In order to comply with POJK provisions No.34/2014, the nomination and remuneration functions are carried out by the Company’s Board of Commissioners.

The duties and responsibilities of the Board of Commissioners in the Nomination and Remuneration function are as follows:

1. The functions of the Nomination Committee are as follows:

• • Determine:
    • Position composition of members of the Board of Directors and/or members of the Board of Commissioners;
    • Policies and criteria required in the Nomination process; and
    • Performance evaluation policy for members of the Board of Directors and/or members of the Board of Commissioners;
  • Perform performance appraisal of members of the Board of Directors and/or members of the Board of Commissioners based on benchmarks that have been prepared as evaluation material;
  • Develop capacity building programs for members of the Board of Directors and/or members of the Board of Commissioners;
  • Provide proposals for candidates who meet the requirements as members of the Board of Directors and/or members of the Board of Commissioners to the Board of Commissioners to be submitted to the Company’s General Meeting of Shareholders (GMS).

2. The functions of the Remuneration Committee are as follows:

• • Conducting performance appraisal according to the suitability of the remuneration received by each member of the Board of Directors and/or the Board of Commissioners of the Company;
  • Determine:
    • Remuneration structure (including facilities and allowances) for the Board of Commissioners and Directors to be submitted to the GMS, taking into account financial performance, individual work performance, fairness with peer groups, added value for shareholders, consideration of the Company’s long-term goals and strategies;
    • Remuneration policies for executive officers (members of the Board of Directors and/or Board of Commissioners) and employees in general to be submitted to the Board of Directors
    • The amount of remuneration for members of the Board of Directors and/or the Board of Commissioners.

The membership composition of the Nomination and Remuneration Committee is as follows:

In accordance with Article 7 paragraph (1) POJK 34/2014, each member of the Nomination and Remuneration Committee must act independently in carrying out their functions. What is meant by acting independently has been described in the Explanation of Article 7 paragraph (1) POJK 34/2014, namely carrying out duties and responsibilities in accordance with the goals and needs of the company in a professional and independent manner, and not influenced by intervention from other parties. Thus, independent action must be interpreted as professional, independent and objective.

The work experience of the Nomination and Remuneration Committee is as follows:

1. Ketua – Jonnathan Jordian

2. Anggota – Rohni Cahaya Manik

Meetings of the Nomination and Remuneration Committee members are held at least 1 (one) time every 4 (four) months, with a minimum attendance rate of 2 (two) members. Until the Prospectus was published, there had not been a Nomination and Remuneration Committee Meeting held in connection with the newly formed Nomination and Remuneration Committee.

Internal Control System

In the context of supervising operational activities and the use of the Company’s assets, all management and employees of the Company have their respective functions, roles and duties in improving the quality and implementation of an internal control system that is carried out effectively and sustainably, which includes oversight of operational activities at the head office Company and each branch in the region.

The implementation of internal control is implemented through clear policies, regulations and procedures so that it can be empowered in carrying out the internal control function while minimizing risks that may arise. Programs implemented by the Company related to internal control include supervisory activities and strategic activities, which among others consist of:

1. Preparation of Good Corporate Governance (GCG) guidelines;
2. Implementation of the oversight/supervision function by superiors in each division in the Company;
3. Implementation of assistance tasks for the External Auditor (KAP);
4. Monitoring and implementing follow-up on audit findings;

The Company realizes that the internal control measures that have been carried out so far do not guarantee that there is no risk of abuse or other forms of risk. However, the Company’s Management is committed to always ensuring and improving the internal control system.