FAHR aims to develop the HR in the Government sector, according to the best global standards and practices.
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The employees’ improvement plan is developed to address employees’ under performance for a period of 3 months, following which they are re-evaluated. If their performance improves, new goals will be set for them. Otherwise, the period will be extended to additional three months and their performance will be continuously monitored by their line manager during the stipulated period. In the event that the performance of an employee does not show any improvement, after the expiry of that period, the service of the employee concerned may be terminated due to his/her incompetence in accordance with the provisions of the Law and its Implementing Regulations.
If the employee refuses to sign the improvement plan that has been drawn up to improve his/her performance, the employee will be duly notified via any means available (email, fax, etc.), while taking into consideration as an important element in the appraisal (in terms of competencies) that he/she refused to sign. The employee may be referred to the Violations Committee, if necessary.
In case the performance of the employee does not show any improvement after the end of the two periods mentioned hereinabove, the employee may be terminated due to his/her incompetence in accordance with the provisions of the Law and its Implementing Regulations.
1- Study or scholarship leave.
2- Duration of employee`s absence from work (unpaid leave).
3- Employee’s imprisonment pursuant to a court ruling issued against him in cases that does not legally justify termination of service.
4- Employee’s service during probation period, if such period expires with the employee terminated for incompetence.
If the situation of the employee is changed 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 shall be evaluated for his previous and current performance by his/her previous and current direct manager.
Ministries and federal authorities must develop and implement annual plans for the training and qualified the employees at all levels of their jobs in the light of the performance evaluation results and whenever necessary.
The ministries and federal authorities are also committed to train their employees and to develop their knowledge, skills and career abilities in the jobs or higher jobs that are planned to take responsibilities and tasks according to the training and development system
The course or training program shall have a direct relationship to the work carried out by the delegate or to which he will join in agreement with his career path and the individual development plan determined by the performance management system and the training and development system of the federal government employees.
There is nothing to prevent the Federal Authority to grant trainees certificates in their name, including the attendance of trainees to the form of training as a kind of moral motivation and at the same time documented types of training received by the employee.
To update the password from "Bayanati" system, kindly, follow these procedures:
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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.
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
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.
Measurement period 2014
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.
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