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.

According to the provisions of Article (36) of the Executive Regulation of the Human Resources Law in the Federal Government and its amendments, the transferred employee shall retain his entitlements and annual leave balances due to him by the employer from which he was transferred.

Despite the fact that loan is considered, in accordance with the Training & Development System, a form of training, Article 38 of HR Regulations stipulates that the host entity shall be responsible for the salary and all benefits of an internal trainer on loan from another government entity throughout the loan period. Therefore, the above question does apply to loan, because only seconded employees are entitled to maintain their terms and conditions of employment from their original entities, provided they abide by the provisions set forth in Article 35 of HR Regulations.

Since these courses are provided free of charge, and do not involve additional cost, any entity may introduce such courses as an extra activity.

The term ‘Key’ refers to a course that is directly linked to an employees’ prescribed role, while support activity relates to the nature of work  indirectly

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.

No

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.