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Penelitian kualitatif ini menggunakan observasi lapangan, wawancara, serta dokumentasi dengan triangulasi data. Hasil menunjukkan nilai SKP guru meningkat sebesar 0,19, pelaksanaan penilaian berjalan optimal, faktor pendukung berupa kesiapan guru, dan hambatannya adalah ketidaksiapan guru. Temuan menegaskan efektivitas PKG berimplikasi pada kenaikan nilai sasaran kerja pegawai tahunan.",{"@graph":63,"@context":119},[64,81,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,72,75,78],{"item":68,"name":69,"@type":70,"position":71},"https://docshare.wps.com","Home","ListItem",1,{"item":73,"name":9,"@type":70,"position":74},"https://docshare.wps.com/id/document/",2,{"item":76,"name":31,"@type":70,"position":77},"https://docshare.wps.com/id/document/penelitian-laporan/",3,{"item":79,"name":59,"@type":70,"position":80},"https://docshare.wps.com/id/document/effectiveness-of-teacher-performance-appraisal-in-improving-employee-work-target-values-case-study-at-smpn-7-singkawang-city/230538/",4,{"url":79,"name":59,"@type":82,"image":83,"author":88,"headline":59,"publisher":91,"fileFormat":94,"inLanguage":57,"description":61,"dateModified":95,"datePublished":96,"encodingFormat":94,"isAccessibleForFree":97,"interactionStatistic":98},"DigitalDocument",{"url":84,"@type":85,"width":86,"height":87},"https://docshare.wps.com/thumbnails/effectiveness-of-teacher-performance-appraisal-in-improving-employee-work-target-values-case-study-at-smpn-7-singkawang-city/230538.png","ImageObject",300,407,{"name":89,"@type":90},"Levi","Person",{"url":68,"name":92,"@type":93},"DocShare","Organization","application/pdf","2026-09-27","2026-09-10",true,{"@type":99,"interactionType":100,"userInteractionCount":80},"InteractionCounter",{"@type":101},"ViewAction",{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"Apa tujuan penilaian kinerja guru dalam penelitian ini?","Question",{"text":109,"@type":110},"Penilaian kinerja guru bertujuan menjamin objektivitas pembinaan guru PNS berbasis sistem prestasi kerja, serta menjadi bahan pertimbangan kelanjutan atau pemutusan kontrak guru PPPK melalui pengukuran SKP dan perilaku kerja.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"Metode apa yang digunakan untuk mengumpulkan data?",{"text":114,"@type":110},"Penelitian menggunakan observasi lapangan, instrumen wawancara, serta pengumpulan data melalui wawancara, observasi, dan dokumentasi.",{"name":116,"@type":107,"acceptedAnswer":117},"Faktor apa saja yang mendukung dan menghambat penilaian kinerja guru?",{"text":118,"@type":110},"Faktor pendukung adalah kesiapan guru. Faktor penghambat adalah tidak adanya kesiapan guru dalam pelaksanaan penilaian kinerja.","https://schema.org",{"og:url":79,"og:type":121,"og:title":59,"og:site_name":92,"og:description":61},"article",{"robots":123,"canonical":79},"index,follow",{"doc_id":125,"site_id":56},230538,1789051446,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":89,"user_avatar":130,"doc_module":4,"category_id":30,"category_name":31,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":80,"is_deleted":4,"is_public":71,"is_downloadable":71,"audit_status":71,"page_count":136,"language":137,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":61,"update_tm":126,"read_time":141},7971461740909,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","EFEKTIVITAS PENILAIAN KINERJA GURU DALAM MENINGKATKAN NILAI SASARAN KERJA PEGAWAI  \n( STUDI KASUS DI SMPN 7 KOTA SINGKAWANG)  \nWahyuni, Usman Radiana, Aswandi  \nProgram Studi Magister Administrasi Pendidikan FKIP Untan Pontianak  \n[Email : Wahyuni.yu2n13@gmail.com](Email : Wahyuni.yu2n13@gmail.com)  \nAbstract  \nThe background on the importance of teacher performance assessment is used by PNS teachers to move up the ranks and extend the PPPK contract teacher. This form of research used a qualitative approach. Sources of data in the research subjects consisted of principals, vice principals, heads of laboratories, heads of libraries, counseling guidance teachers, committees, students, the education office of the gtk section and junior high school supervisors. The number is 11, the types of civil servant teachers in groups 3 and 4 aged 30 to 58 male gender 2 and female 9.The method used is field observation. Interview instrument. Data collection was done by interview, observation and documentation. Data analysis was done with data reduction, data display, and conclusions. Validity checks were carried out using data triangulation techniques. The results of the discussion and research: (1) The teacher's SKP value increased by 0.19. There were 8 teachers who did not experience an increase in their fixed skp scores and none decreased. Good service orientation work behavior, good integrity, good commitment, sufficient discipline, good cooperation and good leadership. (2) The effectiveness of the assessment of the implementation of teacher performance has been carried out optimally. (3) The supporting factors for assessing teacher performance are teacher readiness. (4) The inhibiting factor for assessing teacher performance is the absence of teacher readiness. Based on the conclusions of the research results, it can be implied: The effectiveness of teacher performance appraisal is implied in increasing the value of the employee's work goals assessed for a year where the employee's work target value is used for teacher promotion.  \nKeywords: The effectiveness of PKG increases the value of SKP  \nPENDAHULUAN  \nUntuk melaksanakan ketentuan Pasal 78 Undang-undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara makapemerintah menetapkan Peraturan Pemerintah Nomor 30 Tahun 2019 tentang Penilaian Kinerja Guru Pegawai Negeri Sipil (PNS) yang bertujuan untuk menjaminobjetivitas pembinaan guru PNS yang didasarkan pada sistem prestasi kerja. Pelaksanaan penilaian prestasi kerja dilakukan dengan mengabungkan unsur penilaian sasaran kerja pegawai (SKP) dan unsur penilaian perilaku kerja.  \nPentingnyan penilaian sasaran kerjapegawai (SKP) menjadi penilaian bahan pertimbangan apakah kontrak akan di lanjutkan atau di putuskan kerjanya bagi guru PPPK (pegawai pemerintah perjanjiankerja) sesuai dengan undang-undang nomor 5 tahun 2019 pasal 6 huruf b merupakan pegawai ASN yang diangkat sebagai pegawai dengan perjanjian kerja oleh pejabat Pembina kepegawaian sesuai dengankebutuhan instansi. Pegawai polapembinaan, kompetensi dan penilaian kinerja bagi PPPK (pegawai pemerintah perjanjian kerja) . PP nomor 14 tahun 2019 penilaian kinerja sebagaimana dimaksuddalam pasal 11 meliputi SKP (sasasaran  \nkinerja pegawai dibuktikan dangan hasil nilai kinerja.  \nKeunikan SMP Negeri 7 dari sekolah lain SMP Negeri 7 Kota Singkawang juara 1 sekolah sehat, berakrediktasi A, mempunyai tiga guru berprestasi, untuk menyakinkan bahwa setiap guru adalah seorang  \nprofessional dibidangnya dan sebagai penghargaan atas prestasi kerjanya maka penilaian kinerja guru harus dilakukanterhadap guru di semua satuan pendidikan formal salah satunya di SMP Negeri 7 Kota Singkawang.  \nSelain itu hasil PK (penilaian kinerja) guru menjadi penilaian bahan pertimbanganapakah kontrak akan di lanjutkan atau di putuskan kerjanya bagi guru PPPK (pegawaipemerintah perjanjian kerja) sesuai dengan undang-undang nomor 5 tahun 2019 pasal 6 huruf merupakan pegawai ASN yang diangkat sebagai pegawai denga","cbCaikJRyq06VCws","https://ap.wps.com/l/cbCaikJRyq06VCws","pdf",182601,12,"Indonesian","# PENDAHULUAN\n## Dasar hukum dan tujuan penilaian kinerja guru\n## Kaitan SKP dan penilaian kinerja guru (PKG) untuk PPPK\n## Kondisi SMP Negeri 7 Kota Singkawang\n## Rumusan masalah dan alasan pemilihan judul\n# METODE DAN PELAKSANAAN PENELITIAN\n## Pendekatan kualitatif dan sumber data\n## Instrumen, teknik pengumpulan, dan analisis data\n## Uji validitas triangulasi data\n# HASIL DAN PEMBAHASAN\n## Peningkatan nilai SKP\n## Efektivitas pelaksanaan penilaian kinerja\n## Faktor pendukung dan penghambat\n# KESIMPULAN DAN IMPLIKASI\n## Implikasi efektivitas penilaian kinerja terhadap nilai sasaran kerja pegawai","[{\"question\":\"Apa tujuan penilaian kinerja guru dalam penelitian ini?\",\"answer\":\"Penilaian kinerja guru bertujuan menjamin objektivitas pembinaan guru PNS berbasis sistem prestasi kerja, serta menjadi bahan pertimbangan kelanjutan atau pemutusan kontrak guru PPPK melalui pengukuran SKP dan perilaku kerja.\"},{\"question\":\"Metode apa yang digunakan untuk mengumpulkan data?\",\"answer\":\"Penelitian menggunakan observasi lapangan, instrumen wawancara, serta pengumpulan data melalui wawancara, observasi, dan dokumentasi.\"},{\"question\":\"Faktor apa saja yang mendukung dan menghambat penilaian kinerja guru?\",\"answer\":\"Faktor pendukung adalah kesiapan guru. Faktor penghambat adalah tidak adanya kesiapan guru dalam pelaksanaan penilaian kinerja.\"}]","Efektivitas Penilaian Kinerja Guru Dalam Meningkatkan Nilai Sasaran Kerja Pegawai - Studi Kasus di SMPN 7 Kota Singkawang | PDF",18]