The Federal Authority for Government Human Resources (FAHR) has announced the beginning of Employee Performance Management System (EPMS) - Interim Review Phase, in the Federal Government for 2020, which relates to reviewing employees’ progress towards achieving their objectves during the year. This phase will extend from the beginning of June until the end of July, to be followed by the third phase of EPMS (Annual Performance Review), from November to the end of December.
FAHR has called on the ministries implementing EPMS, to launch the second phase of the system. according to the rules and standards contained contained therein, and taking into account the proper implementation of this pioneering system, which has been operated electronically through the Federal Government’s HR Management Information System (Bayanati) since 2014.
In this regard, HE Laila Al Suwaidi, Executive Director of Programs & HR Planning at FAHR indicated that the implantation of the three phases of EPMS is electronically enabled through Bayanati System, and that the EPMS itself along with all the evidences and forms are available electronically on FAHR website: www.fahr.gov.ae.
She explained that employees will have access to self-service function, which is considered one of the key components of Bayanati System, to enter his / her own individual objectives and weights, as well as review the objectives achieved with the line manager.
According to Laila Al Suwaidi, the EPMS allows the evaluation of employee performance electronically and enables employees to attach necessary evidence and documents required to complete the evaluation process. However, the system is not a substitute for personal interview between the employee and his / her line manager, but it is an electronic system intended to automate the traditional manual procedures, speed up workflow in ministries and federal entities and enhance human capital management in the Federal Government.
HE Al Suwaidi said: “The Authority has recently launched a new version of EPMS for Federal Government employees, based on Cabinet Resolution No. (35) of 2020, which is one of the pillars of the federal system for human capital development policies, legislation, regulations and initiatives.”
Performance Management System for Federal Government employees is one of the most important and best practices for human resource development. It links employee individual objectives to organizational goals and the UAE Government’s vision. It establishes an approach that ensures linking rewards, incentives and bonuses to the level of performance, and improving and increasing employee productivity based on the annual performance in line with the Federal Government’s goals.
The system evaluates the employee’s performance in comparison with the objectives and key performance indicators (KPIs) set jointly between both the employee and the line manager for the period during which the review is taking place, noting that these objectives and KPIs are originally defined at the beginning of the review period during the performance period in order to take into account any major changes in tasks or responsibilities.
The system evaluates the employee’s performance in comparison with the objectives and key performance indicators (KPIs) set jointly between both the employee and the line manager for the period during which the review is taking place, noting that these objectives and KPIs are originally defined at the beginning of the review period during the performance period in order to take into account any major changes in tasks or responsibilities.
Performance evaluation process relies on ongoing feedback throughout the three performance review phases: Performance Planning, Interim Review and Annual Performance Review. EPMS applies to all Federal Government employees, regardless of their contract type and term.
Key amendments to EPMS
The most important amendments to EPMS relate to weights of employee objectives, and flexibility of modifying the objectives throughout the year by agreement between the employees and their line managers. Employees can also document their outputs throughout the year, expand the scope of performance results and adopt behavioral competencies in line with the UAE Model for Government Leadership approved by the Council of Ministers. Professional competencies are now compulsory according to job families.
The system updates also included amending classification of the final performance results according to moderation committee’s mechanisms contained in the system. The system is based on five main principles: enhancing individual performance culture, involving employees in planning and setting goals, encouraging supervisors to provide feedback about their employees' performance objectively, linking promotions, incentives, bonuses, training and development to the level of performance, and establishing the values of justice, consistency, and credibility while implementing the system.
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Evaluating Exceptional Cases
The federal entity may, when evaluating the performance results of employees who are enrolled in the National Service and Reserve or who have extended study permits, be guided by the evaluation results of those concerned at the National Service and Reserve for the purposes of evaluating the concerned employee or based on the academic results of the employee exempted for study purposes or that the entity automatically conducts the evaluation process for this category.
As for the new employees, their performance is evaluated at the end of the probation period if their service period is more than 6 months, like other employees, but if the period is less than (6) months, the employee will not be included in the annual performance cycle.
Behavioral and Professional competencies
Performance Management System is based on Behavioral Competency Framework in the Federal Government compatible with the UAE Model for Government Leadership, which applies to all grades from the undersecretary to Grade (7), and consists of three main axes: leadership spirit, future outlook, accomplishment and influence. Each pillar consists of a set of criteria which, combined constitute a realistic picture of the leadership model.
The Leadership Spirit pillar includes 3 behavioural competencies: empowering, role model and open to the world, while Future Outlook consists of 4 behavioural competencies: future shaper, innovative, catalyst for radical change, familiar with advanced technology, and life-long learner. The third and final pillar, Accomplishment and Influence, consists of 3 competencies: flexible and fast, makes smart, efficient and effective decisions, focuses on and achieves higher goals of government.
The entity may not amend the results of its employees’ performance evaluation for previous years retrospectively unless there is a clear material error, or if it becomes apparent that the data on which an employee’s evaluation was found to be incorrect. In the event that the employee obtains performance assessment rate of 5, 4 or 1 The next supervisor higher than the line manager reviews and approves the final result.