Secretary Evaluation Form Template for Indonesia
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What is a Secretary Evaluation Form?
The Secretary Evaluation Form serves as a crucial tool for performance management and professional development in Indonesian organizations. This document is specifically designed to assess secretarial and administrative professionals' performance in accordance with Indonesian labor laws and regulations, particularly Law No. 13 of 2003 on Manpower and Minister of Manpower Regulation No. 152 of 2013. The form should be used for regular performance reviews (typically semi-annual or annual) and provides a systematic approach to evaluating both technical competencies and soft skills. It includes sections for objective assessment, goal-setting, and development planning, making it suitable for career progression and compliance with Indonesian employment standards.
Frequently Asked Questions
Is a Secretary Evaluation Form legally binding under Indonesian labor law?
Yes, Secretary Evaluation Forms are legally binding documents under Indonesian labor law when properly executed. They must comply with Law No. 13 of 2003 on Manpower and Minister of Manpower Regulation No. 152 of 2013. The evaluation results can be used for employment decisions including promotions, salary adjustments, or disciplinary actions, making them enforceable legal documents.
Can I terminate a secretary in Indonesia without proper evaluation documentation?
No, terminating a secretary without proper evaluation documentation violates Indonesian labor law requirements. Law No. 13 of 2003 mandates documented performance assessments before disciplinary actions or termination. Missing or incomplete evaluation forms can result in wrongful termination claims, mandatory reinstatement, and compensation payments to the employee.
How often must secretary evaluations be conducted under Indonesian law?
Indonesian labor law requires regular performance evaluations, typically conducted annually or semi-annually as specified in employment contracts. Minister of Manpower Regulation No. 152 of 2013 emphasizes systematic assessment procedures. Employers must maintain consistent evaluation schedules and document all assessments to comply with legal requirements and support fair employment practices.
How is a Secretary Evaluation Form different from a general employee performance review in Indonesia?
Secretary Evaluation Forms focus specifically on administrative and secretarial competencies such as document management, communication skills, and confidentiality handling, while general performance reviews assess broader job functions. Under Indonesian law, secretarial positions often require specialized evaluation criteria due to their access to confidential information and specific administrative responsibilities outlined in job descriptions.
How long does it typically take to complete a Secretary Evaluation Form in Indonesia?
A comprehensive Secretary Evaluation Form typically takes 2-4 weeks to complete properly in Indonesia. This includes 1-2 weeks for performance observation and data collection, followed by 1-2 weeks for evaluation completion and employee feedback sessions. The timeline ensures compliance with Indonesian labor law requirements for thorough and fair assessment processes.
Can evaluation results be challenged by secretaries under Indonesian labor law?
Yes, secretaries have the right to challenge unfair evaluation results under Law No. 13 of 2003 on Manpower. Employees can file complaints with local labor offices or pursue dispute resolution through Indonesian labor courts. Employers must provide clear evaluation criteria, evidence-based assessments, and opportunities for employee response to prevent successful legal challenges.
Why do Secretary Evaluation Forms get rejected by Indonesian labor authorities?
Common rejection reasons include lack of objective evaluation criteria, failure to provide employee feedback opportunities, inconsistent application across similar positions, and missing signatures or dates. Indonesian labor authorities also reject forms that don't align with job descriptions or fail to meet Minister of Manpower Regulation No. 152 of 2013 requirements for systematic performance assessment procedures.
About the Secretary Evaluation Form
A Secretary Evaluation Form is a structured assessment tool that helps you evaluate the performance of secretarial and administrative staff in accordance with Indonesian employment laws. This document provides a systematic approach to measuring job performance, identifying development areas, and ensuring compliance with legal requirements under Indonesia's comprehensive labor framework.
When do you need this document?
You need this evaluation form when conducting regular performance reviews for secretarial staff, typically on a semi-annual or annual basis as required by Indonesian labor standards. It's essential during probationary period assessments, promotion considerations, salary reviews, and when documenting performance issues that may lead to employment decisions. The form is also crucial when establishing performance improvement plans or preparing for career development discussions with administrative professionals. Additionally, you'll need this document to comply with Indonesian labor law requirements for maintaining proper employee assessment records.
Key legal considerations
The evaluation must align with competency standards outlined in Minister of Manpower Regulation No. 152 of 2013, which defines specific requirements for administrative and secretarial positions. Your assessment criteria should reflect fair and objective measures that comply with anti-discrimination provisions under Indonesian labor law. The form must include clear rating scales and measurable performance indicators to ensure transparency and legal defensibility. You should document all evaluations thoroughly, as these records may be required during employment disputes or regulatory inspections. The evaluation process must also respect employee rights to feedback and development opportunities as guaranteed under Law No. 13 of 2003 on Manpower.
Legal requirements in Indonesia
Under Indonesian law, performance evaluations must be conducted fairly and without discrimination based on gender, religion, race, or other protected characteristics. Law No. 13 of 2003 on Manpower requires employers to provide clear job descriptions and performance expectations that align with evaluation criteria. The recent Law No. 11 of 2020 on Job Creation has introduced additional requirements for documentation and employee consultation during performance reviews. Government Regulation No. 35 of 2021 mandates specific procedures for evaluating fixed-term employees and outsourced workers in secretarial roles. Your evaluation form must include provisions for employee feedback, signature acknowledgment, and development planning to meet Indonesian regulatory standards. All assessment records must be maintained for the duration of employment plus additional periods as specified by Indonesian labor authorities.
GOVERNING LAW
Applicable law
This Secretary Evaluation Form is drafted to comply with Indonesia law. Key legislation includes:
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