This 360 Degree Feedback agreement is designed for organizations operating in Indonesia that wish to implement a comprehensive employee feedback system. It provides the legal and procedural framework for collecting multi-source feedback while ensuring compliance with Indonesian employment laws, particularly Law No. 13 of 2003 on Manpower and recent data protection regulations. The document is essential when implementing structured feedback processes that involve input from supervisors, peers, subordinates, and sometimes external stakeholders. It includes provisions for data protection, confidentiality, feedback methodology, and evaluation criteria, making it suitable for both developmental and evaluative purposes while maintaining alignment with Indonesian legal requirements.
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1. Parties: Identification of the company and the employee being evaluated
2. Background: Context of the 360-degree feedback program and its purpose within the organization
3. Definitions: Key terms used throughout the agreement including 'feedback providers', 'evaluation criteria', 'rating scales', etc.
4. Purpose and Objectives: Detailed explanation of the feedback program's goals and intended outcomes
5. Feedback Process: Step-by-step description of how the 360-degree feedback will be conducted
6. Roles and Responsibilities: Duties of all parties involved including evaluators, facilitators, and HR personnel
7. Confidentiality and Data Protection: Measures to protect personal information and maintain confidentiality of feedback
8. Timeline and Frequency: Schedule for feedback collection, analysis, and review sessions
9. Feedback Criteria and Metrics: Specific competencies and behaviors being evaluated
10. Data Usage and Storage: How feedback data will be collected, stored, and utilized
11. Review and Appeals Process: Procedures for addressing concerns about the feedback process
12. Governing Law: Specification of Indonesian law application and jurisdiction
1. External Facilitator Provisions: Required when external consultants are involved in administering the feedback process
2. Digital Platform Terms: Needed when using specific software or online tools for feedback collection
3. Translation Provisions: Required when feedback will be collected in multiple languages
4. Cross-Border Data Transfer: Necessary when feedback data will be processed or stored internationally
5. Development Planning: Optional section on how feedback will be used for employee development plans
6. Performance Management Integration: Required when feedback is linked to formal performance reviews or compensation
7. Group Feedback Provisions: Needed when collecting feedback for teams or departments rather than individuals
1. Schedule 1: Feedback Questionnaire Template: Standard evaluation forms and rating scales to be used
2. Schedule 2: List of Feedback Providers: Categories and numbers of evaluators for each participant
3. Schedule 3: Timeline and Key Dates: Detailed schedule of the feedback process implementation
4. Schedule 4: Data Protection Protocols: Specific procedures for handling personal data in compliance with Indonesian law
5. Schedule 5: Competency Framework: Detailed descriptions of competencies being evaluated
6. Appendix A: Consent Forms: Templates for participant and evaluator consent
7. Appendix B: Confidentiality Agreements: Standard non-disclosure terms for all participants
8. Appendix C: Appeal Form Template: Standard form for raising concerns about the feedback process
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology
Manufacturing
Healthcare
Education
Professional Services
Retail
Telecommunications
Energy
Construction
Hospitality
Government and Public Sector
Non-Profit Organizations
Media and Entertainment
Transportation and Logistics
Relevant Teams
Human Resources
Legal
Organizational Development
Learning & Development
Employee Relations
Talent Management
Performance Management
Corporate Communications
Operations
Department Leadership
Relevant Roles
Human Resources Director
HR Manager
Talent Development Manager
Performance Management Specialist
Learning and Development Manager
Chief Human Resources Officer
HR Business Partner
Organizational Development Specialist
Employee Relations Manager
HR Operations Manager
Training Manager
Compensation and Benefits Manager
HR Consultant
Department Directors
Line Managers
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