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.
We are pleased to make available to you the most important services provided by FAHR to the ministries and federal entities regarding the implementation of HR regulations, systems and policies.
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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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
BAYANATI System applies the Federal Law by Decree No (9) for 2011 amending certain provisions of Federal Government Human Resources.
BAYANATI System is now implemented in 18 ministries and federal entities
In the event of secondment or transfer and if the situation of the employee does not change 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 year, then the goals are set for the new job and evaluated by the new direct manager. If the change occurs subsequent to the first three months, then goals are set for both jobs, and evaluated by the old and new direct manager, therefore the goals from the previous job are carried on with the new job, so the employee is evaluated for his previous performance and current by his/her previous and current direct manager.
All the competencies have been clarified in the 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 competencies to the nature of his/her job tasks.
It is recommended when setting up goals, that the goal first should be a SMART goal, also flexible, and shouldn’t just depend on the end result of completing the goal, but rather include procedures and tasks that should be completed in order to achieve the goal
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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