A Assessment of the performance of employees of survey service companies produces final gradesthat are not in accordance with the company's needs in responding to external challenges anddemands. The existing assessment still uses 180 Degree Feedback so as to create a gap betweenthe existing model and the company's needs. Therefore, companies must improve the valuationmodel in order to have the tools to get highly qualified employees. The purpose of the study isto obtain a more effective employee performance assessment model and evaluate the model sothat it can be implemented. The limitation of the research lies in the use of data of PKWTemployees with the position of Project Manager. The AHP and Naïve Bayes methods will beused to obtain variable weights. The 360 Degree Feedback approach will be used in theassessment of the variables Recapitulation of Behavioral Competencies. The focus of thisresearch analysis resulted in the addition of assessment variables based on respondents'assessments and obtained AKHLAK as a new variable that was considered in accordance withcompany needs and a form of compliance with KBUMN directives. The classification ofassessment variables carried out is in accordance with the Minister of SOEs No. PER-7/MBU/09/2022 that performance assessment is based on employee performance andbehavior. The impact of adding new variables and classification of assessment variablesresulted in new changes to the formulation and mechanism of performance assessment appliedto the new form of employee performance assessment. The final scale of the assessment changesfollowing the Minister of State-Owned Enterprises No. PER-7/MBU/09/2022, namely theTalent Classification scale which is considered capable of describing employee talent. Theresults of model verification and validation show that the new assessment model is inaccordance with the company's needs and is valid to be implemented. The model trial usingreal data of 3 PKWT employees provided the final assessment results that these employeeswere in the High Potential category, so they could be recommended to be promoted topermanent employees. The implementation of the 360 Degree Feedback approach in theassessment of Behavioral Competency Recapitulation involving superiors, assessed employees,and colleagues is considered more effective because it takes place transparently so that it isconsidered fairer and can minimize assessment bias. These results can be used by HCD asrecommendations to see employee competence and performance, so that a new model ofemployee performance assessment can be applied by the company. AKHLAK assessmentvariables can change along with company policies following KBUMN directions and thedynamism of business competition.