ENHANCING PROFESSIONALISM AND CAPACITY DEPARTMENT OF FOREIGN AFFAIRS REPUBLIC OF INDONESIA

1. Bureau of Personnel Jakarta, 3 December 2008 ENHANCING PROFESSIONALISM AND CAPACITYDEPARTMENT OF FOREIGN AFFAIRS REPUBLIC OF INDONESIA

2. Reform Circle Headquarter Missions abroad Organization INTERNAL REFORM Corporate Culture GOOD GOVERNANCE Better service Recruitment Compensation Profession Education & Training Remuneration Career & Self development Reward & Punishment JabatanFungsional Diplomat

3. Guidelines and Philosophy • Development program in national guidelines (GBHN) 1999-2004 •  law supremacy; professional, productive and transparent state apparatus • Rencana Kerja Pemerintah (government work plan) 2006 •  bureaucracy reform to improve public service. • Renstra (national development strategy) 2004 – 2009 •  sustainable development, welfare, work opportunities, just and democratic. • Revitalizing the “independent and active” foreign policy • Nurturing corporate culture • Coping with the changes

4. Timeline on DFA Internal Reform

5. Internal reform: 2002 • In 2002 Internal Reform in • Organization (Deplu and Missions abroad), • Profession, • to develop a professional diplomat based on competency, achievement, and meritocracy system.

6. INTERNAL REFORM | A. Organization • Headquarters (Jakarta)  structural and functional • Balance on multilateral-regional-bilateral issues, • Deputy Minister (Wamenlu), • Slim and effective organization • Missions Office (Abroad)  functional • (Based on Presidential Decree No. 108/2003) • Downsizing - rightsizing, • Mission index, • Review on multiple accreditation, • Profession reform : merge of PDK (diplomatic and consular officials) and PA (administrative officials).

7. INTERNAL REFORM | B. Profession • Vision: 1. better-quality and more professional officers • 2. slim in number, but well-functioned • 3. competent • Objectives: a. Improvement of quality and adjustment in quantity • b. Development of professionalism (knowledge, expertise, skills, code of conduct) • c. Improvement of competency (basic and professional competency) • Process • Recruitment • Education and Training • Career Development • Self Development • Human investment • Meritocracy

8. 1. Recruitment of Professionals • Based on real workforce needs • Based on the principles of fairness, honesty, transparency, and accountability • Requirements: age limit, GPA, university degrees, language proficiency • Phase: • Administrative • Written test (general knowledge) • Language proficiency test • Interview on substantive issues (panel team) • IT test • Psychological test

9. Application and administrative selection Language proficiency test Psychological test Recruitment photos Panel interview (inspected by the Minister) Waiting for general test, PRJ

10. 2. Education and Training • Center for Education and Training (CET / Pusdiklat) • Functional Diplomatic Training Course: • SEKDILU (JUNIOR OFFICERS TRAINING COURSE) • SESDILU (MID CAREER OFFICERS TRAINING COURSE) • SESPARLU (SENIOR OFFICERS TRAINING COURSE) • Linkage between recruitment, training and career development • Rank promotion from Second Secretary to First Secretary must include SESDILU training; • from Counselor to Minister Counselor must include SESPARLU training. • Other opportunities: • Each staff is encouraged to pursue further formal education, especially for doctoral and master degree, in subjects/majors related to diplomatic core competency • Offers from third parties

11. Improvement of Performance and Competency • Basic competency • Integrity • Leadership • Planning and Organizing • Teamwork • Flexibility • Honesty • Corporate Culture • Professional competency • Capability • Skills • Expertise • Knowledge • Behavior • Decision making • Creative and Innovative • Proactive • Initiative • Competency sets norm and standard for a promotion

12. 3. Career Development • Indicators : performance, capacity, leadership, self development, code of conduct • Improvement of performance and competency through education and training • Training achievement • Performance in working unit  Individual Performance Target (SKI) • Self development >< Self destruction • Career position : structural post (echelon I – IV) and functional post (first diplomat, young diplomat, middle diplomat, and senior diplomat)

13. 1. AMBASSADOR 2. MINISTER DCM Consul General Echelon - II 3. MINISTER COUNSELLOR 4 years + SESPARLU(Age 47) 4. COUNSELLOR 4 years (Age 43) 5. 1st SECRETARY 6. 2nd SECRETARY 4 years + SESDILU(Age 39) 4 years (Age 35) 7. 3rd SECRETARY 3 years (Age 31) 8. ATTACHÉ SEKDILU (Age 28) Regular Diplomatic Rank Promotion • PK (Communication officer) gets a special granted diplomatic rank (titular) • Diplomatic rank promotion does not apply for Athan – Atnis (technical attaché – also titular)

14. Accelerated Diplomatic Rank Promotion AMBASSADOR -1- MINISTER -2- DCM Consul General Echelon II (Age 38) MINISTER -3- COUNSELLOR COUNSELLOR -4- 2 years + SESPARLU (Age 36) 2 years (Age 34) 1ST SECRETARY -5- 2ND SECRETARY -6- 2 years + SESDILU (Age 32) 3RD SECRETARY -7- 2 years (Age 30) ATTACHÉ -8- 2 years (Age 28) SEKDILU

15. Placement • After SEKDILU (1st functional diplomatic training course): • Three months of Apprenticeship Program in Indonesian Missions abroad. • Placed in all units  rotation policy • Posted to missions  competency and ranking • Assessment for placement by BAPERJAKAT (Advisory Board) • Must fulfill certain process and procedures • administrative and substantive orientation, medical check-up, tax administration (NPWP) • Emphasizing on regional specialization or specific issues • Continuous observation of the performance (track record)

16. 4. Self Development • Demand and willingness to improve competency through higher education, trainings, courses • Higher competency for better performance • Performance indicators : • Individual Performance Target (SKI) • Capacity assessment • Attendance record (fingerprint system) • Assessment by head of missions • Individual performance assessment sheet (DP3)

17. Capacity and Performance Performance A2 A1 B2 B1 Capacity • A1 : high performance, high capacity  stars • A2 : high performance, low capacity  questionable • B1 : high capacity, low performance  cash cow • B2 : low capacity, low performance  dogs

18. CODE OF CONDUCT – SPIRIT OF THE CORPS • Sense of unity • Togetherness • Cooperation • Responsibility • Dedication • Discipline • Creativity • Pride • Sense of belonging

19. COMPENSATION • Welfare  allowances • Based on merit system • Extra compensation will be granted to diplomats who have outstanding expertise and skills • Special allowance will be provided to diplomats who are assigned in hardship posts

20. REWARD AND PUNISHMENT • Reward • Grooming as a future leader in Deplu and Indonesian missions • Accelerated structural promotion • Accelerated diplomatic level promotion • Punishment • Demotion of diplomatic Level • Shorter period of placement on missions abroad • Postponement of placement to missions abroad • Dishonor termination of foreign service officer

21. 1. Set individual performance objectives at the beginning of the year 3. Annual review year end 2. Ongoing coaching and feedback throughout the year PERFORMANCE APPRAISAL This Performance Appraisal is closely related with JabatanFungsional Diplomat based on Individual Performance Target (SasaranKerja Individual - SKI)

22. REMUNERATION Why work in Deplu? challenges: low salary, cultural challenges ↓ • To develop a sense of pride and hope • clear career planning • prestigious position • intellectual stimulations • cross-cultural experience • chance to travel/live abroad • incentives and facilities

23. JABATAN FUNGSIONAL DIPLOMAT (JFD) • Basic considerations • Diplomat is a profession which need specific expertise and skills that required special education and training. • Require special regulation to ensure the development of career, profession, echelon and rank • Annually assessed through Individual Performance Target (Sasaran Kerja Individual – SKI) • Based on five main functions of diplomats: (1) representing, (2) negotiating, (3) protecting, (4) promoting, and (5) reporting. • Evaluation by the head of unit. • Through JFD, diplomats must be anticipative to fulfill their functions and responsibilities set ahead.

24. GOALS

25. Thank you ENHANCING PROFESSIONALISM AND CAPACITY