The Federal Authority for Government Human Resources (FAHR) has launched the new version of Performance Management System (PMS) for Federal Government employees, endorsed by Cabinet Resolution No. (35) of 2020 as a key federal system for the development of human capital.
In this regard, His Excellency Dr. Abdulrahman Abdel Manan Al-Awar, Director General of the Authority stressed that PMS has been developed according to global best practices, and has been a great success since it was released first in 2012. The system was transformed into smart through “Bayanati” system In 2014, thus enabling monitoring its indicators and results via smart screens, HE explained, pointing out that it is the second amendment to the system, which reflects the Authority’s keenness to keep pace with developments, support and measure government employees’ efficiency and performance.
HE said: “The Authority has received feedback about the system, conducted benchmarking studies, reviewed the best practices applied globally regarding measuring employee performance, besides holding consultative and brainstorming meetings with ministries and federal entities to explore s views and observations on PMS. Questionnaire surveys have been conducted before updating the system, which helps create greater flexibility for feedback, enhances productivity, as well as promoting harmony between employees, their organizations, and line managers.
“Modernization of PMS comes as part of the Authority’s efforts to update HR policies, legislation and regulations in force at the Federal Government level, to keep pace with local and global developments and changes, and to achieve the visions and aspirations of our wise leadership, to see the UAE as one of the best countries in the world at all levels.”
The Key Modifications
HE Aisha Khalifa Al Suwaidi, Executive Director of HR Policies Sector in the Authority highlighted the most important amendments to PMS, explaining that they are centered around weights of employee career goals, and flexibility of modifying the goals throughout the year by agreement between the employees and their line managers. Employees can also document their outputs throughout the year, expand the scope of performance results and adopt behavioral competencies in line with the UAE Model for Government Leadership approved by the Council of Ministers.
HE indicated that PMS’s updates included amending the classification of the final performance results according to moderation committee’s mechanisms contained in the system. She explained that the system is based on five main principles: fostering a performance-oriented culture; involving the employee in planning and setting individual objectives; encouraging fair, accurate and proactive feedback from line managers in respect to the performance of their direct reports; establishing a clear link between on-the-job performance and incentives such as annual increase, promotions and training and development opportunities; and providing a consistent, fair and credible employee performance management system, through setting clear standards, policies and procedures.
Performance Management System for Federal Government employees is one of the most important and best practices for human resource development. It links employee individual goals to organizational goals and the UAE Government’s vision. It establishes an approach that ensures linking rewards, incentives and bonuses to the level of performance, and improving and increasing employee productivity based on the annual performance in line with the Federal Government’s goals.
The system evaluates the employee’s performance in comparison with the objectives and key performance indicators (KPIs) set jointly between both the employee and the line manager for the period during which the review is taking place, noting that these objectives and KPIs are originally defined at the beginning of the review period during the performance period in order to take into account any major changes in tasks or responsibilities.
Performance evaluation process relies on ongoing feedback throughout the the three performance review phases: Performance Planning, Interim Review and Annual Performance Review.
EPMS applies to all employees of federal entities regardless of the type and duration of the contract, including part-time employees.
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Evaluating Exceptional Cases
The federal entity may, when evaluating the performance results of employees who are enrolled in the National Service and Reserve or who have extended study permits, be guided by the evaluation results of those concerned at the National Service and Reserve for the purposes of evaluating the concerned employee or based on the academic results of the employee exempted for study purposes or that the entity automatically conducts the evaluation process for this category.
As for the new employee in the probation period, a performance form is dedicated for him/her according to the PMS, and his/her performance is evaluated at the end of the probation period (6 months, and it may be extended for a period of 3 months). If his/her job competency is proven, he/ she will be granted permanent status and his/her objectives will be updated for the remainder of the year. If the remaining period is (6) months or more, he/she will be evaluated at the end of the year like other employees, but if the period is less than (6) months, he/she will not be included in the annual performance cycle.
Behavioral and Professional competencies
Performance Management System is based on Behavioral Competency Framework in the Federal Government compatible with the UAE Model for Government Leadership, which applies to all grades from the undersecretary to Grade (7), and consists of three main axes: leadership spirit, future outlook, accomplishment and influence. Each pillar consists of a set of criteria which, combined constitute a realistic picture of the leadership model.
The Leadership Spirit pillar includes 3 behavioural competencies: empowering, role model and open to the world, while Future Outlook consists of 4 behavioural competencies: future shaper, innovative, catalyst for radical change, familiar with advanced technology, and life-long learner. The third and final pillar, Accomplishment and Influence, consists of 3 competencies: flexible and fast, makes smart, efficient and effective decisions, focuses on and achieves higher goals of government.
The entity may not amend the results of its employees’ performance evaluation for previous years retrospectively unless there is a clear material error, or if it becomes apparent that the data on which an employee’s evaluation was found to be incorrect. In the event that the employee obtains performance assessment rate of 5, 4 or 1 The next supervisor higher than the line manager reviews and approves the final result.