The Confirmation Appraisal Form is a crucial document in Indonesian employment practices, designed to evaluate employees completing their probationary period. This document, governed by Indonesian Labor Law No. 13 of 2003 and Government Regulation No. 35 of 2021, provides a comprehensive framework for assessing an employee's performance, competencies, and organizational fit. The form is typically used at the end of a probationary period (usually 3-6 months) to make informed decisions about confirming permanent employment status. It includes detailed performance metrics, behavioral assessments, and recommendations for permanent employment confirmation. The document serves both as an evaluation tool and a legal record of the decision-making process regarding an employee's employment status.
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1. Employee Information: Basic details including employee name, ID number, position, department, and period of assessment
2. Performance Criteria: List of key performance indicators (KPIs) and competencies being evaluated
3. Rating Scale: Clear explanation of the rating system used (e.g., 1-5 scale with definitions for each level)
4. Performance Assessment: Detailed evaluation of each KPI and competency with corresponding ratings and comments
5. Overall Performance Summary: Summary of the employee's overall performance, including aggregate scores and general assessment
6. Development Plan: Identified areas for improvement and specific action plans for professional development
7. Acknowledgment: Signatures section for employee, supervisor, and HR representative, including date of review
1. Previous Goals Review: Review of goals set in the previous appraisal period - include if this is not the first appraisal
2. Project Achievements: Specific section for project-based roles to detail project outcomes and contributions
3. Career Progression: Discussion of career advancement opportunities and potential promotional paths - include for mid-year or annual reviews
4. Peer Review Summary: Summary of peer feedback if 360-degree evaluation is implemented
5. Training Recommendations: Specific training or development programs recommended - include if development needs are identified
1. KPI Matrix: Detailed breakdown of KPIs, targets, and achievement metrics
2. Competency Framework: Detailed description of competencies and behavioral indicators for each rating level
3. Development Resources: List of available training programs, mentoring opportunities, and development resources
4. Performance History: Summary of previous performance ratings and progression (if applicable)
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Banking and Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Telecommunications
Construction
Hospitality
Mining
Energy
Agriculture
Transportation
Public Sector
Relevant Teams
Human Resources
Employee Relations
Talent Management
Performance Management
Training and Development
Recruitment
Personnel Administration
Compensation and Benefits
Organization Development
Leadership Development
Relevant Roles
Human Resources Manager
Talent Acquisition Specialist
Performance Management Specialist
Department Manager
Team Leader
Supervisor
HR Business Partner
Employee Relations Manager
HR Director
Division Head
Line Manager
Senior Manager
Project Manager
Department Head
Chief Human Resources Officer
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