CORPORATE ETHICS

IMPLEMENTATION OF COMPLIANCE FUNCTION

Code of Conduct

Since 2005, Bank OCBC NISP has enforced a Code of Conduct, which provides direction for employees of Bank OCBC NISP for proper behaviors and conducts within the environment of Bank OCBC NISP.

Code of Conduct prepared as a set of guidelines applicable to all employees, whether permanent or outsourced employees, at all levels, positions, job functions, and working units, and to be read, known, understood and applied in particular. It functions to build, within Bank OCBC NISP, a working environment that is pleasant;

optimizes full potentials of employees; radiates goodness; and upholds the principle for running the business based on common goals.

Bank OCBC NISP’s Code of Conduct provides guidelines on 5 principal areas: positive habits and professional relationships within Bank OCBC NISP, OCBC NISP Leadership, responsible Membership, professional Relationship among members, and mutually beneﬁcial business Partnership.

To internalize the Code of Conduct to all employees, Bank OCBC NISP carried out a series of activities, including:

1. Direct socialization

Direct socialization of the code of conduct is made especially for new employees through the New Employee Orientation program.

2. Socialization through Login Quotes

After employees are informed of the Code of Conduct application through the orientation program, in refreshing employees to implementation of the code of conduct, then everyday employees log in computers in their respective working area and are greeted by daily quote on the Code of Conduct, which serve as reminders on proper conducts and behaviors within the environment of Bank OCBC NISP.

Background of Bank OCBC NISPFrom ManagementGCG ReportOperational ReviewFinancial ReviewCorporate Data 3. Sosialisasi via Website Internal

Jika karyawan ingin mendapatkan informasi selengkapnya tentang Code of Conduct, maka informasi ini dapat diakses di website internal Bank OCBC NISP.

Upaya Penerapan dan Penegakan Code of Conduct Guna memberikan pemahaman tentang Kode Etik kepada karyawan baru, Bank OCBC NISP melakukan Orientasi Karyawan Baru (OKB), yaitu sebuah program pengenalan budaya dan Kode Etik. Sementara itu bagi karyawan lama, Bank melakukan sosialisasi berkala baik melalui web internal, pelatihan-pelatihan, dan berbagai kegiatan lainnya.

Untuk mempertegas penerapan dan Penegakan Kode Etik, pada bulan Desember 2011 Bank menyampaikan Surat Edaran kepada seluruh karyawan untuk mengingatkan kembali kepada karyawan Bank OCBC NISP untuk meningkatkan komitmen dalam menjalankan peraturan dan Code of Conduct agar terhindar dari praktik-praktik kecurangan perbankan.

Budaya Perusahaan & Komunitas Karyawan

Dalam usianya ke 70 tahun 2011, dapat dirasakan dan dilihat bahwa budaya kerja perusahaan telah tertanam dan berakar kuat dalam sendi kehidupan lingkungan kerja karyawan. Internalisasi budaya perusahaan yang tertuang dalam 6 values: Solid, Genuine, Supportive, Connected, Forward Looking dan tidak hanya diperkenalkan kepada karyawan baru, namun juga senantiasa diingatkan kepada seluruh karyawan melalui berbagai program dan atau kegiatan, antara lain:

Program Internalisasi Budaya Perusahaan

Budaya perusahaan diperkuat dan diingatkan melalui berbagai kegiatan:

1. From Management Desk

Manajemen dalam hal ini jajaran Direksi memegang peranan untuk memperkenalkan dan menunjukkan arah pencapaian yang akan dituju bersama oleh segenap karyawan.

Penuturan pemikiran, pencapaian kinerja dan harapan dari Direksi dipaparkan dalam kolom From Management Desk per bulan, oleh masing-masing Direksi secara bergantian di web internal.

2. Orientasi Karyawan Baru (OKB)

Pengenalan budaya perusahaan, terutama karyawan baru yang bergabung mutlah dibutuhkan. Selain untuk menginformasikan tentang sejarah, pelaksanaan OKB ini diharapkan dapat memperkenalkan apa dan siapa Bank OCCB NISP serta budaya kerja yang ada. Sepanjang tahun 2011 telah dilaksanakan 26 kelas OKB.

3. Perayaan HUT Bank OCBC NISP ke 70

Tahun 2011 adalah tahun istimewa, karena usia Bank OCB NISP yang menginjak 70 tahun. Dengan semangat kebersamaan dan kekeluargaan namun tetap sederhana, perayaan hari ulang tahun dilakukan diseluruh kantor cabang.

3. Socialization via internal website

Should employees need to obtain complete information on the Code of Conduct, they can access additional information on Bank OCBC NISP’s internal website.

Implementation and Enforcement of the Code of Conduct To impart understanding on the Code of Ethics to new recruits, Bank OCBC NISP holds the New Employee Orientation (OKB), a program designed for introduction of culture and Code of Ethics. As for existing employees, the Bank carries out periodic socialization programs through the internal website, training and other activities.

To emphasize the implementation and enforcement of the Code of Ethics, in December 2011, the Bank issued a Circular Letter to all employees of the Bank as a reminder as to increasing their commitment in observing rules and regulations as well as the Code of Conduct in order to prevent incidences of bank fraud.

Corporate Culture & Employee Communities

In its 70th presence in 2011, it is clearly felt and visibly evident that OCBC NISP’s culture is solidly embedded into all aspects of employee’s working environment. Internalization of the corporate culture, as incorporated in 6 core values: Solid, Genuine, Supportive, Connected, Forward Looking and Dynamic, is not limited to new employees. Rather, various programs and activities are initiated to refresh these values to all employees, as follows:

Corporate Culture Internalization Program

The corporate culture is strengthened and socialized through various activities:

1. From Management Desk

Management, in this respect the Board of Directors, assumes an important role to introduce and demonstrate common goals to be achieved by all employees. Expression of thoughts, accomplishments and expectations by the Board members alternately is facilitated in a monthly column From Management Desk on the internal website.

2. New Employee Orientation (OKB)

Introduction of the corporate culture, particularly to new employees, is a critical requirement. Other than providing information on the Bank’s history, OKB is expected to familiarize important details (what) and proﬁles (who) at Bank OCBC NISP as well as work ethics and culture in place.

Throughout 2011, OKB was conducted a total of 26 times.

3. Celebration of Bank OCBC NISP’s 70th Anniversary

The year 2011 was monumental as Bank OCBC NISP celebrated 70-year presence. With a uniﬁed and familial spirit combined with much needed simplicity, anniversary celebratory activities were held across OCBC NISP ofﬁces nation-wide.

4. Peresmian Wall of Heritage di Gedung bersejarah De Vries – Bandung

Panjangnya sejarah Gedung De Vries di kota Bandung bergabung dengan sejarah Bank OCBC NISP di kota yang sama. Semua perjalanan sejarah ini terlihat dalam Wall of Heritage yang diresmikan pada bulan April, bulan berdirinya Bank OCBC NISP tahun 1941 yang lalu.

5. Kampanye Go Green

Lingkungan tempat dimana kita tinggal, adalah tanggung jawab kita. Pengenalan untuk menjaga kelestarian lingkungan diinformasikan kepada seluruh karyawan melalui kampanye yang mempublikasikan artikel terkait Go green melalui web internal. Tidak cukup hanya menginformasikan, karyawan juga diajak untuk menjadi pelaku Go Green dengan melatih mereka dalam membuat biopori dan pupuk kompos. Bahkan karyawan juga diberikan tumbler tempat minum untuk mengurangi penggunaan air minum kemasan serta diberikan tas belanja untuk mengurangi pemakaian tas plastik saat berbelanja.

6. Kampanye Rumahku Kantorku

Prestasi kerja dapat dipengaruhi oleh lingkungan kerja, sedangkan suasana lingkungan kerja sangat dipengaruhi oleh masing-masing karyawan. Saling mempengaruhi seperti ini sangat berdampak bagi team work yang solid.

Untuk itulah dilakukan kampanye Rumahku Kantorku yang sering disebut KR 8/5, yang maksudnya adalah Kantorku Rumahku 8 jam sehari, 5 hari seminggu.

Program Komunitas Karyawan

Dalam keberagaman kondisi dan bakat karyawan yang tersebar di berbagai kota, Bank OCBC NISP berupaya untuk mendukung upaya pengembangan bakat, tidak hanya terhadap karyawan tetapi juga beserta keluarga karyawan:

1. Children’s Day

Bertempat di Kantor Pusat Jakarta dan Bandung, peringatan Hari Anak Nasional dimeriahkan dengan berbagai kegiatan yang diperuntukkan bagi keluarga dan anak-anak karyawan.

Berbagai acara yang bersifat edukatif digelar, misalnya:

cooking class, go green class, robotic. Ada juga perlombaan menyanyi dan menggambar, disamping kegiatan entertainment lainnya seperti panggung hiburan dan face painting. Kegiatan ini diikuti 325 anak.

2. OCBC NISP Mencari Bakat (ONMB)

Perhelatan acara ONMB ini melingkupi daerah Jabodetabek, Jawa Barat, Jawa Tengah, Jawa Timur, Sumatera dan Sulawesi.

Diikuti oleh 234 peserta, para karyawan menunjukkan kebolehannya dibidang seni seperti bernyanyi, menari, bermain musik dan melawak.

3. Indah dan Cerianya Ramadhan (InCeR)

Ramadhan tahun 2011 yang jatuh pada bulan Agustus disambut dengan keceriaan karena sekaligus juga dilaksanakan sembari merayakan HUT Proklamasi RI ke 67.

Untuk membantu karyawan dalam memenuhi kebutuhan

4. Inauguration of Wall of Heritage at the historic building De Vries – Bandung

The long history of the De Vries Building in Bandung is identical to the history of Bank OCBC NISP in the very same city. The entire historic journey is displayed on the Wall of Heritage, which was inaugurated in April, the birth month of Bank OCBC NISP in the year 1941.

5. Go Green Campaign

The environment in which we live is our primary responsibility.

Socialization to protect the environment is made to all employees through a campaign that promotes publication of Go Green articles on the internal website. It is not enough to merely inform, therefore employees are encouraged to become Go Green actors, facilitated by training programs to make biopori and compost. Employees are also given a tumbler in the effort to reduce use of bottled water, and also a shopping bag in order to control use of plastic bags when shopping.

6. My Home My Ofﬁce Campaign

Work performance is highly affected by the work environment, whereas work atmosphere is strongly influenced by each individual employee. This interplay greatly determines the solidity of teamwork. This is the rationale for My Home, My Office campaign, also dubbed KR 8/5, which is meant to signify my Office (Kantor) my Home (Rumah) 8 hours a day, 5 days a week.

Employee Community Program

With diverse conditions and talents of employees across many cities, Bank OCBC NISP seeks to support talent development efforts, not only for employees but also extensively open to their families:

1. Children’s Day

Held in the Head Ofﬁce Jakarta and Bandung, National Children’s Day was celebrated with a series of activities for families and children of employees. Various educative events included cooking class, go green class, robotics, in addition to singing and drawing competitions as well as entertainment stage and face painting, with a total of 325 children participants.

2. ONMB, OCBC NISP’s Talent Search

ONMB is held with an extensive area coverage, including Jabodetabek, West Java, Central Java, East Java, Sumatera and Sulawesi. A total of 234 participating employees showed off their artistic skills, as singing, dancing, music instruments and comedy.

3. Indah dan Cerianya Ramadhan (InCeR)

Ramadhan in August 2011 was greeted with much joy, as it coincides with festivities of the nation’s 67 years of Independence. To help employees in fulﬁlling needs for Lebaran

Background of Bank OCBC NISPFrom ManagementGCG ReportOperational ReviewFinancial ReviewCorporate Data Lebaran, digelar Bazaar Ramadhan yang diikuti oleh 25 produk

yang merupakan hasil karya kuliner karyawan dan juga produksi para nasabah. Lomba Masak dan Lomba Surprise Tajil juga dilaksanakan dalam semangat kebersamaan dan kekeluargaan.

4. Futsal & Cheerleader Competition

Olahraga futsal adalah olahraga yang paling banyak peminatnya di kalangan karyawan. Sambil memberi semangat bertanding bagi tim futsal masing-masing unit kerja, aksi para Cheerleader juga diperlombakan. Berlokasi di kota Jakarta, Bandung, Solo, Surabaya, Medan, Makassar, Batam dan Palembang, acara ini diikuti oleh 1.405 karyawan.

5. My Dream Come True (MDCT)

Program charity karyawan pada tahun ini difokuskan untuk mewujudkan mimpi anak-anak kurang mampu penderita Thalassemia di 8 kota di Indonesia. Tidak hanya mewujudkan mimpi mereka, karyawan juga disosialisasikan tentang penyakit Thalassemia itu sendiri dengan harapan untuk memutuskan rantai penyakit yang sebenarnya bisa dicegah ini. Partisipasi karyawan baik perorangan maupun kelompok berhasil mewujudkan mimpi 77 anak dan memberikan 15 pompa suntik yang dibutuhkan mereka.

6. Lomba Foto

Berlangsung selama setahun, karyawan pecinta fotograﬁ mengikuti perlombaan ini dengan mengirimkan karya bidikan kamera terbaik mereka pada setiap program dan kegiatan yang dilakukan di lingkungan Bank OCBC NISP.

Terkumpul 80 foto yang pada tiap bulan diseleksi untuk mendapatkan predikat “photo of the month” dan pada akhir tahun seluruh photo of the month diseleksi kembali untuk mendaptakan predikat “photo of the year”.

Komunikasi Internal

Intensitas komunikasi internal merupakan kunci penyebaran informasi perusahaan dan alat untuk membangun soliditas tim kerja dalam Bank.

Keberhasilan komunikasi internal sangat ditunjang dari muatan informasi yang disebarkan, serta media komunikasi itu sendiri.

Kedua hal ini sangat saling terkait agar seluruh karyawan dapat mengerti informasi yang disampaikan dan dengan cepat dan tepat dapat menindaklanjuti informasi tersebut.

Media komunikasi Internal yang ada:

1. Web internal

Portal berbasis internet yang ditujukan sebagai media komunikasi internal, dapat diakses oleh seluruh karyawan yang diberi fasilitas akses ke sistem. Dalam fungsinya, web internal tidak hanya menyajikan informasi perusahaan tapi juga digunakan untuk survei, diskusi umum dan lain lain.

Fasilitas ini dikelola oleh Divisi Information Technology sedangkan materi informasinya dapat dilakukan oleh semua unit kerja yang berkepentingan.

holiday celebration, the Bank held a Ramadhan Bazaar, with a total of 25 employee and customer participants, featuring a wide array of culinary and other attractive products. Cooking Competition and Surprise Tajil Dessert Competition was also carried out with a uniﬁed and familial spirit.

4. Futsal & Cheerleader Competition

Futsal is a favorite sports among many of the Bank’s employees. A competition for divisional futsal teams was held, in conjunction with a cheerleading competition. This event took place in Jakarta, Bandung, Solo, Surabaya, Medan, Makassar, Batam and Palembang, with a total of 1,405 employees taking part in the festivities.

5. My Dream Come True (MDCT)

An employee charity program, which is focused in 2011 on making dreams for under privileged young Thalassemia patients come true in 8 cities in Indonesia. In addition to making dreams come true, employees also received socialization on Thalassemia in the hope of their subsequent contribution to break the chain of the illness. Participation of employees, both in groups as well as individuals, successfully made dreams for 77 children to come true, as well as additional donation of 15 syringes that are much needed.

6. Photo Contest

Carried out over a period of one year, employees with who are interested in photography participated in this competition by submitting entries, which comprised of photos taken for Bank OCBC NISP’s internal programs and events. A total of 80 photos entries were submitted. Selections were made for category “photo of the month”, and at the end of the year, all photos of the month were reviewed to nominate “photo of the year”.

Internal Communications

The intensity of internal communication is key to dissemination of corporate information and tools used to build solidity of working units within the Bank.

The success of internal communication is highly supported by the content of distributed information, as well as the communication medium used. Both these factors are largely interconnected so that all employees can understand the information conveyed and take follow up actions quickly and precisely.

Communication media used are:

1. Internal web

Designed as a medium of internal communication, internet-based portal is accessible to all employees who are given access to the system. In its function, the internal web does not only display information but also used for surveys, public discussions and other purposes. This facility is managed by the Information Technology Division, while information materials can be presented by all relevant work units.

2. Email to everyone

Untuk menunjang mobilitas karyawan, informasi tertentu disebarkan melalui email to everyone agar jangkauan dan waktu penyebaran informasinya dapat diakses sesegera mungkin.

3. Email address [email protected]

Komunikasi internal terkait dengan penyelenggaraan program dan atau event yang melibatkan karyawan, dapat dilakukan melalui [email protected]. Dengan adanya email address ini, seluruh pertanyaan, masukan dan kritikan terhadap program dan atau event mendapatkan tempat untuk didiskusikan. Fasilitas ini dikelola oleh Divisi Corporate Communication.

4. Email CEO

Keterbukaan dan komunikasi dua arah dimungkinkan untuk dilakukan. Karyawan dengan bebas dapat menyampaikan pertanyaan, ide bahkan kritikan langsung kepada CEO dan Presiden Direktur melalui email CEO.

5. Papan informasi

Tidak hanya yang bersifat teknologi, penyebaran informasi juga dimungkinkan melalui papan informasi yang ada di cabang dan kantor pusat. Melalui papan informasi, kegiatan-kegiatan yang bersifat lokal dan terbatas dapat dilakukan secara mandiri di tiap cabang atau lokasi.

6. Video Conference

Untuk memudahkan diskusi langsung antar daerah, di kota-kota metropolitan seperti Jakarta, Bandung, Surabaya, Medan dan Makassar, disediakan fasilitas-fasilitas video conference, agar jarak tidak lagi menjadi kendala.

7. Tele Conference

Selain video conference, diskusi juga dapat dilakukan melalui tele conference, terutama bila hendak dilakukan dengan pihak OCBC Bank di Singapura. Melalui tele conference, pelaporan dan monitoring terhadap pelaksanaan beberapa program dan kegiatan dapat dilakukan.

8. Forum OCBC NISP One

Pertemuan para pemimpin divisi di kantor pusat dan pimpinan area dilakukan dua bulanan bertempat di kantor pusat. Dalam pertemuan ini dipaparkan kinerja bulan berjalan serta hal-hal terkait dengan aktivitas korporat yang dilakukan secara nasional. Melalui Forum OCBC NISP One ini juga diharapkan para pimpinan divisi dan area dapat menyebarkan informasi yang mereka terima kepada semua anggota yang berada di bawah kordinasi para pimpinan ini.

GCG Self Assessment

Pada tahun 2011, GCG self assessment telah dilakukan mengacu kepada ketentuan Bank Indonesia tentang Pelaksanaan Tata Kelola Perusahaan (GCG) bagi Bank Umum sebagaimana yang diatur dalam PBI No. 8/4/PBI/2006, PBI No. 8/14/PBI/2006 dan SEBI No. 9/12/ DPNP.

2. Email to everyone

To support employees’ mobility, certain information is disseminated via email to everyone in favor of reach and timeliness of information distribution, that is accessible immediately.

3. Email address [email protected]

Internal communication pertaining to implementation of programs and or events that involve employees, can be facilitated through [email protected]. This email address provides a proper venue for discussions of questions, feedback and criticism related to programs and or events. The facility is managed by the Corporate Communication Division.

4. CEO Email

Openness and two-way communication are made available.

Employees are free to submit questions, ideas and criticism directly to the CEO and President Director via CEO email.

5. Information Board

Not merely facilitated by technology, information is also distributed by way of information boards found in the Head Ofﬁce and branch ofﬁces. In this manner, activities targeting a local and limited audience are informed independently in the branch or location concerned.

6. Video Conference

To facilitate direct discussions between regions, in metropolitan cities such as Jakarta, Bandung, Surabaya, Medan and Makassar, the Bank provides video conference facilities; hence, distance is a constraint no more.

7. Tele Conference

In addition to video conferencing, discussions can take place via tele conference, especially when communicating with OCBC Bank in Singapore. With tele conference, reporting and monitoring on programs and activities implementation may be carried out.

8. Forum OCBC NISP One

Meeting of division leaders at the Head Ofﬁce and area managers is convened bi-monthly at the Head Ofﬁce. In these meetings, reports are made on current month performance and other matters related to corporate activities that are carried out nationally. Through Forum OCBC NISP One, division and area leaders are also expected to disseminate information that they receive to all members under their respective coordination.

Self Assessment

In 2011, Bank OCBC NISP completed the Good Corporate Governance (GCG) self assessment, pursuant to Bank Indonesia Regulation on Good Corporate Governance (GCG) Implementation for Commercial Banks as prescribed by BI Regulation No. 8/4/

Dalam dokumen OCBC NISP Laporan Tahunan 2011 (Halaman 69-77)