Abstract:
The smooth implementation of government tasks and national development is highly dependent on its
human resources, namely the state apparatus, especially civil servants (ASN). Regional performance
allowances are improvements to existing allowances and will become a specific allowance to spur
performance and at the same time ensure fairness in allowance. The preparation of the Employee
Performance Targets (SKP) report is a requirement for ASN in Balangan Regency to receive additional
employee income benefits, but the problem that occurs at the Regional Secretariat of Balangan Regency is
that apparatus are still found to be late for work while the requirements for obtaining additional
employee income are have a timely attendance list and do not have blank or lagging absences, the next
problem is SKP reporting which should be able to motivate all employees to get additional income is still
not running effectively. The purpose of this study is to find out how the implementation of local
government policies regarding additional employee income in performance at the Regional Secretariat of
Balangan Regency. This study used a qualitative approach with a descriptive research type. Data
collection techniques used through interviews, observation and documentation. The research informants
were the apparatus of the General Section, the Organizational Section, the Goods and Services
Procurement Section, the Economy and Natural Resources Section, and the People's Welfare Section. Data
analysis used qualitative data analysis techniques, namely data collection, data reduction, data
presentation and conclusions. The results showed that the Implementation of the Additional Employee
Income Policy (TPP) at the Regional Secretariat of Balangan Regency was not carried out in accordance
with indicators of successful policy implementation. In the process of communication indicators, the
implementation of the TPP policy has not been socialized properly and transparently to all employees
because there are still officers who do not know about the implementation of the TPP award policy. In
addition, the problems that are still encountered are from inadequate resources and facilities that are
technical in nature but do not affect the overall performance achieved. In the process of communication
indicators, the implementation of the TPP policy has not been socialized properly and transparently to all
employees because there are still officers who do not know about the implementation of the TPP award
policy. In addition, the problems that are still encountered are from inadequate resources and facilities
that are technical in nature but do not affect the overall performance achieved. In the process of
communication indicators, the implementation of the TPP policy has not been socialized properly and
transparently to all employees because there are still officers who do not know about the implementation
of the TPP award policy. In addition, the problems that are still encountered are from inadequate
resources and facilities that are technical in nature but do not affect the overall performance achieved.
