Competency Assessment in the Public Sector: The Implementation of a Holistic Competency Assessment Framework

in the Indonesian Ministry of Public Works and Public Housing

Chitra Mardi Rahayuningsih is the Head of Competency and Performance Assessment Department in Ministry of Public Works and

Public Housing She won an award from National Civil Service Agency on performance

management implementation.

Competency Assessment in the Public Sector: The Implementation of a Holistic Competency Assessment Framework in the Indonesian

Ministry of Public Works and Public Housing

Chitra Mardi Rahayuningsih Ministry of Public Works and Public Housing

COMPETENCY ASSESSMENT IN THE PUBLIC SECTOR: Implementation of

Holistic Competency Assessment Framework in Indonesian Ministry of Public Works and Housing

Bali, October 27 , 2016 THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

I. BACKGROUND (1)

• Global competition demands Government of Indonesia to enhance its human capital competitiveness

• Government of Indonesia (GOI) vision of “Nawacita” included: to presence back the role of government in the public to enhance people productivity and competitiveness at international market Improve people quality of life, achieve economic independency, re-build people character by e.g. developing good, effective, transparent

and reliable governance.

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

I. BACKGROUND (2)

• The Ministry of Public Works and Housing has a central role in achieving vision to enhance competitiveness and improve people quality of life by building reliable public infrastructures.

• The people of the ministry needs to: - have strong technical expertise in infrastructure development and

management - have high integrity - hold their professionalism - inovative in building and managing infrastructure - be able to cooperate and develop partnership with all stakeholders

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

• To acquire and manage these people the ministry should have competitive and professional approach in managing its people

• A more valid and reliable tools for managing ministry’s people is needed, can not only relies on people education and experiences anymore

I. BACKGROUND (3)

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

PEOPLE MODEL OF PUPR

ACQUISITION

COMPETENCY ASSESSMENT

PERFORMANCE EVALUATION

DEMOTION, EALRY RETIREMENT TERMINATION

DISCIPLINARY & CODE OF CONDUCT ACTIONS

CAREER MAP

FAST DEV TRACK

PROGRAM

SUCCESION PLANNING

REGULAR COMPT

DEVELOPMENT

PEOPLE PLANNING

HIGH COMP/ PERFORM

1

COMP/ PERFM GOOD

2

COMPT LOW/ PERFORM

POOR

4

ROTATION/ EXISTING

POST

PROMOTION

COMPT/ PERF VERY

POOR

5

PERFORMANCE MANAGEMENT

TALENT POOL

CAREER MANAGEMENT

PEOPLE MAPPING

II.MINISTRY OF PUBLIC WORKS AND HOUSING PEOPLE MANAGEMENT (1)

COMPETENCY & POTENTIAL

PROFILE

PERFORMANCE PLACEMENT

COMP/ PERFORM GOOD

FAIR

3

COMPETENCY DEVELOPMENT

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

STEP 1 : 2014 – 2017 FOCUS ON PERFORMANCE MANAGEMENT

STEP 2 : 2017 – 2020 FOCUS ON TALENT AND CAREER MANAGEMENT

STEP 3 : 2020 – 2025 FOCUS ON HUMAN CAPITAL MANAGEMENT

TALENT POOL

CAREER MANAGEMENT

PERFORMANCE MANAGEMENT

HUMAN CAPITAL MANAGEMENT

2025 2019 2016 2014 GOVERNMENT CIVIL OFFICER AS HUMAN

CAPITAL

II. MINISTRY OF PUBLIC WORKS AND HOUSING PEOPLE MANAGEMENT (2)

PEOPLE DEVELOPMENT MILESTONE

COMPETENCY DEVELOPMENT

COMPETENCE AND HIGH PERFORMING

GOVERNMENT CIVIL OFFICER

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

• Competency assessment system preparation • Set up Assessment Center • Competency and potential assessment • Preparing Competency and potential profil for all civil

officers

• Improvement of performance assessment system • Assessment of all civil officers performance • Feedback of assessment result • Monitoring and evaluation of all officers performance

• Development of talent matrix • Preparing career management sytem • Mapping all civil officers performance and

competency • Career mapping • Monitoring and evaluation of career management

system implementation

Note: Erlaborasi oleh Pusat 1

II. MINISTRY OF PUBLIC WORKS AND HOUSING PEOPLE MANAGEMENT (3) PEOPLE DEVELOPMENT PROGRAM 2014 - 2019

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

COMPETENCY ASSESSMENTS COMPETENCIES DICTIONARIES

AND JOB COMPETENCY PROFILES

VISION-MISSION, ORGANISATION CULTURE,GOALS, OBJECTIVES AND STRATEGIES

CAREER MANAGEMENT

PERFORMANCE MANAGEMENT

HUMAN RESOURCES DEVELOPMENT

SELECTION

HUMAN RESOURCES INFORMATION SYSTEM

HUMAN RESOURCES MANAGEMENT

THE MINISTRY OF PUBLIC WORKS AND HOUSING PEOPLE MODEL CORE AND MANAGERIAL COMPT TECHNICAL COMPETENCIES SOCIO-CULTURAL COMPT

INDIVIDUAL COMPETENCY PROFILE

II. ALIGNMENT OF COMPETENCY ASSESSMENT WITH PEOPLE MANAGEMENT ACTIVITIES (4)

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

III. OBJECTIVES OF COMPETENCY ASSESSMENT

OBJECTIVES: To Identify Competency (Knowledge, Skills, Attitude And Behaviour) That Support Government And Candidates Of Government Civil Officers To Be Successfull In Their Job

BENEFITS To Understand The Profile Of Potential, Competency And Area Of Development Of Government Civil Officers For Suitable People Management (Placement, Competency Development, Rotation, Promotion And Career Planning)

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

IV. COMPETENCY ASSESSMENT PRINCIPLES

1 • Objective

2 • Transparent

3 • Valid

4 • Reliable

5 • Beneficial

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

V. TYPES ASSESSMENTS

1. TECHNICAL COMPETENCIES

ASSESSMENT

2. CORE COMPETENCIES

AND MANAGERIAL COMPETENCIES ASSESSMENTS

3. SOCIO-CULTURAL COMPETENCIES

ASSESSMENT

4. POTENTIAL ASSESSMENT

Assesment to measure people knowledge and skills in specific field needed by the position such as brigde design, highways construction planning, construction supervision etc.

Assessment to measure people main soft competencies needed by the ministry included: Integrity, Service Orientation, Cooperation, Organisational Commitment and managerial competencies needed by posistion level included: Analytical thinking, Strategic Analysis, Quality Orientation. Thinking Flexibility, Ledearship, Strategic Leadership, Oral and Written Communication Skills.

Assessment to measure people main soft competencies needed based on PUPR Values by the ministry to deal with various stakeholders included: knowledge of stakeholders socio-cultural situation, empathy, negotiation skills etc.

Assessment to measure people potential included intelectual potential, personality, work style and motivation.

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

VI. ASSESSMENT METHOD AND TOOLS (1)

COMPETENCIES ASSESSMENT METHOD

1. TECHNICAL COMPETENCIES

2. CORE COMPETENCIES AND MANAGERIAL COMPETENCIES

3. SOCIO CULTURAL COMPETENCIES

• Technical Competency Assessment • Job/Technical Experience (Track record)

• Assessment center • Behavioral Interview • Track record evaluation

• Assessment center • Behavioral Interview • PUPR Values

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

VI. ASSESSMENT METHOD AND TOOLS (2)

1. ASSESSMENT CENTER

2. TECHNICAL COMPETENCIES ASSESSMENT

3. PSYCHOLOGICAL ASSESSMENT/

POTENTIAL ASSESSMENT

4. TRACK RECORD EVALUATION

1. Case Analysis 2. Leaderless Group Discussion 3. In basket simulation 4. Role Play

1. Technical Competency test (written) 2. Technical Competency Interview 3. Laboratorium Practice

computer based will be available in 2017

1. Intelligence Test 2. Personality Test 3. Talent Mapping 4. Work style and Motivation Test

Analysis of performance, special achievement, disciplinary actions, etc

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

VI. ASSESSMENT METHOD AND TOOLS (3) EXAMPLE MATRIX OF JOB AND ASSESSMENT TOOLS

HR ACTIVITES

MANAGERIAL INDIVIDUAL CONTRIBUTOR (FUNCTIONAL)

LEVEL EXPERT SKILL WORKER

I II III IV UTAMA MADYA MUDA PERTAMA PENYELIA MAHIR TERAMPIL PEMULA

Promotion A,C,D A,C,D A,D,E A,D,E

Internal Re-placement A,C,D A,C,D A,D,E A,D,E

Selection A,C,D A,C,D A,D,E A,D,E A,C,D A,C,D A,D,E A,D,E A,D,E A,D,E A,D,E A,D,E

Grade promotion A,C,D A,C,D

Competency Mapping C,D C,D B,D,E B,D,E C,D C,D B,D,E B,D,E B,D,E B,D,E B,D,E B,D,E

A: Assessment Center B: Behavioral Interview C: Technical Test and Presentation D: Psychological Assessment E: Technical Test

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

VII. COMPETENCY ASSESSMENT COMPONENTS

1. Assessee 2. Assessor 3. Job Qualifications 4. Job Competency Standard 5. Competency Assessment Model 6. Compency Dictionary 7. Competency Assessment Instruments 8. Competency Assessment Infrastructure

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

VIII. PROCESS IN SETTING UP ASSESSMENT CENTER

A. PREPARATION

B. SET UP PROCESS

C. RUNNING PROCESS

Identifying needs and objectives

Process for getting commitment from top management

Building Competency Model

Design tools and try out

Select and train Assessors

Determining rating methods

Assessment center operations

Preparing infrastructure

Assessment center evaluation

Planning an AC and Person in charge

Socialisation to users

Review based on feed back Evaluationg tools validaties after 2 years period Improvement design

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

IX. ASSESSMENT DIVISION HUMAN RESOURCES (1) 1. ORGANISATION CHART

CHIEF OF HUMAN RESOURCES DEVELOPMENT

HEAD OF COMPETENCY AND PERFORMANCE ASSESSMENT

DEPARTMENT

Career Mapping and Evaluation Section Head

Performance Monitoring and

Evaluation Section Head

Competency Assessment and

Evaluation Section Head

Budgetting and General Affairs Section Head

Competency Assessment Implementation Section

Head

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

IX. ASSESSMENT DIVISION HUMAN RESOURCES (2) 2. HUMAN RESOURCES

COMPETENCY ASSESSMENT PLANNING AND EVALUATION

COMPETENCY ASSESSMENT IMPLEMENTATION

1. Section Head 2. 2 Competency Assessment Analists

1. Section Head 2. 2 Competency Assessment Analists 3. Assessors

• Competency model development/improvement

• Assessment tools development and evaluation,

• Assessor selection and development

• Conduct assessment of all civil officers competency and potential

• Assessment center administrator

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

THANK YOU

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

THE MINISTRY OF PUBLIC WORKS AND HOUSING

QUALIFIED HUMAN OF PUBLIC WORKS AND HOUSING

is a Public Servant Who’s Qualified, Innovative, And Sticking To The Principle Of Integrity, Cooperation, And Partnership With All Stakeholders For The Development Of Public Work And

Public Housing’s Infrastructure That Reliable, Sustainable And Competitive.

In realizing the model, all the Human of PWH must animate the culture value of WORK HARD, MOVE FAST, ACT RIGHT

And has the characters of COURAGEOUS VIGOROUS, ARTISTIC

Jakarta, December 2nd, 2015 MINISTER OF PUBLIC WORKS & HOUSING

Dr. Ir. M. Basuki Hadimuljono, M.Sc

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THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

COMPETENCY STANDART

No Kompetensi Standar

Inti 1 Integritas 3 2 Berorientasi pada Pelayanan 3 3 Kerjasama 3 4 Komitmen Organisasi 3 Manajerial 1 Berfikir Analisis 4 2 Berorientasi pada Kualitas 3 3 Kepemimpinan 3 4 Komunikasi Lisan 3 5 Komunikasi Tertulis 3 6 Perencanaan dan Pengorganisasian 4 7 Pengaturan Kerja 3 8 Pengambilan Keputusan Strategis 3 9 Mengarahkan / Memberi Perintah 3

10 Negosiasi 3

No Kompetensi Standar

Teknis

1 Pelaksanaan Konstruksi 4

2 Pengawasan Konstruksi 4

3 Pengelolaan Hidrologi 3

4 Perencanaan Teknik SDA 3

5 Pengelolaan Sumber Daya Air Terpadu 3

6 Socio Engineering 3

Position: Kepala SNVT PJPA

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THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

ASSESSMENT RESULT

No Kompetensi Standar Pribadi GAP

Inti 1 Integritas 3 2 -1 2 Berorientasi pada Pelayanan 3 3 0 3 Kerjasama 3 3 0 4 Komitmen Organisasi 3 3 0 Manajerial 1 Berfikir Analisis 4 4 0 2 Berorientasi pada Kualitas 3 3 0 3 Kepemimpinan 3 2 -1 4 Komunikasi Lisan 3 3 0 5 Komunikasi Tertulis 3 3 0 6 Perencanaan dan Pengorganisasian 4 3 -1 7 Pengaturan Kerja 3 3 0 8 Pengambilan Keputusan Strategis 3 4 0 9 Mengarahkan / Memberi Perintah 3 3 0

10 Negosiasi 3 3 0

No Kompetensi Standar Pribadi GAP

Teknis

1 Pelaksanaan Konstruksi 4 4 0

2 Pengawasan Konstruksi 4 4 0

3 Pengelolaan Hidrologi 3 3 0

4 Perencanaan Teknik SDA 3 2 -1

5 Pengelolaan Sumber Daya Air Terpadu 3 3 0

6 Socio Engineering 3 3 0

Position: Kepala SNVT PJPA

How to improve

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THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

Kepemimpinan

Definisi Tindakan meyakinkan, mempengaruhi dan memotivasi orang lain dalam tim kerja dengan tujuan agar mereka mengikuti atau mendukung rencana kerja unit/organisasi

Level Cara Berunjuk Kerja Aktivitas Pengembangan Program 3 - Melakukan pendelegasian tugas dan

wewenang. - Evaluasi tugas dan wewenang dan memetakannya ke dalam pendelegasian tugas dan wewenang. - Identifikasi keberhasilan dan kegagalan pendelegasian tugas dan wewenang yang terjadi

- Analisis informasi yang Anda kumpulkan untuk memberikan umpan balik secara positif atas perilaku yang tidak konsisten terhadap etika dan tata nilai organisasi yang berlaku, carilah trends dan keterkaitannya. Kemudian diskusikan hasil analisis anda dengan kolega yang anda percaya untuk mendapatkan informasi dari perspektif yang lain. - Identifikasi solusi dan rekomendasi umpan balik secara positif atas pendelegasian tugas dan wewenang agar kinerja-kinerja selanjutnya dapat mencapai sasaran/target organisasi yang telah ditetapkan atau outcome yang anda inginkan untuk anda pilih. kemudian cobalah untuk menjelaskan secara ringkas dan mudah dimengerti dan dipaham kepada forum

Mentoring Objective/Sasaran Evaluasi Pemahaman praktik pendelegasian tugas dan wewenang

Umpan balik dari mentor

Pelatihan dalam kelas Objective/Sasaran Evaluasi Pelatihan kepemimpinan III: cara memimpin bawahan berdasar kompetensi dan kinerja bawahan, couching, counseling & mentoring delegasi

Pre test (uji sebelum) dan post test (uji setelah) pelatihan

Bimbingan (Coaching) Objective/Sasaran Evaluasi

Membimbing cara atau teknik mendelegasikan tugas dan wewenang

Umpan balik dari atasan langsung dan pair/mitra kerja

Assignment sementara dalam kurun waktu tertentu Objective/Sasaran Evaluasi Pemahaman melalui praktik langsung pendelegasian tugas dan wewenang

Pre test (uji sebelum) dan post test (uji setelah) assignment sementara dalam kurun waktu tertentu

Belajar sendiri (self learning) : membaca buku/artikel, e-learning/webminar, diskusi kelompok pembelajaran

Objective/Sasaran Evaluasi Mengorganisasi tim lintas satuan kerja Umpan balik dari atasan langsung dan pair/mitra

kerja

Catalog Examples (1)

THE MINISTRY OF PUBLIC WORKS AND HOUSING REPUBLIC OF INDONESIA

Perencanaan Teknik SDA (Sungai, Pantai, Irigasi, Rawa, Drainasi, dan Polder)

Definisi Kemampuan mengumpulkan dan mengidentifikasi informasi dan data terkait, menyusun usulan, mengevaluasi penyusunan, serta memastikan perencanaan teknis (Sungai/Irigasi/Rawa/Pantai/Air Tanah/Air Baku/Bendungan), afar dapat dilaksanakan sesuai dengan prasarana SDA yang dibutuhkan

Level Cara Berunjuk Kerja Aktivitas Pengembangan Program 3 Menyusun dan menyiapkan spesifikasi teknis

dan/atau Kerangka Acuan Kerja serta usulan perencanaan teknis berdasarkan analisis. - Pahamilah saat anda membutuhkan informasi yang lebih mengenai spesifikasi teknis dan/atau Kerangka Acuan Kerja dan usulan perencanaan teknis berdasarkan analisis - Integrasi dan evaluasi spesifikasi teknis dan /atau Kerangka Acuan Kerja. Tentukan apakah ada pola dalam penyusunan dan perencanaan teknis SDA. - Dokumentasikan agar dapat digunakan sebagai dasar penyusunan dan penyiapan spesifikasi teknis dan/atau Kerangka Acuan Kerja serta usulan perencanaan teknis berdasarkan analisis

- Analisis informasi yang lebih mengenai spesifikasi teknis dan /atau Kerangka Acuan Kerja serta usulan perencanaan teknis berdasarkan analisis yang Anda kumpulkan, carilah trends dan keterkaitannya. Kemudian diskusikan hasil analisis anda dengan kolega yang anda percaya untuk mendapatkan informasi dari perspektif yang lain. - Identifikasi penyusunan dan penyiapan spesifikasi teknis dan/atau Kerangka Acuan Kerja serta usulan perencanaan teknis berdasarkan analisis sesuai dengan peraturan untuk Anda pilih atau outcome yang anda inginkan untuk dicapai bagi kesempatan yang telah Anda pilih. Kemudian cobalah untuk menjelaskan secara ringkas dan mudah dimengerti dan dipahami kepada forum

Mentoring Objective/Sasaran Evaluasi Pemahaman praktik penyusunan dan penyiapan spesifikasi teknis dan/atau Kerangka Acuan Kerja serta usulan perencanaan teknis berdasarkan analisis

Umpan balik dari mentor

Pelatihan dalam kelas Objective/Sasaran Evaluasi Pemahaman praktik penyusunan dan penyiapan spesifikasi teknis dan/atau Kerangka Acuan Kerja serta usulan perencanaan teknis berdasarkan analisis

Pre test (uji sebelum) dan post test (uji setelah) pelatihan

Assigment sementara dalam kurun waktu tertentu Objective/Sasaran Evaluasi Pemahaman melalui praktik langsung penyusunan dan penyiapan spesifikasi teknis dan/atau Kerangka Acuan Kerja serta usulan perencanaan teknis berdasarkan analisis

Pre test (uji sebelum) dan post test (uji setelah) assigment sementara dalam kurun waktu tertentu

Belajar sendiri (self learning) : membaca buku/artikel, elearning/webminar, diskusi kelompok pembelajaran Objective/Sasaran Evaluasi

Pemahaman penyusunan dan penyiapan spesifikasi teknis dan/atau Kerangka Acuan Kerja serta usulan perencanaan teknis berdasarkan analisis melalui praktik diskusi kelompok pembelajaran

Umpan balik dari atasan langsung dan pair/mitra kerja

Catalog Examples (2) Back