[ABSTRAK
Upaya pemerintah memperbaiki kinerja Pegawai Negeri Sipil (PNS) mulaiditerapkan pada program Reformasi Birokrasi. Merujuk pada Peraturan Presiden(Perpres) No. 81 tahun 2010 tentang Grand Design Reformasi Birokrasi 2010–2025 dan Peraturan Menteri Pendayagunaan Aparatur Negara dan ReformasiBirokrasi (Permenpan&RB) No. 20 Tahun 2010 tentang Road Map ReformasiBirokrasi 2010-2014, salah satunya Penataan Sistem Manajemen SDM Aparaturmelalui budaya kerja.Proses adopsi budaya kerja oleh PNS menggunakan teori Proses Difusi InovasiEverett M. Rogers. Evaluasi dari implementasi proses difusi inovasi denganmodel konsep struktur Howard Greenbaum.Penelitian menggunakan pendekatan kualitatif, dengan strategi penelitian studikasus.Hasil penelitian mengungkapkan penggunaan saluran komunikasi, dimensi jangkawaktu serta perilaku dan komitmen pimpinan merupakan hal penting bagi PNSdalam mengadopsi, merubah pola pikir dan perilaku sesuai dengan budaya kerjayang berlaku.Evaluasi saluran komunikasi proses difusi inovasi mempengaruhi tercapainyatujuan organisasi. Evaluasi bertujuan agar proses difusi inovasi berjalanberkesinambungan hingga tercapainya perubahan perilaku PNS.

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ABSTRACT
Government effort towards upgrading the work performance of Civil Servantshas been implemented in the Bureaucratic Reformation program. Referring to thePresidential Regulation number 81, 2010 about the Grand Design of the 2010–2025 Bureaucratic Reformation and the Minister for the Empowerment of StateApparaturs Regulation and Bureaucratic Reformation number 20, 2010 about theRoad Map of the 2010-2014 bureaucratic Reformation, which covers theArrangement of the Apparaturs Human Resources Management System throughwork culture.The adoption process of work culture by the Civil Servants applies the DiffusionInnovation Process theory of Everett M. Rogers. The evaluation of the processimplementation applies the structural concept model of Howard Greenbaum.The research uses qualitative approach, along with the case study researchstrategy.The result of this research reveals the uses of communication channels, timeframe dimension, and the importance of the leaders' behaviour and commitmentfor Civil Servants (PNS) in order to adopt and change their behaviour and way ofthinking which are more appropriate to the standard work culture that holds true.The evaluation of communication channels of the diffusion innovation processinfluences the organization goals. The evaluation aims at the continuous diffusioninnovation process to change the Civil Servants' behaviour, Government effort towards upgrading the work performance of Civil Servantshas been implemented in the Bureaucratic Reformation program. Referring to thePresidential Regulation number 81, 2010 about the Grand Design of the 2010–2025 Bureaucratic Reformation and the Minister for the Empowerment of StateApparaturs Regulation and Bureaucratic Reformation number 20, 2010 about theRoad Map of the 2010-2014 bureaucratic Reformation, which covers theArrangement of the Apparaturs Human Resources Management System throughwork culture.The adoption process of work culture by the Civil Servants applies the DiffusionInnovation Process theory of Everett M. Rogers. The evaluation of the processimplementation applies the structural concept model of Howard Greenbaum.The research uses qualitative approach, along with the case study researchstrategy.The result of this research reveals the uses of communication channels, timeframe dimension, and the importance of the leaders' behaviour and commitmentfor Civil Servants (PNS) in order to adopt and change their behaviour and way ofthinking which are more appropriate to the standard work culture that holds true.The evaluation of communication channels of the diffusion innovation processinfluences the organization goals. The evaluation aims at the continuous diffusioninnovation process to change the Civil Servants' behaviour]