The Ministry Staff Evaluation Form is a crucial document in Indonesian public administration, mandated by Law No. 5 of 2014 on State Civil Apparatus and subsequent regulations. This standardized form is used across all government ministries to conduct regular performance evaluations of civil servants, typically performed bi-annually or annually. It encompasses performance metrics, behavioral assessments, and development tracking, serving as the primary tool for career advancement decisions, compensation adjustments, and training needs identification. The document ensures consistency in evaluation practices across different government institutions while maintaining compliance with Indonesian civil service regulations and good governance principles. Each ministry may include additional specific criteria while maintaining the core evaluation framework prescribed by the Ministry of Administrative and Bureaucratic Reform.
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1. Employee Information: Basic details including name, NIP (Civil Servant Registration Number), position, work unit, and evaluation period
2. Performance Targets: List of predetermined work targets and KPIs agreed upon at the start of the evaluation period
3. Performance Achievement: Actual achievements measured against the set targets, including quantitative and qualitative metrics
4. Behavioral Assessment: Evaluation of core competencies and behavioral aspects including integrity, service orientation, commitment, discipline, teamwork, and leadership
5. Scoring Summary: Overall performance score calculation combining performance achievement and behavioral assessment results
6. Development Recommendations: Recommendations for training, development, or career advancement based on evaluation results
7. Signatures: Space for signatures of the employee, direct supervisor, and reviewing official with dates
1. Special Achievements: Section for documenting notable achievements or contributions beyond regular duties, used when applicable
2. Innovation and Improvement: Section for recording any innovative ideas or improvement suggestions, included for higher-level positions
3. Disciplinary Records: Section for noting any disciplinary actions or warnings during the evaluation period, included only if relevant
4. Previous Period Comparison: Comparative analysis with previous evaluation periods, used for employees with more than one year of service
5. Specific Ministry KPIs: Additional KPIs specific to particular ministry functions, included based on ministry requirements
1. Schedule A - Performance Scoring Criteria: Detailed breakdown of scoring methodology and criteria for each performance aspect
2. Schedule B - Behavioral Assessment Rubric: Detailed rubric for evaluating each behavioral component with specific indicators
3. Schedule C - Supporting Evidence List: Checklist of required supporting documents and evidence for performance claims
4. Appendix 1 - Performance Target Agreement: Original performance target agreement signed at the start of the evaluation period
5. Appendix 2 - Training and Development Record: Record of training programs and development activities completed during the evaluation period
Relevant legal definitions
Clauses
Relevant Industries
Public Administration
Government Services
Civil Service
State-Owned Enterprises
Public Policy
Public Health Administration
Education Administration
Financial Administration
Environmental Protection
Infrastructure Management
Social Services
Defense Administration
Relevant Teams
Human Resources
Performance Management
Administrative Affairs
Legal Affairs
Internal Audit
Policy Development
Program Implementation
Financial Management
Technical Operations
Training and Development
Relevant Roles
Civil Servant
Ministry Department Head
Division Director
Section Chief
HR Manager
Performance Assessment Officer
Ministry Secretary
Deputy Minister
Minister
Administrative Staff
Technical Specialist
Program Coordinator
Policy Analyst
Financial Controller
Internal Auditor
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