People Management · Compensation

Salary Calculator

Simulate salary changes and inspect each percentage before approval.

Employee & current package

STEP 01

Employee reference (optional)

Current level

Basic salary · IDR

Transport · fixed

Position allowance · fixed

Other fixed allowances

Meal allowanceFixed or variable: configurable in Settings.

Other variable allowances

Performance allowance

Retention bonus (monthly equivalent)

All amounts are assumed monthly. A one-off bonus must not be entered as a recurring allowance without adjustment.

Proposed salary change

STEP 02

Adjustment type

Increment Promotion Package review

Proposed level

Increment basis

Increment value (%)10% of basic is added to the package.

Allowance changes

Selecting a level does not alter current salary inputs. Default for a normal increment is to keep existing allowances.

How to allocate increment

STEP 03

All to basic Alpro reference rules Custom split

All increment goes into basic salary. Allowance changes are calculated separately.

Reference mode reflects the structure in the Alpro salary-calculator spreadsheet, with a safety correction: any performance/variable cap overflow is redirected to basic so the approved increment amount is not silently lost. Confirm the allocation policy before approving an actual salary.

Compensation preview

LIVE

Proposed monthly gross compensation—

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Current gross—

Monthly change—

Increment budget—

Actual basic increment—

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Current vs. proposed

Component	Current	Proposed

Increment distribution

Basic salary—

Performance—

Retention—

—

Policy & calculation checks

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75% basic-wage ratio is a statutory planning check, subject to proper classification and any applicable exceptions. 40% variable and 20% performance caps are configurable planning assumptions, not statutory caps. Gross excludes BPJS and PPh 21 deductions; it is not take-home pay.

Scenario management

Saved scenarios

Local to this browser. Export a backup before deleting browser data.

Calculation administration

Settings

Edit levels, caps, and distribution percentages without editing source code.

Level allowances

EDITABLE

Example starting amounts; verify against Alpro policy before use.

LevelTransportPosition

Validation policy

Minimum basic-to-fixed wage (%)

Maximum variable / gross (%)

Maximum performance / gross (%)

Gross change warning over (%)

Default basic increment (%)

Meal allowance classification

The 75% test examines basic / (basic + fixed wage allowances). Meal classification depends on the actual employment terms. All configurable internal caps require policy confirmation.

Reference allocation rules

Editable percentage of the increment budget. Remaining portions follow the categories described below.

Promotion: basic share (%)Remainder → performance

Outside policy: basic share (%)Remainder → performance

Performance at cap: basic share (%)Remainder → retention

When the reference rules apply and performance is below cap, the base reference allocates the increment to performance. The engine redirects overflow into basic salary as needed to keep caps and preserve the budget.

Local settings only. Export JSON for backup.

Storage & security

Cloudflare PagesStatic site

Calculation engineOn-device only

Settings & scenariosLocal browser

Central admin settingsNot yet available

AuthenticationNot implemented

Anyone with the URL can access the page and change their own browser's settings. Do not use employee names or upload identifiable salary data on shared devices. Production rollout needs authenticated admin controls and server-side policy settings.

Calculation assumptions

This version supports basic, transport, position, other fixed, meal, other variable, performance and retention components. Increment budget can be a percentage of current basic, a percentage of current gross, or a fixed IDR amount. All currency calculations round to whole rupiah.

The reference sheet's take-home-pay formula is intentionally not copied: it adds a ratio to an IDR amount and omits payroll deductions. This app deliberately reports gross compensation only.

Default level rates are examples, not confirmed Alpro policy. Do not treat internal planning flags as a legal compliance certification.