FAHR has issued a circular to federal ministries and entities urging them to  launch the third stage of EPMS in accordance with the rules and provisions contained therein, taking into account the proper application of this pioneering system.

The circular also called the federal entities to provide the necessary help and support to line managers in the process of applying the system, by furnishing them with soft and hard copies of the system, in addition to providing the general framework for behavioral competences and forms of the annual employee performance, noting that these documents are made available on FAHR website www.fahr.gov.ae

HE Laila Al Suwaidi, Executive Director of Programs and HR Planning sector explained that the three stages of EPMS are implemented electronically through the human resources information management system in the federal government “BAYANATI”. “The employee can access the self-service unit, which is one the innovative services and easy- to- use interface provided by  “BAYANATI”, to view his/her career objectives and their weights, as well as directly reviewing objectives with the line manager”, she said.

She added: “The system provides the feature of evaluating employees electronically, and they can upload their evidences and the required documents to complete the evaluation process. It should be noted that this is not a substitute for personal interview between the employee and the line manager but it is mainly an electronic system that helps in automation of transactions previously done manually”.

HE Laila Al Suwaidi explained that EPMS is based on five main principles: creating a performance culture among individual employees; engaging  employees in planning and setting goal; encouraging line mangers to provide feedback on employees’ performance; linking promotion, incentives, allowances, training and development to performance, as well as incorporating justice, consistency, equity and credibility throughout the implementation process. 

According to  HE Laila Al Suwaidi, EPMS for the Federal Government employees is considered one of the best practices in the field of  human resources development, as it links an employee’s individual goals to the objectives of the organization, and therefore to the human resources strategy in the federal government  and UAE Vision 2021.

Explaining EPMS more, she said: “This system is a process which evaluates an employee’s performance against objectives/ KPI’s set jointly with his/her line manager for the period being assessed. These objectives will be set at the beginning of the review period, and will be subject to continuous review and feedback throughout the year.

“The EPMS cycle consists three stages implemented according a timetable: performance planning, interim review, and final performance review. The three stages of the cycle together support individual accomplishments within the umbrella of team work, and seek to develop a culture of continuous learning, increase the opportunities of professional development and enable federal entities to pick out and recognize distinguished and competent employees.  It contains clear bases for measuring contribution to the achievement of the strategic objectives of the entity, and complementary systems including training and development, talent nurturing, and HR performance monitoring and measurement”.

EPMS transformed to electronic in 2014

HE Laila Al Suwaidi said that the system, which was launched in early 2012 at the Federal Government level, seeks to link performance with achievements and outstanding results; improve and increase UAE Federal Government employees’ productivity; encourage individual achievements and teamwork spirit; create a culture of continuous learning and professional development opportunities; allow UAE Federal Government entities to identify and recognize high performers; and set clear foundation for measurement of real contribution to the achievement of an entity’s strategic objectives.

Reward and Incentive System compliments EPMS

HE Laila Al Suwaidi considered the reward and incentive system for the Federal Government employees submitted by FAHR and adopted by the Council of Ministers vide Resolution No. 18 of 2015, to be in kine with the principles of EPMS, as it aims to provide standardized methodology for ministries and federal authorities to motivate outstanding human resources, as well as procedures to be followed in rewarding employees based on performance levels.

She added that the system comes as a continuation of EPMS, which seeks to reward innovation, achievement and outstanding performance, and provides an opportunity for ministries and federal bodies to invest their resources and financial allocations to recognize their employees’ efforts, pointing out that the system enhances the competitiveness and efficiency of the federal government to become an attractive environment for national talent.

She stressed the importance of reward and incentive system for the Federal Government employees and its role in the development and stimulation of human capital in the federal government, and helping the federal ministries and entities in recognizing the outstanding employees according to specific principles and criteria.  

“The reward and incentive system has been developed within the framework of an integrated system of human resources legislation, initiatives and programs aimed at motivating the federal government employees, and enhance their performance and increase their productivity, in order to ensure a happier work environment for the employees and customers alike”, she noted.