The Human Resources Department of the Government of Dubai has identified nine procedures for managing the low performance of employees, while confirming that the grievance against the outcome of the performance evaluation is a permanent right of the employee, which should not be denied.
The department explained that the procedural guide for the performance management system for the Dubai government employees, which was prepared, that if the non-citizen employee receives a performance result that does not meet expectations, his services will be terminated due to lack of functional efficiency, Which has the same result, including a six-month improvement and improvement plan, after identifying the reasons for the low level of performance.
She pointed out that the procedural guide to the performance management system for the employees of the Government of Dubai identified nine procedures to be followed to manage the low performance of the employee, beginning by giving written warning to the employee by the direct supervisor of the result of the evaluation and sending a copy to the Human Resources Department, To meet the causes of underperformance, identify weaknesses, and develop appropriate solutions for performance development and improvement, consistent with the capabilities and skills of the employee, in accordance with the model of the performance development plan included in the manual, in coordination with the Human Resources Department The tasks include individual goals to be accomplished development plan, and behavioral competencies to be developed and show them, and training courses needed by the employee to develop their capabilities and skills.
Low performance management also involves the approval of a performance development plan by the audited manager, a copy of which is sent to the Human Resources Department, and then coordination with the Human Resources Department, to provide the training courses needed by the staff member in accordance with the performance development plan. And provide continuous guidance and guidance during the duration of the development plan, with a view to determining the percentage of achievement of agreed goals, identifying aspects of improvement, challenges and development opportunities. The direct president will document those sessions and include supporting evidence. With the development of the direct head on.
"The direct supervisor shall notify the employee of the end of the development plan period, and a meeting will be held to discuss the completion rates during the plan period and review its performance. If the employee performance level improves and the objectives of the development plan are achieved, The employee's objectives or duties during the remaining period of the year. In the event that the performance of the employee has not improved, the necessary procedures shall be taken in accordance with the law.
The direct president should seek to resolve any dispute regarding the outcome of the evaluation of his or her performance by meeting with him within 10 working days from the date of the written notification of the performance of the employee, before the This dispute becomes grievance, provided that the outcome of the meeting is documented and notified to the employee. In the absence of a solution to this dispute, and the employee does not satisfy the result of evaluating his annual performance, he may lodge a complaint with the written manager within two working days from the date The expiration of the 10-day period referred to above, and the Director reviewing the decision In this grievance within five working days from the date of its submission, or from the date of commencement of the work if he is absent from working on official leave in accordance with the provisions of the law. If his absence exceeds 21 working days from the date of filing the complaint, In this grievance. A written grievance is then submitted to the Grievance and Complaints Committee within five working days from the date of its written notification of the outcome of its grievance with the Auditor, or after seven working days from the date of filing its grievance without a decision or from the date that should have been The decision of the Director-General in this respect shall be deemed final.
"The law also provides for a written grievance to the Central Grievance Committee within 14 working days from the date it is notified in writing of the decision of the Grievance and Complaints Committee or 30 days after the filing of the complaint without a decision."
HH Sheikh Hamdan bin Mohammed bin Rashid Al Maktoum, Crown Prince of Dubai and Chairman of the Executive Council, adopted Council Resolution No. (4) of 2019 on the disciplinary sanctions, complaints and complaints system for Dubai Government employees aimed at promoting transparency, fairness, accountability and equal opportunities for employees. .
Written grievance is submitted to the Central Appeals Committee within 14 working days.