The Performance Plan & Evaluation Form is a crucial document in Indonesian employment relationships, designed to align with local labor laws including the Manpower Law (Law No. 13 of 2003) and related regulations. This document should be used at the beginning of each performance cycle to set clear expectations and during evaluation periods to assess employee achievements. It typically includes key performance indicators, competency assessments, development goals, and evaluation criteria. The form serves multiple purposes: documenting performance objectives, providing a framework for regular feedback, supporting career development discussions, and creating a legal record of performance management processes. It's particularly important in Indonesia where formal documentation of performance management is often required for employment-related decisions.
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1. Employee Information: Basic details of the employee including name, employee ID, position, department, and reporting manager
2. Performance Period: Specified timeframe for which the performance plan and evaluation applies
3. Key Performance Indicators (KPI): Detailed listing of measurable performance targets and objectives aligned with organizational goals
4. Performance Measurement Criteria: Explanation of how each KPI will be measured and weighted
5. Evaluation Schedule: Timeline for regular check-ins, mid-term reviews, and final evaluation
6. Rating Scale: Definition of performance rating levels and their corresponding criteria
7. Development Plan: Identified areas for skill development and career growth
8. Feedback and Comments: Sections for both employee and supervisor comments
9. Acknowledgment: Signatures of employee, supervisor, and HR representative confirming agreement to the plan
1. Competency Framework: Detailed behavioral competencies specific to the role or level, used when organization follows a competency-based evaluation system
2. Performance Improvement Plan: Additional section for employees requiring specific performance enhancement measures
3. Compensation Linkage: Details of how performance outcomes link to salary increments or bonuses, included when performance is directly tied to compensation
4. Project-Specific Goals: For project-based roles or when specific project outcomes need to be evaluated
5. Team Performance Metrics: For managers or team leaders who are evaluated on team performance
6. Language Proficiency Requirements: For roles requiring specific language skills or in multinational organizations
7. Safety and Compliance Goals: For roles in industries with specific safety or regulatory requirements
1. Schedule A - KPI Calculation Methods: Detailed explanation of formulas and methods used to calculate each KPI
2. Schedule B - Competency Framework Details: Comprehensive description of each competency and their progressive levels
3. Schedule C - Performance Rating Guidelines: Detailed guidelines for assigning performance ratings with examples
4. Appendix 1 - Development Resources: List of available training programs, courses, and development resources
5. Appendix 2 - Performance Review Timeline: Detailed calendar of all performance-related activities and deadlines
6. Appendix 3 - Grievance Procedures: Process for addressing disagreements about performance evaluations
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