The Department of Human Resources of the Government of Dubai has introduced a procedural guide for the performance management of Dubai Government employees, which sets out the rewards and benefits and punitive penalties for civil and non-citizen employees, according to the results of periodic performance evaluation reports throughout the year. Employee assessment of incentives, promotions and sanctions.
The new system aims to increase the productivity and competitiveness of each department in carrying out its duties and competencies, and improve its performance to ensure the high efficiency and performance of the government in general. The guide showed that the Department is entitled to grant financial rewards or in kind in honor of the employee's efforts and behavior and outstanding work, Procedures, or for the completion of hard work that is of immediate or future benefit to the Department, provided that the value of the cash bonus does not exceed the monthly basic salary of the employee. The department is entitled to promote the employee based on the approved evaluation result. CAM upgrade Law of Human Resources of the Government of Dubai.
The guide has identified several procedures for working in the event that the reports show the employee's low performance, the most important of which is that if the non-citizen receives a performance result that does not meet the expectations, his services will be terminated due to lack of functional efficiency.
In the case of a civil servant who receives a "non-performance" performance score, other measures are applied, as well as a four-month improvement and improvement plan for his or her career.
The guide explained several procedures for low performance management, namely, direct written warning to the employee by the direct supervisor of the outcome of the evaluation. The direct president held a meeting with the employee who received a "not meeting expectations" performance to discuss the reasons for his poor performance, In accordance with the capabilities and skills of the employee. The performance development plan is approved by the referenced manager, a copy is sent to the human resources department, and coordination is provided to provide the training courses required by the employee in accordance with the performance development plan.
"The Human Resources Department follows up the implementation of the development plan with the direct president concerned. The direct supervisor also informs the employee of the completion of the development plan. A meeting is held to discuss the completion rates during the plan period and to review its performance accordingly. The direct supervisor shall identify the objectives or tasks of the employee during the remainder of the year in accordance with the performance plan model, and submit them to the director for approval. The direct supervisor shall notify the referenced manager and Wara human resources if there has been no improvement in the performance of the employee, to take action legally.
Grievances
According to the Dubai Government Employee Performance Management Manual, the grievance on the outcome of the performance appraisal is considered to be a right of the employee and may not be denied. The direct president shall seek to resolve any dispute over the outcome of the performance evaluation by meeting with the employee within 10 working days of the employee's written notification of the evaluation result Before the dispute becomes a grievance, provided that the outcome of the meeting is documented and notified to the employee.
If the employee does not agree on the outcome of his annual performance evaluation, he may file a complaint in accordance with several steps. First, a written grievance shall be submitted to the reviewing manager within two working days. Date of submission of grievance.
If the employee is not satisfied with the outcome of his grievance with the audited director, he may lodge a complaint in writing with the Grievances and Complaints Committee. The employee may also file a written complaint with the Grievance Committee.
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