ZONE OF INTEGRITY (ZI)
- Integrity Zone is a predicate given to government agencies whose leaders and staff are committed to realizing WBK/WBBM through bureaucratic reform, particularly in terms of preventing corruption and improving the quality of public services;
- Corruption Free Area (WBK)
- WBK is a predicate given to a work unit/region that fulfills most of the change management, management arrangement, HR management system arrangement, strengthening supervision, and strengthening performance accountability
- Clean Serving Bureaucratic Area (WBBM)
- WBBM is a predicate given to a work unit/region that fulfills most of the change management, management arrangement, HR management system arrangement, strengthening supervision, strengthening performance accountability, and strengthening the quality of public services.
LEGAL BASIS OF INTEGRITY ZONE DEVELOPMENT (WBK & WBBM)
- Presidential Regulation Number 81 of 2010 concerning the Grand Design of Bureaucratic Reform 2010-2025
- Presidential Regulation Number 54 of 2018 concerning the National Strategy for Corruption Prevention
- Minister of State Apparatus Empowerment and Bureaucratic Reform Regulation Number 90 of 2021 concerning Development and Evaluation of Integrity Zones Towards
- A Corruption-Free Area and a Clean and Serving Bureaucratic Area in Government Agencies
INTEGRITY ZONE BUILDING MECHANISM
STRATEGIC STEPS TO DEVELOP THE INTEGRITY ZONE
LOGICAL FRAMEWORK FOR BUILDING THE INTEGRITY ZONE
- The construction of the Integrity Zone includes two components, namely the lever component and the yield component
- The lever component is an aspect of the work unit's internal governance
- The outcome component is how stakeholders perceive the impact/results of the changes that have been made to the lever area
- Through this model, it can be explained that the change management program, structuring governance, structuring HR management, strengthening performance accountability, strengthening supervision and improving the quality of public services are components of levers that are expected to produce clean and accountable government targets and excellent public service quality.
- In the aspect of leverage, there are two aspects, namely the fulfillment of reform.
- In the development of the Integrity Zone, each work unit carries out the development of 6 areas consistently and sustainably to bring about better changes in the quality of government governance so that the impact is that stakeholders can experience an increasingly excellent service quality and free from corruption.
ORGANIZATIONAL STRUCTURE
- Formation of the Integrity Zone Team based on the Decree of the Director of the Electronic Engineering Polytechnic Institute of Surabaya Number 21/PL14/KP/2022 concerning the Integrity Zone Team in the Electronic Engineering Polytechnic Institute of Surabaya Environment
- https://drive.google.com/drive/folders/1SKkfYGtb92e889Qf8eFGwbDxHoOFyiRz?usp=sharing
AREA
1. CHANGE MANAGEMENT
Destination :
Transforming organizational work systems and mechanisms as well as individual mindsets and culturesets to become more adaptive, innovative, responsive, professional, and with integrity so that they can meet the demands of the times and the increasing needs of society.
Conditions to be achieved:
- There is a change in mindset and work culture in the proposed work unit as an Integrity Zone towards WBK/WBBM
- Reduced risk of failure due to possible resistance to change
- Implementation of core values with character (service oriented, accountable, competent, harmonious, loyal, adaptive and collaborative)
2. ADMINISTRATION OF PROCEDURE
Destination :
Increase efficiency and effectiveness
Conditions to be achieved:
- Increased use of information technology in the process of implementing government management
- Increased efficiency and effectiveness of government management processes
- Improved work unit/work unit performance
3. HR MANAGEMENT SETUP
Destination :
Improving the professionalism of the human resources of the apparatus in the integrity zone towards WBK/WBBM
Conditions to be achieved:
- Increased obedience to the management of human resources of the apparatus
- Increased transparency and accountability of personnel HR management
- Increased effectiveness of personnel HR management
- Increased HR professionalism
4. STRENGTHENING ACCOUNTABILITY
Destination :
- Accountability for the success/failure of implementing programs and activities in achieving the mission and goals of the organization
- improve the capacity and accountability of the performance of government agencies
Conditions to be achieved:
- Improved performance of government agencies
- Increased accountability of government agencies
5. STRENGTHENING SUPERVISION
Destination :
Improving governance that is clean and free of KKN
Conditions to be achieved:
- Increased compliance with state financial management by each government agency
- Decreased level of abuse of authority in work units
- Improve system integrity in work units in an effort to prevent
