civil servant
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Civil Servant in Indonesia (ASN) has a bad stigma in society. This could decrease the level of public trust in ASN as well as the confidence level of young ASN for their profession. Based on these problems, various movement communities which called themselves as young ASNs were formed, one of which was the Abdimuda Indonesia (@abdimuda_id). As a movement community, Abdimuda Indonesia formed as a medium for young ASN from all regions in Indonesia to jointly develop themselves and maintain positive idealism in order to break down the negative stigma of ASN that already exists. Through Norman Fairclough's Critical Discourse Analysis (CDA) and Barthes' semiotic analysis, this qualitative study wanted to analize the text cracks which formed from framing alignment behind the discourse of ASN in @abdimuda_id. The results indicate that contents uploaded by @abdimuda_id has a tendency to reflect positive values related to ASN which used by Abdimuda Indonesia to do social change and transforming the negative stigma of ASN into a better image.Keywords: Movement community, framing alignment, critical discourse analysis, semiotics, Abdimuda Indonesia

  The mentoring program in basic training activities for civil servant candidates aims to improve the professionalism of civil servants at the beginning of community service. The relationship between mentors and mentees is fundamental and crucial to realizing the goals of mentors and mentees. This study aims to determine the character of the mentor's "admirable characteristics" in the actualization of basic training for civil servant candidates. This research on the phenomenon of the interpretive paradigm uses a qualitative approach with data taken from interviews using purposive sampling, observing mentor-mentee interactions, and analyzing seminar documents. The findings of this study show that, in general, mentors have ideal and professional characteristics. "Humble" characteristics and "teacher" professionalism are indicators that mentors can visualize against mentees. These are characters that are able to create connections that are able to build and develop the potential of the mentee and realize success. basic exercise. However, this positive condition is very contradictory to the condition of the results of the interview. It has been found that there are mentors who ignore their functions. So the strategies currently recommended are the availability of schedules, technical guidance, and transparency of the mentor-mentee relationship. The personality of the mentor is fundamental to the implementation of a good and effective mentoring process. ABSTRAK                                                        Program mentoring dalam kegiatan pelatihan dasar Calon Pegawai Negeri Sipil bertujuan untuk meningkatkan profesionalisme Pegawai Negeri Sipil diawal pengabdian di masyarakat, hubungan mentor dan mentee merupakan fundamental dan krusial untuk mewujudkan tujuan dari mentor dan mentee. Penelitian ini untuk mengetahui karakter mentor “Admirable Characteristics” kegiatan aktualisasi latihan dasar Calon Pegawai Negeri Sipil. Penelitian penomena paradigma interprentif ini dengan pendekatan kualitatif, data yang diambil bersumber dari interview secara pusposive sampling, observasi interkasi mentor – mentee, dan menganalisa dokumen hasil seminar. Temuan dari penelitian ini adalah bahwa secara umum mentor memiliki karakter ideal dan profesional, karakter “humble” dan profesionalisme “teacher” menjadi indikator yang mampu divisualkan mentor terhadap mentee, ini karakter yang mampu mewujudkan koneksi yang mampu membangun dan mengembangkan potensi dari mentee dan mewujudkan keberhasilan latihan dasar. Namun kondisi positif tersebut sangat kontrakdiktif dengan kondisi hasil wawancara telah ditemukan terdapat mentor yang mengabaikan fungsinya. Strategi yang direkomendasikan adalah tersedianya jadwal, petunjuk teknis dan transparansi hubungan mentor-mentee. Kepribadian mentor menjadi fundamental terselengaranya proses mentoring yang baik dan efektif.

The purpose of the paper is to specify the definition of communicative competence, civil servant essential to the service (customer-centered) state and methods of their formation. The authors analyze the scientific views as well as the advanced international and Russian experience of forming a customer-oriented communicative competence in the governmental agencies and business structures. It was revealed that the new communicative competence of the public officer is related to the providing of public services and expressed by the skills to identify and fulfill the needs of citizens in direct contact with them. The emotional and digital competencies are emphasized. The latter is expressed in the skill of consulting citizens with the newest digital technologies in front offices. The authors found that in foreign experience the formation of communicative competence is carried out largely by activity methods – in the workplace in real practice, whyle in Russia – by simulation methods that only imitate real conditions.

Kewenangan yang dimiliki oleh Otoritas Jasa Keuangan (OJK) dalam melakukan penyidikan tindak pidana di sektor keuangan berdasar pada Peraturan OJK Nomor 22/POJK.01/2015. OJK berdasar pada Pasal 1 angka 1 UU tentang Otoritas Jasa Keuangan merupakan lembaga independen, bebas dari campur tangan pihak lain, yang memiliki fungsi, tugas, dan wewenang pengaturan, pengawasan, pemeriksaan, dan penyidikan dimaksudkan disini adalah permasalahan dalam menangani kasus tindak pidana di bidang jasa keuangan yang dilakukan OJK. Penelitian tersebut bertujuan untuk menganalisis dan mengkaji proses penyidikan dalam OJK melaksanakan tugasnya dalam menangani kasus tindak pidana perbankan, serta memahami dan mengetahui beberapa faktor penghambat PPNS (Penyidik Pegawai Negeri Sipil) OJK menjalankan wewenangnya. Metode penelitian kualitatif digunakan dalam penelitian ini merupakan suatu metode penelitian yang bersifat deskriptif atau menggambarkan hasil penelitian secara utuh dan mendalam. Hasil penelitian ini menunjukkan bahwa kewenangan penyidik OJK belum berjalan sebagaimana yang ditentukan oleh UU RI Nomor 21 Tahun 2011 tentang OJK dan POJK Nomor 22/POJK.01/2015. Hal tersebut dikarenakan adanya beberapa faktor penghamabat, seperti kurangnya pengetahuan masyarakat akan eksistensi OJK dan tugasnya sebagai penyidik tindak pidana di bidang jasa keuangan, serta sumber daya manusia (SDM) yang dimaksud disini adalah jumlah PPNS OJK yang terbatas dan sarana prasarana yang kurang mengoptimalkan pelaksanaan penyidikan tindak pidana perbankan oleh OJK. The Authority owned by the Financial Services Authority (OJK) in investigating criminal acts in the financial sector is based on OJK Regulation Number 22/POJK.01/2015. OJK based on Article 1 number 1 of the Law on Financial Services Authority is an independent institution, free from interference from other parties, which has the functions, duties, and authorities of regulation, supervision, examination, and investigation intended to handle criminal cases in the field of financial services conducted by OJK. The research aims to analyze and review the investigation process in OJK when carrying out its duties in handling banking criminal cases, as well as to understand and know some of the factors inhibiting PPNS (Civil Servant Investigators) of OJK from exercising their authority. Qualitative research method is used in this study to describe the results of the research in its entirety and in depth. The results of this study show that the authority of OJK investigators has not been running as determined by Law No. 21 of 2011 concerning OJK and POJK Number 22/POJK.01/2015. This is due to several mitigating factors, such as the lack of public knowledge of the existence of OJK and its duties as a criminal investigator in the field of financial services, as well as human resources (HR) referred to here is a limited number of OJK PPNS and infrastructure facilities that do not optimize the implementation of banking criminal investigations by the OJK.

This study aims to analyze the implementation of plant quarantine policies in the work unit of the Belawan Agricultural Quarantine Center. This study uses a qualitative approach where the researcher is the key instrument, the data collection technique is trangulation (observation, interviews and documentation), the data obtained tends to be qualitative data, the data analysis is qualitative and the results of qualitative research are to understand the meaning and construct the phenomenon of policy implementation. plant quarantine service regulations. The results of the study indicate that the implementation of the policy on plant quarantine service regulations has not been able to be carried out optimally even though the stipulated legal regulations have been enforced. This is due to the lack of communication or dissemination of information about quarantine to the entire community, especially service users. Besides, other indicators are due to the lack of civil servant field officers at the Belawan Agricultural Quarantine Center and the lack of technology that supports services at the Belawan Agricultural Quarantine Center.

Based on an actual and objective observation of the processes in Bulgarian administrations, it is possible to summarize the assumption that the relatively high number of civil servants leaving the executive power administration and the relatively short period of time they work in, are due to several factors: In the first place, a lack of substantial and clear perspective of professional development and career path planning for each civil servant. Second, the relatively poor atmosphere (micro-climate) in several divisions and departments in the administration. Third, the lack of sense of belonging / esprit de corps (strong organizational culture) to the government’s executive power administrations. It is not prestigious to work for the administration. Fourth, the work overload of certain civil servants compensating for others. This in turn increases the risks of errors and mistakes by the former. The relatively lower salaries in comparison to the private sector are only in fifth place.

Unregistered polygamous marriage carried out by civil servants has serious implication for wives’ financial problem, social fate and loss of children’s welfare. The Marriage Law allows polygamy with very strict requirements. In the Government Regulation governing civil servant polygamy, justice is the main requirement in polygamy, because it really determines welfare in polygamy families. Based on the results of in-depth interviews and participant observation by using the constructivism paradigm and socio-legal approaches, it was found that unregistered polygamous marriages carried out by civil servants have implication for the disciplinary punishment of employees, so the polygamists got the sack. This implies their family economic problems, because there is not enough income to meet the needs of family life. Finally, neglect and divorce occur. Wives and children will be victims. Hence, it is necessary for the government to regulate particular policies for the polygamists of civil servants, to save their wives and children’s life. Firing the polygamists is not such a solution, but will instead create more complicated problems for their families.

This study aims to determine the headmaster's strategy to improve the work performance of Civil servant [administration department] at Pringgasela Senior High School. This research used the descriptive qualitative research method. The data in this study were obtained from interviews with informants and documentation. The data analysis was carried out in the following steps: data collection, data reduction, data presentation and drawing conclusions or verification (Miles and Huberman, 2014: 20). The results of this study stated that the headmaster's strategy to improve the work performance of civil servants in the administration department: Making disciplinary rules about working hours that must be on time. Building a spirit of togetherness through civil servants’ friends, superiors and subordinates, as well as communication, intimacy and mutual respect. Providing role models for all civil servants. The results of the headmaster's strategy show the work performance of civil servants [administration department] is classified good in providing services, however they have not provided satisfaction to: teachers, students or other related parties. As for the constraints faced when performing performance in providing services, by the Administrative Apparatus such as the lack of responsiveness of the Administrative Apparatus in understanding consumer psychology, the large amount of workload that is carried out in a little bit of time and the supporting infrastructure is inadequate and lack of personel.