The Federal Authority for Government Human Resources recently held a virtual workshop on the electronic performance management system for federal government employees, and explained the first phase of the system cycle for the current year, which is the performance planning stage.
The workshop witnessed a great interaction, as it was attended by more than 850 federal employees, and is a continuation of a series of workshops related to the performance management system, held by the authority, successively, according to a specific schedule. Authority, Ali Ahli.
During the opening of the workshop, Buamim reviewed the most prominent features and objectives of the electronic performance management system, and its three stages, which are carried out electronically through the human resources information management system in the federal government “Bayanati”, which are: performance planning, which takes place in January and February, and reviewing the stage, in June and July , and the last final evaluation of performance, in the months of November and December.
He stressed the need for the employee to take into account the issue of dropping individual goals electronically from the operational plan of his management, which stems from the strategic plans of his employer, using the smart goals bank, and reviewing the goals periodically with the direct official, as the electronic performance system allows the possibility of amending the annual performance document throughout the year.
It also provides the feature of documenting the continuous feedback provided to the employees by the direct superiors.
Buamim clarified that the performance management system is applied to employees of federal entities, regardless of the type and duration of the contract, including part-time employees, and the incumbents of job grades from grade eight to grade 14, or equivalent grades in federal entities that have Its own schedules and grades, provided that their performance is evaluated based on the tasks assigned to them.
It also excludes members of the diplomatic corps, provided that their performance systems comply with the general principles of this system.
He stated that the Authority had amended the performance management system for federal government employees in 2020, in line with the government’s directions towards the continuous review of human resources policies and legislation.
He added that the electronic performance management system for federal government employees aims to establish an approach that guarantees linking performance to rewarding achievement and outstanding results, improving and increasing the productivity of employees, matching the strategic goals of the entities, consolidating them at individual levels, developing and encouraging a culture of continuous learning, increasing opportunities for professional professional development, and encouraging Enhancing individual achievements within the umbrella of teamwork, enabling human resources in the federal government to meet the requirements and skills of the future, setting clear foundations for measuring the extent of actual contributions to the achievement and achievement of the strategic objectives of federal entities, and enabling entities to identify and appreciate employees who enjoy a high degree of outstanding performance.
Mechanisms for setting individual goals
Ali Ahli explained that the electronic performance management system opens the performance cycle automatically for the federal authorities upon the start of the new year, and the employee sets his annual goals and weights, the measurement period and the expected outputs within his electronic performance document.
He pointed out that the system automatically lists the behavioral competencies that apply to the employee according to his job grade, and the employee adds the specialized competencies that apply to him, and finally the performance document is sent to the direct manager for review and approval.
The Federal Authority for Government Human Resources recently held a virtual workshop on the electronic performance management system for federal government employees, and explained the first phase of the system cycle for the current year, which is the performance planning stage.
The workshop witnessed a great interaction, as it was attended by more than 850 federal employees, and is a continuation of a series of workshops related to the performance management system, held by the authority, successively, according to a specific schedule. Authority, Ali Ahli.
During the opening of the workshop, Buamim reviewed the most prominent features and objectives of the electronic performance management system, and its three stages, which are carried out electronically through the human resources information management system in the federal government “Bayanati”, which are: performance planning, which takes place in January and February, and reviewing the stage, in June and July , and the last final evaluation of performance, in the months of November and December.
He stressed the need for the employee to take into account the issue of dropping individual goals electronically from the operational plan of his management, which stems from the strategic plans of his employer, using the smart goals bank, and reviewing the goals periodically with the direct official, as the electronic performance system allows the possibility of amending the annual performance document throughout the year.
It also provides the feature of documenting the continuous feedback provided to the employees by the direct superiors.
Buamim clarified that the performance management system is applied to employees of federal entities, regardless of the type and duration of the contract, including part-time employees, and the incumbents of job grades from grade eight to grade 14, or equivalent grades in federal entities that have Its own schedules and grades, provided that their performance is evaluated based on the tasks assigned to them.
It also excludes members of the diplomatic corps, provided that their performance systems comply with the general principles of this system.
He stated that the Authority had amended the performance management system for federal government employees in 2020, in line with the government’s directions towards the continuous review of human resources policies and legislation.
He added that the electronic performance management system for federal government employees aims to establish an approach that guarantees linking performance to rewarding achievement and outstanding results, improving and increasing the productivity of employees, matching the strategic goals of the entities, consolidating them at individual levels, developing and encouraging a culture of continuous learning, increasing opportunities for professional professional development, and encouraging Enhancing individual achievements within the umbrella of teamwork, enabling human resources in the federal government to meet the requirements and skills of the future, setting clear foundations for measuring the extent of actual contributions to the achievement and achievement of the strategic objectives of federal entities, and enabling entities to identify and appreciate employees who enjoy a high degree of outstanding performance.
Mechanisms for setting individual goals
Ali Ahli explained that the electronic performance management system opens the performance cycle automatically for the federal authorities upon the start of the new year, and the employee sets his annual goals and weights, the measurement period and the expected outputs within his electronic performance document.
He pointed out that the system automatically lists the behavioral competencies that apply to the employee according to his job grade, and the employee adds the specialized competencies that apply to him, and finally the performance document is sent to the direct manager for review and approval.
The Federal Authority for Government Human Resources recently held a virtual workshop on the electronic performance management system for federal government employees, and explained the first phase of the system cycle for the current year, which is the performance planning stage.
The workshop witnessed a great interaction, as it was attended by more than 850 federal employees, and is a continuation of a series of workshops related to the performance management system, held by the authority, successively, according to a specific schedule. Authority, Ali Ahli.
During the opening of the workshop, Buamim reviewed the most prominent features and objectives of the electronic performance management system, and its three stages, which are carried out electronically through the human resources information management system in the federal government “Bayanati”, which are: performance planning, which takes place in January and February, and reviewing the stage, in June and July , and the last final evaluation of performance, in the months of November and December.
He stressed the need for the employee to take into account the issue of dropping individual goals electronically from the operational plan of his management, which stems from the strategic plans of his employer, using the smart goals bank, and reviewing the goals periodically with the direct official, as the electronic performance system allows the possibility of amending the annual performance document throughout the year.
It also provides the feature of documenting the continuous feedback provided to the employees by the direct superiors.
Buamim clarified that the performance management system is applied to employees of federal entities, regardless of the type and duration of the contract, including part-time employees, and the incumbents of job grades from grade eight to grade 14, or equivalent grades in federal entities that have Its own schedules and grades, provided that their performance is evaluated based on the tasks assigned to them.
It also excludes members of the diplomatic corps, provided that their performance systems comply with the general principles of this system.
He stated that the Authority had amended the performance management system for federal government employees in 2020, in line with the government’s directions towards the continuous review of human resources policies and legislation.
He added that the electronic performance management system for federal government employees aims to establish an approach that guarantees linking performance to rewarding achievement and outstanding results, improving and increasing the productivity of employees, matching the strategic goals of the entities, consolidating them at individual levels, developing and encouraging a culture of continuous learning, increasing opportunities for professional professional development, and encouraging Enhancing individual achievements within the umbrella of teamwork, enabling human resources in the federal government to meet the requirements and skills of the future, setting clear foundations for measuring the extent of actual contributions to the achievement and achievement of the strategic objectives of federal entities, and enabling entities to identify and appreciate employees who enjoy a high degree of outstanding performance.
Mechanisms for setting individual goals
Ali Ahli explained that the electronic performance management system opens the performance cycle automatically for the federal authorities upon the start of the new year, and the employee sets his annual goals and weights, the measurement period and the expected outputs within his electronic performance document.
He pointed out that the system automatically lists the behavioral competencies that apply to the employee according to his job grade, and the employee adds the specialized competencies that apply to him, and finally the performance document is sent to the direct manager for review and approval.
The Federal Authority for Government Human Resources recently held a virtual workshop on the electronic performance management system for federal government employees, and explained the first phase of the system cycle for the current year, which is the performance planning stage.
The workshop witnessed a great interaction, as it was attended by more than 850 federal employees, and is a continuation of a series of workshops related to the performance management system, held by the authority, successively, according to a specific schedule. Authority, Ali Ahli.
During the opening of the workshop, Buamim reviewed the most prominent features and objectives of the electronic performance management system, and its three stages, which are carried out electronically through the human resources information management system in the federal government “Bayanati”, which are: performance planning, which takes place in January and February, and reviewing the stage, in June and July , and the last final evaluation of performance, in the months of November and December.
He stressed the need for the employee to take into account the issue of dropping individual goals electronically from the operational plan of his management, which stems from the strategic plans of his employer, using the smart goals bank, and reviewing the goals periodically with the direct official, as the electronic performance system allows the possibility of amending the annual performance document throughout the year.
It also provides the feature of documenting the continuous feedback provided to the employees by the direct superiors.
Buamim clarified that the performance management system is applied to employees of federal entities, regardless of the type and duration of the contract, including part-time employees, and the incumbents of job grades from grade eight to grade 14, or equivalent grades in federal entities that have Its own schedules and grades, provided that their performance is evaluated based on the tasks assigned to them.
It also excludes members of the diplomatic corps, provided that their performance systems comply with the general principles of this system.
He stated that the Authority had amended the performance management system for federal government employees in 2020, in line with the government’s directions towards the continuous review of human resources policies and legislation.
He added that the electronic performance management system for federal government employees aims to establish an approach that guarantees linking performance to rewarding achievement and outstanding results, improving and increasing the productivity of employees, matching the strategic goals of the entities, consolidating them at individual levels, developing and encouraging a culture of continuous learning, increasing opportunities for professional professional development, and encouraging Enhancing individual achievements within the umbrella of teamwork, enabling human resources in the federal government to meet the requirements and skills of the future, setting clear foundations for measuring the extent of actual contributions to the achievement and achievement of the strategic objectives of federal entities, and enabling entities to identify and appreciate employees who enjoy a high degree of outstanding performance.
Mechanisms for setting individual goals
Ali Ahli explained that the electronic performance management system opens the performance cycle automatically for the federal authorities upon the start of the new year, and the employee sets his annual goals and weights, the measurement period and the expected outputs within his electronic performance document.
He pointed out that the system automatically lists the behavioral competencies that apply to the employee according to his job grade, and the employee adds the specialized competencies that apply to him, and finally the performance document is sent to the direct manager for review and approval.