FAHR aims to develop the HR in the Government sector, according to the best global standards and practices.
In this window, you will find the key laws, rules and policies govering the development of Human Resouces in the ministries and federal entities.
We are pleased to make available to you the most important services provided by FAHR to the ministries and federal entities regarding the implementation of HR regulations, systems and policies.
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In addition to agenda of events organized by FAHR.
This window presents all studies and research works achieved by FAHR, as well as the major statistics relating to human capital management in the Federal Government.
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With reference to the provisions of Article 16 of the Federal Decree Law No. 11 of 2008 on human resources of the Federal Government and its amendments: Terms of appointment to the below positions shall be according to the following:
The positions of the Undersecretary and the Director General in independent authorities are granted under a Federal Decree under the consent of the Cabinet.
The positions of the Assistant Undersecretary and the Executive Director of independent authorities are granted under a Cabinet resolution
The powers to approve appointment contracts for other positions shall be granted to the competent Chairman of the Federal entity or his representative.
An employee may be granted short-term study permission for two hours every day to attend classes at any accredited educational program until the program is completed. No authorization shall be granted if the official working hours do not conflict with the dates of classes, Article No. (90)
With reference to the provisions of Article 55 of the Federal Decree law no (11) of 2008 and its amendments:
The employee shall be granted a full paid five-days mourning leave in case of death of close relatives and three days for second degree relatives. In all cases, the executive regulation determines the controls of granting and extending the leave and other related provisions.
It can be required in the interests of the work and in the slightest extent, subject to the approval of the senior management of the training and before the end of the probation period.
According to the model No. 3.1.3 in the procedures manual of the system, the procedures for deduction were detailed. The details are calculate according to the training department and the payroll department. It is then approved according to the delegation of financial and administrative authority in the federal authority. Issuing the ministry decision by the minister or a delegated member to finalize the deduction procedures .
Yes, it is possible to differ the forms of training to develop the same skill, but it is preferable to take into account the financial cost in this case and start forms of training is not expensive such as job shadowing and then nominate for a training course in case of not benefiting from the program.
To apply for a grievance in the Performance Management System, the grievance shall be, if the employee was evaluated" "needs to be improved", according to the following steps:
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Employees are appointed according to the law and its executive regulations, and as per the procedures contained in Human Resources Manual, without discrimination between men and women in accordance with Article (20) of the executive Regulations.
Muslim employees shall be granted a full paid 15-working-days leave to perform Hajj, at a maximum of two times during his/her tenure, and with an interval of at least ten years between the two leaves. The employee may combine the annual and Hajj leaves. The Hajj leave is only granted after successfully passing the probation period. After returning from Hajj, the employee shall provide the necessary evidence for performing Hajj. Weekends and official holidays falling within Hajj leave shall not be considered part of it.
A female employee delegated for a training course or program is entitled to receive a travel ticket from the work headquarter to the destination country and vice-versa. A travel ticket is granted to one member of the national female employee’s family to accompany her during her participation in any training course or program outside the country, regardless the period of delegation, and the ticket shall be at the same travel class determined for the delegated female employee.
No preparations are needed because the data required for the Award are available on BAYANATI System. In the absence of data on the system, it could be ordered by an official letter from the competent entity.
All the competencies have been clarified in the Employees' Performance Management System (EPMS), based on that, the evaluation should include all leadership competencies mentioned for the second grade and above. In that case, the direct manager should evaluate the employee based on the relevant behavioral indicators. For example if it is related to the competency of the leadership of change, the employee shall be evaluated in the following points, even if he is not one of the leadership team.
2- Developing ideas and rigorous research to obtain innovative results.
3- Applying and supporting various change management activities (e.g. communication, training, team development, and guidance), etc
If the situation of the employee is changed during the year in the event of transfer, secondment, or loan then he/she is obligated to go over and review his/her goals with the direct manager. In the event of a promotion or a change in job responsibilities, if the change occurs prior or within the first three months of the assessment year, then he will be evaluated for the new job and by the new direct manager. If the change occurs subsequent to the first three months, so the employee is evaluated for his previous and current performance by his/her previous and current direct manager
1- If the incident occurs before the interim review, the direct manager has the power to alter or dismiss this goal considering the givens of the situation.
2- After the interim review, the goals are not subject to change; hence, the direct manager should evaluate the employee based on the procedures he has completed towards achieving the goal.
3- It is recommended when setting up goals, that the goal first should be comprehensive and flexible, and should not just depend on the result of completing the goal, but also rather include procedures and tasks that should be completed in order to achieve the goal.
The Echo HR Magazine is issued semi-annually, every six months, in Arabic and English. The magazine can be obtained from inside the UAE and can be subscribed through FAHR website to be received electronically at the time of issue through the email HRecho@fahr.gov.ae
Imtiyazat program targets all ministries and federal employess associated with “Bayanati” System and also government employees. The employee should have an official e-mail address ends with “.gov.ae” not personal email (yahoo or Gmail, Hotmail ,,).
There are several ways to take advantage of “Imtiyazat” discounts:
If you didn’t receive the verification code though your inbox, please check it in Junk or Spam Mail, and if still you didn’t receive it, please contact your IT department and ensure that it does not block this email ID (firstname.lastname@example.org.) However, you can contact Imtiyazat Team if you face and issue by sending an email to (Imtiyazat@fahr.gov.ae).
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