Management of Educational Personnel

Management of Educational Personnel & Education Educational and education personnel in the education process play a strategic role, especially in efforts to shape the character of the nation through the development of personality and desired values. Viewed from the learning dimension, the role of educators (Teachers, Lecturers, Student Supervisors, Instructors, Tutors, Widyaiswara) in Indonesian society remains dominant even though the technology that can be utilized in the learning process is developing very rapidly (Endang Herawan and Nani Hartini, 2015: 253). This is because there are dimensions of the education process, or more specifically the learning process played by educators and cannot be replaced by technology. Their function cannot be completely eliminated as educators and teachers for their students, as well as educational personnel (Principals, Supervisors, Library Personnel, Administrative Personnel, etc.), they are tasked with carrying out administration, management, development, supervision, and technical services to support the education process in educational units. In relation to the demands towards professionalism of educators and education personnel, the increasing pressure to improve the quality of education at every type and level of education that has become a national education commitment is felt. The improvement of professionalism is realized through a systematic and integrated process in the form of management of educators and education personnel, starting from the planning process to evaluation and dismissal procedures. 1. Basic Concepts of Management of Educators and Education Personnel Educators are the most important thing in an educational institution, because they are the driving force and change, not only as agents of change but also as people who educate, direct, guide, and evaluate their students so that they are able to achieve their desired goals. Educators are educational personnel who are qualified as teachers, lecturers, counselors, learning facilitators, tutors, instructors, facilitators, and other titles that are in accordance with their specializations, such as participating in the implementation of education (Law Number 20 of 2003 concerning the National Education System). Educational personnel in a particular educational unit, if referring to Law Number 20 of 2003 concerning the National Education System, are "Members of the community who dedicate themselves and are appointed to support the implementation of education" an educational personnel in an educational unit is appointed and utilized to carry out tasks in accordance with their respective fields and expertise and support all programs prepared by the principal in order to achieve a school goal effectively and efficiently. According to Law Number 20 of 2003 concerning the National Education System, Article 1 paragraph 5 and 6, what is meant by educational personnel are members of the community who dedicate themselves and are appointed to support the implementation of education. While educators are educational personnel who are qualified as teachers, lecturers, student tutors, and so on. Those who can be categorized as educational personnel in a particular educational unit are school supervisors, principals, heads of administration (administration), vice principals who are in charge of special matters, librarians, laboratory assistants, guards and school cleaning members. It can be concluded that the management of educational and teaching staff is an activity that must be carried out starting from when the educational and teaching staff enter the educational organization until they finally stop through the process of HR planning, recruitment, selection, placement, compensation, awards, education and development training and dismissal. Management of educational staff (teachers and employees) must be implemented by the principal in order to be able to utilize educational staff effectively and efficiently to achieve optimal results. In accordance with this, a principal must be able to find, position, evaluate, direct, motivate, and develop the talents of each teacher and employee and be able to align individual and organizational goals. There are absolute things that must be done by a principal in managing educational and teaching staff seriously, well, and correctly so that the educational staff are in accordance with what is expected and have the appropriate qualifications and abilities so that they can carry out their duties and work optimally. These absolute things are; a. Employee Planning Planning is one of the functions of management that must not be abandoned. It can be said that planning in education is a practice that occurs all the time.4 This is intended to determine the need for employees, both in terms of quantity and quality that will be placed in positions that are needed now and in the future. To plan employee needs, a principal must first identify or analyze the form of work, tasks, and positions that are very urgently needed so that there are no mistakes in recruitment and placement of positions. One method in educational planning that can be used is the projection method. It does not mean that projection can be interpreted the same as estimation, both are different things. Projection is an activity to estimate a condition in the future based on data and information in the past and present. While estimates are usually called forecasting which do not use or require data or information, either in the future, present and past. b. Staff Procurement After planning the need for staff both in terms of quantity and quality, the principal conducts recruitment to obtain prospective education personnel by announcing it in electronic and print media. After many applicants have registered themselves, the principal must conduct screening or selection of prospective education personnel through written, oral, and practical tests in order to obtain reliable education personnel according to the classification and qualifications needed. The principal must conduct teacher and staff recruitment carefully and through strict selection in order to obtain the right personnel who meet the requirements. If this is done carelessly or in other words seems careless, it could be that in carrying out their duties and obligations at school they will not be optimal, which will ultimately have an impact on the achievement of school goals. c. Employee Development and Coaching This activity is very necessary for a principal if during their career and term of office the educators and education personnel experience decline and weakening of their performance which results in poor quality of their work. In order to restore their work quality and motivation, a principal must be able to conduct intensive coaching and in-depth work evaluation. One way is to hold training and seminars on work insight and expertise. A principal must also know the basic causes of their weakening motivation and performance, so that later the principal is able to take steps in the form of coaching or training that is suitable for them so that their motivation and performance can return to being optimal and can carry out all their duties and obligations. The principal should not turn a blind eye to this case, if this happens for a long time, not only will the conditions and work environment of the school be unconducive but the teaching and learning process in the classroom could also have a severe impact which in the end will affect the quality of the school as a high price to be paid by the school. d. Promotion and Transfer Over time, a principal must have pocketed the potential and weaknesses of his employees in order to be able to raise their rank, position, or status for those who have the best quality and satisfactory performance. However, for those who seem lazy, unproductive, and unable to carry out their duties well, the principal can rotate positions or transfers in order to get refreshment and adjustment. Especially for promotions, the increase in status of teachers or employees must be given great attention, especially for teachers who have worked for a long time, the principal must quickly decide what increase the teacher deserves? The first thing that teachers can do is raise their salaries, for example, or increase their status from a non-permanent teacher to a permanent teacher. Or facilitate the teacher to take care of certification. These promotions have a huge impact on the teachers and employees concerned because they make them feel respected and appreciated for their existence at school. If they feel appreciated and respected, the teachers and employees will be able to put out all their efforts and efforts in advancing and making the school a success in the teaching and learning process and achieving the goals desired by the school. e. Dismissal What is meant by this is the removal or release of someone from their duties and responsibilities which is decided by the leader or principal for certain reasons. If an employee is no longer able to carry out their duties and responsibilities as well and as optimally as possible, then the principal must be able to take firm action by dismissing them on condition that they have undergone mature and in-depth consideration of the ongoing case. f. Rewards What is meant by compensation is the reward given by the organization to employees, which can be valued in money and tends to be given permanently. The form of compensation can be in the form of salary, allowances, and living facilities. These things are important to boost or improve the performance and quality of work of teachers and education personnel, because this could be an opportunity for everyone who sees this as external motivation to do their work and duties better day by day. A principal must be able to determine both of the above things wisely, of course the provision of compensation or rewards must be adjusted to the results and quality that have been achieved by each teacher or employee. 2. Objectives of Educator and Education Personnel Management The objectives of educator and education personnel management, in the world of education, the objectives of HR management are more directed at developing quality education, forming reliable, productive, creative, and high-achieving HR. Based on (Permendiknas No. 8 of 2005) the duties of the Directorate General of PMPTK, have the task of formulating and implementing tennis standardization policies in the field of improving the quality of education with education personnel. The functions of the Directorate General of PMPTK are as follows. a) Preparation of the formulation of departmental policies in the field of improving the quality of educators and education personnel. b) Implementation of policies in the field of improving the quality of educators and education personnel. c) Preparation of standards, norms, guidelines, criteria, and procedures in the field of improving the quality of educators and education personnel. d) Implementation of administrative management of the Directorate General. Syaefudin (2005: 103) stated that the purpose of managing educational and teaching staff is so that they have the ability, motivation and creativity to: a) Realize a school system that is able to overcome its own weaknesses; b) Continuously complete school education programs for the needs of students' learning lives and competition for community life in a healthy and dynamic way; c) Provide a form of leadership that is able to realize a human organization that is understood as more than human relationships at every level of national education organization management. 3. Duties and Functions of Educational and Teaching Staff Specifically, the duties and functions of educational staff (teachers, lecturers) are based on Law No. 14 of 2007. Namely as agents to improve the quality of national education, development of science, technology and art, and serving the community. In carrying out their duties and functions professionally, educational and teaching staff must have the required competencies, namely as follows. a) Educators must have minimum qualifications and certifications that are in accordance with the level of teaching authority, be physically and mentally healthy and have the ability to realize national education goals. b) Educators for formal education at the early childhood education level, basic education, secondary education, and higher education are produced by accredited universities. They also have rights and obligations in carrying out their duties, including the following: a) Educators and educational staff have the right to receive • Appropriate and adequate income and social welfare. • Awards according to work duties and achievements. • Career development in accordance with the demands of quality development. • Legal protection and carrying out duties and rights to intellectual property results • Opportunity to use educational infrastructure and facilities to support the smooth implementation of tasks. • Educators and education personnel are obliged to ⎯ Create a meaningful, enjoyable, creative, dynamic and dialogical educational atmosphere. ⎯ Have a professional commitment to improving the quality of education. ⎯ Provide an example and maintain the good name of the institution, profession, and position in accordance with the trust given to him. 4. Functions and Roles of Education Personnel The existence of education personnel (personnel) in the midst of educational institutions cannot be ignored for their roles and functions which greatly assist school activities and programs. If we want to describe the functions of education personnel in general, they are as follows: a. Ensure the continuity of an education system, b. Monitor the implementation of the targeted system and programs in educational institutions, c. Facilitating educators, students and/or education personnel with each other in carrying out educational activities, d. Providing a sense of security and comfort for all people involved in the educational environment, e. Serving the needs of students and teachers in carrying out educational activities. The roles of education personnel in certain educational units are as follows: a. Assisting in the implementation and organization of education in each educational unit; b. Assisting in planning the system, goals and design of education to be implemented; c. Assisting the principal in creating a safe, comfortable and conducive educational environment; d. Assisting the principal, teachers and students in achieving their respective goals; e. Assisting in creating good relationships and communication between schools and the community or schools and the government (related agencies). 5. Management Activities of Educators and Education Personnel a. Planning Planning of educational and teaching staff management is the development and strategy and arrangement of comprehensive educational and teaching staff (human resources) to meet the needs of the organization in the future. By doing this planning, all human resource functions can be carried out effectively and efficiently. b. Performance Management Work management is a continuous process related to performance managerial functions. Based on the definition above, educational and teaching staff performance management includes: 1) Essential work functions expected by educational and teaching staff; 2) How much contribution does the work of educational and teaching staff make to achieving educational goals; 3) What is the concrete meaning of doing a good job 4) How will work performance be measured 5) Recognizing various work obstacles and eliminating them Achmad S. Ruky (2004: 35) in order for effective performance management to have t he following requirements: ⎯ Relevance ⎯ Sensitivity ⎯ Acceptability ⎯ Practicability The steps of performance management are as follows. ⎯ Preparation of process implementation; ⎯ Preparation of work plan; ⎯ Communicating data, observations and documentation; ⎯ Evaluating performance; ⎯ Performance measurement and assessment; ⎯ Compensation. c. Career Development Career development is a condition that indicates an increase in a person's status in an organization in the career path that has been determined in the organization concerned.