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Integrity Zone

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Integrity Zone of the Faculty of Agriculture, Universitas Mulawarman

The Faculty of Agriculture, Universitas Mulawarman is committed to realizing a Corruption-Free Area (WBK) and a Clean and Serving Bureaucracy Area (WBBM) through services that are clean, transparent, and free from gratification.

Integrity Zone Home

The Integrity Zone of FAPERTA UNMUL aims to provide the best service without distinguishing between stakeholders. The faculty continuously makes ongoing improvements and is open to criticism in order to enhance the quality of service to students as well as the general public.

We invite all members of the academic community and partners to support the realization of the WBK Zone, where services are delivered transparently and free from corruption and gratification.

"Daring to Be Honest Is Extraordinary; Providing the Best Service Is a Blessing."

Areas of Change in the Development of the Integrity Zone

The development of the Integrity Zone at the Faculty of Agriculture is carried out through the following six main areas of change.

1. Change Management

  • The work unit has formed an Integrity Zone development team through a clear and accountable mechanism.
  • A ZI development work plan document toward WBK/WBBM is available, along with priority targets and its dissemination media.
  • Activities are monitored and evaluated periodically, and the results are followed up.
  • Leaders serve as role models, agents of change are appointed, and a culture of integrity-based work is built together with all members of the organization.

Work Team Documents: ZI Work Team - ZA WBK · ZI Work Team · ZI Work Team WBK

2. Management Arrangement

  • The SOPs of core activities refer to the institution's business process map, are implemented, and are evaluated periodically.
  • The Electronic-Based Government System (SPBE) is used for performance measurement, HR management, and public services, and is monitored periodically.
  • The public information disclosure policy has been implemented, monitored, and evaluated.

3. Arrangement of the HR Management System

  • Staffing needs planning refers to the job map and workload analysis; placement is monitored and evaluated.
  • Internal rotation patterns are carried out for career development while taking job competencies into account.
  • Competency-based staff development is conducted through training, in-house training, coaching, and mentoring, and is then evaluated.
  • Individual performance is determined in relation to the organization's performance agreement; rules on discipline, the code of ethics, and the code of conduct are implemented.

4. Strengthening Accountability

  • The use of information technology for performance measurement, HR management, and public services.
  • Performance reports are prepared in a timely and informative manner.
  • The work unit enhances the capacity of HR managing accountability.

Staff performance information: Faperta Staff Performance Report

5. Strengthening Oversight

  • Public campaigns and the implementation of gratification control within the faculty.
  • The Government Internal Control System (SPIP) through risk assessment and control activities.
  • Policies on public complaints, the Whistle-Blowing System, as well as conflict-of-interest handling have been implemented and evaluated.

Document: Dean's Regulation on Gratification Control

6. Improving the Quality of Public Services

  • The service standard policy is established, declared, reviewed, and published periodically.
  • Strengthening a culture of excellent service with reward-punishment and compensation mechanisms when services do not meet standards.
  • The complaints media is integrated with SP4N-Lapor!, community satisfaction surveys are followed up, and IT is used for continuous improvement.

Service compensation document: Integrity Zone Service Compensation