مديرة إدارة تطوير الخدمة وأساليب العمل بـ الديوان بدور العنزي رسميا تقييم أداء الموظفين لعام 2025 من خلال دليل استرشادي يعتمد على 10 مهام وظيفية معتمدة بما يناسب طبيعة عمل كل وحدة تنظيمية
The Kuwaiti Civil Service Bureau (CSB) is poised to implement a comprehensive performance evaluation system for all state employees, aiming to boost efficiency, recognize excellence, and streamline career development. This initiative, spearheaded by Maryam Bandq, Director of Service Development and Work Methods at the CSB, and detailed in a recent interview with Kuwait Television, marks a significant step towards modernizing the public sector. The core of this system revolves around تقييم أداء الموظفين (employee performance evaluation), and its implementation in 2025 will be guided by a new, standardized framework.
The New Framework for Employee Performance Evaluation
The upcoming تقييم أداء الموظفين process will be based on a guiding manual outlining 10 key job tasks, tailored to the specific nature of each organizational unit. This isn’t a one-size-fits-all approach; the CSB recognizes the diverse roles within the government and is adapting the evaluation criteria accordingly. The evaluation will center around five primary factors: individual efficiency, collective efficiency, personal capabilities, adherence to attendance regulations, and supervisory efficiency.
This holistic approach ensures that performance isn’t solely judged on output, but also on how well an employee collaborates, demonstrates initiative, and fulfills their responsibilities. Crucially, the evaluation results will be documented both manually and electronically, with automated systems to ensure accuracy and transparency.
Linking Performance to Rewards and Development
A key driver behind this new system is the desire to fairly and effectively distribute financial incentives to high-performing employees. The تقييم أداء الموظفين will directly inform decisions regarding bonuses and rewards, motivating employees to consistently deliver their best work.
However, the benefits extend beyond financial recognition. The evaluation process will also be instrumental in identifying candidates for training courses and promotions. This includes opportunities for advancement for employees at all levels, from department heads and supervisors to managers and even assistant undersecretaries. The aim is to cultivate a skilled and motivated workforce capable of meeting the evolving needs of the state.
The Role of “Sijal Anjaz” (Employee Achievement Record)
Central to the success of the new evaluation system is the “Sijal Anjaz” – the Employee Achievement Record. This digital file serves as a continuous log of an employee’s tasks, accomplishments, and contributions. Employees are responsible for daily documentation, which is then reviewed and validated by their direct supervisors.
This record isn’t merely a historical archive; it’s a dynamic tool that feeds directly into the annual تقييم أداء الموظفين. By providing concrete evidence of an employee’s work, Sijal Anjaz ensures a fair and objective assessment, safeguarding the employee’s right to have their achievements recognized. This process is expected to significantly improve the quality and speed of service delivery across the public sector.
Enhancing Responsibility and Transparency
The introduction of Sijal Anjaz and the revised تقييم أداء الموظفين are designed to foster a greater sense of responsibility among employees. Knowing that their work is being documented and will be used for evaluation encourages proactive engagement and a commitment to excellence.
Furthermore, the system promotes transparency by clearly outlining expectations and providing a structured framework for feedback. This transparency builds trust between employees and management, creating a more positive and productive work environment. The CSB emphasizes that the goal is not simply to assess performance, but to support employee growth and development.
Implementation Timeline and Future Updates
The CSB has already begun preparing for the 2025 implementation of the new تقييم أداء الموظفين system. Council of Ministers Resolution No. 18 of 2025 tasked the CSB with developing the guiding manual, which is now nearing completion. A concise version of the manual has been created and will be used for the 2025 evaluation cycle.
Looking ahead, the CSB plans to further refine the manual starting in 2026. Updates will incorporate departmental goals and strategies, ensuring that the evaluation criteria are aligned with the broader objectives of each organization. Supervisors will be responsible for defining job tasks based on these goals, and employees will be evaluated on their ability to achieve them.
Training and Support for Government Employees
To ensure a smooth transition, the CSB is conducting a series of introductory workshops for direct supervisors across all government entities. These workshops focus on linking job tasks to performance evaluations and effectively utilizing the new guiding manual. The CSB is also actively seeking feedback from employees and stakeholders to address any concerns and improve the system.
The guiding manual includes detailed descriptions of the 10 approved job tasks, along with examples and scoring guidelines to assist supervisors in their evaluations. The CSB has made the manual publicly available on its website and plans to integrate it with automated systems by the beginning of 2026. Currently, the process will be implemented manually.
In conclusion, the new تقييم أداء الموظفين system represents a significant investment in the future of the Kuwaiti public sector. By prioritizing fairness, transparency, and employee development, the CSB aims to create a more efficient, effective, and motivated workforce, ultimately leading to improved services for all citizens. The CSB encourages all government employees to familiarize themselves with the new guidelines and actively participate in the process to ensure its success. For more information, visit the Civil Service Bureau website. (الديوان المركزي لخدمة المدنية)
