The Job Evaluation Form serves as a crucial tool for organizations operating in Indonesia to conduct systematic and legally compliant employee assessments. This document is essential for periodic performance reviews, typically conducted annually or bi-annually, in accordance with Indonesian labor laws and regulations, particularly the Manpower Law (Law No. 13 of 2003) and Government Regulation No. 35 of 2021. The form encompasses comprehensive evaluation criteria, including performance metrics, competency assessments, and development planning, while ensuring compliance with local employment regulations and cultural considerations. It provides a structured framework for fair and objective evaluation, supporting decisions related to career advancement, compensation adjustments, and professional development initiatives.
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1. Employee Information: Basic details including employee name, ID number, position, department, and length of service
2. Evaluation Period: Time period covered by the evaluation and date of assessment
3. Performance Criteria: Core competencies and KPIs being evaluated, including technical skills, soft skills, and job-specific requirements
4. Rating Scale: Explanation of the rating system used (e.g., 1-5 scale, definitions of each rating level)
5. Performance Assessment: Detailed evaluation of each performance criterion with corresponding ratings and justifications
6. Overall Performance Summary: Summary of the employee's overall performance, including key achievements and areas for improvement
7. Development Plan: Specific actions and recommendations for improvement and professional development
8. Acknowledgment: Signatures of evaluator, employee, and HR representative, confirming the evaluation has been discussed and reviewed
1. Self-Assessment: Section for employee's own assessment of their performance, used when implementing 360-degree feedback systems
2. Project-Specific Evaluation: Additional section for evaluating performance on specific projects, used for project-based roles
3. Leadership Competencies: Specific evaluation of leadership capabilities, included for management positions
4. Sales Performance Metrics: Detailed sales-related KPIs and achievements, used for sales positions
5. Technical Skills Assessment: In-depth evaluation of technical capabilities, used for technical or specialized roles
6. Language Proficiency: Assessment of language skills, used for positions requiring multiple language capabilities
7. Safety Compliance: Evaluation of adherence to safety protocols, used for operational or manufacturing roles
1. Performance Rating Guidelines: Detailed descriptions of rating criteria and examples of performance at each level
2. KPI Definitions: Detailed definitions and calculation methods for each Key Performance Indicator
3. Competency Framework: Comprehensive framework defining required competencies for different job levels
4. Previous Evaluation Summary: Summary of previous evaluation results for performance trend analysis
5. Training Record: Record of training completed during the evaluation period
6. Job Description: Current job description against which performance is evaluated
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Financial Services
Technology
Retail
Healthcare
Education
Construction
Mining
Agriculture
Telecommunications
Hospitality
Professional Services
Energy
Transportation
Public Sector
Relevant Teams
Human Resources
Performance Management
Talent Development
Employee Relations
Operations
Senior Management
Learning and Development
Compensation and Benefits
Industrial Relations
Relevant Roles
Human Resources Manager
Department Director
Line Manager
Supervisor
Team Leader
Performance Management Specialist
HR Business Partner
Talent Development Manager
Operations Manager
Division Head
Chief Human Resources Officer
Employee Relations Manager
Training and Development Manager
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