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KPK GuidebookIntegrity Assessment Survey

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Table ofContents

1. Opening

2. What is Integrity Assessment Survey?

3. Outline

4. Planning Preparation for the Integrity Assessment

Survey Implementation

• Team Preparation

• Technical Preparation

5. Implementation of the Integrity Assessment Survey

• Know the Components of Institutional Integrity

• Understanding of the Questionnaire and

Correction Factors

• Sample Determination

• Survey Implementation

• Survey Result Calculation

• Communication Steps

6. Follow-up of the Integrity Assessment Survey

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Is it related to corruption that often appears on

television? Do you think about the investigation done

by the Corruption Eradication Commission (KPK)? Or

it may be related to a particular institution?

Until today, when you hear an act of corruption, what is in your mind?

3

The definition of corruption is indeed so broad and

diverse. Without us knowing it, actions as small as

coming late or lying to colleagues are also a form

of corruption. In Indonesia at the moment, the

issues of corruption have continuously become

a headline and led to public skepticism regarding

this matter. The public began to think that taking

the remaining funds related to procurement is

not an issue and giving illegal tips when asking

for administrative services in the government

institutions is a normal thing, because they think

there are much more serious matters related to

corruption.

Various parties are demanding that corruption

must be eradicated and KPK as an institution that

was given the mandate to do its best through its

Prevention and Action departments to eradicate

corruption. But in reality, corruption can only be

eradicated if the efforts address the root causes

of corruption cases.

The lack of integrity at both the organizational

and individual levels may be categorized as a

fundamental problem because integrity itself

comes from within each individual. The approach

to eradicating corruption through efforts to build

the integrity needs to be encouraged, because

without improving the integrity, collusion will

continue to emerge no matter how good the

system is implemented. The presence of integrity

at the individual, organizational and national

level is the best defense to prevent corruption.

In Indonesia, these efforts have emerged as

initiated by various Ministries/Institutions/Local

Governments

4

The word ‘integrity’ itself comes from the English

language, which by definition it means: adherence

to the moral and ethical principles; soundness of

moral character; honesty; morally unimpaired or

morally perfect condition. Integrity in the context

of government is the use of official power or

authority by public officials for justified purposes

according to the law. Persistence and resoluteness

of the bureaucratic apparatus and public officials

not demanding or accepting anything that is not

their right is a form of integrity that can help

support the creation of good governance.

To support the realization of good governance,

KPK has designed the Integrity Assessment Survey

(SPI) which can be carried out independently by the

Ministries/Institutions/Regional Governments.

This Integrity Assessment Survey will be

conducted to indicate the existence of corrupt

behavior and measure the level of integrity in

a government institution in terms of internal,

external, and expert and related reports. KPK has

compiled the guidebook for the implementation

of the Integrity Assessment Survey with the

hope of becoming a reference for the Ministries/

Institutions/Regional Governments in preparing

integrity survey measurement in accordance

with the specific needs of each the respective

Ministries/Institutions/Regional Governments.

5

RELA -TIVESRELA -

S

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You may be wondering why KPK has come up with

the Integrity Assessment Survey (SPI), despite the

existence of Corruption Perception Index (CPI) or

Anti-Corruption Behavior Index (IPAK). Therefore,

below is a brief explanation of the differences

between Corruption Perception Index (CPI) and

Anti-Corruption Behavior Index (IPAK).

What Is The Reason For KPK To Design The Integrity Assessment Survey?

7

Corruption Perception Index (CPI) is an index

published annually by Transparency International

and is carried out in 180 countries. This index

is a composite index which combines various

indicators from other surveys. In Indonesia, the

Corruption Perception Index compiler index

consists of 9 surveys, namely: (1) Bertelsmann

Foundation Transform Index, (2) World Economic

Forum Executive Opinion Survey, (3) Political

Risk Service International Country Risk Guide,

(4) Institute for Management Development

World Competitiveness Yearbook, (5) Economist

Intelligence Unit Country Rating, (6) Global Insight

Country Risk Ratings, (7) Political & Economic

Risk Consultancy Asia Risk Guide, (8) Varieties

of Democracy Project, (9) World Justice Project

– Rule of Law Index. These various measuring

instruments to prepare the CPI composite index

are deployed to conduct a survey to the service

users and the private sector in major cities in

Indonesia. Although the CPI may serve as an

indicator of corruption eradication and prevention

as well as integrity issues to be compared between

various countries in aggregate (macro), it is not

able to measure changes at the individual and

organizational level.

The Anti-Corruption Behavior Index (IPAK) conducted and published by the Central Bureau

of Statistics is an index of a survey carried out to

approx. 10,000 respondents distributed across

34 Indonesian provinces. This survey captures

the people’s opinions and experiences related to

corruption. Although this measuring instrument

has a large number of respondents and is able to

capture opinions and experiences at the individual

(micro) level, this index does not capture opinions

and experiences from an internal point of view or

public institution employees.

8

What Is Integrity Assessment Survey?Integrity assessment is an assessment carried out

to an institution by combining the perception and

experience approach both directly and indirectly

and is represented by employees/public officials

in carrying out their duties in a transparent,

accountable and anti-corruption manner.

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9

Aim

Benefits

Overview of Activities

2007 2014 20162015 2017

Type of Activity

Results

Increasing awareness of Corruption Risks and

Anti-Corruption System Improvement

1. Identification of Vulnerable Areas of Corruption

2. Success Indicators of Anti-Corruption Activities

3. Improving Public Trust

Partnership with the Institutions; Independent Assessment

Basic Anti-Corruption Policy

The KPK Integrity Survey was

first introduced

Improving of the Concept,

Method and Instruments into

an Integrity Assessment Survey

Pilot Project and Improve-

ment Method

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What Is Integrity Assessment Survey?

The Integrity Assessment Survey is an integrity

assessment in the form of a survey already

developed by KPK since 2007. After conducting

several experiments related to the Integrity

Assessment Surveys in 2017 and 2018, KPK is now

confident and is expecting active involvement of

each ministry, institution and local government to

conduct this survey independently.

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What can be assessed from the Integrity Assessment Survey?

Who can participate in the Integrity Assessment Survey?

Anticorruption Culture HR Management

Budget Management

Anti CorruptionSystem

Expert Resource Persons

The culture in the

institution is related to

anti-corruption actions

Actions and attitudes that

exist in the management of

employees in an institution

Managing the flow

of funds within an

institution

The prevention system

against corruption in an

institution

Employeeswho work in institutions

User of Servicefrom an institution

related to corruption issue

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Outline

1

2

3

This book is expected to be useful to help you

carry out an Integrity Assessment Survey and

foster integrity values in your institution. In

general, this book will be divided into 3 (three)

sections, namely the preparation section, the

survey implementation section, and the follow-up

section.

What must be prepared to carry

out the Integrity Assessment

Survey?

What can be done related to

the results of the Integrity

Assessment Survey?

What are the steps for implementing

the Integrity Assessment Survey?

Planning Preparation for the Integrity Assessment Survey Implementation

Follow-up on the Integrity Assessment Survey Results

Implementation of the Integrity Assessment Survey

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Planning Preparation for the Integrity Assessment Survey Implementation

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What Do You Do at this Stage? Preparing a

Responsible Team related to the Integrity Assessment Survey Implementation

Technical Preparation related to Survey Implementation

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17

The Integrity Assessment Survey is a survey that

will be held by the institutions and the results will

also be useful for the institutions.

In its implementation, this survey will require

several internal parties from the institution

that serve as the drivers so that this survey

can take place smoothly. Therefore, it is highly

recommended for an institution to establish a

team responsible for carrying out this survey.

There are two ways that the institution can do to

have the team responsible for carrying out this

survey:

• Appoint a division to be responsible, such as

the inspectorate/internal supervision. But

if the inspectorate/supervision division in

your institution is too small, you can use the

second method.

• Set up a team outside the existing division of

the institution to serve as the PIC. Example:

taking resources from the Public Relations

Below are some tips that you can use to help set

up a team:

1. Determine the number of persons required

for the Integrity Assessment Survey’s

responsible team

2. Determine the roles required for the Integrity

Assessment Survey implementation

3. Specify the responsibilities of each role

TIPS

Division, Research and Development Division,

and Administration Division.

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Technical Preparation

Prepare the Budget

After a team is set up, the next important step

is preparing the survey execution technicalities.

For technical implementation, there are 3 (three)

main tasks that must be done, among others:

When you have set up a team to conduct an Integrity

Assessment Survey, it will be good to set the budget

related to the implementation of this Integrity Assessment

Survey. Budgeting needs to be done so that it can be

included in the budget submission for the budget plan in

the following year, when the survey is to be carried out.

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19

Coordination with the KPK

Determining the Work Implementation Steps

In carrying out this work, the institutions can

contact KPK if they experience confusion or

feel uncertain about the implementation of this

survey.

Set the timeline of the survey and appoint the

field team. The team can create a work timeline so

that it can complete the work in a timely manner,

and review the field team that can be formed. The

field team can be determined by the responsible

team: the responsible team can appoint a third

party to carry out this survey technique.

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Implementation of the Integrity Assessment Survey

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In this section, there are 6 (six) steps that can be taken

by the institutions related to the implementation of the

Integrity Assessment Survey.

Conducting The Integrity Assessment Survey

1. Know the Components of

Institutional Integrity

2. Understanding of the Questionnaire

and Correction Factors

3. Determination of Sample

4. Survey Implementation

5. Survey Result Calculation

6. Communication Steps

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1.In the Integrity Assessment Survey that will be

conducted simultaneously by the institution, there

are four important components that will form

the institutional integrity index, namely internal

integrity, external integrity, expert judgment, and

correction factors.

Employee

Survey

Public Service

Users Survey

Survey of

Original

Resource

Persons

Deduction in the form

of: Complaint Reports,

State Official Wealth

Compliance Reports,

Briefings During the

Survey

Knowing The Institutional Integrity Index Components

SCOPE OF INSTITUTIONAL INTEGRITY INDEX

Integrity Index

Internal Integrity

External Integrity

Expert Rating

Correction Factor

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Integrity Assessment is carried out to:• Internal: employees in public institutions.

• Externally: community or organization as

users of public services. Diagnosis of the level

of integrity of public institutions is based on

perceptions and experience from the point of

view of public services users.

• Experts: interview several related people

with comprehensive knowledge of integrity

and corruption issues in public institutions.

• Correction Factor: acts as a factor to

reduce the institutional integrity level. The

correction factor is in line with the principles

used in eradicating corruption, namely: “One

is too many”. The correction factor in the

Integrity Assessment Survey is taken from the

complaint reports and State Officials Wealth

(LHKPN) compliance report.

K n o w i n g T h e I n s t i t u t i o n a l I n t e g r i t y I n d e x C o m p o n e n t s

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Based on the explanation related to the

components of integrity assessment, it can be

concluded that the institutional integrity index

is formed from the incorporation of the levels

of institutional integrity assessed from the

perspective of the community, employees in such

K/L/PD , and expert resource persons as well

as complaint reports and State Official Wealth

Reports (LHKPN) already received in the last one

year.

Statistically, data collection is divided into 2

(two) methods, namely primary data which is

direct retrieval and secondary data which is data

retrieval from other parties.

Data related to internal assessment index, external

assessment index, and expert assessment index

will derive from the questionnaire so that it will

be referred to as the primary data. While the

data related to the correction factor will be called

secondary data because they derive from the

reports related to the organization.

Internal

Eksternal

Eksper

Correction Factor

Data Primer

Data Sekunder


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-

- - -

+ +Assessment

Index

Internal

Assessment

Index

External

Assessment

Index

Expert

Correction

Factor

Report

Complaint


Compliance Reports

Institutional Briefing Prior to the Survey

When the survey is already conducted and the

data are already obtained, the results will then

be calculated to obtain the institutional integrity

index. The technique to acquire the integrity index

is to use the formulation of institutional integrity

index components as follows:

Institutional Integrity Index =


27

In each of the Integrity Assessment Survey

questionnaires, there will be 3 (three) major

sections which are related to general information,

respondent information, and integrity assessment.

It contains information about where the survey

has been carried out and the names of the

interviewers.

Contains information about personal data and

information related to the respondents who have

answered the questions in this questionnaire.

Contains the components that will be assessed in

the survey, and their contents will depend on the

type of questionnaire available.

GENERAL INFORMATION

RESPONDENT DESCRIPTION

INTEGRITY ASSESSMENT

2.Understanding Of Questioners And Correction Factors

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There are 3 (three) types of questionnaires in the

Integrity Assessment Survey; namely:

a. Questionnaires for Internal Assessmentb. Questionnaires for External Assessments, andc. Questionnaires for Expert Assessment

In each questionnaire, there are several parts

that will form the questionnaire into a complete

questionnaire.

The questionnaries can be downloaded at

kpk.go.id.

U n d e r s t a n d i n g O f Q u e s t i o n e r s A n d C o r r e c t i o n F a c t o r s

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Internal integrity is defined as the level of integrity

of public organizations that have been assessed

by the employees working in such organizations.

Internal integrity is built upon 4 (four) indicators

in the questionnaire for Internal parties, namely

organizational culture, anti-corruption system,

human resource management, and budget

management.

ORGANIZATIONAL CULTURE

ANTI-CORRUPTION SYSTEM

HUMAN RESOURCE MANAGEMENT

BUDGET MANAGEMENT

Includes transparency, conflicts of interest,

existence of brokers, nepotism, bribery, state

losses, and abuse of authority by superiors.

Includes the existence and effectiveness of anti-

corruption system.

Includes recruitment, promotion, transfer and HR

quality improvement policies.

Includes Budget management, budget misappro-

priation, fictitious trips, and unofficial stipend

deductions.


A.INTERNAL INTEGRITY

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This questionnaire relates to the Integrity

Assessment Survey. There will be several blocks of

questions that make it easy for you to understand

the dimensions that make up the questionnaire.

Below is the division of blocks made that relates

to the internal questionnaires.

GENERAL INFORMATION


INTERNALINTEGRITY ASSESSMENT

BLOCK IOn-Site Familiarization BLOCK VI

Perceptions and Experiences of Human Resource Management

BLOCK IIOfficer Identity

BLOCK VIIPerceptions and Experiences about Budget Management

BLOCK IIICharacteristics of Respondents

BLOCK VIIIOthers: locus of corruption risk, corruption prevention programs, etc.

BLOCK IVPerceptions and Experiences about Organizational Culture

BLOCK IXNote

BLOCK VPerceptions and Experiences about Anti-Corruption System


31

BLOCK I: ON-SITE FAMILIARIZATIONThis block is a block that discusses the background of

the institution to be assessed; starting from the central

government or the regional government level to the name

of the institution or working unit.

BLOCK II: OFFICER IDENTITY

Officer identity is a block that contains personal data of

the officer acting as the interviewer.

BLOCK III: CHARACTERISTICS OF

RESPONDENTS

Personal data related to the respondents who have filled

out the questionnaire will be discussed in this block.

BLOCK IV: PERCEPTIONS AND EXPERIENCES

ABOUT ORGANIZATIONAL CULTURE

This block will discuss the level of perception and

experiences of respondents about the organizational

culture in the work unit or unit in a certain institution.

BLOCK V: PERCEPTIONS AND EXPERIENCES

ABOUT ANTI-CORRUPTION SYSTEM

EXPLANATION:

This block will discuss the anti-corruption system applied

in the institution; starting from the type of activities to

the follow-up activities as known.

BLOCK VI: PERCEPTIONS AND EXPERIENCES

OF HUMAN RESOURCE MANAGEMENT

Within this block, matters related to perception of and

experience in the management of employees within the

institution being surveyed will be discussed.

BLOCK VII: PERCEPTIONS AND EXPERIENCES

ABOUT BUDGET MANAGEMENT

This block discusses related budget management

in the institution; including to assess any budget

misappropriation within the institution.

BLOCK VIII: OTHERSThe number of questions in this block is only a few

and deals only with innovation related to corruption

eradication that should be carried out to avoid and

eradicate corruption in institutions.

BLOCK IX: NOTE


32

Assessment of internal integrity is carried out to

measure employee perceptions and experiences

regarding corruption, main tasks and functions of

the Ministries/Institutions/Regional Governments

related to gratification, human resource

Existence of Transparency -> R401Free from personal interests -> R402

Existence of brokers/intermediaries/service

providers -> R403Free from nepotism -> R404

Abuse of Authority -> R405, R407Free of bribery/gratification -> R406

Anti-corruption dissemination -> R501Sanctions for corruptor -> R502

There is protection for reporters of

corruption practices -> R503

Exemplary anti-corruption from the

leader -> R 504

ORGANIZATIONAL INTEGRITY

ORGANIZATIONAL CULTURE


development, improper management of funds,

inappropriate orders from superiors, and others.

In the questionnaire related to internal integrity,

based on 4 (four) components owned, there are

constituent variables as follows:


33

Assessment of internal integrity is carried out to

measure employee perceptions and experiences

regarding corruption, main tasks and functions of


related to gratification, human resource

Employee recruitment and selection -> R601Objective performance appraisal system -> R602

Bribery practices & elements of returning the favor

in promoting employee career -> R603Bribery practices & elements of returning the favor

in promoting employee career -> R604

Budget misappropriation -> R701, R702, R703, R704

Fictitious trip practices -> R705Stipend deduction practices -> R706

EMPLOYEE WORK INTEGRITY

HR MANAGEMENT BUDGET MANAGEMENT

development, improper management of funds,

inappropriate orders from superiors, and others.

In the questionnaire related to internal integrity,

based on 4 (four) components owned, there are

constituent variables as follows:


34

Assessment of external integrity is carried out

from the point of view of the community as

the public service users. External integrity is

defined as the extent to which employees as

public service providers carry out their duties in

a transparent, accountable and corruption-free

manner. There are 3 (three) variable components;

namely transparency, anti-corruption system, and

employee integrity.

TRANSPARENCY


EMPLOYEE INTEGRITY

Includes transparency of service and service

integrity

Includes anti-corruption campaigns, sanctions on

corruption behavior, and follow-up of complaints

Includes employee integrity, bribery incident,

bribery initiative and types of bribery

B.EXTERNAL INTEGRITY


35

For external questionnaires, there are 7 (seven)

blocks that form questionnaires, with dimensions

to be assessed as related to transparency and

accountability.

GENERAL INFORMATION


EXTERNALINTEGRITY ASSESSMENT

BLOCK IOn-Site Familiarization

BLOCK VIOthers: locus of corruption risk, corruption prevention programs, etc.


BLOCK VIINote


BLOCK IVPerceptions and Experiences about Transparency/Openness and Service Accountability

BLOCK VPerceptions and Experiences about Employee Accountability


36






ficer identity is a block that contains personal data of the

officer acting as the interviewer.


RESPONDENTS



BLOCK IV: PERCEPTIONS AND EXPERIENCES ABOUT TRANSPARENCY/OPENNESS AND SERVICE ACCOUNTABILITYThis block will discuss the respondent opinions regarding

transparency/openness related to the service process

provided by the institution being assessed in the survey.

EXPLANATION:

BLOCK V: PERCEPTIONS AND EXPERIENCES ABOUT EMPLOYEE ACCOUNTABILITY

If in the previous block, the discussion was more focused

on the perception and accountability of the service

process, while in this block the discussion relates to

employees in the institution that provides the services.

BLOCK VI: OTHERSThis block discusses related prevention measures and

eradication efforts which are inputs from external

respondents.

BLOCK VII: NOTE


37

Honesty Culture -> R501Free from personal interests -> R502Free from abuse of authority -> R503Good and effective service -> R504

Free from receiving bribes -> R505, R506, R507, R508, R509, R510, R511

EMPLOYEE INTEGRITY

EMPLOYEE INTEGRITY

Indicator forming variables are obtained from one

or more questions in the questionnaire.

Transparency -> R401Service/licensing procedures -> R402Free from giving special treatment to

certain individuals/groups -> R403Free from identity/group

discrimination -> R405

Anti-corruption campaign/appeal -> R406Corruption prevention system -> R407

Punishment for those committing

corruption -> R408

Whistle blower mechanism and protection

-> R409, R410Responsive to corruption reports -> R411,

R412

SERVICE TRANSPARENCY AND ACCOUNTABILITY

TRANSPARENCYANTI-CORRUPTION

SYSTEM\


38

This expert survey was conducted to assess 2

(two) components, namely transparency and anti-

corruption system. This assessment is carried

out to the experts because they are individuals

who are considered comprehensively understand

matters related to integrity, corruption, and

others.

TRANSPARENCY ANTI-CORRUPTION SYSTEM

Transparency of public institutions from the point

of view of expert resource persons.

Anti-corruption systems of public institutions

from the point of view of expert resource persons.

C.EXPERT ASSESSMENT


39

For expert evaluation, there will be 6 (six) blocks

in the questionnaire.

GENERAL INFORMATION


EXPERTASSESSMENT

BLOCK IOn-Site Familiarization

BLOCK VINote



BLOCK IVAssessment of Institutions

BLOCK VOthers: locus of corruption risk, corruption prevention programs, etc.


40






Officer identity is a block that contains personal data of

the officer acting as the interviewer


RESPONDENTS



BLOCK IV: ASSESSMENT OF INSTITUTIONS

This block will contain several questions addressed to the

experts pertaining to the existence of corruption in an

institution.

EXPLANATION:

BLOCK V: OTHERS

This section will generally assess the integrity of

employees in an agency and the actions of eradication and

prevention that must be carried out.

BLOCK VI: NOTE


41

Similar to the previous calculation of internal

integrity and external integrity, the expert

assessment is also formed from the following

variables:

Service transparency -> 403Budget transparency -> 405

HR Management -> 407Management of goods and services -> 406

Anti-corruption system -> 408Bribery and extortion -> 401

Illegal levies -> 402

Broker -> 404

TRANSPARENCY AND ANTI-CORRUPTION SYSTEM

TRANSPARENCY ANTI-CORRUPTION SYSTEM


42

Apart from using the questionnaire in the form

of primary data, as stated earlier, the Integrity

Assessment Survey will also use the secondary data,

namely several reports related to the institution

that have been turned into supplementary data.

In general, the correction factors include 3 (three)

aspects, namely actions that may lead to reliability

and fairness reduction, including manipulation of

list of samples and survey respondents, which may

also cause score deduction from the total scores

which should have been earned. Three types of

correction factors, among others:

The complaint report used is a public complaint

report from the previous period related to

corruption cases. For example, in the Integrity

Assessment Survey conducted by KPK in 2017

against 36 Regional Government Financial

Statements (KLPD), KPK used the complaint

reports received in 2016.

The State Official Wealth compliance report is

the percentage of the number of compulsory

reports in each Regional Government Financial

Statement (KLPD) that has not reported the

State Official Wealth to the total number of

reporting requirements in the previous year.

The briefing as referred to here is an attempt

to direct the respondents to give answers that

are not based on facts (better/worse) when

filling out the questionnaire.

CORRECTION FACTOR

COMPLAINT REPORTS

COMPLIANCE REPORT

BRIEFING BEFORE THE SURVEY IS IMPLEMENTED


43

COVERAGE OF RESPONDENTS

SAMPLE FRAMEWORK

TARGETRESPONDENTS

DETERMINATION OF TARGET

SAMPLE

1.

2.

3.

4.

In determining the samples, there are

several steps that must be taken first.

The KPK describes 4 (four) steps that can

be taken to determine the respondent

samples.

3.Sample Determination

44

Locus survey in the Ministries/Institutions are

units that are related to external parties in the

framework of carrying out tasks/jobs.

As stated in the previous section, the data

collection in this Integrity Assessment Survey

would be divided into primary data and secondary

data collection. To retrieve primary data, you

need to determine the sample so that the results

obtained will indicate the representation of the

data and can be considered valid. First, let us

understand the scope of primary data collection

from this Integrity Assessment Survey.

CENTRAL GOVERNMENT COVERAGE

REGIONAL COVERAGE

1. The locus survey is actually determined

by each regional agency itself based on

COVERAGE OF RESPONDENTS1.

S a m p l e D e t e r m i n a t i o n

population representation. Determination of

the survey locus should include the following

conditions:

• The main units in order to achieve the

vision and missions of the organization;

• Has a significant impact on promoting

public trust if improvements are made

in the context of corruption prevention

(the largest budget allocation, number

of major service users, high corruption

vulnerability based on the findings of the

State Finance Audit/State Finance and

Development Audit Agency (BPK/BPKP)

and law enforcement measures, etc.)

2. Units in the regions can be the units related

to public works; transportation sector;

health/education; regional income (Samsat);

PTSP (One-Stop Services); and procurement.

45

If mapped out, the target respondents in the

Integrity Implementation Survey will become as

follows:

TARGET RESPONDENTS2.

TARGETRESPONDENTS

INTERNAL RESPONDENTS

EXTERNAL RESPONDENTS

COUNTER SERVICES

STAKEHOLDERS

EKSPERT


46

To determine the sample framework, below is a

little explanation regarding the sampling method

which may be used to determine the sample

Integrity Assessment Survey.

SAMPLING FRAMEWORK3.

This method is a random

sampling method. With

this sampling technique. All

members of the population

are assumed to have the same

opportunity to be selected

as the survey samples/

respondents.

Non-random sampling method.

The reasons for the population

to be selected as samples may

be incidental or due to other

factors that have been planned

in advance.

SAMPLING METHOD

NON- PROBABILITY SAMPLING

PROBABILITY SAMPLING


47

In your opinion, which method can be used to

acquire the sample respondents for the Integrity

Assessment Survey?

1. Simple Random SamplingSampling technique using this method provides

equal opportunities to each member of the

population to serve as a survey sample

2. Systematic Random SamplingSystematic random sampling method uses

intervals in selecting the research samples. For

example a study requires 10 samples of 100

persons, then the number of interval groups is

100/10 interval = 10. Then the respondents are

divided into each group and then taken randomly

from each group.

3. Cluster Random Samplinggroup sampling technique. This type of sampling is

carried out based on certain groups/areas.

1. Purposive SamplingA sampling unit chosen based on certain

considerations with the aim of obtaining a

sampling unit with characteristics as desired.

2. Accidental Samplingthe researcher takes samples that he happens to

encounter at that time. This survey is suitable to

examine the types of rare disease cases of which

the samples are difficult to obtain.

3. Quota SamplingThis sampling technique takes as many samples as

the number already determined by the researcher.

PROBABILITY SAMPLING NON- PROBABILITY SAMPLING


48

As a matter of fact, in determining the sample,

there are 3 (three) sampling techniques that may

be used based on the type of target respondents

used.

Sample selection:• Population: internal

employees

• Sampling technique:

random sampling

Sample selection:• Population: Service users/

external parties

• Sampling technique:

• Non-Counter Service:

Data of external

parties who interacted

maximally in the span of

the last one year

• Counter Services:

Accidental Sampling

Sample selection:Experts comprising of at least

10 persons are considered

having understood integrity

breaches and the effectiveness

of taking external data

EXTERNAL EXPERTINTERNAL


49

Regarding the expert respondent

sample, below is a list of the types of

experts that must be fulfilled from

each institution when it intends to

retrieve expert data.

EXPERT

Academicians in the field of Government or Political Affairs of the School of Social and Political Science at the largest local university

Auditors of the State Finance Audit/State Finance and Development Audit Agency (BPK/BPKP) or other External Auditors

Ombudsman/ Regional Ombudsman

Such Inspectorate/Institution Internal Supervisor

Parliament/Regional Parliament Secretariat

Retired Second Echelon Officers (example: Head of the Regional Apparatus Work Unit (SKPD), Director, Assistant Deputy, etc.)

NGOs that focus on institution performance or anti-corruption

Employers Association

Institutional leadership or at least First Echelon Officers (for example: Minister/Governor/District Head or at least Director General/Deputy/Regional Secretary)

Persons in charge of corruption prevention programs and activities from KPK in the institutions (example: Coordination and Supervision of Prevention/Korsupgah, State Official Wealth (LHKP Reports, Gratification).

Reporters (observers of institution performance) from the largest mass media (reputable reporters with the government)*

*) not mandatory


50

In the Integrity Assessment Survey conducted by

KPK in 2017, there was a sample framework used

by KPK.

BEST PRACTICE

INTERNALEXTERNAL (COUNTER)

EXTERNAL (NON-COUNTER) EXPERT

List of names of Civil

Servants (PNS) who

are at the locus of

the survey with a

minimum service of

one year.

Service users who

access public ser-

vices through count-

ers at the survey

locus.

Other service users/

stakeholders at the

locus/unit that lacks

direct services with-

in a certain period.

Experts/parties

who fully control

the quality of public

services carried out

by the agency where

the locus is situated.


51

There are 5 (five) aspects that must be considered,

namely:

1. MARGIN OF ERROR: a statistical calculation

that indicates the number of errors in doing

random sampling in a survey

2. RESPONSE RATE: number of questions

answered from the questionnaire.

3. CONFIDENCE INTERVAL: the range between

two values where a sample mean is precisely

in the middle. 95% confidence interval means

that if 100 samples are taken, then 95 samples

will cover the actual average population.

4. PRIOR GUEST: variable density in the

Bayesian method.

5. CLUSTER UNIT: adjustments made to take a

sample size from the survey.

DETERMINATION OF TARGET SAMPLE 4.

MARGIN OF ERROR (MOE)

MAX. 5%

RESPONSE RATE MIN. 90%

CONFIDENCE INTERVAL =

95%

PRIOR GUEST MAKS. 50%

CLUSTERING EFFECT (DEFF)

= 2

PENGHITUNGAN SAMPEL


52

There are also several sampling formulas that can

be used to determine the number of respondents

from each target respondent; except for the expert

because the minimum number of 9 (nine) persons

has been chosen based on the background already

specified by KPK.

If your institution does not know the number of

respondent population, then your institution can

use this formula. Because the confidence interval

has been set at 95% and the margin of error is 5%,

your institution can obtain the Z value from table

Z. Table Z is a distribution-related statistical table

that helps you determine the standard normal

distribution.

If the number of population is known, then this

formula can be used because N here represents

the number of existing population, while e

represents the margin of error, namely 5%.

AAKER, KUMAR, AND DAY: SLOVIN


n=0,24 /2 2x z e

n=/n (1+(N ))2e

53

Based on KPK experience in carrying out sampling

activities, below are several important steps which

may serve as the criteria related to sampling: BEST PRACTICE

INTERNAL EXTERNAL

• The internal respondent coverage includes

the second echelon officers

• Sample allocation is carried out proportion-

ally based on the information on the num-

ber of employees and groups of employees

• Sample distribution: Second Echelon Offi-

cers/similar level are taken all, Third-Fourth

Echelon Officers/similar level and staff are

taken proportionally

• Respondents have worked for at least 1

year in the Ministries/Institutions/Regional

Governments except for second echelon of-

ficer respondents whose period of services

is not limited

• Respondents are selected randomly but

systematically according to the target

sample

• External respondents are service users at

the survey locus

• External sample allocation is divided

equally at each locus

• The type of service at the locus is divided

into counter and non-counter services

• Priority of external target sample at

the counter service, if it has not been

achieved, it can then be transferred to

non-counter respondents.

• Respondents are service users who have

completed their service access at the

counter (for new ones), or have already

accessed the counter service until it is

completed within the maximum period of

service in the last 12 months

• The counter population includes

all counters that have a locus

which provides services to the

end

• If the service is provided through

several counters, then the eligible

counter is the last counter that

provides such services

• If there is only 1 eligible counter,

then the target respondent will

be the same as the external tar-

get for such counter

• If the eligible counter is more

than 1, then the target sample

per counter will be the number

of target sample per day divided

proportionally with the average

number of the counter service.

• Determine the busiest times of

service counters and the aver-

age number of service users per

counter per day.


54

Since 2016, the KPK has been conducting sampling

methods for both internal and external samples.

An institution may view the following examples

for sampling, especially for external samples.

Using KPK sample size formula:

The maximum target respondents can be obtained,

namely approx. 60.

BEST PRACTICE

CALCULATION TO DETERMINE THE INTERNAL RESPONDENTS

Calculate the Target Sample1.A Ministry/Institution/Regional Government has

2 locuses with the distribution of the number

of employees as follows: Locus 1 = 40 persons,

and Locus 2 = 100 persons. Therefore, the

target sample for each locus is determined

proportionally, namely:

Locus 1 = 40/140 × 60 = 17.13 ≈ 17 persons, and

Locus 2 = 100/140 × 60 = 42.86 ≈ 43 persons.


2z .p.(1-p).DEFF2r.En=

55

Determining Sample Distribution

Selecting Sample Distribution2. 3.For example, Locus 1 owns only 1 unit that provides

services. As a result, the employee distribution is

calculated in the units that provide these services.

The distribution of employee population is as

follows:

- First Echelon Officer = 1 person,

- Third Echelon Officers = 3 persons,

- Fourth Echelon Officers = 9 persons, and

- Staff = 27 persons

Then the sample distribution is proportionally

obtained as follows:

- Second Echelon Officer take all = 1 person,

- Third Echelon Officers = 3/40 × 17 = 1,275 ≈ 1 person,

- Fourth Echelon Officers IV = 9/40 × 17 = 3.825 ≈

4 persons, and

- staff = 27/40 × 17 = 11,475 ≈ 11 persons.

BEST PRACTICE

Furthermore, each position is randomly sampled

systematically when the officers arrive at the fol-

lowing locations:

From a list of 40 employees obtained from the the

Ministries/Institutions of Locus 1, as many as 17

respondents will be selected randomly for each

position.

Second Echelon Officers: 1 person (take all)Third Echelon Officers: Choose 1 respondent from 3 persons.First, we determine the random number. Random

number is obtained by using Ms. Excel application

by typing = rand() in one of the cells.

For example, the random number (AR) = 0.56 and

interval (I) = 3/1 = 3, then:

R1 = AR x I = 0.56 x 3 = 1.68 ≈ 2 (select respondent

with serial no. 2)


56

(continued)Selecting Sample Distribution 3.

Fourth Echelon Officers : Select 4 respondents

from 9 persons.

For example AR = 0.43 and I = 9/4 = 2.25, then:

R1 = AR x I = 0.43 x 2.25 = 0.97 ≈ 1

R2 = R1 + I = 0.97 + 2.25 = 3.22 ≈ 3

R3 = R1 + 2I = 0.97 + (2 x 2.25) = 5.47 ≈ 5

R4 = R1 + 3I = 0.97 + (3 x 2.25) = 7.72 ≈ 8 (select

respondents with serial no. 1, 3, 5 and 8)

Staff : Select 11 respondents from 27 persons.

For example AR = 0.36 and I = 27/11 = 2.45, then:

R1 = 0.36 × 2.45 = 0.88, ≈ 1

R2 = 0.88 + 2.45 = 3.33 ≈ 3

R3 = 0.88 + (2 x 2.45) = 5.78 ≈ 6

…

R11 = 0.88 + (10 x 2.45) = 25.38 ≈ 25 (select re-

spondents with serial no. 1, 3, 6, etc.)

BEST PRACTICE


57

4.When your institution is already familiar with

sampling, then the survey is ready to be carried out

through the data collection stage. Data collection

is divided into two types of data, namely primary

data and secondary data. Primary data retrieval

is done by directly interviewing the respondents

and secondary data are collected through report

checking. In carrying out primary data collection,

there will be interviewers and respondents who

will be interviewed.

Survey Implementation

The interviewer will guide

the interview by reading each

question

Respondents may immediately

fill out the answers in the media

provided

58

S u r v e y I m p l e m e n t a t i o n

Ideally, primary data collection through the

interview method will go through the following

processes:

INTERVIEW PREPARATION

RESULTS ANALYSIS

INTERVIEW IMPLEMENTATION

DATA PROCESSING

QUALITY CONTROL

CODING & DATA ENTRY

59


Before conducting a survey, the most basic thing

that needs to be prepared is a coordination

meeting. Whether through external parties

appointed by the Ministries/Institutions/Regional

Governments, or third parties appointed, or

assisted by the Central Bureau of Statistics,

the implementation of the survey requires

coordination with various relevant parties. The

appointment of the person fully in charge in each

component needs to be carried out.

In addition, it is important to conduct a briefing

with the entire teams related to respondent

samples and questionnaires. By doing so, the

entire team will have the same perspective

based on the guidebook already compiled before

carrying out the survey.

For data retrieval in the field, there are two

methods of direct interview that are usually

conducted, namely Computer-Assisted Personal

Interview or Paper-Assisted Personal Interview.

What is the difference between the two?

Preparation Of Interview

60

Computer Assisted Personal Interview (CAPI)

or Paper Assisted Personal Interview (PAPI) has

several differences. But, in essence, both can be

used to collect data on this Integrity Assessment

Survey.

(+) It saves data processing time because the data are

stored directly and can be processed immediately

(+) It saves paper

(-) It takes time and costs to build a system

(-) Internet signal and electricity for charging the

tablets are a must

(+) It is user friendly

(+) Can be used in any condition because it does not

require signals nor electricity

(-) Not environmentally friendly

(-) Data processing will take a long time

CAPI is data retrieval technique using a

system installed on a device.

PAPI is a data collection technique using

questionnaire paper and stationery.

CAPI

PAPI


61

After choosing what tools to use for the interview,

it is important to prepare the team who will carry

out the survey. There are 2 major stages related

to preparations that need to be considered before

conducting a survey.

• Understanding the

questionnaire

• Coordination with

KPK relating to the

expert respondents

• Prepare a list of

employees

• Prepare the list

of non-counter

customers

• Prepare the list of

counter customers

• Confirm the

employee list

• Confirm the list

of non-counter

customers

• Confirm the list of

counter customers

• Come to the service unit

• Carry out sampling

• Gather the employees for

conducting the survey

• Visiting the counters/service points

• Carry out sampling

• Survey implementation

IMPLEMENTATION

INTERNAL

EXTERNAL


62

Upon coordination, the choice of the tools to

conduct the interview has been made, so the next

stage that must be considered is the interview

The need for understanding the interview ethics. There are at least 3 (three) basic ethics of

interviews that the Ministries/Institutions/Regional Governments must remind to the field

officers, bearing in mind the materials in this survey are those with a topic that is quite sensitive.

The Ministries/Institutions/Regional Governments also need to remind the field officers to

own the skills and show wisdom when dealing with various attitudes and behaviors of the

respondents; especially external and expert respondents.

execution. A briefing is needed for field officers

to make sure that the data collection process does

not disturb the respondents.

1.

a.

a. b.

c.

c.

2.

Able to give sufficient explanation regarding the goals and objectives of the survey (informed consent)

Always use ingenuity, show patience, and friendliness during interviews

Maintain confidentiality of answers and make sure that the answers are used only for survey purposes

If the respondent’s answer remains incomplete or not right, then do probing

b. Keep the anonymity of respondent’s identity

Understand the body language of the respondents. Do not direct or respond to the respondents’ answers

Implementation Of Interview


63

Quality control needs to be carried out by the

Ministries/Institutions/Regional Governments;

regardless of who are the parties appointed by


to carry out the survey.

1. Contacting the resource persons as the

survey respondents to ensure that the data

entered are correct.

2. To be involved in the observation and take

part in the field work to see how data are

collected.

Through the application of this quality control, the

results of the Integrity Assessment Survey of the

institutions will become a valid and accountable

result.

Quality Control


64

Coding and data entry are a method of entering

data into a system or program to be processed

further. After the data are processed, data

tabulation will be obtained which will simplify

the process of data calculation and analysis. As

regards data processing and data analysis, this will

be discussed in the next section.

Coding, Data Entry, Data Processing, and Data Analysis


65

-

- - -

+ +Assessment

Index

Internal

Assessment

Index

External

Assessment

Index

Expert

Correction

Factor

Complaint

Reports


Compliance Reports

Institutional Briefing Prior to the Survey

Institutional Integrity Index =

The formula for calculating the Integrity

Assessment Survey is as follows:

Of course, there are steps that must be taken

to acquire an index of each component. In this

section, the calculation of survey results and

weight for each component will be explained in

more detail.

5.Survey Results Calculation

66

S u r v e y R e s u l t s C a l c u l a t i o n

From such weights, calculation is carried out

which will ultimately determine the index of each

component.

Variable Types and Calculation Method

Calculation of Integrity Index Score

Integrity Index Weight based on AHP and PCA

methods

STEP #1

STEP #3

STEP #2

67


The first step that will be taken for the calculation

process is to carry out a variable transformation.

Variable transformation is the process of

modifying the existing values to facilitate further

analyses.

Variable Types and Calculation MethodSTEP #1

In preparing this Integrity Index, there are direct variables that may be immediately

calculated from its index. There will be questions with scale of 1-6, and the scale will be

directly calculated into the index calculation.

In the preparation of the Integrity Index, the transformation process is carried out more

to equalize the scale of each constituent variable into a scale of 1-6. This transformation

process is not carried out on all constituent variables, but is focused on the composite

variables which are a combination of two or more questions. To make it easier, let us look

into the examples.

DIRECT VARIABLES

COMPOSITE VARIABLES

68

Changes in the composite variables will follow the

steps below:

In the R401 question on the internal questionnaire,

there are two sections, namely sections A and B.

So, the first thing you need to do is adding up the

score on the variable in section A and the variable

in section B.

1.ORIGINAL

VARIABLES(R401A)

Answer Category

1

2

3

4

5

6

Answer Category

1

5

4

2

1

6

Total Scores

2

7

5

8

6

12

ORIGINAL VARIABLES

(R401B)

COMPOSITE VARIABLES


69

Furthermore, re-categorization will be carried

out. Re-categorization is the re-placement of the

total composite variable score on scales of 1-6.

From the sum of adding the composite variables in

the previous stage, you have found that the lowest

score is 2, while the highest score is 12.

Then on the new scale, it was found that scale 1

refers to the total sum of the lowest score of 2 and

scale 6 refers to the total sum of the highest score

of 12. While other scales refer to the total sum in

the range 2-12.

2.COMPOSITE VARIABLE

SCORE INTERVAL

1-2

3-4

5-6

7-8

9-10

11-12

1

2

3

4

5

6

NEW CATEGORY


70

For composite calculation of question R503B

in the internal questionnaire, there is a special

method to use. When there is only 1 answer, it will

earn 6 points, and when there are there are 2 or 3

answers, it will earn 1 point.

Question no. R503 consists of 3 parts. Then doing

the calculation as described in step 1, a range of

composite variables with the following scores will

be obtained:

COMPOSITE VARIABLES SCORE INTERVAL

1-5

6-10

11-15

16-20

21-25

26-30

1

2

3

4

5

6

NEW CATEGORY


71

Now, you are at the stage of transforming

composite variables which have been formed

previously into a new variable based on the new

category in Step 2. This variable will be included in

the process of forming the next index.

It can be concluded that the transformation

process of this index variable consists of 3 (three)

steps namely addition, re-categorization, and

weighting for the new variables.

3.COMPOSITEVARIABLES

2

7

5

8

6

12

1

4

3

4

3

6

NEW VARIABLES


72

EXPERIENCE VARIABLESORIGINAL VARIABLES

(R405B)

1

2

3

4

5

6

1

1

1

1

1

6

NEW VARIABLESFor variables related to aspects of experience

(variables with answers of ‘have ever’ or ‘never’),

the principle of ‘one is too many’ will apply. This

means, whenever there is any event related to

integrity breach and/or corruption, even if only

once, the score will be downgraded to the lowest

score (1). On the other hand, no incident was

found. As a result, transformation is made to the

highest score (6).

In addition to composite variables, there are also

variables called experience variables.


73


methodsSTEP #2

AHP

After finding a new weight, now you can calculate

the weight of the integrity index components.

There are 2 (two) methods of statistical analysis

that are able to address the interdependence

between variables and at the same time provide

a weighting for each variable which is statistically

significant.

Analytical Hierarchy Process (AHP) is a statistical calculation model that is useful to describe

problems from various complex factors into a model that looks more structured and

systematic. There are 3 (three) basic principles including:

• Decomposition

• Comparison of assessments/considerations

• Priority synthesis

The AHP method is carried out only by the experts and is subject to weighting of its Dimension

and Sub Indicators in terms of Integrity Assessment, while the weights of Indicators and

Variables are calculated using the PCA method.


74


methodsSTEP #2

The Principal Component Analysis (PCA) is a procedure of statistic calculation to conduct

multivariate analysis that is useful for building new variables which are a linear combination

of the original variables. The original variables that are interconnected will be converted

into new variables that are not interconnected by reducing a number of these variables so

that they have a smaller dimension but can explain most of the original diversity. Number of

main components that are formed is the same as the number of original variables.

Below are the prerequisites that must be met before using the weight formation with the

PCA method:

• Kaiser-Mayer-Olkin Measure of Sampling Adequacy ≥ 0.6

• Eigen value > 1

• Loading Factor ≥ 0.4

• Total Variance Explained ≥ 60%

PCA


75

AHP and PCA have been calculated and determined

by KPK, but should you wish to know more about

AHP and PCA, please refer to the statistical book.

Following are the outcomes of AHP and PCA

based on KPK calculations. You can refer to these

figures to calculate the weight of your institution’s

integrity index.

CUMULATIVE INDEX

Internal

External

Expert

Correction Factor

0,4189

0,2962

0,2849

0,2

AHP


76

INTERNAL

INDICATOR

ORGANI-ZATIONAL CULTURE (0.2687)

ANTI-CORRUPTION SYSTEM (0.2622)

VARIABEL TYPES QUESTION NO. PCAFIGURE

Direct Variables

Direct Variables

Composite variables

Composite variables

Experience variables


R401AR402AR402BR403AR403BR405AR406A

R501CR502AR503AR504AR504B

0,0715 0,0920 0,0937 0,1022 0,0779 0,0808 0,0663

0,1480 0,0764 0,0648 0,0867 0,0919

R401BR401CR401D*

R503B***

0,0777

0,1329

R403C**R405BR406B

R502BR502CR503C

0,1198 0,1398 0,0784

0,1310 0,1344 0,1340

INDICATOR

HUMAN RESOURCE MANAGEMENT (0.2579)

BUDGET MANAGEMENT (0.2112)

VARIABEL TYPE QUESTION NO. PCAFIGURE

Direct Variables

Direct Variables

Composite variables

Composite variables



R603AR604A

R705A

0,1423 0,1206

0,1599

R601AR602

R701A

0,1578 0,1650

0,1761

R601BR603BR604B

R701BR705B

0,1182 0,1504 0,1456

0,1599 0,1853

*) Before being put together, the data are processed by first processing the experience variables. Answer 1 earns 6 points, while answer 2 earns 1 point**) Answer 1 earns 1 point, while answer 2 earns 6 points.***) Before being put together, the data are processed by first processing the experience variables. Answer 1 earns 6 points, while answers 2 and 3 earn 1 point.


77

EXTERNAL

INDICATOR

TRANSPARENCY (0.3264)

ANTI-CORRUPTION SYSTEM (0.3329)

EMPLOYEE INTEGRITY (0.3407)

VARIABLE TYPES QUESTION NO. PCA FIGURE

Direct Variables

Direct Variables

Direct Variables

Composite variables

Composite variables

Composite variables




R401R402R403R404

R406R407R408R409R410R411R412

R501 R502 R503 R504 R505

0,2637 0,2674 0,2598 0,2090

0,1180 0,1468 0,1072 0,1498 0,1599 0,1612 0,157

0,2208 0,2193 0,2065 0,2055 0,1479

EXPERT

INDICATOR

TRANSPARANSI

SISTEM ANTIKORUPSI

VARIABLE TYPE QUESTION NO. PCA FIGURE

Direct Variables

Direct Variables

Composite variables

Composite variables



R403R405R406R407

R401R402R404R408R409R501

0,1024 0,1015 0,1032 0,0989

0,09920,0997 0,0962 0,1028 0,09660,0995

Questionaire can be downloaded at kpk.go.id.


78

CALCULATION OF INTERNAL INTEGRITY SCORES

CALCULATION OF EXTERNAL INTEGRITY SCORES

Cumulative Integrity Index = 0.4189 x Internal Index + 0.2962 x External Index

+ 0.2849 x Expert Index - 0.2 x (1/3 (percentage of

complaint reports) + 1/3 (percentage of compliance

reports) + 1/3 (percentage of complaints )

Internal Assessment Index = 0.2687 x Organizational Culture Indicator

0.2622 x Anti-Corruption System Indicator

0.2579 x HR Management Indicator

0.2112 x Budget Management Indicator

External Assessment Index =0.3264 x Transparency Indicator


0.3407 x Employee Integrity Indicator

If you already familiar with these weights, then

you can enter these figures into the formulas

listed below.


+

+

+

+

+

79

The Assessment Index for each component will be

calculated from the weighted average of all scores

on the constituent variables after multiplying it

with the standard weight. The Rating Index scores

will range from a scale of 0 to 100. When the score

earned is almost 100, it shows the institution

integrity is good.

CALCULATION OF INTEGRITY EXPERT SCORES

Expert Index Assessment =0.0992 x assessment of the existence of bribes

0.0997 x assessment of the existence of extortion

0.1024 x assessment of transparency of public

services

0.0962 x assessment of the existence of brokers in

public services

0.1015 x assessment of budget transparency

0.1032 x assessment of the objectivity of

procurement of goods and services

0.0989 x assessment of the objectivity of HR

policies

0.1028 x assessment of corruption complaints

mechanism

0.0966 x assessment of corruption prevention

mechanism

0.0995 x assessment of employee integrity


+ +

+

+

+

+

+

+

80

CALCULATION OF CORRECTION FACTOR INTEGRITY SCORES

Correction factor is calculated by utilizing 3 (three)

secondary data, namely complaint reports, State

Official Wealth (LHKPN) compliance reports* and

number of briefing events** conducted by the

institutions prior to the implementation of this

survey. Each data is equalized to a scale of 0-100

and is then given the same weight.

Correction Factor = 1/3 (percentage of public complaint reports related to corruption received by KPK during the previous

year + percentage of the number of reporters who have not submitted Official Health Reports (LHKPN) +

percentage of respondents who have been briefed before the survey)

*) Number of complaint reports and State Official Wealth Reports (LHKPN) as obtained from KPK. Coordination with KPK is therefore still required**) Number of briefings as obtained from the Integrity Assessment Survey data


81

Calculation of Integrity Index ScoreSTEP #3

The Integrity Index, both Internally and Externally,

as well as Expertly is calculated from the weighted

average of all scores on the constituent variables

after multiplying it with the standard weight. The

range of integrity index values from scale of 0

to 100. When the score earned is almost 100, it

shows the organization integrity is good.

The calculation of the integrity index score will be divided into 3 (three) major parts, namely:

1. Calculate the score for each respondent

2. Calculate the score for each index


82

For calculating the index per dimension of each

respondent, the following steps will be taken

For example, you have answers to external

questionnaires from several respondents. This

book will explain how to calculate the transparency

index from an external questionnaire. Questions

regarding transparency are in between codes

R401 and R404.

Respondents’ answers from questions R401 to

R404 are then multiplied by the weight of each

question. For example, for question R401, you can

multiply the variable weight R401 which is equal

to 0.2637. You can calculate the result by referring

to the weight in the previous step.

CALCULATE THE SCORE FOR EACH RESPONDENT

1. CODE RESPONDENT 1 RESPONDENT 2

R401R402R403R404

4431

5523

After obtaining the results, then you will add the

four variables and add the weights from R401 to

R404.

You will then divide the result of the four variables

with the total weight of R401 to R404.


83

CALCULATE THE SCORE FOR EACH INDEX

CONVERSION

2. INDEX NAME INDEX SCORE

TransparencyAnti-Corruption System

Employee IntegrityExternal

50,1239,5040,0543,15

The division result is then deducted with 1and

multiplied by 100/6-1.

This treatment is done so that the results are

obtained on a scale of 0-100 for each respondent.

After obtaining the result from each respondent,

then imagine you would acquire the result of an

external component index like this:

The answers from the respondents are summed

up with other respondents’ answers and form

the result of the transparency index of your

organization.


84

You can directly enter the results into the formula

below, and you will obtain the organization’s

external integrity index.

1. ComplaintFor complaint scores, the calculation method will be

as follows:

Complaint score: Number of complaints/UCP * 100

The score of the number of complaints that exceeds

the UCP is maximum (100 points)

Example:

External Assessment Index = 0.3264 x Transparency Indicator

+


+

0,3407 x Employee Integrity Indicator

CALCULATING THE CORRECTION FACTORS

Note:UCP is the upper cut-off point which takes 95% of the distribution of the number of complaints of all institutions that become the the Integrity Assessment Survey locus

ORGANIZATION NAME NUMBER OF

COMPLAINTSCOMPLAINTSCORE

COMPLAINT

FINAL COMPLAINTSCORE

Organization AOrganization BOrganization C

61827UCP

88,56 119,0410,1668,8

88,56 100,0010,16


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2. ComplianceFor compliance scores, the calculation method

will be as follows:

Compliance score: (Amount not reported/amount

that must be reported) x 100

3.Briefing During the SurveyFor briefing scores during the survey, the calculation method will be as follows:

Briefing score during survey: 1/2 x [(internal direction/number of internal respondents) + (external direction/

number of external respondents)] x 100

ORGANIZATION NAME

AMOUNT NOT REPORTED

AMOUNT WHICH MUST BE REPORTED

COMPLIANCE SCORE

Organization AOrganization B

1520

6025

25,0080,00

ORGANIZATION NAME

INTERNAL NUMBER OF INTERNAL RESPONDENTS

EXTERNAL NUMBER OF EXTERNAL RESPONDENTS

BRIEFING SCORE

Organization AOrganization B

12

6060

32

6060

3,333,33

EXAMPLE:


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6.After the survey data are managed, the acquired data can now be

processed and communicated to the internal parties, the parties

responsible for the follow-up, and the community. There are at

least 2 (two) steps that can be taken to conduct communication

related to the Integrity Assessment Survey results, namely:

Make a report on the results of the Integrity Assessment Survey

that may be submitted to the internal parties as to evaluate the

areas of improvement, or may submit the report to KPK or the

Ministry of State Apparatus Empowerment and Bureaucratic

Reform (PAN-RB) for immediate response/handling related to

institutional problems, if necessary.

Publish the outcome to the public to restore public trust. This

type of publication can be processed into various forms; can be

in the form of flyers, simple infographics, etc. that can be placed

in a place crowded with people.

Communication Step

REPORTING

COMMUNICATE TO THE COMMUNITY

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Follow-up of the Integrity Assessment Survey

3

88

90

After obtaining the Integrity Assessment Survey results and data, what should I do then?

91

Data from the Integrity Assessment Survey have

many benefits for the institution you work for.

The data from the Integrity Assessment Survey

can be followed up to develop overall institutional

integrity. Some of the benefits include:

1

2

To serve as re-evaluation material for institutional performance

Serve as the basis of action plans related to findings and indications of corruption in institutions

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From the Integrity Assessment Survey results

data, you can see how much your institution

has performed in terms of 4 (four) sides, namely

internally, externally, and expertly. These results

can make your institution view thoroughly what

aspects must be maintained, developed, and

what aspects must be addressed immediately.

The outcome of the Integrity Assessment Survey

cannot serve as a direct proof related to the

parties who carry out deviant actions, but the

outcome of the Integrity Assessment Survey may

serve as the basis for formulating the action plan

that must be carried out within the institution so

that a perfect integrity index may be achieved in

the institution.

For example, if the external assessment index is

low, then your institution should look again at

which parties are dealing directly with external

parties and determine what steps should be

taken to minimize the potential deviant actions

from providing the services to the external

parties. However, if an internal assessment index

is found, especially related to indicators of high

organizational culture, then your institution can

maintain and develop variables in that aspect

so that the internal assessment index of the

institution can be maintained.

1 To serve as re-evaluation material for institutional performance

93

As discussed in the previous point, the results

of the Integrity Assessment Survey can become

the basis for action plans of the institution. One

action plan that can be done is to make the results

of the Integrity Assessment Survey as a concrete

evidence to eradicate corruption. An institution

may conduct investigation related to indications of

corruption based on the results found, or my map

out vulnerable points that require supervision.

Also from the results of Integrity Assessment

Survey, institutions are able to make strategic

plans related to the steps to eradicate corruption

and develop integrity. The strategic plan related

to this action can become a concrete basis as done

by the institution.

2 Serve as the basis of action plans related to findings and indications of corruption in institutions

94

Now that you have this book, you and the institution where you work can

hopefully carry out the Integrity Assessment Survey independently and easily.

Furthermore, the KPK hopes that through this book, the institution where you

work has the desire to uphold the values of integrity. In this way, your institution,

and even this country will continue to grow without any more deviant actions

related to corruption.

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https://www.kpk.go.id/id/

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