The Interim Performance Appraisal is a crucial document in the Indonesian corporate environment, designed to facilitate formal mid-cycle performance reviews between employees and their supervisors. This document type is typically used halfway through an annual performance cycle to assess progress, identify challenges, and make necessary adjustments to performance objectives. The appraisal framework complies with Indonesian labor laws, particularly the Manpower Law (Law No. 13/2003) and related regulations governing employment relationships and performance management. The document includes evaluation criteria, achievement assessments, development needs, and action plans, serving as both a progress tracker and a development tool. It forms part of the official employment record and can be referenced for annual reviews, compensation decisions, and career development discussions.
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1. Employee Information: Basic details including employee name, ID, position, department, and reporting manager
2. Review Period: Specific timeframe covered by this interim appraisal
3. Performance Objectives Review: Assessment of progress against previously set objectives and KPIs
4. Core Competencies Evaluation: Assessment of key competencies required for the role
5. Achievement Highlights: Notable accomplishments during the review period
6. Areas for Improvement: Identification of development needs and improvement areas
7. Action Plan: Specific steps and timelines for addressing improvement areas
8. Employee Comments: Space for employee feedback and comments on the evaluation
9. Acknowledgment: Signatures of employee, supervisor, and HR representative confirming review completion
1. Project-Specific Performance: Detailed evaluation of specific project contributions, recommended for project-based roles
2. Leadership Competencies: Additional section for management-level employees focusing on leadership capabilities
3. Training Recommendations: Specific training or development programs recommended, useful for companies with established L&D programs
4. Potential Assessment: Evaluation of employee potential for advancement, typically included for succession planning purposes
5. Compliance and Risk Management: Assessment of adherence to company policies and risk management practices, important for regulated industries
6. Remote Work Performance: Specific evaluation criteria for remote working arrangements, relevant for hybrid or remote positions
1. Performance Metrics Schedule: Detailed breakdown of quantitative performance indicators and achievements
2. Competency Framework: Detailed description of competencies and their assessment criteria
3. Development Plan Template: Structured template for recording development goals and action plans
4. Previous Objectives: List of objectives set in the last full performance review
5. Performance Rating Scale: Explanation of the rating system used in the evaluation
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology and Information Services
Manufacturing
Retail and Consumer Goods
Healthcare
Education
Professional Services
Telecommunications
Energy and Resources
Construction and Real Estate
Hospitality and Tourism
Public Sector
Non-Profit Organizations
Relevant Teams
Human Resources
Finance
Information Technology
Sales
Marketing
Operations
Customer Service
Research and Development
Quality Assurance
Production
Legal
Administration
Business Development
Corporate Communications
Procurement
Relevant Roles
Chief Executive Officer
Department Director
Senior Manager
Project Manager
Team Leader
Human Resources Manager
Financial Analyst
Software Developer
Sales Representative
Customer Service Representative
Operations Manager
Marketing Specialist
Research Analyst
Administrative Assistant
Technical Support Specialist
Product Manager
Quality Assurance Engineer
Business Development Executive
Account Manager
Production Supervisor
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