The Performance Appraisal Letter is a crucial human resource management tool used in Indonesian business contexts to formally document employee performance evaluations. This document is typically issued following periodic (usually annual or semi-annual) performance reviews and serves multiple purposes: it provides official documentation of performance assessment results, establishes a clear record of achievements and areas for improvement, and supports employment-related decisions. Created in compliance with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower and related regulations, the letter includes detailed evaluation metrics, competency assessments, and development plans. It plays a vital role in maintaining transparent communication between employers and employees while providing legal protection for both parties in employment-related matters.
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1. Letter Header: Company letterhead, date, reference number, and confidentiality notice
2. Employee Information: Full name, employee ID, position, department, and length of service
3. Appraisal Period: Clear statement of the evaluation period covered by the assessment
4. Performance Summary: Overall performance rating and brief summary of key achievements
5. Key Performance Indicators (KPI) Assessment: Detailed evaluation of performance against predetermined KPIs
6. Competency Assessment: Evaluation of core competencies and job-specific skills
7. Areas of Excellence: Specific achievements and strengths demonstrated during the review period
8. Development Areas: Identified areas for improvement and growth
9. Action Plan: Specific steps and recommendations for performance improvement
10. Closing Statement: Acknowledgment request and next review date
11. Signatures: Space for signatures of evaluator, employee, and HR representative
1. Salary Review: Include when the appraisal is linked to compensation decisions
2. Career Development Plan: Include for mid to senior-level employees or high-potential staff members
3. Project-Specific Evaluation: Include for project-based roles or when significant projects were completed during the review period
4. 360-Degree Feedback Summary: Include when multiple stakeholders provided input in the evaluation process
5. Training Recommendations: Include when specific training needs have been identified
6. Performance Improvement Plan: Include when performance falls below expected standards
1. Performance Evaluation Form: Detailed evaluation form with scores and comments for each KPI and competency
2. KPI Achievement Data: Quantitative data and metrics supporting the performance evaluation
3. Competency Framework: Framework used for assessing various competencies
4. Previous Period Goals: List of goals set in the previous appraisal and their status
5. New Period Goals: Goals and objectives set for the upcoming review period
6. Employee Self-Assessment Form: Employee's self-evaluation form if completed as part of the process
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Banking & Financial Services
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Manufacturing
Retail
Healthcare
Education
Professional Services
Construction
Energy
Telecommunications
Hospitality
Transportation & Logistics
Mining
Agriculture
Public Sector
Non-Profit Organizations
Media & Entertainment
Real Estate
Consumer Goods
Pharmaceutical
Relevant Teams
Human Resources
Finance
Operations
Sales
Marketing
Information Technology
Research & Development
Customer Service
Legal
Administration
Production
Quality Assurance
Business Development
Project Management Office
Supply Chain
Corporate Communications
Training & Development
Compliance
Risk Management
Facilities Management
Relevant Roles
Chief Executive Officer
Managing Director
Department Manager
Team Leader
Senior Executive
Junior Executive
Administrative Assistant
Sales Representative
Technical Specialist
Human Resources Manager
Financial Analyst
Operations Manager
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Marketing Coordinator
Software Developer
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Business Development Manager
Quality Assurance Specialist
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