(2) The performance of the Performance allowance index as referred to in paragraph (1) in accordance with the laws.
(3) The further provisions of the office class and the quantity of Performance improvement indices are specified in the Decree of the BNN Head.
Section 6
The income tax on Performance improvement is charged in the State Budget and Shopping Budget in the Year of the Budget in question.
Section 7
The performance allowance as referred to in Section 4 of the paragraph (1) is not provided to the Employee of the BNN environment that:
a. Real-real do not have specific tasks/jobs in the BNN environment;
B. dismissed for temporary or disabled;
c. dismissed from work/post with given the wait money (not to be dismissed as Civil Servant);
D. help/be employed on other Agency/Instances outside of the BNN environment;
given leave outside of state dependents or in the free of duty to undergo a Retirement Preparation Time;
e. be dismissed with respect or not with respect according to the laws of the laws;
f. undergo paternity leave for 4th child (four) and beyond;
G. non-entry for 20 (twenty) consecutive days without a valid reason;
h. administrative appeals to the BNN as well as not being allowed into work; and
i. receive the payment of the canal as it dies.
BAB III
EMPLOYEE OBLIGATIONS
Section 8
(1) By providing the Performance allowance then all employees in the BNN environment are required to implement the Bureaucratic Reform Agenda in accordance with the provisions of the applicable laws.
(2) Each Employee of the BNN is required to make a work report every day of all activities performed.
(3) The report as referred to in paragraph (2) is signed by the direct supervisor.
(4) The report as referred to in paragraph (2) is cumulative and has been reported by the direct superior to the higher-level superior.
(5) The results of the work results report as referred to in paragraph (1) are listed in an attachment that are not integral to this rule.
BAB IV
ALLOWANCE REDUCTION
Section 9
(1) BNN employees who do not comply with the terms of the day and work hours are implemented a reduction in Performance improvement.
(2) The Performance Improvement Allowance as referred to in paragraph (1) is expressed in the percentage (%) of the Kinerjanya allowance.
(3) Further provisions concerning the day and hours of the BNN employee work as set out in the National Police Department of Narcotics Regulation on the Work Orderly Conduct Of The National Narcotics Workforce.
Article 10
(1) The payment and reduction of Performance improvement as referred to in Article 9 is done by taking into account the absence and punishment of discipline in accordance with the laws.
(2) The Performance allowance reduction as referred to in paragraph (1) is done in the case of the Employee:
a. late entry to work;
B. go home before time;
c. does not enter work;
D. Non-hospitable sick leave except for employees who are outpatient after having been hospitalized; and
e. It's a discipline.
Section 11
(1) The late employee entered the job or returned home prior to the time referred to in Article 10 of the paragraph (2) of the letter a and letter b, subject to a rate of 1.5% (one comma five perhundred).
(2) Employees of late admission to work or return home before their time on the same day, being charged 3% (three perhundred).
(3) The count of the amount of delay time and return home before the time referred to in paragraph (1) and paragraph (2) is performed with the conversion of 8 (eight) hours equal to 1 (one) day not in the workday.
(4) The employee who does not enter the works referred to in Article 10 of the paragraph (2) of the letter c, is charged as follows:
a. do not enter work without a description being charged 4% (four perhundred) for every 1 (one) day not getting into work; and
B. does not enter into work with a valid description and is not a dismembered charge of 2% (two perhundred) for every 1 (one) day not getting into work.
(5) The employee who carries out the leave referred to in Article 10 of the paragraph (2) of the d is charged 1% (one perhundred) for every 1 (one) day not to go to work and is attested by the doctor's letter.
(6) Employees who are temporarily released from the job title/work for allegedly committing a discipline violation of Section 10 of the paragraph (2) of the letter e, provided a Performance improvement of 50% (fifty-one hundred) of the Performance Improvement Paid according to the last class of office.
(7) The employee who was released temporarily as referred to in verse (7) remains subject to the cut as referred to in verse (1), paragraph (2), verse (3) and verse (4).
(8) The employee who is sentenced to discipline as referred to in Section 10 of the paragraph (2) of the letter e is subject to the Performance Improvement Improvement as follows:
a. Employee who is sentenced to light-level discipline is:
1. Oral reprimand, levied by 15% (fifteen perhundred) for 1 (one) month;
2. The written reprimand, levied 15% (fifteen perhundred) for 2 (two) months; and
3. The statement is not satisfied in writing, subjected to a cut of 15% (fifteen perhundred) for 3 (three) months.
B. Employee sentenced to moderate level discipline is:
1. delay of increase in regular salary for 1 (one) year of the deduction of 50% (fifty-perhundred) for 1 (one) month;
2. The delay of promotion for 1 (one) year of the year is charged with 50% (fifty perhundred) for 2 (two) months; and
3. Decline to a lower rank during the year (one) of the year is charged 50% (fifty perhundred) for 3 (three) months.
C. Employees who are sentenced to severe level of discipline are:
1. The lower rank of rank is lower for 3 (three) years of the deductions of 90% (ninety perhundred) for 1 (one) month;
2. The transfer in order of a lower level of rank is subject to a cut of 90% (ninety perhundred) for 2 (two) months; and
3. The rtable, the Performance Allowance, is legally responsible.
BAB II
ALLOWANCE PAYMENT
Section 4
(1) to employees who have a job, a job, a certain office in a BNN environment other than being granted income in accordance with the provisions of the laws, are provided with the Performance allowance of each month.
(2) Performance improvement as referred to in paragraph (1) is paid in terms of January 2012.
(3) The Performance improvement index is given based on the class
(grading).
Section 5
(1) The determination of the class of office in the BNN Environment is based on the results:
a. data collection and office information;
B. analysis of the post;
c. evaluation of posts and discarers; and
D. (job pricing).
elease of the post imposed cuts by 90% (ninety-perhundred) for three months.
(9) A BNN employee who did not follow the National Day Ceremony for no legitimate reason, is charged with 1% (one perhundred).
Article 12
(1) The employee who is sentenced to disciplinary dismissal is not at the request of your own request as a civil servant, if the employee is conducting an administrative appeal to the Advisory Board. Employment, and the verdict of his disciplinary punishment lighten the employee, the Performance improvement concerned for the next month is done cutting as referred to in Article 11 of the paragraph (9).
(2) The employee who is sentenced to the discipline of a stop with respect is not on his own request or not with respect as a civil servant, if the employee is in charge of an administrative appeal to the The Public Service, and the verdict was dropped, and the Kinerjanya's allowance was paid back from the next month.
(3) The cutting or repayment of the Performance allowance as referred to in paragraph (1) and paragraph (2) counts the following month after the employee is stated to have executed the task.
Section 13
(1) The performance of the Performance allowance as referred to in Article 11 of the paragraph (9), enforceable as of the following month since the decision of the disciplinary penalty is declared valid.
(2) In the event of disciplinary punishment as referred to in Section 11 paragraph (9) the letter b is filed with objection and the sentence of discipline is changed then the Performance Improvement in question is done according to the type of disciplinary punishment. that's set.
(3) The cutting or repayment of the Performance allowance as referred to in paragraph (2) is calculated from the following month since the decision over the objection is set.
Section 14
(1) In the event the employee is sentenced to discipline and then sentenced to the discipline of the same kind then against the concerned employees are enforced cutting the Performance Performance Improvement based on the discipline. Last.
(2) In the event the employee is sentenced to discipline and then sentenced to the discipline of which the type is lighter or heavier then against the concerned employees are enacted cutting the Performance allowance as follows:
a. cut according to the first type of discipline punishment; and
B. cut back according to the next type of disciplinary punishment after the completion of the cut as referred to in the letter a.
Section 15
(1) The employee who performs a disservice task outside of the office that causes no manual and/or electronic attendance at the time of entry and/or return hours are not performed in the Performance Improvement cuts.
(2) The task of sanity outside of the office as referred to in paragraph (1) must be specified with a statement letter carrying out the duty of the service/The Task Order Letter.
Article 16
(1) Employees who are temporarily released from office or job duties due to performing a learning task and not obtaining a learning task allowance, are not performed in the Performance Improvement Allowance.
(2) Employees who are temporarily released from office or job duties due to performing a study assignment and obtaining a learning task allowance, performing a Performance improvement charge of 50% (fifty-one hundred) of the Performance benefits paid in accordance with the last class of office in which they are occupied.
Article 17
(1) Employees who are subjected to temporary stops from the post of public office due to detention by the authorities, are not given a Performance allowance during the interim termination of the post of public office.
(2) Pagawai which are subjected to temporary dismissal from the post of public office due to detention by the authorities, if based on a court ruling that has the force of the law which remains declared not guilty then Performance benefits are paid back to the next month at the time the employee in question has executed the task.
Section 18
(1) The Performance Allowance Reduction does not apply to the non-present BNN employees working because:
a. exercised assignment abroad within the specified time limit;
B. pain by accident in order to perform tasks;
c. gets the duties of the proven leadership with the Task Order Letter;
D. finished running at least 24 hours (twenty-four) hours;
e. run annual leave and leave due to important reasons; and
f. Hospitalization is proven by an outpatient letter from the Puskesmas, hospital, or other health care unit and the employee who is taking care of the road after having been through the hospital.
(2) The terms as referred to in paragraph (1) letter b, letter e, and letter f, are executed in accordance with the laws.
BAB V
SUPERVISION
Section 19
(1) The supervision of the execution of activities as referred to in Article 8 is performed by an objectively, professional, and transparent direct superior to assessing the discipline of attendance and the execution of work.
(2) The results of the supervising activities as referred to in paragraph (1) are poured in the form of a written report and are authorized by the Head of the Working Unit as the next Performance Improvement Calculation guidelines.
(3) The report as referred to in paragraph (2) is delivered to the Head of the BNN for monitoring and evaluation.
(4) Monitoring and evaluation as referred to in paragraph (3) conducted periodically by the Head of the BNN and the National Bureaucratic Reform Team, both individually and together.
BAB VI
PAYMENT EXECUTION
Section 20
(1) The completion of the Performance allowance payment administration based on the Recapitulation of the Employee Attendance List (RDHP).
(2) The Performance allowance payment list is made per month by mempedomani a list of the presence of the BNN employees in question.
(3) A BNN employee who has a mutation into the BNN environment is given the Performance Improvement Allowance starting the date of the Assignment Execution Warrant and the SKPP from the origin instance.
(4) A BNN employee who has experienced a BNN exit mutation is not given the Performance Improvement Allowance starting the date of the Stop Decision Letter.
Section 21
Performance Improvement Payment Mechanism, as follows:
a. The RDHP of the working unit is accepted by the BNN Financial Bureau the slowest date of the next 20 months;
b. The BNN Financial Bureau makes a calculation of the Performance allowance calculation to be submitted to the KPPN in the Mutlak Statement of Responsibility (SPTJM) and the Paying Warrant (SPM);
c. Performance improvement is received from KPPN directly into the account of each BNN employee;
D. In the event of the remainder of the Performance improvement fund, the BNN Financial Bureau has made it to the state treasury;
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