Sudiana, Dudi (2025) Evaluasi Kinerja Pegawai Bidang Mutasi dan Status Kepegawaian Kantor Regional XII Badan Kepegawaian Negara Pekanbaru. Masters thesis, Universitas Islam Riau.

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Abstract

This research aims to determine the results of employee performance evaluations in the field of transfers and employment status in promotion services. Performance evaluation stages are carried out on indicators input, process, output and outcome. The variables of this research are Employee Performance Evaluation in the Field of Transfers and Employment Status, which consists of four evaluation indicators, namely: Evaluation in the field Input, Process, Outputs dan Outcomes. The research method is a qualitative research method. The informants in the research were the Head of the Mutations and Employment Status Division, Sub-coordinator of Mutations and Employment Status, Subcoordinator for Verification and Reporting of Mutations and Employment Status, Sub-coordinator Promotion to Vertical & Provincial Agencies, Regency/City, Supervisory Personnel Analyst, First Expert Personnel Analyst and First Expert Personnel Analyst. From the research results, it is known that the evaluation of employee performance in the field of transfers and employment status of the XII regional office of the Pekanbaru State Civil Service Agency has implemented promotion services based on the principles of public service. The mutation sector itself has created a civil service service innovation (SAPK) which creates digitalbased applications paper less The aim of holding this application is that promotions can be regulated by a clear and open mechanism for completion using the system less paper considered much faster compared to before use less paper. And the main obstacle in promotion services in the Mutation and Employment Status Division of Regional Office XII is the lack of Human Resources (HR) for employees in the mutation sector who process promotion services so that employees become work overload, Attempts have been made to overcome the obstacle of a shortage of human resources by submitting a proposal for the shortage to the Central BKN but because it has not been approved, the strategy carried out by the Regional Office rank containing the leader and team members.

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