Dalam rangka mewujudkan desa siaga, Propinsi Jawa Timur awal tahun 2007 melatih tenaga kesehatan Pos Kesehatan Desa (Poskcsdes) yang diselenggarakan di masing-masing kabupaten, dengan menggunakan standar berupa km-ikulzun hasil revisi dari kurikulum nasional yang diterbitkan Pusat Pendidikan dan Peiatihan SDM Kesehatan (Pusdiklat). Pelatihan yang dilaksanakan sebelum dilakukan Qualify Control sehingga belum diketahui penerapan standar oleh masing-masing angkatan Oleh karena itu penelitian ini bertujuan untuk mendapatkan gambaran hubungan penerapan standar pada faktor input dan proses terhadap hasil evaluasi peserta pelatihan tenaga kesehatan Poskesdes di Propinsi Jawa Timur. Desain penelitian berupa porong lintang pada 62 angkatan pelatihan tenaga kesehatan Poskesdes yang dilaksanakan di 19 kabupaten wilayah Propinsi Jawa Timur. Analisis data menggunakan kai kuadrat, anova dan regresi linear ganda. Hasil penelitian didapat bahwa baru 71% angkatan yang dapat menerapkan standar sesuai ketentuan pada faktor input, dan 61,3% yang dapat menerapkan standar sesuai ketentuan pada faktor proses. Faktor output (hasil evaluasi) yaitu berupa selisih rata-rata nilai post dan pre test per-angkatan mempunyai nilai mean (rata-rata) sebcsar 12,17, median (nilai tengah) sebesar I 1,23 dengan standar deviasi sebesar 5,52. Sedangkan nilai minimunmya 2,67 dan maksimumnya sebesar 24,97. Hasil analisis hubungan antara faktor inpuf dan proses terbukti signifikan (nilai p = 0,021) dengan OR = 3,75 berarti setiap angkatan yang mempunyai faktor input sesuai ketentuan mempunyai peluang 3,75 proses pelatihannya pun akan sesuai ketentuan. Hasil evaluasi (jaktor out 'put) tertinggi (16,18) diperoleh oleh angkatan yang faktor input dan prosesnya sesuai ketentuan. Variabel yang berpengaruh terhadap faktor out put (hasil cvaiasi) adalah metode pelatihan, dinamika kelompok, alat bantu dan peserta pelatihan. Hasil penelitian menyimpulkan bahwa rata-rata faktor out put berupa selisih antara nilai rata-rata post dan pre test meningkat pada setiap angkatan. Faktor input ada hubungannya dengan faktor proses. Hasil evaluasi tertinggi diperoleh pada angkatan yang faktor input dan prosesnya sesuai ketentuan. Variabel yang berpengaruh pada faktor out put adalah metode pelatihan, dinamika kelompok, alat bantu dan peserta pelatihan. Berhubung pt;serta pelatihan bervariasi, oleh karena itu disarankan agar metoda dan al::t bantu yane digunakan selain disesuaikan dengan tujuan pelatihan juga disesuaikan dengan dasar pendidikan peserta. Dir.as Kesehatan Kabupaten bendaknya menerapkan standar yang telah ditentukan. Dalam merevisi kurikulum seyogyanya Dinas Kesehatan Propinsi Jawa Timur melibatkan penanggung jawab program, dalam hal ini Pusdiklat sehingga diharapkan ada kesamaan persepsi dalam mewujudkan terlaksananya Poskesdes. Pusdiklat hendaknya menentukan ketentuan penggunaan kurikulum dengan standar nasional.

In order to achieve Village Alert, iu the early 2007 East Java Province trained health persvnnel of village health station in each district by using standard such as revision curricuium published by Health Training and Education Center. The training was conducted before quality control was applied so that the standard implementation was not recognized ytt in each class of graduation. The study was aimed to obtain the description of relation of standard application in input and process factors toward the evaluation result participants on health personnel training of health village station in East Java Provine. Study design was cross sectional among 62 classes of graduation of training of personnel village health station that conducted in 19 districts at East Java Province. The study used chi square, anova, and double linier regression analysis. The stuuy resulted that only 71% of graduation who can implement the standard based on the input stipulation, and 61.3% of them can implement the standard based on the process factor stipulation too. Out put factor (the result of evaluation) is the ratio of post value average and pre test per graduation, has mean about 12.17, median 11.23 and Deviation Standard is 5.52 while the minimum values is 2.67 and the maximum is 24.97. The analysis result of the relation between input and process factor has improved significantly (the value of p is 0.021) with Odd Ratio is 3.75. It means that every graduation who has input factor based on the stipulation has chance 3.75 and the process training will appropriate with the stipulation. The highest of out put factor is 16.8 it is gotten by the graduation whose input and process factor based on the stipulation. The variables of factor process which in influenced toward out put factor (evaluation result) are training method, dynamic group, instrument, and Master of Training (MOT) participation. The result of this result concludes that the average of output factor is the ratio between post value average and pre test is increasing in each graduation. There is a relation between input and process is according to the stipulation. The variables which influenced to out put factor are training method, dynamic group, instrument and MOT participation. Considering with the variety of training participants, it was recommended that the too! and method used should be appropriate with the training objectives and participants. The Health Office should apply the standard. In revising the curriculum, the Health Office cf East J1!va Province should involve program coordinator that is Health Training and Education Center in order to have the same perception in providing Village Health Station. Training and Education Center should determine the curriculum that in line with national standard as well as the criterion of location in conducting the training for Health Personnel of Village Health Station.

Kinerja administratif pada instansi pemerintah banyak menjadi sorotan akhir-akhir ini, terutama sejak timbulnya iklim yang lebih demokratis dalam pemerintahan. Rakyat mulai mempertanyakan akan nilai yang mereka peroleh atas pelayanan yang dilakukan oleh instansi pemerintah. Dinas Kesehatan sebagai salah satu perangkat pemerintah daerah adalah dinas otonom yang merupakan unsur pelaksana pemerintah daerah di bidang kesehatan perlu kiranya memberikan informasi tentang gambaran kinerja administratif. Untuk itu dilakukan pengukuran kinerja yang memberikan informasi atas keberhasilan atau kegagalan pelaksanaan kegiatan/program/kebijaksanaan sesuai dengan sasaran dan tujuan yang ditetapkan dalam rangka mewujudkan misi dan visi Dinas Kesehatan. Analisis ini dilakukan melalui penelitian dengan pendekatan kualitatif terhadap 31 orang pejabat struktural eselon III dan IV, yaitu terdiri dari 5 Kepala Sub Dinas, 22 Kepala Seksi, dan 4 Kepala Sub Bagian untuk ditelaah faktor-faktor yang menyebabkan penampilan kinerja dari segi input dan proses manajemen Dinas Kesehatan melalui wawancara mendalam dan fokus grup diskusi, sedangkan pengukuran kinerja melalui penilaian sendiri (self assesment). Berdasarkan Laporan Akuntabilitas Instansi Pemerintah (LAKIP) . Secara faktual dari segi input (SDM, Dana, Sarana/prasarana) masih kurang memadai. Sumber Daya Manusia masih terbatas jumlahnya bagi pejabat struktural (26 orang) sedangkan jumlah pegawai seluruhnya adalah 92 orang, namun dalam penempatannya masih terdapat ketidaksesuaian antara latar belakang pendidikan dengan tugas pokok, sedangkan faktor input lainnya yang mendukung dalam keberhasilan kinerja adalah Kepemimpinan Kepala Dinas cukup baik, motivasi cukup tinggi, sikap kerja positif dan mendukung. Selanjutnya proses manajeman Dinas Kesehatan sejak dari perencanaan, pelaksanaan sehingga pengawasan dan pengendalian cukup balk. Kesimpulan dari penelitian ini, bahwa output yaitu Kinerja Dinas Kesehatan termasuk kategori baik karena didukung oleh proses manajemen yang cukup baik, walaupun input (SDM dari segi jumlah dan jenisnya, dana, dan sarana/prasarana) secara umum masih kurang, namun dari segi motivasi, sikap kerja dan kepemimpinan Kepala Dinas cukup baik ternyata mampu meningkatkan kinerja. Karena itu untuk Dinas Kesehatan disarankan: menata kembali pegawai berdasarkan latar belakang pendidikan dan pengalaman kerja dengan tugas dan fungsi yang sesuai, agar melakukan pembinaan secara rutin 1 bulan 1 kali, menyediakan sarana pendukung yang cukup bagi kelancaran pelaksanaan kegiatan, meningkatkan pengetahuan dan keterampilan pegawai melalui pendidikan formal atau pelatihan-pelatihan dan memberikan reward kepada yang berprestasi serta punishment kepada yang indisipliner. Perlu juga meningkatkan kerjasama dengan lintas program dan lintas sektoral. Pada Perencanaan Strategik agar dirumuskan kembali sasaran secara spesifik, terukur, dapat direalisasikan dan ditentukan waktunya. Saran untuk Pemerintah Daerah Kabupaten Purwakarta yaitu agar pemerintah daerah lebih memprioritaskan anggaran untuk kesehatan minimal 10 % dari APBD Kabupaten dan diharapkan dapat merekrut pegawai pasca PTT seperti Dokter, perawat dan bidan. Saran untuk LAN RI yaitu meningkatkan sosialisasi dan implementasi LAKIP, menambahkan Indikator Kinerja Sasaran, dan dalam penilaian atau pengukuran kinerja tidak menggunakan satu metode (self assesment/LAKIP), sebaiknya digabung dengan metode penilaian 360 derajat. Teknik ini akan memberikan data yang lebih baik dan dapat dipercaya karena dilakukan penilaian silang oleh bawahan, mitra, dan atasan personal (Beatty, 1993). Untuk peneliti lainnya agar dapat mempergunakan informasi kinerja Dinas Kesehatan Kabupaten Purwakarta ini sebagai bahan penelitian lebih lanjut.

Analysis on Administrative Performance Accountability, of Government Institution at Local Health Service of Purwakarta District, 2001Administrative performance of some Government Institutions became focussing recently, especially since the emerging of atmosphere that tend more democratic at the Government. People beginning to ask the value that they obtain from their services. Local Health Service as one of Local Government tools, it means that as implementer's element of local government in the field of health, he should give information on the description of their performance and the factors that related to their performance. The objective of this study is to assess the performance of them in order to get information on how their success or fail in implementing the service/program/policy, based on vision and mission that stated by the Local Health Center. This study used qualitative approach; it was conducted to 31 structural officers of echelon III and IV. Those are consisting of 5 Heads of Sub-Head of Local Health Service, 22 Section Heads, and 4 Heads of Sub-Department. They are reviewed on the factors that related to their performance from the side of input and process Local Health Service Management through in-depth interview and Focus Group Discussion, while to the performance assessment used self-assessment, it based on the report of Accountability of Government Institution. Based on the fact, input side showed (human resources, fund, means and infrastructure) is still insufficient. The number of human resources is limited, example for structural officers (26 people), while the total number of employees are 92 people. However, in placing of them showed inappropriate between education background and main task, while other input factor that support to the success of their performance is the leadership of head of Local Health Office show enough good, motivation is enough high, work attitude is positive and supported. And then management process of Local Health Service starting from planning, implementing up to controlling are enough good. The conclusion of this study showed that the output, i.e. the performance of Local Health Center is. good category, because it is supported by good process of management. Even the input (human resources based on number and its kind, fund, and means and infrastructures) in general is still lack, however the motivation, and attitude sides also the leadership of the Local Health Service is enough good, he capable to improve his performance. . It is recommended to Local Health Service to re-arrange their employees based on their education background and work experience with task and appropriate function. It should give guidance routinely once per month, also provides means that enough to rim their activity. It should increase their knowledge and skill of their employees through formal education or training and giving reward to whose good performance and punishment to who in-discipline. It also needs to increase the cooperation with cross program and sector. On strategic planning should be formulated the target specifically, measurable, it can be implemented and the time should be determined. Recommendation to Local Government of Purwakarta District, he should give priority on the budget of health, minimum 10% of Regional Budget, and it is hoped could recruit Post- PTT such as medical doctor, nurse, and midwife. Recommendation to the National Institute for Administration RI, that is to improve socialization and implementation of LAMP, adding target performance indicator, and in assessment or performance measurement is not used one method (self-assessment/LAKIP), it should be combined with assessment of 360 degrees. This technique is providing data more complete and accurate, because it conducted cross check by subordinate, colleague, and superior officers, (Beatty, 1993). To other researchers, they could use the information on performance of Local Health Service of Purwakarta District as reference material for further study.