In order to increase the attractiveness of the work environment and raise productivity levels

Updating the policies for managing and developing the performance of government employees

The Federal Authority for Government Human Resources intends, during the coming period, to introduce updates to the performance management, training and development policies for federal government employees, which were launched for the first time at the federal government level in 2012.

The authority confirmed on its website that “the new updates come within the framework of the continuous and periodic review that the authority conducts on human resources policies, legislation, laws and regulations applied at the federal government level,” noting that it aims through the continuous review of laws and regulations to keep pace with the rapid global changes, and to develop tools And new government work methodologies that are more rapid, efficient and flexible, in addition to enhancing the dynamism of the federal government, increasing the attractiveness of the work environment for talent and competencies, and raising employee productivity levels.

The authority began collecting feedback on the system, conducting benchmarking, and reviewing the best practices applied globally in measuring employee performance, in order to optimize the system, which will help create greater flexibility for obtaining feedback, enhance productivity levels, and create harmony. The functional relationship between employees, their organizations and their direct officials.

The authority launched an updated version of the e-performance management policy in 2020, the most prominent of its amendments at the time focused on “the weights of the employee’s career goals, the flexibility to adjust the goals throughout the year, the adoption of behavioral competencies, and the mandatory competencies of specialists according to the job families.”

According to the authority, the employee’s performance in the new system is evaluated in comparison with the main performance objectives and indicators, which are set in partnership between the employee and his direct manager for the period during which the evaluation is carried out, so that they are specified at the beginning of the evaluation period, and are subject to continuous review and feeding, during the performance period, which passes There are three stages linked to a timetable, including: “performance planning, interim review, and final annual performance evaluation.”

The authority indicated that the performance management, training and development system is applied to employees of the tenth grade and above.

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