I.

A. Form Kesepakatan Kinerja untuk Tahun Fiskal ...

Nama
Posisi
Dept/Proyek
Nama Atasan Langsung
Tanggal Kesepakatan
Tanggal review kinerja
pertama
(3 bulan setelah
tanggal kesepakatan)
Tanggal review kinerja kedua
(6 bulan setelah tanggal
kesepakatan)

XXXX
Manager YYYY
ZZZZ
AAA
5 Oct 2011
6 Jan 2012
6 April 2012

Tanda tangan staf

Tanda tangan atasan langsung
Tanggal review kinerja ketiga
(9 bulan setelah tanggal
kesepakatan)
Tanggal review kinerja
akhir/tahunan (12 bulan
setelah tanggal kesepakatan)

4 Juli 2012
4 Oct 2012

A. Tujuan Kinerja
Inisiatif

Indikator
Kinerja

Target

Bobot

Keterangan

(yang berkontribusi pada

pencapaian tujuan strategis
organisasi)
1.

Improve Staff
Effectiveness by
developing factors of
staff satisfaction and
productivity.

1. Availability of
standard MT
Program Process,
tools, and
trainer/facilitator.

All MT Programs in place by Feb 2012

5%

(Based on CSI: Improving

Staff Effectiveness
Related Corporate KPI :
L.1.1. Staff Satisfaction
Index
L.1.2. Staff Performance
Index)
2. Optimization of
online
assessment for
selecting
targeted job
position.

50% of ADP staff (+/- 120) is assessed using

online assessment

5%

3. Completion of
capacity building
material and
deliveries
focusing on ADP
and NRD based
on CBHRM
model.

25% competencies for ADP and NRD is

addressed by related CB program

5%

4. Deployment of
competency
profiles for all
positions.

All staff positions will have competency profile

by the end of FY12

5%

A. Tujuan Kinerja
Inisiatif

Indikator
Kinerja

Target

Bobot

Keterangan

(yang berkontribusi pada

pencapaian tujuan strategis
organisasi)

5. Individual
competency
assessment for
ADP, NRD and
NO Managerial
positions.

12 ADP/NRD/NO managerial staff will be

assessed by Assessment Center

5%

6. Deployment of
Learning
Management
System (LMS) to
enhance process
and tools
capability of CB.

All learning activities can be registered and

managed in LMS by Jan 2012

5%

7. Optimization
effective process
of Performance
Agreement,
Individual Plan,
and Performance
Appraisal.

CFP process and its process for managerial level

staff can be facilitated and automated by online
performance management system (starting
from

5%

8. Developed and
implemented
orientation
program for
managerial level

All standard managerial level orientation

program and its material will be in place by the
end December 2011

5%

A. Tujuan Kinerja
Inisiatif

Indikator
Kinerja

Target

Bobot

Keterangan

(yang berkontribusi pada

pencapaian tujuan strategis
organisasi)
2.

Develop servant
leadership styles and
management
capabilities focusing on
the aspect of
developing others

1.

Completion of CB
program for
managerial and
leadership
development.

A series of standard CB program material for

managerial and leadership development is
developed and distributed by the end of Q3
FY12

8%

2.

Provide
opportunities of
learning
development
and exposure for
the best
talented staff.

5 best talent staff have exposure CB program

8%

3.

Availability of
integrated
system for
Performance
Agreement,
Individual Plan,
and Performance
Appraisal.

all process and tools for Staff Performance

available for all positions by June 2012

8%

(Based on CSI: Develop

Servant Leadership &
Management
Capabilities
Related Corporate KPI :
L.3.1. Leadership Index
based on 360 degree

A. Tujuan Kinerja
Inisiatif

Indikator
Kinerja

Target

Bobot

4.

SMT facilitation
in developing
and maintaining
talented staff.

all managerial level staff have been trained for

CFP by March 2012

8%

5.

SMT and
Managerial level
in NO have
ability in
coaching and
mentoring
competency
(Developing
Others)

25% managerial and leadership competencies

have been addressed by CB programs

8%

Surveys are conducted as scheduled (Oct-Nov)

Self Review document completed by the end of
Dec 2011

10%

Keterangan

(yang berkontribusi pada

pencapaian tujuan strategis
organisasi)

3. WVIDN Self-ReviewTeam

1. Completion of
Self-Review
documents and
other
deliverables as
required by
partnership

Total Bobot

B. Tujuan Kinerja
Rutin

Indikator
Kinerja

1
(100%)

Persentase
Kinerja Inisiatif
(A) = 50%

Target

Bobot

Keterangan

Report provided not later than date 23 of each

month and accepted by supervisor

10%

(berdasarkan job desc)

1.

Provide a routine report

and updated activities
through MMR of YYYY
Unit

Report on time and

in-full

II. A. Form Rencana Pengembangan Individu

C. Tujuan Pengembangan

Kegiatan pengembangan
kapasitas

Bobot

Keterangan

CORE CAPABILITIES COMPETENCIES

Achieving Capabilities:
1. Semangat untuk Berprestasi
Dimensi A Intensitas dan
Kelengkapan
2. Semangat untuk Berprestasi
Dimensi B Dampak Prestasi
3. Komitmen terhadap Organisasi
4. Empati
Thinking Capabilities:
1. Berpikir Analitis
2. Berpikir Konseptual
3. Pemahaman Identitas dan
Pelayanan Organisasi
4. Semangat untuk Berprestasi
Dimensi C Derajat Inovasi
Self-Managing Capabilities:
6

C. Tujuan Pengembangan
1. Keterampilan Mengintegrasikan
Kesaksian Kristiani ke dalam
Pelayanan Organisasi
2. Integritas
3. Mengembangkan Orang Lain

4. Keseimbangan Kehidupan Kerja

Relationship Capabilities:
1. Membangun Hubungan

Kegiatan pengembangan
kapasitas

Bobot

Practicing CFP model

Getting feedback from subordinate
Reading relevant books (and may be
combined with an advanced Coaching
training)

15%

Attend relevant training on

Membangun Hubungan
(Realationship Building) competency

15%

Keterangan

2. Fleksibilitas
3. Mempengaruhi

Attend relevant training on

Mempengaruhi (Influencing)
competency
Kompetensi Pendukung dan Kompetensi Bidang:
1. Pelatihan dan Pengembangan
Attend advanced/certified workshop on
SDM
training and development program. It
could be in distance learning mode
2. Manajemen Kinerja
Benchmark/attend relevant HR forums
3. Pengembangan Organisasi
Attend organization development
training program. It could be in
distance learning mode
Total Bobot

25%
25%
20%
1
(100%)

Persentase Kinerja Pengembangan

Individu (C) = 10%