This document discusses the payment model for civil servants in Indonesia. It outlines the classification system for jobs and pay grades based on factors like job description, class, and period of service. It also notes some issues with the current system such as a large bureaucratic structure that is expensive, ineffective work, and lack of standardized incentives. The proposed solutions include simplifying the job classifications, making pay more balanced between functional and structural positions, implementing performance audits, and standardizing bonuses through an independent agency.

1. Civil Servan’t payment model
BAROTO IHSAN WICAKSONO/ 18108032

2. Compensation management
Ensuring that the right people get the right
pay
suitable for both employee and company
employee value proposition

3. Classification JOB
Uses class descriptions that serve as the standard for
comparing job descriptions
Classes include benchmark jobs
Outcome: Series of classes with a number of jobs in
each

4. Civil servant’s struktur
Functional position : Teacher, Doctor, lecturer,
statiscian etc
Structural position (pejabat): bureau chief, head of
department, village chief etc

5. Civil servant’s legal payment
PP no 15 tahun 2012 ~> 14 th amandement of the UU 7
1977 about the salary for the civil servant’s
one of the example:
a. salary based on it’s period of
service
Masa
Kerja
Golongan II
a b c d
0 1,624,700
1 1,648,900
3 1,698,200 1,770,000 1,844,900 1,922,900
5 1,748,900 1,822,900 1,900,000 1,980,300
7 1,801,100 1,877,300 1,956,700 2,039,500
9 1,854,900 1,933,300 2,015,100 2,100,400
11 1,910,300 1,991,100 2,075,300 2,163,100
13 1,967,300 2,050,500 2,137,200 2,227,700
15 2,026,000 2,111,700 2,201,100 2,294,200
17 2,086,500 2,174,800 2,266,800 2,362,700
19 2,148,800 2,239,700 2,334,500 2,433,200
21 2,213,000 2,306,600 2,404,200 2,505,900
23 2,279,100 2,375,500 2,475,900 2,580,700
25 2,347,100 2,446,400 2,549,900 2,657,700
27 2,417,200 2,519,400 2,626,000 2,737,100
29 2,489,400 2,594,700 2,704,400 2,818,800

6. THE PROBLEM
Gigantic structure ~> expensive expense
Ineffective work
Recruiting process is not transparance
Unspecialized and unskillful employee
Lack of motivation
Non standarization of incentive and bonus
Unjustice salary between functional position and
structural position

7. solution
Simplify the job strata (annihilated eselon 3-5)
More balance salary between functional and
structural position
Competiting culture
Performance audit ~> measureable performance
Standarization of bonus and incentive by Kemenpan
Recruitment process ~> third party, non government
Review the mechanism of increase in salary

8. THANK YOU