In order to achieve health development objectives, a varied activities and efforts are conducted supported by adequate human resources in health sector. One of the important human resources in health is midwife who can apply her function in health appropriately. The objective of this study was to obtain information on quality of graduates from diploma on midwifery produced by Cipto Mangunkusumo Midwifery Study Program, Jakarta Health Polytechnics III year 2004. This study was conducted in Cipto Mangunkusumo Study Program since this institution was the first institution that provided midwifery diploma. Qualitative approach was employed and data were collected through in-depth interview and FGD with 24 informants consisted of 14 working graduates, 5 non-working graduates, 2 from the institution, and 2 from health provider. The study result on input show proper students in accordance to the rule, quantity and quality of human resources were felt as lacking, curricula was already referred to national curricula, facility was felt adequate, cost was in accordance to regulation and needs; result on process shows that not all of lecturers prepared teaching plan, particularly SAP, implementation of teaching was good, evaluation (mid-exam, final exam, and practical exam) was in accordance to the regulation; result on output shows that almost all graduates were absorbed in workplace, those who were not absorbed were continuing their study, regarding duty and function, the graduates who work in public health centers and private maternity clinics contributed better than those who worked in hospitals. The study concludes that quality of graduates were considerably good reflected by the high absorption in work place and could apply their role and function in an optimal way particularly among those who worked in public health centers and private maternity clinics. To improve more the graduates quality, there is a need to improve human resources quality (lecturers) both academic and clinical instructors by attending higher level of education and adding the number of lecturers as well as increasing attendance of training.

Propinsi Banten merupakan salah satu propinsi baru di Indonesia, Propinsi ini terbentuk sebagai akibat ditetapkannya Undang - Undang No : 23 tahun 2000 yang menyatakan Banten menjaai propinsi baru, make memerlukan pembentukan organisasi perangkat daerah, dalam rangka pembentukan perangkat daerah tersebut sesuai dengan PP No : 84 tahun 2000, perangkat daerah propinsi Banten dibentuk termasuk didalamnya adalah Struktur Dinas Kesehatan Propinsi Banten. PP No : 84 tahun 2000 tidak mengatur secara jelas tentang jumlah perangkat daerah yang ada, sehingga banyak daerah yang membentuk perangkat daerah terlalu gemuk yang didasarkan pada pembagian kekuasan dan alasan politik. Dinas Kesehatan Propinsi Banten adalah salah satu dinas yang mempunyai struktur gemuk, tapi miskin fungsi sehingga mengakibatkan banyaknya terjadi tumpang tindih antara Sub Dinas dan antara seksi yang akan berdampak pada ketidakharmonisan kerja, sehingga mengakibatkan pada penurunan kinerja. Penelitian ini bertujuan untuk mencari bentuk SOTK Dinas Kesehatan Propinsi Banten yang sesuai dengan keinginan masyarakat Banten juga sesuai dengan PP No : 8 tahun 2003, jenis penelitian ini adalah kualitatif, informannya adalah pejabat struktural pengambil kebijakan dan pejabat pelaksana tingkat paling bawah serta pengambil kebijakan tingkat tertinggi di Pemerintahan Propinsi Banten dan legislative. Penilitian ini dilakukan dalam 5 tahap yaitu : tahap penelusuran studi literature, tahap melakukan FGD, tahap melakukan wawancara mendalam, tahap melakukan diskusi dengan pengambil kebijakan tertinggi, dan tahap hasil peneliti sendiri, dimana setiap tahap menghasilkan bentuk Struktur Organisasi masing-masing. Bentuk struktur organisasi dinar kesehatan yang dihasilkan dari masing-masing tahap, mempunyai kelebihan dan kekurangannya, dari semua yang ada yang paling baik adalah dari hasil peneliti, karena merupakan kajian gabungan dari SOTK yang dihasilkan dari empat tahapan yang dilakukan. Struktur Organisasi Tata Kerja hasil dari peneliti ini adalah bentuk Struktur Dinas Kesehatan Propinsi Banten yang sesuai dengan keinginan masyarakat Banten dan sesuai dengan PP No : 8 tahun 2003 yang akan diajukan untuk menjadi SOTK Dinar Kesehatan Propisni Banten yang baru. Daftar bacaan : 30 (1995 - 2003 ).

Analysis on Development of Organizational Structure and Work Management Applied in Banters Province Health Office Year 2004Banten Province is a new province established by Law No. 23/2000. As a new province, it needs to develop organizational structure of local officers. In accordance to Decree No. 84/2000, local officers to be set up included Health Office. However, the decree does not regulate the numbers of officers clearly, thus many provinces set up too large numbers of local officers due to power and political reasons. In this case, Banten Province health Office is office with large numbers of employee but lack of functionality. This causes overlapping between sub-offices and between sections, and causes, in turn, discordance of work and decreasing performance. This study objective was to explore organizational structure and working management in Banten Province Health Office which is in accordance to public demand as well as in accordance Decree No. 8/2003. This was a qualitative study with informants from structural officers, decision makers, and implementers at the lowest level within the Provincial Government, as well as legislative members. This study was conducted in five steps: 1) literature review 2) FGDs 3) in-depth interviews 4) discussion with highest level decision maker and 5) study results. Each of those steps produced its own organizational structure. The organizational structure of each step was having their strengths and weaknesses. The best structure was the study result structure since it was a compilation of other structures. This structure is the one that satisfy public demand and in accordance to decree No. 8/2003 and is to be proposed as new structure and management for newly developed Health Office. References: 30 (1995-2003)

Promosi Kesehatan adalah upaya memberdayakan masyarakat untuk memelihara, meningkatkan dan melindungi kesehatan diri dan lingkungannya. Program unggulan promosi kesehatan adalah PHBS yang mencakup salah satu tatanannya yaitu Tatanan Institusi Kesehatan yang disebut dengan Promosi Kesehatan Rumah Sakit ( PKRS ). Tujuan PKRS adalah mengembangkan pemahaman pasien dan keluarganya tentang penyakit yang diderita serta hal-hal yang perlu dilakukan oleh keluarganya, dalam membantu penyembuhan dan mencegah terserang kembali oleh penyakit yang sama. Apabila dilaksanakan dengan baik PKRS dapal memberikan masukan yang baik dalam peningkatan mutu dan citra pelayanan kesehatan. RSUD Tarakan merupakan salah satu rumah sakit kelas B Non Pendidikan yang telah menerbiikan SK PKRS tentang penetapan Sub Bagian Pemasaran Sosial dan Informasi sebagai pengelola dan koordinator kegiatan Promosi Kesehatan Rumah Sakit , nomor : 30/SKIRST/2000 tetapi dalam pelaksanaannya kurang berjalan baik. Penelitian ini bertujuan untuk memperole informasi mengenai kinerja PKRS di RSUD Tarakan Jakarta Tahun 2004 Desain penelitian ini adalah kualitatif, dengan menggunakan metode wawancara mendalam ( Indepth Interview ), Fokus Grup Diskusi (FGD) dan analisa data sekunder. Dengan informan pejabat dan karyawan RSUD Tarakan dan pasien. Hasil dan Kesimpulan Penelitian menunjukkan bahwa : Jumlah tenaga PKRS tidak memadai dan SDMnya masih rendah, Dana tidak dialokasikan khusus untuk PKRS. Sedangkan Sarana tidak tersedia khusus untuk PKRS. Perencanaan tentang PKRS di RSUD Tarakan termasuk kegiatan PKRS, belum ada sama sekali. Pada Pengorganisasian, sudah ditetapkan dalam SK tetapi tidak ditindak lanjuti dan tidak adanya dukungan dari Direktur RSUD. Sehingga saat ini pelaksanaan PKRS di RSUD Tarakan jauh dari yang diharapkan. Pemantauan yang selama ini belum pernah dilakukan terhadap pelaksanaan PKRS di RSUD Tarakan, belum pernah ditindak lanjuti baik oleh manajemen RS. Departemen Kesehatan maupun Dinas Kesehatan Propinsi DKI Jakarta. Sehingga bisa dianalisis bahwa kinerja PKRS RSUD Tarakan masih sangat rendah. Disarankan untuk RSUD Tarakan adalah Sebaiknya SDM tenaga PKRS harus lebih ditingkatkan rnelalui Pendidikan dan Pelatihan. Dana dan Sarana disediakan khusus untuk PKRS. Pengarsipan di Sub Bag Pemasaran Sosial dan Informasi seharusnya dikelola dengan baik, sehingga mudah untuk mendapatkannya. Sebaiknya ada Berita Acara penyerahan tugas dari Kepala Sub Bag yang lama ke Kepala Sub Bag Pemasaran yang baru. Perencanaan yang baik untuk kegiatan PKRS. Pengorganisasian harus dilakukan secara baik seperti yang telah ditetapan di SK tentang PKRS dan ditindak lanjuti serta adanya dukungan yang penuh dari Direktur RSUD Tarakan. Yang terpenting PKRS harus benar-benar dilaksanakan oleh Sub Bag Pemasaran Sosial dan Informasi dan didukung oleh unit-unit yang ada di RSUD Tarakan. PKRS di RSUD Tarakan . Dalam pelaksanaannya, PKRS sebaiknya mendapat dukungan dari pihak pengelola program yaitu Departemen Kesehatan khususnya Ditjen Yanmed, Pusat Promosi Kesehatan dan Dinas Kesehatan Propinsi untuk selalu memberikan pembinaan dan dukungan baik berupa sarana atau media serta melibatkan secara aktif panitia PKRS dalam setiap proses pengembangan program PKRS serta dilakukan pemantauan secara kontinyu. Menindak lanjuti legalitas pelaksanaan PKRS sebagai komponen akreditasi rumah sakit. Sehingga akan didapatkan kinerja PKRS yang baik dan profesional serta dirasakan manfaatnya oleh RSUD Tarakan. Daftar Bacaan : 30 (1964-2003)

Analysis of the Implementation of Health Promotion in Hospital at Tarakan Jakarta General Hospital in 2004Health promotion is an effort to empower community to maintain, enhance, and protect themselves and their environment. The strong point of health promotion program is healthy and clean life behavior in which one of its arrangements is the arrangement of health institution that called health promotion in hospital. The goal of health promotion in hospital is to increase the knowledge of patients and their family about the disease they have and the things should be done to help the healing and to avoid suffering the same disease. If it is conducted well, it can be a good input to improve health care quality and image. Tarakan Jakarta General Hospital is one of non-teaching type B hospitals that had published the decree of health promotion in hospital number 301SIfIRST12000 in term of the determination of Sub-division of Information and Social Marketing as manager and coordinator of health promotion in hospital program. However, practically it was not done well. The aim of study was to gain the information about performance of health promotion in hospital at Tarakan Jakarta General Hospital in the year 2004. The research design was qualitative using in-depth interview method, focus group discussion, and secondary data analysis. Informants of the study consisted of managers, staffs, and patients in the Tarakan Jakarta General Hospital. The study showed that the quantity of human resources was inadequate, quality of human resources was improper, and the fund for health promotion in hospital was not allocated particularly. There was no planning for health promotion in hospital at all. Although the decree of health promotion in hospital was available but it was not followed up, and there was no encouragement from director of hospital. The implementation of health promotion in hospital was still far than expected. So far, the hospital management, Ministry of Health, as well as DKI Jakarta Health Office had not followed up the monitoring of implementation of health promotion in hospital. It showed that the performance of health promotion in hospital was poor. It was recommended for Tarakan Jakarta General Hospital in order to increase quality of its human resources through education and training. The fund should be allocated for such program. The archive system should be managed well in Sub-division of Information and Social Marketing. The announcement letter of job submission from the previous head of Sub-division of Information and Social Marketing toward the new one should be available. The better planning for health promotion in hospital should be provided. The decree of health promotion in hospital should be followed up and encouraged by the hospital director. The health promotion in hospital also should be encouraged by the Ministry of Health particularly Directorate of Medical Care, Center for Health Promotion, and the Province Health Mice by giving facility or media and involving health promotion in hospital committee in every health promotion development process and monitoring continuously. The legality of implementation of health promotion in hospital should be followed up as a hospital accreditation component. So the performance of health promotion in hospital becomes professional and gives benefit to the hospital itself. References: 30 (1964-2003)

Dalam upaya melaksanakan program/kegiatan Dinas Kesehatan Kabupaten Indragiri Hilir memiliki tanggung jawab sebagai penyelenggara pembangunan sektor kesehatan baik secara teknis maupun non teknis yang bekerja sama dengan perangkat pemerintahan Kabupaten dan masyarakat, namun kinerja staf Dinas Kesehatan Kabupaten Indragiri Hilir sejalan dengan permasalahan yang dihadapi dalam pengelolaan program/kegiatan serta disiplin kerja itu pada tahun 2002 menunjukan penurunan produktifitas kerja. Secara faktual program/kegiatan dan pelaksanaan disiplin oleh pejabat struktural eselon IV sudah berjalan, akan tetapi belum optimal karena kemampuaniketerampilan dan komponen yang diperlukan belum memadai. Kinerja pejabat eselon IV Dinas Kesehatan Kabupaten Indragiri Hilir berkait dengan kinerja pejabat eselon III. Untuk mengetahui gambaran kinerja staf Dinas Kesehatan Kabupaten Indragiri Hilir dilakukan analisis terhadap sumber daya manusia dan perangkat yang mendukung program/kegiatan yang terkait dengan disiplin kerja dalam pencapaian kinerja tersebut. Analisis ini dilakukan dengan penelitian kualitatif terdiri dari 6 orang pejabat struktural eselon III melalui wawaneara mendalam, 16 orang pejabat struktural eselon IV melalui diskusi kelompok terarah, dan 6 orang staf yang tidak menduduki jabatan struktural melalui wawancara mendalam dan self assesment tentang penilaian produktivitas serta ketepatan waktu dalam mengikuti apel pagi di Dinas Kesehatan Kabupaten Indragiri Hilir. Dari penelitian ini didapat gambaran tentang kinerja pejabat eselon IV disarnping itu tentang tersedianya sumber daya dan kurang tepatnya penempatan, fasilitas kurang memadai, pelaksanaan koordinasi, dan lemahnya penerapan sanksi oleh atasan. Semua ini berpengaruh terhadap pencapaian kinerja staf Dinas Kesehatan Kabupaten Indragiri Hilir pada tahun 2002. Disarankan penempatan karyawan dilakukan sesuai dengan keterampilannya, pemenuhan kebutuhan fasilitas kerja, perhatian terhadap insentif dan kesejahteraan, penerapan ketaatan sistem kerja, peningkatan koordinasi dan kesadaran tanggung serta peningkatan kemampuan diri yang tarus menerus untuk pekeraaan yang menjadi tanggung jawabnya.

An Analysis of Staffs' Work Performance of Indragiri Hilir District Health Office The Province of Riau in 2002 District Health Office of Indragiri Hilir is in charge as the organizer of health sector development, technically and non-technically the office works together with the district government and community in carrying out every programs/activities. However in 2002 the staffs performance of District Health Office of Indragiri Hilir showed decline of work productivity although the programs/activities and application of work discipline by structural officials of echelon IV was done it was not optimal due to lack of ability and as well as inadequate skills and necessary components. The work performance of echelon IV officials in Indragiri Hilir District is strongly related to the work performance of echelon III officials. To know the picture of their work performance, a research was done to analyze factors of human resources and every unit that support the operation of the program/activities and the discipline applied. The analysis was conducted using qualitative method an informant including 6 persons from the structural officials of the echelon III through in-depth interview, 16 structural officials of echelon IV through focused group discussion, and 6 officials of non-structural position, through conducted an in-depth interview and self assessment about productivity assessment and punctuality of presence in the morning name roll call. From this research, it is known that the low work performance of echelon 1V officials is due to the misplacement, inadequate facilities, unsatisfactory work arrangement in application and weakness of sanction from the superior, As a result, these factors affected the achievement of work performance of District Health Office staffs of Indragiri Hilir Regency in 2002. This Thesis suggested that the placement of staffs is done based on their skills, with the fulfilment of adequate working facilities with proper, incentive and prosperity, also the work system should be obeyed, coordination and together with the responsibility awareness should be increased and continuously increased self competence of works and their responsibilities.