The Interim Performance Review document is a critical tool in Indonesian workplace performance management, designed to facilitate formal mid-period evaluations of employee performance. This document type is particularly important in the Indonesian context, where labor laws require proper documentation of employee assessments and performance-related discussions. The Interim Performance Review serves as both a legal record and a management tool, typically used between annual reviews to track progress, adjust goals, and identify development needs. It includes comprehensive evaluation criteria aligned with Indonesian workplace regulations, particularly those outlined in Law No. 13 of 2003 on Manpower and subsequent amendments. The document ensures transparency in performance assessment while providing a structured framework for performance improvement and career development discussions.
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1. Employee Information: Basic details including employee name, ID number, position, department, and length of service
2. Review Period: Specific timeframe covered by this interim review
3. Performance Objectives: List of key performance objectives set at the beginning of the review period
4. Achievement Assessment: Detailed evaluation of performance against set objectives, including quantitative metrics where applicable
5. Competency Evaluation: Assessment of key competencies required for the role
6. Areas of Excellence: Specific achievements and strengths demonstrated during the review period
7. Development Areas: Identified areas for improvement and growth
8. Action Plan: Specific steps and recommendations for performance improvement
9. Employee Comments: Space for employee's feedback and comments on the review
10. Acknowledgment: Signatures of employee, reviewer, and HR representative confirming review discussion
1. Project-Specific Performance: Used when employee is involved in specific projects requiring separate evaluation
2. Training Recommendations: Include when specific training needs are identified during the review
3. Performance Improvement Plan: Required when performance falls below expected standards
4. Promotion Readiness Assessment: Include when employee is being considered for advancement
5. Remote Work Performance: Used for employees working remotely to assess effectiveness of remote working arrangements
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 documenting development goals and action steps
4. Previous Review Summary: Summary of previous performance review outcomes and progress made
5. KPI Achievement Report: Detailed report of Key Performance Indicators and their status
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology and Software
Manufacturing
Retail and Consumer Goods
Healthcare
Education
Professional Services
Telecommunications
Energy and Resources
Construction and Real Estate
Hospitality and Tourism
Government and Public Sector
Relevant Teams
Human Resources
Performance Management
Talent Development
Employee Relations
Operations
Management
Training and Development
Organizational Development
Relevant Roles
Human Resources Manager
Performance Management Specialist
Department Manager
Team Leader
Supervisor
Division Head
HR Business Partner
Chief Human Resources Officer
Talent Development Manager
Employee Relations Manager
HR Director
Line Manager
Operations Manager
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