The 360 Appraisal Form serves as a crucial tool for comprehensive employee evaluation in Indonesian organizations, designed to comply with local labor laws and data protection regulations. This document is typically used during annual or semi-annual performance reviews, enabling organizations to gather multi-dimensional feedback about an employee's performance, competencies, and development areas. The form includes structured sections for different evaluators to provide their assessment, ensuring a well-rounded view of the employee's capabilities and contributions. It incorporates key requirements from Indonesian employment legislation, particularly aligning with Law No. 13 of 2003 on Manpower and the Personal Data Protection Law of 2022, while providing a framework for fair and objective performance evaluation.
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1. Employee Information: Basic details of the employee being evaluated, including name, position, department, and evaluation period
2. Purpose and Instructions: Clear explanation of the 360-degree feedback process and guidelines for completing the assessment
3. Evaluator Information: Details of the person providing feedback, including their relationship to the employee (supervisor, peer, subordinate, etc.)
4. Confidentiality Statement: Declaration of how the feedback will be kept confidential and used, in compliance with Indonesian data protection laws
5. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
6. Leadership Capabilities: Assessment of leadership and management skills
7. Technical Skills Evaluation: Assessment of job-specific technical competencies
8. Behavioral Assessment: Evaluation of workplace behavior, communication, and interpersonal skills
9. Performance Goals Review: Assessment of achievement against set objectives and KPIs
10. Overall Comments: Space for general observations and comprehensive feedback
11. Rating Scale Guide: Explanation of the scoring system used in the evaluation
12. Declaration and Signature: Confirmation of honest feedback provision and evaluator's signature
1. Project-Specific Performance: Used when the employee has been involved in specific projects requiring separate evaluation
2. Innovation and Creativity: Optional section for roles where innovation is a key component
3. Client/Customer Feedback: Included for customer-facing roles or when external feedback is relevant
4. Cross-Cultural Competence: Added for employees working in international teams or with global stakeholders
5. Remote Work Effectiveness: Included when evaluating employees who work remotely or in hybrid arrangements
6. Language Proficiency: Used when language skills are crucial for the role
7. Crisis Management: Added for leadership roles or positions requiring emergency response capabilities
1. Competency Framework: Detailed breakdown of all competencies and their indicators
2. Scoring Guidelines: Comprehensive guide on how to rate different aspects of performance
3. Behavioral Indicators: Examples of behaviors corresponding to different performance levels
4. Job Description: Current role description against which performance is evaluated
5. Previous Evaluation Summary: Summary of last evaluation period's feedback and goals
6. Development Plan Template: Framework for creating action plans based on feedback received
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology and Information Services
Manufacturing
Healthcare
Education
Retail
Professional Services
Telecommunications
Energy and Resources
Construction and Real Estate
Government and Public Sector
Hospitality and Tourism
Consumer Goods
Non-Profit Organizations
Transportation and Logistics
Relevant Teams
Human Resources
Operations
Finance
Marketing
Sales
Information Technology
Research and Development
Customer Service
Quality Assurance
Administration
Business Development
Legal
Production
Supply Chain
Corporate Communications
Relevant Roles
Chief Executive Officer
Department Director
Human Resources Manager
Team Leader
Project Manager
Senior Executive
Middle Manager
Department Supervisor
Technical Specialist
Sales Manager
Operations Manager
Financial Controller
Marketing Director
Customer Service Manager
Research and Development Lead
Quality Assurance Manager
Administrative Manager
Business Development Manager
IT Manager
Regional Manager
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