The Appraisal Feedback Form is a crucial human resource management tool designed for organizations operating in Indonesia, aligned with the requirements of Law No. 13 of 2003 on Manpower and subsequent regulations. This document is typically used during formal performance review cycles (annual, semi-annual, or quarterly) to evaluate employee performance, document achievements, identify development needs, and set future objectives. The form serves multiple purposes: it creates a formal record of performance discussions, provides a framework for fair and objective evaluation, supports career development planning, and helps organizations maintain compliance with Indonesian employment regulations regarding performance management and employee development. It should be completed during formal performance review meetings and maintained as part of the employee's official personnel file.
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1. Employee Information: Basic details including employee name, ID number, department, position, and period under review
2. Performance Criteria: List of key performance indicators (KPIs) and competencies being evaluated
3. Performance Ratings: Numerical or categorical assessment of each performance criterion with clear rating definitions
4. Achievement Summary: Overview of major accomplishments and results achieved during the review period
5. Areas for Improvement: Identification of skills, competencies, or performance aspects requiring development
6. Development Plan: Specific actions and timeline for addressing identified improvement areas
7. Employee Comments: Space for employee to provide feedback on the evaluation and add their perspective
8. Acknowledgment: Signatures of employee, evaluator, and HR representative, with date of review
1. Peer Feedback: Additional feedback from colleagues and team members, used when 360-degree feedback is part of the evaluation process
2. Project-Specific Evaluation: Detailed assessment of specific projects handled during the review period, relevant for project-based roles
3. Career Aspirations: Employee's career goals and desired growth path, included when the organization emphasizes career development
4. Previous Goals Review: Assessment of goals set in the last review period, included when conducting follow-up evaluations
5. Compliance Checklist: Verification of adherence to company policies and procedures, important for regulated industries or sensitive positions
1. Rating Scale Guide: Detailed explanation of the performance rating system and criteria for each rating level
2. Competency Framework: Detailed descriptions of core competencies and expected behaviors for the role
3. Development Resources: List of available training programs, courses, and development opportunities
4. KPI Definitions: Detailed definitions and calculation methods for each KPI being evaluated
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology and IT
Manufacturing
Retail and Consumer Goods
Healthcare
Education
Professional Services
Construction and Real Estate
Telecommunications
Energy and Resources
Public Sector
Hospitality and Tourism
Transportation and Logistics
Relevant Teams
Human Resources
Performance Management
Talent Development
Learning & Development
Employee Relations
Organizational Development
Corporate Services
People Operations
Personnel Administration
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Department Manager
Team Leader
Division Head
Chief Executive Officer
Managing Director
Operations Manager
Project Manager
Line Manager
Supervisor
HR Director
Training and Development Manager
Talent Management Specialist
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