Doha, May 28 (QNA) - The Civil Service and Governmental Development Bureau's (CSGDB) Civil Service Affairs Director Saif Ali Al Kaabi affirmed that the recently launched "Ada'a" system seeks to upgrade the performance of the government sector and motivate employees to show their talents and capabilities to contribute to Qatar National Vision 2030.

Speaking to (QNA), Al Kaabi said that the "Ada'a" system provides training and professional development opportunities for employees designed by analyzing the current performance measuring system and reviewing the best practices adopted in the country's private and public sectors, as some entities have a distinguished experience, taking advantage best global practices and adapting them to the local environment.

The system, launched to measure and evaluate the performance of all employees subject to the Civil Human Resources Law, will play a key role in achieving the state's plans to raise the performance of the government sector by involving all employees by linking individual performance to the performance of the institution.

The employee will have a key role in implementing the strategy of the ministry or institution to achieve the Qatar National Vision 2030, he added.

CSGDB's Civil Service Affairs Director affirmed that numerous workshops have been implemented for directors of human resources departments, and planning, quality, and innovation departments in many ministries, government agencies, and institutions, believing in the importance of their roles in developing performance in those agencies.

More than 100 introductory workshops have been organized to familiarize government sector employees with the "Ada'a" system, in addition to publishing an introductory video clip about the system on Mawared.

An online course titled "How to Set Goals" was allocated to all state employees in both Arabic and English on Mawared. A number of ambassadors of the system, who are employees in ministries, government agencies, and institutions were trained and provided with brochures and guides to lead the change, training, and knowledge transfer and be a link between the CSGDB and their respective agencies to answer employee inquiries concerning the "Ada'a" system, he added.

The comprehensive evaluation system form includes three main pillars: individual goals, competencies, and commitment and discipline, whereby the employee must set their individual goals in cooperation and coordination with the direct supervisor at the beginning of the year derived from their department's goals, he explained.

He emphasized that those goals must be specific, measurable, achievable, relevant, and time-bound.

The employee's goals must build on their administrative unit's objectives.

Al Kaabi stressed that the planning, quality, and innovation departments in each government agency have a major role in defining, clarifying, and simplifying the work strategy for employees by distributing the strategy to the administrative units so that the employee can review the strategic or operational objectives of the administrative unit and set goals in line with them.

This is what the "Ada'a" system aspires to do, by linking performance institutional to the individual.

CSGDB's goals from the "Ada'a" system are to distribute the responsibility for implementing the objectives and competencies of government agencies to employees and promote teamwork to achieve the government agency's goals to, in turn, achieve the country's strategic objectives, he said.

CSGDB Civil Service Affairs Director Saif Ali Al Kaabi continued by saying that one of the most important challenges facing the achievement of the strategic goals is the employee's lack of awareness and knowledge of the strategy at their workplace; hence, the role of planning, quality and innovation department becomes important.

The "Ada'a" system includes an optional self-evaluation based on the individual goals that they set at the beginning of the year. Additionally, a new concept is introduced called upward evaluation, where employees evaluate their direct supervisor confidentially.

The result of the evaluation is taken to the direct official and from there to the higher official, in addition to the usual descending evaluation, where the direct official evaluates the performance of the employees they head, he added.

He pointed out that the job description is important for the employee.

Their absence in some entities does not exempt them from setting individual goals, as the employee can, based on the tasks assigned, and based on the competence of the administrative unit, and the strategic or operational goals, if any, set their individual goals, in coordination with their direct supervisor, so that those goals are compatible with the objectives and competence of the administrative unit.

CSGDB's Civil Service Affairs Director Saif Ali Al Kaabi concluded that all employees subject to the civil human resources law in government agencies must adhere to the "Ada'a" system this year.

Institutions and employees must commit to setting their goals through the system on Mawared.

(QNA)