The Mid Probation Review is a crucial HR document used in Indonesian employment contexts to evaluate and document an employee's performance and adaptation during their probationary period. Under Indonesian Manpower Law No. 13 of 2003, probation periods cannot exceed three months, making this mid-point review (typically around 1.5 months) a critical checkpoint for both employer and employee. The document serves multiple purposes: it provides formal documentation of the employee's progress, identifies areas for improvement, sets clear expectations for the remainder of the probation period, and helps inform the final decision regarding permanent employment. This review process aligns with Indonesian labor regulations while providing a structured framework for performance assessment and employee development.
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1. Employee Information: Basic details including employee name, position, department, start date, and probation period dates
2. Review Period: Specific timeframe covered by this mid-probation review
3. Performance Criteria Assessment: Evaluation of key performance indicators and job-specific competencies
4. Core Competencies Evaluation: Assessment of fundamental workplace competencies including attendance, punctuality, and work attitude
5. Achievement of Initial Objectives: Review of goals set at the beginning of probation and progress made
6. Areas of Strength: Specific positive attributes and achievements demonstrated during the review period
7. Areas for Improvement: Specific aspects requiring development or enhancement
8. Action Plan: Specific steps and targets for the remainder of the probation period
9. Overall Assessment: Summary evaluation and preliminary indication of probation trajectory
10. Acknowledgment: Signatures of the employee, supervisor, and HR representative, with date of review
1. Training Recommendations: Specific training or development programs recommended for the employee, included when additional training needs are identified
2. Special Projects/Assignments: Review of any special projects or additional responsibilities, included when relevant to the evaluation period
3. Cultural Fit Assessment: Evaluation of adaptation to company culture and values, included for organizations with strong focus on cultural alignment
4. Language Proficiency Progress: Assessment of language skills development, included when language proficiency is a job requirement
5. Mentor Feedback: Input from assigned mentor or buddy, included when a formal mentoring program exists
1. Performance Metrics Data: Detailed quantitative performance data and statistics where applicable
2. Initial Job Requirements: Original job description and requirements set at the start of employment
3. Training Record: Record of training sessions attended and completed during the probation period
4. Attendance Record: Detailed record of attendance, punctuality, and any leaves taken during the review period
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Manufacturing
Financial Services
Retail
Healthcare
Education
Professional Services
Hospitality
Construction
Transportation and Logistics
Mining
Agriculture
Telecommunications
Consumer Goods
Energy
Relevant Teams
Human Resources
People Operations
Learning & Development
Talent Management
Employee Relations
Performance Management
Recruitment
Organizational Development
Relevant Roles
HR Manager
HR Business Partner
Department Manager
Line Supervisor
Team Leader
Regional Manager
Country Head
Training Manager
Recruitment Manager
Performance Management Specialist
Employee Relations Manager
HR Director
Chief Human Resources Officer
Talent Development Manager
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