المملكة: urgent – "education" The direct evaluation phase of the performance of educational job holders is launched

Today, the Ministry of Education launched the second phase of evaluating the job performance of Educational jobs for the year 1447-1448 AH through the “Fares” system, where the direct director undertakes the actual evaluation to enhance the quality and objectivity of the outputs in the Kingdom’s schools.

This organizational step comes after the conclusion of the first phase devoted to self-evaluation of male and female teachers, which was successfully completed during the period from the nineteenth to the twenty-third of this month of April.

She explained Ministry of Education That path Direct evaluationwill continue until May 7, 2026, for principals to measure the extent of staff’s commitment to professional standards within the school environment.

The Ministry stated that this digital system aims to ensure the accuracy and objectivity of the evaluation, before moving to the third and final stage designated for the final approval of the results.

The approved director is expected to formally authenticate and approve the evaluations during the period from the tenth to the fourteenth of next May, after completing all review steps.

The educational authority confirmed the comprehensiveness of the system for all groups, starting from teachers and school principals, all the way to educational supervisors, student and health advisors, kindergarten teachers, and laboratory instructors.

It was revealed that the mechanism goes through five precise steps, starting with a self-evaluation, followed by the preparation stage for a professional performance review meeting between the manager and the employee.

The actual meeting witnesses clearly identifying the strengths and discussing the required areas of improvement, so that the process culminates in the final evaluation and its approval electronically to ensure transparency.

She pointed out that the work cycle in the “Fares” system begins with the teacher’s self-service, passes through the direct manager, and settles with the approved director responsible for the final result.

Job performance is classified according to the system into five standard grades, at the top of which is a grade of “5” assigned to exemplary performance, followed by a grade of “4” for those who exceeded set expectations.

A grade of “3” is given to those who meet expectations, while those who receive a grade of “2” are classified as in urgent need of development, arriving at a grade of “1” which reflects unsatisfactory performance..