The Probation Review document serves as a crucial tool in Indonesian employment practices for evaluating new employees during their initial employment period. It is used to assess whether an employee meets the organization's standards and requirements for permanent employment, in accordance with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower. The document is typically prepared at the end of the probationary period (which must not exceed three months under Indonesian law) and includes detailed evaluation of performance, conduct, and compatibility with the organization. The Probation Review should be completed before the end of the probationary period to allow time for proper notice if the employment will not continue. It forms part of the employee's permanent record and can be crucial documentation in case of any future employment disputes.
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1. Employee and Reviewer Information: Details of the employee being reviewed and the person(s) conducting the review, including names, positions, and departments
2. Probation Period Details: Specific dates of the probation period, reference to the original employment agreement, and confirmation that the review is conducted within the legal 3-month maximum probation period
3. Performance Criteria and Metrics: List of key performance indicators and competencies that were assessed during the probation period
4. Performance Assessment: Detailed evaluation of the employee's performance against each criterion, including specific examples and evidence
5. Attendance and Punctuality Record: Summary of the employee's attendance, punctuality, and compliance with working hours
6. Conclusion and Decision: Clear statement of whether the employee has passed or failed the probation period, with supporting rationale
7. Next Steps: Specific actions to be taken, including confirmation of permanent employment or termination procedures
1. Development Areas: Used when the employee passes probation but has specific areas identified for improvement
2. Training Completion Record: Include when the employee was required to complete specific training during probation
3. Project Contributions: Add when the employee was involved in specific projects during the probation period
4. Team Feedback: Include when feedback from team members or other departments was part of the evaluation process
5. Remedial Actions: Used when providing a conditional pass with specific improvements required
1. Performance Metrics Detail: Detailed breakdown of performance scores and achievements against set targets
2. Training Records: Certificates or records of training completed during probation
3. Incident Reports: Any documented incidents or significant events during the probation period
4. Previous Review Notes: Records of any interim reviews or feedback sessions conducted during probation
5. Employee Self-Assessment: Copy of the employee's self-evaluation form if completed as part of the process
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Relevant Teams
Human Resources
Legal
Operations
Administration
Management
Corporate Services
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Employee Relations
Talent Management
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Relevant Roles
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Department Manager
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