Performance Allowance Rules for Energy Ministry Staff: PERMENESDM 5/2026

The Ministry of Energy and Mineral Resources has issued PERMENESDM 5/2026, Pemberian Tunjangan Kinerja Pegawai di Lingkungan Kementerian Energi dan Sumber Daya Mineral (Provision of Performance Allowances for Employees within the Ministry of Energy and Mineral Resources). The regulation sets out who is entitled to a performance allowance, how the allowance is calculated, and how it changes when an employee's position changes. It applies to staff working across the ministry's organisational units, including the Secretariat General of the National Energy Council.

Pasal 1 defines the people and concepts the regulation covers. It identifies the State Civil Apparatus (Aparatur Sipil Negara, or ASN) as comprising both civil servants (PNS) and government employees on work agreements (PPPK), and it groups these together with other appointed employees as the Pegawai to whom the regulation applies. The same article defines the Performance Allowance (Tunjangan Kinerja) as an allowance given to central government agencies for the results of bureaucratic reform, and it defines the Job Class (Kelas Jabatan) as the ranking that places an employee within the structure and serves as a basis for remuneration.

Issue

A performance allowance that is fixed regardless of output would not reflect the reform purpose the regulation states for it. The ministry therefore needs a method that ties the allowance to measurable results at both the organisational and the individual level, and that adjusts the allowance when an employee moves into a different job class. PERMENESDM 5/2026 supplies that method and the documentary basis for each input.

Key Provisions

Pasal 11 sets the formula. The performance allowance is calculated from three inputs: the organisation's performance achievement, the employee's performance achievement, and attendance in line with the ministry's working-day and working-hour rules. The article assigns explicit weights: organisational performance counts for 20 percent, individual performance for 40 percent, and attendance for the remaining 40 percent. The weighting places the larger share on factors tied to the individual employee.

Pasal 12 establishes how organisational performance is proven. It must be evidenced by the organisational performance rating recorded in the annual performance report, submitted at the unit level by the head of each organisational unit through the performance management information system. The article specifies that the rating used for the current year's allowance is the one from the most recent annual performance report already submitted to the ministry responsible for state apparatus and bureaucratic reform, and it leaves the technical guidance for that assessment to a Ministerial Decree.

Pasal 13 governs the individual side. Each employee's performance achievement is evidenced by a monthly employee performance report, submitted by every employee through the same performance management information system and rated according to the rules on ASN employee performance management. As with organisational assessment, the technical guidance is set by a Ministerial Decree.

Pasal 10 addresses change. Where an employee is promoted or transferred in a way that changes the job class, the performance allowance is given according to the new job class starting from the following month. This sets a clear effective date for any adjustment and avoids mid-month proration when a position changes.

Implications

For ministry staff, the regulation makes the basis of the allowance explicit: attendance and individual performance together account for 80 percent of the calculation, so consistent presence and documented monthly output carry direct weight. The reliance on the performance management information system in Pasal 12 and Pasal 13 means that both organisational and individual results must be entered through a single channel, and the allowance follows the records held there. The rule in Pasal 10 gives employees and administrators a fixed point from which an allowance change takes effect after a promotion or transfer. The regulation sits alongside the ministry's other recent instruments, including its risk-based business licensing standards and its earlier sector rules, as part of its current body of ministerial regulation.

Regulatory Context

PERMENESDM 5/2026 connects the ministry's internal remuneration to the national framework for performance management and bureaucratic reform. By fixing the weights, the evidentiary requirements, and the effective date for adjustments in a single instrument, it places the ministry's performance allowance within the wider civil-service rules that govern how ASN performance is measured and paid.

Read the full regulation in the CRPG Law Database.

Methodology: This memo summarises the official regulation text and is not legal advice; report corrections to contact@crpg.info.

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