STRICTLY CONFIDENTIAL DIRECT SERVICE ROLE CLUSTER

PT. Trakindo Utama

2005

PENGELOLAAN KINERJA DAN PENGEMBANGAN

PERFORMANCE MANAGEMENT AND DEVELOPMENT

RUMPUN JABATAN LAYANAN LANGSUNG

DIRECT SERVICE ROLE CLUSTER

MASA PENINJAUAN (pilih satu) Tahunan Percobaan Awal Tahun

REVIEW PERIOD (check one) Annual Early Year
Probation

NAMA APRIYAN T SIRAIT NO. KARYAWAN T385/7385

NAME S.N./SAP

JABATAN SERVICE ANALYST

JOB TITLE

UNIT - LOKASI MANADO

UNIT LOCATION

DEPARTEMEN SERVICE DIVISI EI AREA

DEPARTMENT DIVISION

TGL. PENUNJUKAN TGL MULAI KERJA 01 SEPT’2003

DATE APPOINTED DATE EMPLOYED

ATASAN LANGSUNG FELIX BERMULI ATASAN BERIKUTNYA TEMA S MENDROFA

IMMEDIATE NEXT IN LINE

SUPERIOR

PENILAIAN PERAIH UTAMA X PERAIH

RATING HIGH PERFORMER
PERFORMER

MENINGKAT PENYERTA
DEVELOPING CONTRIBUTOR

PENYERTA TERBATAS
MARGINAL CONTRIBUTOR

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A. PENILAIAN KINERJA TERHADAP SASARAN

TOLOK UKUR YANG TELAH DITETAPKAN
PERFORMANCE APPRAISAL AGAINST
ESTABLISHED GOALS/BENCHMARKS

A1 KINERJA YANG DIRENCANAKAN

PLANNED PERFORMANCE

SASARAN TOLOK UKUR KOMENTAR ATAS SASARAN

GOALS
1 To handle warranty administration and
maintain warranty performance
2 To make schedule/planning of all 3500
sewatama overhaul and report data
3 To monitor SOS result and give advise
to all sewatama site coordinator
4 To monitor and advise customers to
perform outstanding PI/PSP
PERFORMANCE MEASURES COMMENTS ON GOALS (IF ANY)
Acceptance level > 95 %
Recovery level > 78 %
Labor hour < 15 %
All overhaul schedule/planning completed
on Q-1 and reporting data should be
completed 100 % after overhaul done
throughout 2005
1 day after SOS result received from HO
the customer should be received the
recommendation and action
All outstanding PI/PSP should be done
completely soon

A2 KINERJA SEBENARNYA - PENINJAUAN AKHIR TAHUN

ACTUAL PERFORMANCE - YEAR END REVIEW

SASARAN HASIL YANG DICAPAI KOMENTAR

GOALS RESULTS ACHIEVED COMMENTS
1 To handle warranty administration and Achieved warranty performance exellent result
maintain warranty performance Year to date November :
Acceptance level = 99 %
Recovery level = 87 %
Labor hour = 11 %
2 To make schedule/planning of all 3500 Able to make schedule/planning on Q-1 Good Achivement
sewatama overhaul and report data Achieved 75 % reporting data

3 To monitor and analize SOS result ,give Achieved monitor and analize SOS result, exellent result
advise to all sewatama site coordinator give advice to all sewatama site
coordinator 100 %

4 To monitor and advise customers to perform Able to monitor and advise customers to Good Achivement
outstanding PI/PSP perform outstanding PI/PSP 75 %

PENILAIAN / RATING
( Tandai satu pilihan saja secara tegas/check one only )

PERAIH UTAMA / HIGH PERFORMER

Pencapaian hasil-hasil jauh diatas yang dipersyaratkan oleh pekerjaan

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Achieves results well beyond job requirements

 Melampaui seluruh sasaran-sasaran

Exceeds all goals
 Secara teratur dan terus menerus memenuhi seluruh yang dipersyaratkan oleh pekerjaan standar kualitas yang sangat
tinggi.
Consistently meets all requirement of the job to highest standard

PERAIH / PERFORMER

Mencapai hasil-hasil yang dipersyaratkan oleh pekerjaan.

 Berhasil mencapai semua sasaran dan melampaui beberapa sasaran..

Exceeds some goals and meets all goals
 Secara teratur dan terus menerus memenuhi semua yang dipersyaratkan oleh pekerjaan dengan standar kualitas yang
tinggi
Consistently meets all requirements of the job to a high standard.

MENINGKAT / DEVELOPING

Mencapai sebagian besar hasil-hasil yang dipersyaratkan oleh pekerjaan dan meningkat secara baik sekali .
Achieves most results required of the job and is developing well.

 Mencapai sebagian besar sasaran-sasaran, tetapi tidak semua sasaran-sasaran

Meets some goals , but not all goals
 Memenuhi sebagian besar persyaratan kerja secara standar
meets most requirement of the job to standard.
 Secara aktif meningkatkan kinerjanya sendiri
Actively developing his own performance.

PENYERTA / CONTRIBUTOR

Mencapai sebagian besar tetapi tidak semua hasil-hasil yang dipersyaratkan oleh pekerjaan
Achieves most but not all results required of the job

 Mencapai sebagian besar sasaran-sasaran tetapi tidak semua sasaran.

Meets most goals but not all goals
 Memenuhi sebagian besar yang dipersyaratkan oleh pekerjaan standar.
Meets most requirements of the job to standard

PENYERTA TERBATAS / MARGINAL CONTRIBUTOR

Tidak mencapai hasil-hasil yang dipersyaratkan oleh pekerjaan

Does not achieves the results required of the job

 Tidak mencapai sebagian besar sasaran-sasaran

Does no meet most goals.
 Tidak memenuhi sebagian besar hasil yang dipersyaratkan oleh pekerjaan
Does not meets most requirements of the job..

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KOMENTAR ATAS KINERJA / PERFORMANCE COMMENTS

ATASAN LANGSUNG / Immediate Superior

He has achieved handle the warranty process and maintain warranty performance with exellent result

He able to perfom scheduling/planning of 3500 sewatama engine overhaul throughout 2005

He has achieved analize result of SOS and give advise to customers

He able to monitor and advise customers to perform outstanding PI/PSP

He should be more concerned to all of jobs that assigned to him

Tandatangan / Signature Nama / Name : FELIX BERMULI Tanggal / Date 7 Des’2005

ATASAN BERIKUTNYA / Next in line Superior ,

Tandatangan / Signature Nama / Name : Tema S.Mendrofa Tanggal / Date

KARYAWAN / Employee

› Menerima penilaian ini / Accept this assessment

 Tidak setuju atas penilaian ini / Disagree with this assessment

 Komentar / Comment:

Tandatangan / Signature Tanggal / Date

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B. RENCANA PENGEMBANGAN LAYANAN LANGSUNG

DIRECT SERVICE DEVELOPMENT PLAN

B1 KOMPETENSI / Competencies
PENINJAUAN AKHIR TAHUN / Year End Review.

TINGKAH LAKU YANG BIDANG YANG PERLU

KEMAMPUAN DIPERLIHATKAN DITINGKATKAN
COMPETENCY BEHAVIORS DEMONSTRATED AREAS FOR DEVELOPMENT
Berorientasi Pada Hasil Give good result and focus in standard
Results Orientation
Perhatian untuk bekerja baik atau berusaha
untuk mencapai standar yang luar biasa .
A concern for good work or tying to reach an
excellent standard.
Berorientasi Pada Pelayanan Pelanggan Give good reporting and analizing
Customer Service Orientation
Memusatkan pada pengertian dan pemuasan
kebutuhan dari Pelanggan
Focusses on understanding and satisfying the
requirement of the customer.
Berfikir Secara Analitis
Sanalytical Thinking Give suggest by analizing datas
Menganalisa Tugas-Tugas sampai pada hal
detail
Analyses Tasks into steps and solves
problems
Perhatian Akan Keteraturan Kualitas dan Make schedule and planning and follow
Ketepatan up the process
Concern for Order, Quality and Accuracy
Memberi perhatian akan hal-hal kecil
menyusunnya dan memastikan ketepatan
Paying attention to small details and ensuring
accuracy
Kepedulian Untuk Belajar Learn improved his knowledge by self
Commitment to Learning study
Bertindak untuk meningkatkan kinerja dirinya
melalui pengembangan diri.
Acting to improve own performance through
self development

Kerja Kelompok dan Kerja Sama Maintain team work with each other
Teamwork and Cooperation
Bekerja sama dengan yang lainnya secara
baik.
Working cooperatively with others.
Pengendalian Stress Able to work under pressure
Stress Management
Tetap tenang dalam keadaan tertekan
Keeps calm under pressure
Lainnya
Others

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STRICTLY CONFIDENTIAL DIRECT SERVICE ROLE CLUSTER

B2 RENCANA TAHUNAN PENGEMBANGAN DAN PELATIHAN

Annual Training and Development Plan

KEGIATAN PENGEMBANGAN YANG DIRENCANAKAN RAMPUNG/KOMENTAR

Development Activity Planned Completed/Comments
Plan to Conduct AFA 1 and 2 training Q-1 and Q-2 ‘2006 scheduled

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 STRICTLY CONFIDENTIAL DIRECT SERVICE ROLE CLUSTER

Performance Management and Development

Preparation for Performance Discussion / Review Persiapan untuk Diskusi/Peninjauan Kinerja

1 Employee prepares self assessment to give his manager to prepare for the assessment. He 1 Karyawan menyiapkan penilaian diriny
should assess his accomplishments against his performance goals, competencies, and persiapan untuk assessment. Ia haru
training and development plan . rencana pelatihan dan pengembangann

2 Immediate superior prepares Performance Management and Development form. He 2 Atasan langsung menyiapkan formulir P
completes : mengisi :
 Section A - Performance Appraisal Against Established Goals / Benchmarks  Bagian A - Peninjauan K
 Section B1 - Competencies, and ukur yang ditetapkan.
 Section B2 - Annual Training and Development Plan.  Bagian B1 - Kompetensi
 BagianB2 - Rencana Pelatih

3 Immediate superior discusses draft with next - in - line manager to finalize feedback and 3 Atasan langsung mendiskusikan kon
performance rating if appropriate, he discusses draft with Department Head/General merampungkan umpan balik dan penil
Manager mendiskusikan konsep dengan Kepala d

4 Immediate superior meets with Division HR Manager (if appropriate) to prepare for the 4 Atasan langsung selanjutnya menemu
performance discussion. mempersiapkan diskusi mengenai ki
The HR Manager is a resource for Competencies (Section B1) and the Training and masalah kompetensi (Bagian B1) serta
Development Plan (Section B2)

5 Immediate superior finalizes and signs the final form, next in line manager adds comments 5 Atasan langsung mengisi umpan balik k
and signs forms. Penilaian hanya dilakukan atas dasar
Rating based on Section A only. Next in line manager signs form and adds comments. formulir dan menambahkan komentar.

During the Performance Discussion / Review Selama Diskusi / Peninjauan Kinerja Berlangsung
6 Immediate superior meets with employee for a full 6 Atasan langsung akan bertemu dengan karyawan untuk berdiskusi secara meny
discussion on performance goals, competencies and rencana pelatihan dan pengembangan.
training and development plan.

7 Employee indicates his agreement / disagreement with the 7 Karyawan menyatakan persetujuan / ketidak setujuannya atas peninjauan dan pe
assessment and adds his comments.

Following the Performance Discussion / Review Setelah Diskusi / Peninjauan Kinerja

8 Performance Reviews are forwarded to the Division HR 8 Hasil Peinjauan Kinerja disampaikan kepada Manager SDM Divisi.
Manager

9 Competency Development Areas, and the training and 9 Bidang bidang Kemampuan serta rencana pelatihan dan pengembangan harus
development plan should be followed up with future masa mendatang oleh atasan langsung.
development activities by the immediate superior.

10 Performance Rating is one input to the salary 10 Nilai Kinerja hanya merupakan salah satu masukan untuk pengusulan gaji.
recommendation. Other inputs are experience, job grade, adalah pengalaman, tingkat jabatan dan posisi dalam tingkat jabatan tersebut.
and position in job grade.

11 Performance Reviews will be utilized as one input in the 11 Peninjauan-peninjauan Kinerja akan digunakan sebagai salah satu masukan d
assessment of individuals potential ( Succession Planning). Peremajaan)

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