For the Board of Commissioners and Board of Directors remuneration, WIKA promotes the prudential principle and refers to the applicable laws and regulations. WIKA refers to Ministry of SOEs Regulation No. PER-04/MBU/2014 concerning Guidelines for Determining the Remuneration of Board of Directors, Board of Commissioners, and Supervisory Board in State-Owned Enterprises, as last amended by Ministry of SOEs Regulation No. PER-01/ MBU/05/2019 as the Fourth Amendment to Ministry of SOEs Regulation concerning Guidelines for Determining the Remuneration of Board of Directors, Board of Commissioners, and Supervisory Board in State-Owned Enterprises.
BoarD oF commissioners’
remUneration
ProceDUre to Determine
remUneration oF BoarD
oF commissioners
The remuneration amount of Board of Commissioners is determined by the Shareholders through the GMS mechanism. However, before the GMS determines, the procedure to determine the Company’s Board of Commissioners remuneration is as follows:
KEBIJAKAN REMUNERASI
DEWAN
KOMISARIS DAN DIREKSI
Board of Commissioners and Board of
directors remuneration Policy
Dalam pemberian remunerasi bagi Dewan Komisaris dan Direksi, WIKA mengedepankan prinsip kehati-hatian serta mengacu pada peraturan perundangan yang berlaku. WIKA mengacu kepada Peraturan Menteri BUMN No. PER-04/MBU/2014 tentang Pedoman Penetapan Penghasilan Direksi, Dewan Komisaris dan Dewan Pengawas Badan Usaha Milik Negara sebagaimana terakhir diubah dengan Peraturan Menteri BUMN No. 01/MBU/05/2019 tentang Perubahan Keempat atas Peraturan Menteri BUMN tentang Pedoman Penetapan Penghasilan Direksi, Dewan Komisaris, dan Dewan Pengawas BUMN.
remUnerasi Dewan komisaris
ProseDUr PenetaPan
remUnerasi Dewan komisaris
Besaran remunerasi Dewan Komisaris ditetapkan oleh Pemegang Saham melalui mekanisme RUPS. Namun, sebelum ditetapkan oleh RUPS, prosedur penetapan remunerasi Dewan Komisaris Perseroan adalah sebagai berikut:
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konsultan independen melakukan kajian remunerasi bagi Direksi dan Dewan Komisaris. b. Komite Nominasi, Remunerasi dan GCG melakukan
survei pasar pada perusahaan sejenis dan sekelas Perseroan
c. Komite Nominasi, Remunerasi dan GCG memberikan rekomendasi kepada Dewan Komisaris
d. Dewan Komisaris melakukan pembahasan atas usulan Komite Nominasi, Remunerasi dan GCG untuk kemudian diusulkan dalam RUPS.
e. Pemegang Saham melakukan pembahasan pada RUPS
f. RUPS memberikan wewenang dan kuasa kepada Dewan Komisaris untuk menetapkan besaran remunerasi.
strUktUr remUnerasi
anGGota Dewan komisaris
Dewan Komisaris menerima remunerasi tetap dan tidak tetap. Sesuai Peraturan Menteri BUMN No. PER-04/ MBU/2014 sebagaimana telah diubah dengan Peraturan Menteri BUMN No. PER-01/MBU/05/2019, struktur remunerasi Dewan Komisaris Perseroan terdiri dari: 1. Gaji/Honorarium;
2. Tunjangan; 3. Fasilitas; dan
4. Tantiem/Insentif Kinerja.
inDikator PenetaPan
remUnerasi Dewan komisaris
Dalam menetapkan indikator Dewan Komisaris WIKA mengacu kepada Peraturan Menteri BUMN No. PER-04/ MBU/2014 sebagaimana telah diubah dengan Peraturan Menteri BUMN No. PER-01/MBU/05/2019 tentang pedoman penetapan penghasilan Direksi, Dewan Komisaris, dan Dewan Pengawas BUMN sebagai berikut: 1. Faktor skala usaha
2. Faktor kompleksitas usaha 3. Tingkat inflasi
4. Kondisi dan kemampuan keuangan Perusahaan 5. Faktor - faktor lain yang relevan, serta tidak boleh
bertentangan dengan Peraturan Perundang-undangan
Committee (NRC) requests an independent consultant to conduct a remuneration review for the Board of Directors and Board of Commissioners.
b. The NRC conducts a market survey of similar companies and peer groups of the Company c. The NRC provides recommendations to the Board
of Commissioners
d. The Board of Commissioners discusses the NRC recommendations to be then proposed at the GMS.
e. The shareholders conduct discussions at the GMS f. The GMS gives the Board of Commissioners the
authority and power to determine the amount of remuneration.
remUneration strUctUre
For memBers oF the BoarD
oF commissioners
The Board of Commissioners receives fixed and non-permanent remuneration. In accordance with SOE Minister Regulation No. PER-04/MBU/2014 as amended by Minister of SOE Regulation No. PER-01/MBU/05/2019, the Board of Commissioners’ remuneration structure consists of:
1. Salary / Honorarium; 2. Allowances;
3. Facilities; and 4. Tantiem / incentives.
inDicators For DetermininG
the BoarD oF commissioners’
remUneration
Determination of the Board of Commissioners indicators, refers to Ministry of SOEs Regulation No. PER-04/ MBU/2014 as amended by Ministry of SOEs Regulation No. PER-01/MBU/05/2019 concerning guidelines for determining the income of the Board of Directors, Board of Commissioners, and Supervisory Board in SOEs, and are as follows:
1. Business scale factors 2. Business complexity factors 3. Inflation rate
4. The Company’s condition and financial capability 5. Other relevant factors that do not conflict with
Remunerasi Dewan Komisaris dan Direksi mengacu pada indikator-indikator sebagai berikut:
1. Remunerasi diberikan dalam hal perusahaan memperoleh keuntungan dalam tahun buku yang bersangkutan;
2. Remunerasi diberikan dengan mengacu pada perkembangan pasar industri konstruksi;
3. Remunerasi diberikan melalui hasil pengukuran kinerja Dewan Komisaris dan Direksi yang sesuai dengan tugas dan tanggung jawab;
4. Kinerja keuangan dan pencapaian Key Performance Indicator (KPI) Perseroan;
5. Prestasi kerja individu;
6. Kewajaran dengan peer perseroan lainnya;
7. Pertimbangan sasaran dan strategi jangka panjang Perseroan;
8. Besaran remunerasi yang diterima adalah:
a. Komisaris Utama 45% dari remunerasi Direktur Utama.
b. Anggota Dewan Komisaris 90% dari remunerasi Komisaris Utama.
c. Direktur Utama 100%.
d. Direksi yang membidangi Sumber Daya Manusia 90% dari Direktur Utama.
e. Anggota Direksi lainnya 85% dari Direktur Utama.
no JeniS PenGhaSilan/faSilitaSType of iNCome / fACiliTies keteranGandesCripTioN
1 Honorarium
Honorarium • Komisaris Utama 45% dari gaji Direktur Utama.• Komisaris 90% dari honorarium Komisaris Utama
• President Commissioner 45% of the President Director’s salary.
The Board of Commissioners and Board of Directors Remuneration refers to the following indicators: 1. Remuneration is given in the event that the company
makes a profit in the relevant fiscal year;
2. Remuneration is given with reference to the development of the construction industry market; 3. Remuneration is given after reviewing the Board of
Commissioners and Board of Directors performance results in performing their duties and responsibilities; 4. The financial performance and achievement of the
Company’s Key Performance Indicator (KPI); 5. Individual work performance;
6. Fairness with other corporate peers;
7. Consideration of the Company’s long-term goals and strategies;
8. The remuneration received is:
a. President Commissioner 45% of the President Director’s remuneration.
b. Members of the Board of Commissioners 90% of the President Commissioner’s remuneration. c. President Director 100%.
d. Director in charge of Human Capital 90% of the President Director.
e. Other members of the Board of Directors 85% of the President Director.
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no Type of iNCome / fACiliTies desCripTioN
3 Fasilitas • Kesehatan • Bantuan Hukum Facilities • Health • Legal assistance
• Fasilitas kesehatan diberikan dalam bentuk asuransi kesehatan atau penggantian biaya pengobatan. Fasilitas kesehatan diberikan kepada anggota Dewan Komisaris serta suami/isteri dan maksimal 3 (tiga) orang anak yang belum mencapai usia 25 (dua puluh lima) tahun dengan ketentuan apabila anak yang belum berusia 25 (dua puluh lima) tahun tersebut pernah menikah atau bekerja maka yang bersangkutan tidak berhak mendapatkan fasilitas kesehatan.
• Fasilitas bantuan hukum kepada anggota Dewan Komisaris diberikan dalam hal terjadi tindakan/ perbuatan untuk dan atas nama jabatan anggota Dewan Komisaris yang berkaitan dengan maksud dan tujuan serta kegiatan usaha Perseroan. • Health facilities are provided through health insurance or reimbursement of medical expenses. Health facilities are given to members of the Board of Commissioners and their spouses and a maximum of 3 (three) children who have not reached the age of 25 (twenty-five) years provided the child has ever been married or worked. • Legal assistance facilities are provided for members of the Board of Commissioners in the event of actions / deeds occurring for and on behalf of members of the Board of Commissioners related to the aims and objectives and the Company's business activities. 4 Tantiem Tantiem
Penetapan tantiem mempertimbangkan peningkatan kinerja dan kemampuan perusahaan.
The tantiem considers the improvement in the company's performance and capability.
jUmlah nominal/komPonen
remUnerasi Dewan komisaris
Pada tahun 2019, secara lebih rinci remunerasi masing-masing Dewan Komisaris yang telah terealisasi dapat disampaikan, sebagai berikut:
dalam Rupiah penuh In full Rupiah
nama
NAme
Jabatan
posTioN
remuneraSi bulanan (dalam 1 tahun)
moNThly remuNerATioN (iN 1 yeAr)
thr feAsT dAy AllowANCe tantiem tahun buku 2018 (berSih) fisCAl yeAr 2018 TANTiem (NeT) remuneraSi total 2019 ToTAl 2019 remuNerATioN honorarium hoNorArium tunJanGan tranSPortaSi TrANsporTATioN AllowANCe
Imam Santoso Komisaris Utama
President
Commissioner 1.134.000.000 226.800.000 4.500.000 1.968.839.202 3.424.139.202
Freddy R. Saragih Komisaris
Commissioner 1.020.600.000 204.120.000 85.050.000 1.771.955.282 3.081.725.282
Suryo Hapsoro Tri
Utomo KomisarisCommissioner 1.020.600.000 204.120.000 85.050.000 1.181.303.521 2.491.073.521
Achmad Hidayat Komisaris
Commissioner 1.020.600.000 204.120.000 85.050.000 1.181.303.521 2.491.073.521
BoarD oF commissioners’
remUneration nominal
amoUnt / comPonent
In 2019, the remuneration for each Commissioner was as follows:
dalam Rupiah penuh In full Rupiah
nama
NAme
Jabatan
posTioN
remuneraSi bulanan (dalam 1 tahun)
moNThly remuNerATioN (iN 1 yeAr)
thr feAsT dAy AllowANCe tantiem tahun buku 2018 (berSih) fisCAl yeAr 2018 TANTiem (NeT) remuneraSi total 2019 ToTAl 2019 remuNerATioN honorarium hoNorArium tunJanGan tranSPortaSi TrANsporTATioN AllowANCe
Edy Sudarmanto** Komisaris
Commissioner 765.450.000 153.090.000 85.050.000 - 1.003.590.000
Satya Bhakti
Parikesit**** KomisarisCommissioner 680.400.000 136.080.000 85.050.000 - 901.530.000
Illiana Arifiandi**** Komisaris
Commissioner 680.400.000 136.080.000 85.050.000 - 901.530.000
Eddy Kristanto* Komisaris
Commissioner 255.150.000 51.030.000 - 1.771.955.282 2.078.135.282
Liliek Mayasari*** Komisaris
Commissioner 340.200.000 68.040.000 85.050.000 1.771.955.282 2.265.245.282
* Menjabat s.d 25 Maret 2019 ** Menjabat sejak 25 Maret 2019 *** Menjabat s.d 30 April 2019 **** Menjabat sejak 30 April 2019
* Served until March 25, 2019 ** Served since March 25, 2019 *** Served until 30 April 2019 **** Served since 30 April 2019 Jumlah remuneraSi ToTAl remuNerATioN Jumlah komiSariS ToTAl CommissioNers Di atas Rp2 miliar
Above Rp2 billion 6 orang6 people
Di atas Rp1 miliar - Rp2 miliar
Above Rp1 billion until Rp2 billion 1 orang1 person
Di atas Rp500 juta - Rp1 miliar
Above Rp500 million until Rp1 billion 2 orang2 people
Rp500 juta ke bawah
Below Rp500 million
-BonUs kinerja
Pemberian Tantiem/Insentif Kinerja bagi Direksi dan Dewan Komisaris diatur dalam Peraturan Menteri BUMN No. PER-04/MBU/2014 sebagaimana telah diubah dengan Peraturan Menteri BUMN No. PER-01/MBU/05/2019, ketentuannya sebagai berikut:
1. Tantiem/Insentif Kinerja dapat diberikan kepada Direksi dan Dewan Komisaris apabila:
a. Realisasi nilai tingkat kesehatan paling rendah 70; atau
PerFormance BonUs
Tantiem / performance incentives for the Board of Directors and Board of Commissioners is regulated in SOE Ministerial Regulation No. PER-04/MBU/2014as amended by Minister of SOE Regulation No. PER-01/MBU/05/2019, with the following conditions:
1. Tantiem / incentives can be given to the Board of Directors and Board of Commissioners if:
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Panjang secara agresif;
• BUMN yang melaksanakan penugasan Pemerintah; dan/atau
• Faktor lain yang dapat dipertanggungjawabkan secara professional.
b. Penetapan Insentif Kinerja mempertimbangkan peningkatan kinerja dan kemampuan keuangan Perusahaan.
3. Komposisi besarnya Tantiem/IK bagi Direksi dan Dewan Komisaris mengikuti faktor jabatan sebagai berikut:
a. Direktur yang membidangi Sumber Daya Manusia: 90% dari Direktur Utama;
b. Anggota Direksi lainnya: 85% dari Direktur Utama; c. Komisaris Utama: 45% dari Direktur Utama;
d. Anggota Dewan Komisaris: 90% dari Komisaris Utama.
oPsi saham BaGi Dewan komisaris
Tahun 2019, Perseroan tidak menjalankan program opsi saham bagi anggota Dewan Komisaris.remUnerasi Direksi
ProseDUr PenetaPan
remUnerasi Direksi
Besaran remunerasi Direksi ditetapkan setiap tahun dalam RUPS. Pengkajian besaran remunerasi dilakukan oleh konsultan independen yang sudah memiliki pengalaman, mempunyai database yang kuat dalam menangani perusahaan sekelas Perseroan. Besaran remunerasi Direksi ditetapkan dengan memperhatikan ketentuan yang berlaku.
Perseroan menetapkan remunerasi Direksi dikaitkan dengan target pencapaian profit, kemampuan menjaga keberlangsungan dan pengembangkan usaha WIKA. WIKA, melalui Dewan Komisaris, mempertimbangkan lima faktor utama dalam menetapkan usulan remunerasi Direksi, yakni:
1. Imbalan jasa untuk menutupi biaya-biaya yang diperlukan dalam menjalankan usaha;
2. Menghargai kompetensi dan pengalaman yang dimiliki dan dibutuhkan oleh Perseroan;
3. Ketersediaan waktu secara penuh dalam mencurahkan tenaga dan pikiran guna menjalankan tugas Perseroan;
long-term investments;
• BUMN that carries out the Government assignments; and / or
• Other factors that can be accounted for professionally.
b. The determination of Performance Incentives considers improvements in the Company’s performance and financial capability.
3. The composition of the amount of Tantiem / performance incentives for Directors and Commissioners follows the following positional factors:
a. Director in charge of Human Capital: 90% of the President Director;
b. Other Directors: 85% of the President Director; c. President Commissioner: 45% of the
President Director;
d. Members of Board of Commissioners: 90% of the President Commissioner.
BoarD oF commissioners’
share oPtions
In 2019, the Company does not run a stock option program for members of the Board of Commissioner.
BoarD oF Directors’
remUneration
ProceDUre For DetermininG BoarD
oF Directors’ remUneration
The Board of Directors’ remuneration is determined annually in the GMS. The remuneration assessment is conducted by experienced independent consultants using a strong database for companies in the same class as the Company. The amount of remuneration for Board of Directors is determined by taking into account applicable regulations.
Company determines the remuneration of the Directors to be associated with the profit achievement target, and ability to maintain sustainability and develop WIKA’s business. WIKA, through the Board of Commissioners, considers five main factors in determining the proposed remuneration for the Board of Directors, namely: 1. Compensation to cover costs needed to run
a business;
2. Appreciation for the competence and experience possessed and needed by the Company;
3. The full availability of time in devoting energy and thought to conducting the Company’s duties;
