Peranan Camat Dalam Meningkatkan Kinerja Pegawai di Kantor Camat Percut Sei Tuan

Abstract

Camat memiliki peran strategis dalam meningkatkan kinerja pegawai di tingkat kecamatan guna mendukung efektivitas penyelenggaraan pemerintahan dan pelayanan publik. Penelitian ini bertujuan untuk menganalisis peranan camat dalam meningkatkan kinerja pegawai di Kantor Camat Percut Sei Tuan, Kabupaten Deli Serdang, serta mengidentifikasi faktor-faktor penghambat dalam implementasi kebijakan tersebut. Metode penelitian yang digunakan adalah pendekatan kualitatif deskriptif dengan teknik pengumpulan data melalui wawancara mendalam, observasi, dan dokumentasi. Informan penelitian terdiri dari camat, sekretaris camat, kepala subbagian umum dan kepegawaian, serta pegawai dan masyarakat sebagai informan tambahan. Hasil penelitian menunjukkan bahwa camat telah menerapkan berbagai strategi dalam meningkatkan kinerja pegawai, antara lain melalui pengawasan kinerja, pemberian motivasi, peningkatan disiplin kerja, serta pelatihan dan pengembangan keterampilan pegawai. Namun, terdapat beberapa kendala yang menghambat efektivitas peran camat, seperti rendahnya disiplin pegawai, minimnya fasilitas kerja, kurangnya program pelatihan, lemahnya sistem komunikasi dan koordinasi, serta keterbatasan anggaran. Hambatan ini memengaruhi efisiensi kerja pegawai dan kualitas layanan publik. The sub-district head has a strategic role in improving the performance of employees at the sub-district level to support the effectiveness of government administration and public services. This study aims to analyze the role of the sub-district head in improving employee performance at the Percut Sei Tuan Sub-district Office, Deli Serdang Regency, as well as identify the inhibiting factors in the implementation of the policy. The research method used is a descriptive qualitative approach with data collection techniques through in-depth interviews, observations, and documentation. The research informants consisted of the sub-district head, the secretary of the sub-district, the head of the general and personnel subdivision, as well as employees and the community as additional informants. The results of the study show that the sub-district has implemented various strategies to improve employee performance, including performance supervision, motivation, improvement of work discipline, and training and skill development of employees. However, several obstacles hinder the effectiveness of the role of the sub-district, such as low employee discipline, lack of work facilities, lack of training programs, weak communication and coordination systems, and budget limitations. This obstacle affects the efficiency of employee work and the quality of public services.