In the pursuit of achieving Oman Vision 2040, the Ministry of Labour is working tirelessly to invest optimally in the development of human capital in order to optimize the government performance. Therefore, the Ministry was assigned to develop a system for individual performance appraisal (one of the enablers of Oman Vision 2040) to serve as a model for governance performance. This is a new performance appraisal system in which the employees’ Objectives are identified relying on various sources including the annual Objectives of the government entity on which the Objectives are evaluated.
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EJADA_OVERVIEW_6FEB22_6pm_HMO.pptx
1. EJADA Overview:
“Individual Performance Appraisal System
at the Administrative Apparatus of the State of OMAN”
Presented by:
Dr. Hassen M. Ouakad
Department of Mechanical & Industrial Engineering
Sultan Qaboos University, Muscat, OMAN
February 6th, 2022.
SultanQaboosUniversity
2. Outline
• Introduction
• EJADA: Individual Performance Appraisal System
• Objectives
• Assessment Mechanism and Scope
• Appraisal Cycle
• Appraisal Stages
• General Guidelines
• EJADA : SQU - College of Eng Faculty Members
3. Outline
• Introduction
• EJADA: Individual Performance Appraisal System
• Objectives
• Assessment Mechanism and Scope
• Appraisal Cycle
• Appraisal Stages
• General Guidelines
• EJADA : College of Eng Faculty Members
4. Introduction
• In the quest of accomplishing the main Vision 2040, the Ministry of Labour
developed a system for individual performance appraisal (EJADA) to serve as a
model for governance performance:
https://www.ejada.gov.om/home/
• EJADA is a new performance appraisal system in which the employees’ Objectives
are identified relying on various sources including the annual Objectives of the
government entity on which the Objectives are evaluated.
• EJADA is applicable to all employees working in all the governmental institutions.
5. Individual Performance Appraisal System
• EJADA seeks to establish the necessary tools and standards to:
create a culture of excellence in job performance;
improve the performance of the appraisal systems,
achieve performing governance and support the extra efforts of the employees
improve poor performance.
• The system adopts a set of meaningful values such as flexibility,
transparency, innovation, concentration, governance, fairness
credibility, etc…
6. • Vision 2040 milestones and goals.
• Annual plan
• Clear standards and specific key indicators in assessing Performance
• Culture of excellence in job performance
• Invest efficiently in the human capital.
• Fairness and equitability.
• Smart Governance.
EJADA’s Main objectives
7. Assessment Mechanism & Scope
• The targets are classified into three categories:
(1) Targets that contribute to the annual plan.
(2) Targets that contribute to the development and improvement of the work.
(3) Targets that contribute to running routine day-to-day activities.
(4) Personal Goals (Not activated yet).
• EJADA is applicable to all employees working in the state administrative
apparatus.
8. Outline
• Introduction
• EJADA: Individual Performance Appraisal System
• Objectives
• Assessment Mechanism and Scope
• Appraisal Cycle
• Appraisal Stages
• General Guidelines
• EJADA : College of Eng Faculty Members
9. Appraisal Cycle
• The system is said to be highly flexible.
• Each governmental entity may opt to assess the employees’
performance quarterly, every four months or biannually provided that
every assessment cycle shall not exceed 6 months.
• SQU will assess its employees bi-annually.
10. • First Stage: Setting the Objectives and Key Results (OKRs)
Appraisal Stages
This step involves filling out the initial
form of job objectives and the key
results with the detailed description of
each objective and its key result as
follows:
1. Categorization of objectives
2. Type of indicator’s data
3. Weight (%)
4. Target (below expectations, meets the
expectations, exceeds expectations, etc…)
11. • Second Stage: Calculation of Actual Achievement and Feedback
Appraisal Stages
By the end of each performance cycle, the achievements and key results made by
employee during the previous cycle shall be assessed with feedback provided to
improve performance during the next cycle.
This stage includes the following steps:
1) Calculating % of achievement against key results (KRs).
2) Preparing for a meeting with the manager.
3) Holding a meeting between the employee and the respective manager and submit feedback.
12. • Third Stage: Performance Appraisal
Appraisal Stages
According to KRs score, performance is categorized to the following evaluation levels:
Result of Performance Cycle =
Total of all Key Result Scores
14. Outline
• Introduction
• EJADA: Individual Performance Appraisal System
• Objectives
• Assessment Mechanism and Scope
• Appraisal Cycle
• Appraisal Stages
• Role of Employee & General Guidelines
• EJADA : College of Eng Faculty Members
15. Role of the Employee
• To understand annual plans
• To set his targets
• To list the key results
• To assume responsibility
• To improve the quality of work
• To seek and submit initiatives
17. Outline
• Introduction
• EJADA: Individual Performance Appraisal System
• Objectives
• Assessment Mechanism and Scope
• Appraisal Cycle
• Appraisal Stages
• General Guidelines
• EJADA : College of Eng Faculty Members
18. EJADA Platform https://www.ejada.gov.om/home/
Vision
SQU’s vision is to continue its national leading role in higher education
and community service and also to be internationally recognized for
innovative research, quality of its graduates, and strategic partnerships.
Mission
To excel in teaching and learning, research and innovation, and
community service by promoting the principles of scientific analysis and
creative thinking in a collegial and stimulating environment and to
participate in the production, development and dissemination of
knowledge and interact with national and international communities.
24. Outline
• Introduction
• EJADA: Individual Performance Appraisal System
• Objectives
• Assessment Mechanism and Scope
• Appraisal Cycle
• Appraisal Stages
• General Guidelines
• EJADA : SQU - College of Eng Faculty Members
25. Classification Key Results PIs Weight
Objective # 01:
Working on SQU
Project to enhance the
university’s rank in the
international rankings
of universities
A Goal that
contributes to
achieving the Annual
Plan
KR # 01: Become a
member of relevant
international
organizations/societies
Number
0
(BE)
10 %
1
(ME)
2
(EE)
EJADA : Faculty Members
Below Expectation (BE)
Meet Expectation (ME)
Exceed Expectation (EE)
26. EJADA : Faculty Members
Classification Key Results PIs Weight
Objective # 02:
Participate in the
Department/College
Board meetings and
implement its
decisions
A Goal that
contributes to the
achievement of work
responsibilities and
competencies
KR # 01: Participation
in Department/College
Board meetings
Number
2 (BE)
5 %
3 (ME)
4 (EE)
KR # 02:
Implementation of
relevant
Department/College
Board decisions
Percentage
50 (BE)
10 %
80 (ME)
100 (EE)
27. Key Results
KR # 03: Use of electronic platforms (e.g. Moodle) to manage courses
KR # 04: Academic advising
KR # 05: Introducing/using modern methods of teaching; including active learning
EJADA : Faculty Members
Classification Key Results PIs Weight
Objective # 03:
Academic
Duties(Teaching and
Learning)
A Goal that
contributes to the
achievement of work
responsibilities and
competencies
KR # 01: Teaching,
continuous assessment
and evaluation, grading
of courses, and
submitting grades after
approval of
Department Board
Number
8 (BE)
10 %
10 (ME)
12 (EE)
KR # 02: Supervising
FYP project(s) via direct
or indirect weekly
meetings
Percentage
10 (BE)
15 %
25 (ME)
40 (EE)
28. Key Results
KR # 03: Supervising/assisting in supervising postgraduate students working under my supervision as a
supervisor/co-supervisor
KR # 04: Submit research proposals for funding (internal/ external/ consultancy)
EJADA : Faculty Members
Classification Key Results PIs Weight
Objective # 04:
Academic Duties
(Scholarly)
A Goal that
contributes to the
achievement of work
responsibilities and
competencies
KR # 01: Scientific
output
(writing/submitting/pu
blishing scientific
papers for a
conference, a scientific
journal, a book, etc.)
Number
0 (BE)
10 %
1 (ME)
2 (EE)
KR # 02: Conducting
funded research
projects as PI/Co-PI/Co-
Investigator
Date
December (BE)
10 %
October (ME)
May (EE)
29. Key Results
KR # i: Participation in/Chairing ..... Committee..... and implementing the decisions assigned to me
…………………………………………..……………………………………………
KR # jParticipation in/Project Manager of SQU .... Project …… (From SQU Operational Plan) ……………………………….
EJADA : Faculty Members
Classification Key Results PIs Weight
Objective # 05:
Participating
(Member) and
Chairing
department/college/u
niversity/national
Committees or
Projects
A Goal that
contributes to the
achievement of work
responsibilities and
competencies
KR # 01: Participation
in/Chairing .....
Committee..... and
implementing the
decisions assigned to
me
Number
0 (BE)
5 %
1 (ME)
2 (EE)
KR # 02: Participation
in/Project Manager of
SQU .... Project ……
(From SQU Operational
Plan)
Percentage
40 (BE)
5 %
60 (ME)
80 (EE)
In the pursuit of achieving Oman Vision 2040, the Ministry of Labour is working tirelessly to invest optimally in the development of human capital in order to optimize the government performance. Therefore, the Ministry was assigned to develop a system for individual performance appraisal (one of the enablers of Oman Vision 2040) to serve as a model for governance performance. This is a new performance appraisal system in which the employees’ Objectives are identified relying on various sources including the annual Objectives of the government entity on which the Objectives are evaluated.
The Individual Performance Appraisal System (ejada) seeks to establish the necessary tools and standards to create a culture of excellence in job performance; improve performance appraisal systems, aiming to achieve performance governance and support the extra efforts of the employees and improve poor performance.
The system adopts a set of meaningful values such as flexibility, transparency, objectivity, sustainability, renovation and innovation, enablement, concentration, complementarity, inclusiveness, governance, fairness and credibility.
EJADA is geared to achieve a set of goals as set out below:
Contribute to the achievement of the Oman Vision 2040 milestones and goals.
Facilitate the achievement of the annual plan through the implementation of the appraisal mechanism on all employees (faculty members, technicians, etc…).
Assess the performance of the employees per clear standards and specific key indicators.
Consolidate the culture of excellence in job performance and accordingly reward excellent performers.
Invest efficiently in the human capital.
Assign duties fairly and equitably among employees.
Apply governance within legal and legislative frameworks.
The employees are assessed against the individual Objectives and key results achieved.
The targets are classified into Four MAIN categories:
The system augments the quality of performance at government entities by using specific and clear criteria to asset employees’ performance resulting in substantial benefits to the community, the entities and employees
There are three fundamental stages for the implementation of the System as follows:
To understand the University/College/Department’s annual plans.
To set his targets in order to assist his department to achieve its annual targets.
To list the key results that will facilitate the Objective achievement.
To assume responsibility of completing the appraisal on timely basis.
To improve the quality of work effectively and efficiently.
To seek and submit initiatives for the development of skills and personal capabilities.
The employee’s objectives and key results must be determined in accordance with the university/college/department guidelines and roles and responsibilities with due consideration to the employee’s duties and responsibilities as defined in the job description.
The general managers and the managers of respective departments must define and explain their department’s annual plan to the concerned faculty members at the beginning of the year including job priorities.
It is critical to set feasible objectives and key results subject to the agreed timeframe.
Performance assessment is based on achievements rather than personal opinions or characteristics.
Once the assessment results are issued after each cycle, the employee must outline the difficulties and challenges faced and consider the possible solutions to avoid the same in the coming cycles.
