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2018
Peraturan Menteri Keuangan (PMK) NO. 216/PMK.01/2018, BN.2018/NO.1861, jdih.kemenkeu.go.id : 49 hlm.
Peraturan Menteri Keuangan (PMK) TENTANG Manajemen Pengembangan Sumber Daya Manusia Di Lingkungan Kementerian Keuangan\r\n
ABSTRAK:	\n \n \n
CATATAN:	\n \n Peraturan Menteri Keuangan (PMK) ini mulai berlaku pada tanggal 31 Desember 2018. \n \n

","regulatory_relationship","Peraturan ini mengubah:\n1. Peraturan Menteri Keuangan Nomor 234/PMK.01/2015 tentang Organisasi dan Tata Kerja Kementerian Keuangan sebagaimana telah diubah dengan Peraturan Menteri Keuangan Nomor 212/PMK.01/2017 tentang Perubahan atas Peraturan Menteri Keuangan Nomor 234/PMK.01/2015 tentang Organisasi dan Tata Kerja Kementerian Keuangan.\n2. Peraturan Menteri Keuangan Nomor 60/PMK.01/2016 tentang Manajemen Talenta Kementerian Keuangan sebagaimana telah diubah dengan Peraturan Menteri Keuangan Nomor 161/PMK.01/2017 tentang Perubahan atas Peraturan Menteri Keuangan Nomor 60/PMK.01/2016 tentang Manajemen Talenta Kementerian Keuangan.","scope_and_parties","policy_content","

Peraturan Menteri Keuangan ini bertujuan untuk memberikan pedoman bagi Pegawai dan Pelaku Pengembangan dalam merencanakan kebutuhan, melaksanakan, memantau, dan mengevaluasi pengembangan Kompetensi di lingkungan Kementerian Keuangan. Ruang lingkup Manajemen Pengembangan SDM meliputi infrastruktur pengembangan Kompetensi dan implementasi pengembangan Kompetensi. Infrastruktur pengembangan Kompetensi terdiri atas Arsitektur Kepemimpinan (Leadership Framework), Sistem Penilaian Kompetensi, Sistem Penilaian Kinerja, Pemetaan Pegawai, Kementerian Keuangan Corporate University, Metode Pengembangan, Direktori Pengembangan, dan Pelaku Pengembangan.

Implementasi pengembangan Kompetensi dilaksanakan melalui program pengembangan umum (tingkat Kementerian Keuangan dan tingkat nasional/program prioritas nasional) dan program pengembangan khusus (program pengembangan talent, program fast track, dan program pengembangan khusus lainnya). Tahapan pengembangan Kompetensi meliputi tahap perencanaan, tahap pelaksanaan, dan tahap pemantauan dan evaluasi. Sistem informasi pendukung digunakan untuk mendukung tahapan pengembangan Kompetensi.

Peraturan ini mengatur peran dan tanggung jawab berbagai pihak terkait pengembangan SDM, termasuk Atasan Langsung, Pengelola Kepegawaian, Pengelola Pendidikan dan Pelatihan, Unit yang Menangani Pembinaan dan Pengelolaan SDM, Sekretaris Jenderal, dan Menteri Keuangan. Manajemen Pengembangan SDM mengacu pada arsitektur kepemimpinan (leadership framework) dengan memperhatikan jenjang Jabatan, box pemetaan Pegawai, serta kesenjangan (gap) kompetensi dan kinerja Pegawai yang diselaraskan dengan kebutuhan organisasi.

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MINISTER OF FINANCE
REPUBLIC OF INDONESIA
COPY

REGULATION OF THE MINISTER OF FINANCE OF THE REPUBLIC OF INDONESIA
NUMBER 216/PMK.01/2018
REGARDING
HUMAN RESOURCE DEVELOPMENT MANAGEMENT
WITHIN THE MINISTRY OF FINANCE

BY THE GRACE OF GOD ALMIGHTY

MINISTER OF FINANCE OF THE REPUBLIC OF INDONESIA,

Considering:

that based on the provisions of Article 162, Article 163, and Article 203 of Government Regulation Number 11 of 2017 concerning Civil Servant Management, the Minister of Finance as the Personnel Supervisor has the duty to organize the competency development of Civil Servants as part of the career management of Civil Servants and as an effort to fulfill the Competency needs of Civil Servants;
that to provide guidelines for the implementation of Civil Servant competency development as referred to in letter a, and to realize competent human resources of the Ministry of Finance who are able to support the achievement of

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