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semakin memburuk, atau jika perusahaan dalam kondisi laba, perusahaan tidak berubah menjadi merugi. Sama seperti penetapan remunerasi, analisa pasar (benchmarking) juga digunakan untuk memastikan nilai Tantiem kompetitif di industri.Dalam kebijakan remunerasi, indikator kinerja keberlanjutan menjadi salah satu faktor utama yang memengaruhi besaran bonus variabel. Beberapa pencapaian keberlanjutan yang dipertimbangkan mencakup pengurangan emisi perusahaan sebesar 30%, total tingkat insiden yang tercatat (Total Recordable Incident Rate/TRIR), jumlah kecelakaan (Number of Accidents/NOA), serta keberagaman gender dan generasi, khususnya peningkatan keterlibatan perempuan dan milenial dalam organisasi. Indikator lain yang relevan meliputi penerapan kode etik (Code of Conduct/CoC), pencegahan konflik kepentingan (Conflict of Interest/CoI), pelaporan kekayaan pejabat negara (LHKPN), dan efektivitas manajemen risiko.Struktur dan besaran Remunerasi Dewan Komisaris dan Direksi adalah sebagai berikut:loss does not get worse, or if the company is in a profitable condition, the company does not turn into suffering from a loss. Similar to the determination of remuneration, market analysis (benchmarking) is also used to ensure that the value of Incentive is competitive in the industry.In the remuneration policy, sustainability performance indicators are one of the main factors that influence the total of variable bonuses. Some sustainability achievements that are considered include reducing the company's emissions by 30%, Total Recordable Incident Rate (TRIR), Number of Accidents (NOA), and gender and generational diversity, especially increasing the involvement of women and millennials in the organization. Other relevant indicators include the implementation of the Code of Conduct (CoC), prevention of Conflicts of Interest (CoI), state official wealth reporting (LHKPN), and the effectiveness of risk management.The structure and amount of remuneration for the Board of Commissioners and the Board of Directors are as follows:Komponen RemunerasiRemuneration ComponentsBentuk dan StrukturForm and StructureDewan KomisarisBoard of CommissionersDireksiBoard of DirectorsGaji/HonorariumSalary/HonorariumKomisaris Utama : 45% x Gaji Direktur UtamaPresident Commissioner : 45% x President Director%u2019s SalaryKomisaris : 90% x Honorarium Komisaris UtamaCommissioner : 90% x President Commissioner%u2019s HonorariumDirektur Utama : 100%President Director : 100%Direktur : 85% x Gaji Direktur UtamaDirector : 85% x President Director%u2019s SalaryTunjanganAllowanceTunjangan Hari Raya Keagamaan | Religious Holiday AllowanceTunjangan TransportasiTransportation AllowanceTunjangan PerumahanHousing AllowanceAsuransi Purna Jabatan | Pension Fund InsuranceFasilitasFacilitiesFasilitas Kesehatan | Health FacilitiesFasilitas Bantuan Hukum | Legal Assistance FacilitiesFasilitas Kerja Lainnya | Other Work Facilities:Fasilitas Komunikasi dan Sarana Teknologi InformasiCommunication and Information Technology FacilitiesFasilitas Pakaian Seragam/Jas | Uniform/Suit FacilitiesFasilitas Keanggotaan Perkumpulan ProfesiProfessional Membership Facilities- Fasilitas Keanggotaan Klub/ KorporasiClub/Corporate Membership Facilities- Fasilitas Kendaraan DinasOfficial Vehicle FacilitiesPajak atas Gaji/Honorarium dan TunjanganTax on Salary/Honorarium and AllowanceDitanggung Perusahaan | Paid by CompanyTantiemTantiemSesuai Ketetapan RUPS/KPSSSDiberikan dalam Gross %u2013 Pajak ditanggung masing-masing Dewan KomisarisIn accordance with the GMS/CSD Decree.Paid in Gross %u2013 Taxes are borne by each of Board of CommissionersSesuai Ketetapan RUPS/KPSSSDiberikan dalam Gross %u2013 Pajak ditanggung masing-masing DireksiIn accordance with the GMS/CSD Decree.Paid in Gross %u2013 Taxes are borne by each of Board of Directors010203040506 Strengthening Foundation of Sustainable Governance Penguatan Fondasi Tata Kelola Keberlanjutan0708091011 PT Pertamina Hulu Energi 119