(Draft) Bubu Prdf Ga

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PT. BUBU KREASI PERDANAPerformance Review & Development Form

(Staff & Supervisory Level)

No:

Effective:June !"#

Period Covered by This Review:

From (0!"# U$%i& ('!"#

Nme : B)*+E$d Pro,rmmer Dire)% S-ervisor : Dd$ Rmd$

Em&oyee ID. No : Posi%io$ Ti%&e : IT /$,er

Posi%io$ Ti%&e : B)*+E$d Pro,rmmer S-erior o Dire)% S-ervisor : Bmb$, 1i%oyo

Div.! De%. : IT Posi%io$ Ti%&e : 2e$er& /$,er

The -rose o %his erorm$)e ris& ro)ess is %o:

"$ %otivate employee for performance improvement$$ o measure t'e effectiveness of employees competency comparin wit' competencys position re*uirement$

+$ ,nform employee a-out performance rewar. principle an. .evelopment proram$

#$ ,mplement t'e fairness principle in evaluatin employees level of wor/in result an. effectiveness of competency t'rou'open0 transparency0 two way an. interactive communication -etween employee an. .irect supervisor$

1$ ,mplement re*uirement active role of employee an. .irect supervisor for evaluation as follows:

- Direct Superior Role: -uil. an. create oo. atmosp'ere .ue to motivation en'ancement0 competency .evelopmentan. performance improvement$

- Employee Role: 2ommunicate aspiration0 self3potential .evelopment0 an. opportunity to improve competency as wellas performance$

Pro)ed-re:

/I3EST4NE ACTI4N SECTI4N PR4CESS 41NER

Performance4-5ective Settin

(January)

• 2omplete Employee Details

• Settin an. aree on performance

o-5ectives for t'e year$

2over pae

" 6 7ey Performance,n.icator (7P,)

Direct Supervisor8Employee


%i.39ear Review

(July)

• Review 7P, w'et'er a.5ustment is

re*uire.$ men. an. .ocument 7P,if t'ere are any c'anes$

• 2oac'in & counsellin on year3to3

.ate performance

• %onitor .evelopment plan

implementation$

" 6 7ey Performance,n.icator


Direct Supervisor

Direct Supervisor

9ear En. Review(Decem-er)

• Self3assessment prior to final

performance review wit'supervisor8employee

• Performance Review Discussion

• 2omplete Ratin an.

Summary82omments

• pproval from Superior of Direct

Supervisor

• Forwar. to ;R

"0 0 +: 7P,0 <e'aviour2ompetency0 PerformanceRatin

+ 6 Ratin

# 6 Summary0 2omments& pproval



Superior of DirectSupervisor8 Direct

Supervisor8Employee

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No:

Effective:June !"#

Do)-me$%5s F&ow (i$ 6rd Coy#:

Employee Direct Supervisor Superior of Direct Supervisor ;R Employee0 Direct Supervisor & ;R Personnel File

SECTI4N : KE7 PERF4R/ANCE INDICAT4R (KPI#

R%i$, S)&e+ 1or*i$,Res-&%s

S)ore Dei$i%io$

;,?; PERF4R%N2E

(;P)+

/ee%s $d E8)eeds performance re*uirements -y [email protected] -usiness tarets over an. a-ove 5o- accounta-ilitiesconsistently$ 2lear evi.ence t'at most role accounta-ilities0 5o- s/ill re*uirements an. all aree. o-5ectives 'ave -eenstretc'e. -eyon. e@pectations to a.. value to t'e -usiness0 eit'er sinle 'ea.e.ly or t'rou' ot'ers$ Depen.in onrole0 .emonstrates stron manaement capa-ility$

EFFE2,=E

(E)

S-))ess-&&y /ee%s re*uirements of performance -y consistently .eliverin -usiness tarets in line wit' 5o- roleaccounta-ilities$ 2learly .emonstrates owners'ip of all role accounta-ilities & s/ill .evelopment nee.s w'ile.eliverin all aree. o-5ectives to e@pectations$ lways ac'ieves -usiness results0 wit' some variance0 eit'er sinle'ea.e.ly or t'rou' ot'ers$ Depen.in on role0 .emonstrates manaement capa-ility$

NEED ,%PR4=E%EN

(N,)"

Res-&%s re9-e$%&y do $o% mee% %he s%%ed obe)%ive(s#. Performance re*uires fre*uent monitorin an. su-stantial.irection from t'e manaer$ performance improvement plan must -e .evelope. an. sustaine.$ Sinificantimprovement must -e imme.iately .emonstrate.$

4be)%ives ;S Res-&%s

4be)%ives: List ma5or o-5ectives in priority or.er$ 4-5ectives s'oul. -e -ase. on /ey 5o- re*uirements t'at specify role e@pectations$ Ensure t'ey arespecific0 measure.0 actiona-le an. time -oun. (S%R)$ Auantify o-5ectives w'enever possi-le$ Do not foret to assin taret .ates for completion$

Res-&%s: State actual results for eac' o-5ective in terms of *uality an. completeness of results0 use of resources0 time re*uirements an. .eree of

supervision re*uire.$ ,n a..ition0 comment on any unusual con.itions -eyon. t'e employees control t'at may 'ave 'elpe. or 'in.ere. performance$Employee an. manaer s'oul. specify 'ow results met0 [email protected]. or faile. to meet /ey o-5ectives an. performance e@pectations$ Eac' assins a ratinusin t'e ratin .efinitions s'own a-ove$

4B<ECTI;ES

1EI26TIN2FACT4R

(=#

RESU3TS RATIN2

AC6IE;E/ENTS ;ARIANCESSE3F DIRECT

SP;

"$ Deliver .ata or services re*ueste. -y t'efront3en. user (internal an. e@ternalcustomer) t'rou' prorammatic means intimely manner$2reate an. maintain t'e entire -ac/3en.0

w'ic' consists of t'e core application loic0

.ata-ases0 .ata an. application interation0P, an. ot'er -ac/3en. processes$

+!B Self:

%anaer:

Self:

%anaer:

$ ppropriately con.uct *uality c'ec/ -yperformin testin an. .e-uin of -ac/3en. application or system$

!B Self:

%anaer:

Self:

%anaer:

+$ Cn.erstan. an. continue to -e up.ate. wit't'e latest .evelopments of we- tec'noloy &e@plain to all internal au.iences & assist ine@plainin to e@ternal au.iences$

"1B Self:

%anaer:

Self:

%anaer:

#$ -le to provi.e .evelopment effort re*uire.0estimates wor/ effort0 an. communicatesmilestones & results$

1B Self:

%anaer:

Self:

%anaer:

1$ -ility to wor/in in a team settin (ccount02reative0 Stratey0 an. ,)$

"!B Self:

Self:

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No:

Effective:June !"#

%anaer:

%anaer:

1EI26TED A;ERA2E SC4RE

No%e: 9ou can a.. 4<JE2,=E as re*uire. 'owever0 it is recommen.e. t'at we focus on not more t'an five /ey o-5ectives

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No:

Effective:June !"#

SECTI4N ': BE6A;I4URA3 C4/PETENC7

RATIN2 SCA3E >EFFECTI;ENESS 4F

C4/PETENC7S)ore Dei$i%io$

;,?; PERF4R%N2E(;P)

+Ro&e /ode& 6 reconie. e@pert an.8or role mo.el to peers an. ot'ers$ 2onsistent0 notewort'y e@amples of-e'aviour -ein e@'i-ite.$

EFFE2,=E(E)

4%e$ 6 fre*uently e@'i-its t'e -e'aviour in a wi.e variety of situations$ Stron personal strent'$ ;owever0 notentirely consistent$

NEED ,%PR4=E%EN

(N,)"

Rre&y 6 rarely .emonstrates t'is -e'aviour effectively$ Level of a-ility in t'is area is an o-stacle to 'is8'er overalleffectiveness$

C4RE

C4/PETENCIES

P4SITI4N RE?UIRE/ENT E/P347EE RE?UIRE/ENT RATIN2

BE6A;I4UR BE6A;I4UR SE3F DIRECT SUPER;IS4R

ENDN2E NDPCN2CL,9

Relia-le0 consistent atten.ance is are*uirement an. essential function ofall staff positions$ Employees aree@pecte. to -e punctual an..epen.a-le in or.er to meet t'e nee.sof t'eir .epartment an. t'e company$'en employees are a-sent or tar.y0

wor/ an. service are interrupte. an.an a..itional -ur.en is place. oncolleaues$ tten.ance an. relia-ilityare important factors in evaluatin

in.ivi.ual performance an. continue.employment$

• 2omin to office on time in

accor.ance to companypolicy

• rrive in every meetin

(internal an. e@ernal) ontime

• Proactively inform in a.vance

if will -e a-sent or late

2omments: 2omments:

RES,SEN29 4PRESSCRE ND2;N?,N?

S'ow .versity ,ntellience (tenacious)an. Emotional ,ntellience (empat'y0fle@i-le0 sta-le) in facin transformationof situation an. pro-lem an. s'ow t'e-est performance in 'i'3pressurecon.ition rat'er t'an -lamin ot'ers 8transformation itself

• -ility to manae emotion an.

t'in/ loically in 'i'pressure situations(especially .urinmeetins an. .iscussions)an. in c'anin (.ynamic)environment

• -ility to wor/ effectively

un.er .ea.lines an. 5ule severalassinments

simultaneously

2omments: 2omments:

PLNN,N? &24NR4L

lways startin wit' plannin an.consi.er furt'er on result i.entify t'eo-5ective an. action plan0 .etermine

wor/ of priority an. sc'e.ule to ensuret'e effectiveness of source an. timeconsumin

• s <ac/3En. Prorammer0

wor/s wit' structure$Deliverin accor.in toplan$

• Demonstrate fle@i-ility an.

a-ility to a.apt to sc'e.ulec'anes$

• 2reatively -e a-le to

recommen. effectivesc'e.ules

2omments: 2omments:

2CS4%ER SER=,2E 'e willinness to focus effort on.eliverin to customer nee.s$

• ptitu.e to .evelop an.

maintain stron wor/in

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No:

Effective:June !"#

4R,ENED

G2ustomers inclu.e -ot' e@ternal an.

internal customers$ ,t involves wor/in wit' customers to -etter un.erstan.an. anticipate t'eir nee.s0 an.e.ucatin customers a-out t'e fullrane of <u-u pro.ucts an. servicesavaila-le

relations'ips wit' -ot'

internal an. e@ternalsta/e'ol.ers

• lways protect an. maintain

<u-us positive imaeinternal (to ot'eremployees) an. e@ternal<u-us oraniation (topartners0 customers0 an.ot'er sta/e'ol.ers)

2omments: 2omments:

E2;N,2L <,L,9

'e willinness to pursue t'e/nowle.e proress an. e@perience int'e latest s/ill t'at relate. to position

• Demonstrate e@perience an.

a passion for t'e we-tec'noloy universe

• Cp.ate. wit' t'e latest

.evelopments of we-tec'noloy

2omments: 2omments:

E% %N?E%EN& 242;,N? @

Effective .eleation an. support0 a-leto manae team to perform0 at'erin& s'arin information for t'e collectivelearnin of .ivision0 leverae in.ivi.uals/ills an. collective talent0 provi.estimely an. constructive fee.-ac/ an.appraisal0 .emonstrate lea.ers'ip &acts as a role mo.el$

• N8

A;ERA2E SC4RE

No%e: 3 2omment is man.atory w'en employee an.8or .irect supervisor rate N, on any competencies- @ 4nly fille. -y employee w'o 'as su-or.inate

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No:

Effective:June !"#

SECTI4N : 4;ERA33 PERF4R/ANCE RATIN2

CRITERIA(1EI26TED# A;ERA2E SC4RE

SE3F DIRECT SUPER;IS4R

7E9 PERF4R%N2E ,ND,24R (7P,)

<E;=,4CRL 24%PEEN29

4;ERA33 PERF4R/ANCE RATIN2 (A!B!C!D!E#(See t'e matri@ of performance ratin -elow)

INDI;IDUA3 DE;E34P/ENT

(See t'e matri@ of in.ivi.ual .evelopment -elow)

Dis)&imer:P%DS Score of Direct supervisor will -e consi.ere. as final score$ S'oul. t'ere -e any .isareement of P%DS score0 it is Direct Supervisorsresponsi-ility to communicate it to Superior of Direct Supervisor in or.er to resolve it$

RATIN2

/%ri8 o Perorm$)e R%i$,

/%ri8 o I$divid-& Deve&ome$%

PR,=E & 24NF,DEN,L Pae H of >

Behvio-r&Come%e$)y

C

(C#

"70 +2

(B#

70 +2

(A#

+70 +2

(D#"70 2

(C#70 2

(B#+70 2

(E#"70 "2

(D#70 "2

(C#+70 "2

(#

6i,hPerorm$)e

R%i$,s:

(A# E@ceptional performance(B# Stron performance0 [email protected] re*uirement(C# Fully meet e@pectations(D# %eet performance stan.ar.0 wit' some .evelopment nee.s(E# Does not meet performance stan.ar. an. re*uires sinificant

.evelopment

('#Ee)%ive

(#Need

Im roveme$%

KPI(#

6i,hPerorm$)e

('#Ee)%ive

(#Need

Im roveme$%

Behvio-r&Come%e$)y

C

(#6i,h

Perorm$)e

(#Need

Im roveme$%

('#Ee)%ive

2 <

F E D

, ; ?

R%i$,s:(A# %ore Responsi-ility(B# rain0 Develop0 %ore Responsi-ility(C# 2ouc' & Develop0 Learn Role =$S$ 2apa-ility(D# rain0 Develop0 %ore Responsi-ility(E# rain & Develop(F# rain0 Develop0 ,mprove Performance(2# 2ounsel0 2oac'0 Develop(6# 2ounsel0 rain0 Develop

( I # ssess0 2ounsel0 Sanction

(#6i,h

Perorm$)e

('#Ee)%ive

(#Need

Im roveme$%

KPI





No:

Effective:June !"#

SECTI4N ": SU//AR7 C4//ENTS APPR4;A3

Provi.e summary comments on Employees overall performance$ 2apture /ey strent's to leverae an. areas for .evelopment t'at willincrease Employees a-ility to perform$

Em&oyee5s s%re$,%hs: Filled by Direct Supervisor after discussion session with employee

Co)hi$, Deve&ome$% Ares: Filled by Direct Supervisor after discussion session with employee

S-erior o Dire)% S-ervisor5s Comme$%s:

Prered by:

EmployeeName 8 Position itle Sinature Date

Aroved by:

Direct SupervisorName 8Position itle Sinature Date

Reviewed by:

Superior of Direct SpvName 8 Position itle Sinature Date

;eriied by:

;R DeptName 8 Position itle Sinature Date

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