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Employee evaluation at the University of KH Bahaudin Mudhary Madura currently uses a separate method for giving assessments. Assessment of employees is carried out by superiors, subordinates and colleagues. Thus resulting in an assessment of existing employees to be not objective. Employee performance appraisal can later be used as a basis for establishing employee policies and leadership decision makers. This study raises a case that is evaluating employees based on the Personal Balanced Scorecard (PBSC) method. PBSC is a method that analyzes Key Performance Indicators (KPI) with a description of a person that includes four perspectives, namely Internal, External, Knowledge and Learning and Finance. Using the PBSC method in evaluating employee performance can help HR to assess employees objectively and without bias. [ABSTRACT FROM AUTHOR]

The aim of the study was to determine the effect of the application of the E-SKP assessment system and competence on performance with work discipline as an intervening variable in the Forestry and Environment Service of Papua Province. This is a quantitative study with 109 respondents. The results of the questionnaire were tabulated and analysed using Structural Equation Modelling (SEM) using the Smart PLS application. The results of the study are that E-SKP has a positive and significant effect on employee performance and work discipline. Work discipline does not mediate the relationship between E-SKP and employee performance. Competence has a positive and significant effect on employee performance. Employee work discipline. Work discipline does not mediate the relationship between competence and pawnshop performance. Work discipline has a negative and insignificant effect on the performance of employees of the Papua Province Forestry and Environment Service employees. [ABSTRACT FROM AUTHOR]