Core question: does the company mean it? Policy, people, training and communication must show sustained top-management commitment to halal.
Related: Guide 01 §4 · management review template · criterion 5
1. Purpose
The SJPH only works if the organization owns it. Criterion 1 verifies the governance layer: a halal policy, a competent halal supervisor with a management team, real training and socialization, and working communication with the Indonesian authorities.
2. Requirements and evidence
2.1 Halal policy (kebijakan halal)
| Requirement | Evidence |
|---|---|
| Policy issued committing the company to halal and to SJPH compliance | signed document, dated |
| Signed by top management / legal representative (法定代表人) | signature + company seal (公章) — in China the seal is the signature of record |
| Posted/visible in the organization | photos at production facility and warehouse |
| Current (updated when organization or scope changes) | version history |
Provide policy in Chinese with an EN/ID translation for the audit file.
2.2 Halal supervisor (penyelia halal) and management team
| Requirement | Evidence |
|---|---|
| Halal supervisor appointed by decree (SK), current with HR changes | appointment decree with number/date (e.g., “No. 1675/HMT/C/VI/2026”) |
| Supervisor is Muslim | HR/personal data in file |
| Supervisor has a defined job description matching duties | JD document (commonly the QC lead — accepted profile) |
| Supervisor registered with BPJPH (SIHALAL) | SIHALAL registration status |
| Supervisor has passed the BPJPH-recognized competency exam | competency certificate (BNSP/LSP route) |
| Halal management team formed with clear roles | team decree + responsibilities matrix |
🚫 Most common NC in China files: supervisor appointed but not yet trained / not registered / exam not passed. This blocks the timeline — check it at desk review (Guide 02), not on site.
2.3 Training and socialization (pelatihan dan sosialisasi)
| Requirement | Evidence |
|---|---|
| Internal/external training related to SJPH/halal ≥ 1×/year | training records: agenda, attendance, materials, photos, tests |
| Socialization of halal policy to employees | meeting minutes, attendance, photos |
| Coverage includes new hires and outsourced/contract workers | attendance lists |
| Training needs linked to findings (e.g., after an NC) | CAPA linkage |
Typical NC: policy exists but no internal meeting/training ever scheduled — management review must answer this with a plan and dates.
2.4 Communication and coordination (foreign-company specifics)
- A contact who can liaise with LPH/BPJPH in EN/ID (arrange interpreter for Chinese-only staff).
- Records of coordination: meeting minutes, correspondence with BPJPH/LPH, training schedule.
- For overseas files, confirm the applicant/representative structure (foreign operator vs Indonesian agent) with your LPH before opening the file — see Guide 01 §3.
3. China-specific notes
- Seals (公章) matter: unstamped documents are weak evidence even if signed.
- Outsourced labor is widespread — training records must include contract workers who touch production.
- Supervisors are often promoted QC staff: confirm they can dedicate time (halal duties vs production duties conflict is common).
4. Typical non-conformities
- Policy exists; no socialization meeting held or planned (criterion 1 + 5).
- Supervisor not registered in SIHALAL / competency exam not passed.
- No internal SJPH training conducted (planned after supervisor certification — a sequence, but still an NC until done).
- Team decree outdated (people left, decree not re-issued).
- Training records missing for new/outsourced staff.
5. Auditor checklist (quick)
- Policy signed + sealed + displayed (photos in file)?
- SK of supervisor & team current? supervisor Muslim? JD defined?
- Supervisor registered in SIHALAL? competency certificate held?
- Training & socialization ≥1×/yr with records, incl. new/outsourced staff?
- Findings feed the management review with owners and deadlines? (link criterion 5)
Map: 32-item internal audit checklist items 1–7 (see template).