C. Courageous Performance Dialogue (CPD) 1. It is a two-way communication activity between employee and appraisers in the form of effective and constructive feedback to obtain continuous improvement in individual performance and processes inherent in all stages of BRICORE. 2. The implementation of CPD is well planned (dedicated time) with a purpose: • Employee know their role and contribution to the achievements of the Business Unit. • Provide the best solution or effective feedback for obstacles/problems related to Employee performance. • Provide appreciation for employee performance achievements so that they can achieve the next, more challenging targets. 3. CPD is carried out continuously throughout the performance period with explanations: • Mandatory (compulsory) is carried out at the beginning of the performance period (carrying out performance planning) and at the end of the performance period (conducting performance evaluation). • Optional is carried out outside of the mandatory implementation according to the needs of each worker or if the worker shows indications of declining performance as indicated by signs: unsatisfactory work quality, low initiative, refusing work, increased complaints, defensiveness (self-defense), or avoid more challenging work. UNDERPERFORM MANAGEMENT In 2023, BRI implemented a Performance Bootcamp given to employee with underperformance criteria which aimed to provide assistance so that employee were able to achieve the minimum work standards required. If employee were unable to meet performance standards, a management-out process was carried out. During the Performance Bootcamp process, the Company provided various supports as follows: 1. Mentoring Buddy 2. Training 3. Mentoring 4. Coaching 5. Counseling The stages of Performance Bootcamp are as follows: JAN - MAR MEI - JUL SEP - NOV APR AGT DES IDENTIFIKASI PERFORMANCE BOOTCAMP 1 PERFORMANCE BOOTCAMP 2 PENETAPAN EVALUASI 1 EVALUASI 2 The Performance Bootcamp program in question is considered effective so it will be continued again in 2024. Implementation of Performance Assessment BRI uses the MyCore application as a supporting tool to support the implementation of BRICORE at the individual level. This application is used by employees from the performance plan input stage to the performance evaluation process. The Company’s achievement of good performance is also demonstrated by alignment with the Employees’ Individual Performance Score (IPS). The 2023 IPS results are still in the assessment process, but in 2022 the total number of employee who received an exceed rating will be 25.08%. Remuneration System and Long Term Compensation Policies BRI’s remuneration system is structured based on several main principles, including internal fairness, namely providing remuneration according to competency and ability as well as position responsibilities, externally competitive (peers), and paying attention to strategy, business development and the Company’s capabilities. This principle is implemented as a basis for achieving the main objectives of the remuneration system, namely attracting potential employees (attract talent), retaining competent employees (retain talent) and maintaining employee motivation to always provide their best performance (motivate talent). The application of these principles is an important factor in building the Company’s brand image as The Dream Company to Work in the Financial Industry, thereby increasing the Company’s competitiveness in the competition to win the best talent. Remuneration at BRI does not differentiate between gender (male and female employees), does not differentiate between race, religion and ethnicity as regulated in concerning Regulations on Wages for PT Bank Rakyat Indonesia (Persero) Tbk employees. The BRI Remuneration System is implemented by providing monthly wages, adjusting the amount of wages every year using the merit increase method, Religious Holiday Allowances, Annual Leave Allowances, and Long Leave Allowances which are given every 6 (six) year work period. As a strategic step to maintain compensation at a competitive level, during 2023 the PT Bank Rakyat Indonesia (Persero) Tbk. 2023 Annual Report 414
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