The flexible work employment mode has been added to the current employment modes. The modes now include the following:

- Full-time employment, temporary employment, part-time employment, and flexible work.

- Flexible work is considered similar to full-time employment but with the flexibility to change working hours or days based on the workload, economic conditions, and operational variables of the employer.

The conversion is typically initiated either by the employer or upon the request of the employee, as follows:

According to the new employment modes, the contract duration has become a maximum of three years, renewable as determined by the employer, for any employment mode except for temporary contracts, which have a duration of less than one year.

It can be required in the interests of the work and in the slightest extent, subject to the approval of the senior management of the training and before the end of the probation period.

According to the model No. 3.1.3 in the procedures manual of the system, the procedures for deduction were detailed. The details are calculate according to the training department and the payroll  department. It is then approved according to the delegation of financial and administrative authority in the federal authority. Issuing the ministry decision by the minister or a delegated member to finalize the deduction procedures .

Yes, it is possible to differ the forms of training to develop the same skill, but it is preferable to take into account the financial cost in this case and start forms of training is not expensive such as job shadowing and then nominate  for a training course in case of not benefiting from the program.

To apply for a grievance in the Performance Management System, the grievance shall be, if the employee was evaluated" "needs to be improved", according to the following steps:  

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Employees are appointed according to the law and its executive regulations, and as per the procedures contained in Human Resources Manual, without discrimination between men and women in accordance with Article (20) of the executive Regulations.

Muslim employees shall be granted a full paid 15-working-days leave to perform Hajj, at a maximum of two times during his/her tenure, and with an interval of at least ten years between the two leaves. The employee may combine the annual and Hajj leaves. The Hajj leave is only granted after successfully passing the probation period. After returning from Hajj, the employee shall provide the necessary evidence for performing Hajj. Weekends and official holidays falling within Hajj leave shall not be considered part of it.

A female employee delegated for a training course or program is entitled to receive a travel ticket from the work headquarter to the destination country and vice-versa. A travel ticket is granted to one member of the national female employee’s family to accompany her during her participation in any training course or program outside the country, regardless the period of delegation, and the ticket shall be at the same travel class determined for the delegated female employee.

An employee, who has the desire to join the national and reserve duty, may deplete his annual leave balances due to him for the period of his joining the national duty within a period not exceeding 31th of December of the year following the year in which his national duty period ends, or granting him a cash allowance for those leaves if the employer deems it so. Knowing that the cash allowance shall be paid according to the basic salary.

An employee may file a complaint if he is not satisfied with the result of his performance evaluation before the Grievance Committee formed at his workplace, according to the grievance mechanism shown in the Performance Management System for Federal Government Employees.

If the situation of the employee is changed during the year in the event of transfer, secondment, or loan then he/she is obligated to go over and review his/her goals with the direct manager. In the event of a promotion or a change in job responsibilities, if the change occurs prior or within the first three months of the assessment year, then he will be evaluated for the new job and by the new direct manager. If the change occurs subsequent to the first three months, so the employee is evaluated for his previous and current performance by his/her previous and current direct manager

The monthly Human Resources Echo Article is issued in both Arabic and English and you can subscribe to it electronically, through the Authority’s website. You will be receiving the article via e-mail HRecho@fahr.gov.ae when it is issued directly.

There are several benefits that an individual and an entity reap as a result of identifying and selecting Government Skills Bank Members. Some of them are:

• At the Individual Level: Encouragement to acquire new knowledge and skills; fostering organizational loyalty; and increasing the job satisfaction level.
• At the Entity’s Level: Creation of a work environment which motivates employees to acquire and spread knowledge; improving institutional memory; reduction of time used to identify a suitable expert for handling and solving a certain problem; and provision of a clearer picture of the employees’ knowledge and skills in the different business units across the entity.

The criteria for identifying and selecting Government Skills Bank Members:

• Relevance of specialization to the needs of the entity and the federal government.
• Relevance of work experience.
• Achievements and appreciation related to specialization.
• Relevance of educational qualifications and professional certifications.
• Benchmarking, spreading, and applying of best practices.
• Communication skills.
• Mentoring and coaching others./li>
• Skill-based volunteering.

An entity can motivate Government Skills Bank Members through:

• Highlighting the important role that they play in the entity.
• Providing opportunities for them to share their knowledge and expertise with others inside the entity.
• Providing learning and development opportunities which support their career development.
• Showcasing their success stories and their contributions to the success of the entity and to developing the national talents.
• Tangible and intangible appreciation in line with the entity’s set policies and procedures.

Access to Al Mawrid Site: www.al-mawrid.ae  

Login:

For entities using “Bayanati” System, they should use "Bayanati" credentials (User name and password) to login in to Al Mawrid Portal.

Entities that do not use "Bayanati” System, they should use the "e-mail" for the User Name, and Password “Dubai_5000” or the updated password if it was previously changed.

For entities using “Bayanati” System, they should login to the system and change the password, and the changes will be reflected automatically on Al Mawrid Portal.

For entities who do not use “Bayanati” System, they should enter the “email” in the user name field, then click “Forgot Password” and a link will be sent to the registered email to update the password.

The Authority is making every effort to provide free training programs and courses for federal government employees through “Al Mawrid” Portal, and the Authority will continuously announce the free courses and programs available through the portal, whether by sending circulars to employees of ministries and federal entities through "Bayanati" System, or via various accounts on Social Networking sites. The employees will also receive a notification for new courses via their registered email in "Bayanati" System.

The Professional Certificates Initiative "Elite" is one of the strategic initiatives of the Federal Authority for Government Human Resources, which aims to develop the skills of Federal Government employees and develop their specialized and professional capabilities to meet the UAE Government's aspirations and enhance its global leadership and competitiveness.

These Professional Certificates are provided, throughout the year, by the best training providers, including leading institutes and universities with 20 job families, and preferential rates for Federal Government employees. Employees can apply for the initiative directly or be nominated by their entities, to obtain the certificates which are regularly updated according to job families.

Federal entities or employees wishing to benefit from the programs and certificates provided, can visit the Authority’s website or directly communicate with the Initiative Team through the communication channels shown below :

The HR Club sessions are free and available to all audiences from inside and outside the country.

Yes, participants in the HR Club sessions are granted electronic participation certificates, and they only have to register their full name and e-mail in the designated fields on the session broadcast screen.

Estiqtab is a Centralized Recruitment System powered by Artificial Intelligence, that aims to support UAE Government entities to accelerate and streamline their recruitment process. 

Yes.

Entities should contact FAHR via:

-                    e-mail (estiqtab@fahr.gov.ae)

-                    Unified Call Center (600525524)

In order to apply for subscription and obtain specific preferential prices -according to the size of each entity- to be paid by the entity requesting the service and then fill out the subscription request to activate the system.

You will receive a notification from "Jahiz" on your official email containing your username and password details. Once received, you can sign in to the platform using your Emirates ID number in the username field. For example: 784-1982- *******-2, and the provided password.

All Federal Government employees.

Virtual masterclasses and online modules.

An Entrepreneurship Leave for self-employment means such a leave granted to a national employee for the purpose of establishing, managing or supervising his own project.

All national and civil employees working in federal entities can apply for this leave, with the exception of employees of federal government-owned companies, employees of temporary contracts and part-time workers.

The employee's service period shall not be less than five years, whether in the federal government or local governments.

Yes, the new law obliged the entities excluded from the application of its provisions to provide real-time data for the Human Resources working for them, including wages and salaries, and all procedures related to Human Resources through linking with the electronic systems approved by the Authority.

The Authority authorized to issue the Exclusion Decision is the Honorable Council of Ministers.

The patterns are as follows: full time - part time - temporary work - flexible work.

In addition to giving flexibility to the government in creating other patterns and types of work as required by the interest of its work.