Preparation of employee performance assessment with a combination of management by objective and behaviorally anchor rating scale

Abstract

PT XYZ is an independent power producer (IPP) and green energy company that provides energy for the needs of non-public sector end users. PT XYZ has the vision to become a company that provides professional customer satisfaction and the concept of good governance. PT XYZ also has a mission to provide quality service and customer satisfaction as well as to achieve added value to all related parties. The majority of the employee sample stated that there was a discrepancy between expectations and reality regarding performance appraisal. This study aims to design and assess the performance of PT XYZ employees. The research is oriented towards achieving the vision and mission by combining the Management by Objective (MBO) and Behaviorally Anchor Rating Scale (BARS) methods and processing them using the AHP and 360-degree Feedback methods and the final evaluation using a traffic light system. From the results of measuring the performance of PT XYZ. The results of the design of employee performance get different sub-criteria for each position. Based on the results of the assessment, the coordinator gets a good performance rating which will be given an incentive appreciation, the staff gets a disappointed performance rating and this will be given the second level of the reminder letter, the technician gets an excellent performance rating which will be given an appreciation in the form of a promotion, the administrator gets an intermediate performance rating that needs to be evaluated by superiors, and the last operator with a poor performance rating, and will be given the third level of a reminder letter. The results of the design will be used as a reference so that the assessment is more objective and focused.