Implementing the ASN Law, UIN Syarif Hidayatullah Jakarta Commits to Providing the Best Solutions

Rectorate Building, UIN Online News— UIN Syarif Hidayatullah Jakarta must adhere to legislation in its institutional governance, including human resource management, referring to Law Number 20 of 2023 concerning the State Civil Apparatus (ASN). Despite this, UIN Syarif Hidayatullah Jakarta remains committed to finding the best solutions for employees affected by the implementation of the regulation, considering their years of dedicated service.

This was stated by the Vice Rector for General Administration of UIN Syarif Hidayatullah, Prof. Dr. Imam Subchi M.A., on Monday (01/07/2023), following the transition of basic staff employment status from UIN Jakarta to third parties. "This is the best path we are taking in response to government policies on one hand while still considering humanitarian aspects on the other. Especially concerning our colleagues who have long dedicated themselves to UIN Jakarta," he said.

It is known that Law Number 20 of 2023 concerning ASN stipulates that public institutions should only be staffed by ASN employees, with the status of civil servants (PNS) and government employees with a work agreement (PPK). The same law also prohibits Staffing Officers from hiring Non-ASN employees to fill ASN positions. Furthermore, Article 66 of the same law states that Non-ASN employees or other names must be resolved no later than December 2024.

The affirmation of staffing policies is also carried out through several other derivative regulations. Among them is the Minister of Administrative Reform and Bureaucratic Reform (PAN-RB) Letter Number B/185/M.SM.02.03/2022 regarding Employment Status in Central Government and Local Government Institutions. Then, the PAN-RB Minister's Letter Number B/1511/M.SM.01.00/2022 regarding Data Collection of Non-ASN Personnel in Government Institutions, as well as the National Civil Service Agency (BKN) Letter Number 33302/B-SI.01.01/SD/K/2022 regarding Positions Not in Accordance with the Data Collection of Non-ASN Personnel in Government Institutions. UIN Syarif Hidayatullah Jakarta itself has conducted data collection and recording through the application prepared by BKN according to the provisions.

As a public institution, Vice Rector Imam stated, UIN Jakarta is required to implement the regulations contained in all government-established regulations. Referring to Article 66 of the ASN Law, the implementation of the resolution of non-ASN employees is set for no later than December 2024.

Based on this, UIN Jakarta is seeking the best scheme for Non-ASN employees who have dedicated themselves to UIN Jakarta. One possible solution is to encourage the implementation of Outsourced Employees through a third party selected based on compliance with the provisions set by UIN Jakarta.

The process of transferring non-ASN employees to the outsourced employee scheme is also carried out faster before the deadline for resolving non-ASN employees, which is no later than December 2024. This is done to ensure the employment status of non-ASN employees.

"Although the deadline for resolving this employment status is December 2024, we are accelerating it to immediately determine the employment status of these employees," he said.

Despite being entrusted to third parties, Vice Rector emphasized again, UIN Jakarta will ensure that the third parties managing the outsourced employees follow the standards set by UIN Jakarta. The third parties must fully comply with UIN Jakarta's provisions regarding salary amounts, health/insurance facilities, including consultation/coordination in the management of outsourced employees with UIN Jakarta.

"UIN Syarif Hidayatullah Jakarta will continue to protect employees transitioning to Outsourced Employees to continue working in the UIN Syarif Hidayatullah Jakarta environment. In the management of Outsourced Employees, the manager will still involve and/or coordinate with UIN Syarif Hidayatullah Jakarta," he stressed.

In terms of salary, for example, outsourced employees will still receive above-average wages, namely Rp3.8 million for security and drivers and Rp3.75 million for cleaning staff and waiters.

Additionally, outsourced employees will also receive facilities such as BPJS Kesehatan, BPJS Ketenagakerjaan, and an overtime scheme if necessary. Outsourced employees whose employment status changes as of July 1 will also continue to receive Remuneration, Meal Money, Overtime Pay for June's overtime work, and Claims for Jaminan Hari Tua (JHT) and Jaminan Pensiun (JP).

In terms of employee development, third parties managing outsourced employees are also required to continue coordinating with UIN Jakarta. Similarly, in managing BPJS Ketenagakerjaan insurance claims (JHT and JP), UIN Jakarta's HR team will assist collectively. (Media Release/Center for Information and Public Relations)