Cabinet Resolution · UAE

Cabinet Resolution Regarding the Adoption of the Performance Management System for Federal Government Employees (Injazati)

Issued 4 November 2025 · In Force

The Cabinet: Having reviewed the Constitution;

Federal Law No. (1) of 1972 Regarding the Competencies of Ministries and the Powers of Ministers, as amended;
Federal Decree by Law No. (49) of 2022 Regarding Human Resources in the Federal Government;
Cabinet Resolution No. (35) of 2020 Regarding the Performance Management System for Federal Government Employees;
Cabinet Resolution No. (48) of 2023 Regarding the Executive Regulation of Federal Decree by Law No. (49) of 2022 Regarding Human Resources in the Federal Government; and
Upon the proposal of the Minister of State for Government Development and the Future, Chairwoman of the Federal Authority for Government Human Resources, and the approval of the Cabinet;

Hereby resolves as follows:

Article (1)

Definitions

The definitions set out in Federal Decree by Law No. (49) of 2022 Regarding Human Resources in the Federal Government and Cabinet Resolution No. (48) of 2023 Regarding the Executive Regulation of the aforementioned Federal Decree by Law No. (49) of 2022 shall apply. Otherwise, the following terms and expressions shall have the meanings assigned to each of them, unless the context requires otherwise:

Decree by Law: Federal Decree by Law No. (49) of 2022 Regarding Human Resources in the Federal Government.

Executive Regulations: Cabinet Resolution No. (48) of 2023 Promulgating the Executive Regulations of Federal Decree by Law No. (49) of 2022 Regarding Human Resources in the Federal Government.

Key Performance Targets: Measurable objectives that are directly linked to the achievement of the strategic and operational plans, which are determined and agreed upon in advance between the direct supervisor and the employee at the beginning of the performance evaluation cycle, and through which the employee's progress toward achieving the required individual objectives or tasks is measured.

Behavioral Competencies: A general framework encompassing the competencies subject to evaluation that shall be demonstrated by employees of federal entities.

Documented Performance Follow-up: A series of regular and documented meetings between the direct supervisor and the employee to discuss work progress and the level of achievement throughout the year.

Moderation Committee: A committee established within each federal entity to review performance evaluation results and ensure the fair application of the system.

Article (2)

Scope of Application

This system shall apply to all employees of federal entities who are subject to the provisions of the Decree by Law, with the exception of employees occupying job grades from Grade Eight (8) to Grade Fourteen (14), or their equivalent grades in federal entities that apply special grade scales, provided that the performance of such employees shall be evaluated based on the duties assigned thereto.
Federal entities that are not subject to the provisions of the Decree by Law shall prepare their own performance systems in line with the principles set out in this system.

Article (3)

Objectives

The system aims to achieve the following:

Align employees' Key Performance Target results with performance expectations for strategic and operational initiatives and objectives at the level of the federal entity.
Establish clear foundations ensuring fairness and accuracy in measuring actual contributions to the achievement and completion of objectives, thereby promoting individual and collective achievements and the realization of intended results.
Embed a culture of high performance across federal entities by encouraging managers, direct supervisors, and employees to create a work environment characterized by feedback, follow-up, continuous development, empowerment, and innovation.
Leverage the performance management system as a strategic tool to enhance overall performance of the federal entity and ensure effective implementation of its initiatives at the government level.
Enable federal entities to identify and recognize high-performing employees based on performance evaluation results, thereby enhancing efficiency, productivity, and competitiveness within the government's work environment.

Article (4)

Fundamental Principles of the System

The system shall be based on the following principles:

Strategic alignment and focus on mandates, whereby the strategic plan of the federal entity constitutes the primary tool for achieving its vision through goals, objectives, and initiatives that are translated into operational plans outlining implementation mechanisms, timelines, responsibilities, required resources, and associated risks. The system ensures the linkage of strategic and operational plans with employees' individual objectives to achieve the intended results for all parties.
Embedding the role of the employee, through involving employees in planning and setting flexible objectives and ensuring alignment with the entity's strategic objectives, and incorporating mechanisms for evaluating performance across various duties and contributions of the employee within the workplace, thereby reinforcing the employees' sense of the importance of their role and enhancing levels of job satisfaction.
Results orientation, through encouraging employees to achieve intended objectives through evaluating performance based on the results of key performance targets derived from strategic and operational plans and linking them to tangible impact and outcomes at various levels.
Flexibility of application, whereby the system adapts its application to changing circumstances and government directions, enabling efficiency and effectiveness, and focusing on priorities in application.
High performance culture and continuous feedback by reinforcing the concept of shared responsibility between the direct supervisor and the employee in addressing performance development areas through continuous feedback that encourages the timely, regular, and documented exchange of constructive comments across all levels of the entity.
Continuous learning culture, by encouraging employees to seek growth opportunities and continuously enhance skills and knowledge.
The integrative relationship between entity and employee, by linking institutional and job performance results with rewards, incentives, and individual training and development plans, whereby the measurement of the entity's performance effectiveness is based on the extent to which institutional and individual objectives are achieved.
Transparency and fairness, whereby the system has been developed in accordance with clear standards, policies, and procedures that are aligned with federal government legislation and systems, and is characterized by flexibility, transparency, and credibility.

Article (5)

Stages of the System Cycle

The system cycle is based on the concept of flexibility in managing job performance by enabling the direct supervisor and the employee to select, set, and amend key targets throughout the year, while encouraging effective communication through periodic performance follow-up. This contributes to employee skill development, talent retention, and the achievement of the entity's priority objectives.

The system cycle includes the following stages:

Stage	Procedure	Timeframe
First Stage	Performance management planning and objective setting	From January to March
Second Stage	Ongoing performance management review meetings	From February to October
Third Stage	Annual performance evaluation	From November to December
Final Stage	Moderation, grievance, and rewards management	From January to March of the following year

In all cases, the federal entities shall adhere to the distribution of the weights of the components of the performance management system for federal government employees, Key Performance Target criteria, and behavioral competency dimensions in accordance with Annex (1) attached hereto.

Performance Management Planning and Objective Setting Stage: At the beginning of each year, employees, in collaboration with their direct supervisors, shall set clear, measurable, and motivating performance objectives. The federal entity shall ensure the availability of the essential elements of the performance planning stage, including: a. Alignment between the federal authority's strategic plan and employees' key performance targets. b. Determination of the employee's job category in accordance with the approved job evaluation and classification policy and mechanisms. c. Determination of the employee's key performance targets. d. Determination of the level of behavioral competencies upon which job-related capabilities shall be evaluated, in accordance with the behavioral competency framework for federal government employees set out in Annex (2).
Ongoing Performance Management Review Meetings Stage: The system emphasizes the importance of documented performance management follow-up through a series of regular and documented meetings between the direct supervisor and the employee to discuss work progress and achievement levels throughout the year, for the purpose of implementing and reviewing objectives, ensuring their achievement, and taking appropriate decisions in relation thereto. Senior management shall determine the number of documented performance management follow-up processes. Feedback shall be constructive in a manner that contributes to the employee's self-development. It may include comments on specific objectives or overall performance; that may be delivered formally or informally, provided that it is documented.
Annual Performance Evaluation Stage: This stage takes place at the end of the evaluation cycle through a meeting between the direct supervisor and the employee to conduct a final discussion regarding the previously agreed objectives that were documented and followed up. Each party shall complete the final performance management evaluation document, including the identification of achievements, areas for development and improvement, the assessment of alignment with the entity's key objectives, and the clarification of any exceptional achievements, if any.
Moderation and Grievances and Rewards Management Stage: a. The accurate and impartial moderation process shall ensure the review and balancing of employee performance evaluation results to ensure fairness of evaluation through multiple moderation levels, starting with the first level (Section Head or Department Manager), followed by the second level (Assistant Undersecretary), and the third level (Undersecretary) or their equivalents, and subsequently the Moderation Committee formed by decision of the Minister or Head of the Entity, chaired by the Undersecretary or Director General or their equivalent, with membership of Assistant Undersecretaries or their equivalents and the Director of Human Resources Department, to review performance evaluation results and ensure fair application of the system. All Moderation Committees within federal entities shall distribute the overall performance evaluation results of employees in each entity in a manner that does not exceed the percentage ceilings specified for each level, in accordance with Annex (3) attached to this Resolution. b. Any employee may submit a grievance against the performance management result obtained to the grievance committee formed within the entity within five (5) working days from the date of notification of the final evaluation result. c. An employee who obtains a performance management evaluation result of Level (1) may object to the grievance committee's decision by submitting an objection request to the Federal Government Objections Committee within ten (10) working days from the date of notification of the grievance committee's decision. d. During this stage, employees with high and exceptional performance shall be identified, and incentives and rewards shall be granted thereto in accordance with the mechanisms stipulated in the federal government Rewards and Incentives System.

Learning and Development Process:

The employee's development needs shall be determined at the end of the performance management cycle based on the results of the previous cycle's performance management evaluation, in a manner that ensures the improvement and development of the employee's individual performance management. Due consideration shall be given to the development needs that will enable the employee to achieve the key results associated with each target for the subsequent cycle, in accordance with the Training and Development System approved by federal government.

Article (6)

Roles and Responsibilities

The roles and responsibilities for the implementation of the provisions of this System shall be as follows:

| Responsibilities | Roles | | :--------------------------------------------------------------------- | :------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------| Federal Authority for Government Human Resources | * Develop the general framework for the performance management system for federal government employees. * Develop the necessary policies, standards, and procedures for the implementation of the system. * Provide technical support and guidance to federal entities regarding the implementation of the system. * Oversee the implementation of the system in federal entities and ensure its effectiveness. * Review and update the system periodically to ensure its alignment with best practices and government directions. * Develop and implement training programs for federal entities on the system. * Develop and manage the electronic system for performance management (Injazati). * Prepare periodic reports on the system's implementation and submit them to the Cabinet. | | Federal Entities | * Implement the performance management system in accordance with the policies, standards, and procedures issued by the Federal Authority for Government Human Resources. * Ensure the availability of the necessary resources for the effective implementation of the system. * Form the Moderation Committee and the Grievance Committee. * Provide training and awareness programs for employees on the system. * Monitor and evaluate the implementation of the system within the entity and submit periodic reports to the Federal Authority for Government Human Resources. * Ensure the integration of the system with other human resources systems within the entity. * Ensure the fair and transparent application of the system. | | Direct Supervisors | * Set clear and measurable objectives for employees in alignment with the entity's strategic objectives. * Provide continuous feedback and guidance to employees on their performance. * Conduct regular performance review meetings with employees. * Evaluate employee performance fairly and objectively. * Identify employee development needs and recommend appropriate training programs. * Ensure the documentation of all performance-related discussions and decisions. * Promote a culture of high performance and continuous improvement within their teams. | | Employees | * Understand and commit to the objectives set for them. * Actively participate in performance review meetings and seek feedback. * Strive to achieve their objectives and continuously improve their performance. * Identify their development needs and actively participate in training programs. * Adhere to the policies and procedures of the performance management system. * Contribute to a positive and high-performance work environment. |

Article (7)

General Provisions

The Federal Authority for Government Human Resources shall issue the necessary guidelines and forms for the implementation of the provisions of this Resolution.
The Federal Authority for Government Human Resources shall develop and manage the electronic system for performance management (Injazati) and provide technical support to federal entities in this regard.
The Federal Authority for Government Human Resources shall conduct periodic reviews of the system to ensure its effectiveness and alignment with government directions.
The federal entities shall ensure the integration of the performance management system with other human resources systems within the entity, including the rewards and incentives system, the training and development system, and the succession planning system.
The federal entities shall provide the necessary resources for the effective implementation of the system.
The federal entities shall ensure the fair and transparent application of the system.
The federal entities shall provide training and awareness programs for employees on the system.
The federal entities shall monitor and evaluate the implementation of the system within the entity and submit periodic reports to the Federal Authority for Government Human Resources.

Article (8)

Repeal

Cabinet Resolution No. (35) of 2020 Regarding the Performance Management System for Federal Government Employees shall be repealed. Any provision contrary to the provisions of this Resolution shall also be repealed.

Article (9)

Publication and Entry into Force

This Resolution shall be published in the Official Gazette and shall come into effect from the date of its issuance.

Issued by us in the Presidency Palace in Abu Dhabi on: 15/12/2025 AD

Source: uaelegislation.gov.ae