The Job Performance Review document is a crucial tool for maintaining compliance with Indonesian labor laws while effectively managing employee performance and development. This document is typically used during regular performance review cycles (annual, semi-annual, or quarterly) to evaluate employee performance against predetermined criteria and objectives. It incorporates requirements from Indonesian Labor Law (UU No. 13 Tahun 2003) and related regulations, ensuring proper documentation of performance assessments that may impact employment decisions, compensation adjustments, or career development opportunities. The document serves as an official record of performance discussions, goal-setting, and agreed-upon development plans, providing legal protection for both employer and employee while facilitating transparent communication about performance expectations and outcomes.
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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 the performance review
3. Performance Criteria: List of key performance indicators (KPIs) and competencies being evaluated
4. Achievement Assessment: Detailed evaluation of employee's performance against set targets and KPIs
5. Competency Evaluation: Assessment of core competencies, skills, and behavioral attributes
6. Overall Rating: Summary score or rating based on all evaluation criteria
7. Development Plan: Identified areas for improvement and proposed action plans
8. Reviewer Comments: Detailed feedback and observations from the reviewer
9. Employee Comments: Space for employee's response and self-assessment
10. Acknowledgment: Signatures of employee, reviewer, and HR representative confirming review completion
1. Salary Review: Review of current compensation and recommendations for adjustments, used when performance review is tied to compensation decisions
2. Career Development: Discussion of career progression and opportunities, used for high-performing employees or during promotional considerations
3. Performance Improvement Plan: Detailed improvement targets and timeline, used when performance falls below expectations
4. Project-Specific Evaluation: Assessment of specific project contributions, used for project-based roles
5. 360-Degree Feedback Summary: Compilation of feedback from peers, subordinates, and other stakeholders, used in more comprehensive reviews
1. KPI Metrics Sheet: Detailed breakdown of KPI calculations and measurements
2. Competency Framework: Detailed description of competency levels and requirements for the role
3. Previous Review Summary: Summary of past performance reviews for comparison
4. Training Record: Record of completed training and development activities during the review period
5. Goal Setting Form: Template for setting new goals for the next review period
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Technology
Financial Services
Retail
Healthcare
Education
Construction
Mining
Agriculture
Hospitality
Professional Services
Telecommunications
Energy
Transportation
Public Sector
Relevant Teams
Human Resources
Finance
Operations
Sales
Marketing
Information Technology
Research and Development
Customer Service
Quality Assurance
Production
Administration
Legal
Procurement
Business Development
Corporate Communications
Relevant Roles
Chief Executive Officer
Department Director
Senior Manager
Project Manager
Team Leader
Supervisor
HR Manager
Financial Analyst
Software Developer
Sales Representative
Marketing Specialist
Operations Manager
Administrative Assistant
Customer Service Representative
Research Analyst
Quality Assurance Specialist
Production Worker
Technical Support Engineer
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