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Implementasi Kebijakan Pengangkatan Tenaga Honorer Untuk menjadi Calon Pegawai Negeri Sipil

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Penelitian ini membahas tentang Implementasi Kebijakan
Pengangkatan Tenaga Honorer untuk menjadi Calon Pegawai Negeri Sipil
(Studi Kasus Pengangkatan Tenaga Honorer Kategori 2 Pada Bidang
Pendidikan Di Kabupaten Ogan Komering Ilir Provinsi Sumatera Selatan)
yang dilatarbelakangi oleh adanya berbagai permasalahan keberadaan
tenaga Honorer di Instansi Pemerintah yang dalam proses pengangkatannya
(Tenaga Honorer menjadi CPNS) di Indonesia selalu menjadi polemik dan isu
nasional. Dalam pelaksanaan (implementasi)nya masih ditemukan
ketidaksesuaian. Pola pengangkatan tenaga honorer masih diwarnai oleh
kebijakan politis, ‘family system’, serta janji politik dari Kepala Daerah dan
Anggota Legislatif serta rawan adanya berbagai penyimpangan yang tidak sesuai
dengan semangat reformasi birokrasi, serta tidak berbasis pada keahlian atau
kompetensi secara menyeluruh.
Dalam penelitian ini, penulis menggunakan teori Van Meter dan Van Horn
(1975) yang mengemukakan 6 (enam) faktor yang menentukan keberhasilan suatu
implementasi kebijakan khususnya dalam kaitannya dengan Pengangkatan Tenaga
Honorer Menjadi Calon PNS. Keenam faktor tersebut adalah standar dan sasaran
kebijakan, sumber daya, komunikasi antar organisasi, karakteristik organisasi
pelaksana, kondisi ekonomi, lingkungan sosial dan politik dan disposisi (sikap)
para pelaksana.
Penelitian ini mengkhususkan pada implementasi pengangkatan tenaga
honorer menjadi CPNS di bidang pendidikan yang berlokasi di Kabupaten Ogan
Komering Ilir (OKI) Provinsi Sumatera Selatan. Penelitian menggunakan metode
kualitatif dengan mengumpulkan dan mengolah data primer (hasil wawancara
dengan informan yang relevan) dan data sekunder (berupa laporan tertulis,
peraturan perundang-undangan serta karya-karya tulis yang mendukung data
primer). Data diolah dengan tahapan validasi data dan penafsiran data, dan
dianalisis dengan teknik triangulasi data (reduksi, penyajian dan penarikan
kesimpulan).
Hasil penelitian menunjukkan bahwa implementasi kebijakan
pengangkatan tenaga honorer menjadi CPNS pada bidang pendidikan di
Kabupaten Ogan Komering Ilir belum sepenuhnya mendukung terhadap
keberhasilan pencapaian tujuan dari pengangkatan tersebut. Dari 6 (enam) faktor
Implementasi kebijakan, 3 (tiga) faktor, yakni standar dan sasaran kebijakan,
sumber daya, karakteristik organisasi pelaksana telah dilaksanakan dengan baik,
Sedangkan faktor lainnya; komunikasi antar organisasi, sikap para pelaksana,
serta lingkungan sosial, ekonomi dan politik belum dilaksanakan sebagaimana
mestinya.

Kata Kunci : Implementasi Kebijakan, Tenaga Honorer, Merit System, Pegawai
Negeri Sipil


ABSTRACT

This study is conducted to discuss about the Implementation of the
Recruitment Policy of Temporary Employees to be Civil Servant Candidates (A
Case Study of the Recruitment of Temporary Employees 2nd Category to be Civil
Servant Candidates in the field of Education in The Komering Ilir Regency, South
Sumatra Province). The background of this research was that there were many
problems still found regarding temporary employees as well as the recruitment
process in the government institutions. The recruitment process of temporary
employees to be Civil servant candidates has always been a national issue and
polemic. Its implementation is often polluted by collusion and nepotism. The
pattern of the temporary employees recruitment often influenced by political
discretion, ‘family system’, sectoral ego, commercialization and as part of
fulfilling political promises from the executive (head of regencies, mayors, etc)
and legislative members as well. Technically, the careless and reckless
recruitment showed that it is not suitable according to the spirit of bureaucratic
reformation and is not based on competencies and expertise.
In this study, the researcher applied the Implementation Theory of Van
Meter and Van Horn (1975) whom had stated 6 (six) factors which determined the
success of policy implementation, specifically the Recruitment of Temporary
Employees to be Civil Servant Candidates. Those six factors are; standards and
objectives, resources, interorganizational communication and enforcement,
characteristics of the implementing agencies, economic, social and political
conditions and the disposition of implementors.
This research is being specific on the implementation of the recruitment
policy of temporary employees to be civil servant candidates in the field of
education located in the Ogan Komering Ilir Regency, South Sumatra Province.
The study applied qualitative method and collecting primary datas (interview
results from relevant and purposively appointed informants) and secondary datas
(written reports, legislations and regulations which supporting the primary
datas). Questions in the interview were compiled referring to the theory of
implementation from Van Meter and Van Horn (1975). Datas were processed in
two stages (data validation and data interpretation). Analysis were using the data
triangulation technique (reduction, presentation and withdrawing conclusions).
The results of the study showed that the implementation of recruitment
policy of temporary employees to be civil servant candidates in the field of
education in Ogan Komering Ilir Regency has not yet fully and succesfully
supported the objectives of the recruitment itself. Out of 6 (six) factors of the
policy implementation, there are three factors in which have been running
according to the theory, namely standards and objectives, resources and the
characteristics of the implementing agencies. The other three, which are;
interorganizational communication and enforcement, economic, social and
political conditions and the disposition of implementors haven’t yet going
according to the guideliness and Implementation Theory mentioned above.

Keywords : Policy Implementation, Temporary Employees, merit system, Civil
Servant

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Series Title

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Call Number

D4620

Publisher

Bandung : ., 2018

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Language

Indonesia

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NONE

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