Employee Performance Accountability Target Indicators

This study uses an evaluation method with a quantitative descriptive approach, with some respondents being State Civil Apparatuses who had received the services of the Personnel, Education and Training Agency (BKPP). The secondary data uses the Banjarbaru City BKPP performance report document. The information and facts obtained are then read, analyzed, and interpreted to draw conclusions. The results showed that the accountability of the performance of the Banjarbaru City BKPP was that the Performance Accountability of the Banjarbaru City Personnel, Education and Training Agency in general tended to be good as measured by two main indicators, namely the arrangement of personnel resources and the quality of personnel administration services. The indicator of the arrangement of personnel resources is measured using three The the of personnel The the arrangement of personnel resources is measured

This study uses an evaluation method with a quantitative descriptive approach, with some respondents being State Civil Apparatuses who had received the services of the Personnel, Education and Training Agency (BKPP). The secondary data uses the Banjarbaru City BKPP performance report document. The information and facts obtained are then read, analyzed, and interpreted to draw conclusions. The results showed that the accountability of the performance of the Banjarbaru City BKPP was that the Performance Accountability of the Banjarbaru City Personnel, Education and Training Agency in general tended to be good as measured by two main indicators, namely the arrangement of personnel resources and the quality of personnel administration services. The indicator of the arrangement of personnel resources is measured using three items. The indicator of the arrangement of personnel resources is measured using three items. The indicator of the arrangement of personnel resources is measured using three items.

INTRODUCTION
One of the crucial issues in local government is accountability and transparency, which are still relevant and interesting to study. Until now, the method that aims to assess the performance of the Banjarbaru City Personnel, Education and Training Agency. Sources of data in this study were some of the State Civil Apparatus who had received the services of the Banjarbaru City Personnel, Education and Training Agency and had knowledge and information about the performance of the Banjarbaru City Personnel, Education and Training Agency during the research period. The data or information analyzed in this study is an overview, performance productivity, service quality, and accountability of the Banjarbaru City Personnel, Education and Training Agency. This research data collection technique uses a questionnaire by distributing questionnaires according to the problem or problem being studied and collecting secondary data through the documentation available at the Banjarbaru City Personnel, Education and Training Agency. Data analysis used a quantitative descriptive approach, namely studying, analyzing and analyzing the data, information and facts that the researchers obtained and then the data was read, analyzed, and interpreted to draw a conclusion (Suharsimi, 2006;Sugiyono, 2010).

RESULTS AND DISCUSSION
Regional Regulation Number 10 of 2016 concerning the Formation and Structure of the Banjarbaru City Regional Apparatus serves as the basis and reference in the formation of the Banjarbaru City Personnel, Education and Training Agency organization. The regulation was then strengthened by the issuance of Banjarbaru Mayor Regulation Number 51 of 2016 concerning Position, Organizational Structure, Main Duties, Functions and Work Procedures of the Banjarbaru City Personnel, Education and Research Agency (bkpp.banjarbarukota.go.id, nd).
Based on the Mayor's Regulation, the Personnel, Education and Training Agency has the main task of assisting the Mayor in carrying out the supporting functions of Government Affairs in the Field of Personnel, Education, and Training which are the authority of the Banjarbaru City Region. To maximize these main tasks, the Agency for Personnel, Education and research is guided by its functions, namely: a) Formulation of technical policies in the field of Personnel, Education and Training; b) Implementation of technical support tasks in the field of Personnel, Education and Training; c) Monitoring, evaluation and reporting on the implementation of technical support tasks in the field of Personnel, Education and Training; d) Technical guidance in the field of Personnel, Education and Training; and e) Implementation of other functions given by the Mayor in accordance with his duties and functions (bkpp.banjarbarukota.go.id, nd).
In carrying out its main functions, the Banjarbaru City Personnel, Education and Training Agency is supported by the quantity and quality of existing resources. Until the end of December 2020, the existing resources at the Banjarbaru City BKPP were 52 employees. So that from the number of existing employees, the main function of BKPP can run as planned (bkpp.banjarbarukota.go.id).
Of the 52 employees, 35 are Civil Servants (PNS), 3 are non-permanent employees, and 14 are contract workers. The condition of employees of the Banjarbaru City Personnel, Education and Training Agency based on rank group consists of group IV as many as 5 people, group III as many as 25 people, group II as many as 4 people, and group I as many as 1 person. The condition of the Banjarbaru City Personnel, Education and Training Agency employees based on education consists of 5 people with master's education, 30 people with undergraduate education, 7 people with diploma education, and 10 people with high school education (bkpp.banjarbarukota.go.id).
With an adequate number of resources, the Banjarbaru City BKPP can certainly maximize its performance in providing services. However, as an effort to improve the performance of BKPP, monitoring is needed to measure its accountability. Furthermore, the accountability of the Banjarbaru City BKPP is measured by indicators of organizational capability in providing services in the field of personnel, education and training to all civil servants within the Banjarbaru City Government.
From the results of distributing questionnaires about the accountability of BKPP services in Banjarbaru City, the data obtained are as follows: Seen in the table shows the opinion of respondents regarding the accountability of the service delivery of the Banjarbaru City Personnel, Education and Training Agency as many as 41 people stated that they were accountable or equal to 78 percent, 8 people stated that they were quite accountable or equal to 20 percent, and 1 person stated that they were not accountable or equal to 1 percent. This means that there is a tendency that the provision of services in the field of Personnel, Education and Training to all Civil Servants in the Banjarbaru City Government is accountable.
The results of the research that have been presented above are then compared with the findings that the researchers obtained from the Performance Report document of the Banjarbaru City Personnel, Education and Training Agency for 2020, as presented in the following description.
The measurement of the achievement of performance indicators is carried out by comparing the target of the main performance indicators and the realization of the main performance indicators that have been stipulated in the Performance Agreement document, so that the gap or gap in performance is known. Based on the difference in performance, an evaluation is carried out in order to get the right strategy to improve performance in the future. Measurement of the main performance indicators of the Banjarbaru City Personnel, Education and Training Agency.
The main performance measurement indicators used by the Banjarbaru City Personnel, Education and Training Agency so far include two indicators, namely increasing the arrangement of personnel resources and increasing the quality of personnel administration services. The targets and realization of the two strategic target achievement indicators are described as follows:

Apparatus Resource Management
The results of the performance accountability research of the Banjarbaru City Personnel, Education and Training Agency regarding targets and realization of apparatus resource management are presented in the following table: Based on table 2 above, it can be seen that the achievement of the target of increasing apparatus resource management is 106.46% which can be stated on a scale that the performance achievement is very high. The first target is to increase the management of personnel resources, supported by 3 (three) main performance indicators, each of which is nearing the final target of the Regional Medium Term Development Plan (RPJMD).
Managerial Training can be seen in the implementation of Level II, III and IV Leadership Training and the implementation of Pre-service Training. At the beginning of 2020 the implementation of the Leadership Training which uses the participation system with the BPSDM of South Kalimantan Province is targeted to be followed by 52 Structural Officials and realized only 46 Structural Officials, this is due to the limited participation quota provided by the Human Resources Development Agency of South Kalimantan Province. to the Banjarbaru City Government, so that it cannot include all of the Structural Officials who have been appointed at the beginning of the planning year.
Education and Training Personnel Agency in carrying out the education and training which is all competency and curriculum based in accordance with the needs of fulfilling HR competencies, the implementation of Technical Training can be seen in Functional Technical Education and Training Activities where in these activities are carried out in 2 (two) patterns, namely the pattern of participation of training participants with other education and training institutions and independent implementation, namely the implementation of Technical Guidance ( Bimtek) which is usually held for 2 to 3 days. At the beginning of 2020 the Personnel, Education and Training Agency targets as many as 300 employees to take part in Technical and Functional Training either through the Participation Pattern or the Implementation Pattern (Bimtek), with details: 225 participants take part in Bimtek, implementation of Functional Technical Education and Training in 2020 there are 43 types of Participation Training, both Technical and Functional and 4 types of Technical Guidance (Organization). The percentage of apparatus that received competency development was 88.87%, which at the beginning of the year was targeted at 74.72%, an increase of 14%. The Personnel, Education and Training Agency will continue to strive to improve its performance by continuing to take several steps in order to improve performance in a better direction. General Functional 899 5 Number of civil servants 3806 Table 5 shows the Positions Filled according to Competency.  Table 6 shows cases of disciplinary violations within the Banjarbaru city government from 2018 to 2020. From the table it can be seen that all cases of disciplinary violations (100%) have been followed up by the Banjarbaru City Personnel, Education and Training Agency.
Public services provided by the Education and Training Personnel Board are in terms of the Service for Completion of Personnel Administration, which is required by all apparatus within the Banjarbaru City government, the service consists of: first, Completion of Periodic Salary Increases on Time. In 2020, the target for periodic salary increases is 750 proposals and by the end of the year the Education and Training Personnel Board can follow up on as many as 750 SK (100%) periodic salary increases issued on time. Second, Completion of Promotions on Time.
The Education and Training Personnel Agency in 2020 was able to complete the making of 974 SK promotions from the initial target of 600 SKs, this is due to an increase in rank from certain functional positions that cannot be predicted, a promotion that can be calculated is a promotion regular period which has been determined, namely 2 periods (April and October) for each year. Third, Completion of the Issuance of Pension Decree on Time. The number of proposed pensions in 2020 is 127 proposals, more than the initial target of 102 proposals, this is due to the submission of proposals for early retirement, sick pensions for widowers and widows. Of all the proposals submitted to the Education and Training Personnel Agency, all of them have been followed up. Based on the table above, it can be seen that the achievement for the Civil Service Administration Settlement Service provided by the Education and Training Personnel Agency is 128%, which means that the Personnel, Education and Training Agency always tries to provide the best service for all employees in the Banjarbaru City Government Environment by always following up every problem submitted to the Banjarbaru City Personnel, Education and Training Agency.  Table 8 shows the Performance Accountability of the Banjarbaru City Personnel, Education and Training Agency in 2020. There are two main performance indicators, namely, first, increased management of personnel resources and second, increased quality of personnel administration services. From the table it is known that the average achievement of the first strategic target is 106.46%, and the average achievement of the second strategic target is 98.26%.

CONCLUTION
The conclusion from the data obtained from the informants' answers and juxtaposed with the accountability performance report data of the Banjarbaru City Personnel, Education and Training Agency is that the Performance Accountability of the Banjarbaru City Personnel, Education and Training Agency in general tends to be good. This is measured by two main indicators, namely the arrangement of personnel resources and the quality of personnel administration services. The indicator for the arrangement of apparatus resources is measured using three items, namely the apparatus item that gets Competency Development where the realization exceeds the predetermined target, the position item is filled in accordance with the competence where the realization also exceeds the predetermined target, and the apparatus item is obedient to the staffing regulations. with the realization that almost reached the specified target. Indicators of personnel administration services with the realization of almost achieving the specified target. Thus, there are two things that need attention to be improved, namely employee compliance with existing regulations and improving service quality. , A. (2006). Prosedur Penelitian Suatu Pendekatan Praktik. Jakarta: Bina Aksara.
Regional Regulation Number 10 of 2016 concerning the Formation and Structure of the Banjarbaru City Regional Apparatus.