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  • The Minister, or whoever he authorizes, may grant a national employee who has spent at least one year of service in the ministry or federal government entity, and has attained “Meets Expectations” in performance review, a paid study leave on a full-time or part-time basis, inclusive of all tuition and other fees, to complete undergraduate or postgraduate education or to acquire accredited professional certification for a period of time equivalent to the prescribed educational program, provided that the employee obtains acceptance from an institution or university accredited by the Ministry of Higher Education.

  • According to Article (43/3) of Cabinet Resolution#13 for 2012 endorsing the Executive Regulations of Federal Law by Decree # (11), for 2008 on Federal Government Human Resources, the promotion of an employee by granting him the starting salary for the grade he is promoted to, or an equivalent of 10% of the basic salary of the grade he is prompted to, whichever is higher. For Example: If an employee is promoted from grade (5), with a basic salary of 9310 dirhams, to grade (4), with a starting salary of 11180 dirhams, how do we calculate his salary after promotion at the rate of 10% in this case?

    The 10% of the basic salary for the new grade is calculated and added to the current basic salary as follows: 9310 +1118 = 10,428 dirhams. By comparing the two salary rates, it becomes clear that the one earned after promotion to the new grade (11180) is higher.

  • Employees shall be entitled to periodic increment on the basis of their annual performance rating. If an employee meets the acceptable performance level, then he will be entitled to periodic allowance or promotion on the following bases:;

    1.Substantially exceeds expectations

    2.Exceeds Expectations

    3.Meets Expectations

    Employees with an “Needs Improvement” rating do not receive any increment or financial rewards, and are requested to communicate with their line managers in order to develop their Individual Development Plan Employees shall be entitled to annual increment as of January 1 or subsequent July 1, after a minimum of one year from the date of appointment, according to the Performance Management System (EPMS)

  • The UAE Federal Government Training & Development Framework issued by the Cabinet Resolution #11 for 2012 consists of four stages:

    .Identifying the training and development needs

    .Plan development activities

    .Implementing development program

    .Reviewing development effectiveness

    Please refer to Employee Training & Development System in the Federal Government available on FAHR’s Website: www.fahr.gov.ae

  • All employees’ performance ratings should be moderated within the UAE Federal Government entity to produce fair and transparent assessments across departments. The moderation process occurs after the annual performance review meetings are conducted, according to weightings assigned, and before communicating the final performance rating to employees.

    The purpose of this process is to align the ratings of all employees’ performance within the same Federal Government entity.

    Please refer to EPMS in the Federal Government available on FAHR’s Website: www.fahr.gov.ae

  • According to Cabinet Resolution # 12 for 2012, in case the line manager, and for any given reason, is unable to complete the employee’s performance management cycle, the individual who takes on the line manager’s responsibilities is requested to duly accomplish this task.

  • Article (50) of the Executive Regulations of HR Law in the Federal Government stipulates that:

    1.A ministry or federal entity may sponsor UAE National high school graduates to study professional and technical specializations in accordance with the legislation issued in this regard.

    2.A ministry or federal entity may also sponsor some UAE Nationals working for it to complete their university and higher studies or to obtain accredited occupational qualifications in accordance with its needs and in light of the provisions laid down in Articles (82) to (88) hereof.

  • According to Article (40) of the Executive Regulations of HR Law in the Federal Government, the Employee Performance System aims to:

    1.Establish a scientific approach to reward outstanding achievements and excellence.

    2.Develop employees’ performance by regular evaluation in line with the objectives of the ministry and federal entity.

    3.Align individual objectives of employees with the objectives of the ministry and federal entity.

    4.Encourage individual achievement and teamwork spirit.

    5.Encourage continuous learning and development.

    (The annual performance review of Federal Government employees shall be conducted in accordance with their own performance management system)

    For more information on the system and attachments thereof, please visit FAHR’s Website : www.fahr.gov.ae

  • Article (123) of the Executive Regulations of HR Law in the Federal Government stipulates that:

    1.A resigned employee shall stay in job until the end of the notice period. However, the ministry may, at the employee's request, reduce the notice period upon acceptance of resignation and immediately terminate the employee's service, provided that the employee agrees to pay the amount fixed in lieu of notice, or agrees the same be deducted from his dues, provided that such period shall not be considered as part of the employee's service with the ministry.

    2.The ministry may also, at its discretion, end the service of a resigned employee during the notice period, and grant him his total salary for the notice period. This period shall not be considered as part of the employee's service with the ministry.

    3.The ministry may exempt a resigned employee whose request for reducing the notice period is accepted, from paying in lieu of the notice period to the ministry.

  • During Phase (2) of Employee Performance Appraisal Cycle (Interim Review). All the Federal Government employees shall be requested to meet with their line managers. The line managers should consider the interim review as an opportunity to communicate, motivate and provide corrective measures if needed, in order to ensure that the result of the final Annual Performance review would not constitute a surprise for the employee by the end of the year

  • The Federal Government Employee Performance System consists of three closely related phases:

    1.Performance Planning

    2.Interim Review

    3.Annual Performance Review

    These three phases above mentioned are interspersed by ongoing coaching and feedback which is necessary for guiding, directing and controlling the completion of the goals in accordance with the Annual Performance Form.

  • The line managers of each federal entity are responsible for the effective and timely implementation of EPMS within their respective department through:

    1.Maintaining a clear and comprehensive understanding of the EPMS amongst their direct reports.

    2.Discussing and agreeing on objectives, behavioural competency profiles and individual development plans (IDP’s) with his/her direct reports.

    3.Overseeing and managing the performance development of the direct reports through the continuous and interim reviews.

    4.Discussing and agreeing on the performance planning and annual performance form .

    5.Providing individuals and teams with ongoing feedback on their performance and measuring individual performance of employees.

    6. Preparing ahead for the interim reviews and keeping it documented.

    7.Taking all the necessary measures and procedures for the final annual performance review.

    8.Assessing direct reports objectively and recognizing his/her achieved goals.

    9.Complying with the timeframe set for the EPMS cycle.

  • Phase 3: Annual performance review, according to Employee Performance System in the Federal Government:

    The Annual performance review occurs after performance planning and interim review It starts during the last two months of the year November – December, and consists the following four steps:

    1.The line manager shall prepare a meeting with the employee who must be prepared for the meeting and provide all necessary documents that justify the achievement of his / her objectives, along with the approved performance review form from previous phases.

    2.A meeting to discuss the evaluation of objectives and behavioral competencies, before assigning the performance rating.

    3.Setting the overall employee’s performance score through evaluating the objectives and competencies achieved.

    4.Reviewing the outcome before the performance Form is finally approved and signed by the line manager.