In a circular dispatched to all federal ministries and entities, FAHR stressed the need for launching the third phase of the System cycles in accordance with the rules and conditions provided for in the System, taking into account the sound application of this pioneering System.

FAHR also called upon federal ministries and entities to lend support and assistance to immediate line managers in the process of applying the System. This is done by furnishing them with hard and soft copies of the Systems and providing the general framework for behavioral competencies and forms of employee annual performance documents. All these documents are available online at the FAHR website: www.fahr.gov.ae .

In this regard, HE Laila Al Suwaidi, Executive Director of the Department of Programs and Planning of Human Resources in FAHR explained that the three phases of Employees Performance Management System are implemented electronically through the Human Resources Information Management System in the federal government, "Bayanati”. She pointed out that any employee can access the self-service system, which is one of the pillars of the “Bayanati” system that is considered as a gateway for the performance management system, where the employee can enter his/her personal job objectives and their weight, together with directly reviewing objectives between the employee and immediate line manager.

She also pointed out that the system provides for the feature of online evaluation of employees, where it is possible to attach special evidences and required documents to complete the evaluation process. She confirmed that the system does not constitute an alternative for personal interviews between employees and the immediate line managers. This system is an electronic system that contributes to the automation of traditional manual procedures, in a way that supports the vision and directives of FAHR, to keep up with the requirements of e-government initiative launched by HH sheikh Mohamed Bin Rashid Al- Maktoum, Vice President, Prime Minister and Ruler of Dubai.

On his  part, Ibrahim Fikri; Managing Director of the Department of Projects and Programs in FAHR, stated that the Performance management System is based upon five main principles: enhancement and development of the culture of performance in employees, engaging employees in planning and setting up of objectives , encouraging leaders to offer feedback on their employees performance in an objective manner,  linking promotions, incentives allowances, training and development to the level of performance and entrenching values of justice, consistency, fairness and credibility in the application of the system.

He pointed out that the performance management system is a process by which the performance of employees is evaluated in comparison to main performance objectives and indicators set jointly by the employee and the immediate line manager. These objectives should be made clear at the beginning to the performance appraisal period and are subject to continuous review and feedback throughout the performance period.

Ibrahim Fikri noted that the system, which was launched in early 2012 at the federal government level,  seeks to link performance to reward,  achievement and distinguished results, improve and increase employees’ productivity, encourage individual accomplishments within teamwork context, develop continuous learning culture, increase vocational professional development opportunities, enable federal authorities to identify and appreciate competent and talented employees and develop a clear basis for measuring the extent of contribution to the accomplishment of the strategic objectives of the concerned federal entity. 

Behavioral Competencies Framework

Coinciding and in line with the performance management system for federal government employees, the general framework of behavioral competencies and efficiencies was also launched. It comes as a fundamental support for the performance management system and other systems associated with it.  It includes nine competencies, three of which are leadership qualities and six are measurable main competencies that must be available in federal government employees to help them in carrying out their duties and obligations in a distinguished manner.

 The behavioral framework is intended to acquaint immediate line managers and employees with a comprehensive awareness of the concept of competencies and explain how to use them. It helps them to understand, develop and acquire the skills, abilities and basic and leadership behavioral attitudes that enable them to perform their duties effectively and to manage their professional development, as it clarify the competencies that they should embrace irrespective of job levels.