2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
1. Core updates from Google periodically change how its algorithms assess and rank websites and pages. This can impact rankings through shifts in user intent, site quality issues being caught up to, world events influencing queries, and overhauls to search like the E-A-T framework.
2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
A brief introduction to DataScience with explaining of the concepts, algorithms, machine learning, supervised and unsupervised learning, clustering, statistics, data preprocessing, real-world applications etc.
It's part of a Data Science Corner Campaign where I will be discussing the fundamentals of DataScience, AIML, Statistics etc.
Time Management & Productivity - Best PracticesVit Horky
Here's my presentation on by proven best practices how to manage your work time effectively and how to improve your productivity. It includes practical tips and how to use tools such as Slack, Google Apps, Hubspot, Google Calendar, Gmail and others.
The six step guide to practical project managementMindGenius
The six step guide to practical project management
If you think managing projects is too difficult, think again.
We’ve stripped back project management processes to the
basics – to make it quicker and easier, without sacrificing
the vital ingredients for success.
“If you’re looking for some real-world guidance, then The Six Step Guide to Practical Project Management will help.”
Dr Andrew Makar, Tactical Project Management
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Applitools
During this webinar, Anand Bagmar demonstrates how AI tools such as ChatGPT can be applied to various stages of the software development life cycle (SDLC) using an eCommerce application case study. Find the on-demand recording and more info at https://applitools.info/b59
Key takeaways:
• Learn how to use ChatGPT to add AI power to your testing and test automation
• Understand the limitations of the technology and where human expertise is crucial
• Gain insight into different AI-based tools
• Adopt AI-based tools to stay relevant and optimize work for developers and testers
* ChatGPT and OpenAI belong to OpenAI, L.L.C.
The document discusses various AI tools from OpenAI like GPT-3 and DALL-E 2, as well as ChatGPT. It explores how search engines are using AI and things to consider around AI-generated content. Potential SEO uses of ChatGPT are also presented, such as generating content at scale, conducting topic research, and automating basic coding tasks. The document encourages further reading on using ChatGPT for SEO purposes.
More than Just Lines on a Map: Best Practices for U.S Bike Routes
This session highlights best practices and lessons learned for U.S. Bike Route System designation, as well as how and why these routes should be integrated into bicycle planning at the local and regional level.
Presenters:
Presenter: Kevin Luecke Toole Design Group
Co-Presenter: Virginia Sullivan Adventure Cycling Association
Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...DevGAMM Conference
Has your project been caught in a storm of deadlines, clashing requirements, and the need to change course halfway through? If yes, then check out how the administration team navigated through all of this, relocating 160 people from 3 countries and opening 2 offices during the most turbulent time in the last 20 years. Belka Games’ Chief Administrative Officer, Katerina Rudko, will share universal approaches and life hacks that can help your project survive unstable periods when there seem to be too many tasks and a lack of time and people.
This presentation was designed to provide strategic recommendations for a brand in decline. The deck also incorporates a situational assessment, including a brand identity, positioning, architecture, and portfolio strategy for the Brand.
Presentation originally created for NYU Stern's Brand Strategy course. Design by Erica Santiago & Chris Alexander.
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellSaba Software
According to the latest State of the American Manager report from Gallup, employees who have regular meetings with their managers are almost three times as likely to be engaged as those who don’t. These regular check-ins keep managers and employees in sync and aligned. Want to see better manager/employee relationships in your organisation? Then make an all-in commitment to 1:1 meetings. Not sure how? You’ve come to the right place.
In this webinar with Jamie Resker, Founder and Practice Leader for Employee Performance Solutions (EPS), and Teala Wilson, Talent Management Consultant at Saba Software, you’ll get the inside track on how to hold effective 1:1 meetings, including tips for getting managers on board.
• Go beyond discussing the status of everyday work to higher level topics, including recognition, performance, development, and career aspirations
• Learn how to decide meeting frequency, what to cover, as well as roles and responsibilities of the manager and employee
• Understand how managers can build trust and make it comfortable for employees to provide upward feedback
• Unite your organisation with a unified approach to 1:1 meetings
Join us for this 1-hour webinar to get practical tips for building better manager-employee relationships with intention and purpose.
About the Speakers
Jamie Resker - Founder and Practice Leader for Employee Performance Solutions (EPS)
Jamie Resker, Practice Leader and Founder of Employee Performance Solutions, is a recognized innovator in performance management. She is the originator of the-the Performance Continuum Feedback Method® and Conversations to Optimize Employee Performance training program; tools and training that reshape communications between managers and employees to drive and align performance. Jamie is on the faculty for the Northeast Human Resources Association, is a contributor to Halogen Software's Talent Space Blog, and is an editorial advisory board member for HR Examiner.
Teala Wilson - Senior Consultant, Strategic Services, Saba Software
Teala is a Talent Management Consultant at Halogen Software, now a part of Saba Software. She has worked with teams on a national and global level supporting human resources in areas such as performance management, recruitment, employee benefit programs, training and talent development, workforce planning and internal communications. Teala also has a personal passion for visual arts and design.
Want to learn more? Join us for an upcoming Product Tour!
http://bit.ly/2yitfqu
This video by Simplilearn will explain to you Introduction to C Programming Language. Introduction to C Programming Language Tutorial For Beginners will explain to you the C language's history, C's importance, its features, real-world applications, and some of its advantages and disadvantages.
00:00 Introduction to C
1:42-History of C language
Dennis Ritchie, a computer scientist, could identify the gaps and tap out the best features from both B and BCPL languages to invent a new hybrid.
Hence, C was born in 1972 at Bell Laboratories. A remarkably simple and highly readable programming language resulted in groundbreaking advancements in the IT industry.
2:48-Importance and unraveling the powerful capabilities of C,
The widespread use of C started to take over the IT industry. Unraveling the potential of C, the designers began to discover new possibilities that led them to focus on the big picture.
3:56-C's cutting-edge features
The designers at Bell Laboratories ensured that their programming language solved the issues with B and BCPL and the ones they had foreseen.
6:35-The popular real-world applications of C
-UNIX operating system
-google file system
-Mozilla
-Graphical user interface
8:30-The advantages and disadvantages of C
10:34-The popular IT companies and their domains that employ C
· MasterCard
· IBM
· Flipkart
· Dell
· Twitter
· GitHub and twitch
11:09-First c program.
🔥 Explore our FREE courses with completion certificates: https://www.simplilearn.com/skillup-f...
✅Subscribe to our Channel to learn more about the top Technologies: https://bit.ly/2VT4WtH
⏩ Check out the C++ Programming training videos: https://www.youtube.com/playlist?list...
#IntroductiontoCProgrammingLanguage #CLanguage #CProgramming #CProgram #CProgrammingLanguage #LearnCProgramming #HowToCodeInCForBeginners #CTutorialForBeginners #LearnCProgramming #Simplilearn
Dennis Ritchie, a computer scientist, was able to identify the gaps and tap out the best features from both B and BCPL languages to invent a new hybrid.
Hence, C was born in 1972 at Bell Laboratories. A remarkably simple and highly readable programming language resulted in groundbreaking advancements in the IT industry.
✅What is C++ Programming?
C++ is an enhanced and extended version of C programming language, developed by Bjarne Stroustrup in 1979 as part of his Ph.D. project. Bjarne developed what he called ‘C with Classes’ (later renamed C++) because he felt limited by the existing programming languages that were not ideal for large scale projects. He used C to build what he wanted because C was already a general-purpose language that was efficient and fast in its operations.
✅C++ Career Prospects:
With just C++ programming expertise, you will have excellent job opportunities, salaries, and career prospects. However, for a career based on programming languages such as Java and Python (which are in more demand than C++) or for careers based on front-end, back-end, and full-stack
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
1. Core updates from Google periodically change how its algorithms assess and rank websites and pages. This can impact rankings through shifts in user intent, site quality issues being caught up to, world events influencing queries, and overhauls to search like the E-A-T framework.
2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
A brief introduction to DataScience with explaining of the concepts, algorithms, machine learning, supervised and unsupervised learning, clustering, statistics, data preprocessing, real-world applications etc.
It's part of a Data Science Corner Campaign where I will be discussing the fundamentals of DataScience, AIML, Statistics etc.
Time Management & Productivity - Best PracticesVit Horky
Here's my presentation on by proven best practices how to manage your work time effectively and how to improve your productivity. It includes practical tips and how to use tools such as Slack, Google Apps, Hubspot, Google Calendar, Gmail and others.
The six step guide to practical project managementMindGenius
The six step guide to practical project management
If you think managing projects is too difficult, think again.
We’ve stripped back project management processes to the
basics – to make it quicker and easier, without sacrificing
the vital ingredients for success.
“If you’re looking for some real-world guidance, then The Six Step Guide to Practical Project Management will help.”
Dr Andrew Makar, Tactical Project Management
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Applitools
During this webinar, Anand Bagmar demonstrates how AI tools such as ChatGPT can be applied to various stages of the software development life cycle (SDLC) using an eCommerce application case study. Find the on-demand recording and more info at https://applitools.info/b59
Key takeaways:
• Learn how to use ChatGPT to add AI power to your testing and test automation
• Understand the limitations of the technology and where human expertise is crucial
• Gain insight into different AI-based tools
• Adopt AI-based tools to stay relevant and optimize work for developers and testers
* ChatGPT and OpenAI belong to OpenAI, L.L.C.
The document discusses various AI tools from OpenAI like GPT-3 and DALL-E 2, as well as ChatGPT. It explores how search engines are using AI and things to consider around AI-generated content. Potential SEO uses of ChatGPT are also presented, such as generating content at scale, conducting topic research, and automating basic coding tasks. The document encourages further reading on using ChatGPT for SEO purposes.
More than Just Lines on a Map: Best Practices for U.S Bike Routes
This session highlights best practices and lessons learned for U.S. Bike Route System designation, as well as how and why these routes should be integrated into bicycle planning at the local and regional level.
Presenters:
Presenter: Kevin Luecke Toole Design Group
Co-Presenter: Virginia Sullivan Adventure Cycling Association
Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...DevGAMM Conference
Has your project been caught in a storm of deadlines, clashing requirements, and the need to change course halfway through? If yes, then check out how the administration team navigated through all of this, relocating 160 people from 3 countries and opening 2 offices during the most turbulent time in the last 20 years. Belka Games’ Chief Administrative Officer, Katerina Rudko, will share universal approaches and life hacks that can help your project survive unstable periods when there seem to be too many tasks and a lack of time and people.
This presentation was designed to provide strategic recommendations for a brand in decline. The deck also incorporates a situational assessment, including a brand identity, positioning, architecture, and portfolio strategy for the Brand.
Presentation originally created for NYU Stern's Brand Strategy course. Design by Erica Santiago & Chris Alexander.
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellSaba Software
According to the latest State of the American Manager report from Gallup, employees who have regular meetings with their managers are almost three times as likely to be engaged as those who don’t. These regular check-ins keep managers and employees in sync and aligned. Want to see better manager/employee relationships in your organisation? Then make an all-in commitment to 1:1 meetings. Not sure how? You’ve come to the right place.
In this webinar with Jamie Resker, Founder and Practice Leader for Employee Performance Solutions (EPS), and Teala Wilson, Talent Management Consultant at Saba Software, you’ll get the inside track on how to hold effective 1:1 meetings, including tips for getting managers on board.
• Go beyond discussing the status of everyday work to higher level topics, including recognition, performance, development, and career aspirations
• Learn how to decide meeting frequency, what to cover, as well as roles and responsibilities of the manager and employee
• Understand how managers can build trust and make it comfortable for employees to provide upward feedback
• Unite your organisation with a unified approach to 1:1 meetings
Join us for this 1-hour webinar to get practical tips for building better manager-employee relationships with intention and purpose.
About the Speakers
Jamie Resker - Founder and Practice Leader for Employee Performance Solutions (EPS)
Jamie Resker, Practice Leader and Founder of Employee Performance Solutions, is a recognized innovator in performance management. She is the originator of the-the Performance Continuum Feedback Method® and Conversations to Optimize Employee Performance training program; tools and training that reshape communications between managers and employees to drive and align performance. Jamie is on the faculty for the Northeast Human Resources Association, is a contributor to Halogen Software's Talent Space Blog, and is an editorial advisory board member for HR Examiner.
Teala Wilson - Senior Consultant, Strategic Services, Saba Software
Teala is a Talent Management Consultant at Halogen Software, now a part of Saba Software. She has worked with teams on a national and global level supporting human resources in areas such as performance management, recruitment, employee benefit programs, training and talent development, workforce planning and internal communications. Teala also has a personal passion for visual arts and design.
Want to learn more? Join us for an upcoming Product Tour!
http://bit.ly/2yitfqu
This video by Simplilearn will explain to you Introduction to C Programming Language. Introduction to C Programming Language Tutorial For Beginners will explain to you the C language's history, C's importance, its features, real-world applications, and some of its advantages and disadvantages.
00:00 Introduction to C
1:42-History of C language
Dennis Ritchie, a computer scientist, could identify the gaps and tap out the best features from both B and BCPL languages to invent a new hybrid.
Hence, C was born in 1972 at Bell Laboratories. A remarkably simple and highly readable programming language resulted in groundbreaking advancements in the IT industry.
2:48-Importance and unraveling the powerful capabilities of C,
The widespread use of C started to take over the IT industry. Unraveling the potential of C, the designers began to discover new possibilities that led them to focus on the big picture.
3:56-C's cutting-edge features
The designers at Bell Laboratories ensured that their programming language solved the issues with B and BCPL and the ones they had foreseen.
6:35-The popular real-world applications of C
-UNIX operating system
-google file system
-Mozilla
-Graphical user interface
8:30-The advantages and disadvantages of C
10:34-The popular IT companies and their domains that employ C
· MasterCard
· IBM
· Flipkart
· Dell
· Twitter
· GitHub and twitch
11:09-First c program.
🔥 Explore our FREE courses with completion certificates: https://www.simplilearn.com/skillup-f...
✅Subscribe to our Channel to learn more about the top Technologies: https://bit.ly/2VT4WtH
⏩ Check out the C++ Programming training videos: https://www.youtube.com/playlist?list...
#IntroductiontoCProgrammingLanguage #CLanguage #CProgramming #CProgram #CProgrammingLanguage #LearnCProgramming #HowToCodeInCForBeginners #CTutorialForBeginners #LearnCProgramming #Simplilearn
Dennis Ritchie, a computer scientist, was able to identify the gaps and tap out the best features from both B and BCPL languages to invent a new hybrid.
Hence, C was born in 1972 at Bell Laboratories. A remarkably simple and highly readable programming language resulted in groundbreaking advancements in the IT industry.
✅What is C++ Programming?
C++ is an enhanced and extended version of C programming language, developed by Bjarne Stroustrup in 1979 as part of his Ph.D. project. Bjarne developed what he called ‘C with Classes’ (later renamed C++) because he felt limited by the existing programming languages that were not ideal for large scale projects. He used C to build what he wanted because C was already a general-purpose language that was efficient and fast in its operations.
✅C++ Career Prospects:
With just C++ programming expertise, you will have excellent job opportunities, salaries, and career prospects. However, for a career based on programming languages such as Java and Python (which are in more demand than C++) or for careers based on front-end, back-end, and full-stack
1. “ KOMPETENSI DAN SERTIFIKASI TENAGA
TEKNIS DAN PENGAWAS TENAGA
TEKNIS PENGELOLAAN HUTAN PRODUKSI
LESTARI ”
BALAI PENGELOLAAN HUTAN PRODUKSI
WILAYAH XIII MAKASSAR
PERATURAN MENTERI KEHUTANAN
NOMOR : P. 54/MENHUT-II/2014
2. P
E
R
M
E
N
H
U
T
N
O
P.
54/
MENHUT
2014
Kompetensi &
Sertifikasi GANIS dan
WASGANIS Pengelolaan
Hutan Produksi
Lestari
KUALIFIKASI KOMPETENSI
GANISPHPL/WAS-GANISPHPL KOMPETENSI GANISPHPL/
WAS-GANISPHPL
SERTIFIKASI GANISPHPL/
WAS-GANISPHPL
* Penyiapan : Diklat/Uji Kompetensi
* Pengangkatan dan Penerbitan Kartu
* Perpanjangan Kartu
* Mutasi
* Pembekuan dan Pencabutan Kartu
PENILAIAN KINERJA GANISPHPL/
WAS-GANISPHPL
* Maksud dan Tujuan
* Kriteria dan Bobot
* Pelaksanaan Penilaian Kinerja
* Tindak Lanjut Penilaian Kinerja
* Pelaporan
SANKSI GANISPHPL/WAS-GANISPHPL
* Jenis sanksi :
a. Pembekuan Kartu
b. Pencabutan Kartu
* Proses Pengenaan Sanksi :
a. Melalui peringatan
b. Tanpa melalui peringatan
3. Maksud & Tujuan
2 Tujuan :
a. Memberikan legalitas kompetensi bagi SDM yang dianggap mampu
melaksanakan pemanfaatan/pengelolaan hutan produksi lestari ;
b. Memberikan arahan dan jaminan pemanfaatan/pengelolaan hutan
produksi untuk dikelola secara lestari sesuai pedoman yang
ditetapkan ;
c. Memberikan tindakan sanksi Tenaga Teknis Pengelolaan Hutan
Produksi (GANISPHPL) / Pengawas Tenaga Teknis Pengelolaan Hutan
Produksi (WAS-GANISPHPL) yang melanggar ketentuan serta
memberikan penghargaan bagi GANISPHPL / WAS-GANISPHPL yang
berjasa dalam melakukan tugas dan fungsinya.
Maksud :
Memperoleh sumber daya manusia yang mempunyai kompetensi
dibidang pemanfaatan/pengelolaan hutan produksi lestari baik
melalui jalur Diklat sesuai dengan kualifikasi kompetensinya dan
atau melalui Uji Kompetensi
1
4. Kualifikasi Sertifikasi GANISPHPL
GANISPHPL
1. Perencanaan Hutan Produksi (CANHUT)
2. Pemanenan Hasil Hutan (NENHUT)
3. Pembinaan Hutan (BINHUT)
4. Pengujian Kayu Bulat Rimba (PKB-R)
5. Pengujian Kayu Bulat Jati (PKB-J)
6. Pengujian Kayu Gergajian Rimba (PKG-R)
7. Pengujian Kayu Gergajian Jati (PKG-J)
8. Pengujian Kayu Lapis (PKL)
9. Pengujian Chip (PChip)
10. Pengujian Arang Kayu (PAK)
11. Pengujian Kelompok Batang (JIPOKTANG)
12. Pengujian Kelompok Minyak (JIPOKMIN)
13. Pengujian Kelompok Getah (JIPOKTAH)
14. Pengujian Kelompok Resin (JIPOKSIN)
15. Pengujian Kelompok Kulit (JIPOKLIT)
16. Pengukuran dan Perpetaan
17. Pemandu Wisata
Pemegang Ijin
IUPHHK/IUPHHBK/
IPHHK/IPHHBK
5. Kualifikasi Sertifikasi WAS-GANISPHPL
WAS-GANISPHPL
1. Pengawas Perencanaan Hutan Produksi (WAS-CANHUT)
2. Pengawas Pemanenan Hutan (WAS-NENHUT)
3. Pengawas Pembinaan Hutan (WAS-BINHUT)
4. Pengawas Pengujian Kayu Bulat Rimba (WAS-PKB-R)
5. Pengawas Pengujian Kayu Bulat Jati (WAS-PKB-J)
6. Pengawas Pengujian Kayu Gergajian Rimba (WAS-PKG-R)
7. Pengawas Pengujian Kayu Gergajian Jati (WAS-PKG-J)
8. Pengawas Pengujian Kayu Lapis (WAS-PKL)
9. Pengawas Pengujian Chip (WAS-PChip)
10. Pengawas Pengujian Arang Kayu (WAS-PAK)
11. Pengawas Pengujian Kelompok Batang (WAS-JIPOKTANG)
12. Pengawas Pengujian Kelompok Minyak (WAS-JIPOKMIN)
13. Pengawas Pengujian Kelompok Getah (WAS-JIPOKTAH)
14. Pengawas Pengujian Kelompok Resin (WAS-JIPOKSIN)
15. Pengawas Pengujian Kelompok Kulit (WAS-JIPOKLIT)
16. Pengawas Pengukuran dan Perpetaan
17. Pengawas Pemandu Wisata
Instansi
Pemerintah
6. KOMPETENSI GANISPHPL & WAS-GANISPHPL
A KompetensiGANISPHPL
1
2
PerencanaanHutan(GANISPHPL-CANHUT)memiliki kompetensi:
a. Melakukan IHMB secara Berkala;
b. Melakukan Timber Cruising;
c. Menyusun LHC Pada Petak/Blok kerja dan RLHC;
d. Melakukan Pengukuran Berkala pada PUP
e. Menyusun RKUPHHK_HA/RE/HTI/HTR dan RKUPHHBK
f. Menyusun URKT dan Membuat Peta areal kerja HA/HT
g. Membuat Laporan pelaksanaan keg. a, b, c, d, e, dan f
Pemanenan Hutan (GANISPHPL-NENHUT) memiliki kompetensi :
a. Membuat peta kontur, trace jalan dalam rangka penerapan RIL;
b. Menyusun rencana PWH (jalan angkutan, basecamp, pondok kerja, TPN dan TPK;
c. Membuat rencana penebangan (arah rebah dan arah jalan penyaradan;
d. Melaksanakan penebangan, pembagian batang, pengupasan;
e. Membuat Laporan pelaksanaan keg. a, b, c, dan d.
7. 3
4
Pembinaan Hutan (GANISPHPL-BINHUT) memiliki kompetensi :
a. Memahami dan menguasai sistem dan teknis silvikultur
b. Melakukan persiapan lahan dalam rangka rehabilitasi lahan, membuat
pembibitan, melakukan penanaman dan pengayaan, penjarangan dan
pembebasan tegakan
c. Memahami dan menguasai peraturan tentang AMDAL
d. Menyusun dan melaksanakan UKL/UPL dan RKL/RPL sesuai AMDAL;
e. Meginventarisir konflik lahan;
f. Menyusun rencana kelola sosial terkait PHBM, HRPK dan BDH
g. Membuat Laporan pelaksanaan keg. a, b, c, d, e, dan f
Pengujian Kayu Bulat Rimba (GANISPHPL-PKB R) memiliki kompetensi:
a. Melakukan Kurji KBR sesuai dengan metode yang dipersyaratkan;
b. Melakukan Kurji KBR sesuai dengan peralatan pengukuran dan pengujian yang
dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan sesuai dengan ketentuan yang berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan a,
b dan c
8. 5 Pengujian Kayu Bulat Jati (GANISPHPL-PKB J) memiliki kompetensi:
a. Melakukan Kurji KBJ sesuai dengan metode yang dipersyaratkan;
b. Melakukan Kurji KBJ sesuai dengan peralatan pengukuran dan pengujian yang
dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan sesuai dengan ketentuan yang berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan a,
b dan c
6 Pengujian Kayu Gergajian Rimba (GANISPHPL-PKG R) memiliki kompetensi:
a. Melakukan Kurji KGR sesuai dengan metode yang dipersyaratkan;
b. Melakukan Kurji KGR sesuai dengan peralatan pengukuran dan pengujian yang
dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan sesuai dengan ketentuan yang berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan a,
b dan c
9. 7 Pengujian Kayu Gergajian Jati (GANISPHPL-PKG J) memiliki kompetensi:
a. Melakukan Kurji KGJ sesuai dengan metode yang dipersyaratkan;
b. Melakukan Kurji KGJ sesuai dengan peralatan pengukuran dan pengujian yang
dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan sesuai dengan ketentuan yang berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan a,
b dan c
8 Pengujian Kayu Lapis (GANISPHPL-KL) memiliki kompetensi:
a. Melakukan Kurji KL sesuai dengan metode yang dipersyaratkan;
b. Melakukan Kurji KL sesuai dengan peralatan pengukuran dan pengujian yang
dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan sesuai dengan ketentuan yang berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan a,
b dan c
9 PengujianChip (GANISPHPL-PChip)memilikikompetensi:
a. Melakukan pengukuran dan pengujian Chip sesuai dengan metode dan peralatan pengukuran dan
pengujian yang dipersyaratkan
b. Melakukan Penatausahaan Hasil Hutan sesuai dengan ketentuan yang berlaku
c. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan (a) dan (b)
10. 10 PengujianArangKayu (GANISPHPL-PAK)memilikikompetensi:
a. Melakukan pengukuran dan pengujian Arang Kayu sesuai dengan metode dan peralatan pengukuran
pengujian yang dipersyaratkan
b. Melakukan penatausahaan hasil hutan sesuai dengan ketentuan yang berlaku
c. Membuat Laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan (a) dan (b)
11 Pengujian Kelompok Batang (GANISPHPL JIPOKTANG) memiliki kompetensi:
a. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Batang sesuai dengan
metode yang dipersyaratkan;
b. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Batang sesuai dengan
peralatan pengukuran dan pengujian yang dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan Bukan Kayu sesuai dengan ketentuan yang
berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan a,
b dan c
11. 12 PengujianKelompokMinyak (GANISPHPL-JIPOKMIN)memilikikompetensi:
13 PengujianKelompokResin(GANISPHPL-JIPOKSIN) memilikikompetensi:
a. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Minyak sesuai dengan
metode yang dipersyaratkan;
b. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Minyak sesuai dengan
peralatan pengukuran dan pengujian yang dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan Bukan Kayu sesuai dengan ketentuan yang
berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan a,
b dan c
a. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Resin sesuai dengan metode
yang dipersyaratkan;
b. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Resin sesuai dengan
peralatan pengukuran dan pengujian yang dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan Bukan Kayu sesuai dengan ketentuan yang
berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan pekerjaan a,
b dan c
12. 15 PengujianKelompokKulit(GANISPHPL-JIPOKLIT)memilikikompetensi:
a. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Kulit sesuai dengan
metode yang dipersyaratkan;
b. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Kulit sesuai dengan
peralatan pengukuran dan pengujian yang dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan Bukan Kayu sesuai dengan
ketentuan yang berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan
pekerjaan a, b dan c
14 PengujianKelompokGetah(GANISPHPL-JIPOKTAH)memiliki kompetensi:
a. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Getah sesuai dengan
metode yang dipersyaratkan;
b. Melakukan Kurji Hasil Hutan Bukan Kayu Kelompok Getah sesuai dengan
peralatan pengukuran dan pengujian yang dipersyaratkan;
c. Melakukan Penatausahaan Hasil Hutan Bukan Kayu sesuai dengan ketentuan
yang berlaku
d. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan
pekerjaan a, b dan c
13. 16 Pengukurandan Perpetaan (GANISPHPL-KURPET)memiliki kompetensi:
a. Memahami Ilmu Ukur Tanah;
b. Mengoperasikan alat ukur optik;
c. Memahami penyebaran, kondisi dan kekhasan lokasi wisata;
d. Memahami kondisi sosial budaya lokasi wisata;
e. Melaksanakan penjelasan/memandu wisatawan yang berkaitan dengan
sejarah lokasi wisata;
f. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan
pekerjaan a, b, c, d, dan e
17 PemanduWisata(GANISPHPL-PEMANTA)memilikikompetensi:
a. Memahami komunikasi bahasa Indonesia dan sekurang-kurangnya 1 bahasa
internasional;
b. Memahami etika komunikasi;
c. Memahami penyebaran, kondisi dan kekhasan lokasi wisata;
d. Memahami kondisi sosial budaya lokasi wisata;
e. Melaksanakan penjelasan/memandu wisatawan yang berkaitan dengan
sejarah lokasi wisata;
f. Membuat laporan yang menguraikan secara jelas tentang pelaksanaan
pekerjaan a, b, c, d, dan e
14. B Kompetensi,TugasdanWewenangWAS-GANISPHPL
1 Pengawas Perencanaan Hutan Produksi (WAS-GANISPHPL-CANHUT) :
a. Kompetensi : GANISPHPL-CANHUT
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-CANHUT
2 Pengawas Pemanenan Hasil Hutan (WAS-GANISPHPL-NENHUT) :
a. Kompetensi : seperti GANISPHPL-PWH & GANISPHPL-NENHUT
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-NENHUT
3 Pengawas Pembinaan Hutan (WAS-GANISPHPL-BINHUT) :
a. Kompetensi : seperti GANISPHPL-BINHUT
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-BINHUT
4 Pengawas Pengujian Kayu Bulat Rimba (WAS-GANISPHPL-PKBR) :
a. Kompetensi : seperti GANISPHPL-PKBR
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-PKB R
15. 5 Pengawas Pengujian Kayu Gergajian Rimba (WAS-GANISPHPL-PKGR) :
a. Kompetensi : seperti GANISPHPL-PKGR
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-PKG R
6 Pengawas Pengujian Kayu Bulat Jati (WAS-GANISPHPL-PKBJ) :
a. Kompetensi : seperti GANISPHPL-PKBJ
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-PKB J
7 Pengawas Pengujian Kayu Gergajian Jati (WAS-GANISPHPL-PKGJ) :
a. Kompetensi : seperti GANISPHPL-PKGJ
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-PKGJ
16. 8 PengawasPengujianKayu Lapis(WAS-GANISPHPL-PKL):
a. Kompetensi : seperti GANISPHPL-PKL
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan melaporkan hasil kerja
GANISPHPL-PKL
9 PengawasPengujianChip (WAS-GANISPHPL-PChip):
a. Kompetensi : seperti GANISPHPL-PChip
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan melaporkan hasil kerja
GASNISPHPL-PChip
10 PengawasPengujianArangKayu(WAS-GANISPHPL-PAK):
a. Kompetensi : seperti GANISPHPL-PAK
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan melaporkan hasil kerja
GANISPHPL-PAK
17. 11 Pengawas Pengujian Kelompok Batang (WAS- GANISPHPL-JIPOKTANG) :
a. Kompetensi : seperti GANISPHPL-JIPOKTANG
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GASNISPHPL-JIPOKTANG
12 PengawasPengujianKelompokMinyak(WAS-GANISPHPL-JIPOKMIN):
a. Kompetensi : seperti GANISPHPL-JIPOKMIN
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan melaporkan hasil kerja
GANISPHPL-JIPOKMIN
13 Pengawas Pengujian Kelompok Resin (WAS-GANISPHPL-JIPOKSIN) :
a. Kompetensi : seperti GANISPHPL-JIPOKSIN
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-JIPOKSIN
14 PengawasPengujianKelompokGetah(WAS-GANISPHPL-JIPOKTAH):
a. Kompetensi : seperti GANISPHPL-JIPOKTAH
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan melaporkan hasil kerja
GANISPHPL-JIPOKTAH
15 PengawasPengujianKelompokKulit(WAS-GANISPHPL-JIPOKLIT):
a. Kompetensi : seperti GANISPHPL-JIPOKLIT
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan melaporkan hasil kerja
GANISPHPL-JIPOKLIT
18. 16 Pengawas Pengukuran dan Perpetaan (WAS-GANISPHPL-KURPET) :
a. Kompetensi : seperti GANISPHPL-KURPET
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-KURPET
17
Pengawas Pemandu Wisata (WAS-GANISPHPL-PEMANTA) :
a. Kompetensi : seperti GANISPHPL-PEMANTA
b. Tugas dan Wewenang : pengawasan, pemeriksaan, mengevaluasi dan
melaporkan hasil kerja GANISPHPL-PEMANTA
19. Penyiapan GANISPHPL/ WAS-GANISPHPL
3
SertifikasiGANISPHPL/ WAS-GANISPHPLdiperolehmelalui:
a. Diklat → GANISPHPL dan atau WAS-GANISPHPL
b. Uji Kompetensi → GANISPHPL
1
Kurikulumdan SilabusDiklatGANISPHPL / WAS-GANISPHPL ditetapkanolehKapusdiklatKehutanan, atasusulan
Direktur
PembiayaanDiklat/ Uji Kompetensi:
a. Diklat / Uji Kompetensi GANISPHPL → dibebankan kepada Perusahaan yang mengikutsertakan pegawainya, dan
atau dapat dibiayai dari anggaran Pemerintah serta anggaran lain yang tidak mengikat
b. Diklat WAS-GANISPHPL → dibiayai APBD instansi yang mengikutsertakan pegawainya, dan atau APBN, serta
anggaran lain yang tidak mengikat
2
Uji KompetensiGANISPHPL:
a. Panitia serta Sarana dan Prasarana → dibentuk dan disiapkan oleh Ka. Balai
b. Materi → disusun oleh Pusdiklat Kehutanan berdasarkan Standar Kompetensi Kerja Profesi, terdiri dari : materi uji
kognitif dan materi uji keterampilan
c. Penguji → ditetapkan Kapusdiklat Kehutanan setelah mendapat pertimbangan Direktur
4
20. 5 PersyaratanDiklatGANISPHPL/ WAS-GANISPHPL:
a. PNS minimal Pengatur Muda/II.a, masa kerja minimal 3 th WAS-GANISPHPL
b. Tidak menjabat jabatan struktural / jabatan fungsional lainnya WAS-GANISPHPL
c. Karyawan perusahaan bidang kehutanan GANISPHPL
d. Fotokopi Ijazah SMU atau sederajat
e. Sehat jasmani & rohani Surat Keterangan Dokter Pemerintah
f. Pas Foto berwarna (latar belakang merah) : 3x4 cm (3 lbr), 2x3 cm (4 lbr)
g. Surat pernyataan ybs tidak pernah dikenakan sanksi pencabutan Kartu GANISPHPL / WAS-GANISPHPL, bermaterai
cukup
6 PersyaratanUji KompetensiGANISPHPL:
a. Surat pernyataan dari pimpinan perusahaan bahwa karyawan perusahaannya telah bekerja minimal 3 th
b. Fotokopi ijazah SMU atau sederajat pengalaman minimal 2 th
Fotokopi ijazah S1 ke atas pengalaman minimal 1 th
c. Pas foto berwarna (latar belakang merah) : 3x4 cm (3 lbr), 2x3 cm (4 lbr)
d. Sehat jasmani & rohani Surat Keterangan Dokter Pemerintah
21. 7 Kartu GANISPHPL / WAS-GANISPHPL tidak dapat diperpanjang bila
yang bersangkutan :
a. Penilaian kinerja memperoleh nilai “C” (Kurang)
b. Dinyatakan bersalah dlm melaksanakan tugas & kewajibannya oleh
Dirjen
c. Meninggal dunia
d. Pensiun (bagi WAS-GANISPHPL)
e. Mengundurkan diri atas permintaan sendiri/permintaan pimpinan
perusahaan (bagi GANISPHPL) / permintaan pimpinan Instansi (bagi
WAS-GANISPHPL)
f. Sakit jasmani/rohani sehingga tidak dapat melaksanakan tugas secara
terus-menerus selama 1 tahun
g. Beralih tugas diluar bidangnya secara terus menerus sampai berakhir
masa berlaku kartu
h. Dikenakan sanksi hukum pidana akibat pelanggaran pelaksanaan
tugasnya
22. Pengangkatandan Penerbitan
KartuGANISPHPL/ WAS-GANISPHPL
Persyaratan : Permohonan DIKLAT dan Penerbitan Kartu
GANISPHPL/WASGANISPHPL dengan melampirkan ;
a. Fotokopi SK pangkat terakhir PNS WAS-GANISPHPL
b. Fotokopi SK Pengangkatan dari Direksi sebagai Pegawai Perusahaan
GANISPHPL
c. Fotokopi KTP
d. Fotokopi Ijazah minimal SMU atau sederajat
e. Pas foto berwarna (latar belakang merah) ukuran : 3x4 cm dan 2x3 cm @ 4 lbr
f Surat keterangan sehat jasmani dan rohani dari Dokter Pemerintah
g. Surat pernyataan ybs tidak pernah dikenakan sanksi pencabutan kartu,
bermaterai cukup
h. Surat pernyataan akan memenuhi ketentuan perundang-undangan yang berlaku,
bermaterai cukup
1
2 Keputusan Pengangkatan dan Penerbitan Kartu GANISPHPL /
WAS-GANISPHPL bersamaan dengan tanggal penerbitan STTPP,
sedangkan peserta yang berasal dari luar wilayah balai 10 hari
setelah penerbitan STTPP, bagi peserta yang dinyatakan LULUS
dan berhak menerima STTPP.
23. PerpanjanganPengangkatan dan Kartu
GANISPHPL / WAS-GANISPHPL
Persyaratan :
a. Hasil penilaian kinerja yang dilaksanakan oleh balai
b. Surat keterangan telah mengikuti penyegaran teknis
c. Pas foto berwarna (latar belakang merah) ukuran : 3x4 cm (2 lbr) & 2x3 cm (
3 lbr)
d. Surat keterangan sehat jasmani dan rohani dari Dokter Pemerintah
e. Surat pernyataan ybs tidak pernah dikenakan sanksi pencabutan kartu,
bermaterai cukup
f. Surat pernyataan akan memenuhi ketentuan perundang-undangan yang berlaku,
bermaterai cukup
1
Pembiayaan Penyegaran Teknis :
a. Penyegaran Teknis GANISPHPL → dibebankan kepada Perusahaan yang
mengikutsertakan pegawainya, dan atau dapat dibiayai dari anggaran
Pemerintah serta anggaran lain yang tidak mengikat
b. Penyegaran Teknis WAS-GANISPHPL → dibiayai APBD instansi yang
mengikutsertakan pegawainya, dan atau APBN, serta anggaran lain yang tidak
mengikat
3
2 Modul penyegaran teknis GANISPHPL / WAS-GANISPHPL ditetapkan oleh Direktur
24. SkemaPerpanjangan Pengangkatan dan Kartu
GANISPHPL / WAS-GANISPHPL
Perusahaan
/ Instansi
BPPHP
Penyegaran
Teknis
1. Permohonan
Perpanjangan
3. Mengadakan
GANISPHPL /
WAS-GANISPHPL
2. Penilaian Kinerja
NilaiA NilaiB NilaiC
Perpanjangan
Tanpa Syarat
Perpanjangan dgn
syarat ikut
Penyegaran
Teknis
Tidak
Diperpanjang
4. Balai a.n. Dirjen menerbitkan Perpanjangan
SK Pengangkatan & Kartu
Pembekuan
selama 1 thn
(Nilai C pada
th ke-1)
Pencabutan,
jika mendapat nilai C
pada tahun ke-3
25. Mutasi GANISPHPL / WAS-GANISPHPL
Mutasiterdiridari:
a. Mutasi GANISPHPL
(1) Mutasi GANISPHPL di dalam wilayah kerja balai :
- Dalam grup perusahaan
- Perusahaan yang sama dalam provinsi yang beda
- Antar perusahaan yang berbeda
(2) Mutasi GANISPHPL di luar wilayah kerja balai :
- Dalam grup perusahaan
- Perusahaan yang sama dalam provinsi yang beda
- Antar perusahaan dalam provinsi yang beda
b. Mutasi WAS-GANISPHPL menjadi GANISPHPL
(1) Dalam wilayah kerja balai yang sama
(2) Dalam wilayah kerja balai yang berbeda
c. Mutasi WAS-GANISPHPL
(1) Antar instansi dalam provinsi di wilayah kerja balai
(2) Antar instansi pada provinsi yang berbeda dalam wilayah kerja balai
(3) Antar instansi di luar wilayah kerja balai
1
26. PersyaratanMutasiGANISPHPL/ WAS-GANISPHPL :
a. Permohonan mutasi dari perusahaan pengguna GANISPHPL
b. Permohonan mutasi dari instansi pengguna WAS-GANISPHPL
c. Fotokopi SK pengangkatan sebagai pegawai perusahaan pengguna GANISPHPL
d. Fotokopi SK pangkat terakhir pada instansi asal WAS-GANISPHPL
e. Fotokopi SK mutasi bagi pegawai perusahaan dalam 1 grup, atau SK pemberhentian dari perusahaan asal
GANISPHPL
f. Fotokopi SK mutasi yang besangkutan WAS-GANISPHPL
g. Rekomendasi dari Ka. Balai asal jika GANISPHPL / WAS-GANISPHPL dari luar wilayah kerja balai
h. Kartu GANISPHPL / WAS-GANISPHPL asli
i. Surat pernyataan ybs tidak pernah dikenakan sanksi pemberhentian dan pencabutan Kartu GANISPHPL / WAS-
GANISPHPL, bermaterai cukup
j. Surat pernyataan akan memenuhi perundang-undangan yang berlaku, bermaterai
2
Persyaratan Mutasi WAS-GANISPHPL menjadi GANISPHPL :
a. Permohonan mutasi dari perusahaan
b. Fotokopi SK Pensiun ybs selaku PNS
c. Fotokopi SK pengangkatan ybs sebagai pegawai perusahaan tujuan
d. Fotokopi STTPP diklat dan atau Surat Tanda Lulus Uji Kompetensi (sesuai
kualifikasi)
e. Fotokopi KTP di tempat tujuan (masih berlaku)
f. Surat keterangan mengikuti penyegaran
g. Surat pernyataan ybs tidak pernah dikenakan sanksi pemberhentian dan
pencabutan Kartu GANISPHPL, bermaterai cukup
h. Surat pernyataan akan memenuhi perundang-undangan yang berlaku,
bermaterai
3
27. Penilaian Kinerja
1 Pelaksanaan penilaian kinerja : dilakukan oleh Balai terhadap GANISPHPL & WAS-
GANISPHPL sesuai kualifikasinya
2 Petunjuk teknis & Materi penilaian kinerja : dibuat oleh Balai
3 Pelaksanaan penilaian kinerja : sekurang-kurangnya 1x dalam 1 tahun
4 Hasil penilaian kinerja : dilaporkan secara periodik oleh Kepala Balai kepada Direktur secara periodik
5 Biaya penilaian kinerja : anggaran pemerintah atau anggaran lain yang tidak mengikat
28. UNSUR YANG DINILAI DAN BOBOT NILAI PENILAIAN KINERJA
GANISPHPL/WASGANISPHPL
NO KRITERIA/INDIKATOR
BOBOT
(%) UNSUR YANG DINILAI
NILAI SKALA
INTENSITAS
NILAI
MAKSIMUM
TERTIMBANG
A Pemahaman dan Penguasaan
Peraturan
1
Memahami dan menguasai
peraturan bidang
Pengelolaan Hutan
Produksi Lestari.
5
a
Sangat memahami dan
menguasai.
3.00 0.15
b
Cukup memahami dan
menguasai
1.50 0.075
c Tidak mamahami dan Menguasai. 0.00 0.000
2
Memahami dan menguasai
peraturan sesuai dengan
tugas dan kewenangannya. 15
a
Sangat memahami dan
menguasai.
3.00 0.45
b
Cukup memahami dan
menguasai
1.50 0.225
c Tidak mamahami dan Menguasai. 0.00 0.00
B Keterampilan dan Ketepatan
Menggunakan Sarana Kerja
Keterampilan dan
ketepatan menggunakan
sarana kerja.
20
a Sangat terampil dan tepat
menggunakan sarana kerja.
3 0.60
b Cukup terampil dan cukup tepat
menggunakan sarana kerja.
1.5 0.30
c Tidak terampil dan tidak tepat
menggunakan sarana kerja.
0 0.00
29. C Pelaporan
1
Membuat dan
menyampaikan
laporan kegiatan bulanan.
20
a Sangat Baik
3.00 0.60
b Baik 2.40 0.48
c Cukup Baik 1.80 0.36
d Kurang Baik 1.20 0.24
e Tidak Baik 0.60 0.12
2 Kesesuaian/ kelengkapan
laporan bulanan dengan
format standar. 20
a Sangat Baik 3.00 0.60
b Baik 2.40 0.48
c Cukup Baik 1.80 0.36
d Kurang Baik 1.20 0.24
e Tidak Baik 0.60 0.12
D Pengembangan Profesi
1 Mengikuti pendidikan dan
pelatihan di bidang
pengelolaan hutan
produksi lainnya.
6
a Sangat Aktif 3.00 0.18
b Cukup Aktif 1.80 0.108
c Tidak Aktif 0.60 0.036
2 Mengikuti seminar
/sosialisasi/pembahasan
bidang pengelolaan hutan
produksi.
4
a Sangat Aktif 3.00 0.12
b Cukup Aktif 1.80 0.072
c Tidak Aktif 0.60 0.024
E Pelanggaran
1 Pelanggaran Administrasi
terkait tugas dan
wewenangnya
10
a Tidak pernah melakukan
pelanggaran Administrasi.
3.00 0.30
b Pernah melakukan pelanggaran
Administrasi.
1.50 0.15
c Masih dalam Pembekuan Kartu 0.60 0.06
30. Dalam hal perpanjangan pengangkatan sebagai GANISPHPL/WASGANISPHPL :
1. Nilai A ( Baik ) Pembebasan kewajiban mengikuti
penyegaran untuk perpanjangan
pengangkatan
(GANIS/WASGANIS YANG AKTIF) Jumlah nilai tertimbang ≥ 2,40
(GANIS/WASGANIS YANG TDK AKTIF) Jumlah nilai tertimbang ≥ 2,00
2. Nilai B ( Sedang ) Wajib mengikuti penyegaran untuk
perpanjangan pengangkatan
(GANIS/WASGANIS YANG AKTIF) Jumlah nilai tertimbang 1,80 s.d. 2,39
(GANIS/WASGANIS YANG TDK AKTIF) Jumlah nilai tertimbang 1,50 s.d. 1,99
3. Nilai C ( Kurang) Dibekukan Kartu GANISPHPL dan tidak
dilakukan perpanjangan Kartu
(GANIS/WASGANIS YANG AKTIF) Jumlah nilai tertimbang < 1,80
(GANIS/WASGANIS YANG TDK AKTIF) Jumlah nilai tertimbang < 1,50
31. Sanksi GANISPHPL/
WAS-GANISPHPL
1 Jenis Sanksi :
a. Pembekuan Kartu GANISPHPL / WAS-GANISPHPL
b. Pencabutan Kartu GANISPHPL / WAS-GANISPHPL
2 PengenaanSanksi → berdasarkanjenispelanggaranyang dilakukan
3 Proses Pengenaan Sanksi :
a. Melalui Peringatan
b. Tanpa Melalui Peringatan
6 PengenaanSanksipencabutankartubagiGANISPHPL / WAS-GANISPHPLyang mempunyailebihdari1
kualifikasi→ pemberhentianpengangkatandan pencabutankartuberlakubagisemuakualifikasiyang
dimilikinya
5 PencabutankartuberupapenerbitanSK pemberhentianpengangkatanGANISPHPL/ WAS-GANISPHPL dan
pencabutankartu → kepadaybs tidakdiberikankesempatankembaliuntukmemperolehkartuGANISPHPL/
WAS-GANISPHPL
4 PembekuanKartuGANISPHPL/ WAS-GANISPHPL → dikenakanselama1 tahundan dapatberlakukembali
setelahmelaluipenyegaran
32. Pengenaan Sanksi Pembekuan Kartu GANISPHPL
Melalui Peringatan
1
1
Penyebab :
a. Tidak membuat laporan kegiatan sesuai bidang tugasnya & sesuai ketentuan
b. Membuat laporan sesuai ketentuan tapi tidak/terlambat menyampaikan
c. Tidak/kurang lengkap memiliki peralatan, sarana & kelengkapan administrasi
d. Tidak menyimpan dgn baik & lengkap dokumen yg menjadi tanggung
jawabnya
e. Tidak melaksanakan tugas dengan baik sesuai prosedur dan waktu kerja
f. Tidak mengikuti Penilaian Kinerja dengan sengaja
2 Pengenaan sanksi → berdasarkan hasil pemeriksaan administrasi terhadap
pemenuhan kewajibannya, atau temuan aparat kehutanan
3 Ka. Dinas Prov atau Ka. Dinas Kab/Kota atau Ka. Balai memberi peringatan kepada
GANISPHPL dalam waktu 7 hari kerja
4 Peringatan dapat diulang s/d 3x apabila sampai waktu yang ditentukan, ybs belum memenuhi materi peringatan
5 Selang waktu peringatan masing-masing 30 hari kerja
6 Setelah peringatan ke 3 → ybs tidak memenuhi materi peringatan sampai batas waktunya → maksimal 7 hari kerja,
Ka. Balai wajib membekukan Kartu GANISPHPL sesuai kualifikasinya
33. 8 Maksimal 7 hari kerja setelah mendapat pemberitahuan tsb → Ka. Balai wajib
membekukan kartu GANISPHPL sesuai dengan kualifikasinya
9 Setelah 7 hari kerja Ka. DInas Provinsi/Ka. Dinas Kab/Kota tidak menyampaikan
pemberitahuan sebagaimana ayat (7) → maksimal 7 hari kerja, Ka. Balai
membekukan Kartu GANISPHPL
7 Setelah peringatan ke-3, GANISPHPL tidak memenuhi materi peringatan
maksimal 7 hari kerja, Ka. Dinas Provinsi/Ka. Dinas Kab/Kota menyampaikan
pemberitahuan kepada Ka. Balai
34. Pengenaan Sanksi Pembekuan Kartu GANISPHPL
Tanpa Melalui Peringatan
2
1 Penyebab :
a. Berdasarkan hasil penilaian kinerja mendapat nilai Kurang (C)
b. Meninggalkan tugas sekurang-kurangnya selama 3 bulan berturut –turut
tanpa alasan yang jelas
2 Ka. Balai membekukan Kartu GANISPHPL sesuai kualifikasinya → maks 7 hari
kerja setelah mendapat pemberitahuan dari perusahaan atau tim yang dibentuk
Ka. Dinas Prov/Kab/Kota atau Ka. Balai atau Tim Gabungan
35. Pengenaan Sanksi Pembekuan Kartu WAS-GANISPHPL
Melalui Peringatan
3
1
Penyebab :
a. Tidak membuat laporan kegiatan sesuai bidang tugasnya & sesuai ketentuan
b. Membuat laporan sesuai ketentuan tapi tidak/terlambat menyampaikan
c. Tidak menggunakan peralatan, sarana & kelengkapan administrasi saat
menjalankan tugas
d. Tidak menyimpan dgn baik & lengkap dokumen yg menjadi tanggung
jawabnya
e. Tidak melaksanakan tugas dengan baik sesuai prosedur dan waktu kerja
f. Tidak mengikuti Penilaian Kinerja dengan sengaja
2 Pengenaan sanksi → berdasarkan hasil pemeriksaan administrasi terhadap
pemenuhan kewajibannya, atau temuan aparat kehutanan
3 Ka. Dinas Prov atau Ka. Dinas Kab/Kota atau Ka. Balai memberi peringatan kepada WAS-GANISPHPL dalam waktu
selambat-lambatnya 7 hari kerja
4 Peringatan dapat diulang s/d 3x apabila sampai waktu yang ditentukan, ybs belum memenuhi materi peringatan
5 Selang waktu peringatan masing-masing 30 hari kerja
6 Maksimal 7 hari kerja Setelah peringatan ke 3 → ybs tidak memenuhi materi peringatan sampai batas waktunya →
Ka. Balai membekukan Kartu WAS-GANISPHPL sesuai dengan kualifikasinya
36. 7 Maksimal 7 hari kerja setelah peringatan ke-3 ybs tidak memenuhi peringatan sampai batas waktunya Ka.
DInas Prov memberhentikan penugasan WAS-GANISPHPL sesuai dengan kualifikasinya
8 Apabila s/d waktu yang ditentukan, ybs tidak memenuhi materi peringatan ke 3 → Ka. Dinas Kab/Kota melaporkan
ke Ka. Dinas Prov. maksimal 7 hari kerja (tembusan Ka. Balai)
9
Sesuai laporan tersebut, maksimal 7 hari kerja, Ka. Dinas Prov memberhentikan
penugasan WAS-GANISPHPL dilaporkan ke Ka. Balai selambat-lambatnya 7
hari kerja (tembusan kepada Dirjen & Dinas Kab/Kota)
10
Apabila Ka. Dinas Prov. sampai waktu yang ditentukan, tidak/belum memberhentikan penugasan WAS-GANISPHPL
→ Maksimal 7 hari, Ka. Balai menyampaikan usulan pemberhentian penugasan WAS-GANISPHPL → kepada Ka.
Dinas Prov. (tembusan Dirjen & Ka. DInas Kab/Kota)
12 Setelah 7 hari kerja sejak usulan pemberhentian diterima → Ka. Dishut Prov tidak/belum ambil tindakan
pemberhentian penugasan WAS-GANISPHPL → Ka. Balai membekukan Kartu WAS-GANISPHPL
11 Maksimal 7 hari kerja, Ka Dinas Kab/Kota tidak melaporkan kepada Ka. Dinas
Provinsi → Maksimal 7 hari kerja, Ka. Balai menyampaikan usulan pemberhentian
penugasan kepada Ka. Dinas Provinsi (tembusan Dirjen & Ka. Dinas Kab/Kota)
37. Pengenaan Sanksi Pembekuan Kartu WAS-GANISPHPL
Tanpa Melalui Peringatan
4
1 Penyebab :
a. Berdasarkan hasil penilaian kinerja mendapat nilai Kurang (C)
b. Meninggalkan tugas sekurang-kurangnya selama 3 bulan
2 Maksimal 7 hari kerja setelah mendapat pemberitahuan dari Ka. Dinas
Prov/Kab/Kota atau Tim gabungan → Ka. Balai wajib membekukan Kartu WAS-
GANISPHPL sesuai dengan kualifikasinya
38. Pengenaan Sanksi Pencabutan Kartu GANISPHPL
Tanpa Melalui Peringatan
5
1 Penyebab:
a. Berdasarkan penilaian kinerja mendapat nilai C (Kurang) pada tahun ke-3
b. Meninggalkan tugas 3 bln tanpa ijin dari perusahaan
c. Tidak membuat buku register sesuai tugasnya
d. Memanipulasi dokumen di bidang PHPL dan Pemanfaatan Hasil Hutan
e. Menghilangkan dokumen di bidang PHPL dan Pemanfaatan Hasil Hutan sengaja/tidak
f. Melayani dokumen yang bukan kewenangannya
g. Melimpahkan tugas dan tanggung jawabnya kepada orang lain yang tidak punya kewenangan
h. Menyalahgunakan wewenang dan tanggung jawab yang telah diberikan Pejabat yang berwenang
4 Maksimal 7 hari kerja setelah mendapat laporan → Ka. Balai wajib mencabut Kartu GANISPHPL berupa SK
Pemberhentian Pengangkatan dan pencabutan Kartu GANISPHPL
3 Tim yang ditugaskan melakukan pemeriksaan melaporkan hasil temuan pelanggaran secara langsung
kepada Ka. Balai/Pimpinan Instansi dilengkapi BAP maksimal 7 hari kerja sejak berakhirnya SPT
2 Sanksi pencabutan kartu tanpa peringatan dikenakan melalui pemeriksaan administrasi terhadap pemenuhan
kewajibannya, atau temuan aparat kehutanan
39. Pengenaan Sanksi Pencabutan Kartu WAS-GANISPHPL
Tanpa Melalui Peringatan
6
1
Penyebab :
a. Berdasarkan penilaian kinerja mendapat nilai “C” (Kurang) pada tahun
ke-3
b. Meninggalkan tugas selama 3 bln tanpa ijin instansi atasan langsungnya
c. Tidak membuat buku register sesuai tugasnya
d. Memanipulasi dokumen di bidang Pengelolaan dan Pemanfaatan Hutan
e. Menandatangani BAP tanpa pemeriksaan fisik
f. Menghilangkan dokumen di bidang Pengelolaan dan Pemanfaatan Hutan
sengaja/tidak
g. Menandatangani BAP tidak sesuai fisik
h. Melayani dokumen yang bukan kewenangannya
i. Melimpahkan tugas & tanggung jawab kepada orang lain yang tidak punya
kewenangan
j. Menyalahgunakan wewenang dan tanggung jawab yang telah diberikan oleh
Pejabat yang berwenang
3 Tim yang ditugaskan melakukan pemeriksaan melaporkan hasil temuan
pelanggaran secara langsung kepada Ka. Balai/Pimpinan Instansi dilengkapi BAP
maksimal 7 hari kerja sejak berakhirnya SPT
2 Sanksi pencabutan Kartu tanpa peringatan dikenakan melalui pemeriksaan
administrasi terhadap pemenuhan kewajibannya, atau temuan aparat kehutanan
40. 5 Maksimal 7 hari kerja setelah menerima pemberhentian penugasan WAS-
GANISPHPL Ka. Balai mencabut Kartu WAS-GANISPHPL
6 Ka. Dinas Provinsi tidak/belum mengambil tindakan pemberhentian penugasan
WAS-GANISPHPL Maksimal 7 hari kerja, Ka. Balai harus mengusulkan
kepada Ka. Dinas Provinsi untuk segera mengambil tindakan pemberhentian
penugasan WAS-GANISPHPL (tembusan Dirjen & Ka. DInas Kab/Kota)
7 Maksimal 7 hari kerja setelah usulan Ka. Balai Ka. Dinas Provinsi
tidak/belum mengambil tindakan pemberhentian penugasan WAS-GANISPHPL
Ka. Balai mencabut Kartu WAS-GANISPHPL yang bersangkutan
4 Ka. Dinas Provinsi Wajib Mengambil tindakan pemberhentian penugasan
WAS-GANISPHPL (tembusan Ka. Balai) maksimal 7 hari kerja sejak
diterima laporan