<![CDATA[Employee performance appraisal plays a critical role in organizational decision-making, particularly in determining promotions, bonuses, and competency development. Conventional manual evaluation methods are often subjective, inconsistent, and lack systematic validation. While prior studies have applied multi-criteria decision-making methods in decision support systems (DSS) for employee evaluation, a critical gap remains: most existing systems omit consistency testing, use incomplete weighting procedures, or lack end-to-end system implementation—undermining the reliability of their outputs. To address this gap, this study proposes a novel DSS that integrates a complete Analytical Hierarchy Process (AHP) procedure, including pairwise comparison, normalization, priority weight calculation, and consistency validation, within a fully operational web-based system developed using the SDLC Waterfall model at PT Sam Sam Jaya Garments. Data were collected through observation and interviews to define evaluation criteria and system requirements. The results reveal that Discipline holds the highest weight (0.4391), followed by Target Achievement (0.2661) and Honesty (0.1507), with a Consistency Ratio (CR) of 0.029, confirming reliable judgments. The system successfully ranked ten employees, identifying Cahya Annsyiah as the top performer with a final score of 0.39116. The key contribution of this study lies in its end-to-end integration of AHP with consistency validation into a deployable DSS, directly addressing the methodological shortcomings identified in previous research and enhancing objectivity, accuracy, and transparency in employee performance evaluation.  Keywords: Decision Support System, Analytical Hierarchy Process, Employee Performance Evaluation, AHP, SDLC Waterfall]]>
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