5 levels to measure employee efficiency in the Government of Dubai

The Dubai Human Resources Department has set five levels to assess the competencies of the government's professional and behavioral staff, with the aim of developing an objective methodology for evaluation and measurement of indicators of achievement, and identifying points of improvement and development needed to improve collective performance.

The department explained to Emarat Al-Youm that the estimate of the degree to which the employee is entitled to the individual goals is based on the measurement levels and the indicators that are: a level that exceeds the expectations significantly (5) and is given to the employee who achieves all the agreed goals, To be present in the performance plan, at least 120%, and achieve all the objectives and tasks required of it effectively and efficiently, ahead of schedule, and provide proposals and initiatives are applicable and have a significant impact at the level of the Department.

"The second level is the performance above expectations (4), which is given to the employee who achieves all the agreed goals, and additional goals that were not present in the performance plan in percentages ranging from 106% to 119%, and accomplishes all the objectives and tasks required of him effectively. Timely and efficient, and calls for more tasks and responsibilities, and provides constructive proposals and initiatives that are applicable at the organizational unit level. "

"In terms of a level that meets expectations, 3 this is given to a staff member who performs his duties on a regular basis, fulfills expectations in all that is requested of him, and exceeds them in some areas in percentages between 100% and 105% of the goals agreed upon in the performance plan. All objectives and tasks required of it effectively and efficiently on time. For a level that satisfies most expectations, 2 this is given to the employee who meets most of the performance expectations and achieves 75% to 99% of the targets agreed in the annual performance plan. However, the level of performance does not exceed (not meet expectations) in some areas. To help the immediate president and his colleagues at work to do his work ».

The latter level is "not meeting expectations", 1 is given to a staff member who does not perform his or her duties at the required level, does not meet the performance ratios agreed in the performance plan and is less responsive to the direct guidance and guidance of the President in performing the functions.

According to the Department, the Performance Management System (PMS) Procedural Manual for Dubai Government employees sets out the scope for behavioral competency measurement levels. The degree to which the employee is entitled to behavioral competencies is assessed according to several levels: a level that exceeds expectations significantly (5) The behaviors and skills required in all situations and conditions are highly effective, have the ability to interact with others and make a strong positive impact, and shows no negative indicator throughout the year.

A level exceeding expectations (4) in behavioral competencies is given to the employee who shows the behaviors and skills required in a continuous, strong and influential manner in different situations, and shows some indicators of proficiency that exceed the levels set for him, which can be considered as a model to be followed by others, Negative throughout the year.

(3) for a staff member who consistently shows most of the behaviors and skills required, leads without guidance or supervision, and shows no negative indicators throughout the year, while a level that satisfies most expectations (2) is given to the employee who shows some The behaviors and skills required in a non-continuous manner, and requires constant guidance, supervision and development, and shows some negative behavioral indicators.

A level that does not meet expectations (1) is given to an employee who does not exhibit the required behaviors and skills permanently and continuously and shows many negative behavioral indicators, and does not achieve improvement and progress in the level of proficiency despite the guidance and direct guidance from the President.

Evaluation phase

The Department has identified the assessment phase between mid-December and mid-January of the year following the evaluation year, and reviews the employee's performance plan, which includes: assessment of achievement of individual employee objectives, results achieved, employee competency assessment and assessment of individual employee learning and development plan based on The results of the previous evaluation year, the period of periodic review, and the initial revision of the ratios.

The evaluation phase involves several steps: the first step. The direct chair prepares the audit meeting in December of the evaluation year by reviewing the employee's performance plan, the results and the periodic review notes, and the assessment of the percentage of achievement of the individual objectives and competencies according to the approved performance plan Compared to planned.

The second step is the initial evaluation, whereby the employee will conduct the initial self-assessment and submit it to the direct president, well in advance of the audit meeting, in accordance with the procedures set out in the periodic review phase.

Degree of assessment

The objective of the audit session between the direct supervisor and the employee, which discusses and reviews the employee's performance plan, results and observations of the periodic review phase, prepares evidence-based documentation showing the actual achievement of individual objectives and behavioral competencies and measuring their achievement And estimate the score due for each goal.

The direct supervisor should review and clarify the reasons for measuring the outcome of the evaluation, and identify learning and development needs for the following year, with a view to improving the employee's performance, competencies and skills.

Calculate the score

The objective is to calculate the degree of evaluation of the employee. Individual objectives represent 70% of the ratings. The behavioral competencies represent 30%. The final score is calculated by multiplying the total results of the objectives and the results of competencies in their respective weight. The final sum of the sum.