Compensation is the right of an employee that has been determined in the law or regulation of the Regent of Sukabumi Number 52 of 2016 Article 7 regarding the management of salaries and other income of employees within the Service environment. Behavior that arises from employees towards government agencies is related to satisfying needs, for example compensation that earned after work. With compensation, a person can fulfill most of his needs, both physical and non- physical needs, as well as guarantees for safety and health at work. Therefore, the close relationship between the satisfaction of compensation needs received by employees, compensation becomes the dominant element in influencing employee performance.
Based on the results of research on variable X, namely compensation, it is known that the answers of respondents who assess the 2 dimensions described in 7 indicators, the average respondent stated good as many as 5 indicators with an average value of 54.8% and those who stated not good were 2 indicators with a value an average of 53.2%, then the results of research on variable Y, namely employee performance, it is known that the answers of respondents who assess the 3 dimensions described in 6 indicators, on average, respondents say 5 indicators are good with an average value of 56.1% and those who stated not good as much as 1 indicator with an average value of 61.3%.
For leaders, it is recommended to provide motivation in the form of awards to employees so that they can spur them to give good performance. Awards are given such as level of position or others, especially in terms of work facilities and work environment security. In addition, it should establish policies that are in accordance with the situation and conditions and are right on target in providing compensation.
Keywords: Compensation and performance