This study aims to analyze several decesive determinants such as; direct compensation, indirect compensation, and employee status toward employee performance at PT. XYZ engaged in telecommunications infrastructure. The population of this study is all the employees in the business unit of PT. XYZ who are 56 employees, due to the total population is not greater than 100 respondents, the research sample is 100% of the population in the business unit of PT. XYZ. Data collection techniques used in this study was using questionnaire instruments which distributed to respondents in the business unit of PT. XYZ was held in November 2017 until March 2018. The data analysis technique used multiple regression analysis by using SPSS 24.0 to test the hypotheses, classic assumption test, reliability, instruments validity or measuring instruments which used. The finding in this study indicates that direct compensation, indirect compensation, and employee status have a significant and partial effect toward employee performance of PT. XYZ. This research certainly also has a number of managerial implications which are the practitioners must pay more attention to employee performance appraisal programs, providing compensation related to mandatory allowance, non-compulsory allowance, and program benefit which also defining a career path that is evident for the contract employees must be translated in employee career planning, so that all the employee are motivated to achieve their career goals in accordance with the target and the implementation of compensation online dashboard which must be performed by PT. XYZ, so that employees can access their right and obligation transparently or openly