The Service Bureau circulates to 30 circle to apply the methodology for linking individual performance to the institutional one

Al- Anbat-Batool Alhajjaj

The head of the Civil Service Bureau, Sameh Al-Nasser, announced the start of the implementation of the second phase of applying the methodology for linking individual performance to the institutional by the year 2023, indicating that the Bureau has circulated to 30 ministries and government departments to initiate the strategic transition in linking individual performance to the institutional next year, and to expedite the provision of technical and organizational requirements  And the necessary procedures in terms of the strategic planning methodology and the adoption of vital goals and indicators.  

Al-Nasser indicated, according to a statement by the Service Bureau, that this initiative is one of the contents of the human resources component of the public sector modernization roadmap and a continuation of the unremitting efforts made by the Bureau to develop human resources management tools.  

He pointed out that the Bureau attached to the circular a copy of the guideline for performance management in the civil service issued by the Civil Service Council, in accordance with the provisions of Article (72) of the applicable civil service system.  

Al-Nasser explained that the Bureau will carry out specialized training workshops to enable and raise the efficiency of workers in government departments to implement this stage, indicating in this regard that the Bureau had previously implemented the first phase of the methodology on 15 government departments.

  Regarding the transition to the methodology of linking individual performance to institutional, Al-Nasser explained that the methodology is based on defining quantitative and qualitative targets and indicators at various levels and administrative circles in the department or government institution, and in accordance with the approved goals at the level of organizational, operational, strategic and sectoral units, in addition to national goals as a priority and thus linking the performance of  This limits the self-evaluation and achieves a high degree of objectivity in approving the final evaluation of the performance of the public employee in the government apparatus.

 As for the guideline for performance management in the civil service, he indicated that it comes as a reference document to enable workers in organizational units concerned with human resource management and organizational units concerned with developing institutional performance, managers, line managers and employees to implement the performance management system efficiently and effectively, adding that the development of evaluation guides and forms has been carried out  With support and funding from the European Commission. 

 The guide consists of four chapters, where the first chapter deals with the general framework of performance management and its foundations and its relationship to the rest of the functions of human resources management, and the second chapter presents the cycle (stages) of performance management or the procedures and responsibilities in each stage, while the third chapter deals with the explanation of performance management models, and finally the chapter reviews  The fourth is the mechanism for dealing with objections and administrative and legal procedures.