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Materi menguraikan dasar hukum, poin-poin perubahan, serta tahapan pengelolaan kinerja yang menekankan penyelarasan kinerja organisasi dan individu. Dokumen menegaskan prinsip umum, intensitas dialog, klarifikasi ekspektasi, pemantauan dan pembinaan, penetapan predikat kerja, hingga pola distribusi serta pentingnya manajemen kinerja ASN.",{"@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":43,"@type":70,"position":77},"https://docshare.wps.com/id/document/ujian/",3,{"item":79,"name":59,"@type":70,"position":80},"https://docshare.wps.com/id/document/guidelines-for-developing-employee-performance-targets-ministerial-regulation-no-6-of-2022-asn-employee-performance-management/230502/",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/guidelines-for-developing-employee-performance-targets-ministerial-regulation-no-6-of-2022-asn-employee-performance-management/230502.png","ImageObject",300,407,{"name":89,"@type":90},"eBook King","Person",{"url":68,"name":92,"@type":93},"DocShare","Organization","application/pdf","2026-10-03","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 dasar hukum pengelolaan kinerja pegawai ASN dalam pedoman ini?","Question",{"text":109,"@type":110},"Pedoman merujuk pada aturan penilaian kinerja PNS serta Permenpan RB No. 6 Tahun 2022 tentang Pengelolaan Kinerja Pegawai ASN.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"Apa poin-poin perubahan utama dibanding ketentuan sebelumnya?",{"text":114,"@type":110},"SKP dan Angka Kredit dipisahkan, serta predefined task tidak lagi menjadi acuan utama. Klarifikasi ekspektasi dan dialog kinerja diharapkan dilakukan lebih sering.",{"name":116,"@type":107,"acceptedAnswer":117},"Bagaimana tahapan pengelolaan kinerja pegawai dilakukan?",{"text":118,"@type":110},"Tahapan mencakup penyusunan Sasaran Kinerja Pegawai (SKP), perencanaan dan penetapan ekspektasi, pelaksanaan, pemantauan serta pembinaan, hingga penetapan predikat kerja dan evaluasi.","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},230502,1789051159,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":89,"user_avatar":130,"doc_module":4,"category_id":42,"category_name":43,"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":8},962088006270,"https://ap-avatar.wpscdn.com/davatar_085a072bc5b1113ac321206ff7593b45","DRAF RANCANGAN  \nBadan Kepegawaian dan Pengembangan Sumber Daya Manusia  \nPemerintah Kabupaten Karimun  \ne-book  \nPEDOMAN PENYUSUNANSASARAN KINERJA PEGAWAI  \nPermenpan RB No. 6 Tahun 2022  \ntentang  \nPengelolaan Kinerja PegawaiASN  \ndi Lingkungan Pemerintah Kabupaten Karimun  \nDAFTAR ISI .................................................................................................. i  \nPENDAHULUAN ........................................................................................... ii  \nPENGELOLAAN KINERJA PEGAWAI  \n1. Dasar hukum pengelolaan kinerja pegawai ............................................ 1  \n2. Poin-poin perubahan .............................................................................. 1  \n3. Tahapan pengelolaan kinerja .................................................................. 2  \n4. Prinsip umum pengelolaan kinerja pegawai ........................................... 2  \n5. Penyelarasan kinerja organisasi dan kinerja individu ............................. 3  \n6. Timeline ................................................................................................... 3  \n7. Piramida indikator kinerja individu ......................................................... 4  \n8. Hasil yang diharapkan dari pegawai ....................................................... 4  \n9. Perilaku kerja........................................................................................... 5  \n10. Skema penetapan dan klarifikasi ekspektasi .......................................... 5  \n11. Pelaksanaan, Pemantauan, Pembinaan Kinerja ..................................... 6  \n12. Penetapan Predikat Kerja........................................................................ 6  \n13. Pola Distribusi.......................................................................................... 8  \n14. Pentingnya Manajemen Kinerja ASN ...................................................... 9  \nLAMPIRAN FORMAT  \n1. Matrik peran hasil ................................................................................... 11  \n2. Workblock ............................................................................................... 12  \n3. Lampiran sasaran kinerja pegawai.......................................................... 13  \n4. Rencana Aksi ........................................................................................... 14  \n5. Manual indikator JPT............................................................................... 15  \n6. Pendekatan kualitatif SKP JPT ................................................................. 16  \n7. Pendekatan kualitatif SKP JA JF............................................................... 17  \n8. Pendekatan kuantitatif SKP JPT .............................................................. 18  \n9. Pendekatan kuantitatif SKP JA JF ............................................................ 19  \n10. Pendokumentasian Kinerja ..................................................................... 20  \n11. Umpan Balik (on going feedback) ........................................................... 21  \n12. Hasil evaluasi kualitatif (JPT, JA, JF) ........................................................ 24  \n13. Hasil evaluasi kuantitatif JPT .................................................................. 25  \n14. Hasil evaluasi kuantitatif JA JF................................................................. 28  \n15. Dokumen evaluasi kinerja ....................................................................... 28  \n16. Tautan Link .............................................................................................. 32  \nPENUTUP .................................................................................................... 33  \nBKPSDM KAB. KARIMUN Page i  \nDAFTAR ISI  \nPENDAHULUAN  \nPeraturan Pemerintah No. 30 Tahun 2019 tentang Penilaian Kinerja PNS mengatur antara lain perencanaan, pelaksanaan, pemantauan, pembinaan dan  \npenilaian kinerja pegawai ","cbCaisWjCrcm8H5d","https://ap.wps.com/l/cbCaisWjCrcm8H5d","pdf",4578267,36,"Indonesian","# Pendahuluan\n# Dasar Hukum Pengelolaan Kinerja Pegawai\n## Poin-poin Perubahan\n## Tahapan Pengelololaan Kinerja ASN\n## Prinsip Umum Pengelolaan Kinerja Pegawai\n## Penyelarasan Kinerja Organisasi dan Kinerja Individu\n## Timeline\n## Piramida Indikator Kinerja Individu\n## Hasil yang Diharapkan dari Pegawai\n## Perilaku Kerja\n## Skema Penetapan dan Klarifikasi Ekspektasi\n## Pelaksanaan, Pemantauan, Pembinaan Kinerja\n## Penetapan Predikat Kerja\n## Pola Distribusi\n## Pentingnya Manajemen Kinerja ASN\n# Lampiran Format\n## Matriks Peran Hasil\n## Workblock\n## Lampiran Sasaran Kinerja Pegawai\n## Rencana Aksi\n## Manual Indikator JPT\n## Pendekatan Kualitatif SKP JPT\n## Pendekatan Kualitatif SKP JA JF\n## Pendekatan Kuantitatif SKP JPT\n## Pendekatan Kuantitatif SKP JA JF\n## Pendokumentasian Kinerja\n## Umpan Balik (on going feedback)\n## Hasil Evaluasi Kualitatif (JPT, JA, JF)\n## Hasil Evaluasi Kuantitatif JPT\n## Hasil Evaluasi Kuantitatif JA JF\n## Dokumen Evaluasi Kinerja\n## Tautan Link\n# Penutup","[{\"question\":\"Apa dasar hukum pengelolaan kinerja pegawai ASN dalam pedoman ini?\",\"answer\":\"Pedoman merujuk pada aturan penilaian kinerja PNS serta Permenpan RB No. 6 Tahun 2022 tentang Pengelolaan Kinerja Pegawai ASN.\"},{\"question\":\"Apa poin-poin perubahan utama dibanding ketentuan sebelumnya?\",\"answer\":\"SKP dan Angka Kredit dipisahkan, serta predefined task tidak lagi menjadi acuan utama. Klarifikasi ekspektasi dan dialog kinerja diharapkan dilakukan lebih sering.\"},{\"question\":\"Bagaimana tahapan pengelolaan kinerja pegawai dilakukan?\",\"answer\":\"Tahapan mencakup penyusunan Sasaran Kinerja Pegawai (SKP), perencanaan dan penetapan ekspektasi, pelaksanaan, pemantauan serta pembinaan, hingga penetapan predikat kerja dan evaluasi.\"}]","Pedoman Penyusunan Sasaran Kinerja Pegawai - Permenpan RB No. 6 Tahun 2022 - Pengelolaan Kinerja Pegawai ASN | PDF"]