Education: Performance Evaluation Guidelines for Transferred and Scholarship Employees 1447
The Ministry of Education has set the regulatory frameworks and precise standards for evaluating the job performance of its employees for the academic year 1447 AH, setting specific controls that include cases of long leaves, study assignments, and trial periods, in addition to mechanisms for dealing with transferred employees, in order to ensure fair evaluation and transparency of administrative procedures within the educational system.
The context of administrative development in the educational system
This step comes as part of the Ministry of Education's efforts to align with the goals of the Kingdom's Vision 2030 regarding human capital development and enhancing performance efficiency in the public sector. These regulations are part of the shift towards implementing modern human resources concepts as stipulated in the Civil Service Human Resources Executive Regulations. The Ministry aims to move from traditional evaluation to a performance measurement system based on clear objectives and a performance charter, thereby reducing reliance on individual interpretations and fostering a culture of achievement.
New employee status and probation period
The ministry began its new regulations by clarifying the status of the new employee, as it approved that the probationary period would not be subject to the foundations and standards of the traditional job performance charter, and would be satisfied with a report proving his suitability for work, which exempts this category from preparing the charter during the first months, a procedure aimed at giving the new employee an opportunity to adapt to the work environment before subjecting him to precise performance standards.
90-day requirement for those transferred
The ministry linked an employee's subjection to the periodic evaluation system to a specific timeframe. The employee must have actually worked for three months or more during a single performance cycle for their evaluation to be considered valid. The ministry also detailed the mechanism for evaluating employees transferred externally, assigning the responsibility for evaluation to the receiving government entity, provided the employee has spent at least three months within that entity to accurately assess their performance. Internally, the ministry applied the same timeframe standard. An employee transferred from one position to another within the ministry's various sectors is evaluated by the new organizational unit to which they have been transferred, once they have completed three months of continuous service there.
Fairness in extended leave and scholarships
Regarding extended leave, the Ministry established a standard for job fairness stipulating that employees whose leave exceeds six months will have their performance evaluated based on their work during the period preceding their leave. This ensures that their employment record is not negatively impacted by legitimate absences, whether due to health reasons or exceptional leave. The regulations also addressed professional development, requiring the Ministry to use reports issued by training, study, or secondment entities as a primary reference for evaluating employees who spend more than six months on such external assignments during their performance cycle.
Expected impact on the work environment
These regulatory measures are expected to contribute to enhanced job stability and reduced administrative grievances related to performance evaluations, particularly for teachers and administrators undergoing transfers or secondments. Furthermore, the adoption of external reports for seconded and assigned staff encourages educational personnel to participate in professional development programs without fear of demotion, ultimately contributing to improved educational outcomes and enhanced staff efficiency during the 1447 AH academic year.
