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Jabatan Perkhidmatan Awam
Laporan Tahunan 2017 Annual Report
84
PELAKSANAAN PROGRAM
INTENSIVE INTERVENTION FOR AVERAGE PERFORMER
(IIAP)
IMPLEMENTATION OF THE INTENSIVE INTERVENTION FOR AVERAGE PERFORMER (IIAP) PROGRAM
The Grand Beach Resort
Port Dickson
Kementerian Sumber Manusia dengan kerjasama
Bahagian Pengurusan Psikologi, Jabatan Perkhidmatan Awam
Anjuran
Organised by
b) Oleh kerana kepentingan sistem penilaian
prestasi (LNPT) dengan pelbagai aspek
pengurusan sumber manusia, maka konteks
keadilan dalam penilaian prestasi akan
diberi penekanan dalam modul program
bersama penyelia. Sehubungan itu juga,
pengurusan prestasi pegawai Perkhidmatan
Awam seharusnya tidak hanya tertumpu
kepada kemampuan pegawai melaksana dan
menyempurnakan tugasannya tetapi juga
aspek tingkahlaku dan sikap yang ditunjukkan
oleh pegawai.
b) Due to the importance of the performance
assessment system (LNPT) with various
aspects of human resource management, the
context of fairness in performance assessment
will be emphasised in the ‘programme with
supervisor’ module. In this regard, the
performance management of Public Service
officers should not only focus on the ability
of the officers to execute and complete their
duties but also on their demeanour and
attitude.
24-26
Mei 2017
Pengenalan IIAP
a) Penilaian prestasi melalui LNPT merupakan
aktiviti tahunan yang dilakukan sepanjang
masa dan memberi kesan berterusan kepada
warga organisasi. Justeru, penilaian prestasi
merupakan antara perkara terpenting dan
berkait rapat dengan pelbagai aktiviti dan
keputusan pengurusan sumber manusia
termasuk pertimbangan kenaikan gaji tahunan,
peluang kenaikan pangkat, peluang latihan
secara biasiswa penuh dan separa biasiawa
serta Anugerah Perkhidmatan Cemerlang.
Malahan bermula tahun 2015, pegawai yang
memperolehi markah LNPT kurang 60% akan
menjalani tempoh pemerhatian melalui
pelaksanaan Pekeliling Perkhidmatan Bil. 7
Tahun 2015.
IIAP INTRODUCTION
a) Performance assessment through LNPT is
an annual activity which has a continuous
impact on the organisation’s staff. Hence,
performance assessment is one of the most
important and relevant issues with various
human resource management activities and
decisions including considerations for annual
salary increases, promotion opportunities, full-
and partial-scholarship training opportunities
and the Excellent Service Awards. Starting 2015,
officers who scored less than 60% in their LNPT
will undergo observation periods through the
implementation of the Service Circulars No. 7
Year 2015.