SK BP MIGAS/SKK MIGAS Nomor: 15/BP00000/2005-S8 Tentang Pengelolaan Sumber Daya Manusia Kontraktor Kontrak Kerja Sama (Official English Version)

GUIDELINES

EXECUTIVE AGENCY FOR UPSTREAM OIL AND GAS BUSINESS ACTIVITIES
(BPMIGAS)

WORK PROCEDURE GUIDELINES

No.: 018 / PTK / V / 2005

ON

HUMAN RESOURCE MANAGEMENT
OF COOPERATION CONTRACT CONTRACTORS

JAKARTA

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GUIDELINES

WORK PROCEDURE GUIDELINES
ON
HUMAN RESOURCE MANAGEMENT

MANPOWER UTILIZATION & INDUSTRIAL RELATIONS DEPARTMENT
EXTERNAL DIVISION
DEPUTY OF GENERAL AFFAIRS
EXECUTIVE AGENCY FOR UPSTREAM OIL AND GAS BUSINESS ACTIVITIES
(BPMIGAS)
JAKARTA

3

SURAT KEPUTUSAN
No. Kpts. 15/BP00000/2005-S8
TENTANG
PEDOMAN PENGELOLAAN SUMBER DAYA MANUSIA
KONTRAKTOR KONTRAK KERJA SAMA
KEPALA BADAN PELAKSANA
KEGIATAN USAHA HULU MINYAK DAN GAS BUMI
Menimbang:

Bahwa dalam melaksanakan kegiatannya, Kontraktor Kontrak
Kerja Sama turut bertanggung jawab dalam mengembangan dan
meningkatkan sumber daya manusia baik yang berkaitan dengan
proses rencana penggunaan tenaga kerja, pengembangan tenaga
kerja nasional serta hubungan industrial dan kesejahteraan.

b.

Bahwa Badan Pelaksana Kegiatan Usaha Hulu Minyak dan Gas
Bumi mempunyai fungsi pengawasan dan pengendalian yang
obyektif, bertanggung jawab dan transparan terhadap pengelolaan
sumber daya manusia Kontraktor Kontrak Kerja Sama (KKKS)
dengan mengutamakan penggunaan & pengembangan tenaga
kerja nasional serta menjaga hubungan industrial yang kondusif di
lingkungan kerja KKS.

c.

Bahwa para Pengelola sumber daya manusia Kontraktor Kontrak
Kerja Sama diharapkan agar melakukan upaya nyata untuk
mengelola sunber daya manusia secara profesional agar dapat
mendukung program pengembangan tenaga kerja nasional dan
mampu memelihara iklim “industrial peace” di lingkungan kerja.

d.

Mengingat:

a.

Bahwa BPMIGAS memberikan kewenangan kepada Kontraktor
Kontrak Kerja Sama untuk melaksanakan kebijakan yang bersifat
operasional, sedangkan kebijakan yang bersifat strategis serta
berdampak besar terhadap kelangsungan operasi produksi,
bertentangan dengan prinsip pengutamaan tenaga kerja nasional
dan berdampak pada hubungan industrial secara menyeluruh di
lingkungan KKS, tetap memerlukan persetujuan BPMIGAS.

(1) Undang-Undang No. 22 Tahun 2001, tentang Minyak dan Gas Bumi;
(2) Undang-Undang No. 13/2003 tentang Ketenagakerjaan;
(3) Peraturan Pemerintah No. 42 Tahun 2002 tentang Badan Pelaksana
Kegiatan Usaha Hulu Minyak dan Gas Bumi;
(4) Peraturan Pemerintah No. 35 Tahun 2004 tentang Kegiatan Usaha
Hulu Minyak dan Gas Bumi;
(5) Keppres. No. 49/M Tahun 2005 tanggal 29 Maret 2005 tentang
pengangkatan Kepala BPMIGAS;

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Surat Keputusan

Surat Keputusan

BADAN PELAKSANA
GUIDELINES

-2Surat Keputusan
Nomor : Kpts. 15/BP00000/2005-S8
Tanggal : 11 Mei 2005

Surat Keputusan

Surat Keputusan

BADAN PELAKSANA
GUIDELINES

MEMUTUSKAN :
Menetapkan :
PERTAMA

:

Memberlakukan Pedoman Pengelolaan Sumber Daya Manusia Kontraktor
Kontrak Kerja Sama yang terlampir dalam Surat Keputusan ini.

KEDUA

:

Pedoman Pengelolaan Sumber Daya Manusia Kontraktor Kontrak
Kerja Sama ini berlaku untuk seluruh Kontraktor Kontrak Kerja Sama di
lingkungan kegiatan Usaha Hulu Minyak dan Gas Bumi.

KETIGA

:

Ketentuan-ketentuan lain yang belum diatur atau belum cukup diatur,
akan ditetapkan kemudian yang akan menjadi satu kesatuan dalam
pedoman ini.
Dengan diberlakukannya Pedoman ini, maka Pedoman Pengelolaan
SDM KKKS yang diberlakukan sebelumnya dinyatakan tidak berlaku lagi
untuk Kontraktor Kontrak Kerja Sama di lingkungan kegitan Usaha Hulu
Minyak dan Gas Bumi.
Surat Keputusan ini berlaku terhitung mulai tanggal ditetapkan.
Ditetapkan di : Jakarta
Pada Tanggal : 11 Mei 2005
Kepala Badan Pelaksana
Kegiatan Usaha Hulu Minyak dan Gas Bumi

Kardaya Warnika

5

Decree

EXECUTIVE AGENCY
FOR UPSTREAM OIL AND GAS BUSINESS ACTIVITIES
GUIDELINES
DECREE
No. Kpts. 15/BP00000/2005-S8
ON
GUIDELINES FOR HUMAN RESOURCE MANAGEMENT
THE HEAD OF THE EXECUTIVE AGENCY
FOR UPSTREAM OIL AND GAS BUSINESS ACTIVITIES
Considering:

That in carrying out their activities, Cooperation Contract
Contractors share responsibility for developing and upgrading
human resources, in connection with the planning process for
manpower utilization, the development of national personnel,
and industrial relations and welfare;

b.

That the Executive Agency for Upstream Oil and Gas Business
Activities has the function of objective, responsible and
transparent supervision and control over the management of
Cooperation Contract Contractors’ (KKKS) human resources,
with an emphasis on the use and development of national
personnel and on maintaining conducive industrial relations
within the KKKS’ workplaces;

c.

That Cooperation Contract Contractors’ human resource
Managers are expected to make a genuine effort to manage
human resources professionally in order to support the program
for development of national manpower and to be able to maintain
a climate of industrial peace in the workplace;

d.

Bearing in mind:

a.

That BPMIGAS grants the authority to Cooperation Contract
Contractors to implement operational policies, while any policy
of a strategic nature that has a major impact on the continuity of
production operations, that conﬂicts with the principle of priority
on the use of national personnel, or that has an impact on overall
industrial relations in the KKKS workplace continues to require
BPMIGAS approval;

(1) Law No. 22/2001 on Oil and Gas;
(2) Law No. 13/2003 on Manpower;
(3) Government Regulation No. 42/2002 on the Executive Agency
for Upstream Oil and Gas Business Activities;
(4) Government Regulation No. 35/2004 on Upstream Oil and Gas
Business Activities;
(5) Presidential Decree No. 49/M/2005 dated 29 March 2005 on
appointment of the Head of BPMIGAS;

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Decree

HAS DECIDED:
GUIDELINES

To stipulate:
FIRST

:

To enact the Guidelines for Human Resource Management of
Cooperation Contract Contractors that are attached to this Decree.

SECOND

:

These Guidelines for Human Resource Management of Cooperation
Contract Contractors shall apply to all Cooperation Contract Contractors
in Upstream Oil and Gas Business activities.

THIRD

:

Other provisions that are not yet regulated, or inadequately regulated,
shall be determined later and shall become a part of these guidelines.
When these Guidelines come into force, the Guidelines for Human
Resource Management of Cooperation Contract Contractors that were
previously in force are declared no longer applicable to Cooperation
Contract Contractors in Upstream Oil and Gas Business activities.
This Decree shall come into force effective as of the date of its
promulgation.
Promulgated in Jakarta
on 11 May 2005
Head of the Executive Agency for
Upstream Oil and Gas Business Activities
[signed and sealed]
Kardaya Warnika

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Foreword

GUIDELINES
FOREWORD

This Guidebook on Human Resource (HR) Management for Cooperation Contract Contractors
(KKKS) represents a revision of the previous guidebooks and contains the procedures for
KKKS HR management, in connection with the manpower utilization planning process,
development of the national work force, and industrial relations and welfare. The process of
drafting these guidelines involved practitioners in KKKS HR through working groups I, II, III,
and IV. It is therefore hoped that it now accommodates most of the interests of the KKKS,
without detriment to the oversight function of BPMIGAS.
The revisions that have been made to the guidelines this time are based on changes in certain
labor regulations and the spirit to manage KKKS HR by taking the side of the national work
force based on competence through objective, transparent, and responsible supervision and
control of HR. All KKKS HR managers are therefore expected to undertake genuine efforts
to manage HR professionally so that the program for development of national workers can be
implemented properly in order to support the companies’ production operation processes.
From these guidelines, it is clear that BPMIGAS grants the authority to the KKKS to implement
policies of an operational nature, while policies of a strategic nature, or that have a signiﬁcant
impact on the continuity of production operations or on industrial relations, continue to require
BPMIGAS approval.
This guidebook should serve as a collective reference for KKKS HR management. [For
any] deviations from the implementation of KKKS HR management that are done without
BPMIGAS approval, these guidelines will serve as the basis of BPMIGAS’s decision making
in following up on audit ﬁndings related to HR. This guide book is written in Bahasa and
English. If there is any difference between the two books, it should be an honest mistake and
the Bahasa version shall prerails.

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•

Undertake Continuous Improvement
processes to reduce overall costs.

Initiatives

in

all

•

Increase integrated supervision and cost control.

•

Control the use of KKKS’ Human Resources in a structured
and patterned way so that the costs of Indonesian personnel
can reach 75% of the total personnel costs, with due attention
to Cost-Beneﬁt standards.

•

Evaluate the weaknesses in the Regulatory Framework
(provisions of labor regulations) in Upstream Oil and Gas
Activities and urge the Government to rectify them.

•

Encourage and accelerate supply of trained National Human
Resources to support Upstream Oil and Gas Activities.

BPMIGAS STRATEGY IN KKKS HR MANAGEMENT
IN LINE WITH BPMIGAS BLUEPRINT FOR 2005-2010

BPMIGAS STRATEGY IN KKKS HR MANAGEMENT
GUIDELINES
IN LINE WITH BPMIGAS BLUEPRINT FOR 2005-2010

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GUIDELINES

iv
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4/30/2007, 9:55:04 AM

Table of Contents

GUIDELINES
TABLE OF CONTENTS
Decree ………………………………………………………………………………………………….. i
Foreword ……………………………………………………………………………………………….. iii
BPMIGAS Strategy in KKKS HR Management in Line with BPMIGAS Blueprint
for 2005-2010 ………………………………………………………………………………………….. iv
Table of Contents ……………………………………………………………………………………. v
List of Attachments ……………………………………………………………………………………. vi
1.

KKKS Employee Information Management ………………………………………………….. 1

2.

Manpower Work Plan and Budget (RKA) …………………………………………………….. 6

3.

Manpower Utilization Plan (RPTK) …………………………………………………………… 17

4.

Permit to Employ Expatriate Personnel (IMTA) …………………………………………….. 29

5.

Career Development Monitoring ……………………………………………………………… 34

6.

Mentoring ……………………………………………………………………………………….. 38

7.

International Career Development …………………………………………………………… 40

8.

Extension of Work Relationship Beyond Retirement Age …………………………………. 43

9.

Recruitment of Indonesian Personnel (TKI) …………………………………………………. 45

10.

Conduct of Education and Training ………………………………………………………….. 47

11.

Education and Training for BPMIGAS Employees and Employees of
Government Agencies at KKKS Expense …………………………………………………… 51

12.

Practical Work Training for University Students, COOP, Students, and Other Parties…. 55

13.

Domestic Scholarships ………………………………………………………………………… 62

14.

Overseas Scholarships ………………………………………………………………………… 63

15.

Preparation of Company Regulations and Collective Labor Agreements (PP & CLA) …. 64

16.

Compensation and Benefits …………………………………………………………………… 67

17.

Termination of Employment (PHK) and Mutual Agreement Termination (MAT) ………… 69

18.

Administrative Provisions for Medical Board ………………………………………………… 72

19.

Administrative Procedure for Approval of Medicine by Pharmacists ……………………… 74

20.

Administrative Procedure for Referring Patients for Treatment Abroad ………………….. 76

21.

Administrative Procedure for Employee Health Examinations …………………………….. 79

v

v

Table of Contents
Attachments

GUIDELINES
ATTACHMENTS
1.

KKKS EMPLOYEE INFORMATION MANAGEMENT
Attachment 1. Workforce Report (KTK) ……………………………………………...............
Attachment 2. Personnel Transfer Report (MTK) ……………………………………….......

2.

MANPOWER WORK PLAN & BUDGETS (RKA)
Attachment 1. Budgeted Total Personnel Expenses ……………………………………......
Attachment 2. Compensation & Benefits Budget Evaluation ……………………………….
Attachment 3. Operational Statistics for Manpower (Report Table 11 of WP&B) ………..
Attachment 4. Operational Statistics for Expatriate Personnel Analysis
(Report Table 12 of WP&B) ………………………………………………......
Attachment 5. Budget Year Expenditure (Budget Schedule 17 of WP&B) ………….........
Attachment 6. Project Status Report (Report Table 15 of WP&B) …………………….......

3.

MANPOWER UTILIZATION PLAN (RPTK)
Attachment 1. Explanatory Note ……………………………………………………………….
Attachment 2. Applicant Identity ……………………………………………………………….
Attachment 3. MD-1 Organizational Structure ……………………………………………….
Attachment 4. MD-2 TKA Use and Replacement Planning Chart …………………………
Attachment 5. Brief Job Descriptions and Minimum Requirements for TKA Positions ….
Attachment 6. Education and Training Programs for Indonesian Workers
for Replacement of TKA …………………………………………………….…
Attachment 7. MD-3 Recapitulation of Numbers of Formation of TKA/TKI Positions
and Indonesianization Plan …………………………………………………...
Attachment 8. MD-4 International Employee Exchange Programs (Swapping) …………

4
5
11
12
13
14
15
16
21
22
23
24
25
26
27
28

4.

PERMITS TO EMPLOY EXPATRIATE PERSONNEL (IMTA)
Attachment 1. Letter of Request for Work Permit New/Extension/
Extension with Change of Position …………………………………………… 31
Attachment 2. Letter of Request to the Three Directors General ………………………….. 32
Attachment 3. Request for Temporary Work Permit ………………………………………… 33

5.

CAREER DEVELOPMENT MONITORING (CDM)
Attachment 1. Minutes of CDM Meetings …………………………………………………….. 37

6.

INTERNATIONAL CAREER DEVELOPMENT
Attachment 1. See respective KKKS (Individual Development Plans)

7.

CONDUCT OF EDUCATION AND TRAINING
Attachment 1. Annual Training Report Budget & Evaluation ……………………………….

8.

EDUCATION AND TRAINING FOR BPMIGAS EMPLOYEES AND EMPLOYEES OF
GOVERNMENT AGENCIES AT KKKS EXPENSE
Attachment 1. Agreement Letter for Obligation Entitlement to Follow Training Program
KKKS Expense …………………………………………………………………. 54

9.

PRACTICAL WORK PROGRAMS FOR UNIVERSITY STUDENTS, COOP, STUDENTS,
AND OTHERS PARTIES
Attachment 1. Technical Education Assistance (TEA) 1 ……………………………………. 58
Attachment 2. Technical Education Assistance (TEA) 2 ……………………………………. 60

10. ADMINISTRATIVE PROCEDURE FOR REFERRING PATIENTS FOR TREATMENT
ABROAD
Attachment 1. Assistance Requisition Sheet (ARS) …………………………………………

50

78
vi

vi

FUNCTION :
MANPOWER UTILIZATION &
INDUSTRIAL RELATION

SUBJECT :
KKKS EMPLOYEE INFORMATION
MANAGEMENT

Promulgated on : 11-05-2005

I.

Effective : 11-05-2005

GENERAL
1.1

KKKS Employee Information Management is management of data on KKKS
(Cooperation Contract Contractor) employees as a basis for the HR
management that is needed by the managements of BPMIGAS and the KKKS.

1.2

KKKS Employee Information Management is implemented through various
means in order to be fast and accurate by using the KKKS manpower data
information
system
that
can
be
accessed
through
the
site
http://www.bpmigas.com.

1.3

The reporting information represents the data on employees that is needed to
support management decisions in supervising and controlling KKKS HR.

1.4

KKKS Employee Information Management

GUIDELINES

To anticipate the rapid and complex changes in HR, fast and accurate
employee data/information is needed.

II. AIMS
2.1

To monitor the management of the KKKS’s HR within the KKKS.

2.2

To obtain data that can serve as a reference within the KKKS and can be
opened at any time by employees (those who have access to the KKKS
manpower data information system) within the KKKS.

2.3

To provide information for conducting KKKS HR management.

III. AUTHORITY
3.1

Every KKKS shall designate officers to enter data into the KKKS manpower
data information system and to produce manpower reports, which shall be
approved by the top HR management.

3.2

The employees who are given this duty shall have access to enter the KKKS
manpower data information system in the site http://www.bpmigas.com.

IV. INSTRUCTIONS/IMPLEMENTATION
4.1

To support quick and accurate management decisions, the information that is
obtained through this reporting system shall be sent to BPMIGAS using these
facilities:
x
x
x
x

KKKS Internet Site: http://www.bpmigas.com.
Letter.
Facsimile.
E-mail.

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GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
MANAGEMENT



4.2

KKKS are required to enter their data into the KKKS manpower data
information system created by BPMIGAS, which can be accessed through the
site http://www.bpmigas.com at the manpower data information system.

4.3

KKKS are required to keep their data updated at all times in line with the actual
conditions in the company.

4.4

Until a KKKS has entered its data into the manpower data information system,
the KKKS is required to perform monthly reporting in line with what is currently
applicable:
4.4.1

KKKS Workforce Report.
x
x

4.4.2

Number of TKI (Indonesian personnel), both full posting (in line with
RPTK) and TPC (short term, of a project/temporary nature).
Number of TKI, comprised of:
- Employees for definite Period (PWTT) or permanent employees.
- Employees for Limited Periods (PWT) or contract employees
(direct hires).
- TPC employees, for short term on a project/temporary basis.

Personnel Transfer Report (MTK).
x

Intake of TKI (B).

x

Transfers (T):
- Ta = Change of Position, Department, Location/Area.
- Tb = Promotion (change of grade/category, position).
- Tc = Internationalization.
- Td = Swapping/Exchange of International Employees.
- Te = Job Assignment/Overseas On the Job Training.
- Tf = Change of Job Title and Organizational Change.
- Tg = Leave without Pay.

x

Termination of Employment (P):
- Pa = Retirement at Retirement Age.
- Pb = Early Retirement on Own Request.
- Pc = Resignation.
- Pd = Mutual Agreement Termination (MAT).
- Pe = Passed Away.
- Pf = Health Reasons.
- Pg = Caused by Serious Violations committed by employee.
- Ph = Company Closure.

4.5. KKKS shall prepare Reports other than those mentioned above as specified by
BPMIGAS.

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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
MANAGEMENT



V. REFERENCES

5.1

Law No. 22/2001 on Oil and Gas.

5.2

Law No. 13/2003 on Manpower.

5.3

Government Regulation No. 42/2002 on the Executive Agency For Upstream
Oil and Gas Business Activities.

5.4

Government Regulation No. 35/2004 on the Upstream Oil and Gas Business
Activities.

5.5


GUIDELINES

Cooperation Contracts (KKS).

VI. ATTACHMENTS

6.1

Workforce Report (KTK). (Attachment 1).

6.2

Personnel Transfer Report (MTK). (Attachment 2).

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No.

KKKS

Lokasi/Wilayah Kerja

Staff

PWTT
Non Staff
Sub Total

Staff

PWT
Non Staff

Nasional
Sub Total

State
Empl.

Sub.
Cont.
Total

LAPORAN KEKUATAN PEKERJA KKKS
Bulan ………………………

IMTA

IKS

Sub
Kontraktor

Tenaga Kerja Asing
Sub
Total

Grand
Total

Keterangan

Attachment 1

Attachment 1

GUIDELINES

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BK 1.indd Isi5

Nama

Ta
Tb
Tc
Td
Te
Tf
Tg

Nopeg
S

NS

Kategori

= Pindah Jabatan, Departemen, Lokasi/Area
= Promosi (perubahan grade/golongan/jabatan)
= Internasionalisasi
= Swapping/Pertukaran Pekerja Internasional
= Job Assignment/Overseas On The Job Training
= Change Job Title dan perubahan organisasi
= Leave Without Payment

B = Baru (Penerimaan Pekerja Baru)
T = Transfer

Catatan :

No. Nama KKKS

Jabatan dan Kedudukan
Lama
Baru
Dept.
Jabatan
Gol.
Lokasi
Dept.
Jabatan
Gol.

Tmt.

Code

Ket.

Attachment 2

Attachment 2

P = PHK (pemutusan hubungan kerja)
Pa = Pensiun Purnakarya
Pb = Pensiun Dini Atas Permintaan Sendiri
Pc = Mengundurkan Diri
Pd = Mengundurkan Diri Atas Kesepakatan Bersama
(Mutual Agreement Termination)
Pe = Meninggal Dunia
Pf = Alasan Kesehatan
Pg = Disebabkan Pelanggaran Berat Yang Dilakukan Pekerja
Ph = Penutupan Perusahaan

Lokasi

LAPORAN MUTASI TENAGA KERJA INDONESIA
Bulan …………………………………………

GUIDELINES

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Manpower Work Plan and Budget (RKA)

GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
MANPOWER WORK PLAN AND
BUDGET (RKA)


I.


GENERAL

1.1. The Manpower Work Plan & Budget (RKA) is a work plan for Personnel
management activities that is put into the form of a plan for the expenditures of
each KKKS (Cooperation Contract Contractor), which forms the basis for
preparation of the overall Work Program & Budget.
1.2. Total Personnel Expenses is the entire amount of expenditures of personnel
costs, which consists of Salary & Wages, Benefits, and other expenditures for
personnel (Personnel Expenses).
Total Personnel Expenses are broken down into three types of activities,
namely:
categories
of
Exploration/Development,
Production,
and
Administration.
1.2.1. Exploration/Development Category.
These Total Personnel Expenses data should be in line with what is set
forth in the Budgeted Exploration/Development Expenses section of the
Work Program and Budget (Attachment to Schedule-4).
1.2.2. Production Category.
forth in the Budgeted Production Expenses section of the Work
Program and Budget (Attachment to Schedule-8).
1.2.3. Administration Category.
forth in the Administrative Expenses section of the Work Program and
Budget (Attachment to Schedule-11).
1.3. Budgeted Total Personnel Expenses is the breakdown of the budget filled in
with data on expenditures for TKI [Indonesian personnel] & TKA [Expatriate
personnel] to the end of the year from Total Personnel Expenses, which
include Salary, Wages & Benefits, and the Personnel Expenses that are
allocated to the functions of Exploration/Development Expenses, Production
Expenses, and Administrative Expenses.
1.4. Compensation and Benefits Budget Evaluation is the breakdown of the budget
based on the components of Salary/Wages, Other/Employee Benefits, and the
labor cost content that is included in Technical Services, Outside Services,
Materials, Insurance, Environmental Control, and Sundries.
II. AIMS

2.1. To exercise supervision and control over the HR management of Cooperation
Contract Contractors (KKKS) through Strategic analysis and evaluation, based
on the Cooperation Contract relationship.
2.2. To ensure the
management.

KKKS’s

commitment

in

implementing

its

manpower

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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
BUDGET (RKA)



III. AUTHORITY

3.1. KKKS shall prepare a draft budget based on the work plan for personnel
activities to be carried out in the coming fiscal year in line with the company’s
business strategy/needs and its financial capability.
3.2. BPMIGAS shall conduct an evaluation of the draft Work Plan & Budget (RKA)
in the personnel sector that was prepared by the KKKS in line with the
company’s WP&B and grant its approval, to serve as guidelines for the KKKS
in the implementation of its work plan in the personnel sector for the coming
fiscal year. If the KKKS must make personnel policies outside the RKA that
has been approved by BPMIGAS, the KKKS must request prior approval from
BPMIGAS.


GUIDELINES

IV. INSTRUCTIONS/IMPLEMENTATION

4.1. KKKS shall prepare a budget based on the work plan of activities in the
Personnel sector that are to be carried out in the coming fiscal year. This shall
be entered into the Budgeted Total Personnel Expenses, Annual
Compensation & Benefits Budget Evaluation, and Budget & Evaluation
Training Report forms (see guidelines for conduct of education and training),
accompanied by Budget Schedule No. 17 (Budget Year Expenditure), Report
Table 15 of the WP&B (Project Status Report), Report Table 11 of the WP&B
(Operational Statistics for Expatriate Personnel Analysis). This shall then be
submitted to BPMIGAS, attn. Head of Manpower Utilization & Industrial
Relations Service, before the WP&B meeting is held (before 30 September of
the current year).
4.2. The Head of the Manpower Utilization & Industrial Relations Service shall
conduct an evaluation of the Personnel Work Plan and Budget that has been
submitted and discuss it with the KKKS concerned for a recommendation to
the WP&B Team.
4.3. The approved Work Plan and Budget for the Personnel sector shall serve as
material for the implementation of the KKKS’s personnel management in the
period of the coming fiscal year (in line with the period of the overall WP&B).
4.4. In the current fiscal year:
4.4.1. If, in the implementation/realization of the work plan, there are cost
overruns that exceed the approved budget limit, the KKKS is required
to request prior approval from BPMIGAS before these can be entered
as an additional charge to operating costs. However, if these cost
increases are solely due to an increase in the number of Indonesian
personnel, and the amount is not greater than 10% of the approved
personnel budget, the KKKS may carry this out without BPMIGAS
approval.
4.4.2. If the KKKS undertakes Compensation & Benefits measures outside the
work plan, the KKKS shall request prior approval from BPMIGAS.

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GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
BUDGET (RKA)



4.5. If the KKKS plans to revise its approved Personnel Budget, the KKKS shall
submit the revision to BPMIGAS, attn. Head of Manpower Utilization &
Industrial Relations Service, by submitting the completed Attachment 1.2 form
and the revised Report Table 11 of the WP&B (Attachment 3) and Report
Table 12 of the WP&B (Attachment 4).
4.6. The Personnel Work Plan and Budget represents the basis for the use of
Manpower. Therefore, every submission of RPTK & Permit for Use of Workers,
especially for TKA (expatriate personnel), must be based on the Personnel
Work Plan & Budget that has been approved.
4.7. Measures taken by the KKKS in the Manpower sector that are not based on
the Manpower Work Plan & Budget without going through BPMIGAS approval
and/or that are not based on BPMIGAS policies/decisions, cannot be counted
as operating costs.
V. REFERENCES

5.1. Law No. 22/2001 on Oil and Gas.
5.2. Law No. 13/2003 on Manpower.
5.3. Government Regulation No. 42/2002 on the Executive Agency For Upstream
5.4. Government Regulation No. 35/2004 on Upstream Oil and Gas Business
Activities.
5.5. Cooperation Contract (KKS).
5.6. Work Program & Budget (WP&B).
VI. ATTACHMENTS

6.1. Budgeted Total Personnel Expenses (Attachment 1).
6.2. Compensation & Benefits Budget Evaluation (Attachment 2).
6.3. Operational Statistics for Manpower, Report Table 11 of WP&B
(Attachment 3).
6.4. Operational Statistics for Expatriates Personnel Analysis, Report Table 12 of
WP&B (Attachment 4).
6.5. Budget Year Expenditure, Budget Schedule 17 of WP&B (Attachment 5).
6.6. Budget Status Report, Report Table 15 of WP&B (Attachment 6).
VII. COMPLETION INSTRUCTIONS
Attachment 1: BUDGETED TOTAL PERSONNEL EXPENSES.
Line 1: Exploration/Development Expenses.

Data on employees from the Exploration/Development group.
x

8
BK 1.indd Isi8

Employee Salary Wages/Benefits.
Data on Salary Wages/Benefits shall be entered into the appropriate
columns, i.e. the Salary Wages/Benefits column, for both national
employees and expatriates.

4/27/2007 9:01:33 AM

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
BUDGET (RKA)


x


Personnel Expenses are costs related to personnel other than Salary
Wages/Benefits. These costs are used for Employee Relations,
Training, Accommodation, Welfare/Medical, and Other which are
budgeted in the Exploration/Development group. These data are to be
entered into the appropriate column: Technical Services, Outside
Services, Materials, Insurance, Environment Control, and Sundries.

In the Work Program & Budget, these Personnel Expenses are part of
the Administration budget (row 21) below the sub-heading Exploration
Administration Expenditures (row 20) in the Attachment to Schedule-4.
x


GUIDELINES

Manpower Budget is to be completed in line with the planned number
of personnel in the Exploration/Development group.

Line 2: Production Expenses.
Data on employees from the Production group.
x


x

Personnel Expenses.
This budget represents costs related to personnel other than for Salary
& Benefits. These costs are in line with the data for Employee Relations
in row 40 in the Attachment to Schedule-8 of the WP&B, plus the
budget for other personnel. These data are to be entered into the
appropriate column: Technical Services, Outside Services, Materials,
Insurance, Environment Control, and Sundries.
Manpower Budget.
Data on the number of personnel, to be completed in line with the
planned number of personnel in the Production group.

x

Line 3: Administrative Expenses.
Data on employees from the Administration group.
x

x

Personnel Expenses.
This budget represents costs related to personnel other than for Salary
& Benefits. These costs are in line with the data in Personnel Expenses
(row 24), Attachment to Schedule-11 of the WP&B, plus the budget for
other personnel (Outside Contract, Technical Services, etc.) from the
Administration group. These data are to be entered into the appropriate
column: Technical Services, Outside Services, Materials, Insurance,
Environment Control, and Sundries.

9
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GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
BUDGET (RKA)


x


Manpower Budget.
Data on the number of personnel, to be completed in line with the
planned number of personnel in the Production group.

Attachment 2: COMPENSATION & BENEFITS BUDGET EVALUATION.

The data that are evaluated are the data from each group, i.e.
Exploration & Development, Production, and Administration, by filling
in the data on realization from the previous year, the budget for the
current year, and the planned budget for the coming year.
The data are completed in line with the total Salaries & Benefits in the
entire work area; data on Outside Services, Materials, Insurance, and
environmental control are filled in it they have an allocation of
personnel costs for these types of costs.
Attachments 3 & 4: - OPERATIONAL STATISTICS FOR MANPOWER, REPORT
TABLE-11 OF WP&B (Attachment 3).
- OPERATIONAL
STATISTICS
FOR
EXPATRIATES
PERSONNEL ANALYSIS, REPORT TABLE-12 OF WP&B
(Attachment 4).

These are the Proposed Budget in Report Table-11 of the
WP&B (Attachment 3) and Report Table-12 of the WP&B
(Attachment 4).
Attachment 5: BUDGET YEAR EXPENDITURE,
WP&B (Attachment 5).

Budget

Schedule-17

of

This is the proposed budget in Budget Schedule 17 of the WP&B.
Attachment 6: PROJECT STATUS REPORT, REPORT TABLE-15 (Attachment 6).

These are data on the Supervision and General & Administration
budget in the project in line with the AFE. These data are taken from
Report Table-15, Project Status Report in the Procedure Manual of
Production Sharing Contract. In each project AFE (for example,
Seismic & Other Survey, G&G, Exploration Drilling, Delineation Drilling,
Development Drilling, etc.), there is a budget allocation for Supervision,
General & Administration, which represents the project personnel
budget set forth in the Project Status Report/closed out report for the
AFE Project.

10
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BK 1.indd Isi11

DESCRIPTION

BUDGETED TOTAL PERSONNEL EXPENSES

TOTAL

Attachment 1

MATERIALS
PERSONNEL COST
ENVIRONM.
TECH. OUTSIDE
INSURANCE CONTROL SUNDRIES
SAL./WAGES BENEFITS
SERV. SERV. DOMESTIC IMPORT
EXPAT NATIONAL EXPAT NAT. EXPAT NAT.

MAN POWER BUDGET

:
:
:

Exploration/Dev. Expenses
a. Employee Salary & Benefits
b. Personnel Expenses (Administration)*
2. Production Expenses
b. Personnel Expenses**
3. Administrative Expenses
b. Personnel Expenses**
TOTAL
* : Personnel Expenses, part of Administration Expenses in Exploration /Dev. without Salary & Benefits.
** : Personnel Expenses Without Salary & Benefit for all employee status.

1.

LINE

Operator
Contract Area
Proposed Budget Year

Attachment 1
Attachment 1

GUIDELINES

11

4/27/2007 9:01:35 AM

Attachment 2

GUIDELINES

Attachment 2
COMPENSATION & BENEFITS BUDGET EVALUATION
Operator
:
Operator
Contract
:
Contract Area

:
:
:

DESCRIPTION

PREVIOUS BUDGET

CURRENT BUDGET

BUDGET FOR
NEXT YEAR

% VARIANCE

(1)

LINE

(2)

(3)

(3-2)
2

EXPAT

1.

NATIONAL

EXPAT

NATIONAL

EXPAT NATIONAL EXPAT

NATIONAL

SALARIES & WAGES
- Base Salary
- Housing Allw
- Transport Allw
- Regional Allw
- Leave day off
……………………..
Total Salaries & Wages

2.

OTHER/EMPL. BENEFIT
- Field Allw
- Rotational Allw
- Shift Premium
- Meals & Trpt O/T Allw
- Incentives Comp Plan
- THRK Allw
- Employee Tax
……………………………
Total Other/Empl. Benefit

3.

TECHNICAL SERVICES
- Salary
- other
Total Technical Services

4.

OUTSIDE SERVICES
- Salary
- other
Total Outside Services

5

MATERIALS*

6

INSURANCE*

7

ENVIRONMENTAL CONTROL*

8

SUNDRIES*
(personnel expenses that not
covered by all items above)

** TOTAL
* : For Personnel Expenses & Benefits
** : Diisi sesuai Budget Schedule 17 WP&B

12
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Attachment 4
Attachment 3
(Report Table 11 of WP&B)
(Report Table 11 of WP&B)
OPERATIONAL STATISTIC FOR MANPOWER
OPERATIONAL STATISTIC FOR MANPOWER
Operator
Contract Area

DESCRIPTION

1. TOTAL MANPOWER
2. NUMBER OF EXPATRIATE POSISITIONS
- Routine
- Project
3. NUMBER OF NATIONAL STAFF
4. NUMBER OF NATIONAL NON-STAFF
5. NUMBER OF INDONESIANIZED POSITIONS

:
:
:

Previous
Budget

WP&B

CURRENT YEAR
Year To Date Q3

Original Revision

Budget

Actual

Proposed
Next Year
Budget

Attachment 3

GUIDELINES

- Exploration
- Other E & P
- Finec
- Administration & Other
6. TRAINING & COURSES
a. Category :
- S1 degree
- S2 degree
- S3 degree
- Other (AKAMIGAS)
- S2 Overseas
Category :
- In House
- Domestic
- Overseas
Practical Training for Univ. Student
b. Training Expenditures (K US$) :

13
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Attachment 4

GUIDELINES

Attachment 4 Attachment 5
(Report Table 12 W P&B)
(Report Table 12 ofof WP&B)

OPERATIONAL STATISTIC FOR EXPATRIATE PERSONNEL ANALYSIS

Operator
Contract Area

DESCRIPTION

:
:
:

Previous
Budget

CURRENT YEAR
WP&B
Year to Date Q3
Original

Revision

Budget

Actual

Proposed
Next Year
Budget

1. OPERATIONAL RESULT
a. Discoveries + Reassesment Res. Eq. bbl.
b. Production Equivalent bbl.
2. FINANCIAL RESULT
a. Exploration Expenditures
b. Development Expenditures
c. Production + Other Expenditures
d. Total Expenditures
3. NUMBER OF EXPATRIATES
a. Exploration
b. Other E&P
c. Finance + Administration
d. Total Expatriates

4. UNIT ANALYSIS
4. UNIT ANALYSIS
a. Expatriates Exploration
- Additional Reserve/personnel (1a:3a)
- Explo. Expenditures/personnel (2a:3a)
b. Other E&P
- Production/Personnel (1b:3b)
- Dev. Expenditures/personnel (2b:3b)
c. Finance + Administration
- Production/Personnel (1b:3c)
- Expenditures/personnel (2d:3d)

14
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BK 1.indd Isi15

10
11
12
13

1
2
3
4
5
6
7
8
9

LINE

TOTAL EXPANDITURES

Administration
Total Non-Capital Expanditures

NON-CAPITAL EXPANDITURES
Exploration and Development
Production

CAPITAL EXPANDITURES
Exploration and Development
Production
Administration
Total Capital Expanditures

DESCRIPTION

Expressed in Thousands of Dollars

OPERATOR
CONTRACT AREA
PROPOSED BUDGET (NEXT YEAR)

:
:
:

EXPAT

NATIONAL

EXPAT

NATIONAL

EMPLOYEE BENEFITS
EMPLOYEE BENEFITS

1) PERSONAL COST
SALARIES
SERVICES

TECHNICAL

2)

3)

SERVICES

OUTSIDE

5)

CONTROL

ENVIRONMENTAL

6)

SUNDRIES

7)

8)
TOTAL

Attachment 5

MATERIALS INSURANCE

CONTRACT/ 4)

BUDGET YEAR EXPENDITURE

Attachment 5
Attachment 6 6
BUDGET SCHEDULE OF WP&B
BUDGET SCHEDULE 1717 of WP & B

GUIDELINES

15

4/27/2007 9:01:38 AM

Attachment 6

GUIDELINES

Attachment 6 Attachment 7
(ReportReport Table of of WP&B
Table 15 15 WP&B)
BPMIGAS
PRODUCTION SHARING CONTRACT
PROJECT STATUS REPORT
OPERATOR
CONTRACT AREA
QUARTER ENDED

:
:
:
Remaining

Estimated

Over/(Under)

Original

Revised

Prev. Yr

This Qtr

Total YTD

Budget

Actual Amount

Budget

4

5

6

7

8

9

10

11

Total Budget
AFE by Catagories

Actual Expenditures

Remarks
16

- Seismic & Other Survey
* Supervisi
* General & Admin.
Subtotal
- G&G
* Supervisi
* General & Admin.
Subtotal
- Exploration Drilling
* Supervisi
* General & Admin.
Subtotal
- Delineation Drilling
* Supervisi
* General & Admin.
Subtotal
- Development Drilling
* Supervisi
* General & Admin.
Subtotal
- Production Facilities
* Supervisi
* General & Admin.
Subtotal
- Work Over
* Supervisi
* General & Admin.
Subtotal
- Equipment
* Supervisi
* General & Admin.
Subtotal
- Other
* Supervisi
* General & Admin.
Subtotal
Grand Total
Note : Data kumulatif diambil dari masing-masing AFE Proyek, hanya baris supervisi dan G&A.

16
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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
MANPOWER UTILIZATION PLAN
(RPTK)

I.


GENERAL

1.1 BPMIGAS plays a role as supervisor and controller of the work plans and
budgets (WP&B) of KKKS.
1.2 The KKKS Manpower Utilization Plan (RPTK) is prepared on the basis of the
WP&B, with consideration to the operational interests of the KKKS, fostering
and development of TKI (Indonesian personnel), and transfer of technology.
1.3 Evaluation and monitoring of the use of TKA (expatriate personnel) will be
evaluated on the basis of competency in the implementation of point 1.2 above.
1.4 Basically, in filling in the RPTK, priority is on Indonesian personnel.
1.5 Utilization of Expatriate Personnel (TKA) is a part of transfer of technology and
knowledge, and placement of company representatives.

Manpower Utilization Plan (RPTK)

GUIDELINES

II. AIMS

Basically, the RPTK is needed for these aims:
2.1 To support the KKKS’s oil and gas operations in line with the WP&B.
2.2 As part of the company’s business strategy plan in connection with HR.
2.3 As an instrument for supervising the use of manpower to ensure it is effective
and efficient.
2.4 Optimization of the use of expatriate personnel in the framework of creating job
opportunities for, fostering, and developing Indonesian personnel.
2.5 As a basis for submitting IMTA (Permit to Employ Expatriate Personnel)
requests.
III. AUTHORITY
3.1 KKKS shall submit RPTK applications to BPMIGAS for evaluation.
3.2 BPMIGAS shall evaluate and approve the KKKS’s RPTK and forward it to the
relevant agency if necessary.
IV. REGULATION/LIMITS

4.1

The RPTK may be made for a maximum period of 5 years, in accordance with
Decree of the Minister of Manpower No. KEP-173/MEN/2000 on Term of RPTK,
article 3 clause 2, provided that the KKKS has a WP&B in line with the period of
the year of submission of the RPTK.

4.2

Changes shall be made to the RPTK if:
4.2.1

There are changes to the structure, name, or period, or additions to
expatriate positions.

4.2.2

There is a significant reorganization/restructuring (3 layers from the top)
in the KKKS.

4.2.3

There is a change in Work Plan or Operation Commitment.

17
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GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
(RPTK)



4.3

Aside from point 4.2 above, the KKKS may make changes to its organizational
structure (below [the top] 3 layers), and report them to BPMIGAS.

4.4

Times for submission of KKKS RPTK:
For KKKS that employ expatriate personnel: No later than four (4) months
before the current RPTK is due to expire.
For KKKS that do not employ expatriate personnel: Approval is granted only
by BPMIGAS and it shall be submitted no later than one (1) month before the
current RPTK is due to expire.

4.5

Plans for use of expatriate personnel shall be evaluated based onWP&B and
foreign workers shall be evaluated based on the the WP&B
other special justifications.
and other special justiﬁcations.

4.6

Charges of costs for expatriate personnel who are used for more thanone (1)
Charges of costs for foreign workers who are used for more than one (1)
mining work area (WKP) shall be calculated pro rata.
work area (WKP) shall be calculated pro rata.

4.7

Project RPTK are part of the regular RPTK.

4.8

Swapping Program RPTK may be prepared separately from the regular RPTK.

4.9

Every planned use of of expatriate personnel must be accompanied by a
planned use foreign personnel must be accompanied by a Indonesian
personnel personnel development plan, which periodically discussed in the
Indonesiandevelopment plan, which shall be shall be periodically discussed
Career Development Monitoring meeting.
in the Career Development Monitoring meeting.

V. INSTRUCTIONS/IMPLEMENTATION

5.1

KKKS shall submit the RPTK document in the form of a book and of soft copy
(see Attachment) to BPMIGAS to be discussed in the consultation meeting.

5.2

BPMIGAS shall coordinate with the relevant agencies for RPTK approval.

VI. REFERENCES

6.1
6.2
6.3
6.4
6.5
6.6
6.7

6.8

Government Regulation No. 42/2002 on the Executive Agency For Upstream
Government Regulation No. 35/2004 on the Upstream Oil and Gas Business
Activities.
Cooperation Contract (KKS).
Work Program & Budget (WP&B).
Decree of the Minister of Manpower and Transmigration (KepMen)
No. Kep-228/Men/2003 on Procedure for Ratification of Foreign Manpower
Utilization Plans.
Decree of the Minister of Manpower and Transmigration (KepMen)
No. Kep-20/Men/III/2003 on Procedure for Obtaining Permits to Employ
Foreign Manpower.

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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
(RPTK)



VII. ATTACHMENTS

The RPTK contains the planned need for expatriate and Indonesian personnel, put
into the form of:
7.1 Explanatory Note – Attachment 1.
The Explanatory Note is submitted in the form of a cover letter for the
operational overview of the KKKS work plan, which contains:
a. Operating area and extent of work area. Exploration activities, specifically
stating how many kilometers of seismic data have been done.
b. Level of oil and gas production to be undertaken (for Production KKKS).
c. Drilling program/number of wells to be drilled.
d. Technology to be used.
e. Operation and capital budgets.
f. Plans for filling Indonesian personnel positions that are vacant,
Indonesianization, swapping, and internationalization (for Production
KKKS).
g. Community Development.
h. Environmental Issues.
i. Training Program.


GUIDELINES

For the purposes of evaluating the operational activities, the KKKS must attach
a form containing data on the Company’s activities for the previous 5 years
(explanatory note form).
7.2 Identity of Applicant (Attachment 1, page 1 of KepMen 228/Men/2003) –
Attachment 2.
Fill in the company identity form by clearly stating the name, address, location
of activities/production, type of business, business proceeds, Business Entity
Status, and Agency Issuing Business Permits.
7.3 MD-1: Organizational Structure, including within it the use of job titles and
placement of both expatriate and Indonesian personnel, whose maximum
numbers are based on the manpower forecast/budget in the WP&B –
Attachment 3.
The MD-1 is prepared based on an organizational analysis and position
analysis in accordance with the operational needs projected in the work
program. In preparing the organizational structure and placement of expatriate
personnel, attention must be given to:
a. Availability of the number of personnel, based on knowledge, expertise and
capability in the right time and place.
b. Job titles used for expatriate personnel are to be adapted to the job titles
found in the applicable provisions, and their use adapted to the lengths of
time specified in the applicable provisions.

19
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GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
(RPTK)



c. Expatriates are to be placed only in positions whose job specifications
cannot be filled with the quality of the existing Indonesian personnel, and
the user of the expatriate personnel can prove this if necessary.
7.4 MD-2: Expatriate Worker Utilization and Replacement Plan Chart (attachment
in line with KepMen 228/Men/2003) – Attachment 4.
The MD-2 is prepared by determining the names of the expatriate personnel
and the replacement/understudy Indonesian personnel listed in the MD-1,
stating education, work experience, when position starts to be used, and time
limit for its use in line with the applicable provisions.
The MD-2 contains the data needed in Attachment 1, pages 2 and 3 of
KepMen 228/Men/2003. The attachments to MD-2 consist of:
a.

Attachment 1:
Position description and minimum requirements for expatriate positions
(attachment 1, page 4 of KepMen 228/Men/2003, which contains brief
description of titles and minimum requirements for expatriate positions,
which states names of positions, brief description of job/position, and
minimum requirements for position as the basis for placement of
personnel – Attachment 5.

b.

Attachment 2:
Education and Training Program for Indonesian Personnel for the purpose
of replacing expatriate personnel (attachment 1, page 5 of KepMen
228/Men/2003) – Attachment 6.
Contains Education and Training Program for the Indonesian personnel
being prepared to replace the expatriates.
All understudy Indonesian personnel planned to replace expatriate
personnel must be programmed for Implementation of Education and
Training in accordance with the required qualifications.

7.5

MD-3: Recapitulation of Total Position Formations, Expatriate Personnel/
Indonesian Personnel, and Indonesianization Plan – Attachment 7.
Contains recapitulation of number of position formations, numbers of
expatriate/Indonesian
personnel,
and
Indonesianization
and
Internationalization/Swapping Plans, detailed by position group in the
Department concerned.

7.6

MD-4: Swapping Program – Attachment 8. (only needed in International
Employee Exchange/Swapping RPTK).
Contains Swapping Program, which provides names of positions in Indonesia
and in foreign country planned for swapping.
overseas that planned for swapping.

20
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JENIS PERUSAHAAN

BK 1.indd Isi21

MULAI BEROPERASI

3.

4.

:

KKKS / JOB

PENAMBAHAN CADANGAN / ADDITIONAL RESERVES (MMSTBOE)
Jumlah Penambahan Cadangan
Additional reserves

TEKNOLOGI / TECHNOLOGY
Teknologi Recovery
Recovery Technology

3.

4.

ANGGARAN (Juta) / BUDGET (Million US$)
Operasi
Operation
Kapital
Capital
Anggaran Pengembangan
Development/Training

SUMBER DAYA MANUSIA (orang) / MAN POWER (persons)
TKI
National Employees
TKA
Expatriates
% TKA terhadap TKI
% of Expat to Nat.

5.

6.

Teknologi Baru
New Technology

Teknologi Drilling
Drilling Technology

PRODUKSI / PRODUCTION
Minyak & Kondensat (BOPD)
Oil & Condensate (BOPD)
Gas (KBOEPD)
Gas (KBOEPD)
Jumlah Sumur Produksi
Number of production wells

2.

(N-3)

Tahun (xxxx) Eksplorasi
(N-2)

(N-1)

Tahun (xxxx) Produksi

Eksplorasi & produksi / Produksi / Eksplorasi

Offshore / Onshore

EKSPLORASI / EXPLORATION
Luas Wilayah (Km2)
Area (sq.km)
Jumlah Sumur Pengeboran
Number of exploration wells
Jumlah KKKS/Blok
Number of PSC/Blocks

:

:

:

1.

ITEM

KATEGORI

2.

NO

LOKASI

1.

Tahun saat ini (N)

(N+1)

BADAN PELAKSANA KEGIATAN USAHA HULU MINYAK DAN GAS BUMI
DATA KEGIATAN PERUSAHAAN
UNTUK PENGAJUAN RPTK

(N+3)

(N+4)

Attachment 1

(N+2)

Attachment 1

GUIDELINES

21

4/27/2007 9:01:42 AM

Attachment 2

GUIDELINES

Attachment 2
(Lampiran I hal. 1 Kepmen 228/2003)

DAFTAR ISIAN
RENCANA PENGGUNAAN TENAGA KERJA DALAM RANGKA PENGGUNAAN
TENAGA KERJA ASING
R.P.T.K.A.
1.

Nama Perusahaan/Proyek

:

2.

Alamat di Indonesia
a. Kantor Pusat
b. Kantor Cabang
c. Nomor Telepon
d. E-Mail (harus diisi)

:
:
:
:
:

3.

Nama Pimpinan

:

4.

Lokasi Kegiatan/Produksi *)

:

5.

Jenis Usaha/Hasil Usaha

:

6.

Nomor SIUP

:

7.

Status Badan Usaha

: PMA/PMDN/PROYEK/LEMBAGA/YAYASAN/PERUSAHAAN SWASTA NASIONAL/ASING**)

8.

Instansi Pemberi Ijin Usaha

:

Fax :

Tanggal :

*) Lokasi sampai Daerah Tingkat II (Kabupaten/Kota)
**) Coret yang tidak perlu

22
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BK 1.indd Isi23
Ket.

Ket.

Attachment 3

E

JOB

E

8

D

7

D

6

C

5

C

4

B

3

B

2

MD1 - Halaman :
BAGAN ORGANISASI

A

1

Nama Bagian/Seksi

A

JOB

KKKS Indonesia
RPTK 2003 - 2007


Attachment 3

GUIDELINES

23

4/27/2007 9:01:43 AM

BK 1.indd Isi24

HAL.

:
:

NAMA JABATAN

NAMA TKA

*) Batasan Jabatan Ketentuan Pemerintah

KOORD.

MD - 1

KKKS
PERIODE
NAMA TKI
PENDAMPING/
PENGGANTI

Disetujui Pimpinan Tertinggi KKKS

WAKTU PENGGUNAAN & PENGGANTIAN TKA
Thn……..
Thn……..
Thn……..
1
2
3
4
1
2
3
4
1
2
3
4

Tanggal :

PENDIDIKAN & PENGALAMAN
KERJA TKI
PENDIDIKAN
PENGALAMAN

BAGAN PERENCANAAN PENGGUNAAN & PENGGANTIAN TKA


JABATAN
MULAI
DIGUNAKAN

BATASAN*)
WAKTU

MD - 2
(Lamp. I hal 2 &3 Kepmen 228/2003)

Attachment 4

Attachment 4

GUIDELINES

24

4/27/2007 9:01:44 AM

Attachment 5
(Lampiran I hal. 4 Kepmen 228/2003)

URAIAN SINGKAT PEKERJAAN DAN PERSYARATAN MINIMUM
JABATAN TENAGA KERJA ASING

NO

NAMA JABATAN

PERSYARATAN MINIMUM

URAIAN SINGKAT PEKERJAAN/JABATAN

PENDIDIKAN
1

2

3

PENGALAMAN KERJA

4

5

Attachment 5

GUIDELINES

25
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BK 1.indd Isi26

1

No.

2

TKA

3

JENIS
4

LAMANYA

YANG DILAKSANAKAN

YANG DIDUDUKI

PENDIDIKAN & PELATIHAN

NAMA

JABATAN

5

NAMA
6

SEKARANG

JABATAN

SEBAGAI PENGGANTI TKA

TKI YANG DILATIH

7

PERUSAHAAN

DALAM

LUAR

RENCANA

9

(MULAI PENGGANTIAN)

PENEMPATAN

Pimpinan,

Jakarta, …………………………………….

8

PERUSAHAAN *)

DAN PELATIHAN

PELAKSANAAN PENDIDIKAN

YANG DIPERSIAPKAN UNTUK PENGGANTI TENAGA KERJA ASING
YANG DIPERSIAPKAN UNTUK MENGGANTIKAN TENAGA KERJA ASING

PROGRAM PENDIDIKAN DAN PELATIHAN TENAGA KERJA INDONESIA


dan alamatnya.

disebutkan Lembaga Diklat

diluar Perusahaan harap

*) Kalau Diklat dilaksanakan

10

KETERANGAN

Attachment 6 6
Attachment
(Lampiran I KepMen 228/2003)
(Lampiran I hal. 5hal. 5 KepMen 228/2003)

Attachment 6

GUIDELINES

26

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BK 1.indd Isi27

Gas Marketing

Upstream Bussiness Services

3.

4.

Human Resources

7.

8.

Jumlah

Medicine & Occupational Health

Public Afairs

6.

Law

5.

Sub Total

- Treasury

- Tax

- Jakarta Security

- Procurement Services

- Global Information System

- Fasilities

- Controllers

- Audit

Exploration

Sub Total

- SHE

- Operational Technical

- Lead Team

- Drilling

- Com./Planning/JI

- APO Product Operations

Production

Kelompok Jabatan

2.

1.

NO.

PERIODE

K.K.K.S.


Formasi

Manpower

TKWNAP
Formasi

TKI
Manpower

Staff

: ……………………………………..
: ……………………………………..

Formasi

Formasi

Non Staf

DAN RENCANA PENG-INDONESIAAN

Formasi

Ke 1

Ke 2

Tiap Tahun
Ke 3

Rencana Peng-Indonesiaan

Attachment 7

Formasi

Tenaga Kerja

Jumlah

REKAPITULASI JUMLAH FORMASI JABATAN, TENAGA KERJA ASING/TENAGA KERJA INDONESIA

Attachment 7
Formulir : MD 3
Halaman 1

GUIDELINES

27

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BK 1.indd Isi28

:
:

URAIAN JABATAN

NAMA JABATAN DI INDONESIA

HAL KOORD. NAMA JABATAN *)

MD - 1

KKKS
PERIODE

NAMA JABATAN *)
URAIAN JABATAN

NAMA JABATAN DI LUAR NEGERI
NAMA PERUSAHAAN DAN
NEGARA TUJUAN
SWAPPING

PROGRAM PERTUKARAN PEKERJA INTERNASIONAL
Dept
Area
Halaman

:
:
:

WAKTU PELAKSANAAN
THN
THN
THN
THN
1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4


Attachment 8
MD 4

Attachment 8

GUIDELINES

28

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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
PERMIT TO EMPLOY EXPATRIATE
PERSONNEL (IMTA)


I.


GENERAL

1.1

Expatriate Personnel (TKA) of a KKKS that work in the KKKS’s operations must
have a Permit to Employ Expatriate Personnel (IMTA).

1.2

There are four types and natures of IMTA:
1.2.1 New IMTA, being granted for the first time.
1.2.2 IMTA Extensions, for extension of validity period for the same position.
1.2.3 Change of Position IMTA, for a change from an old position to a new
position.
1.2.4 Temporary IMTA, to perform work of a temporary nature (2-6 months).

1.3

Application files for New, Extension, Change of Position, and Temporary IMTA
shall be submitted to BPMIGAS two months before the personnel are needed.

Permit to Employ Expatriate Personnel (IMTA)

GUIDELINES

II. AIMS

clarification regarding Foreign Personnel who are to
employed
To provide clariﬁcation regarding expatriate personnel who is to be employed by
KKKS so that they comply with the applicable requirements and legislation.
so that they comply with the applicable requirements and legislation.
III. AUTHORITY

3.1

shall submit IMTA applications for foreign personnel who meet the
KKKS shall submit IMTA applications for expatriate personnel who meet the
position requirements
position requirements.

3.2

BPMIGAS has
employment
the
BPMIGAS has the authority to determine the period of employment for the
foreign personnel in accordance with with the operational of the KKKS, and to
expatriate personnel in accordance the operational needsneeds of the KKKS,
approve the IMTA recommendation.
and to approve the IMTA recommendation.


4.1
4.2
4.3

4.4
4.5
4.6

4.7

The validity period of New/Extension/Temporary IMTA shall be in accordance
with the applicable provisions.
An IMTA that has been issued may be reconsidered if there are indications of
problems with the expatriate personnel.
problems with the foreign personnel.
BPMIGAS shall issue a recommendation for cancellation of an IMTA or rejection
of extension of an IMTA as a consequence of any violation of the applicable
provisions.
A Temporary IMTA is needed for work of a temporary/urgent nature, and the
period for its use shall be in accordance with the applicable provisions.
A KKKS is not allowed to submit an IMTA application for a Expatriate personnel
KKKS is
allowed submit
IMTA application for expatriate Personnel
who still has a work relationship with another Company in Indonesia.
The minimum age for expatriate personnel is thirty (30) years (except for
minimum age
Expatriate Personnel
thirty (30) years (except
international employee exchange programs or or those with special expertise)
international employee exchange programs those with special expertise) and
andmaximum is sixty sixtyyears.
the the maximum is (60) (60) years.
Any exceptions to point 4.6 above will be discussed separately.

29
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GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
PERMIT TO EMPLOY EXPATRIATE
PERSONNEL (IMTA)

4.8


For the sake of organizational rejuvenation and application of new technology,
of organizational rejuvenation
application
new technology,
For
foreign personnel whowho has been serving thethe same KKKS ( including KKKS
expatriate personnel have been serving at at same KKKS (including KKKS that
havehave undergone changes of ownership ) in indonesia for six (6) or longer
that undergone changes of ownership) in Indonesia for six (6) years years or
should should be replaced, withon use of Indonesian personnel.
longer be replaced, with priority priority on use of Indonesian personnel.

4.9 Any exceptions to point 4.8 above will be discussed separately.
4.10 The time period for expatriate personnel to work at a KKKS shall be determined
by
BPMIGAS approval letter. If a KKKS employs an expatriate personnel
by the BPMIGAS approval letter. If a KKKS employs a expatriate personnel in
inexcess the time approved by BPMIGAS, the cost for the excessive time of the
excess of of the time that approved by BPMIGAS the cost for the excessive time
of the worker’s personnel will not be will not be an operating KKKS the
foreign expatriate employmentemployment an operating cost of the cost of [not
KKKS [not as cost recovery].
chargeable chargeable as cost recovery].
4.11 A expatriate personnel who isisemployed in a KKKS work area without going
An expatriate personnel who employed in a KKKS work area without going
through BPMIGAS approval cannot be charged to to the KKKS’ operating cost.
through BPMIGAS approval cannot be charged the KKKS’ operating costs.
KKKS shall submit applications for Permanent IMTA/Temporary IMTA together with the
other documents as specified in the attachments.
VI. REFERENCES
6.1 Law No. 22/2001 on Oil and Gas.
6.2 Law No. 13/2003 on Manpower.
6.3 Government Regulation No. 42/2002 on the Executive Agency for Upstream Oil
and Gas Business Activities.
6.4 Government Regulation No. 35/2004 on Upstream Oil and Gas Business Activities.
6.5 Cooperation Contract (KKS).
6.6 Work Program & Budget (WP&B).
6.7 Decree of the Minister and Transmigration No. Kep-228/Men/2003 on Procedure
for Ratification of Plans for Utilization of Foreign Workers.
6.8 Decree of the Minister and Transmigration No. Kep-20/Men/III/2004 on Procedure
for Obtaining Permits to Employ Foreign Workers.
VII. ATTACHMENTS

7.1 IMTA
7.1.1

7.1.2

Letter of Request for New/Extension/Extension with Change of Position
Request for New/Extension/Extension
of Position
Work Permit, containing brief information about the foreign personnel and
containing brief information about the expatriate personnel
and information on the urgencyof employing the expatriatepersonnel –
information on the urgency of employing the foreign personnel Attachment 1.
Attachment 1.
Letters of Request to the three Directors General and to BPMIGAS –
Attachment 2.

7.2 TEMPORARY WORK PERMIT
Letter of Request for Temporary IMTA to two Directors General from the KKKS,
acknowledged/approved by BPMIGAS – Attachment 3.

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Attachment 1
No. ….. / ….. / Tahun….

Jakarta, …………………………

Kepada Yth.
BPMIGAS
Patra Jasa Building Lt. 13 Wing 3
Jl. Jend. Gatot Subroto Kav. 32-34
Jakarta 12950
u.p. : Kepala Divisi Eksternal
Perihal : …….. (diisi sesuai keperluan) ……

Dengan hormat,
Sehubungan dengan kebutuhan operasional perusahaan, bersama ini kami mengajukan
keperluan) …. untuk :
1.
2.
3.
4.

Jabatan/koordinat MD
Uraian singkat jabatan
Rencana Indonesianisasi
Persyaratan jabatan
x Pendidikan
x Pengalaman Kerja

permohonan ….. (diisi sesuai

:
:
:
:
:

TKA yang diusulkan oleh ………(nama KKKS) ….. untuk menduduki jabatan tersebut :
1.
2.
3.
4.

Nama
:
Tempat tanggal lahir
:
Kewarganegaraan
:
Pasport
x Nomor
:
x Masa berlaku
:
5. IMTA (diisi nomor dan masa berlaku IMTA sebelumnya)
x Nomor
:
x Masa berlaku
:
6. Pendidikan Formal Tertinggi
x Universitas/Akademi
:
x Jurusan
:
x Ijazah/tahun
:
7. Pengalaman kerja
:
8. Kompetensi yang dimiliki TKA
:
9. Komitmen terhadap transfer teknologi :
10. Keterangan Urgency
:

Attachment 1

GUIDELINES

TKI calon pengganti yang akan menduduki jabatan tersebut pada tahun …. adalah :
1.
2.
3.

4.
5.
6.

7.

Nama
:
Tenpat tanggal lahir
:
Pendidikan Formal Tertinggi
x Universitas/Akademi
:
x Jurusan
:
x Ijazah/tahun
:
Mulai dinas di perusahaan
:
Jabatan saat ini/koordinat MD
:
Pengalaman kerja
:
………………………………………………………………………………………………………….……………………………
……………………………….………………………………………………………………………………………………………
Kursus yang pernah diikuti (yang relevan dengan syarat jabatan di atas) :
……………………………………………………………………………………………………………………………………….
……………………………………………………………………………………………………………………………………….

Berkenaan dengan hal tersebut di atas, mohon agar Bapak dapat memberikan persetujuan atas ……………..(diisi sesuai
keperluan) ………..dimaksud.
Atas perhatian dan bantuan yang diberikan, kami ucapkan terima kasih.

Hormat kami
………(nama KKKS) ……………..

(nama Pejabat)
(nama jabatan pemohon)

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Attachment 2

GUIDELINES

Attachment 2
Lampiran 2

BADAN PELAKSANA
Gedung Patra Jasa Lt. 1, 2, 13, 14, 16, 21 & 22
Jl. Jenderal Gatot Subroto Kav. 32-34 Jakarta 12950
I N D O N E S I A
PO BOX 4575 JKP 10045

HUNTING : 52900245-48

Nomor

:

/BPD4000/2003-S8

Lampiran

:

Seperti tersebut

Yang Terhormat,

Perihal

:

Permohonan Ijin Kerja Baru /
Perpanjangan, Pindah Jabatan.

Fax : (62-21) 52900132

Jakarta,

Direktorat Jenderal MIGAS
u.p. Direktur Pembinaan
Pengusahaan MIGAS
Direktorat Jenderal Binalatpendagri
u.p. Direktur Penyediaan dan Penggunaan
Tenaga Kerja
Direktorat Jenderal Imigrasi
u.p. Kepala Bagian Visa
Jakarta

Dengan hormat,
Bersama ini kami sampaikan surat tertanggal
berikut lampiran-lampirannya perihal permohonan :
perpanjangan & pindah jabatan dan ITAS

11 Desember 2002
Izin Kerja Baru / perpanjangan /

Nama

:

(Nama TKA)

Jabatan/Slot No.

:

Tanggal Lahir

:

(Jabatan TKA) (Koordinat MD-1) Senior Engineer
11K.C2
(Tanggall Lahir TKA)

Kebangsaan

:

(Kebangsaan TKA)

Nomor Paspor

:

(No. Paspor TKA)

Perusahaan

:

(KKKS)0

Pengikut

:

(Jumlah istri dan anak TKA yang ikut ke Indonesia)

Perusahaan tersebut di atas adalah Kontraktor Kontrak Kerjasama.
Dalam rangka pemenuhan kebutuhan tenaga kerja untuk kelangsungan operasi KKKS …….(nama
KKKS), BPMIGAS dapat menyetujui penggunaan TKA dimaksud. Selanjutnya, kami
mengharapkan agar surat permohonan tersebut di atas dapat diproses untuk mendapatkan ijin
yang diperlukan.
Atas kerjasama serta bantuan Saudara, kami ucapkan terima kasih.
A.n. Kepala Badan Pelaksana
Kepala Divisi Eksternal

(Nama Pejabat)

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Attachment 3

No. Surat

Tempat, Tanggal Surat

Direktorat Jenderal MIGAS
u.p. Direktur Pembinaan Pengusahaan Minyak dan Gas Bumi
Jl. H.R. Rasuna Said – Jakarta Selatan
Direktorat Jenderal Binapendagri
u.p. Direktur Penyediaan dan Penggunaan Tenaga Kerja
Jl. Gatot Subroto – Jakarta Selatan

Perihal: Permohonan Ijin Kerja Sementara

Dengan Hormat,

Attachment 3

GUIDELINES

Berdasarkan Surat Keputusan Menteri Tenaga Kerja dan Transmigrasi
No.: KEP-20/MEN/III/2004 tanggal 1 Maret 2004, dengan ini kami mohon persetujuan
Saudara untuk memberikan Ijin Kerja Sementara bagi:
1. Nama
2. Kebangsaan
3. Tempat/Tanggal Lahir
4. Nomor Passport
5. Jabatan
6. Lamanya Kunjungan
7. Biaya ditanggung oleh
8. Maksud Kunjungan

:
:
:
:
:
:
:
:

(Nama TKA)
(diisi sesuai yang tertera dalam passport)
(Tempat & Tanggal Lahir TKA)
(No. Paspor TKA)
(Jabatan TKA)
(diisi sesuai ketentuan)
(diisi sesuai pembebanan biaya)
(diisi dan dijelaskan secara singkat)

Sebagai bahan pertimbangan, terlampir kami sampaikan copy dokumen yang diperlukan.
Atas perhatian dan kerja sama Saudara, kami ucapkan terima kasih.

Mengetahui/Menyetujui
A.n. Kepala Badan Pelaksana
Kepala Divisi Eksternal

(Nama Pejabat)

Hormat kami,

(Nama Pejabat)

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Career Development Monitoring

GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :

CAREER DEVELOPMENT MONITORING


I.


GENERAL

1.1

Career Development Monitoring (CDM) is:
1.1.1
1.1.2

1.2

Periodic monitoring between BPMIGAS and the KKKS for the purpose of
discussing the KKKS’s personnel management strategy.
Evaluation of the KKKS’s performance in implementing personnel
management, including Work Plan & Budget and utilization and
development of the KKKS’s personnel.

The discussion in CDM shall cover:
1.2.1

Manpower Work Plan & Budget, to analyze the efficiency and
effectiveness of use of personnel costs and productivity of the KKKS’s
work force.

1.2.2

Implementation of Recruitment, to analyze the Optimization of
Manpower Utilization in line with operating needs.

1.2.3

Performance Management, to analyze whether the implementation is
done objectively and using a structured mechanism for all employees,
both Indonesian and expatriate.

1.2.4

Mentoring Program (see HR Guideline on Mentoring), to analyze
whether the transfer of competency is proceeding properly, particularly
from expatriates to Indonesians.

1.2.5

Indonesian Personnel Education and Training (see HR Guideline on
Education and Training for Indonesian Personnel), to analyze whether
programs are implemented effectively based on systematic planning and
on a Training Need Analysis.

1.2.6

Assignment of Indonesian Personnel (Internationalization), that is,
sending and placing Indonesian personnel abroad who have
international standard competence and have been screened and chosen
to be placed in a position in the company or its holding company abroad,
with “global standard” remuneration and the costs of the Indonesian
personnel Assignment Program to borne by the company usingusing
Assignment Program to be borne by the company the
Indonesian personnel abroad. To To analyze the levelofofsuccess in
the Indonesian personnel abroad. analyze the level
success in
developing Indonesian personnel’s competence.
Indonesian personnel’s competence.

1.2.7

International Employee Exchanges (see HR Guideline on International
Career Development), to analyze the level of success in promoting
international recognition for the competence of Indonesian personnel.

1.2.8

Implementation of Internal KKKS Career Development Meetings, to
analyze whether employees’ competency development and career
development is being done objectively.

1.2.9

Overseas On-the-Job Training for Indonesian Personnel/Job
Assignments, to analyze the capability and success in implementing
employee competence development.

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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :




1.2.10 Implementation of Succession, to analyze success of career
development and optimization of Manpower Utilization.
1.2.11 Extension of employment period or reemployment of Indonesian
personnel, as an indicator of failure of the succession and competence
development plan.


GUIDELINES

II. AIMS

2.1

To upgrade the KKKS’s HR management efforts, manpower productivity, be
able to engage in development of Indonesian personnel, and make optimum
utilization of Indonesian personnel.

2.2

BPMIGAS exercises supervision and control in the manpower sector objectively
and consistently and is able to encourage KKKS to implement Indonesian
personnel development professionally so as to upgrade the competence of
Indonesian personnel and national capability simultaneously.

III. AUTHORITY

3.1

KKKS shall implement its HR management in accordance with the KKKS work
plan and report it to BPMIGAS.

3.2

BPMIGAS shall monitor, analyze, and evaluate the implementation of CDM.


4.1

CDM discusses the KKKS’s development/progress and efforts during a period
of 1 (one) year since the previous CDM, and the HR management plans for the
coming year.

4.2

CDM refers to WP&B data, personnel data from BPMIGAS, operational
activities with BPMIGAS, KKKS report data, RPTK, realization of use of
Expatriate Personnel, and results of BPMIGAS’s monitoring over the one (1)
year period since the last CDM.


5.1

CDM is done through regular meetings, planned and integrated with the
schedule at the end of each year, and further discussion if necessary.

5.2

The KKKS should report in writing the matters to be discussed in the CDM
meeting, as follows:
5.2.1 Manpower Work Plan & Budget.
5.2.2. Indonesian Personnel Guidance and Development Strategy in general.
5.2.3. Recruitment Realization and Plans.
5.2.4. The Performance Management that is applied.
5.2.5. Mechanism for nominating employees in Career Development.

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GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :




5.2.6. Realization in the current year, and plans for the coming year, on:
- Mentoring.
- Education and Training for Indonesian personnel.
- Assignment of Indonesian personnel/Internationalization.
- International
Employee
Exchanges
(Swapping/Technical
Development Exchange).
- Overseas On-the-Job Training/Domestic On the Job Training.
5.2.7. Realization of Succession of foreign personnel by IndonesianIndonesian
of Succession of expatriate personnel by personnel
in the previous year, and plans for the coming the coming year.
personnel in the previous year, and plans for year.
5.2.8. Realization and plans for extension of work period/reemployment of
personnel who have reached retirement age.
5.2.9. Deferral and acceleration of Succession of expatriate personnel by
Indonesian personnel.
5.3.

The results of the discussion (minutes of meeting) shall be signed by the
authorized officials of BPMIGAS and the KKKS. Based on the results of this
discussion, a KKKS performance contract in HR management shall be
prepared.

VI. REFERENCES

6.1


6.2
6.3

Government Regulation No. 42/2002 on the Executive Agency for Upstream Oil
Government Regulation No. 35/2004 on Upstream Oil and Gas Business
Activities.

6.4
6.5
6.6

VII. ATTACHMENTS

7.1

Minutes of CDM meeting. (Attachment 1).

36
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Attachment 1

BADAN PELAKSANA
KKKS

:

Tempat / Waktu

:

BPMIGAS - Lt - Wing - / 00.00

Tanggal

:

….-…. -

Attachment 1

GUIDELINES

HASIL PEMBAHASAN
x

.

BPMIGAS
Pemimpin Rapat

KKKS :

37
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Mentoring

GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
MENTORING

I.


GENERAL

1.1

The Mentoring program is a process of Indonesian personnel development
through Teaching, Coaching, and Counseling for one or more Indonesian
personnel that is put into an official and structured program.

1.2

KKKS are required to implement Mentoring Programs.

1.3

Each expatriate employee is responsible as mentor for Indonesian personnel.

1.4

Mentees are Indonesian personnel who receive Teaching, Coaching, and
Counseling to obtain transfer of technology/competency from mentors.

1.5

A mentor is any expatriate or Indonesian employee who has superior
competence to conduct Teaching, Coaching, and Counseling for the purpose of
transfer of technology/competency to mentees.

II. AIMS

2.1

To upgrade the technical and non-technical competence of Indonesian
personnel.

2.2

Transfer of competence technology from expatriate personnel and Indonesian
personnel with special competence to Indonesian personnel who have potential
to be developed.

III. AUTHORITY

3.1

KKKS shall prepare a structured Mentoring Program in accordance with their
respective systems and methods.

3.2

BPMIGAS shall conduct evaluation of the implementation of Mentoring
programs.


4.1

Every expatriate personnel with an IMTA (Permit to Employ Expatriate
Personnel) for a minimum of 1 year is required to provide mentoring for
Indonesian personnel.

4.2

The results of the implementation of the Mentoring Program conducted by
expatriate personnel shall be one of the inputs for granting extension of the
work permit of the persons concerned.

4.3

Every Indonesian worker who is designated as a Mentee must be monitored
and have clear career planning.

4.4

The Mentoring program is the responsibility of all managers and above in the
KKKS so that it can be executed in reality.

4.5

Mentoring is not limited to being done by expatriate personnel but needs to be
done by all Indonesian personnel who occupy positions of manager and
above/have special competence.

38
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FUNCTION :
INDUSTRIAL RELATION

Mentoring

GUIDELINES

SUBJECT :
MENTORING




5.1

The KKKS shall prepare a structured Mentoring Program for every expatriate
personnel employed by the KKKS.

5.2

The KKKS shall select and designate the expatriate and Indonesian personnel
pairs that will be Mentor and Mentee in line with the RPTK.

5.3

The Mentees that are selected shall be Indonesian personnel with potential to
develop competence in line with the competence possessed by their Mentors
(TKA).

5.4

The Mentor and Mentee shall determine targets for the competence to be
transferred, put into the form of a Mentoring Contract form prepared by each
KKKS.

5.5

The Mentoring Contract shall be acknowledged by the direct supervisor and/or
the head of the department concerned, and by the HR Department.

5.6

The Mentor and Mentee shall jointly prepare a plan for and implement the
Mentee’s development.

5.7

The Mentor and Mentee shall prepare the results of evaluation of the
implementation of the Mentoring, and make a report using the format of the
respective KKKS.

5.8

Evaluation of the Mentoring program shall be done in the KKKS’s internal
Career Development Meeting and in the Career Development Monitoring with
BPMIGAS.

5.9

Reports on the implementation of Mentoring, signed by the KKKS’s HR function,
shall be attached when applying for IMTA extensions.

VI. REFERENCES

6.1
6.2
6.3
6.4
6.5
6.6
6.7
6.8

Government Regulation No. 42/2002 on the Executive Agency for Upstream Oil
Government Regulation No. 35/2004 on Upstream Oil and Gas Business
Activities.
Decree of the Minister and Transmigration No. Kep-228/Men/2003 on
Procedure for Ratification of Plans for Utilization of Foreign Workers.
Decree of the Minister and Transmigration No. Kep-20/Men/III/2004 on
Procedure for Obtaining Permits to Employ Foreign Workers.

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International Career Development

GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
INTERNATIONAL CAREER
DEVELOPMENT


I.


GENERAL

International Career Development consists of the following:
1.1. The Job Swapping Program (International Employee Exchange) is an Exchange
Program for Indonesian and expatriate personnel in order to encourage the
KKKS’s Head Office to provide recognition for the competence of Indonesian
personnel, so that these Indonesian personnel can be employed at the Head
Office/Affiliate abroad by providing an opportunity for expatriate personnel to
work at the KKKS in Indonesia.
1.2. Technical Development Exchange is a program for development of Indonesian
personnel abroad through exchanges of Indonesian and foreign personnel in
order to upgrade competence in technical sectors for junior staff who are part of
the head office’s development program.
1.3. Job Assignment/Overseas On-the-Job Training is a program for development of
Indonesian personnel abroad for the purposes of fulfilling competency
requirements for career development of Indonesian personnel of international
standard.
1.4. Internationalization is the recognition of Indonesian personnel’s capability to
work at the head office/affiliate abroad in line with their competence as “Global
Employees”.
II. AIMS

2.1. To provide an opportunity for Indonesian personnel to obtain International work
experience and accelerate development of the Indonesian personnel’s
professionalism with the expectation of creating an element of trust from the
KKKS’s Head Office to place Indonesian personnel in strategic positions.
2.2. To upgrade the technical competence of Indonesian personnel in line with
international standards.
2.3. To support the program of succession from expatriate to Indonesian personnel.
III. AUTHORITY

3.1. BPMIGAS shall approve the expatriate personnel positions for the Job
Swapping and Technical Development Exchange programs.
3.2. BPMIGAS shall approve the Indonesian personnel who are planned to follow
the
Job
Swapping/Technical
Development
Exchange,
Job
Assignment/Overseas On-the-Job Training and Internationalization programs.
3.3. The KKKS shall determine the Indonesian personnel candidates for
International Employee Exchanges, Technical Development Exchange, Job
Assignment/Overseas On-the-Job Training and Internationalization.

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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
DEVELOPMENT




4.1. Job Swapping (International Employee Exchange).
4.1.1. All costs incurred shall be charged to the recipient company.
4.1.2. The positions abroad for the purpose of Job Swapping shall be
equivalent, with similar work load and balanced costs.
4.1.3. Implementation of the International Employee Exchange program shall
be done for similar time periods and started at the same time.
4.1.4. The chart for planning the use of expatriate personnel from the
international employee exchange program shall be prepared separately
from the program for regular use of expatriate personnel.
4.1.5. Indonesian personnel who have completed the International Employee
Exchange program, when they return to Indonesia, shall occupy at least
an equivalent position, or be transferred to a higher position, in
accordance with their expertise.
4.1.6. The term of the program is a maximum of two years.


GUIDELINES

4.2. Technical Development Exchange.
4.2.1. All costs incurred by TKI may be charged to the KKKS’s operating costs.
4.2.2. Expatriate personnel who are sentIndonesia (exclude KKKS operating
Foreign personnel who are sent to to Indonesia shall have technical
capability to have technical capability to be applied and shall share
costs) shall be applied and shall share knowledge with Indonesian
personnel. with Indonesian personnel.
knowledge
4.2.3. The planning chart for use of expatriate personnel in the Technical
of expatriate personnel
the Technical
Development Exchange program shall be produced separately from that
Exchange program shall be produced separately from the
program for regularregular use of expatriate personnel.
for the program for use of expatriate personnel.
4.2.4. Indonesian personnel who have completed the Technical Development
Exchange program must receive appropriate career development.
4.3. Job Assignment/Overseas On-the-Job Training.
4.3.1. All costs incurred may be charged to the KKKS’s operating costs.
4.3.2. Indonesian
personnel
who
have
completed
the
Job
Assignment/Overseas On-the-Job Training program must receive
appropriate career development.
4.4. Internationalization.
4.4.1. All costs incurred shall be charged to the recipient company.
4.4.2. Indonesian personnel who have undergone Internationalization shall
receive recognition as “Global Employees” who are directed to being
able to occupy strategic positions in the KKKS.

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GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
DEVELOPMENT




5.1. The KKKS shall conduct planning, screening, and evaluation of of the foreign
KKKS shall conduct planning, screening, and evaluation the expatriate
personnel positions and the candidate Indonesian personnel for the international
positions and the candidate Indonesian personnel for the
international employee exchange and Technical Exchange programs, and
employee exchange and Technical Development Development Exchange
programs, screening, and evaluation of Indonesian Indonesian personnelJob
planning, and planning, screening, and evaluation of personnel for the for
the Job Assignment/Overseas On-the-Job and Internationalization programs
Assgnment/ Overseas On-the-Job Training Training and Internationalization
programs each year.
each year.
5.2. The candidates who pass the screening process shall be those Indonesian
personnel who have potential to developed their careers and/or to replace
foreign personnel in in future.
expatriate personnelthe the future.
5.3. KKKS shall send requests for implementation of Job Swapping or Technical
send requests for implementation of Job Swaping
Technical
Development
the Planning Chart for Utilization of Foreign
Development Exchange attaching the Planning Chart for Manpower Utilitization
Workers (RPTK), data Indonesian personnel, and the Indonesian Indonesian
Plan (RPTK), data on the on the Indonesian personnel, and the personnel’s
personnel’s Individual Development Plans (IDP).
Individual Development Plans (IDP).
5.4. KKKS shall send requests for implementation of Job Assignment/Overseas Onthe-Job Training or Internationalization attaching data on the Indonesian
personnel and the Indonesian personnel’s Individual Development Plans (IDP).
5.5. BPMIGAS shall evaluate and grant approval for implementation of the Job
Swapping, Technical Development Exchange, Job Assignment/Overseas Onthe-Job Training, or Internationalization.
5.6. KKKS shall conduct evaluation of the Job Swapping, Technical Development
Exchange,
Job
Assignment/Overseas
On-the-Job
Training,
and
Internationalization programs and report to BPMIGAS for discussion in the
Career Development Monitoring.
VI. REFERENCES
6.3. Government Regulation No. 42/2002 on the Executive Agency for Upstream Oil
Activities.
6.7. Decree of the Minister and Transmigration No. Kep-228/Men/2003 on
Procedure for Ratification of Plans for Utilization of Foreign Workers.
6.8. Decree of the Minister and Transmigration No. Kep-20/Men/III/2004 on
Procedure for Obtaining Permits to Employ Foreign Workers.
VII. ATTACHMENTS

5.2. Individual Development Plan (IDP) – (see each KKKS).

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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :

EXTENSION OF WORK RE
LATIONSHIP
BEYOND RETIREMENT AGE


I.

Extension of Work Relationship Beyond Retirement Age

GUIDELINES


GENERAL
In order to encourage Career Development and Succession Planning and to provide
an opportunity for career development for KKKS employees, Extension of Work
Relationship beyond retirement age should be avoided.

II. AIMS
2.1. To accommodate the needs of KKKS for professional and experienced
personnel.
2.2. To provide limits for KKKS so that they can implement their leadership
succession agendas properly.
III. AUTHORITY
3.1. KKKS shall determine the employee whose work relationship is to be extended.

3.2. BPMIGAS shall evaluate and reply to the request for approval of extension of
work relationship in accordance with the established criteria.

4.1. Essentially, the work relationship between an employee and the company is
maintained up to the employee’s retirement age (maximum 56 years).
4.2. A national employee who occupies the top position may be extended directly by
the KKKS each year to a maximum age of 60 years.
4.3. Employees who occupy managerial positions one level below the top position in
the KKKS may be extended each year by the KKKS to a maximum age of 58
years, with BPMIGAS approval.
4.4. Employees whose positions are lower than that mentioned in point 4.3 may not
have their work periods extended.

5.1. KKKS shall submit plans for extension of work relationships of employees who
are entering retirement age, submitted and signed by the top executive of the
KKKS, and addressed to BPMIGAS, stating:
x
x
x
x
x

Name of employee/position.
Date and period of the extension.
Prospective replacement who is being prepared, together with personal
data.
Justification for the extension, and
Biodata.

5.2. The [request for] extension of the employee’s work relationship shall be submitted
one (1) month before the individual’s term of duty is to expire, and must be with
the approval of the individual concerned.

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Extension of Work Relationship Beyond Retirement Age

GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :

EXTENSION OF WORK RE
LATIONSHIP
BEYOND RETIREMENT AGE



5.3

Extension of an employee’s work relationship shall be considered as long as it
complies with these justifications:
x If the prospective replacement (succession) that is been prepared is not yet
possible because:
- Does not yet meet job requirements.
- Moved to another company.
- Resigned.
- Reorganization (restructuring).
- Other reasons, such as illness, death, etc.
x The qualifications of the employee concerned are urgently needed for the
company’s smooth operations and extremely difficult to obtain from the
existing employees, or
x The employee concerned is currently playing a role in handling an important
project of important programs that have direct access to the operational
interests of the KKKS, whether in the present or in the future.

5.4

The KKKS may rehire an employee under these conditions:
x

x

The employee concerned is currently playing a role in handling an important
project of important programs that have direct access to the operational
interests of the KKKS, whether in the present or in the future.

x

5.5

The qualifications of the employee concerned are urgently needed for the
company’s smooth operations and extremely difficult to obtain from the
existing employees, or

The work relationship between the KKKS and the employee concerned has
first been completed (by making paying of entitlements in accordance with
the provisions of the prevailing regulations). [The employee is] then rehired
through a limited-period work agreement (PKWT) for a period of time in
accordance with the applicable labor laws and regulations, and may not
occupy a structural/managerial position.

All plans for extension of work relationship/rehiring of an employee must have
the prior approval of BPMIGAS before they can be applied.

VI. REFERENCES

Activities.

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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
RECRUITMENT OF INDONESIA
PERSONNEL (TKI)


I.

Recruitment of Indonesian Personnel (TKI)

GUIDELINES


GENERAL

1.1. Recruitment of employees in a KKKS shall be done in accordance with the
company’s operational needs.
1.2. Priority shall be given to candidates who have been planned in accordance with
the succession plan from within the company. This is intended to provide an
opportunity for employees with potential to receive career development and to
occupy key positions in the company.
II. AIMS

2.1. To maintain the company’s smooth operations.
2.2. To make optimum efficient use of Indonesian Manpower (TKI).
2.3. To provide opportunities work career development for employees with potential.
III. AUTHORITY

3.1. KKKS shall carry out the recruitment process and transfers of employees.
3.2. Recruitment of employees, whether from within or from outside the KKKS or
transfer of employees for the positions of Senior Manager, General Manager,
Vice President, Sr. Vice President, President or the equivalents of these
positions, including positions one level below the top executive, shall require
approval of BPMIGAS.
3.3. BPMIGAS shall monitor KKKS recruitment program.

4.1. Recruitment of Indonesian personnel from Outside the Company.
4.1.1. Recruitment [of personnel] beyond retirement age for positions that
require specific competence with status as Employee for Limited Period
(PWT) shall be done in accordance with the applicable Laws and
Regulations.
4.1.2. Former employees of a KKKS who have terminated their work
a KKKS who have terminated their work
relationships for reasons of voluntary resignation, early retirement,
resignation, early retirement,
termination of employment (Dismissal, PHK) by mutual agreement
employment (Dismissal, PHK) by mutual agreement
(Mutual Agreement Termination (MAT), who have received payment
Mutual Agreement Termination, MAT), who have received payment of
employee’s entitlement due to dismissal in the amounts the amounts of
of employee’s entitlement due to dismissal (PHK) in of the normative
provisions or provisions or special packages/incentives, may again
the normativespecial packages/incentives, may not be accepted not be
by the same by the same KKKS/operator, accepted accepted by a
accepted againKKKS/operator, but may be but may beby a different
KKKS/operator.
different KKKS/operator.
4.1.3. The service years of former KKKS employees who have received their
entitlements due to dismissal in line with the service years in the
previous KKKS and have been recruited again by a different KKKS shall
be reset to zero (0) years.

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Recruitment of Indonesian Personnel (TKI)

GUIDELINES

FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
RECRUITMENT OF INDONESIAN
PERSONNEL (TKI)



4.2. Recruitment of Indonesian personnel from Within the Company.
4.2.1. KKKS shall conduct career planning for each of their employees
(Individual Development Plan) for career development, transfers, and
preparation of succession plans.
4.2.2. The career development, transfer, and succession programs
implemented by a KKKS must be done in a systematic and structured
way and based on professional principles.
4.2.3. Every Indonesian personnel of a KKKS shall receive a competence
development program, and based on his/her competence must be used
effectively in a position in line with the principle of equal treatment with
the expatriate personnel.
4.2.4. BPMIGAS will evaluate the implementation of KKKS Indonesian
personnel, career development and encourage the optimum effective
use of Indonesian personnel.


5.1. Filling of vacant positions or transfers of employees shall be done entirely by the
KKKS based on the RPTK that has been approved, in line with the authority in
point 3 (Authority), with priority on candidates from within the KKKS.
5.2. Plans to fill positions from outside the company in line with point 3.2 should be
proposed to BPMIGAS to obtain approval.
5.3. For former employees of KKKS who are received by another KKS, the recipient
KKKS may request a reference from the previous KKKS or from BPMIGAS.

VI. REFERENCES

Activities.

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FUNCTION :
INDUSTRIAL RELATION

SUBJECT :
CONDUCT OF EDUCATION AND
I
TRAINING


I.


GENERAL
1.1. Every KKKS is required to carry out Education and Training for its Indonesian
personnel (TKI).
1.2. Effective conduct of education and training is based on needs analysis.

II. AIMS

Conduct of Education and Training

GUIDELINES

2.1. To ensure that KKKS implement education and training for Indonesian
Personnel in line with the commitment as set forth in their Cooperation
Contracts.
2.2. In order to support efforts for development of the KKKS’s Indonesian Personnel,
so that they can have the capability to achieve the competency to be optimally
employed and utilized.
III. AUTHORITY

3.1. KKKS have the authority to analyze and identify their own education and
training needs.
3.2. KKKS have the authority to prepare annual education and training plans for their
employees in line with the need and the WP&B.
3.3. KKKS may conduct education and training abroad in line with the WP&B.
Positions being vacated by Indonesian personnel who are proposed for
overseas education and training may not be filled by expatriate personnel.
3.4. Expatriate personnel are not allowed to take part in education and training programs
at KKKS expense, except when in the nature of Indonesian government policy
or when urgently needed with BPMIGAS approval.
3.5. BPMIGAS has the authority to analyze all KKKS education and training plans
and to monitor and evaluate their implementation.

4.1. IN-HOUSE.
Education and training programs designed specifically and implemented by
KKKS in order to meet operational needs.
4.2. PUBLIC COURSE.
Programs conducted by third parties, whether within or outside the country.
4.3. BPMIGAS INTER-KKKS EDUCATION AND TRAINING COOPERATION
COMMITTEE (KKSD).
Education/training programs designed to meet the collective needs of KKKS
and/or BPMIGAS, in order to develop professional and managerial capability of
employees within the KKKS.
4.4. EXPERTISE AND SKILL DEVELOPMENT FUND (DPKK).
Education/training programs conducted by the Directorate General of Oil and
Gas that are proposed by a professional organization (such as IAGI, IATMI,
KKSD, etc.) using funds derived from the mandatory fees imposed on KKKS
that employ expatriate personnel.

47
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SK BP MIGAS/SKK MIGAS Nomor: 15/BP00000/2005-S8 Tentang Pengelolaan Sumber Daya Manusia Kontraktor Kontrak Kerja Sama (Official English Version)

SK BP MIGAS/SKK MIGAS Nomor: 15/BP00000/2005-S8 Tentang Pengelolaan Sumber Daya Manusia Kontraktor Kontrak Kerja Sama (Official English Version)

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