The Annual Evaluation document is a crucial tool for Indonesian organizations to assess employee performance, ensure compliance with local labor laws, and maintain proper documentation of workforce development. It is typically used at the end of each employment year or fiscal period to evaluate employee performance, document achievements, identify areas for improvement, and set objectives for the upcoming period. This document incorporates requirements from Indonesian labor regulations, including Law No. 13 of 2003 on Manpower and related implementing regulations, ensuring that performance evaluations are conducted fairly and transparently. The evaluation framework can be customized for different organizational levels while maintaining compliance with local employment laws and company policies.
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1. Parties: Identification of the employer and employee, including their respective positions and departments
2. Background: Context of the evaluation, including the evaluation period and reference to employment contract
3. Definitions: Key terms used in the evaluation document, including performance metrics and rating scales
4. Evaluation Period: Specific timeframe covered by the evaluation
5. Performance Criteria: Detailed listing of core competencies and job-specific performance indicators being evaluated
6. Scoring Methodology: Explanation of the rating system and how overall performance scores are calculated
7. Performance Results: Detailed assessment of employee's performance against each criterion
8. Development Needs: Identification of areas requiring improvement or development
9. Goals and Objectives: Setting of specific goals and objectives for the next evaluation period
10. Acknowledgment and Signatures: Space for both evaluator and employee signatures, confirming the evaluation has been discussed and reviewed
1. Salary Review: Section for compensation review and recommendations, used when the evaluation is linked to salary decisions
2. Promotion Consideration: Assessment of promotion readiness, included when employee is being considered for advancement
3. Disciplinary Notes: Documentation of any disciplinary issues, included only if relevant during the evaluation period
4. Special Projects: Evaluation of performance on special assignments or projects, included when applicable
5. Team Leadership Assessment: Evaluation of leadership capabilities, included for employees with supervisory responsibilities
6. Remote Work Performance: Assessment of remote work effectiveness, included for employees who work remotely
1. Schedule A - Performance Metrics Detail: Detailed breakdown of performance scores across all evaluation criteria
2. Schedule B - Development Plan: Comprehensive plan for addressing identified development needs
3. Schedule C - Goal Setting Worksheet: Detailed documentation of specific goals and objectives for the next period
4. Schedule D - Self-Assessment Form: Employee's self-evaluation responses
5. Schedule E - Competency Framework: Detailed description of competencies and their assessment criteria
6. Schedule F - Previous Goals Review: Assessment of achievement of goals set in previous evaluation
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Technology
Financial Services
Healthcare
Education
Retail
Mining
Agriculture
Construction
Telecommunications
Professional Services
Hospitality
Energy
Transportation
Public Sector
Relevant Teams
Human Resources
Operations
Finance
Marketing
Sales
Information Technology
Legal
Research and Development
Production
Quality Assurance
Customer Service
Administration
Supply Chain
Public Relations
Business Development
Relevant Roles
Chief Executive Officer
Managing Director
Department Manager
Supervisor
Team Leader
Human Resources Director
Operations Manager
Sales Representative
Administrative Assistant
Technical Specialist
Project Manager
Financial Analyst
Marketing Coordinator
Customer Service Representative
Research and Development Engineer
Quality Assurance Specialist
Production Manager
Account Executive
IT Systems Administrator
Legal Counsel
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