IPB University Employee Welfare Program Package: Holistic Employee Wellbeing
IPB University continues to strengthen its commitment to building a work ecosystem based on the principle of sustainable welfare. Through various strategic programs, ranging from scholarships, child education assistance, performance incentives, health protection, to appreciation for retired employees, IPB University ensures that employee welfare is an integral part of institutional transformation.
The employee welfare program focuses not only on financial aspects, but also non-financial aspects. IPB University implements the concept of Holistic Employee Wellbeing, a comprehensive (360 degree) approach to improve the overall wellbeing of employees.
The Holistic Employee Wellbeing program package covers five areas:
-
Physical Well-being
Efforts to maintain employees’ physical health through periodic medical check-ups (MCU) and a Healthy Lifestyle program with regular exercise every Friday.
-
Mindfulness
Supporting mental wellbeing through leave, counseling services, mental health support, and a comfortable working environment.
-
Financial Well-being
Financial support through increased remuneration, 13th and 14th month salaries, BHR, health and employment insurance, Financial Institution Pension Fund (DPLK), scholarships for employees and their children (elementary school to doctoral level), and a low-cost food stall program.
-
Social Well-being
Strengthening social relationships through appreciation and community activities such as birthday celebrations, employee achievement awards, sports tournaments, Halal bi Halal, and Rabuan.
-
Leisure Well-being
Encouraging life balance through recreational activities and sports clubs such as badminton, table tennis, and soccer.
Vice Rector for Resource and Infrastructure Resilience, Dr Heti Mulyati, emphasized that employee welfare is not merely administrative support, but a long-term investment in the quality of the institution. “We view employees as strategic assets. Therefore, welfare is not only measured in rupiah, but also in other forms of support such as education, health, social protection, and retirement preparation,” she said.
______________________________
IPB University Employee Remuneration and Welfare Program
1. IPB University Remuneration System (SRI)
IPB University developed the IPB University Remuneration System (SRI) based on the principles of meritocracy, fairness, performance improvement, realism, and adaptability.
SRI was developed based on the unified concept of the 3P components, which include pay for person (P1), pay for position (P2), and pay for performance (P3). Pay for person is individual remuneration given to employees because they are lecturers or educational staff (tendik) at IPB University. This component includes basic salary, salary-related allowances (such as spouse/child allowance and rice allowance), functional allowance, health allowance, meal allowance, BPJS Health, and pension funds.
Pay for position is remuneration given based on the position held by lecturers/tendik at IPB University. This component includes professional allowances, honorary allowances, IPB management allowances, goods and services management allowances, work unit management incentives, division head incentives, and various other allowances related to job responsibilities.
Pay for performance is remuneration based on performance achieved in one semester. For lecturers, the components include performance incentives, educational overload incentives, representation/team incentives, international publication incentives, innovation/dissemination incentives, community empowerment incentives, and special achievement incentives.
As for teaching staff, the pay for performance components include performance incentives, representation/team incentives, special achievement incentives, overtime incentives, and punctuality incentives.
The amount of pay for performance is determined by the performance of the lecturer/teaching staff concerned and the financial condition of IPB University as reflected in the multiplier factor. These include the position value multiplier, the incentive multiplier for each credit, and the point multiplier. In terms of payment timing, pay for performance paid in a semester is determined based on performance in the previous semester.
In addition, under the latest policy in 2026, IPB University will provide incentives for lecturers who successfully guide students to graduate on time. This scheme is a form of appreciation for lecturers’ commitment to maintaining academic quality and student study efficiency. “We want to build a healthy and productive performance culture. Incentives are given as a form of appreciation for dedication and achievement,” he explained.
2. Education Assistance, Scholarships, and Competitive Grants
One of the main pillars of welfare at IPB University is educational support. IPB University provides various scholarship schemes, ranging from employee scholarships, educational assistance for school-age children of employees through the Education Cost Assistance (BBP) program, to the IPB Talent Scholarship (BTI).
The BBP program not only provides financial support but also builds togetherness and motivates children receiving educational cost assistance to continue their studies through Fun Gathering activities. This activity serves as a space for appreciation and strengthens family ties within the IPB University community.
In addition, in 2026, IPB made a new breakthrough by expanding the IPB Talent Scholarship (BTI) opportunities for employee families (children and spouses) to continue their undergraduate, applied undergraduate, professional, master’s, and doctoral studies. This scheme is expected to encourage the improvement of academic and professional capacity among the IPB University family.
“Through the IPB Talent Scholarship, we want to ensure that opportunities for higher education are also widely available to employees’ families. This is part of the sustainability of human resources at IPB,” added Dr Heti.
The following is information related to the above scholarship scheme:
Education Cost Assistance (BBP)
In addition to BTI, IPB University also provides Education Cost Assistance (BBP) for employees’ children who are still attending elementary, junior high, and high school.
In 2024, 896 students received this assistance, with the following details:
-
Elementary school equivalent: 519 students
-
Junior high school equivalent: 198 students
-
Senior high school equivalent: 179 students
The total assistance distributed reached IDR 632 million.
Amount of BBP Assistance
Assistance is provided twice a year, in July and December, with the following amounts:
-
Elementary school equivalent: Rp500.000 per student
-
Junior high school equivalent: Rp750.000 per student
-
Senior high school equivalent: Rp1.000.000 per student
Activities for BBP Recipients
As part of its support for the education of employees’ children, IPB University also organizes various activities. One of these activities was attended by 570 participants, consisting of:
-
417 children of IPB employees who are BBP recipients
-
153 foster children from the Agrianita Foster Parent Movement (GOTA)
Participants came from various educational levels and took part in activities aimed at increasing motivation to learn and strengthening togetherness.
IPB Talent Scholarship (BTI)
The IPB Talent Scholarship (BTI) is an extension of the Education Assistance Program (BBP) for elementary, junior high, and high school levels, which was launched in 2023. This program is intended to assist with the educational costs of children of IPB University lecturers and staff who are pursuing higher education.
Scholarship recipients are children of IPB employees with the following status:
-
Civil Servants (ASN)
-
Permanent IPB Employees
-
IPB Employees with Employment Agreements (contracts)
This program will take effect in the odd semester of the 2025/2026 academic year.
BTI Recipient Requirements
Students applying for the scholarship must meet the following requirements:
-
Active students in semesters 1 to 8
-
Have a minimum Grade Point Average (GPA) of 2,75
-
Not currently receiving other scholarships
Applications are submitted every semester
Scholarship Amount Based on UKT
The amount of assistance is given based on the student’s single tuition fee (UKT), with the following details:
-
UKT up to Rp1.000.000 → 100% scholarship of UKT
-
UKT Rp1.000.001–Rp2.500.000 → 75% scholarship of UKT
-
UKT Rp2.500.001–Rp5.000.000 → 60% scholarship of UKT
-
UKT Rp5.000.001–Rp8.000.000 → 40% scholarship of UKT
-
UKT above Rp8.000.000 → 25% scholarship of UKT
Scholarship disbursement is carried out through a reimbursement system and funds will be transferred directly to the employee’s payroll account.
Competitive Grants
The competitive grant program for IPB University teaching staff has been running since 2018. Every year, dozens of innovation proposals from teaching staff are selected for funding. In 2025, for example, 20 research proposals successfully received grants.
Through this program, teaching staff are encouraged to collaborate and come up with various innovative solutions to improve services, management efficiency, and organizational performance. Since its launch, this program has involved hundreds of teaching staff from various work units, while fostering a participatory and innovative work culture at IPB University.
3. Strengthening Health Insurance and Social Protection
In terms of health, IPB University has shown a significant increase in its supplementary insurance budget. From 2020 to 2025, the supplementary insurance budget will increase by 150,42 percent, with an average annual increase of 22,26 percent.
In recent years, IPB University has collaborated with various insurance partners, namely PT Asuransi Takaful (2020–2021), PT Asuransi Ramayana (2022–2024), and PT BRI Life (2025). This additional insurance complements BPJS Health and BPJS Employment membership.
All non-civil servant permanent employees and contract employees are registered with BPJS Kesehatan. Meanwhile, for BPJS Ketenagakerjaan, 1.136 non-civil servant permanent employees and contract employees are covered by the Work Accident Insurance (JKK) and Death Insurance (JKM) programs.
IPB University has developed a work-life balance program and regularly conducts medical check-ups (MCU) for employees as a preventive measure to maintain their health. This program has been implemented since 2023.
“The physical and mental health of employees is a priority. We want to ensure that employees work in optimal conditions and have a good work life balance,” said Dr Heti.
4. Holiday Gift Packages (BHR), THR, and 13th Month Salary
As part of its efforts to foster togetherness in welcoming Eid al-Fitr, IPB University routinely provides Holiday Gift Packages (BHR) to its employees, which include civil servants (PNS), permanent non-civil servant employees, contract employees, and daily/contract workers (THL).
The BHR package contains 10 basic necessities, namely beef, beef liver, chicken carcasses, red tilapia, shrimp, premium rice, cooking oil, granulated sugar, syrup, and wheat flour. In 2026, the BHR components also included a package of IPB products, namely Botani Water, Botani Biscuits and Cookies, Lemonaria Collagen drinks, Sobatani Blend coffee, and Cajuput Candy.
In addition, IPB University also provided Holiday Allowances (THR), performance incentives as additional THR components, and additional incentives for employees. The details are as follows:
-
The THR for civil servant lecturers/teaching staff, Government Employees with Work Agreements (P3K), and non-civil servant permanent employees consists of basic salary, family allowance, food allowance, position allowance or general allowance, and one month’s performance incentive.
-
The 14th professional allowance/honorary allowance for lecturers who have professional certification or hold the academic position of Professor is paid by the Government at a rate of one month’s salary.
-
Performance incentives as an additional component of THR with the following conditions:
-
-
50% of one month’s performance incentive is given to lecturers who receive the 14th professional allowance/honorarium.
-
100% of one month’s performance incentive is given to lecturers who do not receive the 14th professional allowance/honorarium.
-
100% of one month’s performance incentive is given to civil servant teaching staff and permanent non-civil servant teaching staff.
-
A performance incentive of IDR 1.500.000 is given to lecturers and teaching staff whose performance incentive is less than IDR 1.500.000 per month.
-
THR for contract employees consists of one month’s basic salary and an additional incentive of IDR 1.500/000.
-
-
THR for retired IPB employees from March 1, 2025 to February 1, 2026 is IDR 1.500.000.
-
Holiday assistance for THL with a maximum amount of IDR 1.500.000.
5. Retirement Preparation and Appreciation Program
As a form of long-term protection, IPB University has provided a Financial Institution Pension Fund (DPLK) program for non-civil servant permanent employees since 2020. This program provides financial certainty upon entering retirement. The retirement program for IPB University civil servants is in accordance with applicable laws and regulations.
To improve the readiness of each employee entering retirement, IPB University provides a series of refresher training courses in the form of skills and managerial training to help employees better prepare for retirement. The training material covers aspects of health, psychology, financial planning, and entrepreneurship.
Several training programs are also designed in collaboration with the IPB Employee Retirees Association (P3IPB), including Healthy Living Without Rice Training, Ling Tien Kung Therapy Training, and Healthy Heart Exercise Training.
Through this training, participants are expected to be able to maintain their quality of life, manage their mental health well, plan their finances wisely, and open up opportunities for productive activities after entering retirement.
IPB University also regularly holds retirement ceremonies and appreciation events for employees entering retirement. Each retiree receives 10 grams of precious metal as a symbol of appreciation for their dedication and service.
IPB University also supports various activities conducted by P3IPB, such as visits to sick or bereaved P3IPB members, social activities under the Gold Assistance Program, recreational/educational tours, and health check-ups for retirees.
6. Other Welfare Programs
In addition to the various programs above, IPB University also organizes various other welfare programs, including:
-
Rector’s Gift
As a small token of appreciation from the institution, every employee who is celebrating their birthday receives a gift from the Rector.
-
Fun Gathering for Employees’ Children
Children of IPB University employees who are recipients of the Education Assistance Program (BBP) and foster children of the Agrianita Foster Parent Movement (GOTA) are invited to build their vision and dreams for the future through exciting and motivational games.
______________________________
Building Institutional Resilience
This welfare program package is part of IPB University’s grand strategy to build the resilience of its human resources and institutional infrastructure. With support in the form of education, health insurance, performance incentives, and pension protection, Dr Heti emphasized that IPB University’s transformation must go hand in hand with improving the quality of life of its employees.
“Employee welfare is the foundation of institutional resilience. When employees feel secure, valued, and supported, they will give their best contribution to IPB and society,” concluded Dr Heti.
Through a comprehensive and sustainable approach, IPB University demonstrates that employee welfare is not just a program, but a real commitment to building a resilient, inclusive, and globally competitive campus.
Complementing the above explanation, the Director of Human Resources (HR) at IPB University, Prof Sri Suharti, said that the directorate she leads is ready to oversee and ensure that employee welfare programs run well, are on target, and are accelerated in their implementation.
“The various welfare programs launched can be seen as a sign of attention and an expression of gratitude from the institution to all IPB University members who work with dedication every day, giving their best contributions to the institution we all love. This is also one of the ways we strengthen the sense of family in the work environment,” said Prof Sri Suharti.
