Khaberni - The President of the Civil Service Bureau and Government Development in the State of Qatar, Dr. Abd al-Aziz bin Nasser, affirmed that the focus on the family is at the core of state policies, adding that this comes in implementation of the directives of the Amir of Qatar, Sheikh Tamim bin Hamad Al Thani.
In an interview with Qatar Television, he explained that the new amendments to the civil service human resources law included many benefits that provide flexibility in work and support the family life of employees, explaining that one of the most prominent benefits is granting both spouses the social allowance with a married category, whereas previously, one would receive the married category and the other single.
He added that the amendments also include granting Qatari employees who are married an annual marriage incentive amounting to 12,000 Qatari riyals starting from January each year, provided that a year has passed since the date of marriage and that both spouses are Qatari.
The President of the Civil Service Bureau and Government Development in Qatar, Dr. Abd al-Aziz bin Nasser, revealed new amendments and measures aimed at supporting the employment of national talents and enhancing the efforts of localization and nationalization in government entities.
He explained that the amendments impose on government bodies the duty to appoint Qataris nominated by the Bureau within a month from the date of nomination, according to the requirements of the localization and nationalization plan, along with introducing mechanisms for temporary employment contracts in exchange for a lump sum reward, according to the regulations issued by the cabinet.
The President of the Civil Service Bureau also mentioned allowing Qatari university students to take up part-time jobs during their studies, along with granting them a lump sum reward, aimed at providing flexible and fair job opportunities and facilitating the integration of national talents into the government work environment.
He clarified that one of the most important modifications to the human resources law was creating an integrated performance system that establishes a culture of performance and excellence in the government sector by linking pay and promotions to merit and entitlement.
He stated that these amendments underwent many thorough reviews and the practical practices that were applied were analyzed and the issues that arose were addressed. Proposals from government entities, human resource management departments, and technical committees were reviewed, reflecting a legislative development that considers the needs of employees and government entities, achieving the ultimate goal of reaching distinguished government entities.
He added that recruitment and retention are among the most important concepts in talent management departments, involving attracting talents and retaining them.
The President of the Civil Service Bureau revealed that the amendments included a package of incentives and benefits aimed at building a work environment that motivates the employee and supports professional development, highlighting the introduction of recruitment and retention allowances that can be granted to distinguished Qatari employees and updating the system of allowances to include overtime work limited to a maximum of 10,000 Qatari riyals per month for Qataris and 5,000 for non-Qataris with a maximum of 6 months per year and a maximum of 10 Qatari employees.
He confirmed that the amendments to the human resources law were made to enhance the government work and adopt competence and qualification as a basis for appointment and promotion.
He said: These amendments to the human resources law number (15) for the year 2016 came in execution of the gracious directives of His Highness the Amir to advance government work and fulfill the mission of governmental work in serving the community and the state, adopting competence and qualification as a basis for appointment and promotion, and achieving the duties and responsibilities of the public function, which not only represents entitlement but is also a great responsibility.
These amendments were made to achieve a pillar of human development in Qatar's National Vision 2030 and are in line with the third national development strategy for distinguished government institutions and a workforce ready for the future.
The amendments focus on 4 main pillars:
– Improving means of recruitment and retention, to enhance participation and sustainability of national talents in the government sector
– Introducing a set of innovative financial and non-financial incentives
– Achieving flexibility in the work environment and enhancing family stability through benefits supporting working parents in the government sector
– Applying appointment mechanisms to take advantage of national cadres in support of achieving national orientations
