Penelitian ini berfokus pada sistem penilaian kinerja yang dilakukan pada Badan Pengembangan Sumber Daya Manusia Hukum dan HAM (BPSDM). Penelitian termasuk penelitian kualitatif dan kuantitatif dengan metode deskriptif.Penelitian ini menggunakan teori tentang sistem, strategi dan penilaian kinerja. Responden penelitian ini terdiri dari 63 orang pegawai dan pejabat yang ada di lingkungan BPSDM. Pengumpulan data dilakukan melalui kuesioner dan wawancara, sedangkan analisis dilakukan dengan mengacu pada teori yang digunakan.Dari hasil penelitian disimpulkan bahwa: 1) BPSDM belum mengimplementasikan sistem penilaian kinerja yang sesuai dengan aspirasi pegawai dan kebutuhan organisasi, dan 2) BPSDM belum memiliki strategi implementasi sistem penilaian kinerja. Hasil penelitian menyarankan bahwa BPSDM perlu menerapkan sistem penilaian kinerja berdasarkan sistem analisisi jabatan, perlu menyusun standar kerja pegawai negeri sipil, perlu mengatur jarak waktu antar tahapan penilaian kinerja yang jelas, perlu menerapkan langkah-langkah perumusan strategi implementasi sistem penilaian kinerja, dan perlu melakukan penelitian lanjutan untuk menguji sistem penilaian kinerja yang telah dibuat.

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This research focuses on performance appraisal system conducted in the Agency for Human Resources Development of Law and Human Rights (BPSDM). This research is using qualitative and quantitative approaches with descriptive method.This research applies theories on system, strategy and performance appraisal. The respondents of this research consist of employees and officials in BPSDM. Data collection is using questionnaire and interview, while the analysis is referring to theories applied.From the result analysis, it can be concluded that: 1) BPSDM has not implemented the performance appraisal system based on the employee aspiration and organization needs, and 2) BPSDM has not had strategies to implement the performance appraisal system. The results suggest that BPSDM should apply the performance appraisal system based on work analysis system, formulate work standard for civil servants, organize a clear time frame between the stages of performance appraisals, apply the steps of strategy formulations to implement performance appraisal system, and conduct advanced research to evaluate the performance appraisal system made in this research.