The Faculty of Economics and Business, University of Jember (FEB UNEJ), is fully committed to the development of an Integrity Zone (ZI) through the implementation of clean, transparent, and accountable governance. Institutional integrity requires every individual to perform their duties and exercise their authority objectively, professionally, and solely in the best interests of FEB UNEJ and the public.
Potential Conflicts of Interest constitute a serious risk that may compromise objectivity, damage institutional reputation, and hinder the achievement of the faculty’s objectives. Therefore, we present the FEB UNEJ Guidelines for Handling Conflicts of Interest as a mandatory framework.
The FEB UNEJ Guidelines for Handling Conflicts of Interest have been developed as an official reference framework and a mandatory instrument for all leaders, lecturers, and education personnel within the faculty. These guidelines provide a detailed explanation of the steps required to identify, prevent, and address various potential Conflicts of Interest in the performance of duties and exercise of authority. The fundamental principle mandated by these guidelines is the obligation to always prioritize the public interest and the institutional interests of FEB UNEJ above personal interests.
We, the FEB UNEJ Integrity Zone Team, invite the entire academic community to read, understand, and consistently implement every provision of these guidelines in their daily activities. The success of the development of the Integrity Zone is not solely the responsibility of a designated team; rather, it reflects the individual commitment of all personnel. By implementing these Guidelines for Handling Conflicts of Interest with discipline, we can collectively strengthen a culture of integrity, ensure excellent public service, and establish FEB UNEJ as a clean, dignified, and outstanding institution.
Arrangement of the Personnel Human Resources Management System
The Faculty of Economics and Business, University of Jember, has conducted a competency assessment for structural officials and study program managers as an implementation of the merit system and as evidence of its commitment to the development of an Integrity Zone toward a Corruption-Free Area (Wilayah Bebas dari Korupsi/WBK). The assessment was conducted to evaluate the level of alignment between individual competencies and the established competency standards for each position.
The assessment results, as documented in the Competency Matrix Recapitulation of Position Assessment Results, indicate that all structural officials and study program coordinators fall within the Potential category. This indicates that their competencies have met, and in some cases exceeded, the requirements of their respective positions. Therefore, the placement of employees in strategic positions is aligned with their capabilities and supports the improvement of both the academic and administrative performance of the faculty.
The assessment results are used as a basis for strategic decision-making related to employee assignments, position rotations, and career development. Although there are currently no employees requiring competency reinforcement through the Potential with Notes category, the faculty continues to prepare follow-up measures when necessary through capacity-building programs, including technical training, managerial competency development, and coaching.
In line with the principle of continuous improvement, competency assessment serves not merely as an administrative document but also as an instrument to ensure that human resources management is carried out professionally, based on data, transparently, and accountably, in accordance with the principles of organizational governance within the Integrity Zone.
Human Resources Management System Arrangement
The Faculty of Economics and Business at the University of Jember has undertaken an internal employee reassignment as part of efforts to improve personnel governance and strengthen human resources management in the development of the Integrity Zone toward achieving a Corruption-Free Area (WBK) and a Clean and Serving Bureaucracy Area (WBBM). The reassignment was carried out based on an evaluation of the needs of each work unit and the alignment of employees’ competencies, ensuring that employee placement could be optimized to support service effectiveness. The reassignment process was subsequently formalized through an official covering letter concerning employee reassignment and the Decree of the Dean of the Faculty of Economics and Business, University of Jember, Number 1738/UN25.1.4/KL/2025 concerning the Internal Reassignment of Employees of the Faculty of Economics and Business, University of Jember, which stipulates the employees’ new positions and placement units.
The reassignment was implemented transparently and accountably and was supported by complete documentation, including the University’s Employee Reassignment Cover Letter and an attached list of employees whose placement assignments were changed. This reassignment was carried out as a strategic measure to achieve a more equitable distribution of workloads, enhance employee competencies, and strengthen a professional work culture. Through the issuance of the Reassignment Decree, the Faculty ensures that human resources management is aligned with the principles of good governance and serves as evidence of its commitment to improving the quality of public services as part of the development of the Integrity Zone.
