In this regard, HE Laila Obaid Al Suwaidi, Executive Director of Programs and HR Planning Sector at the Authority, explained that the three stages of  EPMS are conducted electronically through Bayanati system, its system,  documents and manual being available on the Authority’s website www.fahr.gov.ae.

She indicated that the employee can enter the self-service system, one of the pillars of Bayanati system, which is an interface to EPMS, for uploading individual objectives together with their weights, and reviewing objectives directly between the employee and his line manager.

HE said: “EPMS allows the evaluation of employee performance electronically and enables employees to attach necessary evidence and documents required to complete the evaluation process. However, the system is not a substitute for personal interview between the employee and his / her line manager, but it is an electronic system intended to automate the traditional manual procedures, speed up workflow in ministries and federal entities and enhance human capital management in the Federal Government.

“During 2020, the Authority launched the new version of EPMS with amendments centered around the weights of the employees' objectives,  flexibility to amend objectives throughout the year by agreement between the employee and his line manager, the possibility of documenting the employee's performance and achievements throughout the year as well, expanding the range of performance results, the adoption of behavioral competencies in line with the Uae Model of Government Leadership approved by the Council of Ministers, making professional competencies mandatory according to job  families.”

Laila Al Suwaidi added that the EPMS updates also 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: enhancing individual performance culture, involving employees in planning and setting objectives, encouraging supervisors to provide feedback about their employees' performance objectively, linking promotions, incentives, bonuses, training and development to the level of performance, and establishing the values of justice, consistency, and credibility while implementing the system.

HE said that the system evaluates the employee’s performance against the objectives and key performance indicators (KPIs) set jointly between both the employee and the line manager before the start of the review period to be ready at the beginning of evaluation. She noted that Performance evaluation process relies on ongoing feedback throughout the three performance review phases: Performance Planning, Interim Review and Annual Performance Review.

Applicability

For her part, Maryam Al-Zarouni, Director of HR Planning Department at the Authority, said: “EPMS applies to all Federal Government employees, regardless of their contract type and term. that the performance management system applies to all employees of federal agencies, regardless of the type and duration of the contract.  The federal entity may, when evaluating the performance results of employees who are enrolled in the National Service and Reserve or who have extended study permits, be guided by the evaluation results of those concerned at the National Service and Reserve for the purposes of evaluating the concerned employee or based on the academic results of the employee exempted for study purposes or that the entity automatically conducts the evaluation process for this category.

“As for the new employees, their performance is evaluated at the end of the probation period if their service period is more than 6 months, like other employees, but if the period is less than (6) months, the employee will not be included in the annual performance cycle.”

Behavioral and Professional Competencies

Maryam Al-Zarouni explained that EPMS is based on Behavioral Competency Framework in the Federal Government compatible with the UAE Model for Government Leadership, which applies to all grades from  Undersecretary to Grade (7), and consists of three main axes: leadership spirit, future outlook, accomplishment and influence. Each pillar consists of  set of 10 criteria which, combined constitute a realistic picture of the leadership model.

She added: “The Leadership Spirit pillar includes 3 behavioral competencies: empowering, role model and open to the world, while Future Outlook consists of 4 behavioral competencies: future shaping, innovative, catalyst for radical change, familiar with advanced technology, and life-long learner. The third and final pillar, Accomplishment and Influence, consists of 3 competencies: flexible and fast, makes smart, efficient and effective decisions, focuses on and achieves higher goals of government.”