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The impact of globalization quickly and dynamically requires development and change in the environment. This is inseparable from public organizations that face various challenges and obstacles to be more responsive to the needs of citizens. However, the performance of human resources from public organizations is now also always in the public spotlight where in practice in Indonesia it is still not good enough. Empirical studies or research have been conducted to analyze the effect of transformational leadership and psychological contract on employee performance. This study attempts to remedy the existing knowledge gap and limited literature by including job satisfaction as a mediating variable on employee performance levels in Indonesia. This study aims to determine the effect of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. A structured questionnaire with closed-ended questions was used to collect raw data from 241 employees. Descriptive tests and SEM PLS tests were conducted to determine the statistically significant relationship between transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. The results reflect a statistically significant relationship between transformational leadership and psychological contract to employee performance with job satisfaction as a mediating variable. Further research can be conducted in other government organizations to conduct comparative studies obtained across organizations on the effect of transformational leadership and psychological contracts on employee performance with job satisfaction as a mediating variable. [ABSTRACT FROM AUTHOR]

This research aims to analyze fiscal gaps and regional transfers between regions in Indonesia within the framework of the fiscal decentralization policy implemented by the Indonesian government. The research method uses a qualitative descriptive research type using literature studies based on secondary data. The results of the research show that the fiscal gap and regional transfers between regions in Indonesia are a form of the failure of transfer funds between regions in Indonesia to significantly reduce economic inequality and public services between regions, which are also thought to be influenced by factors in regional financial management and resource allocation that are not yet efficient and effective. Even though transfer funds have been distributed to areas outside Java-Bali, if the management is not efficient and effective, the limited amount of funds will certainly not be able to catch up with the region. This condition is influenced by the implementation of centralized policies in Indonesia, which have proven to cause high regional dependence on the center. This dependence can be seen from the large contribution from the center, which far exceeds revenues from PAD. As a result of the centralized budget policy pattern at the center, high vertical fiscal inequality occurs. [ABSTRACT FROM AUTHOR]

This study aims to analyze how strong the influence of Compensation, Communication Effectiveness, and Promotion on Employee Performance partially, this research was conducted at PT. Globalindo Artistic Creations, Bekasi. This study was conducted using primary data obtained from the distribution of questionnaires, a population of 140 employees with a sample of 104 respondents. Management of analytical data using validity and reliability tests as well as regression and correlation tests using SPSS 20. Based on the results of the study, multiple regression equations Y = 1.034 + 0.233 X1 + 0.250 X2 + 0.492 X3 + e The results showed that Compensation (X1) has a positive influence on employee performance (Y), Communication Effectiveness (X2) has a positive influence on employee performance (Y) and Promotion Against (X3) has a positive influence on employee performance (Y). The result of the correlation between Compensation, Communication Effectiveness, and Promotion on employee performance (Y). And the results of the F Test of Compensation, Communication Effectiveness, and Promotion together have a positive and significant effect on Employee Performance. [ABSTRACT FROM AUTHOR]

This research aims to analyze how much influence Financial Compensation, Work Motivation and Work Discipline on employee performance. In this research using primary data obtained from questionnaires to 116 employees as respondents in companies jabbek. This research uses descriptive analysis and inferential analysis methods. Data were analyzed using multiple linear regression correlation analysis, test instruments, test the feasibility of the model, and the t test. The results of this study indicate a positive and significant effect on Employee Performance, which is generated from the results of the regression equation model in the Coefficients Y table = 5.653 + 0.508 + 0.082+ 0.234. In the model feasibility test results obtained significant value of 0,000 which means the model is said to be significant and the model is said to be feasible to use in this study. On the results of the t-test hypotheses obtained sig value on the variable Financial Compensation of 0,000, the sig value on the Work Motivation variable is 0.046, and the sig value in the Work Discipline is 0,000. Then it can be concluded that the partial meaning of the three variables has a positive and significant influence on the dependent variable of employee performance. [ABSTRACT FROM AUTHOR]

This study aims to determine the effect of financial compensation, intrinsic motivation and physical work environment on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. The type of research used is quantitative research. This study used primary data by distributing questionnaires to as many as 138 respondents. Data analysis uses descriptive and inferential analysis. In the implementation of the study using primary data obtained through the distribution of questionnaires and processed with SPSS 25. The results of the study showed that the financial compensation variable (X1) had a positive and significant effect on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. The intrinsic motivation variable (X2) has a positive and significant effect on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. Physical work environment variables (X3) have a positive and significant effect on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. [ABSTRACT FROM AUTHOR]

This research is the results of research on the effect of work motivation, work abilities, and work discipline on employee's performance at PT. The Nielsen Company Indonesia The research method used is the quantitative method. The results of this study used primary data in the form of a questionnaire to 100 respondents. The results of the study stated that there was a positive and significant influence between the variables of work motivation, work abilities, and work discipline on the performance of employees at PT. The Nielsen Company Indonesia. [ABSTRACT FROM AUTHOR]

Kharisma Wanapadu, South Jakarta, totaling 100 workers. The instrument tests in this review are coordinated to use validity and reliability tests. The information-checking strategy in this study was coordinated to utilize a variety of direct relapse investigation methods. The results of the review show that the factors of Compensation, Competence, and Work Discipline have a good effect on the presentation of its representatives, at PT. Harta Charisma Wanapadu, South Jakarta with an importance. The background of this research is to obtain data related to the Impact of Compensation, Competence, and Work Discipline on the Implementation of Representatives at PT. Harta Kharisma Wanapadu, South Jakarta. This study combines quantitative reports, where the research instruments is a questionnaire. The sample in this study were representatives at PT.Harta level below 5%. [ABSTRACT FROM AUTHOR]

This study aims to determine the effect of the Work Environment, Work Motivation, and Work Experience on employee performance. This research technique utilizes a quantitative approach, the selected survey method being the primary data source. The primary data used for this study was in the form of a questionnaire given to 67 employees of PT. Pranaja Trimitra Indonesia. The data analysis technique in this study included multiple linear regression and hypothesis testing (t-test) which were processed using the SPSS 23 application. From the results of the study, it can be seen that work experience has a positive effect on employee performance, while the work environment and work motivation do not have a positive effect on employee performance. [ABSTRACT FROM AUTHOR]

This research was conducted with the aim of determining the effect of training and work motivation on employee performance at the Bank Indonesia Representative Office, South Sumatra Province. The population and sample in this research are 50 Non-Officer Employees and Assistant Directors of the Bank Indonesia Representative Office for South Sumatra Province in 2023. The results of multiple linear regression analysis show that training and work motivation have a positive and significant effect on employee performance. Training, it is hoped that it is necessary to select the type of training given to employees according to the employee's needs. Choosing a training provider is also important, where the chosen organizer must also be suitable and knowledgeable in this field and have experience and a good image. Work motivation, the role of superiors which is very necessary in looking at relationships between fellow employees. Where if within a division there are colleagues who do not have a harmonious relationship, then the role of superiors is to create a more neutral and professional atmosphere in carrying out work. [ABSTRACT FROM AUTHOR]

This research was conducted aiming to determine the effect of motivation and compensation on employee performance mediated by organizational citizenship behavior at Sinergia Group Indonesia. This research was conducted because it saw the phenomenon of declining employee performance at Sinergia Group Indonesia. Employee performance can be influenced by factors such as personal factors, leadership factors, team factors, system factors, contextual/situational factors. The sampling method used is saturated sampling, because the entire population is used as a sample. This study used a sample of 40 people, using multiple linear regression techniques, path analysis and causal steps. The conclusions of this study are (1) the variable of motivation has a positive and significant effect on organizational citizenship behavior, (2) the variable of compensation has a positive and insignificant effect on organizational citizenship behavior, (3) motivation has a negative and insignificant effect on employee performance, (4) compensation variables have a positive and insignificant effect on employee performance, (5) organizational citizenship behavior variables have a positive and significant effect on employee performance, (6) organizational citizenship behavior variables are able to fully mediate the influence between motivational variables on employee performance, (7) organizational citizenship variables behavior is able to fully mediate the influence between compensation variables on employee performance. [ABSTRACT FROM AUTHOR]

In this study using a sample of 34 respondents, namely CV. Syntax Corporation Indonesia factory employees. The sample used was a saturated sampling technique. The testing in this study was carried out by analyzing the validity test, reliability test, classic assumption test, path analysis test, determination coefficient (R2), and t test. For partial hypothesis testing, the t test is used, the tcount value obtained for the Job Stress variable (X) for Job Satisfaction (Z) is 3.563 then for the Job Stress variable (X) for Employee Performance (Y) of 2.542 and for Job Satisfaction (Z) towards Employee Performance (Y) of -1,175. Then based on the results of the Kofisien test of Equation I determination of 0.284 it means that the contribution or work stress relationship is 28.4% and the remaining 71.6%, and from equation II the results are 0.174, meaning that the work stress factor (X) influences job satisfaction (Z) of 17.4%, while the remaining 82.6% is influenced by other factors not included in this study. Then from the results of calculations through Path with the Causal Step method and Product Of Coefficient it is stated that and in this study the results of z calculated are 1.077 and z tables are 0.353. So it can be concluded that z count> z table, the Intervening variable mediates the relationship between the Independent variable and the Dependent variable. Or in other words the Job Satisfaction variable mediates the relationship between the Job Stress variable and the Employee Performance variable. [ABSTRACT FROM AUTHOR]

Basic performance is necessary to maintain employees with a decent standard of living, but compensation also provides a tangible measure of an individual's value to the company. Human resource management according to the author is a protest to regulate existing human resources within an organization so that it is effective and efficient and is carried out through existing functions to achieve sales, employee, and community goals. the authors use an error tolerance limit of 5%, the population used in this study are employees of PT. Pasma Karya Indonesia. The HR Division, namely the HRD Section, totaled 100 people. The results of the study show that compensation, motivation have positive and significant direct effect on job satisfaction and employee performance. [ABSTRACT FROM AUTHOR]

Organizational culture is one way of company management to be able to make changes by strengthening the external and internal sides of the company and compensation is direct goods or indirect goods obtained by employees in return for services rendered to the company a leader in terms of fundamentally behaving differently when leading can have an impact on employee performance. This matter needs to be considered by the company because organizational culture and compensation will be able to realize the performance of its employees so that the company's pace can run optimally. The objectives to be achieved in the study are: Do Organizational Culture and Compensation simultaneously affect Employee Performance at Grogol Branch Pawnshop. Multiple linear regression analysis techniques. The study used primary data obtained by filling out a questionnaire and statistical processing using the SPSS 24 program. The results of the research on organizational culture have no effect on the performance of employees of the Grogol Branch Pawnshop. The relationship between organizational culture and employee performance is stated to be low and the magnitude of the influence of organizational culture on employee performance is 0.21%, Compensation affects employee performance, the correlation relationship between compensation and employee performance is low and the magnitude of the influence of compensation on employee performance is 13.5%, Organizational culture and compensation simultaneously have no influence and are significant to the performance of individual employees at Grogol Branch Pawnshop. The magnitude of the relationship between organizational culture and compensation with employee performance simultaneously is moderate, and the magnitude of the influence is 14.2%. Conclusion There is an organizational culture (X1), compensation (X2) has a simultaneous effect on employee performance (Y), meaning that if the organizational culture and compensation are increased, employee performance will be higher. Organizational culture and compensation simultaneously have no significant effect on employee performance. This can be shown from the amount of Fcount smaller than Ftable (2,226 < 4,210). [ABSTRACT FROM AUTHOR]

In Indonesia, MSMEs play an important role in increasing employment, contributing to Gross Domestic Product (GDP) and providing a safety net, especially for those suffering from economic and financial crises. The Indonesian government has realized the importance of the presence of MSMEs in Indonesia, including through the establishment of a special platform under the Ministry of Cooperatives and Small and Medium Enterprises. This research aims to determine and analyze the influence of leadership on the performance of MSME employees in Cirebon Regency. The method used in this research is regression analysis with path diagrams, by testing the outer model and the inner model using SmartPls. The sampling technique in this study uses the Slovin formula so that the number of samples in this research is 280 employees who work in the MSME sector in Cirebon Regency. The results of the study indicate that leadership has an influence on the performance of MSME employees in Cirebon Regency. so that the managerial implications that must be carried out by leaders in terms of improving employee performance are increasing the role of leaders in terms of innovation, and motivating employees and paying attention to the welfare of their employees. [ABSTRACT FROM AUTHOR]

Introduction: The competitiveness of the workforce in Indonesia is currently still relatively low compared to several ASEAN countries such as Thailand, Malaysia, and Singapore. One of the main factors of this problem is the level of education possessed by the workforce. The construction services sector is a sector that can leverage the country's economy. Thus, the construction sector requires skilled, superior, and reliable workers. The competence and level of education possessed by the workforce will be an important consideration for companies in the construction sector. The purpose of this study is to find out how the influence of Human Capital and Job Satisfaction on Employee Performance. Methods: This study uses a quantitative method with a simple regression method. The sample of this research is as many as 42 respondents of CV Gunung Emas Mahameru project employees. Results: The results showed that the variable Human Capital and Job Satisfaction had a significant effect on employee performance. This is the main capital that is needed by the company in order to improve performance towards a more optimal and efficient direction. Conclusion and suggestion: The biggest company's capital is employees. Human capital is an important element that must be owned by the company. If the company's employees have good competence, it will create high productivity for the company. [ABSTRACT FROM AUTHOR]

The conservation community needs to improve the quality and quantity of evidence to address urgent and complex environmental challenges. The growth of Upstream Conservation Initiatives (UCIs) such as those designed to eliminate deforestation by shifting consumer or corporate behavior, exemplify the tension between the urgency to act and the need to build evidence to enable progressive improvements in implementation. These initiatives—often led by non-governmental organizations (NGOs)—are rarely evaluated rigorously in terms of their causal effect on intended outcomes, contributing to the evidence deficit. Impact evaluations have been useful tools to analyze effectiveness and build evidence in other fields. However, they are seldom used in the conservation field broadly or in UCIs specifically. To help practitioners involved in UCIs make better use of these tools, we introduce the field of impact evaluation, its core concepts, and how it contrasts with and complements traditional performance measurement approaches. Using these concepts, we propose a guidance process which can be used by practitioners at the project design phase to weigh tradeoffs and consider the most appropriate impact evaluation methodologies. We then use this guidance process to analyze two UCIs implemented by an NGO in Indonesia. Through these case studies we show how impact evaluation concepts could have been employed in project design to improve implementation and promote progressive learning, even if actual impact evaluations were infeasible. We conclude by proposing recommendations on how implementers, donors, and academia can build off these ideas to improve learning and strengthen the evidence base. • Impact evaluation is underutilized in the conservation field, limiting evidence. • Upstream Conservation Initiatives (UCIs) can benefit from impact evaluation. • Evaluations of UCIs must balance feasibility, rigor, and relevance. • Concepts from impact evaluation strengthen standard performance measurement. • Implementing organizations can apply principles at low cost to improve evidence. [ABSTRACT FROM AUTHOR]

The commodity of crude palm oil (CPO) from time to time has more profitable business prospects. Indonesia and Malaysia are the largest CPO producing countries in the world. The availability of large enough land is one of the factors that makes Indonesia a major producer of CPO for the world community. However, the productivity of oil palm plantations in Indonesia is still low compared to Malaysia. This then becomes the rationale that improving the performance of oil palm plantation companies is not only related to the availability of land, technology or capital. However, another important thing that needs to be done is how oil palm plantation companies manage organizational culture and organizational learning activities. This study aims to determine the effect of organizational culture and organizational learning on the performance of employees of PTPN XIII (Persero) which is a coconut plantation company. The sample in this study were employees of class III - IV PTPN XIII (Persero) who served in West Kalimantan. The data analysis model uses Partial Least Square (PLS). The results show that organizational culture has a significant effect on employee performance with a positive relationship direction, while organizational learning has no significant effect on employee performance with a positive relationship direction. This means that organizational learning has very little effect on employee performance. [ABSTRACT FROM AUTHOR]

All companies in the world are currently in a condition affected by the effects of the Covid-19 pandemic that emerged at the end of 2019. The purpose of this study was to determine how the direct influence of the work environment on employee performance, the direct influence of motivation on employee performance, and to determine the effect of the work environment through motivation and its impact on employee performance at The Body Shop Indonesia Distribution Center. The population and sample of the object of this research are all employees who work in the Distribution Center of The Body Shop Indonesia, totaling 39 people. The results of the study indicate that there is a direct and significant influence of the work environment on employee performance, then there is also a direct and significant influence of motivation on employee performance and proves that there is an influence of the work environment through motivation on employee performance at the Distribution Center of The Body Shop Indonesia. [ABSTRACT FROM AUTHOR]

This study aims to determine the level of health, growth and business prospects of the employees of the PT. X cooperative. The results of this study indicate that employees of general health level PT. X are in the category "moderately healthy" obtaining the average score of 68.00. Based on the result of a common size analysis of the balance sheet and operating result for the 2014-2018 period, PT. X did not experience significant growth and was really stable. Although based on the analysis of the segment report, the multipurpose loan business is the business with the most prospects for development. [ABSTRACT FROM AUTHOR]

The success of a company is strongly influenced by employee performance as the human resources driving it. In carrying out their work, employees need the motivation to optimize performance. This study aimed to analyze employee's motivation factors in a three-star hotel. The approach used in this study was the qualitative approach in reference to Maslow's Hierarchy of Needs and Çetin's Conceptual Model. Data collection was conducted by interviewing 22 hotel staff members. Interviews were conducted to determine the motivation factors that influenced the performance of the employees and the hotel. A model was designed based on the literature, linking factors of employee motivation with the employees and organizational performance. The results showed that employees were motivated by brand management, hotel vision, the owner, employee component, salary, teamwork, and promotion. [ABSTRACT FROM AUTHOR]

This study aims to analyze the implementation of the performance pay system for civil servants in the Ministry of Environment and Forestry (MoEF) in the Republic of Indonesia. This study uses a post-positivist paradigm and analyzes factors that influence the implementation. Data were collected from existing documentation and through indepth interviews with civil servants in the MoEF. The results of this study indicate that the implementation of the performance pay system in the MoEF has not been effective in supporting the improvement of employee performance. This is due to unavailability of rewards for employees who have successfully achieved their performance targets, ineffectiveness of the application of the performance measurement systems in analyzing actual employee performance, absence of merit pay principles, and the lacking of a review of the implementation of the current performance pay system. Several factors that influence the application of the performance pay system in the MoEF are employee commitment, job evaluation, leadership commitment, performance evaluation, and funding system. The knowledge generated by our research contributes to understanding the empirical condition of performance pay system which will become evident to review the current policy. The findings contribute to improving the cost-effectiveness of the public budget in term of the performance pay system. [ABSTRACT FROM AUTHOR]

This research uses the Objective Matrix (OMAX) method. Initially, the performance criteria (ratios) that influence the performance measurement at the company are determined. Then, it is continued by calculating the actual performance criteria (ratio), calculating the company's standard performance value, determining the company's performance targets, filling the minimum performance, determining the weight of each score determination criteria, calculating the performance value of each period. Next, evaluation of performance criteria using the Traffic Light System is carried out. The research findings from the measurement results of productivity catalysts found that the overall productivity value for 12 periods in 3 years began from January 2015 to December 2017. Based on these findings, the corrective step that can be conducted is to improve the performance criteria that have the highest score below standard performance based on the results of Traffic Light System. [ABSTRACT FROM AUTHOR]

Objective: To assess whether the Expanding Maternal and Neonatal Survival (EMAS) program was associated with improved care provided during hospital-based childbirth.Methods: A quasi-experimental study with two rounds of data collection examined whether EMAS interventions improved facility-based labor and childbirth care. Direct clinical observations were conducted for 1208 deliveries across 13 hospitals in 12 districts. Primary outcome measures included implementation of standard practices to reduce the risk of complications during labor and childbirth for both women and newborns.Results: Adjusted difference-in-difference analysis compared the mean difference in quality scores between EMAS intervention hospitals and comparison sites and consistently found significantly better performance in EMAS sites: 14 points higher for labor monitoring (β-coefficient 14.1; 95% confidence interval [CI], 7.1-21.0); 38 points higher for newborn resuscitation readiness (β-coefficient 38.1; 95% CI, 31.1-45.2); and 33 points higher for infection prevention practices (β-coefficient 32.6; 95% CI, 28.5-36.8).Conclusion: EMAS approaches emphasizing facility readiness and adherence to performance standards significantly improved labor monitoring and complication prevention practices during childbirth. [ABSTRACT FROM AUTHOR]

The development of Battery Management System (BMS) standards in Indonesia has been carried out causing the FACTS approach. That's approach makes it possible to accommodate all stakeholder requirements. However, the approach has not yet considered a technical review of the regulated standards. Based on this, this study undertook a comprehensive review of BMS performance parameters set out in the standard. In order that the regulated standard s not only accommodate the needs of stakeholders but also consider BMS technical studies in order not to impede the future development of BMS. [ABSTRACT FROM AUTHOR]

The increasing dominance of English has brought implications in language policy and the teaching of English in the multicultural Indonesia. A high power language such as English is taught in schools as a language of modern communication, while the national language is regarded as a force of unifying the nation and local languages as carriers of 'tradition' or 'historical' identity. Within that context, this article focuses on the increased use of English among an emerging group of young and adolescent learners and their possible identity transformation. This article examines the issues, challenges, and opportunities in English language learning and identity transformation in the multicultural context of Indonesia. A description of the multicultural context and linguistic diversity is presented to understand the language policy and its implications in the functions and degrees of the national language Indonesian, local languages, and English in Indonesia. Issues in the spread of English are explored to understand the challenges and opportunities in transforming cultural identity and achieving performance standards in English. [ABSTRACT FROM AUTHOR]

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This paper describes the influence of job characteristics, rewards, relations with superiors, relations with co-workers, and fulfillment of higher order needs, as job facets, on the job satisfaction of workers in Indonesian construction companies. A questionnaire survey was conducted in Jakarta (the capital city) and Bandung (one of Indonesia's major cities). The results revealed that workers in different occupational groups and managerial positions perceive differently the conditions of job facets and that there are different levels of job satisfaction among different categories of workers. This research indicates that workers care about the quality of their work and company's performance and that these aspects affect significantly their job satisfaction. Reward is also revealed to have an important influence on workers’ job satisfaction. [ABSTRACT FROM AUTHOR]

Purpose – Despite the popularity of existing course management systems, they do not consider the management of course material changes, particularly courses that require more than one instructor. The main purpose of this study is to instantly communicate course material changes to all instructors teaching the same course and to communicate approved changes to students registered on the course. Design/methodology/approach – The fundamental hypothesis tested was whether the developed system effectively communicates changes in a timely manner. The level of students' acceptance to this new system was also tested. A dynamic course material change-management system was developed using visual basic programming language and an Access database. The system was applied to a hypothetical case study and to a currently running undergraduate civil engineering course. Findings – Results indicated that changes made to a course material were instantly communicated to all instructors teaching the same course. It also indicated that approved changes were instantly communicated to affected students. As a result, students were satisfied with the instant notifications they receive whenever a change takes place. Research limitations/implications – The proposed system does not include a methodology for online tests, course grades, and course assessment. The system needs to be integrated with these important features. Developments pertaining to integrating the system with these features will be considered for future investigation. Originality/value – The novel aspect of the developed system is the effective management of challenges made to course material and communicating these changes to instructors and students in a timely manner. The system can benefit any institution at different educational levels. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to examine the relationship between privatization of state-owned enterprises (SOEs), organizational change and performance. It explores the processes by which privatization affects corporate performance through the internal changes within organizations in a developing country context. Design/methodology/approach - The methodology involved the use of a survey questionnaire. Responses were obtained from 86 managers in 86 organizations, comprised of SOEs, privatized firms and private enterprises in Indonesia. Findings - Cross-sectional analysis shows that there had been a statistical significant difference across the types of ownership pertaining to organizational elements that were expected to change. The evidence suggested that privatization brought about important alignments among the organization's goals, design elements and resources and between the organization and its competitive environment. Practical implications - The implications of the study are discussed in relation to the organizational changes that take place in the transition from public to private sector ownership. The study contributes to our understanding about the relationship between ownership-performance by providing an organizational change perspective on the examination of privatization-performance effect. Originality/value - The paper provides insights into how privatization processes alter the behavior, incentives and performance of formerly SOEs in Indonesia. Keywords Organizational change, Indonesia, Privatization, Organizational performance Paper type Research paper [ABSTRACT FROM AUTHOR]

Conflicting policies relating to the management of multi-sectoral, multi-level and multi-actor forest uses often result in ineffective policy implementation. Methods for assessing policy coherence, however, are limited and often require an extensive evidence base which is not always available. In Indonesia, this has often led to conflicts between government agencies and other forest stakeholders. Businesses, NGOs and local communities struggle to comply with all of the conflicting or overlapping regulations that relate to the use of forested landscapes. Even if they succeed, the cost of implementation can be excessive. Improved methods for assessing policy coherence could assist governments and other stakeholders to navigate policy complexity and to avoid the potentially high costs of policies that are antagonistic to one another. We propose an audit of policy coherence at the landscape scale as a way of addressing this problem. We test this idea with an experimental policy audit on the Kampar Peninsula, a peat landscape in Pelalawan district, Riau Province, Indonesia. Indonesia has participated in the UN global peat initiative since 2015 and has created a peat protection policy to control the exploitation of peat with regulation No 57/2016. This regulation and the various instruments devolved from it has been a source of confusion and conflict among stakeholders. We applied commonly accepted performance auditing standards to assess the coherence, effectiveness and efficiency of regulations from other sectors and in different jurisdictions with the new peat regulation No 57/2016 and its derivatives. To aid our audit assessment, we overlaid radar and Landsat images to depict delineations of peat protection and cultivation zones according to different legislation. Our audit revealed incoherent mapping of peat protection zones on the Kampar Peninsula, which has led to ineffective and inefficient implementation of policies. We then propose three alternative protection and cultivation scenarios to that proposed by the government. Our results show that any of these alternative scenarios would provide a policy that is not only more coherent, but that also would result in more effective and efficient policy implementation. This policy audit method should have wide potential application for auditing best practice and policy effectiveness in complex landscapes across the globe and should have immediate application in helping to resolve the current issues on the Kampar Peninsular. • An evaluation on policy coherence is crucial yet many countries lack the data and resources to perform such a task. • Performance auditing is useful for optimizing the use of data and resources during the evaluation of policy coherence. • This research contributes to alternative approach for evaluating policy coherence. [ABSTRACT FROM AUTHOR]