Published date: May 20 2022

Journal Title: KnE Social Sciences

Issue title: The 3rd International Conference on Governance, Public Administration, and Social Science (ICoGPASS)

Pages: 1381–1391

DOI: 10.18502/kss.v7i9.11022

Azizah Puspasaripuspazizah14@gmail.comCenter for State Civil Apparatus Management Studies, National Institute of Public Administration, Jakarta, Indonesia

Suripto SuriptoCenter for State Civil Apparatus Management Studies, National Institute of Public Administration, Jakarta, Indonesia

Tony M. HidayatCenter for State Civil Apparatus Management Studies, National Institute of Public Administration, Jakarta, Indonesia

The provision of rewards for the performance of State Civil Apparatus (ASN) personnel within the Indonesian Government is not currently regulated by an efficient system. Budget reallocation for priority handling of the COVID-19 pandemic has been important. This study aimed to map and develop a performance and reward system model for the Ministry of Finance, the Indonesian National Police (POLRI), the Corruption Eradication Commission (KPK), state-owned enterprises (Telkom, PLN, and Pertamina), the West Java Provincial Government, and the Yogyakarta City Government. Qualitative descriptive methods were used to create a reward system model for high-performing ASN employees that took into account the components of their performance. It was concluded that the reward system could be financial or non-financial in nature and should be given in accordance with employee performance achievement. The findings can be used to provide an overview of a fair reward system for civil servants in Indonesia who have excelled at their jobs.

Keywords: reward, high performance, financial, non-financial

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