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.
This window contains FAHR’s publications, including news updates, reports, photos, presentations, documentations, … etc.
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.
We invite you to interact with FAHR through this window assigned to receive your suggestions for development and provide a list of social media sites, as well as FAHR’s blog.
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The executive regulations have unified all current employment contract templates into a single unified template applicable to all employees, both UAE national employees and non-UAE national employees, regardless of the employment mode.
Certainly, the application of the unified contract form shall not affect the rights of current employees when they are placed under it in any way. The entire matter is solely related to procedural governance.
The new provisions are as follows:
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.
The employee shall submit a written notice within five working days of the date of the program. He must attend an alternative. If he is unable to notify the concerned administration, the costs of the program shall be deducted from the training budget of that administration. If the reason given is not convincing, the employee shall be forbidden of six months of training.
Yes, the employee must return all the costs paid to him /her and if the employee does not do so, the Ministry and the government authority are entitled to refund the costs of the course from the employee's salary.
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:
To apply for jobs you may follow these procedures
All HR self-service for employees and HR officials are available on the new system, in addition to the services of the Performance Management and Training and Development Systems * (Services will be released upon completion)
Employee shall be entitled to annual periodical increment as a lump sum stated in the grades and salaries schedule and shall not exceed AED (1000), added to the basic salary, depending on the level of his annual performance appraisal according to the performance management system. This periodical increment shall be paid at 1 January following the elapse of at least one year from the date of his appointment, and if the employee got an assessment of “needs improvement”, the periodical increment shall not be paid for that year.
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.
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
There are a number of methods that an GOVERNMENT SKILLS BANK MEMBERS can use to transfer knowledge and expertise, including:
To register through the portal, please visit the Government Skills Bank page
Upon completion of the training course, the Training Manager obtains a report of your course completion and then enters it directly into the e-training system for federal government employees, which is available through "Bayanati" system, to calculate the training hours for the employee.
You can click on the assignment request available on the course page and the request will be received directly by the training officer. The approval of the Authority is necessary to complete the assignment procedures in the training course.
Yes, currently the e-learning Portal in the federal government “Al Mawrid” is only available to employees of ministries and federal entities.
Currently, the initiative is available to employees of Ministries and Federal entities, but any local authority that wishes to benefit from the discount provided can communicate with the Authority's initiative Team.
Yes, to obtain the Professional Certificate, you must undergo assessment tests and exams, after completing the training program.
If you want to register for any certificate, please contact us, so that the training provider will then coordinate with you regarding the appropriate time.
Entities will have unlimited number of users.
Yes, the system is bilingual (English and Arabic).
Yes.
All available modules are free.
You can obtain the completion certificate after passing the quiz of each module.
Learning journeys are offered in four groups of future skill: digital skills, data and artificial intelligence skills, 10X skills, and new economy skills.
The conditions are as follows:
Yes, it is. The employee shall perform the national service or have a proof of his position thereof.
The employee receives 50% of his total monthly salary, excluding bonuses and allowances related to the job.
The Law indicated that more than one type of employment may be combined according to the mechanisms specified by the Executive Regulations of the Law.
It means to work for a federal entity for a specific number of hours or days set for work, whether from the workplace or remotely or through a hybrid work mode, based on the employment contract, or what is agreed upon between the federal entity and the employee.
Yes, the Law allows the employee to be delegated to the private sector in accordance with the controls specified by the Executive Regulations.
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