Sheikh Ahmed bin Humaid Al Nuaimi, representative of His Highness the Ruler of Ajman for Administrative and Financial Affairs, issued a set of decisions regarding the development of the job performance management system and the adoption of frameworks of technical and behavioral competencies for Ajman government employees, to be implemented as of January 1, 2022.
These decisions aim to provide a clear mechanism for measuring, monitoring, following up and evaluating the performance of employees in an accurate, effective and fair manner, which contributes to achieving the strategic objectives of the government agency, motivating employees and pushing their performance towards greater levels of productivity and better quality, in addition to developing a scientific methodology to link rewards, incentives and bonuses to the level of performance, training and development programs and work To appreciate outstanding achievements and results and to ensure a high degree of objectivity and transparency through continuous and constructive communication and dialogue between the various functional levels..
The first resolution stipulated the adoption of the upgraded and updated version of the job performance management system in the government of Ajman, provided that Resolution No. (11) of 2014 regarding the adoption of the performance management system manual for Ajman government employees 2014, without prejudice to the validity of any decisions issued or any measures taken before its cancellation..
The system is applied to all employees of government agencies in the emirate, to which the provisions of the law apply. The system also focuses on consolidating a culture of institutional performance development based on more accurate measurement results and indicators, and contributing to a happy work environment that encourages continuous communication and transparency and stimulates increased production and effective achievement. The plans provide opportunities for learning and development.
The system cycle consists of four main stages, namely the planning stage, the semi-annual performance evaluation stage, the review and control stage of the percentages directed to performance results, and the reward and appreciation stage according to the approved incentives and rewards systems..
The second decision approved the guiding guide for the framework of technical competencies for Ajman government employees, which aims to spread awareness among managers and employees about what technical (specialized) competencies are, their definitions and indicators, in addition to their uses in order to support the acquisition and development of knowledge, skills and capabilities that must be available to perform jobs in the required manner..
The third resolution also approved the behavioral competencies framework for Ajman government employees in line with the Emirates model for government leadership, which is based on three axes: leadership spirit, future outlook, achievement and influence..
The Ajman Government Human Resources Department is responsible for issuing executive decisions, circulars, manuals, forms, and instructions necessary to implement the provisions of the systems of these decisions..
Any text or provision contained in any other system or framework that contradicts the provisions of these resolutions shall be repealed.