Someone is said to have certain competency when he or she can perform all behaviors as described in the indicators of behavior (see the competency dictionary). If it has been incomplete yet, he or he will stand at the lower level of competency.

Evaluation on competency will be conducted by assessors by using the OCD module facility (online). The mechanisms are divided into two, namely general and managerial soft competency evaluation and technical competency evaluation.

• General and Managerial Soft Competency Evaluation

For the level of assistant manager and above, the evaluation will be conducted by using a 360 degree system, in which the superiors, subordinates, colleagues and customers (internal) will do the evaluation. If the number of each evaluating team (subordinates, colleagues and customers) is more than 1 (one), the system will randomly choose the evaluator. Each evaluator will receive a password to enter into the system of evaluation, in which the guideline of evaluation is also mentioned more detailed.

• Specific Competency Evaluation

In accordance to the PR mechanisms, the specific competency evaluation is under the responsibility of the superior (supervisor at least). According to the ISO audit, the evaluation is conducted by using the method of interview, observation or field checking (portfolio) by the teams of evaluators headed by related superiors. HR will also participate as member of the evaluating team.