In this phase of PMS cycle the line manager reviews the employee’s progress towards meeting the objectives and identifies the difficulties that may hinder the completion or achievement of the objectives, before proceeding to Phase 3 (Annual Performance Evaluation), from November to December every year.

HE Laila Al-Suwaidi, Executive Director of Programs and Human Resources Planning Sector at the Authority confirmed that the three phases of the PMS cycle, Performance Planning, Interim Review, and Annual Performance Evaluation, are carried out electronically through the Federal Government’s HR Management Information System ‘Bayanati’.

She called on the ministries implementing the system, to launch Phase 2  according to the rules and standards contained therein, taking into account the proper implementation of this pioneering system, which has been operated electronically through the Federal Government’s HR Management Information System (Bayanati) since 2014. She confirmed that the PMS along with all the evidences and forms are available electronically on FAHR website: www.fahr.gov.ae. 

According to Laila Al Suwaidi, employees will have access to self-service function, which is considered one of the key components of Bayanati System, to enter their own individual objectives and weights, as well as review the objectives achieved and update them as required with the line manager. 

For her part, Mariam Al Zarouni, Director of Government Human Resource Planning Department, explained that the PMS allows the evaluation of employee performance electronically and enables employees to attach necessary evidence and documents required to complete the evaluation process.

She said: “However, PMS cycle 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.  

“The Authority launched last year a new version of PMS for Federal Government employees, based on Cabinet Resolution No. (35) of 2020, which is one of the pillars of the federal system for human capital development policies, legislation, regulations and initiatives,”  Mariam Al Zarouni noted.

Performance Management System for Federal Government employees is one of the most important and best practices for human resource development. It links employee individual objectives to organizational goals and the UAE Government’s vision. It establishes an approach that ensures linking rewards, incentives and bonuses to the level of performance, and improving and increasing employee productivity based on the annual performance in line with the Federal Government’s goals.

The system, which applies to all Federal Government employees, regardless of their contract type and term, evaluates the employee’s performance in comparison with the objectives and key performance indicators (KPIs) set jointly between both the employee and the line manager for the period during which the review is taking place. These objectives and KPIs are originally defined at the beginning of the review period in order to take into account any major changes in tasks or responsibilities, and are subject to continuous feedback throughout the three performance review phases: Performance Planning, Interim Review and Annual Performance Evaluation.

The most important amendments to PMS relate to weights of employee objectives, and flexibility of modifying the objectives throughout the year by agreement between the employees and their line managers. Employees can also document their outputs throughout the year, expand the scope of performance results and adopt behavioral competencies in line with the UAE Model for Government Leadership approved by the Council of Ministers. Professional competencies are now compulsory according to job families.

Amendment to PMS system’s updates also included 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 goals, 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.

Smart Skills Bank

When formulating smart goals, it should be taken into account that they are ambitious and challenging enough to contribute to realizing the goals of UAE National Agenda. All goals must be geared towards achieving the strategic plan of the federal entity, and it is possible to use the 5000 smart electronic goals available in the "Smart Goals Bank" for assistance jobs.

Behavioral and Professional competencies

Performance Management System is based on Behavioral Competency Framework in the Federal Government compatible with the UAE Model for Government Leadership, which applies to all grades from the undersecretary to Grade (7), and consists of three main axes: leadership spirit, future outlook, accomplishment and influence. Each pillar consists of 10 competencies, which, combined constitute a realistic picture of the leadership model, the UAE’s wise leadership seeks to achieve.

The Leadership Spirit pillar includes 3 behavioural competencies: empowering, role model and open to the world, while Future Outlook  consists of 4 behavioural competencies: future shaper, 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 the Government’s higher goals.