan, kuantitas kerja, kualitas kerja, kreativitas, kemauan belajar dan inisiatif, dan komunikasi, sementara 4 (empat) unsur lainnya seperti kerjasama, integritas, disiplin kerja, dan kepemimpinan memiliki perbedaan yang bermakna. Berdasarkan hasil penelitian ini, diperlukan perbaikan manajemen dan peningkatan efektivitas kepemimpinan di lingkungan Dinas Kesehatan Kota Palangka Raya.

This study aims to determine the Performance of Employee of Palangka Raya Municipality Health Office. This type of research is a cross-sectional survey using modified questionnaires of performance asssessment based on self assessment and 360° methods. Population and sample are all Civil Servants of Palangka Raya Municipality Health Office as many as 69 persons. Of the 10 elements of performance assessment, there are 6 (six) elements that have been proved no significant difference such as knowledge of work, quantity of work, quality of work, creativity, willingness to learn and initiative, and communication, while 4 (four) other elements like cooperation, integrity, work discipline, and leadership have significant differences. Based on the results of this study, improved management and increased effectiveness of environmental leadership are needed in Palangka Raya Municipality Health Office.

Abstrak: Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan(berdasarkan fungsi pengambil keputusan, fungsi pegawas, fungsi Actuating(penggerak) dan fungsi motivator) dan kompensasi (berdasarkan upah dan gaji,insentif, tunjangan dan fasilitas) terhadap kinerja pegawai Dinas KesehatanKabupaten Lebong Provinsi Bengkulu tahun 2014. Penelitian ini menggunakanmetode kuantitatif dengan desain cross sectional. Sampel pada penelitian inipegawai negeri sipil yang berjumlah 90 orang. Sampel diambil dengan menggunakan metode random sampling (probability sampling).Faktor yang paling besar pengaruhnya terhadap kinerja pegawai Dinas Kesehatan Kabupaten Lebong adalah kompensasi berdasarkan upah dan gaji (Beta= 0,533). Hasil penelitian bahwa kinerja pegawai Dinas Kesehatan Kabupaten Lebong Provinsi Bengkulu tahun 2014 berkinerja dengan kategoribaik. Kata kunci : kepemimpinan, kompensasi, kinerja

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The purpose of this study to find out influence of leadership (pursuant tofunction taker of decision, supervisor function, function of actuating andmotivator function) and compensation (pursuant to wage and salary, incentive,facility and subsidy) to officer performance of Public Health Service Sub-Province of Lebong Provinsi Bengkulu at 2014. This research use quantitativemethod with sectional cross desain. Sample in this study all are of the employeesin health lebong 90 person. Sampling taken by using method of random sampling(sampling probability).The most Influence factor to officer performance of Public Health ServiceSub-Province of Lebong is compensation pursuant to wage and salary (Beta=0,533). Result of research that performance officer of Public Health Service Sub-Province of Lebong Provinsi Bengkulu at 2014 have performance with goodcategory. Keyword : Leadership, Compensation, Performance

Abstrak: Dinas Kesehatan sebagai Organisasi Perangkat Daerah (OPD) yang bertanggung jawab di bidang kesehatan untuk mencapai indikator standar Pelayanan Minimal (SPM) setiap tahun. Untuk memenuhi kebutuhan pelayanan kesehatan masyarakat yang semakin meningkat saat ini, Dinas Kesehatan dapat terus berbenah dalam peningkatan kinerjanya baik dari sumber daya manusianya dan faktor organisasi. Perilaku pegawai merupakan salah satu faktor yang mendukung keberhasilan organisasi baik dilihat dari pengetahuan dan sikap pegawai untuk pencapaian SPM. Kesiapan organisasi salah satu tools yang dapat digunakan Malcolm Baldrige Assessment mencakup: kepemimpinan; perencanaan strategi; fokus pada pelanggan; penilaian, analisis, dan manajemen pengetahuan; fokus pada pekerja; manajemen proses; dan hasil. Penelitian dilakukan untuk melihat gambaran hubungan antara Perilaku Pegawai dan faktor-faktor organisasi dengan Kinerja Capaian Standar Pelayanan Minimal. Metode penelitian kuantitatif, desain crossectional, melalui pengisian kuesioner dengan google form oleh 232 responden (pegawai). Hasil penelitian seluruh variabel independen memiliki hubungan yang signifikan dengan kinerja capaian SPM. Variabel Pengukuran, Analisis, Pengetahuan Manajemen secara bivariat (p = 0,0001; OR = 46,12; 95% CI = 21,29 – 99,91) dan multivariat (p = 0,0001; OR = 8,288; 95% CI) merupakan varibel dominan berhubungan dengan kinerja Dinkes Kota Sibolga. Total skor kriteria Malcolm Baldrige pada hasil kinerja Dinas Kesehatan Sibolga memperoleh hasil di level Excellent pada posisi Benchamark Leader.

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The Health Service as a Regional Apparatus Organization (RAO) is responsible for the health sector to achieve Minimum Service Standard (SPM) indicators every year. To meet the current increasing need for public health services, the Health Service can continue to improve its performance both in terms of human resources and organizational factors. Employee behavior is one of the factors that supports organizational success, both seen from employee knowledge and attitudes towards achieving SPM. Organizational readiness is one tool that Malcolm Baldrige can use Assessments include: leadership; planning strategy; customer focused; assessment, analysis, and knowledge management; focus on workers; management process; and result. The research was conducted to see a picture of the relationship between employee behavior and organizational factors and the performance of achieving minimum service standards. Quantitative research method, cross-sectional design, by filling out a questionnaire using Google Form by 232 respondents (employees). The research results show that all independent variables have a significant relationship with SPM performance. Measurement variables, Analysis, Management Knowledge bivariate (p = 0.0001; OR = 46.12; 95% CI = 21.29 – 99.91) and multivariate (p = 0.0001; OR = 8.288; 95% CI ) is the dominant variable related to the performance of the Sibolga City Health Office. Malcolm Baldrige's total criteria score on the performance results of the Sibolga Health Service obtained results at the Excellent level in the Benchamark Leader position.

Abstrak: Penelitian ini bertujuan mengkaji pelaksanaan pengendalian pneumonia balitadilihat dari komponen input, proses, dan output. Penelitian ini menggunakan pendekatan kualitatif, berlokasi di dinas kesehatan dan 2 puskesmas. Hasil penelitian menunjukkan di dinas kesehatan sarana dan dana cukup. Untuk perencanaan, pelaksanaan dan monitoring kegiatan belum maksimal dilaksanaka nkarena keterbatasan SDM dimana pemegang program ISPA merangkap program diare sehingga tidak fokus dan kesulitan untuk memantau 43 puskesmas. Data kelengkapan laporan sebesar 97,09% dan ketepatan laporan baru mencapai 6,01%.Hasil penelitian di puskesmas masih ada sarana yang belum lengkap dan petugas di BP anak puskesmas belum terampil dalam tata laksana kasus dan menggunakan alat sound timer. Perencanaan kegiatan pneumonia balita belum ada di POA (PlanOf Action) puskesmas. Diperlukan penambahan SDM kesehatan dan workshop MTBS serta bimbingan teknis untuk petugas puskesmas. Kata kunci : pneumonia balita, puskesmas, dinas kesehatan, sistem

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This study aims at assessing the implementation of pneumonia control for under-five children. From input, process and output components. This study usesqualitative approach in district health office and two public health centers(puskesmas). The results show that there is enough equipment, materials andsufficient fund in district health office. But, planning, implementation, andmonitoring activities have not been implemented well since there is one staff onlyat district health office who is responsible for managing acute respiratoryprogram. She also needs to manage diarrhea program and monitor 43 puskesmas.The report completeness at district health office reaches 97.09%, but timelinessreaches 6.01% only. In contrary with the condition at district health office, atpuskesmas where the achievement is low, there is still lack of equipment andmaterials. The personnel also lacks of skill in managing the pneumonia case andusing sound timer. The plan of action of pneumonia control program for under-five children has also not been written in the puskesmas plan of action. Morehuman resources, capacity building on integrated management of childhoodillnesses, and technical assistance for puskesmas personnel are needed. Keywords: pneumonia, under-five children, puskesmas, district health office,IMCI, system

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Upaya peningkatan mutu pelayanan ditetapkan dalam Undang-Undang No 44 tahun 2009 tentang akreditasi. Tahun 2013, Joint Commision Internasional (JCI) akan melakukan penilaian akreditasi secara internasional terhadap RSUP Fatmawati terutama mutu pelayanan patient safety. Sehingga perlu diadakan pelatihan basic life support sebagai salah satu syarat pemenuhan penilaian tersebut. Dimulai tahun 2012 terhadap para pegawai non medis, sehingga perlu dievaluasi kegiatan pelatihan tersebut.

Tujuan dari penelitian ini untuk mengetahui pengaruh langsung dan tidak langsung antara ketepatan metode pelatihan, kualitas materi pelatihan,kualitas instruktur pelatihan terhadap retensi materi pelatihan dan kompetensi pegawai non medis dalam melakukan bantuan hidup dasar / basic life support pascapelatihan Basic Life Support di RSUP Fatmawati tahun 2012. Metode penelitian ini menggunakan statistik analisis "Structural Equation Model (SEM) Partial Least Square (PLS)". Sampel sebanyak 100 responden pegawai non medis yang telah mengikuti pelatihan.

Hasil analisis menunjukkan terdapat pengaruh Pengaruh Ketepatan Metode, Kualitas Materi, Kualitas Instruktur Pelatihan Terhadap Retensi Materi Pelatihan dan Kompetensi Pegawai Non Medis dengan derajat kepercayaan 95 %, kecuali variabel kualitas instruktur pelatihan terhadap kompetensi pegawai, memiliki tingkat kepercayaan mendekati 70 %.

Rekomendasi hasil penelitian lebih lanjut diarahkan kepada Direksi RSUP Fatmawati, Bagian Pendidikan dan Penelitian dan Bagian Sumber Daya Manusia.

Efforts to improve the healthcare quality is stated in the State Law No. 44 year 2009 concerning accreditation. In 2013, the Fatmawati hospital will be assessed by Joint Commission International (JCI) using international accreditation standard especially regarding patient safety quality. So it is necessary to conduct the basic life support training as a one of condition to fulfill the assessment. This training had been conducted from 2012 and implemented to the non-medical personnel, so the training needs to be evaluated.

The purpose of this study is to determine the direct and indirect influence between the precision of the method of training, training materials quality, training instructor quality on the retention of the training material and non-medical personnel competence in performing basic life support training in Fatmawati general hospital Basic Life Support year 2012. This study uses statistic methods of analysis "Structural Equation Model (SEM) Partial Least Square (PLS)". Using Sample from 100 non-medical personnel respondents who have been trained with the basic life support training.

The results show there are significant effect of Method precision, Material Quality, Materials Quality, Training Instructor Quality towards Training Material Retention Quality and Competency of the Non-Medical personnel with 95% confidence level, except for the training instructors quality variable to employee competence, have approached the 70% confidence level.

Further research recommendations are directed to the Fatmawati General Hospital Board of Directors, Education and Research Department and the Human Resources Department.

Abstrak: Pada tahun 2014 Pusat Perencanaan dan Pendayagunaan SDM Kesehatan mendistribusikan produk Dokumen Rencana Kebutuhan SDM Kesehatan untuk menjadi acuan dalam penyusunan rencana kebutuhan SDM Kesehatan di Dinas Provinsi namun pendistribusian dokumen mengalami keterlambatan.Penelitian kualitatif ini bertujuan untuk mengetahui pelaksanaan Dokumen Rencana Kebutuhan SDM Kesehatan Tahun 2014 Pusat Perencanaan dan Pendayagunaan SDM Kesehatan di Dinas Kesehatan Provinsi DKI Jakarta Pada Tahun 2014.Hasil penelitian menunjukkan pada tahun 2014 Dokumen Rencana Kebutuhan SDM Kesehatan Tahun 2014 Pusat Perencanaan dan Pendayagunaan SDM Kesehatan tidak menjadi acuan dalam penyusunan dokumen rencana kebutuhan SDM Kesehatan di Dinas Kesehatan Provinsi DKI Jakarta dan di tahun 2015 digunakan sebagai acuan namun data sudah tidak sesuai dengan kondisi yang ada antara lain dikarenakan sumber data Dokumen Rencana Kebutuhan SDM Kesehatan Tahun 2014 Pusat Perencanaan dan Pendayagunaan SDM Kesehatan tahun 2013 dan terjadi mutasi pegawai sehubungan dengan pembukaan RSU Kecamatan.Kesimpulan dari penelitian ini didapatkan penyebab dari kurang tercapainya tujuan dokumen rencana kebutuhan SDM Kesehatan di Dinas Kesehatan Provinsi DKI Jakarta tahun 2015 yaitu integrasi data belum dianggap penting.

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In 2014 the Human Resources Planning and Utilization of Health distributes products Health Plan Document HR needs to be a reference in health human resource planning needs in the Provincial Office, but the distribution of the document has been delayed.This qualitative study aims to determine the implementation of the Health Human Resource Needs Plan Document 2014 Human Resources Planning and Utilization of Health in Jakarta Provincial Health Office of the Year 2014.The results showed in 2014 Needs Plan Document HR 2014 Health Center Health Human Resource Planning and Utilization not a reference in the preparation of the document HHR planning needs in the Jakarta Provincial Health Office and in 2015 was used as a reference but the data is not in accordance with the existing conditions, among others, because the data sources Needs Plan Document HR 2014 Health Center Health Human Resource Planning and Utilization of year 2013 and a mutation of employees in connection with the opening of the District Hospital.The conclusion of this study, the cause of the lack of achievement of the plan document HHR needs in Jakarta Provincial Health Office in 2015, namely the integration of the data has not been considered important.