SDG 8 In Number
Number of employees
3,699
Number of academic staff
1,923
University expenditure (IDR)
1,561,027,263,159
Number of students
27,537
Number of students with work placements for more than a month
13,282
Number of employees on contracts of over 24 months
3,699
8.2.1 Employment practice living wage
Implementation of Fair Employment Practices and Living Wage at Universitas Sebelas Maret
Universitas Sebelas Maret (UNS) is committed to fair employment practices, providing salaries, allowances, and performance-based remuneration for its staff and faculty. The university’s compensation framework is governed by institutional regulations and aligned with applicable government wage standards. Through this framework, UNS seeks to ensure that all staff and faculty receive fair compensation that meets the local minimum wage requirements and supports their economic well-being.
1. Institutional Policies on Salaries and Remuneration
UNS has established institutional regulations governing salary structures, employee allowances, and remuneration for its workforce, including Civil Servants (PNS) and permanent non-Civil Servant employees. These regulations provide the institutional basis for implementing fair employment practices and ensuring that employee compensation is managed through an established system.
The regulatory framework includes Rector Regulation No. 52 of 2020 on adjustments to the basic salaries of permanent non-Civil Servant employees, Rector Regulation No. 2 of 2021 on meal allowances for non-Civil Servant employees, and Rector Regulation No. 40 of 2021 on remuneration, as amended by Rector Regulation No. 27 of 2024. In 2025, UNS further updated its remuneration framework through Rector Regulation No. 3 of 2025 concerning Remuneration and Rector Regulation No. 35 of 2025 concerning amendments to the regulation. These policies demonstrate the university’s continued efforts to maintain an organized and regulated compensation system.
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2. Alignment with Local Wage Standards
UNS uses government-established wage standards as an important reference in implementing its employee compensation policies. Government Regulation No. 51 of 2023 provides the regulatory framework for wage determination and minimum wage adjustments in Indonesia. For the 2025 reporting period, Surakarta’s City Minimum Wage (UMK) was IDR 2,416,560 per month, established through Central Java Governor Decree No. 561/45 of 2024 and effective January 1, 2025.
In addition, Government Regulation No. 5 of 2024 regulates Civil Servant (PNS) salaries and provides a national reference for the basic salary structure of government employees, including UNS civil servant staff and faculty. Together, these national and regional regulations provide external standards that support UNS’s institutional approach to fair compensation and employment practices.
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3. Salary Structure and Employee Benefits
UNS provides several forms of compensation and employee benefits in addition to basic salaries. These include family allowances, such as spouse and child allowances and rice allowances, as well as daily meal allowances for eligible non-Civil Servant employees. The daily meal allowance rates documented in the university’s compensation framework are IDR 32,800 for Grade IV, IDR 29,600 for Grade III, and IDR 28,000 for Grades II and I per working day.
UNS also implements performance-based remuneration, which provides additional compensation based on individual and unit performance achievements. This combination of basic salaries, allowances, meal benefits, and performance-based remuneration reflects the university’s approach to providing structured employee compensation and supporting the financial well-being of its workforce.
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4. Contribution to Employee Economic Well-Being and Food Security
Through its salary, allowance, and remuneration policies, UNS promotes fair employment practices and supports the economic well-being of its staff and faculty. Providing structured compensation in accordance with institutional regulations and government wage standards reflects the university’s commitment to fair wages, decent working conditions, and the financial security of its workforce.
These efforts directly support Sustainable Development Goal 8 (Decent Work and Economic Growth), particularly its emphasis on decent work, fair remuneration, and inclusive economic growth. By maintaining a regulated compensation system and providing additional employee benefits, UNS contributes to a fair and supportive working environment in which staff and faculty are recognized and compensated for their contributions to the university.
Conclusion
Universitas Sebelas Maret demonstrates its commitment to fair employment practices through institutional regulations on salaries and remuneration, alignment with government-established wage standards, and the provision of additional employee benefits. These measures establish a structured approach to employee compensation and support the economic well-being of its staff and faculty. Through these efforts, UNS contributes to SDG 8 by promoting decent work, fair compensation, and inclusive economic growth within the university environment.