The Staff Evaluation Form serves as a standardized tool for conducting employee performance reviews in accordance with Indonesian labor laws and regulations. This document is typically used during regular performance review cycles (annual, semi-annual, or quarterly) to assess employee performance, document achievements, identify areas for improvement, and set future goals. The form includes sections for both objective performance metrics and subjective feedback, ensuring comprehensive evaluation while maintaining compliance with Law No. 13 of 2003 on Manpower and related Indonesian regulations. It supports fair employment practices, facilitates career development discussions, and provides documentary evidence for employment-related decisions, making it an essential tool for human resource management and employee development in Indonesian organizations.
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1. Employee Information: Basic details including employee name, ID number, position, department, and evaluation period
2. Evaluator Information: Details of the supervisor or manager conducting the evaluation
3. Performance Criteria: Core competencies and skills being evaluated, including job knowledge, quality of work, productivity, and reliability
4. Scoring System: Explanation of the rating scale (e.g., 1-5 or other metrics) and what each score represents
5. Performance Goals Review: Assessment of achievement of previously set goals and objectives
6. Core Competencies Evaluation: Detailed evaluation of standard competencies such as communication, teamwork, and initiative
7. Overall Performance Rating: Final calculation and summary of performance scores
8. Comments and Feedback: Space for detailed feedback and specific examples
9. Future Goals and Development: Setting new objectives and development plans for the next period
10. Acknowledgment and Signatures: Space for both evaluator and employee signatures, dates, and any comments
1. Technical Skills Assessment: Specific evaluation of technical skills relevant to particular roles or departments
2. Project Performance Review: For project-based roles, evaluation of specific project contributions and outcomes
3. Leadership Competencies: For management positions, assessment of leadership and management capabilities
4. Customer Service Metrics: For customer-facing roles, evaluation of customer service performance
5. Innovation and Creativity: For roles requiring creative input or problem-solving
6. Safety and Compliance: For roles in industries with specific safety requirements
7. Language Proficiency: For roles requiring multiple language skills
8. Remote Work Performance: For employees working remotely or in hybrid arrangements
1. Schedule A: Scoring Rubric: Detailed descriptions of scoring criteria for each performance dimension
2. Schedule B: Competency Framework: Detailed breakdown of competencies and expected behaviors at each level
3. Schedule C: KPI Metrics: Specific key performance indicators and calculation methods
4. Schedule D: Development Plan Template: Structured template for documenting development goals and action plans
5. Appendix 1: Performance Improvement Plan Template: Template for documenting specific improvements needed and action steps
6. Appendix 2: Self-Assessment Form: Template for employee self-evaluation to be completed before the formal evaluation
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology and IT
Manufacturing
Retail
Healthcare
Education
Professional Services
Construction
Hospitality
Transportation and Logistics
Energy and Resources
Telecommunications
Public Sector
Non-Profit Organizations
Agriculture
Media and Entertainment
Relevant Teams
Human Resources
Performance Management
Learning and Development
Senior Management
Operations
Administration
Legal
Compliance
Employee Relations
Talent Management
Relevant Roles
HR Manager
Department Manager
Team Leader
Supervisor
Director
Chief Executive Officer
Chief Human Resources Officer
Performance Management Specialist
HR Business Partner
Training and Development Manager
Talent Management Specialist
Operations Manager
Line Manager
Division Head
Regional Manager
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