The Federal Authority for Government Human Resources (FAHR) announced the launch of phase 3 of the electronic Performance Management System for Federal Government Employees which is referred to as the (Annual Performance Evaluation Phase). This phase runs from the beginning of November until the end of December each year and includes a final evaluation of the employee’s performance against his/her annual goals and is conducted in consultation with the employee’s line manager.
FAHR issued a special circular in this regard to all ministries and federal entities that currently use this system as well as the Human Resources Management Information System in the Federal Government "Bayanati" urging them to fulfill the requirements of phase 3 of the electronic Performance Management System automatically through "Bayanati". They should also clearly define the roles of all the concerned parties so that everyone can review and evaluate performance within the system’s approved time frame.
Electronic System Phases
In this regards, Maryam Al-Zarooni, Director of the HR Planning Department at FAHR, stated that the three phases of the Performance Management System for Federal Government Employees (Performance planning, interim review and final evaluation) are carried out electronically through "Bayanati".
She also explained that the employee can access the self-service system, which is one of the main components of "Bayanati" and an interface for the Performance Management System, enter his/her career objectives and their weights, conduct self-review of the goals, and update them, if necessary, in coordination with his/her line manager. Furthermore, Al-Zarooni pointed out that the system includes a built-in electronic employee evaluation feature which enables employees to attach proofs and the required documents to complete the evaluation process.
Moreover, she stated that the system does not replace the personal interview process, which involves the employee and his/her line manager, but rather contributes to the automation of traditional manual human resource procedures. This ultimately helps expedite work in the ministries and federal entities and improve the human capital management system across the federal government.
System Introductory Workshop
Within this context, the Authority’s Human Resources Policies Sector recently held a virtual workshop which was attended by 540 employees of the federal government. In the workshop, the various phases of the electronic Performance Management System as well as the mechanisms used for the evaluation, appreciation and rewarding of achievements based on the outputs of the Performance Management System were explained in detail. This system is one of the key components of the federal system for the development of Human Capital in terms of Policies, Legislation, Regulations, and initiatives.
In this regard, Amna Al-Mandoos, Director of the Policies and Legal Affairs Section at FAHR, stated that the system is considered one of the most important and significant best practice of Human Resources development which the federal government seeks to strengthen. The system ensures the alignment of the individual goals of the employees with those of the organization, supports the rewarding of excellent performance and outstanding results, and improves employee productivity through an annual performance evaluation process that is aligned in line with the goals of the federal government.
She added: "The Performance Management System focuses on evaluating the employee's performance against the main goals and performance indicators that are developed collaboratively by the employee and his/her line manager for the designated evaluation period. These goals and indicators are determined earlier in the evaluation process and undergo continuous review and feedback during the performance period which itself is made up of three phases and a specific timetable.
Furthermore, Al-Mandoos pointed out that this system applies to all employees of the federal authorities regardless of the type and duration of their job contract. Key amendments that were made to the system in 2020 were centered on the weights of the employees' objectives, the flexibility to amend objectives throughout the year by mutual agreement between the employee and his/her line manager, the possibility of documenting the employee's performance and achievements throughout the year, the ability to expand the range of performance results, and the adoption of behavioral competencies in line with the UAE Model of Government Leadership approved by the Cabinet which render professional competencies mandatory according to job families.
Other updates to the system included amending classification of the final performance results according to moderation committee’s mechanisms contained in the system. The system is based on five main principles: Fostering and developing a performance-oriented culture, engaging the employee in planning and setting individual objectives, encouraging objective feedback from line managers in respect to the performance of their direct reports, establishing a clear link between on-the-job performance and incentives such as promotions, bonuses, training and development opportunities, and providing a consistent, fair and credible employee performance management system.