Performance Analysis of Regional Civil Service Agency Of The Rembang District

Performance measurement of a public organization has been an issue in recent years. The State Apparatus has become a pioneer in the success of development to achieve justice and welfare of society. . Negative issues regarding professionalism, especially in the quality and performance aspects of ASN, need to be responded positively by conducting an evaluation. The public generally views that the problem of ASN professionalism can be seen from the lack of integrity, low competence, slow performance, and many disciplinary violations. The Rembang Regency Regional Personnel Agency has carried out a performance appraisal with reference to the Rembang Regency Regional Personnel Agency Performance Agreement in 2019. The assessment provides an overview of the successes and failures in achieving the resulting goals and targets, then categorizing performance (positioning) according to the level of performance achievement. The results of the performance achievement show that the average performance achievement of the Rembang Regency Regional Personnel Agency in 2019 is 90.98%. Coordinate with the Central Government regarding the activities to be implemented so that they can meet the targets for implementing these activities.


INTRODUCTION
Government apparatus (civil service) has an important role in the management of a country. The State Apparatus has become a pioneer in the success of development to achieve justice and welfare of society. The government apparatus is a bureaucratic "machine" that has the task of providing the widest possible service to the community so that the community becomes prosperous.The empowerment of a group of women craftsmen of weaving in North Central Timor Regency is used as a community small business to support the economic growth of the community in that region. The woven cloth is a cultural heritage that is capable of producing the speed of the regional economy. The handicraft of weaving that is done in TTU district is a very diverse traditional ikat craft.
Realizing the strategic role of the government apparatus, the Government and the House of Representatives have issued Law Number 5 of 2014 concerning State Civil Servants (ASN). ASN is a government apparatus consisting of Civil Servants (PNS) and government employees with a Work Agreement (PPPK). In Law Number 5 of 2014 there is a very radical change compared to the previous Law contained in Law Number 43 of 1999 concerning Amendments to Law Number 8 of 1974 concerning Personnel Principles. Some of these changes include the procurement of Publik Volume 10 Number 2, July December 2020. Page 439-445 civil servants, career development, compensation and awards, dismissal of civil servants and institutions.
Government organizations, like organizations in general, demand ASN professionalism as the key to success in the process of providing public services (public). Therefore, the professionalism of ASN employees needs to be developed and becomes a special concern for the government. Negative issues regarding professionalism, especially in the quality and performance aspects of ASN, need to be responded positively by conducting an evaluation. The public generally views that the problem of ASN professionalism can be seen from the lack of integrity, low competence, slow performance, and many disciplinary violations.
ASN professionalism index is one way to measure ASN performance. The National Civil Service Agency (BKN) tries to develop a method for measuring the professionalism of employees, which in the end is that the performance of all ASNs will be measured. Measurements are carried out in stages, starting with structural officials. The premise of the ASN professional indicator is that (individual) employees will be more professional if their competence is higher, their performance is getting better and the employees are getting cleaner. Later, the results of this index measurement can map which areas have high indexes and which areas have low indexes. So that the intervention taken can be right.
The ASN Professionalism Index in Rembang Regency is 70.66 and is in the second position from the bottom after Klaten Regency at 67.71. The measurement of ASN professionalism in the Regional Civil Service Agency (BKD) of Rembang Regency is because the calculation of the ASN professionalism index recently only measured structural officials in Rembang Regency, so not all civil servants were measured for their professionalism index. Performance management is about creating and ensuring effective communication. Management focuses on what organizations, managers and workers need to succeed. Performance management is about how performance is managed to achieve success. Wibowo (2008: 7) According to Costello (Wibowo 2008: 9) states that performance management is the basis and driving force behind all organizational decisions, work effort, and resource allocation.
Employee performance in providing services is a measure of the success of an organization, this is because employees are a factor that can realize effectiveness and efficiency in the implementation of organizational tasks and functions successfully or not, as a whole to meet the needs set by each group with regard to the efforts. systematic and improve the ability of the organization to continuously achieve its needs effectively.

METHOD
The type of this research is qualitative research with postpovite philosophy that used in natural object conditions and the researcher is the key informant. A generalization so that process and meaning are always highlighted in the qualitative research process (Sugiyono, 2015). The types and sources of data from this study are classified into two categories, namely primary data where the data is data obtained directly and collected through observation and interviews, then secondary data is data obtained from reading sources and other sources can be from personal letters, diaries and official documents from government agencies (Moleong, 2012).
The data collection method used was through interactive interviews with sources related to the performance of ASN in BKD Rembang Regency. The data analysis that the researchers conducted used an interactive model (Miles, Huberman, and Saldana, 2014) in which data analysis activities consisted of data reduction, data presentation, and drawing conclusions.

Achievement of Regional Civil Service Agency (BKD) Performance In Rembang Regency
The results of work, namely the success of employees in performing work (output) are usually measured by how much has been produced, how many and how much is the increase. Work results are measured in terms of quality and quantity achieved by an employee in carrying out their duties and functions according to the responsibilities assigned to them.
The Rembang Regency Regional Personnel Agency has carried out a performance appraisal with reference to the Rembang Regency Regional Personnel Agency Performance Agreement in 2019. The assessment will provide an overview of the successes and failures in achieving the resulting goals and objectives, then performing performance categorization (positioning) according to the level of performance achievement.
The measurement of the performance targets of the strategic targets that have been set by the Regional Personnel Agency of Rembang Regency is done by comparing the performance targets with the performance realization. Performance indicators as a measure of the success of the strategic goals and objectives of the Regional Personnel Agency of the Rembang Regency and their targets and realization achievements are detailed as follows: Implementation of the Regional Development Plan, the score of 96.75% indicates that this VWUDWHJLF WDUJHW KDV UHFHLYHG D ³YHU\ JRRG´ DVVHVVPHQW FULWHULD Based on the table above, the achievement of strategic goals for the realization of career planning and development for civil servants based on qualifications and competencies is 93.38%, meaning that there is a decrease in performance when compared to 2017 which reached 103.17%. Meanwhile, compared to 2018, there has been an increase in performance achievements, where in 2018 it only reached 83.53%. Referring to Permendagri Number 54 of 2010 concerning the Stages, Procedures for Compiling, Controlling, and Evaluating the Implementation of the Regional Development Plan, the score of 93.38% indicates that this strategic target has received D ³YHU\ JRRG´ DVVHVVPHQW FULWeria. Based on the table above, the achievement of Strategic Targets The realization of measurable performance appraisals and work behaviors in order to achieve proportional reward and punishment of 73.78%, meaning that there is an increase in performance achievements when compared to 2017 which only reached 65% and 2018 with achievements of 73 , 33%. Referring to Permendagri Number 54 of 2010 concerning Stages, Procedures for Compiling, Controlling, and Evaluating the Implementation of the Regional Development Plan, the score of 73.78% indicates that this strategic target has received a "moderate" assessment criteria.