HRMIS General Values ​​- Scores & Evaluation Methods

HRMIS Shared Scores – Scores & Assessment Methods is an important component of the MyPerformance system through ( which is used to assess the behavior and professionalism of civil servants through a 360 degree evaluation method.

Through 15 assessment items and a specific score scale, the Punyya Value helps provide a comprehensive picture of the performance of an Assessed Officer (PYD).

Introduction to HRMIS Shared Values

Common Value is a form of 360 degree assessment. The maximum score that can be achieved by each assessor is 55 marks, while the minimum score is 11 marks.

The total raw score obtained by P3P will be converted into a score of 1-10. For the purposes of PYD intervention or development programs, the final score obtained based on the P3P assessment results will be displayed and compared with the final self-assessment score.

HRMIS Shared Values ​​Procedure

Step 1 – PYD carries out self-evaluation until the ranking is complete.

Step 2 – PYD carries out assessments as P3P to the officers assigned to him until completion.

Step 3 – Status completed assessment*.

*The evaluation submitted is final and cannot be changed.

Process Flow Chart

Items and Rating Scales

Common Value includes fifteen (15) evaluation items that evaluate the behavior of an Officer Under Evaluation (PYD). Each item is evaluated using a Likert scale with five (5) answer choices representing a score of 1 to 5.

Rating Scale:

• Never (Never) – 1
• Rarely (Rarely) – 2
• Sometimes (Sometimes / Seldom) – 3
• Frequently (Very Frequently) – 4
• Very Often (Always) – 6

Evaluation Items:

1. Provide equal treatment to all parties
2. Be willing to admit mistakes and errors
3. Able to collaborate with other individuals so that task/organization goals are achieved
4. Convey or share information related to current tasks within the team/organization
5. Willing to receive advice, views and suggestions
6. Respect others
7. Understand the feelings and needs of others
8. Use work time wisely to complete tasks
9. Didn’t choose work
10. Able to control emotions when facing difficult and difficult situations
11. Implement the work code of ethics established by the department in the assignment
12. Do not come to work without permission
13. Creating sexual harassment in the workplace
14. Abusing his position as a civil servant
15. Behavior that can damage the image of public services

Achievement Category

Score	Category	Implications
95 – 100%	Significantly Exceeded Target (ST)	– Pass one of the initial selections for the Competency and Potential Assessment – Certified annual salary movements
85 – <95%	Exceeding Target Exceed Target (ET)	– Pass one of the initial selections for the Competency and Potential Assessment – Certified annual salary movement
75 – <85%	Achieving Target On Target (OT)	– Pass one of the initial Competency and Potential Assessment screenings with a performance score of 80% or above – Certified annual salary movements
<75%	Did Not Meet Target (BT)	– Given a period of 6 (six) months for special performance evaluation before termination of special services before termination of services for performance value less than 70% – Certified not to be given annual salary movements

The total raw score obtained through P3P will be converted into a score between 1 and 10. For the purposes of PYD intervention or development programs, the final score of the P3P assessment will be displayed and compared with the final score of the self-assessment.

Tutorial on how to fill in general values

Here’s a complete tutorial on how to fill in general values ​​in HRMIS:

1. How to Maintain a General Grade Table – Special Session

2. Maintain P3P

3. P3P evaluation

4. Check Evaluation Status

When the Score is Low, What Should You Do?

If today you feel too tired, frustrated, or sad after seeing your General Value score:

1. Pause. Exit HRMIS.
2. Inhale slowly.
3. Drink water or take a short walk away from the screen.
4. If there’s someone you trust, talk.
5. If you can’t talk, just write on the phone — it’s enough to lighten the load on your chest.

The most important:
Don’t hold back until your own heart burns slowly just because of one score.

Similarity values ​​can be discussed again. The results can be reviewed. The system can be fought to be fairer. It’s a long term job.

But while waiting for the system to change, one thing you need to take care of is your mental health and self-esteem.

Scores may fluctuate annually. However, your value as a human being, as a civil servant who serves society is much greater and is never determined by a single number in the system.

Frequently Asked Questions – General HRMIS Values

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