The Federal Authority for Government Human Resources announced the end of the second interim review phase for electronic performance evaluation of federal government employees, within the next two weeks, to be followed by the third and final stage of the system, which is dedicated to the final performance evaluation, in November, and will continue until the end of December next.
The authority emphasized that the "electronic" performance appraisal system does not substitute for the personal interview between the employee and his immediate boss "because its primary purpose is to contribute to the automation of traditional manual human resource procedures."
In detail, the authority stated that the new version of the electronic performance management system for employees of the federal government, which was launched at the beginning of last month, aims to develop a culture of continuous learning, and encourage individual achievements within the umbrella of teamwork, and improve employee productivity and increase, in addition to its ability to link performance to reward achievement The distinguished results, increasing the opportunities for professional and professional development, enabling the federal authorities to identify and estimate competent and distinguished employees, and laying clear foundations for measuring the extent of the contribution to achieving the strategic goals of the business.
The authority confirmed the completion of the second stage of the employee’s performance review phase and annual goals during the next two weeks, to be followed by the third and final stage of the system, devoted to the final performance evaluation, in November and continuing until the end of December next, according to the mechanisms of the new performance management system for federal government employees for 2020 , Pointing out that the electronic performance appraisal system does not replace the personal interview between the employee and his immediate boss, but rather it is an electronic system that contributes to the automation of traditional manual human resources procedures, which speeds up the pace of work in ministries and federal agencies, and improves the human capital management system in the federal government.
The authority granted the employers two exceptional mechanisms when evaluating the results of the performance of two categories of employees, the first includes those enrolled in the national service, and the second relates to employees who have extended study leave, as it permitted work entities to be guided by the results of the evaluation of the stakeholders in the national and reserve service for the employee concerned for the first category. It also authorized the guidance of the academic results of the employee authorized study (within the second category), confirming the possibility of an automatic evaluation process for the two categories.
With regard to the evaluation of new employees, the Commission drew to their performance evaluation at the end of the test period, if the employee’s service period (during the evaluation year) exceeded six months, as is the case for other employees, but if his service period is less than six months, it is not included Within the annual performance cycle.
She said that the performance management system for employees of the federal government is one of the most prominent and best practices for human resource development and development, which the federal government seeks to establish, as it links the individual goals of the employee to the goals of the institution, and thus the vision of the government of the UAE. It also establishes an approach that ensures linking performance with reward achievement and outstanding results, in addition to its contribution to improving and increasing employee productivity through an annual performance evaluation consistent with the objectives of the federal government. The performance of the employee is also evaluated by comparison with the goals and the main performance indicators, which are developed in partnership between the employee and his direct boss for the period during which the evaluation is made, so that they are defined at the beginning of the evaluation period, and are subject to continuous review and feeding, during the performance period, which passes according to the system three Stages linked to a schedule.
She added that the performance management system is based on the general framework of behavioral competencies in the federal government, based on the Emirates model for government leadership, and applied to all target grades (from the degree of the Undersecretary to the seventh degree).
According to the authority, the performance appraisal system consists of three main axes, which are "leadership spirit", "future outlook", "achievement and impact", explaining that there is a set of behavioral competencies that fall under each axis, and reach a total of 10 competencies, which together constitute an image Realistic to the leadership model that the state leadership seeks to prepare and build.
The axis of "leadership spirit" includes three behavioral competencies, which are "empowered for man", "good role model", "open to the world", while four behavioral competencies are listed under the "future outlook" axis, which are "forward-looking" and "innovative and motivating" For fundamental change "," familiar with advanced technology of the future "," continuously educated and for life ".
The third and final axis, "Achievement and Impact," consists of three competencies, which are "flexible and rapid", "making smart, effective and efficient decisions", "focusing on the higher goals of government and achieving results."
The Authority identified two conditions for the employer to make adjustments to the results of the evaluation of the performance of its employees for previous years and retrospectively. The first is a clear material error, and the second is the lack of validity of the data that the authority relied on in evaluating the employee, pointing out that in the event that the employee gets a result of a 5 or 4 Or 1 The next president of the immediate head reviews and approves the final result.
Electronic management
The Federal Authority for Government Human Resources reported that the three stages of the employee performance management system are through a “Bayanati” system, explaining that the system, documents and evidence for it are available on its website.
She indicated that the employee can enter the self-service system, include his own goals and weights, and review them with his direct boss.
She emphasized that the system provides an electronic evaluation feature for employees, and enables them to attach special evidence and documents required to complete the evaluation.
"HR":
"Electronic performance evaluation does not replace the personal interview between the employee and his immediate superior."
- “Employee Performance Management System links the employee’s individual goals with the organization’s goals.”