Measuring The Adequacy of The Individual Performance of Employees in The Sultanate of Oman According to the (Ejada) System (Judicial Study)

Abstract

The current Civil Service Law 120/2004 and its Executive Regulations 9/2010 referred to job performance evaluation reports to estimate the employee’s efficiency annually, which was based on his status as the employee’s direct supervisor. However, due to the principles that the modernization system has produced, especially with the acceleration of economic and technological changes in the environment of our organizations with the emergence of what has become known today as electronic management, the Omani Ministry of Labor introduced, at the beginning of 2021, an electronic system to measure the individual performance of employees divided into performance cycles called the Proficiency System. This system is characterized by its self-measurement, as it relies on the employee subject to the measurement himself to determine the evaluation objectives and its main results in light of the plan established for his job division within the plan of the unit to which he follows.

Depending on the number of evaluation cycles decided by the administrative unit for its employees, the employees specified in the law are subject to evaluation by the direct superior (according to the standard of the regular employee) in light of the achievement reports prepared by the employee regarding his main objectives and results. The direct superior indicates to his employees the strengths and weaknesses in the performance of each employee in order to work To improve strengths in the future and avoid weak points, and at the end of the performance cycles during the year, the direct manager evaluates the employee by calculating the result of his goals during the year’s cycles, provided that the role of the direct manager with regard to an excellent rating is limited to simply nominating the employee whom he deems worthy of this appreciation, so that the performance committee can work with the president. The highest authority grants this appreciation to the most efficient employees according to the percentage distribution curve in the administrative unit.

It is noted that if the administration has discretionary authority to assess the employee’s competence without any administrative judiciary reviewing it, this assessment must be based on realistic reasons that led to it, otherwise it would be contrary to legitimacy.