FAHR aims to develop the HR in the Government sector, according to the best global standards and practices.
In this window, you will find the key laws, rules and policies govering the development of Human Resouces in the ministries and federal entities.
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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.
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.
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
Employee shall be entitled to annual periodical increment as a lump sum stated in the grades and salaries schedule and shall not exceed AED (1000), added to the basic salary, depending on the level of his annual performance appraisal according to the performance management system. This periodical increment shall be paid at 1 January following the elapse of at least one year from the date of his appointment, and if the employee got an assessment of “needs improvement”, the periodical increment shall not be paid for that year.
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