Nina Wimastuti (2015) Efektivitas Penerapan Sistem E-Performance Sebagai Upaya Meningkatkan Kinerja Pegawai Dinas Pendidikan Kota Surabaya. Skripsi thesis, Universitas Airlangga.

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Abstract

Surabaya City Government as a pilot city in the running of e-government use new breakthroughs in assessing the work performance of employees, namely e performance. e-performance is the system used to assess the performance of each employee, which will culminate in the provision of cash rewards in the form of performance against each of the Civil Service Surabaya. Research City Government aims to answer Is the effectiveness of the e-performance influential in improving the performance of employees in the Office City Government Education Surabaya. Theory used is the theory of organizational effectiveness of Gibson, with the size of the clarity of the objectives to be achieved, the clarity of goal achievement strategy, process analysis and policy formulation steady, careful planning, proper preparation of the program, the availability of infrastructure and monitoring and control systems that are educational. The method used is qualitative research methods, descriptive-analytic meaningful interpretation of the data based on an understanding of the social problems that exist. Where the data collection was done by observation, interview, and documentation. To determine the respondents selected the e-performance of civil servants, while the determination of informants using purposive sampling techniques and snowball sampling technique. Researchers used analysis by step presentation, interpretation of data, and correlation. The conclusion of this study is that the effectiveness of the program at the Education Office of Surabaya can be said to be less effective because of the seven indicators set by the researchers of Education Office of Surabaya only meet four indicators, namely infrastructure, clarity of strategy, careful planning and is clarity of objectives to be achieved. While the three indicators that do not correspond, among others, the process of analysis and policy formulation, formulation of appropriate programs, system monitoring and control. Related advice that can be given is related to human resource issues, agency heads must conduct a more in-depth dissemination of the program's E Performance. Besides the improvement internet and server, so that no working data of employees who are not ter-entry so that employees can earn points that they can redeem a reward of their work every 3 months and make them more motivated to work better and are Last need tighter supervision and control in the E-Performance program is because perceived monitoring system here is still weak, so prone to misuse if the performance is not sanctioned or tougher action.

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