This 360 Degree Evaluation agreement is designed for organizations operating in Indonesia that seek to implement a comprehensive employee assessment system. The document becomes necessary when companies want to establish a formal, multi-source feedback mechanism that complies with Indonesian labor laws and data protection regulations. It specifically addresses the requirements under Law No. 13 of 2003 on Manpower and the Personal Data Protection Law of 2022. The agreement covers essential aspects such as evaluation methodology, participant roles, data handling procedures, and result utilization, making it suitable for organizations of all sizes looking to implement structured performance evaluation systems. It's particularly relevant in the context of modern Indonesian workplace practices where transparent and comprehensive feedback systems are becoming increasingly important for employee development and organizational growth.
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1. Parties: Identification of the employer and employee being evaluated
2. Background: Context of the evaluation program and its purpose within the organization
3. Definitions: Key terms used in the agreement including '360 Degree Evaluation', 'Evaluators', 'Feedback Providers', etc.
4. Purpose and Scope: Detailed objectives of the evaluation and its scope within the employment relationship
5. Evaluation Process: Step-by-step description of how the 360-degree evaluation will be conducted
6. Rights and Obligations: Responsibilities of all parties involved in the evaluation process
7. Confidentiality: Provisions for maintaining confidentiality of evaluation data and results
8. Data Protection: Measures for protecting personal data in compliance with Indonesian PDP Law
9. Timeline and Frequency: Schedule and frequency of evaluations
10. Use of Results: How evaluation results will be used and integrated into employment decisions
11. Dispute Resolution: Procedures for handling disagreements about the evaluation process or results
1. Third-Party Evaluator Provisions: Required when external consultants or evaluation firms are involved in the process
2. Remote Evaluation Procedures: Needed when evaluations may be conducted remotely or in hybrid settings
3. Cross-Border Data Transfer: Required when evaluation data may be processed or stored outside Indonesia
4. Performance Improvement Plan Integration: Include when evaluation results will be directly linked to performance improvement plans
5. Compensation and Benefits Linkage: Include when evaluation results will impact compensation decisions
6. Training and Support: Optional section detailing training provided to participants in the evaluation process
1. Evaluation Criteria Matrix: Detailed breakdown of evaluation criteria and scoring methodology
2. List of Evaluators: Categories and roles of individuals who will provide feedback
3. Evaluation Timeline: Detailed schedule of the evaluation process including key dates and deadlines
4. Feedback Forms: Standard templates for collecting feedback from different categories of evaluators
5. Data Protection Protocols: Detailed procedures for handling and protecting evaluation data
6. Consent Forms: Templates for obtaining consent from evaluators and feedback providers
Relevant legal definitions
Clauses
Relevant Industries
Technology
Financial Services
Manufacturing
Healthcare
Education
Professional Services
Retail
Telecommunications
Energy
Construction
Hospitality
Media and Entertainment
Transportation and Logistics
Consumer Goods
Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Talent Management
Learning and Development
Employee Relations
Performance Management
Operations
Organizational Development
Relevant Roles
Chief Executive Officer
Human Resources Director
Department Manager
Team Leader
Performance Management Specialist
HR Business Partner
Talent Development Manager
Operations Manager
Employee Relations Manager
Organizational Development Specialist
Training Coordinator
Compliance Officer
HR Operations Manager
Department Head
Senior Manager
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