The year: The calendar year of twelve months.

The month is unit of time amounting to 30 days.

Today is any day in which normal business is conducted in Federal ministries and authorities and was determined with seven hours a day or 36 hours a week.

The employees’ improvement plan is developed to address employees’ under performance for a period of 3 months, following which they are re-evaluated. If their performance improves, new goals will be set for them. Otherwise, the period will be extended to additional three months and their performance will be continuously monitored by their line manager during the stipulated period. In the event that the performance of an employee does not show any improvement, after the expiry of that period, the service of the employee concerned may be terminated due to his/her incompetence in accordance with the provisions of the Law and its Implementing Regulations.

If the employee refuses to sign the improvement plan that has been drawn up to improve his/her performance, the employee will be duly notified via any means available (email, fax, etc.), while taking into consideration as an important element in the appraisal (in terms of competencies) that he/she refused to sign. The employee may be referred to the Violations Committee, if necessary.

In case the performance of the employee does not show any improvement after the end of the two periods mentioned hereinabove, the employee may be terminated due to his/her incompetence in accordance with the provisions of the Law and its Implementing Regulations.

With reference to the provisions of Article 16 of the Federal Decree Law No. 11 of 2008 on human resources of the Federal Government and its amendments: Terms of appointment to the below positions shall be according to the following:

The positions of the Undersecretary and the Director General in independent authorities are granted under a Federal Decree under the consent of the Cabinet.

The positions of the Assistant Undersecretary and the Executive Director of independent authorities are granted under a Cabinet resolution

The powers to approve appointment contracts for other positions shall be granted to the competent Chairman of the Federal entity or his representative.

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.

All the competencies have been clarified in the Employees' Performance Management System (EPMS), based on that, the evaluation should include all leadership competencies mentioned for the second grade and above. In that case, the direct manager should evaluate the employee based on the relevant behavioral indicators. For example if it is related to the competency of the leadership of change, the employee shall be evaluated in the following points, even if he is not one of the leadership team.

2- Developing ideas and rigorous research to obtain innovative results.

3- Applying and supporting various change management activities (e.g. communication, training, team development, and guidance), etc

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

1- If the incident occurs before the interim review, the direct manager has the power to alter or dismiss this goal considering the givens of the situation.

2- After the interim review, the goals are not subject to change; hence, the direct manager should evaluate the employee based on the procedures he has completed towards achieving the goal.

3- It is recommended when setting up goals, that the goal first should be comprehensive and flexible, and should not just depend on the result of completing the goal, but also rather include procedures and tasks that should be completed in order to achieve the goal.

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:

Username: Your employee no. (Without entity code)

Password: Dubai _5000 (Please change password)      

Access to free courses its limited to certain periods.

FAHR announce about free courses through the FAHR media channels, employees will receive an email notification placement for the new courses via their email registered in the "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.