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"Penelitian ini dilatarbelakangi oleh adanya transformasi pelayanan publik menuju Polri yang Presisi khususnya terkait perwujudan SDM yang unggul di era Police 4.0 yang dilaksanakan oleh Satuan Lalu Lintas Polresta Mamuju yang belum optimal. Masih ditemukan banyaknya pelanggaran yang dilakukan oleh anggota baik terkait dengan pungli maupun tidak professional dalam bertugas. Selain itu, juga masih banyaknya keluhan masyarakat terkait dengan kinerja Satuan Lalu Lintas Polresta Mamuju. Berdasarkan persoalan tersebut, penelitian ini ditujukan untuk menganalisa bentuk integritas personel, kompetensi personel serta balancing integritas dan kompetensi Satuan Lalu Lintas Polresta Mamuju dalam mewujudkan Polri yang Presisi.Pisau analisis dalam penelitian ini adalah teori keseimbangan, teori integritas, teori kompetensi, teori manajemen stratejik serta komsep Polri Presisi. Jenis penelitian ini adalah penelitian kualitatif dengan pendekatan eksploratif.Hasil penelitian ini menunjukkan bahwa bentuk integritas Satuan lalu Lintas Polresta Mamuju dalam mewujudkan Polri yang Presisi yakni berkomitmen tinggi untuk tidak KKN, jujur, bersikap adil, bekerja sesuai SOP, serta tidak menyalahgunakan wewenang dan jabatan. Adapun kompetensi yang dimiliki personel yakni pengetahuan terkait UU No. 22 Tahun 2009, keterampilan teknis pada bidang lalu lintas serta memiliki sikap dan perilaku yang professional, akuntabel dan bertanggung jawab. Strategi dalam membentuk balancing integritas dan kompetensi dapat ditempuh dengan melakukan reformasi birokrasi dalam mewujudkan SDM Polri yang unggul di era Police 4.0, memanfaatkan teknologi informasi sebagai sarana transfer knowledge, etika dan integritas dari role model kepemimpinan, memperkuat sistem operasional prosedur melalui kerjasama dengan lembaga pendidikan di luar Polri, serta melakukan pembenahan, perbaikan dan peningkatan kinerja berdasarkan dorongan semangat dari remunerasi dan control sosial.

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This research is motivated by the existence of a transformation of public services into a Precise Police, especially related to the realization of superior human resources in the Police 4.0 era carried out by the Mamuju Police Traffic Unit which has not been optimal. There are still many violations committed by members, both related to extortion and not being professional in their duties. In addition, there are still many public complaints related to the performance of the Mamuju Police Traffic Unit. Based on these problems, this research is aimed at analyzing the forms of personnel integrity, personnel competence and balancing the integrity and competence of the Mamuju Police Traffic Unit in realizing a Precision Police.

The analytical tools in this study are the theory of balance, the theory of integrity, the theory of competence, the theory of strategic management and the concept of Precision Police. This type of research is a qualitative research with an exploratory approach.

The results of this study indicate that the form of integrity of the Traffic Unit of the Mamuju Police Traffic Unit in realizing a Precision Police is a high commitment not to KKN, being honest, being fair, working according to SOPs, and not abusing authority and position. The competencies possessed by personnel are knowledge related to Law no. 22 of 2009, technical skills in the field of traffic and have a professional, accountable and responsible attitude and behavior. Strategies in establishing a balance of integrity and competence can be pursued by carrying out bureaucratic reform in realizing superior Polri human resources in the Police 4.0 era, utilizing information technology as a means of transferring knowledge, ethics and integrity from leadership role models, strengthening operational procedures systems through collaboration with educational institutions in outside the National Police, as well as carrying out reforms, improvements and performance enhancements based on encouragement from remuneration and social control."

"Latar belakang: Sejak lepas dari TNI berdasarkan Keputusan Presiden Nomor 89 Tahun 2000 dan dipertegas dengan TAP MPR No. VI/MPR/2000, POLRI terus berusaha memperbaiki diri, mengambil langkah-langkah reformasi menuju Polri yang bermoral, profesional, modern, dan mandiri, dengan melakukan pembenahan berkelanjutan pada tataran struktural, instrumental, dan kultural. Salah satunya adalah perbaikan citra anggota jajaran Polri yang sempat terpuruk dan rendahnya kepercayaan masyarakat atas institusi kepolisian melalui perbaikan perilaku dan pembentukan pola pikir.Tujuan: Bahan masukan pada upaya perbaikan citra Polri melalui pembinaan perilaku anggota Polri secara intensif, sistematis, berencana dan konsepsional.Metode penelitian: Penelitian dilakukan dengan metode kualitatif yang didukung dengan pendekatan secara yuridis dan manajerial, melalui eksplorasi data pelanggaran dan penanganan anggota jajaran Mako Korbrimob Kelapa Dua, dipadukan dengan data penelitian, serta memperhatikan literatur ilmiah yang empiris dengan masalah penelitian.Hasil temuan penelitian: Perilaku menyimpang dan pelanggaran secara dominan dilakukan oleh anggota dalam jenjang Bintara, dengan asumsi kurang matangnya mental dan kedewasaan pola pikir serta budaya perilaku akibat kesenjangan kualitas pendidikan dan pelatihan kepribadian (lack of quality of personalization education and training) dalam pembebanan wewenang dan tugas kepolisian. Diperlukan sebuah pola pembinaan mental dan perilaku anggota Polri yang dapat mengenali faktor-faktor yang mempengaruhi perilaku didukung dengan pembenahan dalam sistim pembinaan yang holistik sejak perekrutan anggota sampai penempatan kedinasan, penguatan solidaritas positif kesatuan, faktor kepemimpinan yang kredibel, pembinaan rohani dan mental, serta bimbingan personel yang terstruktur, sistematis, konsepsional, dan tepat sasaran.Kesimpulan dan saran: Keberhasilan pola pembinaan anggota harus ditunjang dengan kesadaran untuk melaksanakan sebuah sistem organisasi yang bersih dan didukung oleh peningkatan kesejahteraan dan upaya pengembangan kemampuan melalui perubahan struktur dan sistem pendidikan. Pola pembinaan yang komprehensif dan berkesinambungan sejak awal sampai dengan pengakhiran dinas diprogramkan berdasar kompetensi manajemen personel, penghargaan dan penghukuman, serta penguatan mental melalui bimbingan spiritual dan psikologis, diikuti langkah pengawasan dan pengendalian serta adanya kontrol sosial.

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Backgrounds: Since release from Indonesian National Army according to President?s Decree effectively in 2000, Indonesian Police keep on trying to re-improve itself from inside by taking some reformation steps to become morally, professional, modern, and self-establishment Police Institution. One of the reform objectives is to fix its image and public trust whichever being believed that Police is such as Law Enforcer with arrogant Power and Strength by taking steps in behavior and mindset building.Aims: To contribute to the re-improvement of Police image by intensively, systematically, well planned, and conceptually officers? behavior building.Research Methodology: The research using qualitative methodology and contribute by legal and management approach in the way to explore in deviant and problems handling data from Sat Intel Mako Korbrimob Kelapa Dua, combining with research results and empirical literatures review.Results: Police deviance behavior is dominated by officer in field operation known as Bintara grade, which assumed that is just because of mental, mindset, dan pattern of conduct factors not match with the pressure of police tasks and duties being burdenend in case of lack of education and trainings. Therefore it is needed an officers? behavior building which could optimally reach if Police Department has a building system which can recognize the influence factors of behavior and being supported by a holistic system reform of candidate recruitment, placement strategy, groups positive solidarity strengthen, good credibility of leadership, spiritual and mental strengthen, and also personnels brief which concerning psychological and religion norms, and if there?s a competencies police management.Conclusions: Police officers? mental and behavior building must be supported by a inner conciousnes to run the clean and transparent organization and also there is a guarantee to increase the welfare and to improve the skills and intellectuality of all officers."

"Karya tulis ini memaparkan mengenai reaksi non formal masyarakat terhadap penyalahgunaan wewenang yang dilakukan oleh anggota Polri. Pada dasarnya, karya tulis ini bergerak dari pendapat masyarakat yang melihat terjadinya penyimpangan dan penyalahgunaan wewenang yang dilakukan oleh anggota Polri. Bentuk pendapat ini dalam arti lain disebutkan sebagai persepsi masyarakat atau cara pandang masyarakat terhadap sebuah objek yaitu penyalahgunaan wewenang yang dilakukan oleh anggota Polri. Karya tulis ini juga menggambarkan bagaimana reaksi non formal ini akan berperan dalam masyarakat sebagai sebuah kontrol sosial berdasarkan pada teori kontrol soosial Ivan F. Nye dalam meminimalisir terjadinya penyalahgunaan wewenang. Kontrol sosial yang dibangun dalam masyarakat seharusnya bisa berperan untuk pemangku kebijakan dalam mengambil kebijakan.

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This article describe about the public non formal reaction have against the abuse of authority by Indonesian National Police. Basically this article start from the public idea that sees abuse of authority by Indonesian National Police. The thesis laid its foundation on a public opinion which sees the occurrence of deviance and abuse of authority conducted by Indonesia National Police 39 s personnel. This assumption can also be seen as public 39 s perception or point of view regarding an object , which is an abuse of authority by Indonesia National Police 39 s personnel. The author tries to describe how this non formal reaction acts as a social control in society, based on Social Control Theory by Albert J. Reiss and Ivan F. Nye in order to minimize the occurrence of authority abuse. The social control, which is developed inside the society should be adequate to act as stakeholder in the realm of policy making."

"ABSTRAKPermasalahan dalam pengadaan barang/jasa sering terjadi karena faktor kompetensi sumber daya manusia. Penelitian ini bertujuan untuk menganalisis kompetensi Anggota Kelompok Kerja Unit Layanan Pengadaan (Pokja ULP) dengan berbasis risiko dalam rangka meningkatkan kinerja pengadaan. Analisis kompetensi dilakukan dengan mengidentifikasi faktor-faktor risiko dalam tugas dan kewenangan Pokja ULP, kemudian dianalisis sehingga diketahui risiko dominan. Terhadap risiko yang dominan kemudian dirumuskan respon preventif dan korektif. Penelitian ini menghasilkan kompetensi Anggota Pokja ULP pada aspek pengetahuan dan keterampilan berdasarkan risiko tersebut. Hasil penelitian ini kiranya dapat dipergunakan dalam rangka pengembangan standar kompetensi bagi Anggota Pokja ULP.

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ABSTRACT

The main problem in a procurement process is often caused by human competency factor. This research aimed to analyze Procurement Service Unit Working Group Members competency through risk based analysis to increase procurement performance. Competency analysis was conducted by identifying risk factors within their duties and authorities, and then was analyzed to determine the dominant risk in order to generate preventive and corrective response. This research resulted in the competency in knowledge and skill aspect based on the risk. This result is expected to be beneficial in the development of competency standard for Procurement Service Unit Working Group Member."

"As one indicator for measuring the success of district autonomy is the government in serving citizen an lead the to a better life. In fact,district government's work has not met the expectation that they still can not serve people optimally

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"As a valuable asset, employee have very important role in the growth and development of organization. This is parallel to Todaro (1997: 5) that human resources of a nation is the most determining factor for character, social development speed and economy of a nation. Only with certain characteristic of human resources can fulfill the organizational aim. The assumed characteristic to be possessed by each human resource in order to the best performance for the organization is competence.Various definition of competence developed with the progress of science, in particular the human resources management. But the main theme of these various definition of competence lead to two point of views, the first view focused on examinable behavior and the second one is the fundamental individual characteristic which determined the behavior. In this research, competence is behavioral, attitude and certain characteristic dimensions possessed by employees in conducting various works to produce effective, outstanding or superior output or performance. In order to determine employees' competence, one of the methods used is questioners with questions on competence dimensions. Employees are asked for self-appraisal based on proficient or competence degree in conducting a task as mentioned in the questions.From this point of view, the writer is interested to conduct a research on employees' competence in supporting effective performance for organization. Competence variable in used refer to Loma's framework variable. Dimensions in this variable assumed can describe employees' competence, comprised of seven dimensions and developed into sixteen indicators. These dimensions are interaction skill, work orientation, self management skill, and openness to new experience, cognitive abilities, perceptual abilities and business knowledge.To gain a more concrete picture of employees' competence, descriptive analysis is used based on quantitative data acquired from respondents. Instrument in use to collect data from respondents is questioners on competence variable dimensions comprised of 42 questions. After going through validity test using Product Moment Pearson test, only 40 questions are valid to standard with correlation score 0.3. While through reliability test of Alpha Cronbach a reliability coefficient of 0.939 is reached which fulfill the reliability requirement of minimum 0.70. The score distribution of respondents show the existence of unequal distribution of scoring given by respondents to questions of competence which given stratified choices. This also describe there is different varied position of respondents (staffs and officers) and there is difference in knowledge, skill and work experience level. Generally, respondents give quite important, important and very important scoring to competence dimensions. However, there are still respondents giving score of unimportant or less than important to certain items in competence dimensions. This grading shows the mapping of employees competence position which rated to be in a quite high level as the mean score show >3.17 to 4.36.From these seven competence dimensions, 108 respondents grade orientation dimension to work as important dimension and very important in supporting effective performance or about 71% or total respondents. The business knowledge dimension was graded to be important by the lowest percentage of respondents, about 46%.Through factor analysis, the item stated to have loading factor score >0.5 formed ten factors which can explain 75.056% variation out of 40 competence questions. While the items with loading factor score <0.5 cannot be classified to any factor formed, these items are questions numbered 2, 12. 13, 14, 16 and 22. The rest are included in 10 factors formed."

"This study examines the influence of competency and motivation towards the performance of echelon III and IV structural officials at State Secretariat of the Republic of Indonesia. It refers to the Competence Theory proposed by Spencer and Spencer, Intrinsic Motivation Theory by Frederick Herzberg and Performance Theory by Gomez. The background of the study is the important and strategic position, role and existence of State Secretariat of the Republic of Indonesia as the filter or the last gate in the policy and decision making process made by the President and the Vice President that must be supported by staffs/officials who possess competency and high motivation so that they can influence the decisions made by leaders in a fast, correct and accurate way.The goal of the study is to find out the influence of competency and motivation toward the performance of echelon III and IV structural officials at State Secretariat of the Republic of Indonesia. The research adopts quantitative, descriptive analysis methodology. The population of the research is echelon III and IV structural officials at State Secretariat of the Republic of Indonesia. Stratified random sampling technique was used. Data collection was done by distributing questionnaires using interval data and semantic differential scale. Questionnaires validity test was done by using Pearson Correlation or Product Moment. As for reliability test, Cronbach (Alpha) was used. Hypothesis was tested by using linear regression and doubled regression.The result of the study indicates that there is significant influence of competency towards the performance of echelon III and IV structural officials at State Secretariat of the Republic of Indonesia, thus rejecting the null hypothesis and accepting the alternative hypothesis. Meanwhile, the test result of the influence of motivation towards the performance shows that there is significant influence of motivation towards the performance of echelon III and IV structural officials at State Secretariat of the Republic of Indonesia; thus, rejecting the proposed null hypothesis and accepting. There is also a significant influence of competency and motivation towards the performance of echelon III and IV structural officials at State Secretariat of the Republic of Indonesia; thus, rejecting the proposed null hypothesis and accepting the alternative hypothesis which states that there is a positive and significant influence of competency and motivation towards performance of echelon III and IV structural officials at State Secretariat of the Republic of Indonesia.

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Tesis ini membahas Pengaruh Kompetensi dan Motivasi terhadap Kinerja Pejabat Struktural Eselon III dan IV di Sekretariat Negara Republik Indonesia. Penelitian ini mengacu pada teori kompetensi yang dikemukakan oleh Spencer & Spencer, teori motivasi intrinsik oleh Frederick Herzberg, dan teori kinerja yang dikemukakan oleh Gomez. Latar belakang penelitian tesis ini adalah posisi, peran, dan kedudukan Sekretariat Negara Republik Indonesia yang sangat penting dan strategis serta sebagai filter/pintu terakhir dalam proses perumusan kebijakan dan pengambilan keputusan oleh Presiden dan Wakil Presiden harus didukung oleh pejabat/pegawai yang memiliki kompetensi dan motivasi yang tinggi sehingga kinerja yang dihasilkan memberikan dampak terhadap keputusan yang diambil pimpinan secara cepat, tepat, dan akurat.Tujuan penelitian ini adalah untuk mengetahui pengaruh kompetensi terhadap kinerja pejabat struktural eselon III dan IV di Sekretarait Negara RI, pengaruh motivasi terhadap kinerja pejabat struktural eselon III dan IV di Sekretariat Negara RI, serta pengaruh kompetensi dan motivasi terhadap kinerja pejabat struktural eselon III dan IV di Sekretariat Negara RI. Pendekatan penelitian ini adalah kuantitatif dengan analisis deskriptif. Populasinya adalah pejabat struktural eselon III dan IV di Sekretariat Negara RI. Teknik pengambilan sampel adalah stratified random sampling. Metode pengumpulan data dilakukan survei dengan penyebaran kuesioner menggunakan data interval serta menggunakan skala semantic defferential. Uji validitas kuesioner dengan Pearson Correlation atau Pruduct Moment, sedangkan uji relaibilitas dengan Cronbach (Alpha). Hipotesis diuji dengan menggunakan regresi linear dan regresi berganda.Berdasarkan hasil pengolahan data, terdapat pengaruh yang signifikan antara kompetensi terhadap kinerja pejabat struktural Eselon III dan IV di kantor Sekretariat Negara RI. Hal ini berarti menolak hipotesis nol dan menerima hipotesis alternatif. Pengujian pengaruh motivasi terhadap kinerja, diperoleh hasil temuan bahwa terdapat pengaruh yang signifikan antara motivasi terhadap kinerja pejabat struktural eselon III dan IV di Sekretariat Negara RI. Hal ini berarti hipotesis nol yang diajukan ditolak dan hipotesis alternatif diterima. Terdapat pengaruh yang signifikan antara kompetensi dan motivasi terhadap kinerja pejabat struktural eselon III dan IV di Sekretariat Negara RI. Hal ini berarti hipotesis nol ditolak, dan menerima hipotesis alternatif yang menyatakan bahwa terdapat pengaruh yang positif dan signifikan antara kompetensi dan motivasi terhadap kinerja."

"ABSTRAKDari hasil residensi ternyata pelaksanaan supervisi kepala ruangan di ruang rawat inap Rumah Sakit Umum Daerah Pasar Rebo Jakarta belum dilakukan secara optimal.Penelitian ini bertujuan untuk mengindentifikasi tingkat kompetesi supervisi kepala ruangan dalam area personil keperawatan, lingkungan dan peralatan, asuhan keperawatan serta pendidikan dan pengembangan staff.Penelitian ini merupakan penelitian deskriptif analitik dengan pendekatan kualitatif dan bersifat kross seksional. Pengambilan data primer dilakukan dengan mengadakan wawancara yang mendalam dan data sekunder didapatkan dari pengumpulan dokumen-dokumen terkait. Sampel dalam penelitian ini sebanyak 25 orang yang terdiri dari 6 orang kepala ruangan, 12 orang pelaksanan perawatan serta 1 orang ketua komite perawatan.Hasil penelitian ini menunjukkan bahwa uraian tugas kepala ruangan di ruang rawat inap sudah ada, tetapi belum sesuai dengan standar (Departeren Kesehatan Republik Indonesia Gilles, Bittel, Swansburg). Hal ini mungkin disebabkan karakteristik kepala ruangan di ruang rawat inap adalah lulusan SPK dan bidan serta belum pernah mendapatkan pembekalan manajemen keperawatan. Mengenai skore kompetensi supervisi kepala ruangan dalam area personil keperawatan kurang sekali s/d sedang, di area lingkungan dan peralatan sedang s/d baik, area asuhan keperawatan kurang s/d cukup serta di area pendidikan dan pengembangan staf kurang s/d cukup. Dengan demikian dapat isimpulkan bahwa kompetensi supervisi kepala ruangan rawat inap di Rumah Sakit Umum Daerah Pasar Rebo Jakarta masih perlu ditingkatkan.Saran penelitian ini adalah perlunya dilakukan penambahan pengetahuan manajemen keperawatan bagi kepala ruangan, melengkapi uraian tugas, kaderisasi kepala ruangan dan memperbaiki komposisi tenaga keperawatan di rumah sakit.Selanjutnya perlu diteliti faktor-faktor yang mempengaruhi 1). Kompetensi supervisi kepala ruangan disetiap area dan 2). Kualitas asuhan keperawatan di rumah sakit.ABSTRACT

The former internship conducted at Pasar Rebo Hospital found that supervision conducted by the Ward Head Nurse can still be improved.

This study aimed to identify the effects of job descriptions and profile of the Ward Head Nurse on the levels of supervision in the area of nursing personnel, environment & facility and nursing care as well as training & developing of staff.

The methodology was cross sectional, using qualitative approach. Data collection was done by indepth interview and secondary data was obtained through analyzing relevant documents.

The study interviewed 25 staff consisted of 6 Ward Head Nurse, 18 nurses and the chief of nursing committee. The study found that job description of Ward Head Nurse is available, yet not according to the Department of Health standards.

The supervisory competency of Ward Head Nurse in the area of nursing personal is ranged : from very low to moderate, in the area of environment & facility : from moderate to good, in the area of nursing care : from low to moderate and the area of staff' development & training from : low to moderate. This concludes that supervisory competency of Ward Head Nurse at the studied hospital needs to be improved."

"Berdasarkan Peraturan Menteri Pendidikan Nasional Nomor 12 Tahun 2005 Tentang Organisasi dan Tata Kerja Inspektorat Jenderal Departemen Pendidikan Nasional, Inspektorat Jenderal Depdiknas mempunyai tugas melaksanakan pengawasan terhadap pelaksanaan tugas di lingkungan Depdiknas. Pada tahun 1996 perjalanan karir aparat pengawasan memasuki babak Baru dengan terbitnya Surat Keputusan Menteri Pendayagunaan Aparatur Negara (Kepmenpan) Nomor 19/1996 Tentang Jabatan Fungsional Auditor (JFA) dan Angka Kreditnya. Dengan terbitnya Kepmenpan ini maka pemeriksa yang semula merupakan pejabat struktural menjadi pejabat fungsional auditor. Hal yang penting dalam regulasi ini, tingkat pendidikan formal seorang auditor menjadi sangat menentukan pencapaian pangkat dan jabatan, disamping Pelatihan Sertfikasi JFA. Perubahan ini membawa konsekuensi terjadinya kesenjangan kompetensi auditor. Penelitian ini bertujuan untuk mengetahui secara mendalam tentang persepsi auditor Inspektorat III Inspektorat Jenderal Depdiknas terhadap Pendidikan dan Pelatihan Sertifikasi JFA kaitannya dengan peningkatan kompetensi auditor pendidikan.Kajian pustaka mengindikasikan bahwa kompetensi seseorang dipengaruhi oleh tingkat pendidikan serta pelatihan yang diterimanya. Pada penelitian ini indikator kompetensi mengacu pada batasan tentang kompetensi Spencer and Spencer (1993 ; 9 - 11) menggambarkan karakteristik kompetensi menjadi lima, yaitu: 1) Motives (Motif), adalah sesuatu dimana seseorang secara konsisten berpikir sehingga ia melakukan tindakan. 2) Traits (Karakter) adalah watak yang membuat orang untuk berperilaku atau bagaimana seseorang merespon sesuatu dengan cara tertentu, 3) Self Concept (Konsep Diri) adalah sikap atau nilai-nilai yang dimiliki seseorang. 4) Knowledge (Pengetahuan) adalah informasi yang dimiliki seseorang untuk bidang tertentu. Pengetahuan merupakan kompetensi yang komplek. Dan 5) Skill (Keterampilan) adalah kemampuan untuk melaksanakan suatu tugas tertentu baik secara fisik maupun mental.Penelitian dilakukan dengan pengumpulan data dengan tiga Cara yakni melakukan studi kepustakaan, pemberian kuesioner (angket) digunakan instrumen penelitian yang disusun menurut model Skala Likert dan wawancara kepada key informan yaitu : Inspektur Jenderal Depdiknas selaku pimpinan tertinggi di Inspektorat Jenderal Depdiknas dan Kepala Pusat Pendidikan dan Pelatihan Pengawasan Badan Pengawasan Keuangan dan Pembangunan (BPKP) selaku pimpinan lembaga yang mengadakan sertifikasi Jabatan Fungsionai Auditor. Penelitian dilakukan terhadap seluruh auditor pada Inspektorat III inspektorat Jenderal Depdiknas yang seluruhnya berjumlah 71 orang dikurangi 2 orang yaitu : I orang sakit tetap dan I peneliti sehingga rnenjadi 69 responden. Tingkat respon responden maksimal dengan pengembalian instrumen mencapai 100%.Bardasarkan analisis statistik menunjukkan : Dengan tingkat kepercayaan 95%, terdapat hubungan (korelasi) yang berarti antara pendidikan dengan kompetensi auditor pendidikan dengan tingkat hubungan cukup dan positif, sementara itu tingkat pengaruh pendidikan terhadap kompetensi auditor pendidikan adalah 20,43%. Terdapat hubungan (korelasi) yang berarti antara pelatihan sertifikasi JFA dengan kompetensi auditor pendidikan dengan tingkat hubungan cukup dan positif, sementara itu tingkat pengaruh pelatihan sertifikasi JFA terhadap kompetensi auditor pendidikan adalah 28,62%. Demikian pula, terdapat hubungan (korelasi) yang berarti antara pendidikan dan pelatihan sertifikasi JFA dengan kompetensi auditor pendidikan dengan tingkat hubungan kuat dan positif, sementara itu pengaruh tingkat pendidikan dan pelatihan sertifikasi JFA terhadap kompetensi auditor pendidikan adalah 40,20%.Untuk meningkatkan kompetensi auditor pendidikan perlu dilaksanakan peningkatan kualitas auditor pendidikan melalui jalur pendidikan formal dalam bentuk penugasan belajar pada jenjang Sarjana maupun Pascasarjana dalam program-program studi yang relevan dengan pengawasan. Perlu pelatihan tambahan yang dapat meningkatkan kompetensi auditor pendidikan. Pimpinan Inspektorat Jenderal Depdiknas juga perlu berperan aktif dalam memotivasi dan memfasilitasi peningkatan kompetensi auditor pendidikan yang harus menguasai berbagai aspek pemeriksaan, baik administasi pendidikan (keuangan, perlengkapan, kepegawaian) maupun substansi pendidikan (pendidikan dasar, pendidikan menengah, dan pendidikan tinggi).

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On the basis of Ministerial Regulation of Minister of National Education Number 12 year 2005 Regarding Organization and Work Guidance of Department of National Education Inspectorate General which have its job to undertake monitoring of assignment implementation in Department of National Education. In 1996 career of audit official entered a new era with the issuance of Decree of Minister of Government Official Empowerment (Kepmenpan) Number 19/1996 Regarding Position of Functional Auditor (JFA) and its Credit Point. With the issuance of this Ministerial Decree (Kepmenpan), an auditor who formerly regarded as structural officer now shifted to functional auditor. The important part of this regulation is that an auditor's formal education is a very influential in achieving ranks and positions beside JFA Certification Training. This change creates a gap in auditors' competence. This research is aimed to deeply comprehend perception of Inspectorate Ill auditors, Department of National Education inspectorate General towards JFA Certification Education and Training with regards to improvement of Educational auditors' competence.

The library research indicates that a person's competence is influenced by his/her education and training. In this research the indicator of competence refers to Spencer and Spencer's limitation of competence (1993 ; 9 - 11) reflecting characteristics of competence under 5 characteristics, namely: 1) Motives, something(s) that make(s) a person consistently thinks and performs actions. 2) Traits is certain personality which makes a person behaves or shows how a person responds to something in certain ways, 3) Self Concept is attitude or values holds by a person. 4) Knowledge is information possessed by a person in certain fields. Knowledge is a complex competence. And 5) Skill is capability to execute certain job(s) physically and mentally.

The research was conducted by collecting data in three ways namely library study, questionnaire, the instrument used is questionnaires arranged based on Likert's model scale and interview to the key informant-Department of national education inspector general, and the highest official in department of National education Inspectorate General and Head of Auditing Educational and Training Center of Financial and Development Supreme Audit (BPKP) as the guidance body that holds certification of Functional auditor Post. This research is conducted to all auditors of Inspectorate III, Department of National Education Inspectorate General totaling 71 persons minus 2 persons due to permanent illness (1) and researcher (1) equal to 69 respondents. The level of respond of these respondents is maximum with 100% instrument return.

The statistic analysis show as follows: with 95% level of trust, there is a significant correlation between competence of Educational Auditor with a positive correlation, while the influence of education on the competence of educational auditor is 20,43%. There is a significant correlation between JFA Certification training and competence of Educational auditor with a relatively positive relationship, while the influence of JFA Certification towards competence of Educational auditor is 28,62%. Similarly there is a significant correlation beteen JFA Certification training and competence of Educational auditor with a strong and positive level of relationship, while the influence of JFA certification education and training towards competence of educational auditors is 40,20%.

To improve competence of educational auditors, a quality improvement is needed through formal education and study assignment in the undergraduate as well as post graduate programs in subjects relevant to audit and monitoring. Additional training should be carried out in order to improve competence of Educational Auditor. Chief of Department of National Education Inspectorate General need also to actively take parts in motivating and facilitating competence improvement of Educational Auditors who must master various aspects of auditing, not only educational administration (financial, Equipments, officials) but also substantial of education (basic education, intermediate education, and higher education)."