The Probationary Assessment Form is a crucial document used in Indonesian employment relationships to evaluate new employees during their probationary period, which is strictly regulated under Law No. 13 of 2003 on Manpower. This document is typically used at the end of the probation period (maximum 3 months under Indonesian law) to assess whether an employee meets the required standards for permanent employment. The form includes comprehensive evaluation criteria covering job performance, behavioral competencies, and adherence to company policies, serving as the basis for decisions regarding confirmation of permanent employment, extension of probation (where legally permitted), or termination of employment. It provides legal protection for both employer and employee by documenting the assessment process in accordance with Indonesian labor regulations.
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1. Employee Information: Basic details including employee name, ID number, position, department, and probation start/end dates
2. Evaluator Information: Details of the supervisor/manager conducting the assessment including name, position, and department
3. Performance Criteria: Standard evaluation metrics including job knowledge, quality of work, productivity, initiative, and teamwork
4. Skills Assessment: Evaluation of specific technical and soft skills required for the position
5. Attendance and Punctuality: Record of attendance, timekeeping, and adherence to work schedules during probation
6. Overall Assessment: Final evaluation summary and recommendation for confirmation or extension of probation
7. Acknowledgment: Signatures section for employee, evaluator, and HR representative with date
1. Training Completion: Assessment of required training programs completed during probation - include when company has mandatory training programs
2. Project Contributions: Evaluation of specific projects handled during probation - include for technical or project-based roles
3. Language Proficiency: Assessment of language skills - include for positions requiring specific language capabilities
4. Safety Compliance: Evaluation of adherence to safety protocols - include for industrial or high-risk positions
1. Performance Metrics Guide: Detailed explanation of scoring criteria and performance indicators
2. Job Description: Copy of the original job description against which performance is measured
3. Development Plan: If needed, specific areas for improvement and recommended action plans
4. Previous Review Records: Copies of any interim reviews conducted during the probation period
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Manufacturing
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Financial Services
Retail
Healthcare
Education
Construction
Hospitality
Professional Services
Telecommunications
Mining
Agriculture
Transportation
Energy
Public Sector
Relevant Teams
Human Resources
Operations
Administration
Legal
Management
Recruitment
Performance Management
Employee Relations
Talent Development
Compensation and Benefits
Relevant Roles
HR Manager
Department Manager
Line Supervisor
Team Leader
HR Business Partner
HR Director
Operations Manager
General Manager
Division Head
Regional Manager
Branch Manager
Project Manager
Recruitment Manager
Performance Management Specialist
HR Administrator
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