The Appraisal Review Form serves as a crucial human resource management tool in Indonesian organizations, designed to comply with the requirements of Law No. 13 of 2003 on Manpower and related employment regulations. This document is typically used during regular performance review cycles (annual, semi-annual, or quarterly) to evaluate employee performance, document achievements, identify development areas, and plan career progression. The form includes structured sections for performance assessment against predetermined criteria, competency evaluation, and development planning, while maintaining adequate documentation for legal compliance. It supports fair and objective evaluation practices while providing a framework for constructive feedback and professional development discussions between employees and their supervisors.
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1. Employee Information: Basic details including employee name, ID number, department, position, and length of service
2. Review Period: Specific time period covered by the appraisal
3. Performance Criteria: Standard evaluation metrics including key performance indicators (KPIs), competencies, and behavioral assessments
4. Achievement Assessment: Detailed evaluation of performance against set targets and KPIs
5. Competency Assessment: Evaluation of core competencies and job-specific skills
6. Overall Performance Rating: Consolidated rating based on achievement and competency assessments
7. Development Plan: Identified areas for improvement and proposed development activities
8. Comments Section: Space for both evaluator and employee comments
9. Acknowledgment: Signatures of employee, evaluator, and reviewing manager with dates
1. Salary Review Recommendation: Used when the appraisal is linked to compensation reviews - includes recommended salary adjustments based on performance
2. Career Development Track: Used for employees being considered for promotion or career path changes
3. Project-Specific Evaluation: For employees involved in special projects during the review period
4. Previous Period Review: Used when following up on development areas identified in previous appraisals
5. 360-Degree Feedback Summary: When the organization implements 360-degree feedback as part of the review process
6. Disciplinary Record: Only included if there were disciplinary issues during the review period
1. Performance Metrics Guide: Detailed explanation of rating scales and performance indicators
2. Competency Framework: Detailed descriptions of required competencies and their assessment criteria
3. Development Resources: List of available training programs and development resources
4. Job Description: Current job description against which performance is evaluated
5. KPI Definitions: Detailed definitions and calculation methods for each KPI
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Manufacturing
Technology
Retail
Healthcare
Education
Professional Services
Telecommunications
Mining and Resources
Construction
Hospitality
Public Sector
Agriculture
Transportation and Logistics
Relevant Teams
Human Resources
People Operations
Talent Management
Learning & Development
Employee Relations
Performance Management
Organizational Development
Personnel Administration
Compensation & Benefits
Relevant Roles
Human Resources Director
HR Manager
Performance Management Specialist
Talent Development Manager
Department Manager
Team Leader
Supervisor
Division Head
Chief Human Resources Officer
Learning and Development Manager
Employee Relations Manager
HR Business Partner
Organizational Development Specialist
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