Risk Management

The company, as a business entity, is well aware of future uncertainties that may have an impact on the company's vision, mission, goals, and targets. This is because of a number of internal and external factors. Uncertainty with a negative impact is a risk that must be managed in accordance with Good Corporate Governance principles and prevailing value systems in a systematic, integrated, effective, efficient, and sustainable manner.

Profits and company growth are expected to be at their peak in order to meet the company's vision, mission goals, and targets.

The Risk Management Manual is a direct result of Management's commitment to risk management implementation within PT. KSI, and it includes, among other things, the following:

1. Policy and Commitment of the Board of Directors

2. Background, Purpose & Objectives, and Definition of Terms

3. Overview of the company, Vision, Mission, and Core Values

4. Risk Management Organization

5. Risk Management Organization

6. Enterprise Risk Management (ERM)

7. Project Risk Management (PRM)

8. Crisis and Emergency Management (Emergency Management and Handling & Reporting of Post-Emergencies)


The Company established a Gratification Control Unit (UPG) in the Corporate Secretary Cq. Corporate Communication & Community Development Department whose responsibility it is to consistently manage and control gratuities within the Company in order to create a clean and ethical PT KSI free of all factors of Bribery, Fraud, and KKN.

The UPG has created Gratification Management and Control Work Instructions for the Board of Commissioners, Directors, and all KSI personnel to use as a reference as part of the implementation. UPG is also actively involved in preventing gratuities in the Company's environment by establishing a gratuity reporting system, with reporting done directly to UPG via a letter form.

On July 1, 2016, Management issued Circular No. IF.04/0090/2016 Concerning the Prohibition of Accepting Gratification, demonstrating its full support for Clean KSI.

1. The PT KSI Board of Commissioners, Directors, and all Employees are also committed to implementing gratuity control in accordance with the following principles: The Board of Commissioners, Directors, and all Employees of PT KSI will not offer or provide bribes or prohibited gratuities in any form to Government Institutions, Individuals or Institutions, Domestic or Foreign Companies, in order to obtain various types of benefits/facilities that are prohibited by applicable laws.

2. The Board of Commissioners, Directors, and all PT KSI employees will not solicit or accept bribes or prohibited gratuities in any form from individuals or institutions, domestic or foreign companies, in connection with the performance of the main tasks and functions as prohibited by law.

3. In accordance with their duties and functions, the Board of Commissioners, Directors, and all employees of PT KSI are responsible for preventing and attempting to prevent corruption in their environment by increasing integrity, monitoring, and improving the system.

Whistle Blowing System

In line with the company's commitment to implement Good Corporate Governance, PT Krakatau Sarana Infrastruktur is always required to carry out its business activities with full trust based on the principles of fairness and equality in accordance with the principles of Good Corporate Governance (GCG), and fulfill the provisions of applicable laws and regulations. Good Corporate Governance, PT Krakatau Sarana Infrastruktur senantiasa dituntut untuk melaksanakan  kegiatan   usahanya dengan penuh amanah berdasarkan   asas kewajaran  dan   kesetaraan  sesuai prinsip-prinsip Good Corporate Governance (GCG), serta memenuhi ketentuan perundang­ undangan yang berlaku.

Violations of regulations, the principles of Good Corprate Governance (GCG), the values of business ethics and work ethics and others are things that must be avoided by Employees of PT Krakatau Sarana Infrastruktur. Therefore, as a form of KSI's commitment to creating a clean and responsible work situation, KSI compiles and implements a violation reporting system in order to provide opportunities for KSI employees to be able to submit reports regarding alleged violations of regulations, principles of Good Corporate Governance (GCG). Good Corprate Governance (GCG), nilai-nilai  etika bisnis  dan etika kerja dan lain-lain adalah hal yang harus dihindari oleh Karyawan PT Krakatau Sarana Infrastruktur. Oleh karena itu, sebagai wujud komitmen KSI  untuk menciptakan  situasi kerja   yang   bersih dan bertanggungjawab,  KSI  menyusun   dan menerapkan sistem pelaporan pelanggaran dalam rangka memberikan kesempatan kepada karyawan KSI untuk  dapat menyampaikan laporan mengenai  dugaan  pelanggaran terhadap  peraturan,  prinsip-prinsip  Good Corporate Governance (GCG).

With the violation reporting system, it is expected to prevent and detect potential violations in KSI. Complaints obtained from this whistle blowing mechanism need to receive attention and follow-up, including the imposition of appropriate penalties in order to provide a deterrent effect for violators.whistle blowing system) ini  perlu mendapat  perhatian  dan  tindak lanjut, termasuk pengenaan hukuman  yang tepat agar dapat memberikan efek jera bagi pelaku pelanggaran.

Pelapor  wajib  menyampaikan  pengaduan  pelanggaran  secara  tertulis  kepada  Pengelola Pelaporan Pelanggaran melalui sarana/media yang telah Perusahaan sediakan sebagai berikut:

  1. Complaint Box (Drop Box) which has been prepared by the Company and placed among others at: Wisma Krakatau Building (1st floor) and Wisma Baja Jakarta Building (8th floor).
  2. Website:
  3. Email:

Report Submission Mechanism and Implementation of Investigation, Administration, Follow-up and Communication

Reporters who report a violation should pay attention to the following matters:

1. Can provide information regarding initial indications including:

a. The violation complained of, including the amount of loss (if it can be determined). 1 (one) complaint should only be for 1 (one) violation so that the handling can be more focused.

b. Parties involved, namely who committed or was responsible for the violation, including witnesses and parties who benefited or harmed from the violation.

c. Location of the violation, which includes the name, place, or function of the violation.

d. The time of the violation, namely the period of the violation either in the form of hours, days, weeks, months, years or specific dates when the violation occurred.

e. How the violation occurred and whether there is supporting evidence that the violation has occurred.

f. Whether the violation has been reported to other parties and whether the violation has occurred before.

2. To facilitate the follow-up process and the enforcement process, the Whistleblower can provide information about personal data according to the applicable identity card and include a number that can be contacted.

3. The reporter can also keep his/her identity anonymous, but is encouraged to provide complete information at least containing an explanation of the initial indications as mentioned above and supporting evidence.

4. In the event that the reported party is the Reporting Administrator, the Reporting Administrator concerned is not allowed to participate in the examination process and the function of the Violation Reporting Administrator is handed over to an official appointed by the Board of Directors. Reports submitted anonymously are still processed, however, the seriousness of the contents of the report, the credibility and evidence submitted and the possibility to confirm the report are considered first.