Bahrain: Government Employee Guide
Al Watan News, 6 November 2024: The Civil Service Bureau has issued a guide for government employees, serving as a reference for civil servants to determine work mechanisms, incentives, and allowances, while specifying a probationary period for employees not exceeding six months.
The guide emphasises the necessity for government employees to demonstrate loyalty and dedication to the Kingdom of Bahrain and its leadership, respect the constitution and the law, comply to official working hours, avoid conflicts of interest, prohibit accepting gifts, and maintain confidentiality and refrain from disclosing data when dealing with media, publishing, press, and social media.
Additionally, government employees are obligated to maintain a proper appearance and conduct, report violations, provide testimony when required, preserve public and private property, and exhibit respect and courtesy in work relationships with superiors, colleagues, clients, and other entities.
According to the guide, newly appointed permanent civil service employees, excluding those in senior positions and their equivalents, are subject to a six-month probationary period for evaluation, starting from the date of commencing work.
For educational positions subject to school vacations, the probationary period is set as a full academic year.
If an employee fails to demonstrate competence during the probationary period, the government entity may terminate their services.
The probationary period is included in the employee’s service duration if they are confirmed after the probationary period.
The employee’s competence is assessed through monthly evaluations conducted by their direct supervisor during the probationary period, which are then submitted to the department manager and the human resources division.
The employee’s service may be terminated during the probationary period by a reasoned decision from the competent authority if they fail to fulfill their job duties.
If the probationary period ends without the employee receiving a decision from the competent authority, they are considered confirmed.
Employees have the right to appeal the decision to terminate their service during the probationary period to the Grievance Committee of the government entity they worked for.
Employees may also resign during the probationary period, provided they notify their direct supervisor in writing within five working days.
Temporary employees are subject to a probationary period if their contract exceeds six months.
If they are permanently appointed to the position they held, their temporary service duration is included in their actual service, provided it is not less than six months, and they cannot be subjected to another probationary period.
The guide allows for the transfer of employees from one position to another within the same government entity or to another government entity.
It also permits the secondment of employees between government institutions not subject to the Civil Service Law or any other institution affiliated with countries or companies in which the government holds at least a 50% stake, or to Arab, regional, foreign, and international governments and bodies.
Regarding vacancies, there is an electronic service that allows government entities to internally advertise civil service vacancies through the ‘Vacancies’ system.
Incentive bonuses may be granted to employees who provide services and research that contribute to improving work methods, enhancing performance efficiency, or reducing costs, as a form of appreciation and to improve the quality of services provided to citizens.
Performance-related bonuses include the Professional Excellence and Exceptional Achievements Bonus, the Ideal Employee Bonus, the Suggestions Bonus, and the Letter of Appreciation or Commendation.
An employee cannot receive more than two performance-related bonuses or one performance-related bonus and an incentive allowance within a single year.
An employee cannot be considered for an incentive bonus if they have previously been disciplined until the penalty is expunged.
Bonus payments are suspended for employees under investigation until the accountability procedures are completed, and if they are disciplined, they are deprived of the bonuses.
The guide also emphasises that an allowance is a monetary amount granted to an employee on a continuous basis and is not deducted during paid leave.
Allowances include periodic, social, cost-of-living, incentive, housing, special, car, transfer, clothing, and communication allowances.
A compensation, on the other hand, is a monetary amount that is not paid during paid leave and is used to meet specific requirements, such as shift, nature of work, sea travel or diving, working in the Hawar Islands, dedication, guarding, nursing, driving, and others.
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