The 6 Month Probation Review is a critical HR document used in Indonesian employment relationships to formally assess an employee's suitability for permanent employment. While Indonesian Manpower Law (Law No. 13 of 2003) stipulates that probation periods cannot exceed 3 months, many companies conduct reviews at 6 months as part of their fixed-term employment practices. This document is typically prepared after monitoring an employee's performance, attendance, and workplace conduct during their initial employment period. It serves multiple purposes: evaluating the employee's fit within the organization, documenting their progress and achievements, identifying areas for improvement, and most importantly, providing a legal basis for decisions regarding permanent employment, probation extension, or termination. The review must be conducted in compliance with Indonesian labor laws and regulations, particularly regarding employment agreements and worker rights.
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1. Header Information: Company letterhead, date, reference number, and document title
2. Employee Details: Full name, employee ID, position, department, and date of initial employment
3. Review Period: Specific dates covering the probation period under review
4. Performance Criteria Assessment: Detailed evaluation of key performance indicators, including technical skills, soft skills, and adherence to company policies
5. Attendance and Punctuality: Summary of attendance record during the probation period
6. Overall Performance Summary: General assessment and summary of the employee's performance during probation
7. Recommendation: Clear statement of the decision (confirmation of employment, extension of probation, or termination)
8. Signatures: Space for signatures of the reviewing manager, HR representative, and employee
1. Training Completion: Include when the employee was required to complete specific training during probation
2. Improvement Areas: Include when providing specific recommendations for future development, especially if probation is extended
3. Project Contributions: Include when the employee has been involved in specific projects during the probation period
4. Disciplinary Issues: Include if there have been any disciplinary matters during the probation period
5. Extended Probation Terms: Include only if probation period is being extended, specifying new duration and conditions
1. Performance Metrics Detail: Detailed breakdown of performance scores across all evaluation criteria
2. Attendance Record: Detailed log of attendance, including any leaves taken during the probation period
3. Training Records: Documentation of any training completed during the probation period
4. Previous Review Notes: Notes from any interim reviews conducted during the probation period
5. Job Description: Copy of the original job description against which the employee was evaluated
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Technology
Financial Services
Retail
Healthcare
Education
Construction
Mining
Professional Services
Hospitality
Telecommunications
Agriculture
Transportation
Energy
Media and Entertainment
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Training and Development
Performance Management
Operations
Administration
Relevant Roles
HR Manager
HR Business Partner
Recruitment Specialist
Department Manager
Line Supervisor
Team Leader
Operations Manager
Legal Counsel
Compliance Officer
Employee Relations Manager
HR Director
Personnel Administrator
Training Coordinator
Performance Management Specialist
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