Sosialisasi Peraturan BPS No. 3 Tahun 2024 tentang Tata Cara Pemberian TK Pegawai bagi Pegawai TB

Topic

Socialization of BPS Regulation No. 3 of 2024 on the procedures for providing performance allowances (TK/Tukin/Tukin) for employees on study assignment (TB/TSTB), with a focus on tied performance allowance deductions/cuts based on:

• Study completion timeliness
• Status changes between study assignment vs study permit

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Key business/HR governance logic (what the policy is trying to achieve)

• Timely study completion is treated as an HR governance and budget-efficiency requirement.
• Study assignment is positioned as a strategic investment to build higher-quality and more innovative BPS human resources.
• Compliance is enforced via an information system workflow:
  • Prospective participants must use the SIM-Rinar system
  • Participants must follow applicable Pusdiklat rules

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Policy “playbook” (Article 6 emphasis)

A. Status-based allowance gradients (Article 6)

1) Study assignment completed within expected time

(also includes being released from official duties)

• S3 (Doctoral): allowance in office class 7
• S2 (Master): allowance in office class 6
• S1/D3/D4 and below D3: allowance in office class 5 (as stated in the discussion; wording implies a category mapping for D3/D4 and below D3)

2) Extension while still in study assignment status

• Allowance becomes 50% of the relevant job class salary allowance

3) Second extension after another extension period

(status changes to study permit)

• Allowance becomes 25% of the relevant job class allowance (as explained: permission becomes a study permit rather than continued study assignment exemption)

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B. Performance achievement enforcement

• In addition to time-based cuts, allowances can be reduced due to performance target evaluation.
• References mentioned:
  • Article 11 / Article 12: employees who do not achieve performance targets can face performance allowance deductions
• Provision is tied to monthly reporting and evaluation:
  • Recipients must submit/update documentation showing ongoing targets and performance progress

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C. Effective date

• Effective from the promulgation date: 30 September 2024

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Cut/target specifics (metrics & timelines)

Direct allowance reductions

• 1st extension: 50% of the relevant job class salary allowance
• 2nd extension (status changes to study permit): 25%
• Emphasis: if study is not completed even after extension, the status and allowance rate change

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Performance-related deductions

• Mechanism described:
  • deduction can be 100% minus the employee’s performance achievement value percentage

• Assessed through the performance evaluation cycle (monthly cadence referenced)

• Example context given:

  • For someone on job class 7, allowance depends on assessed achievement; if targets are not met, deduction applies

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Timeline/period governance

The discussion highlighted that timing is interpreted through:

• Doctoral/Master/Bachelor normative durations
• University program length, with matriculation/internship excluded from the study period
• Extension periods per semester (e.g., at some campuses like UGM) vs direct longer extensions at other universities

Key timing points stressed in Q&A:

• Extensions are tied to the legally stated education program period in documents such as:
  • SKTB / SPTB
  • study assignment agreements
  • decrees
• One scenario referenced: extension “end on 31 January” (UI case discussed)

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Concrete operational examples / Q&A takeaways

1) When the study agreement period differs from normative duration

If the signed study assignment agreement states a shorter duration (e.g., 18 months) but the university program is longer (e.g., 24 months / “normative 4 years”):

• The employee must clarify/update legal documents:
  • study assignment agreement
  • decrees
  • extension-related documents
• Coordination steps:
  • clarified through BPS Training Center first (in parallel with HR Bureau)
• Core principle:
  • policy is general, but the specific study period follows the documented program time
  • extension status and allowance rate follow the documented program period

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2) Extension timing and allowance cut application

A major clarification:

• Allowance deductions/cuts depend on whether the employee remains under:
  • study assignment status (Article 6 paragraph 2 conditions), vs
  • study permit status (Article 6 paragraph 3 conditions)

Q&A emphasized that employees may not be immediately moved into the “25%” scenario unless the regulated status change occurs.

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3) Sick leave/referral rules impacting extension requests

Extension requests (and whether deductions apply) depend on supporting documents from the relevant health system. Examples noted:

• Outpatient services may require starting from government health facility referral (Puskesmas / Paskes), even if BPJS/private clinic is used
• A “3 working-day” limit concept was referenced (discussion referenced “calendar day up to 3 days”); longer sickness requires stronger medical documentation/diagnosis results

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4) Employees who keep working while studying

If the employee is not fully released from office (still performs official duties):

• The Article 6 “study assignment exempt from official duties” logic does not apply in the same way
• The employee continues to receive performance allowance according to their office class, as regulated (Q&A compared UT model vs exempt study assignment logic)

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5) Internship/matriculation

• Internship/matriculation after graduation is not included in the study period for this regulation
• Employees can request the needed assignment letter separately (e.g., through Pusdiklat) rather than treating it as part of TB study assignment status

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6) Abroad study

• Abroad extension is treated more like a regular extension
• It must still be aligned with:
  • permits
  • involvement of sponsor
  • university permissions

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Actionable recommendations (what employees should do next)

• Use SIM-Rinar for prospective TB study assignment approvals to avoid future processing difficulties.
• If confused about study duration vs signed agreement:
  • verify the university’s normative duration
  • account for exclusions such as matriculation/internship
  • clarify/update the study assignment agreement and decrees via BPS Training Center (and HR Bureau as parallel)
• For extension planning:
  • track whether each extension corresponds to study assignment vs study permit, because allowance rates change:
    • 50% then 25%
• Keep documentation and reporting aligned with the monthly performance target reporting used for allowance evaluation.
• Use the Q&A session for follow-ups; unresolved items may be compiled and answered by the resource team (HR Bureau coordination mentioned).

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KPIs / targets explicitly mentioned in the session

• No numeric organizational KPIs (e.g., revenue/CAC/LTV) were discussed.
• “KPIs” in this context refer to HR performance allowance metrics, including:
  • Allowance rates: 50% / 25%
  • Performance target achievement evaluation:
    • deduction concept: 100% minus achievement percentage
  • Monthly reporting/evaluation cadence for allowance provision

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High-level investing/markets note (minimal)

• Study assignment is framed as strategic investment to improve BPS HR capability and budget efficiency, without discussing financial market returns.

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Presenters / sources mentioned

Speakers

• Moderator/Organizer: Mr. Suntono (Head of BPS Training Center / Pusdiklat context)
• Presenter/Resource Person: Mrs. Meli (explained Article 6 and deductions/allowance rules)

Other referenced stakeholders/documents (non-presenters in this transcript)

• BPS (Central Statistics Agency)
• Minister of Finance (approval context for additional allowance rules)
• JDIH BPS / jdih.bps.go.id (official regulation source)
• HR Bureau / Pusdiklat
• STIS
• BPS provincial & regional representatives (mentioned as stakeholders)