PERFORMANCE ANALYSIS OF FEMALE EMPLOYEES IN EFFORTS TO IMPROVE GENDER ADMINISTRATION IN THE TECHNICAL IMPLEMENTING UNIT OF BEKRI LAMPUNG CENTRAL DEPARTMENT OF WATERING SERVICE

. This study aims to determine the extent to which the performance of female employees in the Technical Implementation Unit of the Service. Bekri irrigation in Central Lampung district in terms of field activities in an effort to increase gender mainstreaming. This research according to the method belongs to a descriptive research design with a descriptive qualitative design, the researcher intends to explain and explain the obstacles that exist in the field activities of the Bekri Irrigation Service Technical Implementation Unit related to the performance of female employees and efforts to increase gender mainstreaming in the Implementing Unit. Bekri Irrigation Service Technical 2019. The subjects in this study were female employees at the Bekri Irrigation Service Technical Implementation Unit itself. The method of data collection is by observation and interviews, documentation as well as literature study. For the technique of checking the validity of this research data using technical triangulation, while data analysis is through the stages of data reduction, data presentation and conclusion drawing. The result of this study is the finding of a task gap between male and female employees in the field activities of the Bekri Irrigation Service Technical Implementation Unit. Female employees at the Bekri Irrigation Service Technical Implementation Unit were never directly involved in the field activities of the Bekri Irrigation Service Technical Implementation Unit.


PRELIMINARY
Gender issues in the general employment of the Department of Water Resources are not new, Gender is behavioral differences between men and women that are socially constructed, namely differences that are not natural or God's provisions but are created by humans (men and women).
women) through a long social and cultural process (Fakih, 2005).The gender issue is a condition that shows the gap between women and men or gender inequality.
This gender inequality condition is obtained by comparing the ideal condition (normative condition) with the gender condition as it is (subjective condition).
Apart from gender issues in water affairs, gender issues in public office and government officials can be seen from the tendency where the higher the echelon, the considers it taboo if a female employee is invited to discuss it.The opinion of the community, especially farmers using water, is that female employees will not be able to fully understand the situation in the field so that the head of the Technical Implementation Unit of the Office seems Gender is different from sex.Sex (gender) is a biologically determined characteristic or division of two sexes that is inherent in male or female and is the nature of the Creator.The word gender in Indonesian is adopted from English, the term gender is to describe which differences between men and women are innate as God's creation and which are cultural forms that are constructed and socialized.According to Fakih, gender is a trait inherent in men and women who are formed socially and culturally (Fakih, 2008)

RESULTS AND DISCUSSION
In h.Provide a job that is interesting and full of challenges.
i.There is a confession.
reluctant to assign tasks to female employees for field affairs.The duties of female employees in the Technical Implementation Unit of the Bekri Irrigation Service seem to be limited to administrative matters for office employees, in other words, there is gender discrimination.The gap in the participation of female employees in terms of work in the field is considered normal.This presumption refers to subordination.This term refers to the role and position of women who are inferior to the roles and positions of men.Women's subordination begins with the division of labor based on gender and is linked to women's function as mothers(Putriana et al, 2021).This ability of women is used as an excuse to limit their role only to domestic roles.Gradually leading women as unproductive workers who do not contribute to the development process, especially physical or fieldwork at the Bekri Irrigation Service Technical Implementation Unit.Subordination has also become unity with stereotypes and has become a hot issue in the area of the Irrigation Service, as well as being included in the Technical Implementation Unit of the Office so that there is less involvement of female employees in field activities and physical activities in the Technical Service Unit of the Irrigation Service, Bekri district, is considered normal and has been normal, and under its nature, thus gender discrimination is very visible in the Technical Implementation Unit of the Bekri District Irrigation Service in field activities.THEORETICAL REVIEW The definition of the organization according to Hasibuan (2016) is a formal, structured, and coordinated union system of groups of people who work together to achieve certain goals.The organization is only a tool and a container.Organizations usually make use of certain resources such as the environment, methods or methods, materials, machines, money, and several other resources to achieve the organization's goals.The people gathered in an organization agree to achieve certain goals through systematic and rational resources under control and the existence of an organizational leader who will lead the organization's operations in a planned manner.The term performance comes from English, namely from the word Job Performance or Actual Performance.Performance is a result of work that has been done by an employee or employee according to predetermined criteria.Performance is the ability and motivation of a person to carry out their duties.According to Anwar Prabu Mangkunegara, the definition of employee performance is the quality and quantity of work achieved by an employee in carrying out his duties by the responsibilities assigned to him.An employee or employees are required to give their time, energy, thoughts, and efforts to achieve their goals (Umar, 2002).Kessler (1985) in his book states that gender mainstreaming comes from the word mainstream, which is a translation of the word mainstream.Gender mainstreaming is a development strategy carried out to achieve gender equality and justice through policies and programs that pay attention to the interests of women and men equally starting from the stage of enforcing the rights of women and men to get the same opportunity, recognition, and appreciation in society. .Gender Mainstreaming in this research is Gender Mainstreaming in the field of water resources, which is a development strategy carried out to achieve gender equality and justice through policies and programs that take into account the experiences, aspirations, needs, and problems of women and men in planning, implementing, monitoring, and evaluation of all program policies and activities in various fields of life and development of the Pegairan Service.
this case, female employees at the Bekri Irrigation Service Technical Implementation Unit are only involved in working on a written report which will be submitted to the Irrigation Service in Central Lampung.Workability is one of the elements of maturity related to knowledge and skills obtained from education, training, and work experience.The capacity of the education sector for female employees in the Bekri Irrigation Service Technical Implementation Unit for the technology sector does not exist, because based on the results of the researcher's research that female employees are the Technical Implementation Unit of the Bekri Irrigation Service, which only amounts to 2 out of 41 employees of the Dinas Technical Implementing Unit.irrigation Bekri does not have technical education.With these considerations, the Head of the Bekri Irrigation Service's Technical Implementing Unit does not involve female employees in field assignments, in addition to educational factors another consideration is to protect female employees themselves due to heavy and high-risk fieldwork, so that the assumption that female employees will not be able to carry out duties in the field, On the other hand, farmers as users of irrigation water in the area of the Bekri Irrigation Service Technical Implementation Unit reject the existence of female employees in field activities on the pretext of being reluctant and rigid when dealing with female employees in the field.Whereas from the observations of researchers in the field, not all activities in the field at the Bekri Irrigation Service Technical Implementation Unit are at serious risk and full of challenges.For example, female employees were not involved in field activities during the socialization, advising farmers about the start of planting and the types of plants to be planted according to the estimated water discharge.Besides, based on the data and the author's monitoring, the work capacity of female employees at the Technical Implementation Unit of the Bekri Irrigation Service in Central Lampung Regency in the technology sector is 0%, because there are no female employees who master the technical field.Even though it is seen from the education level data that there are only 2 male employees at the Bekri Irrigation Service Technical Implementation Unit who have a bachelor's degree in Engineering, and only 1 have a Bachelor of Social Science and Political Science degree, the rest are employees of the Technical Implementation Unit of the Office.irrigation Bekri has a high school education level equivalent to about 80% of the total number of employees in the Technical Implementation Unit of the Bekri Irrigation Service.For the workability of female employees in the field of administrative affairs by 80%.Because female employees are not involved in all activities in the field and only take care of administrative matters in the office every day so that with the same work from time to time, female employees are more dexterous in terms of office administration the quality and quantity of work achieved by an employee in carrying out his duties by the responsibilities assigned to him.still, according to Mangkunegara, the indicators of employee performance include Quality of Work, Quantity of Work, Implementation of Tasks, Responsibilities.The quality of work can be seen from the enthusiasm of work.It shows a deep enthusiasm for the work being done.If employees have high enthusiasm, then the interest to work in completing tasks neatly and quickly will be high.As a result, the results obtained will be maximized.On the other hand, if the employees have low enthusiasm, then the interest in completing their work is low and as a result, the results of the work achieved are not optimal.Based on the data and the author's monitoring, the enthusiasm of the work of female employees at the Technical Implementation Unit of the Bekri Irrigation Service, Central Lampung Regency in terms of office administration can be stated as 90%, this can be seen from the answer to the head of the Bekri Irrigation Service Technical Implementation Unit in the administration section during the interview.Meanwhile, in terms of completing work properly and on time, 80% is due to dependence on data that is still valid and accurate.In carrying out their main tasks and functions, female employees in the Bekri Irrigation Service Technical Implementation Unit are based on the data and monitoring of the author, that the level of work quantity of female employees of the Bekri Irrigation Service Office of Central Lampung Regency in terms of writing correspondence or reports is fast enough, but often constrained during working hours, from the writer's observation that female employees at the Bekri Irrigation Service Technical Implementation Unit come to the office often late, and go home before office hours are over, this is because the places where female employees live on average are far from the office.Thus reducing the value of the quantity of work.Meanwhile, about 90% of attendance every weekday, is due to humanitarian problems, for example, illness or family interests that allow the employee to be unable to attend.The duties of female employees in the Technical Implementation Unit of the Bekri Irrigation Service have only been limited to the areas of office administration and staffing, including taking care of correspondence and activity reports or suggestions as well as managing promotion and class proposals for the State Civil Apparatus and managing extension proposals.Contract decree for honorary employees.According to the data and assessment of the leadership that the author obtained, female employees at the Bekri Irrigation Service Technical Implementation Unit carry out their work accurately even though sometimes there are small mistakes but that is only limited to a lack of valid information.All employees, both men, and women understand their respective responsibilities.Likewise, female employees at the Bekri Irrigation Service's Technical Implementing Unit are very familiar with the responsibilities assigned by their superiors.By their respective main duties and functions, and confirmed by the Decree of the Head of the Bekri Irrigation Service's Technical Implementing Unit regarding the main duties and functions of each.-each employee.According to the results of research, female employees at the Bekri Irrigation Service Technical Implementation Unit have a high enough awareness of their obligation to do work accurately with a very small error rate.An organizational goal can be easily achieved through cooperation.The existence of this collaboration will create a sense of organizational and emotional ties between each individual, because of mutual understanding and a sense of care between members of the organization.As a result, individual performance is high.If the individual has high performance, the individual's interest in working together in completing tasks and responsibilities will be high.As a result, the results obtained will be maximized.On the other hand, if the individuals have low performance, then the interest and motivation to complete their work are also low.As a result, the results achieved cannot be maximized.According to Mangkunegara (2011), two factors influence the high and low performance of female employees of the Bekri Irrigation Service Office for Central Lampung, including: Employee factors, namely those that come from within the employee himself, including intelligence (IQ), special skills, age, gender, physical condition, education, work experience, tenure, personality, emotions, ways of thinking, perceptions, and attitudes work b.Job factors, namely the type of job, organizational structure, rank (class) position, quality of supervision, financial security, opportunities, promotion, social interaction, and work relations.Based on the quote above, it can be interpreted that human resource factors and abilities play an important role in influencing employee performance.This is coupled with the guarantee of their future in the form of a career or promotion that allows employees to work optimally.If factors that can affect employee performance become high are ignored, then organizational goals will not be achieved, because employees will work as they are.To overcome the factors above, several things can be done to improve and foster performance so that employee performance is even more optimal, attention to and fulfilling the rights of employees who have carried out their duties and responsibilities.This means that employees will have high performance at work if there is a match between the sacrifices that have been made by the employees and the rewards they have received.Besides, employees are also involved in discussing problems currently being faced in the organization and the decision-making process.This is done because, in essence, employees want to be recognized by the leadership without any gender differences.The function of gender mainstreaming in the Central Lampung Irrigation Service is to eliminate and eliminate gender issues and work disparities in the irrigation sector in the activities and performance of employees of the Bekri Irrigation Service Technical Implementation Unit as support for government programs on gender mainstreaming, the minister of public works in the irrigation sector has issued a letter circular, this shows the seriousness of efforts to address gender mainstreaming issues.CLOSING Based on the results of the research that has been done, the following conclusions can be stated: a. Female employees have never been directly involved in field activities because they are deemed incompetent, both from an educational perspective and in terms of human resource capacity, even though seen from the educational level of male employees in the Technical Implementation Unit of the Bekri Irrigation Service, 95% of the employees are male-men are the same as female employees in terms of education level, at, but not in terms of fieldwork, while male employees at the Technical Implementation Unit of the Bekri Irrigation Service mostly only control fieldwork but do not master the administrative sector.