Federal Authority for Goverment Human Ressources - Annual Performance Form for Federal Goverment Employees

Oct 1, 2026

Uploaded by noah

Employee annual performance management form for UAE Federal Government staff under the Federal Authority for Government Human Resources. Defines agreement process between employee and line manager on annual goals or job responsibilities, including weighting to a total not exceeding 100%, and interim performance review to identify obstacles and provide feedback. Covers behavioral and leadership competencies, proficiency levels, IPR evidence, and the annual evaluation using a four-point rating scale, with documentation signature, copies, and final submission to Human Resources.

LanguageEnglish

CategoryHealthcare

FormatPDF

Pages12

Reading Time30 min

AccessFree to download

Instructions

Annual Goals / Job Responsibilities

Behavioral Competencies

Interim Performance

Annual Performance Review

Evaluation of Objectives and Job Responsibilities

Behavioral and Leadership Competencies

Federal Authority for Goverment Human Ressources Employee Performance Management system for UAE Federal Goverment Annual Performance Form Federal Authority for Goverment Human Ressources Annual Performance Form for Federal Goverment Employees Private and confidential | Employee name: | | Date of individual
performance agreement : | dd/mm/yyyy | | --- | --- | --- | --- | | Position: | | Date of Interim
performance review : | dd/mm/yyyy | | Grade : | | | | | Name of line manager: | | Date of Annual
Performance Evaluation: | dd/mm/yyyy | | Name of director : | | Department / Section: | | Instructions Section (1) Annual Goals / Job responsabilities The employee and the line manager agree on the objectives or responsibilities, and set them as directed in the Employee Performance Management System for Federal employees. The line manager in agreement with the employee determines the importance of each objective and assigns a weight to each. The total weight of the objectives or responsibilities should not exceed 100% Section (2) Behavioral competencies The line manager should determine the behavioural (core and Leadership) competencies for his direct reports and the level required for each competency based on their grades from the Behavioural Competency Framework issued by FAHR . 2.1 ـ Interim performance The line manager and the employee discuss the progress towards meeting the objectives or job responsibilities identified in the annual performance form in order to identify the obstacles that hinder the achievement. Also to provide employee with feedback for the purpose of correcting the course of action to achieve the best results. Section (3) The Annual Performance Review The line manager evaluates the goals / job responsibilities and competencies achieved by the employee during the year of evaluation based on what has been specified in the annual performance form at the beginning of the year and the progress established in the interim review. He then scores the achieved on a four points scale. After the completion and signature of the document by the employee and the line manager, a copy is sent to the Human Resources representative by the director of the concerned department, and keeps a copy for reference when needed. For more explanations about the guidelines to complete the document, please refer to the guides. Annual Objectives / Job responsibilities Section 1 Objectives are required from employees with Undersecretary grade till the job grade 6. Job responsibilities are required from employees with grade 7 and below. | Num | Objectives / Job responsibilities | Weight of
Objective /
Responsability | Interim Performance Review IPR | | | --- | --- | --- | --- | --- | | | | | Achieved ? | Remarks and Evidences | | | | % | | | | | | % | | | | | | % | | | | | | % | | | | | | % | | | | | | % | | | | | | % | | | | | | % | | | | | Total objectives weights | 100% | | | Section 2 Behavioral competencies In this section the Line manager sets the proficiency level of core and leadership competencies required of the employee according to their grades and in accordance with the framework of the behavioral competencies issued by the Federal Authority for Government Human Resources. | Num | | Core competencies
Applicable to all grades up to 10th | Proficiency
Level
PL | Interim performance review IPR | | | --- | --- | --- | --- | --- | --- | | | | | | Demonstrated | Remarks and Evidences | | 1 | Customer Focus | | | | | | 2 | Result Orientation | | | | | | 3 | Resource
Management | | | | | | 4 | Accountability | | | | | | 5 | Teamwork /
Networking | | | | | | 6 | Effective communication &
Influencing | | | | | ( 5) PL: Proficiency Level required according to the behavioral competency framework. | Num | Leadership competencies
Applicable to grades from undersecretary to

FAQs

What is the purpose of the interim performance review (IPR) in this form?

The line manager and the employee discuss progress toward annual objectives to identify obstacles and provide feedback to correct the course of action for best results.

How are weights for annual objectives or job responsibilities determined?

The line manager assigns importance to each objective with weights, and the total weight of objectives or responsibilities must not exceed 100%.

How is employee performance scored in the annual performance review?

The line manager evaluates goals, job responsibilities, and competencies achieved during the evaluation year and scores the results on a four-point scale based on the evaluation scale provided.

Oct 1, 2026

Uploaded by noah