Working Paper Series No. 6, Oktober 2007, First Draft
AUTHOR:
Johny J. Taroreh
Mubasysyir Hasanbasri
Haryono
ABSTRACT:
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 ofabsence 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 thecompensation 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. Keyword: Structural Employees, Compensation, Work Satisfaction
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