<![CDATA[ABSTRACTBackground: The main product of Rasyida Medan is haemodialysis treatment that is being responsible of Medical Department, which are Medical Manager, HD room head, HD vice room head, Doctor, Nurse, CAPD, CIMINO, Rontgen and USG, so it must be carried out supervision and performance appraisal well. But there are concern over non-objective supervisor assessments and the performance appraisal document is not based competency. While the competencies necessary to describe the knowledge, abilities, skills and other characteristics needed to do the job. Therefore, we need Spencer competency-based 360º Performance Appraisal System design on Medical Department Rasyida Medan.Objective: To identify competencies of Medical department, so that it has accurate competency mapping, increasing the effectiveness and efficiency of recruitment, education, training and promotion.Methods: This qualitative research is done on March - September 2013. The 21 person participants are chosen based on theory, employee that have Superior and Average performance (2:1.5) and their supervisor. The data collecting by group interview with thematic analysis.Results: Each of Medical Department parts has a level of medical competence and weights vary according to the level of interest in the job. The resulting competence poured into Behavioral codebook and the competency- based 360º Performance Appraisal Sheets.Conclusion: Core competencies are the impact and influence, interpersonal understanding, self-confidence, self-control, organizational commitment, expertise, customer service orientation, teamwork, analytical thinking, conceptual thinking, initiative, flexibility, and directive. Keywords: 360º Performance appraisal, doctor, nurse, haemodialysis, Spencer competency ABSTRAKLatar Belakang: Produk utama klinik Rasyida Medan adalah pelayanan Hemodialisa yang ditanggung jawabi bagian Medis, yaitu Manager Medis, Kepala Ruang HD, Wakil Kepala Ruang HD, Dokter, Perawat, CAPD, CIMINO, Rontgen dan USG, se- hingga harus dilakukan pengawasan dan penilaian kinerja dengan baik. Tetapi muncul kekhawatiran ketidak-objektifan penilaian atasan dan dokumen penilaian tidak berdasarkan kom- petensi. Sedangkan kompetensi perlu untuk menggambarkan pengetahuan, kemampuan, keahlian dan karakteristik lain yang diperlukan untuk mengerjakan pekerjaan. Oleh karena itu perlu dirancang Sistem Penilaian Kinerja 360º Bagian Medis Ber-dasarkan Metode Kompetensi Spencer.Tujuan: Mengidentifikasi kompetensi bagian Medis, sehingga memiliki pemetaan akurat kompetensi bagian Medis, peningkatan keefektifan dan keefisienan rekrutmen, pendidikan, pelatihan dan promosi.Metode: Penelitian kualitatif dengan studi kasus intrinsik ini dilakukan pada bulan Maret - September 2013. Partisipan 21 orang dipilih berdasarkan teori, karyawan superior dan average performance (2 : 1,5) dan atasannya. Pengumpulan data wawancara berkelompok dengan analisis tematik.Hasil : Masing-masing bagian medis memiliki tingkat kompetensi dan bobot yang berbeda-beda sesuai tingkat kepentingan dalam jabatan. Kompetensi yang dihasilkan dituangkan ke dalam Behavioral Codebook dan Lembar Penilaian Kinerja 360º Berdasarkan Metode Kompetensi Spencer.Kesimpulan: Kompetensi inti Bagian Medis adalah Dampak dan pengaruh, Empati, Percaya diri, Pengendalian diri, Komitmen terhadap organisasi, Keahlian teknikal, Berorientasi kepada pelanggan, Kerja sama kelompok, Berfikir analitis, Berfikir konseptual, Inisiatif, Fleksibilitas, dan Kemampuan mengarahkan/ memberikan perintah. Kata Kunci: Penilaian Kinerja 360º, dokter, perawat, hemodialisa, kompetensi Spencer]]>
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