Sistem kompensasi dan kepuasan kerja karyawan struktural di Politeknik Kesehatan Jayapura

TAROREH, Johny J, dr. Mubasysyir Hasanbasri, MA

2007 | Tesis | S2 Ilmu Kesehatan Masyarakat (Kebij. dan Manaj. Pe

Latar Belakang. Kinerja karyawan Sub Bagian Administrasi Umum Politeknik Kesehatan Jayapura belum optimal, karena beberapa pekerjaan yang tidak dapat diselesaikan tepat waktu, meskipun sarana dan prasarana seperti gedung kantor, fasilitas kantor, sarana kerja, peralatan bantu kerja dan suasana kerja semuanya cukup kondusif. Tingkat absensi karyawan struktural juga cukup tinggi, sehingga dapat mengganggu pelaksanaan proses belajar mengajar di Politeknik Kesehatan Jayapura. Hal tersebut terjadi kemungkinan karena sistem kompensasi yang diterapkan di Politeknik Kesehatan Jayapura kurang memperhatikan karyawan struktural. Tujuan. Untuk mengetahui sistem kompensasi dan kepuasan kerja karyawan struktural di Politeknik Kesehatan Jayapura. Metode. Jenis penelitian ini adalah deskriptif dengan rancangan studi kasus. Subyek penelitian ini adalah semua karyawan struktural di Politeknik Kesehatan Jayapura serta Direktur dan Kepala Sub. Bagian Administrasi Umum Politeknik Kesehatan Jayapura. Instrumen penelitian yang digunakan adalah kuesioner terbuka dan tertutup, pedoman wawancara mendalam serta panduan Focus Group Discussion (FGD). Hasil. Bentuk kompensasi yang diterima karyawan struktural di Politeknik Kesehatan Jayapura adalah: kompensasi finansial berupa gaji, uang lembur, uang seragam, uang transportasi, uang daya tahan tubuh, bantuan penyelenggaraan program pendidikan dan keuntungan lembaga, sedangkan kompensasi non finansial adalah perumahan dinas dan kendaraan dinas sepeda motor. Kompensasi untuk karyawan struktural sebagian besar bergantung pada sumber dana dari Daftar Isian Pelaksanaan Anggaran (DIPA). Karyawan struktural merasa kompensasi yang diterimanya belum adil, terutama yang berstatus honorer, karena pemberian kompensasi cenderung tidak memperhatikan masa kerja. Karyawan struktural merasa kompensasi yang diterimanya belum wajar, terutama yang berstatus honorer, karena gaji yang diterima masih di bawah Upah Minimum Papua (UMP). Kepuasan kerja karyawan struktural di Politeknik Kesehatan Jayapura masih rendah. Karyawan yang berstatus Pegawai Negeri Sipil (PNS) kurang puas terhadap fasilitas pekerjaan, sedangkan karyawan honorer kurang puas karena kompensasi yang diterimanya belum adil dan wajar, terutama gaji. Kesimpulan. Kompensasi yang diterima karyawan struktural Politeknik Kesehatan Jayapura belum adil dan wajar, sehingga menimbulkan ketidakpuasan kerja, khususnya karyawan honorer.

Background. The performance of employees at the Sub Division of General Administration of Jayapura Health Polytechnic had not been optimal due to the delay in the completion of several projects, although the facilities and infrastructures such as office buildings, office facilities, working tools, equipments to facilitate the work, and working atmosphere were all conducive. The level of absence among the employees was also high, and it disturbed the implementation of teaching-learning activities in Jayapura Health Polytechnic. These problems were likely caused by the existing system of compensation which was still paying less attention to the structural employees. Objective. To find out system of compensation and work satisfaction among the structural employees in Jayapura Health Polytechnic. Method. This was a descriptive research with case study design. The subjects of study were all structural employees at Jayapura Health Polytechnic, the director, and the heads of Sub Divisions of General Administration at Jayapura Health Polytechnic. The instruments of study were open and closed questionnaires, deep-interview guide, and Focus Group Discussion (FGD) manual. Result. Types of compensation received by the structural employees were financial compensations in the form of salary, overtime pay, uniform allowance, transportation allowance, physical health allowance, educational program grants, and institution benefits. Non financial compensations include housing and motorcycle facilities. The compensation for the structural employees was largely relied on fund sources from the List of Implementation Budget, known as Daftar Isian Pelaksanaan Anggaran (DIPA) in Indonesian language. The structural employees felt that the compensations they received had not been fair, particularly those with the status of non permanent employees, because the compensation seemed to ignore the term of service. They felt that the compensation was not fair, especially among those of non permanent employees because the salary was still lower than the Standard Minimum Pay for Papua (or Upah Minimum Papua [UMP] in local term). Their work satisfaction was also low. Employees with the status of Civil Servant (Pegawai Negeri Sipil [PNS]) were less satisfied with the work facilities. Meanwhile, the non permanent employees were less satisfied because the compensation they received was not fair and still below the standard, especially the salary. Conclusion. Compensation received by structural employees of Jayapura Health Polytechnic had not been fair and met the standard so that the employees were unsatisfied towards their jobs, especially among the non permanent employees.

Kata Kunci : Kebijakan Kesehatan,Kepuasan Kerja Karyawan,Kompensasi, Structural employees, compensation, work satisfaction