The Performance Appraisal And Development Plan serves as a crucial tool for managing employee performance and development within the Indonesian legal framework. It is designed to comply with Law No. 13 of 2003 on Manpower and related regulations, providing a structured approach to performance evaluation and career development. This document should be used when establishing or updating performance management systems, particularly during annual review cycles or when implementing new performance criteria. It contains detailed provisions for performance metrics, evaluation procedures, development planning, and review processes, ensuring alignment with both organizational objectives and Indonesian labor law requirements. The document is especially relevant for organizations seeking to formalize their performance management processes while maintaining compliance with local employment regulations.
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1. Parties: Identification of the employer and employee, including their legal names and positions
2. Background: Context of the performance appraisal system and its alignment with company objectives
3. Definitions: Key terms used throughout the document including performance metrics, rating scales, and development-related terminology
4. Performance Evaluation Framework: Detailed explanation of the performance evaluation system, including frequency, criteria, and methodology
5. Key Performance Indicators (KPIs): Specific measurable targets and objectives for the evaluation period
6. Evaluation Process: Step-by-step procedure for conducting performance reviews, including timing and documentation requirements
7. Development Planning: Framework for identifying and planning professional development opportunities
8. Review Meetings and Feedback: Schedule and structure of performance review meetings and ongoing feedback mechanisms
9. Performance Rating System: Explanation of the rating scale and criteria for each performance level
10. Consequences of Performance Outcomes: Link between performance ratings and employment decisions, compensation, or career advancement
11. Dispute Resolution: Process for addressing disagreements about performance evaluations
12. Confidentiality: Provisions regarding the confidentiality of performance data and discussions
13. Duration and Review: Period of validity for the plan and process for periodic review and updates
1. Compensation Link: Section detailing how performance outcomes relate to compensation adjustments - include when performance is directly tied to remuneration
2. Promotion Criteria: Specific performance requirements for career advancement - include when there is a clear promotion pathway
3. Remote Work Considerations: Modified evaluation criteria for remote workers - include for organizations with remote work arrangements
4. Cultural Competency: Additional criteria for evaluating cultural awareness and communication - include for multinational organizations
5. Project-Based Evaluation: Special provisions for project-based performance assessment - include for project-oriented roles
1. Schedule A - Performance Metrics Template: Detailed template for recording and measuring specific performance indicators
2. Schedule B - Development Plan Template: Template for documenting agreed development goals and action plans
3. Schedule C - Evaluation Form: Standard form used for conducting and documenting performance reviews
4. Schedule D - Competency Framework: Detailed description of required competencies and their assessment criteria
5. Schedule E - Training and Development Options: List of available training programs and development opportunities
6. Appendix 1 - Rating Scale Guidelines: Detailed explanations and examples for each performance rating level
7. Appendix 2 - Review Meeting Guidelines: Protocol and best practices for conducting review meetings
Authors
Relevant legal definitions
Clauses
Relevant Industries
Banking & Finance
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Telecommunications
Energy
Construction
Hospitality
Transportation & Logistics
Public Sector
Mining
Agriculture
Relevant Teams
Human Resources
People Operations
Training & Development
Talent Management
Performance Management
Organizational Development
Employee Relations
Leadership Development
Compensation & Benefits
Strategic Planning
Relevant Roles
Chief Executive Officer
Human Resources Director
Department Manager
Team Leader
Supervisor
Senior Manager
Project Manager
Operations Manager
HR Manager
Training Manager
Performance Management Specialist
Talent Development Manager
Department Head
Line Manager
Division Director
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