Links excellence with rewards .. and includes controls to measure performance

A new system for evaluating the military in Dubai

Muhammad Saad Al-Sharif: "The provisions of the system apply to the military affiliates in the local emirate departments, with the exception of categories: the candidate, the military trainee, the scholarship student, and the sponsorship system student."

The Dubai Military Human Resources Committee issued a decision regarding the performance management system for the military in Dubai, to replace the system issued in 2010.

The head of the committee, Muhammad Saad Al-Sharif, said that the provisions of the system apply to the military personnel in the local emirate departments, except for the categories: the candidate, the military trainee, the scholarship student, and the sponsorship system student, pointing out that it links the individual goals to the department's strategic goals, and includes controls to measure the employee’s performance. In an objective and fair manner, through a clear methodology for encouraging and enhancing achievements, developing and identifying needs and improving them through development and training, as well as a clear mechanism linking individual excellence to the system of rewards and incentives.

He added that the system has set rules for evaluating the performance of the transferred employee within the department, as his immediate superior must evaluate his performance before transferring him to another organizational unit if the period he spent in work under his supervision during the evaluation year is not less than three months, and if the employee’s service period is during The evaluation year is six months or more at the organizational unit to which he is transferred, so the immediate head of the unit assumes the evaluation of the employee's performance for the whole year, taking into account the results of the evaluation of his performance for the period he spent in the organizational unit from which he was transferred. Not less than three months, so his approved performance evaluation is the result of the average evaluation he obtained each time, and the result of the employee's performance evaluation is calculated within the proportions of the organizational unit distribution to which he is transferred.

Regarding the rules for evaluating the performance of the transferred employee outside the department, the system stipulates that if he is transferred outside the department during the evaluation year, the immediate superior in the department from which he is transferred will evaluate his performance for the period he spent working for this department within (10) working days from The date of transfer, provided that it has passed at least three months of the evaluation year, and the Human Resources Department shall send the results of the evaluation to the department or the body to which it is transferred within a maximum period of 10 working days, and the direct head of the department to which the affiliated is transferred must develop a new performance plan within 20 working days from the date of commencement of work, and evaluation of his performance based on this plan.

As for the seconded employee, the department evaluates his performance in coordination with the entity seconded to it during the secondment period that exceeds three months. In determining the individual performance plan of the seconded employee, the job tasks assigned to the seconded employee are taken into account during the secondment period, whenever the secondment period takes six months or more than the evaluation year .

Regarding the evaluation of the performance of the employee assigned with official duties or a work team to perform tasks that are not related to the objectives of his organizational unit, his performance is evaluated after the completion of the assignment period of not less than three months or at the end of the evaluation year, whichever is later, based on a report from the authority supervising the Commissioning tasks.

As for the evaluation of the affiliate's performance during the probation period, the evaluation is carried out by the line manager according to a performance plan commensurate with the newness of his career, provided that he is directed during this period to the strengths and development related to his performance, and in the event of his confirmation in the job, the probation period enters the performance plan Within the annual evaluation cycle.

Al-Sharif indicated that the employee's performance is not effectively evaluated in the event that he is absent from work for a legitimate reason, for a period of more than six months during the evaluation year.

In this case, he shall obtain the latest result of an approved performance evaluation, provided that the result of the evaluation is not less than the score of "meeting expectations".

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