Gaji Pengurus dan Pengawas Koperasi Desa Merah Putih ?

Summary

This video discusses the incentive structure of Koperasi Desa Merah Putih, a cooperative that operates on performance-based rewards rather than fixed salaries. Officers, supervisors, and managers receive incentives derived from the cooperative’s profits (SHU), with allocations for reserve funds, member transactions, and cooperative education. The cooperative encourages active participation and contribution to its success, emphasizing that roles within the organization are not traditional jobs but responsibilities that contribute to community economic development. The goal is to foster economic independence and growth within the village through effective planning and engagement.

Takeaways

• 😀 The Koperasi Desa Merah Putih is not a job with a fixed salary but a cooperative model where members work to earn incentives based on business success.
• 😀 Incentives for the management, supervisors, and administrators of the cooperative are derived from the remaining profits (SHU) and are distributed proportionally among them.
• 😀 The cooperative's financial structure includes a reserve fund, transaction-based member shares, educational funds, and member incentives.
• 😀 The amount of SHU varies based on the cooperative's business performance, including how active the management and operations are.
• 😀 Example calculations show how SHU of 100 million can be divided, with reserve funds, member shares, and incentives for management, supervisors, and administrators.
• 😀 The incentive distribution considers the roles of individuals, with positions such as the chairman and treasurer receiving different portions.
• 😀 The cooperative follows legal regulations under cooperative law, ensuring fairness and avoiding perceptions of it being just a job with a salary.
• 😀 The cooperative aims to strengthen economic independence within the village, not merely provide a job but foster economic development and fairness.
• 😀 Any profits or SHU in excess can increase the incentives for all members, especially the management and operations team.
• 😀 The cooperative is expected to operate in a way that boosts local economic activities and contributes to the welfare of the community, aligning with the goals of national and local government officials.

Q & A

What is the primary focus of the Koperasi Desa Merah Putih discussed in the script?

The focus is on the cooperative's operations, specifically the distribution of surplus funds (SHU), the role of administrators, supervisors, and managers, and the cooperative's efforts in promoting economic independence and development within the village.

What is the key difference between the cooperative and other village organizations?

Unlike village organizations that receive incentives from the government, Koperasi Desa Merah Putih operates according to general cooperative principles, emphasizing the active role of its members in generating income through cooperative businesses.

How are incentives for the administrators, supervisors, and managers determined?

Incentives are based on the surplus generated by the cooperative’s operations. The total surplus is allocated to various purposes, including a portion for the administrators, supervisors, and managers, depending on their roles and the success of the cooperative's activities.

What percentage of the surplus is allocated for incentives for administrators?

The administrators receive 10% of the total surplus, which is divided among them based on their positions.

How is the surplus divided among members and other stakeholders?

The surplus is divided as follows: a portion for the cooperative's reserve fund, a portion for members based on their transactions with the cooperative, a portion for members based on their required savings, a portion for education and training, and a portion for incentives for administrators, supervisors, and managers.

What is the role of the reserve fund in the cooperative?

The reserve fund is used for strengthening the cooperative’s capital or for covering deficits in case the cooperative faces financial challenges. It is a safeguard for the cooperative's long-term sustainability.

What happens if the surplus is higher or lower than the assumed amount of 500 million?

If the surplus is higher than expected, the incentives and allocations to various areas, including administrators and education, will increase. Conversely, if the surplus is lower, the amounts allocated for incentives will decrease proportionally.

Is the payment for incentives in cash or in other forms?

The incentives may be paid in non-cash forms, such as converting them into mandatory savings or adding them to other savings accounts within the cooperative.

Why is it important for the cooperative to align with government expectations?

Aligning with government expectations is essential for ensuring the cooperative's role as a driving force for local economic development, especially in rural areas, and to meet the broader goals set by government ministries, including the Ministry of Cooperatives and the Ministry of Village Affairs.

What is the ultimate goal of the Koperasi Desa Merah Putih according to the speaker?

The ultimate goal is to foster economic independence and welfare in the village through the cooperative's activities, ensuring that the benefits are distributed fairly and that the cooperative plays an active role in the local economy.