Criterion 1.3.2 job description

Criterion 1.3.2

Each Puskesmas employee has a job description which is the basis for implementing service activities and evaluating employee performance.

1) Main Thoughts:

a) The Head of the Community Health Center determines the job description of each employee as a reference in carrying out service activities. Every employee is required to understand their respective job descriptions so that they can carry out their work in accordance with the duties, responsibilities and authority they carry out.

b) The employee's job description contains the main and additional duties as well as the authority and responsibilities determined by the head of the Community Health Center. The job description of the head of the Community Health Center and the head of administration is determined by the head of the district/city regional health service in accordance with the provisions of statutory regulations.

c) The Head of the Community Health Center in determining the main tasks pays attention to the following matters:

(1) Types of services provided at the Puskesmas;

(2) Types of activities that are responsibilities at the Community Health Center; And

(3) Decree on appointment as a functional position according to its level issued by an authorized official.

d) For non-ASN employees, the main tasks are tasks that are in accordance with the decision letter for appointment as health workers at the Community Health Center based on graduate competency standards.

e) Additional tasks are tasks given to employees to support the smooth implementation of programs and activities.

f) Employee performance assessments are carried out to see the achievement of work targets for both ASN and non-ASN, reduce service variations, and increase service user satisfaction.

g) Performance assessment indicators for each Puskesmas employee are prepared and determined based on the following matters.

(1) description of the duties for which he is responsible, both descriptions of main duties and additional duties;

(2) agreed value system;

(3) code of ethical behavior; And

(4) employee competency.

h) It is necessary to establish policies, procedures and performance assessment indicators based on job descriptions, agreed values and a code of ethics and referring to the provisions of laws and regulations.

i) Performance assessment indicators for basic job descriptions for ASN and non-ASN employees can use Employee Performance Targets (SKP).

j) In an effort to increase the competency of health personnel who provide clinical care, it is necessary to plan and provide opportunities for clinical personnel through education and/or training.

k) The results of the performance assessment are followed up to improve the performance of each employee.

l) Employee performance can be influenced by their well-being and level of satisfaction, for example satisfaction with organizational leadership, workload, work team, work environment, compensation and so on. Therefore, it is necessary to assess employee satisfaction levels at least once a year. The results of the analysis of employee satisfaction levels are used to make improvement efforts.

2) Assessment Elements:

a) There is a job description that contains the main duties and additional duties for each employee (R).

b) Determine employee performance assessment indicators (R).

c) An employee performance assessment is carried out at least once a year and follow-up is carried out for improvement efforts in accordance with the established mechanism (R, D, W).

d) Determine indicators and survey mechanisms for employee satisfaction with the implementation of KMP, UKM, UKP, laboratory and pharmacy as well as the performance of Puskesmas (R) services.

e) Data collection, analysis and improvement efforts are carried out in order to increase employee satisfaction according to the terms of reference (R,D,W).