The Job Appraisal Letter is a crucial document in Indonesian employment practice, typically issued following formal performance review periods (annually, bi-annually, or quarterly). It serves as an official record of employee performance evaluation, ensuring compliance with Indonesian labor laws, particularly Law No. 13/2003 on Manpower and related ministerial regulations. The document is used to formalize performance feedback, document achievements and areas for improvement, set future objectives, and support decisions related to career development, compensation adjustments, and training needs. It plays a vital role in maintaining transparent communication between employers and employees while providing legal documentation of performance management processes.
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Key Requirements PROMPT example:
Job Appraisal Letter
"I need a Job Appraisal Letter under Indonesian law for our senior software developer's annual review in March 2025, documenting their exceptional performance and recommending a promotion to team lead position."
1. Letter Header and Date: Company letterhead, date, and reference number of the appraisal letter
2. Employee Information: Full name, employee ID, position, department, and duration of employment
3. Appraisal Period: Clear statement of the evaluation period covered by this assessment
4. Performance Evaluation Summary: Overall performance rating and brief summary of achievement level
5. Key Performance Indicators (KPIs): Detailed assessment 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. Areas for Improvement: Identified development areas and specific recommendations
9. Next Steps: Action plans, development goals, and timeline for the next review period
10. Signatures: Space for signatures of the evaluator, employee, and HR representative
1. Salary Review: Include when the appraisal is linked to compensation changes or bonus determinations
2. Career Development Plan: Include when there are specific promotion or development opportunities being discussed
3. Performance Improvement Plan: Include when performance is below expectations and requires formal improvement tracking
4. Training Recommendations: Include when specific training needs have been identified
5. Project-Specific Evaluation: Include for employees who worked on significant projects during the review period
1. Performance Metrics Detail: Detailed breakdown of performance scores across all evaluation criteria
2. Achievement Evidence: Documentation of specific achievements, projects completed, or metrics achieved
3. Development Plan Template: Structured template for recording agreed-upon development actions and timelines
4. Employee Response Form: Standard form for employee to provide written feedback on the appraisal
5. Historical Performance Summary: Overview of performance ratings from previous evaluation periods
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Healthcare
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Relevant Teams
Human Resources
Operations
Finance
Marketing
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Information Technology
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Research and Development
Customer Service
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Production
Administration
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Relevant Roles
Chief Executive Officer
Department Director
Senior Manager
Project Manager
Human Resources Manager
Operations Manager
Sales Representative
Software Engineer
Financial Analyst
Marketing Specialist
Administrative Assistant
Customer Service Representative
Production Supervisor
Research Scientist
Legal Counsel
Account Executive
Quality Assurance Specialist
Business Development Manager
Technical Support Engineer
Operations Analyst
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