Employee Performance Assessment is a part of the Decision Support System. One of the decision support system methods that are most used in performance assessment is Simple Additive Weighting (SAW). In the SAW method, each criterion has a weight value to show the interest level. The determination of the criteria on the SAW method is subjective and the final result is on the ranked system and creates many problems. The study utilizes the Weighted Performance Indicators (WPI) method to solve the problems in the SAW method. The criterion is determined based on the respondent's opinion so that it will be more realistic to achieve the target. The population of the study is the employee of Indo Global Mandiri University which reach 30 persons. WPI method consists of 9 steps. The research result is shown that 4 employees has a performance below MSV and 36 employee has above MSV. The general value of the employee performance value = is 0.69. It shows that the performance of the employee at Indo Global Mandiri University is good enough. However, it needs to be increased, so that the target could be achieved. WPI method is easy to implement, it is not just limited to the employee performance assessment only, but it could be implemented for the other performance assessment, for example, human resource performance, finance, company, industry, system, etc.

The development of methods for assessing lecturers' performance is needed to motivate lecturers to achieve institutional targets. Currently, lecturers are required to be able to adapt to the rapid development of technology. Lecturer performance assessment must be done periodically. Competence is measured as a basis for planning resource development activities. The method that is often used for assessing lecturer performance is the Simple Additive Weighting (SAW) method. However, the SAW method has drawbacks, namely 1) the process of determining criteria is only carried out by the leadership (subjective); 2) The SAW method can only be applied to multi-criteria data ; 3) Data ranking problems. Based on this deficiency, a new method was built, namely, the Weighted Performance Indicator (WPI) method using respondents’ opinion to determine the criteria. This study aims to compare the performance of the two methods. Testing criteria using SPPS application dan WPI method, while testing methods utilized the SAW method and the WPI method. The results of the criterion test show the Percentage of Similarity of data validity = 96.7 % witht the minimum percentage limit (MPL) = 40%. While the results of the SAW method and WPI method testing resulted in the highest score in the 13th alternative, namely SAW score (v13) = 793.76 and WP score (WP13) = 0.928, and the lowest value in the 30th alternative, SAW score (v30) = 18.60 and WP score (WP30) = 0.140. the ranking positions in these two methods show similarities. However, for other alternatives, the rating value can be different. 
The WPI method is a scientific development in the field of decision support systems that can be applied to other performance assessments, such other human resources, system performance assesment etc. 
The results of this study prove that the WPI method can be used as a performance assessment method with different characteristics from the SAW method.