PENILAIAN KINERJA DALAM PASAL 12 TENTANG PERATURAN PEMERINTAH NOMOR 30 TAHUN 2019 TENTANG PENILAIAN KINERJA PEGAWAI NEGERI SIPIL (PNS) STUDI DI KANTOR PEKERJAAN UMUM DAN PENATAAN RUANG KOTA PONTIANAK

As an institution, the performance of the Pontianak City Public Works and Spatial Planning Office is highly dependent on the quality of its human resources. Given the important role of human resources working in this institution, effective human resource management needs to be implemented to achieve organizational goals with efficiency and effectiveness. Based on this, the formulation of the research problem is first, how is the performance assessment in Article 12 which contains Government Regulation Number 30 of 2019 concerning Performance Assessment in accordance with the legal certainty aspect? Second, is the solution that will be used to overcome obstacles in the implementation of civil servant performance assessments at the Pontianak City Public Works and Spatial Planning Office? Empirical research methods. Primary and secondary legal sources. Legal material collection techniques, namely interviews and observations. Qualitative descriptive analysis. The results of the research and discussion show that the culture of hesitation, elements of subjectivity in assessment, and administrative assessments are the main obstacles. However, one of the most significant things that emerged in the interview was the recognition of the dominance of the culture of hesitation in giving assessments, especially among civil servants. And steps will be taken in the future, including validation of SKP values by considering the contribution of daily operational performance according to superior assessments, establishing a more measurable individual performance indicator method as a basis for HR development, and considering other factors such as socio-cultural capabilities. The author's suggestion: improvements are needed so that performance assessments truly reflect actual conditions and performance assessments are carried out by the relevant organizational unit.