Doha, October 06 (QNA) - The Ministry of Administrative Development, Labor and Social Affairs issued a guideline for human resources policies and procedures with the aim of facilitating the work of specialists in the field of government human resources, whose employees are subject to the provisions of the Civil Human Resources Law promulgated by Law No. (15) of 2016 and its executive regulations.
The guideline includes the best practices and practical applications of the provisions of the Civil Human Resources Law and its executive regulations and the decisions implementing them, in order to serve state employees in general and human resources employees in particular.
In the opening speech of the report, HE Minister of Administrative Development, Labor and Social Affairs Yousef bin Mohammed Al Othman Fakhroo said that the efficient use of human resources requires following specific rules and procedures that include the best practices which offer a model that government institutions must take into account in order to achieve the best results within the framework of its performance of the mandated functions.
HE the Minister explained that the guideline includes the best practices and practical applications for implementing the provisions of the Civil Human Resources Law and its executive regulations, by presenting the life cycle of each of the procedures necessary to implement the provisions of the aforementioned law and its executive regulations. It is the beginning of unifying the human resources procedures in government institutions to facilitate their work, in accordance with clear and specific procedures and rules and practical applications.
The report assists government institutions in planning human resources to improve the human element, ensures the availability of the appropriate number of employees, and anticipates the new needs to fill the jobs that will be created, with the appropriate numbers and specializations. The guideline also assists the institutions in the continuous analysis of human resources in the light of a comprehensive strategy to determine the types of jobs, skills, specializations and numbers needed of each type and each department, and providing them at the appropriate time, which helps in the development of the institution and the achievement of its objectives.
The 230-page report included 13 chapters, the first contains definitions of the terms and expressions used in the report, while the second includes policies and procedures for planning and organizing, categorizing and arranging jobs, and preparing the job structure, job description cards, the annual draft budget, and procedures for determining job requirements.
The third chapter contains policies and procedures for appointment to jobs, general provisions for appointment and re-appointment, and procedures for appointing Qatari and non-Qatari employees under an external or local employment contract, as well as the employee service file and procedures for creating this file.
The fourth chapter includes the policies and procedures for entitlement to salaries, bonuses, allowances and other job benefits, periodic increments, procedures for disbursing the periodic bonus, the social allowance, allowances for housing, transportation, representation, travel tickets, nature of work, job supervisory, furniture, treasurer, tickets for non-Qataris and others.
The fifth chapter of the report includes training and development policies and procedures and the preparation of the training, scholarship and administrative development plan, while the sixth chapter is concerned with the policies and procedures of the performance appraisal system, its controls, provisions, evaluation rewards and procedures.
The seventh chapter clarifies the policies and procedures for promotions with seniority and exceptionality and their general provisions, conditions, controls and impediments, while the eighth sheds light on the policies and procedures of assignment, secondment and transfer and their general provisions and procedures and mechanisms for their implementation.
The ninth chapter is concerned with the policies and procedures of managing leave of all kinds, including reducing working hours, while the tenth chapter focuses on job duties, prohibited acts, disciplinary accountability, investigation, suspension of work, and disciplinary sanctions.
Chapters 11, 12, and 13 contain termination of service, end of service gratuity, general and transitional provisions, and adequate answers to frequently asked questions in each chapter of the report.
The report relied on the Human Resources Law and its executive regulations and the guideline describing, classifying and arranging public jobs issued by the decision of the Minister of Administrative Development, Labor and Social Affairs No. 51 of 2017 as a legal reference. (QNA)