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"Tujuan penelitian ini adalah untuk mengetahui level kapabilitas Aparat Pengawasan Intern Pemerintah APIP pada Inspektorat Jenderal Kementerian Agama, mengidentifikasi kelemahan masing-masing elemen dan key process area dengan menggunakan Internal Audit-Capability Model. Berdasarkan kelemahan key process area diidentifikasikan area of improvement dan dirancang strategi serta rencana tindak untuk meningkatan level kapabilitas APIP. Penelitian ini menggunakan metode penelitian kualitatif dengan metode studi kasus.Hasil penelitian menunjukkan bahwa level kapabilitas Inspektorat Jenderal Kementerian Agama berada pada level 1 initial. Kelemahan pada elemen peran dan layanan, manajemen sumber daya manusia, praktik profesional, akuntabilitas dan manajemen kinerja serta struktur tata kelola harus mendapatkan perhatian untuk mempercepat pencapaian target ke level 3 integrated. Strategi peningkatan level kapabilitas APIP pada Inspektorat Jenderal adalah melakukan penguatan kapasitas, kewenangan dan peningkatan kompetensi sumber daya manusia.

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The objective of the research is to asses capability level of Government Internal Auditor APIP at General Inspectorate of Ministry of Religious Affairs, to identifying weakness of each elements as well as key process area using Internal Audit Capability Model IA CM. By weakness of such key process area had been identified area of improvement, strategy design and its follow up for increasing such capability level of APIP. This research uses qualitative method with case study method.

The study indicated that capability level of General Inspectorate of Ministry of Religious Affairs is in 1 initial. This study identifies the weakness in the element of role and service, human resources management, professional practice, performance management and accountability and governance structure should be observed in order to accelerate target achievement to level 3 integrated. Strategy to increase capability level of APIP at general inspectorate is by strengthening capacity, authority and increasing of human resource competency."

"Tujuan dari penelitian ini adalah untuk mengetahui level kapabilitas APIP sesuai dengan kerangka Internal Audit Capability Model (IA-CM) dan mengeksplorasi penyebab APIP tersebut belum mencapai level 3. Objek dalam penelitian ini adalah Inspektorat Kota Serang. Inspektorat Kota Serang dipilih menjadi objek penelitian karena Inspektorat Kota Serang masih berada pada level 2 dan yang terburuk di Provinsi Banten. Metode penelitian dilakukan dengan wawancara dan analisis dokumen pendukung kemudian dibandingkan dengan indikator penilaian APIP berdasarkan peraturan BPKP. Hasil wawancara dianalisis menggunakan thematic analysis untuk mencari penyebab utama permasalahan. Hasil penelitian menunjukkan bahwa Level kapabilitas Inspektorat Kota Serang berada pada Level 2 infrastructure. Hasil penelitian juga menunjukkan bahwa terdapat 6 penyebab kapabilitas Inspektorat Kota Serang tidak dapat mencapai level 3 yaitu kekurangan sumber daya manusia (SDM), lack of direction, motivational problems, personnal limitation, kurangannya dukungan pimpinan dan keterbatasan anggaran.

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This research aims is to examine the level of APIP capability according to the Internal Audit Capability Model (IA-CM) and to explore the main causes why its capability has not reached level 3. The object in this reserach is the Inspectorate of Serang City. The Inspectorate of Serang City was chosen it was still at level 2 or the worst in Banten Province. The research method was carried out by interviewing and analyzing supporting documents then compared with the APIP assessment indicators based on the BPKP regulations. The results of the interviews were analyzed using thematic analysis to find the main causes of the problem. The results show that the capability level of the Inspectorate City of Serang is at Level 2 infrastructure. The results also show that there are six main causes of the capability of the Inspectorate of Serang City not being able to reach level 3, such as lack of human resources (HR), lack of direction, motivational problems, personnal limitation, lack of leadership support and budget constraints."