المملكة: "education" The 2025 Job Performance Course is launched with a new methodology to establish justice
Launched Ministry of Education The job performance evaluation stage for the year 2025 for holders of administrative positions in its various educational departments, within the performance cycle that aims to measure and analyze the performance of employees during a specific period of time, enhance the quality of institutional work, raise the efficiency of performance, and achieve justice in evaluation.
This stage is a major part of the administrative development system that the Ministry is pursuing to build a stimulating work environment that contributes to improving the level of productivity and investing in national competencies.
Self-evaluation
/>The phase began from November 9 to 13 by conducting a self-assessment for employees via Fares System, then followed by the direct manager evaluation stage from November 16 to 20, before the approved director approves the results during the period from November 24 to December 4.
While the final stage is completed by approving the ratios and performance equation during the period from December 7 to 11. The evaluation process includes all occupants of administrative positions from ranks 1 to 15, in addition to employee categories and wages and contracts.
The evaluation stage includes a set of integrative activities aimed at raising the quality of the evaluation process, and includes self-evaluation, advance preparation for review sessions, performance review meetings, and discussion of individual development plans, in addition to the actual evaluation and development of a future development plan for each employee, ensuring continued professional growth and improving practical results in the long term.
Main Paths
All processes are completed Evaluation through the Fares system takes place through three main paths, starting with the employee’s own path, which allows him the ability to self-service, filling out job performance, and self-evaluation, then the direct manager’s path, which includes evaluating the job performance of subordinates and approving the final evaluation, all the way to the approved director’s path, who is responsible for reviewing and approving the final results and ensuring their conformity with the evaluation standards approved by the Ministry.
Applying the normal distribution of performance is one of the modern methods adopted by the Ministry of Education to achieve fairness and objectivity in evaluation, as it contributes to identifying employees with exceptional performance to invest in their abilities and empower them with opportunities. Leadership development, it also helps in discovering employees who need additional support, and facilitates the process of planning functional competencies and predicting future leadership.
Perfect Performance
The evaluation percentages in the 2025 performance cycle were distributed as follows: 20% ideal performance category, 25% exceeding expectations, 55% needing development, while the categories meeting expectations and unsatisfactory do not fall within the remaining percentage within the distribution percentage for the performance cycle to ensure a natural and objective distribution of performance. Career.
With regard to the self-evaluation steps through the Fares system, the employee begins by logging into his personal account in the system, then choosing the employee’s self-service eligibility and entering the job performance tab, and conducting the self-evaluation by entering the results achieved for each goal, then choosing the level of actual competencies, then entering the final results and clicking on the option "Calculate” then "Save”, so that the final value is determined based on the actual results achieved and not according to a fixed numerical range between 1 and 5.
Development plans
The Ministry of Education confirmed that the 2025 job performance cycle represents a strategic step to enhance the culture of excellence and productivity in the administrative work environment, noting that the objectives of this cycle go beyond simply measuring performance to developing it through building sustainable individual development plans, which allow raising the level of employees’ professional competence and achieving institutional integration in accordance with the objectives of the Kingdom’s Vision 2030, all the way to A more efficient and distinguished educational system that contributes to achieving the nation’s aspirations in Sustainable development.
- For more: Follow Khaleejion 24 Arabic, Khaleejion 24 English, Khaleejion 24 Live, and for social media follow us on Facebook and Twitter
