IMPLEMENTASI KEBIJAKAN PENILAIAN PRESTASI KERJA PEGAWAI NEGERI SIPIL DI SEKRETARIAT DAERAH KABUPATEN MALAKA PROVINSI NUSA TENGGARA TIMUR

The study focused on the Implementation of a policy of calm performance appraisal of civil servants in the Malaka District Secretariat. The purpose of this research is to identify and guarantee objectivity in the development of civil servants, not only as an administrative requirement for staffing in appointment and promotion, but also for the provision of benefits and sanctions, mutations, promotions and can also be used for education and training. So there is no impression that the implementation of the performance appraisal policy of civil servants will fail and will not be able to change the reality of civil servants coaching issues. The theory used in this study is the theory put forward by Van Meter and Van Horn (1975: 463) in Hill and Hupe (2002: 47) which has 6 (six’s) dimentions, namely standards and targets, resources, communication between implementing agencies, implementing characteristics, social, economic and political conditions, and implementing attitudes. The approach used in data analysis isthe SWOT analysis and Litmus Test which is to analyze the strategies that can be done in looking at policies on the assessment of civil servant work performance.The results of the study showed that the implementation of the performance appraisal policy of the PNS work at the Malaka Regency Regional Secretariat had not been carried out optimally. because there is still a lack of employees who understand how to fill the employee work targets (SKP). Seen from the standard dimentions and targets, resources, communication between implementing agencies, implementing characteristics, social conditions, economics and politics, and implementing attitudes. Suggestions from this research are to increase the commitment of employees in the implementation of performanceappraisal policies of civil servants in the Malaka Regency Regional Secretariat and there must be a change in the thinking patterns of existing employees, so as to be able to make an Employee Work Target (SKP) and responsibility in achieving performance every year.Keywords:implementation, policy, job performance assessment, civil servants