The Evaluation Form For Employees serves as a standardized tool for conducting periodic performance assessments in accordance with Indonesian employment regulations. This document is essential for maintaining transparent and fair evaluation practices while ensuring compliance with Indonesian labor laws, particularly Law No. 13/2003 on Manpower and related regulations. It should be used during formal performance review periods, typically conducted annually or semi-annually, to assess employee performance, document achievements, identify areas for improvement, and plan professional development. The form facilitates objective evaluation across various performance metrics while providing space for both evaluator and employee input, supporting fair and documented performance management practices that can be used for career development, compensation decisions, and personnel records.
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1. Employee Information: Basic details including employee name, ID number, department, position, and period of evaluation
2. Evaluator Information: Details of the supervisor or manager conducting the evaluation
3. Performance Metrics: Core competencies and KPIs being evaluated, with rating scales for each criterion
4. Achievement of Objectives: Assessment of goals set in previous evaluation period and their completion status
5. Core Competencies Evaluation: Assessment of fundamental skills and behaviors required for the role
6. Overall Performance Rating: Final calculation and summary of performance scores
7. Development Plan: Identified areas for improvement and proposed action plans
8. Employee Comments: Space for employee feedback and responses to the evaluation
9. Acknowledgment: Signatures of evaluator, employee, and HR representative with dates
1. Project-Specific Achievements: For employees involved in special projects during the evaluation period
2. Leadership Competencies: Additional section for employees in management positions
3. Technical Skills Assessment: Detailed evaluation of role-specific technical capabilities for technical positions
4. Cross-Functional Collaboration: For employees working across multiple departments or teams
5. Client/Customer Feedback: For customer-facing roles, including feedback from external stakeholders
6. Innovation and Initiatives: For roles where creative problem-solving and new ideas are key expectations
7. Remote Work Performance: For employees working remotely or in hybrid arrangements
1. Rating Scale Guide: Detailed explanation of the rating system and scoring criteria
2. Competency Framework: Detailed descriptions of each competency and expected behaviors at different levels
3. KPI Definitions: Detailed definitions and measurement methods for each KPI
4. Development Resources: List of available training programs and development resources
5. Performance Improvement Plan Template: Standard template for documenting specific improvement needs and action plans
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Construction
Hospitality
Telecommunications
Energy
Mining
Agriculture
Transportation and Logistics
Public Sector
Relevant Teams
Human Resources
People Operations
Learning and Development
Performance Management
Talent Management
Compensation and Benefits
Employee Relations
Organizational Development
Personnel Administration
Recruitment
Relevant Roles
Human Resources Manager
Department Manager
Team Leader
Supervisor
HR Director
Performance Management Specialist
Training and Development Manager
Compensation and Benefits Manager
HR Business Partner
Chief Human Resources Officer
Line Manager
Division Head
Project Manager
Operations Manager
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