The Member Evaluation Form serves as a crucial tool for Indonesian organizations to conduct systematic and fair employee assessments while ensuring compliance with local labor laws, particularly Law No. 13 of 2003 on Manpower and the Personal Data Protection Law. This document is typically used during regular performance review cycles (quarterly, bi-annual, or annual) to evaluate employee performance, track progress, and identify development opportunities. The form includes sections for performance metrics, competency assessment, goal achievement, and development planning, all structured to align with Indonesian workplace regulations and cultural considerations. It provides a standardized approach to performance evaluation while maintaining flexibility for different organizational needs and industry requirements.
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1. Employee Information: Basic details including employee name, ID number, department, position, and period of evaluation
2. Evaluation Period: Specific timeframe covered by the evaluation (e.g., quarterly, annual)
3. Performance Criteria: Key performance indicators and competencies being evaluated
4. Rating Scale: Clear explanation of the rating system used (e.g., 1-5 scale with definitions)
5. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
6. Goals Achievement: Assessment of performance against previously set objectives
7. Overall Performance Rating: Final calculation and summary of performance scores
8. Comments Section: Space for evaluator's observations and employee's feedback
9. Acknowledgment: Signatures of evaluator, employee, and HR representative with dates
1. Development Plan: Section for documenting training needs and career development goals - include when the organization has a formal development program
2. Peer Review: Additional evaluation input from colleagues - include for collaborative roles or 360-degree feedback systems
3. Project-Specific Evaluation: Assessment of performance on specific projects - include for project-based roles
4. Language Proficiency: Evaluation of language skills - include for positions requiring multiple language usage
5. Client Feedback: Summary of client satisfaction - include for customer-facing roles
6. Technical Skills Assessment: Detailed evaluation of technical competencies - include for technical positions
1. Performance Rating Guidelines: Detailed explanation of rating criteria and scoring methodology
2. Competency Framework: Detailed breakdown of expected competencies for different role levels
3. KPI Definitions: Detailed descriptions of each Key Performance Indicator being evaluated
4. Previous Evaluation Summary: Summary of past performance reviews for comparison
5. Development Resources: List of available training and development opportunities
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology and Information Services
Manufacturing
Retail and Consumer Goods
Healthcare
Education
Professional Services
Telecommunications
Construction
Hospitality
Energy and Resources
Public Sector
Non-profit Organizations
Transportation and Logistics
Media and Entertainment
Relevant Teams
Human Resources
People Operations
Learning and Development
Talent Management
Employee Relations
Performance Management
Organizational Development
HR Operations
Compensation and Benefits
Senior Management
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Department Manager
Team Leader
Division Head
Chief Human Resources Officer
Training and Development Manager
Talent Management Director
Compensation and Benefits Manager
HR Operations Manager
Employee Relations Manager
Organization Development Specialist
HR Administrator
Performance Review Committee Member
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