Analisis penetapan sistem remunerasi di RSUD Kabupaten Malang sebagai rumah sakit berstatus BLUD (Badan Layanan Umum Daerah)

LATIEF, Muhammad Natsir, Prof. Dr. Achmad Fudholi, DEA, Apt

2008 | Tesis | S2 Ilmu Farmasi

Di masa sekarang Rumah Sakit Pemerintah sangat erat kaitannya dengan pelayanan publik. Untuk itu seharusnya dikelola secara profesional dan efektif sehingga dapat memberikan pelayanan yang berkualitas standar. Sebagai dasar hukumnya maka diterbitkan Peraturan Menteri Keuangan RI No 10 Tahun 2006 Tentang Sistem Remunerasi dan Peraturan Menteri Dalam Negeri No. 61 Tahun 2007 tentang Pedoman Teknis Pengelolaan Keuangan Badan Layanan Umum Daerah. Dengan sendirinya maka Rumah Sakit Umum Daerah (RSUD) Kabupaten Malang yang kepemilikannya oleh Pemerintah Daerah Kabupaten Malang akan memungkinkan pengaturan Sistem Remunerasi secara bijaksana dan rasional. Untuk menerapkan Sistem Remunerasi di RSUD Kabupaten Malang diperlukan analisis dan kajian tentang pemahaman Sistem Remunerasi. Penelitian ini dilakukan terhadap 120 orang responden karyawan dengan teknik penentuan sampel probability sampling tipe proportionate stratified random sampling dan pembahasan melalui Focus Group Discussion(FGD). Hasil penelitian menunjukkan bahwa terhadap Sistem Remunerasi diperoleh tingkat pemahaman (95,8%), tingkat responsiveness (98,3%), tingkat harapan (99,2%), masalah sistem penggajian/pengupahan (92,0%) dan masalah kompetensi (98,3%), sedangkan hubungan antara karyawan dengan Sistem Remunerasi diperoleh tingkat pemahaman tertinggi di kelompok medis (50,2) dan terendah di kelompok paramedis keperawatan (27,3), tingkat responsiveness tertinggi di kelompok medis (27,3) dan terendah di kelompok paramedis keperawatan (24,7), tingkat harapan tertinggi di kelompok struktural / kepala Instalasi (31,8) dan terendah di kelompok paramedis non keperawatan (29,5), masalah penggajian / pengupahan tertinggi di kelompok medis (22,3) dan terendah di kelompok paramedis keperawatan dan kelompok non medis / umum (20,1), tingkat kompetensi tertinggi di kelompok medis (24,8) dan terendah di paramedis keperawatan (23,4 ). Sedang hasil Focus Group Discussion (FGD) disepakati kriteria dan acuan dasar dalam penetapan Sistem Remunerasi di RSUD Kabupaten Malang yang telah berstatus Badan Layanan Umum Daerah adalah score index dengan indikator penilaian : basic index, competency index, risk index, emergency index, position index dan performance index.

In a period of present, government’s hospital which have a very close relationship with public service. To be managed professionally and effectively so that can give a standard quality service. For the law base, the government issued RI Minister of Finance’s Regulation No. 10 /2006 about Remuneration System and Minister of Internal Affair’s Regulation No. 61/2007 about The Financial Management of Region Committee of Public Services Technical Guide so that automatically Regional Public Hospital of Malang Regency which is belonged by Malang Regency’s Regional Government will be possible for remuneration system arrangement wisely and rationally. To applying remuneration system in RSUD Malang Regency, analysis and study about remuneration system understanding was needed. This research was done to 120 employee as respondent using probability sampling with proportionate stratified random sampling type as sample’s determination and discussion through Focus Group Discussion (FGD). The research result show that concerning system remuneration was get understanding level (95.8%), responsiveness level (98.3%), hope level (99.2%), remuneration system problem (92.0%) and competence problem (98.3%), whereas relationship between employee and remuneration system show the highest understanding level in medic group (50.2) and the lowest in nursing paramedic group (24.7), the highest responsiveness in medic group (27.3) and the lowest level in nursing paramedic group, the highest hope level in structural group/ head of installation (31.8) and the lowest in paramedic non nursing group (2.9.5), the highest remuneration problem in medic group (22.3) and the lowest in nursing paramedic and non medic /general group (20.1), the highest competence level in medic group (24.8) and the lowest in nursing paramedic (23.40. While the Focus Group Discussion result was agreed criteria and basic guide in remuneration system assessment in RSUD Malang Regency which have had Region Committee of Public Services status is score index with the judgment indicator : basic index, competency index, risk index, emergency index, position index and performance index.

Kata Kunci : Rumah Sakit,Badan Layanan Umum Daerah,Sistem Remunerasi,Hospital, Region Committee of Public Services, Remuneration System