Executive
Council Resolution No. (12) of 2015
Concerning
Planning
of the Government of Dubai Manpower [1]
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We,
Hamdan bin Mohammed bin Rashid Al Maktoum, Crown Prince of Dubai, Chairman of
the Executive Council,
After perusal
of:
Law No. (3) of 2003 Establishing the Executive
Council of the Emirate of Dubai;
Law No. (27) of 2006 Concerning Management of
the Government of Dubai Human Resources and its amendments;
Law No. (19) of 2007 Authorising the Chairman
of the Executive Council to Issue the Government of Dubai Human Resources
Management Legislation; and
Law No. (31) of 2009 Establishing the Dubai
Government Human Resources Department,
Do
hereby issue this Resolution.
The following words and expressions,
wherever mentioned in this Resolution, will have the meaning indicated opposite
each of them unless the context implies otherwise:
|
Government: |
The Government of Dubai. |
|
Executive Council: |
The Executive Council of the Emirate of Dubai. |
|
Law: |
Law No. (27) of 2006 Concerning Management of
the Government of Dubai Human Resources and its amendments. |
|
System: |
The Government of Dubai Manpower Planning
System. |
|
Government Entity: |
Any of the Government departments, public agencies or
corporations, councils, authorities, or any other entity affiliated to the Government. |
|
Director General: |
A director general of a Government Entity, including
an executive director / chief executive officer, a secretary general, or an officer
in a similar position. |
|
DGHR: |
The Dubai Government Human Resources Department. |
|
Employee: |
A male or female person who occupies a budgeted post
in a Government Entity. |
|
Manpower: |
The total number of existing or future Employees of
a Government Entity appointed to full-time or part-time jobs approved in the
budget of the Government Entity. |
|
Manpower Planning: |
The process of determining the Manpower needs of a
Government Entity over a specific period of time, and setting the measures
required for ensuring the availability of the adequate number of Employees to
work at the appropriate jobs at the right time to ensure the implementation,
by the Government Entity, of the plans and programmes approved for the coming
year(s), and ensure the effective and efficient performance of the functions and
duties assigned to it. |
|
Manpower Descriptive Analysis: |
A detailed statistical analysis of the qualitative
and quantitative characteristics of Manpower, including the prevailing Manpower
trends and patterns, and the outcomes of Human Resources Key Performance Indicators. |
|
Professional Competencies: |
The set of knowledge, skills, and behaviours
required for effective performance of job duties. |
|
Staffing Budget: |
The budget appropriations allocated to the approved jobs
of a Government Entity. |
The
provisions of this Resolution will apply to the Government Entities governed by
the Law, and to any other entity affiliated to the Government to which the
application of this Resolution is extended by a relevant resolution issued by
the Chairman of the Executive Council.
The System
will have the following objectives:
1. to set a regulatory and functional framework
for Manpower Planning at Government Entities with a view to striking the
required balance in the Manpower and Professional Competencies needed on the
short term and the long term; and to promoting Emiratisation of jobs at Government
Entities in accordance with the policies and directives adopted in this respect;
and
2. to clearly define the roles and responsibilities
of Government Entities with regards to Manpower Planning.
The System is comprised of:
1. the Government Manpower Planning template,
which is an illustration of the basic steps and stages that Government Entities
must follow, and includes the main constituents required for Manpower Planning at Government Entities;
and
2. the Government Manpower Planning practical guide,
which is a reference guide for Government Entities, including a detailed
explanation of the System and the steps, procedures, templates, forms, and
helping tools needed for the effective application of the System.
For purposes of this Resolution, the DGHR will
have the duties and powers to:
1. create the System and provide Government
Entities with it within two (2) months from the effective date of this
Resolution;
2. set a specific timeline for the phases of
implementing the System on Government Entities;
3. follow up the implementation of the System at
Government Entities; monitor their compliance with the System; and submit the relevant
reports to the Executive Council;
4. prepare the annual Government Manpower
Descriptive Analysis report and submit the same to the Executive Council;
5. develop, design, and provide specialised training
programmes in Manpower Planning for the Employees in charge of Manpower
Planning at Government Entities;
6. provide technical support for Government
Entities to enable them to implement the System;
7. computerise the System processes at the level
of Government Entities; and
8. conduct a periodic check-up on the System,
assess the outcomes of its implementation, and take the required action based
on these outcomes.
A Government Entity must:
1. conduct its Manpower Planning in accordance
with the Government Manpower Planning template, and periodically update its
Manpower plans;
2. prepare the annual Manpower Descriptive Analysis
report and provide the DGHR with a copy of the same;
3. develop and implement the plans, programmes,
and initiatives required to address the gaps in the number of its Employees and
their Professional Competencies;
4. provide all requirements for the implementation
of the System at the Government Entity, and remove any obstacles that may
prevent its proper and effective implementation;
5. provide the DGHR with periodic reports on the
outcomes of implementing the System and the action taken by the Government
Entity based on these outcomes; and
6. perform any other obligations related to the implementation
of the System as prescribed pursuant to the relevant resolutions issued by the DGHR
.
A
Government Entity must draft a Staffing Budget as part of its annual budget,
based on the outcomes of its Manpower Planning. The cost of initiatives
associated with Manpower Planning must be included in this budget.
A Director General will approve the Manpower plan, and
any updates thereto, in accordance with the operational and organisational
variables at his Government Entity.
The Director General of the DGHR will issue the
resolutions required for the implementation of the provisions of this
Resolution.
Any provision in any other resolution will be repealed to
the extent that it contradicts the provisions of this Resolution.
This Resolution will be published in the Official Gazette
and will come into force on the day on which it is published.
Hamdan
bin Mohammed bin Rashid Al Maktoum
Crown
Prince of Dubai
Chairman of the Executive Council
Issued in Dubai on 14 April 2015
Corresponding to 25 Jumada al-Thaniyah 1436 A.H.
©2015 The Supreme Legislation Committee in the
Emirate of Dubai
[1]Every
effort has been made to produce an accurate and complete English version of
this legislation. However, for the purpose of its interpretation and
application, reference must be made to the original Arabic text. In case of conflict the Arabic text will
prevail.