Executive
Council Resolution No. (81) of 2024
Approving
the
Job Succession Planning System in
the Government of Dubai[1]
ـــــــــــــــــــــــــــــــــــــــــــــــــــــــ
We,
Hamdan bin Mohammed bin Rashid Al Maktoum, Crown Prince of Dubai, Chairman of
the Executive Council,
After perusal of:
Law
No. (31) of 2009 Establishing the Dubai Government Human Resources Department
and its amendments;
Law
No. (8) of 2018 Concerning Management of the Government of Dubai Human
Resources and its amendments;
Law
No. (26) of 2023 Concerning the Executive Council of the Emirate of Dubai;
Executive
Council Resolution No. (12) of 2015 Concerning Planning of the Workforce of the
Government of Dubai;
Executive
Council Resolution No. (13) of 2015 Concerning the Frameworks of Behavioural
and Technical Competencies of Employees of the Government of Dubai;
Executive
Council Resolution No. (39) of 2018 Concerning the Performance Management
System of Employees of the Government of Dubai; and
Executive
Council Resolution No. (108) of 2023 Concerning the Learning and Development
System of Employees of the Government of Dubai,
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. |
|
Law: |
Law No. (8) of 2018 Concerning Management of the
Government of Dubai Human Resources and its amendments. |
|
Department: |
Any of the Government departments; public agencies
or corporations; Government councils or authorities; or other entities
affiliated to the Government to which the provisions of the Law apply. |
|
DGHR: |
The Dubai Government Human Resources Department. |
|
System: |
The Job Succession Planning System of Employees of
the Government of Dubai regulated pursuant to this Resolution and the
Procedural Manual. |
|
Procedural Manual: |
The document adopted by the DGHR, which contains the
procedures, steps, time frames, and forms required for implementation of the
System. |
|
Director General: |
A director general, executive director/ chief
executive officer, or secretary general of a Department or a person holding a
similar position. |
|
Competent Directorate: |
The Human Resources Directorate or any other
Organisational Unit within a Department in charge of the learning and
development affairs of the Employees or of talent management therein. |
|
Employee: |
A male or female person who occupies a budgeted post
in a Department. |
|
Immediate Supervisor: |
An Employee who undertakes direct supervision of the
performance of other Employees. |
|
Job Succession Planning: |
An integrated and systematic process through which
Critical Positions and Targeted Positions are identified, whether in the
administrative track or the technical track, within a Department. It also
involves selecting the Employees nominated to occupy these positions in the
present and the future, upon assessment of their competencies and
capabilities, and their development to acquire the necessary knowledge,
skills, and experience to occupy these positions. |
|
Critical Positions: |
Positions that significantly contribute to achieving
a Department's objectives and the continuity of its operations. These
positions require complex or unique specialised skills that must be possessed
by incumbents, who are difficult to attract and retain. |
|
Targeted Positions: |
These include Critical Positions and any other
positions designated by a Department due to their importance and impact on
its operations. |
|
Individual Development Plan: |
A document which includes the development tasks and
goals, and the Training Programmes and Development Programmes, which a talented
Employee must undergo within a specified period, for the purpose of Job Succession
Planning. |
|
Talent Pool: |
A list containing the names of a Department’s
Employees who possess promising skills, abilities, and competencies, and who
will be included in the Job Succession Planning process. |
The
provisions of this Resolution apply to all UAE National civilian Employees
working in a Department, but do not apply to:
1.
Employees appointed on a temporary
basis;
2.
Employees appointed under special
contracts;
3.
seconded Employees; and
4.
the retirees appointed to the
Department.
The
System aims to:
1.
promote a culture of institutional
risk management and ensure business continuity;
2.
establish a clear and defined
methodology for identifying Targeted Positions, in line with the strategic
priorities of Departments;
3.
contribute to supporting plans for
Emiratisation and the replacement of Non-UAE National Employees;
4.
enable Departments to engage in
strategic planning to ensure that their Employees are prepared to assume
Targeted Positions;
5.
establish appropriate procedures for
selecting Employees with outstanding
competencies, including them in the Talent Pool, and preparing them to assume
Targeted Positions and other posts; and
6.
enable integration and alignment across
the human resources systems implemented by Departments.
For
the purposes of this Resolution, the DGHR will have the duties and powers to:
1.
prepare, approve, and update the
Procedural Manual; and circulate it to Departments;
2.
follow up on the implementation of
the System by Departments;
3.
measure and assess the impact of
implementation of the System in order to improve and develop it;
4.
provide the advice and support
required by Departments on all matters related to implementation of the System;
5.
review the provisions of this
Resolution on a regular basis, propose any necessary amendments thereto, and
submit the same to the competent entities for approval; and
For
purposes of this Resolution, a Department will have the duties to:
1.
identify Targeted Positions and the
Talent Pool in accordance with the System’s requirements;
2.
take the necessary measures to
comply with the procedures, steps, time frames, and forms, prescribed by the
Procedural Manual;
3.
provide the financial, material, and
human resources required for ensuring efficient and effective implementation of
the System;
4.
link the System to the plans and indicators
of the institutional and individual performance management systems;
5.
provide the DGHR with the data and
information it requests regarding the implementation of the System, in
accordance with the procedures and within the time frames prescribed by the
DGHR; and
6.
exercise any other duties or powers
required for the achievement of the objectives of the System, as determined
pursuant to the relevant resolution[s] of the Director General of the DGHR.
A
Competent Directorate must:
1.
verify that the System is linked to the
relevant human resources systems implemented by the Department;
2.
raise Employees’ awareness about the
System and its significance;
3.
provide the required technical
support and training to the heads of the concerned Organisational Units within
the Department on the implementation of the System;
4.
meticulously prepare a list of
Targeted Positions, in coordination with the Organisational Units within the
Department, and submit the same it to the Director General for approval;
5.
develop the selection criteria for nominating
Employees for the Talent Pool, and submit the same to the Director General for
approval;
6.
prepare a list of Employees nominated
for Job Succession Planning, in accordance with the provisions of the
Procedural Manual, and submit the same to the Director General for approval;
7.
compile performance appraisal data
and ratings of the Employees to whom Job Succession Planning applies, and
submit the same to the Director General for approval;
8.
coordinate with the Immediate
Supervisors of the Employees included in the Talent Pool to ensure their
involvement in all phases of the System;
9.
supervise the preparation of the
Individual Development Plans related to Job Succession Planning across the
Department, and oversee their implementation;
10. measure
the indicators related to the implementation of the System;
11. prepare
reports on the implementation of the System and submit the same to the Director
General to give the relevant directives as he deems appropriate;
12. follow
up on the implementation of the System, study and analyse its outcomes, and
take the necessary actions in this regard; and
13. fulfil
any other obligations as determined pursuant to the relevant resolution of the
Director General of the DGHR.
The
Procedural Manual specifies the components of Job Succession Planning,
including the guidelines for identifying Targeted Positions, establishing the
Talent Pool, and defining the System implementation phases, in accordance with
the Departments’ strategic plans, objectives, and operational requirements.
The
Immediate Supervisor of an Employee included in the Talent Pool must:
1.
provide the necessary support to the
Employee to ensure the implementation of his approved Individual Development
Plan;
2.
perform the roles assigned to him
under the System and the Procedural Manual, in accordance with the prescribed procedures,
forms, and time frames;
3.
encourage the Employee to achieve
outstanding performance ratings in implementing his approved Individual
Development Plan;
4.
cooperate and coordinate with all
relevant parties within the Department for the implementation of the System;
5.
provide the Competent Directorate
with the performance rating of the Employee included in the Talent Pool; and
6.
fulfil any other obligations
stipulated in the Procedural Manual or in the resolutions and directives issued
by the Director General.
An
Employee included in the Talent Pool must:
1.
actively contribute to the
preparation of his Individual Development Plan, in coordination with his
Immediate Supervisor and the Competent Directorate;
2.
implement his approved Individual
Development Plan in coordination with his Immediate Supervisor and the
Competent Directorate, without compromising the duties and responsibilities of
his current position; and
3.
fulfil any other obligations
stipulated in the Procedural Manual, or in the resolutions and directives
issued by the Director General or the Employee’s Immediate Supervisor.
a.
An Employee will be nominated for Job
Succession Planning by the Competent Directorate, in coordination with the
heads of Organisational Units within the Department, and upon obtaining the
Employee’s consent.
b.
Nominating an Employee for Job Succession
Planning must be subject to the provisions of this Resolution and the
Procedural Manual, the Department’s strategic plans and objectives, its
operational requirements, and the general policies related to Emiratisation and
the replacement of Non-UAE National Employees.
c.
The Competent Directorate may, in
coordination with the head of the Organisational Unit to which the Employee
reports, cancel the Employee’s nomination for Job Succession Planning at any
time, provided there are justified reasons for doing so.
The
Director General of the DGHR will issue the resolutions required for the
implementation 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 30 October 2024
Corresponding
to 27 Rabi al-Thani 1446 A.H.
©2025 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.