المملكة: The arrested education administrators are more than 3 months due to the palm of the hand, they are not subject to evaluation
She emphasized that the evaluation will take place according to the status of each employee during the career performance course, with the aim of ensuring justice and objectivity in the evaluation, and achieving the harmony between the performance of employees and the strategic goals of the ministry.
The Ministry indicated that employees who spend long leave exceeds six months, such as satisfactory leave or maternity leave, will be evaluated based on their performance during the period in which they worked before the leave, based on the reports available on their performance during that period.
She said: “As for the employees who are loaned or delegated to study or training, they will be evaluated based on reports issued by the host, which reflects the actual performance they made before loan or study.”
New employees experience
The Ministry also indicated that the employees who are transferred internally within the ministry are subject to evaluation by the new organizational unit, provided that they have spent a period of no less than three months, as this period is sufficient to evaluate their performance in accordance with the specified criteria. As for the employees who are transferred to other government agencies, they are evaluated by the receiving authority in accordance with the approved evaluation system, provided that the transfer employee has spent for a period of not less than three months in the new side.
The mechanism for calculating the general estimate
The Ministry affirmed that the general assessment of job performance is carried out according to a specific mechanism that depends on the employee’s achievement of his goals and his limitations, where performance is measured based on the extent of achieving the goals specified in the performance charter, in addition to the evaluation of walls, which include the skills and competencies required to accomplish the tasks assigned to it. The general estimate of the employee is also calculated according to an equation that takes into account the total estimated estimate of the goals and the total estimated estimate of the walls by an equal rate, in order to ensure a fair and objective evaluation.
The Ministry indicated that the five -year evaluation scale ranges from different levels, where the employees who achieved a distinguished performance are classified within the “ideal” category, while those who exceeded the targets under the “transcending expectations” category are classified, while the employees who achieved the required Fenjoun under the category “agreed with expectations”.
While employees who need development are classified according to the evaluation results, the necessary support is directed to improve their performance. As for non -satisfactory performance, it is classified among the groups that require developmental intervention by the competent authority to improve the level of performance.
Diversify and fair assessments
The Ministry also allowed employees the possibility of submitting objections to the results of their evaluation by providing grievances through the approved electronic system within a maximum period of ten working days from the date of the evaluation announcement.
The Ministry stressed the necessity of determining the goal or the dark merit in this regard, with clear justifications for the reasons for the objection, and the attachment of supportive documents that prove the employee’s right to the amendment. The grievances are then reviewed by the competent authorities and study in accordance with the regulations regulating the appropriate decision on them.
In the context of the journey of functional performance management, the ministry clarified that the process is going through three basic stages, starting with the annual performance planning stage during the first quarter of the year, where the tasks and responsibilities are determined in coordination between the employee and the direct manager, with the adoption of the job performance charter, and the determination of the evaluation criteria, goals of goals and walls.
The semi -annual review phase comes in the middle of the year, during which the extent of progress towards achieving goals is reviewed, feeding feedback, and defining any necessary adjustments to the goals according to the developments and practical changes. This trip concludes with the annual performance evaluation stage in the last quarter of the year, where the final evaluation is calculated, the strengths and weaknesses of the employees, and develop development plans that help improve future performance.
The Ministry indicated that the job performance management system includes all administrative employees on the ladder of public jobs, starting from the first rank to the fifteenth rank, in addition to the employees working in the wage item, users and administrative employees with the contracting system.
The system aims to raise the level of productivity by measuring performance based on clear criteria, and enhancing a culture of performance based on continuous achievement and development. The system also seeks to appreciate and motivate employees with distinguished performance by linking their evaluation to incentives and rewards, in addition to addressing low performance through development plans that ensure improving performance, and enhances justice and transparency in evaluation and decision -making processes.
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