Executive Council Resolution No. (108) of 2023
Concerning the Learning and Development System of
Employees of the Government of Dubai[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. (31) of 2009 Establishing
the Dubai Government Human Resources Department and its amendments;
Law No. (1) of 2016 Concerning the
Financial Regulations of the Government of Dubai, its Implementing Bylaw, and
their amendments;
Law No. (8) of 2018 Concerning
Management of the Government of Dubai Human Resources;
Decree No. (60) of 2023 Regulating
the Transfer of Employees in 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;
Executive Council Resolution No.
(4) of 2019 Approving the Disciplinary, Grievances, and Complaints Code of
Employees of the Government of Dubai; and
Executive Council Resolution No.
(6) of 2020 Approving the Financial Benefits of the Government of Dubai
Employees,
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. |
|
Department: |
Any of the Government departments, public
agencies or corporations, Government councils or authorities, or other public
entities to which the provisions of the Law apply. |
|
DGHR: |
The Dubai Government Human Resources
Department. |
|
System: |
The Learning and Development 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. |
|
Concerned Organisational Unit: |
The Human Resources Directorate or any other
Organisational Unit in charge of the learning and development affairs of the
Employees of a Department |
|
Employee: |
A male or female person who occupies a
budgeted post in a Department. |
|
Immediate Supervisor: |
A person who undertakes direct supervision of
the performance of an Employee. |
|
Behavioural Competencies Framework: |
The set of knowledge, skills, and behaviours
required for effective performance, which play an essential role in the
performance of duties by Employees and work teams, and which are often
manifested when Employees interact with clients. Behavioural competencies
include core and leadership competencies. |
|
Individual Development Plan: |
A document which includes the development
tasks and goals, and the Training Programmes and Development Programmes,
necessary for an Employee. |
|
Training Programme: |
Any form of training and development provided
to an Employee with a view to equipping him with the knowledge, skills, and
technical and behavioural capabilities that support him in performing his
current or future job duties. This programme is developed based on specific
approved methodology and training hours. Upon completion of the programme,
the Employee will receive a certificate of completion or certificate of
attendance of the same. |
|
Development Programme: |
A set of programmes and activities to which
an Employee is enrolled with a view to equipping him with the knowledge and
skills that support him in performing his employment duties. This includes,
but is not limited to, conferences, workshops, symposia, assignment, and job
rotation. |
|
Training Costs: |
The fees for enrolment in a Training
Programme; the allowances for official or training assignments within and
outside of the United Arab Emirates, as the case may be; and any other costs
to be incurred by a Department as a result of enrolling an Employee in the
Training Programme. |
The provisions of this Resolution apply to:
1. the Employees of Departments, excluding those
appointed on a temporary basis; and
2. the learning and development methods regulated
by this Resolution and implemented after its effective date, in accordance with
the rules and regulations stipulated herein.
The System aims to:
1. enhance and develop Government human resources,
through building the capacities of Employees, in line with the Government’s
strategic objectives and the Department’s strategic objectives and priorities;
2. determine the Employee learning and development
processes and rules by identifying the learning and development stages and
their impact on the institutional performance of Departments;
3. ensure equal opportunities and equality in
learning and development for all Employees of Departments;
4. ensure that learning and development are
aligned with the outcomes of the Performance Management System, Behavioural
Competencies Framework, succession plans, capacity-building, and other relevant
systems; and
5. ensure that annual learning and development
needs are systematically and orderly analysed and identified in line with the
approved budgets of Departments.
For the purposes of this Resolution, the DGHR
will have the duties and powers to:
1. approve, issue, and
update the Procedural Manual; and circulate it to Departments;
2. follow up the implementation of the System by
Departments;
3. measure and evaluate the impact of
implementation of the System by Departments in order to improve and develop the
same;
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
6. exercise any other duties or powers required
for the achievement of the objectives of the System.
A Department must:
1. approve the annual learning and development
plans of its Employees as per the procedures,
and within the time frames, prescribed
by the Procedural Manual;
2. comply with the procedures, steps, and time
frames, and use the forms, prescribed by the Procedural Manual;
3. provide the financial and human resources
required for ensuring efficient and effective implementation of the System;
4. ensure that the System is aligned with the
functional and institutional performance plans and indicators, and that the
System deliverables are aligned with the training needs of its Employees;
5. provide the DGHR with the data and information
it requires in respect of implementation of the System; and
6. perform any other obligations related to the achievement of the objectives of the
System, as determined pursuant to the relevant resolutions of the Director General of the DGHR.
A Concerned Organisational Unit must:
1. prepare, in coordination with other
Organisational Units in the Department, an annual learning and development
plan, in line with the approved training needs; and submit the same to the Director
General for approval;
2. follow up the application and implementation of
the System by the Department;
3. provide other Organisational Units of the
Department with the forms required for implementation of the System;
4. provide the required technical support and
training to the heads of the Organisational Units involved in the
implementation of the System;
5. organise workshops to familiarise Employees
with the System and to highlight its importance;
6. establish the indicators required to measure
the impact of implementation of the Training Programmes and Development
Programmes adopted at the Department’s level; and evaluate the efficiency of
these indicators in achieving the deliverables of the System;
7. verify that the System is aligned with the
relevant human resources systems, including the Performance Management System
of the Employees of the Government, the Behavioural Competencies Framework; the
Manpower Planning System; job rotation; and other relevant systems;
8. design Training Programmes, Development
Programmes, and other initiatives and programmes required to promote the
learning and development culture amongst the Employees of the Department;
9. 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; and
10. perform any other obligations related to the
achievement of the objectives of the System, as determined pursuant to the
relevant resolution of the Director General of the DGHR.
An Immediate Supervisor must:
1. prepare Individual Development Plans for the
Employees placed under his supervision, in accordance with the procedures and
time frames stipulated in the Procedural Manual;
2. develop, with the participation of the
Employees placed under his supervision and in coordination with the Concerned
Organisational Unit, annual Individual Development Plan for these Employees
based on the deliverables of the relevant human resources systems, and in line
with the annual learning and development plans of the Department;
3. follow up the implementation of the Employee
Individual Development Plans, evaluate and measure the impact of implementation
of these plans, discuss them with Employees, and motivate and encourage these
Employees to develop themselves;
4. promote and instil the learning and development
culture amongst the Employees placed under his supervision and encourage them
to exchange knowledge; and
1. perform any other duties related to the
achievement of the objectives of the System, as determined by the Director
General or the DGHR.
An Employee must:
2. participate in preparing his Individual
Development Plan;
3. implement his approved Individual Development
Plan;
4. constantly seek to develop his capabilities and
competencies with a view to enhancing the performance and productivity of the
Department;
5. share with his colleagues the knowledge and
skills he obtains on account of implementing his Individual Development Plan,
through the channels and practices adopted by the Department;
6. where he is a non-UAE National, work for
Department for the period it determines, provided that this period does not
exceed the period of the Training Programme or three (3) months, whichever is
longer; and
5. perform any other duties related to the
achievement of the objectives of the System, as determined by the Director
General or the DGHR.
a. Learning and development methods at Departments
are as follows:
1. Training Programmes;
2. Development Programmes;
3. official and training assignments and
scholarships;
4. developmental assignment;
5. job shadowing;
6. career counselling and guidance;
7. job rotation; and
8. any other learning and development methods
determined pursuant to the relevant resolutions of the Director General of the
DGHR.
b. The Procedural Manual will determine the
procedures for implementing the learning and development methods referred to in
paragraph (a) of this Article.
a.
The stages and levels of learning and development plans are as follows:
1. The stages of the learning and
development plan at the institutional level, which comprise:
a. identification of learning and development
needs of the Employees of the Department;
b. preparation and approval of the annual learning
and development plan;
c. implementation of the annual learning and
development plan; and
d. evaluation and measurement of the impact of the annual learning and
development plan.
2. The stages of learning and
development plans at the individual level, which comprise:
a. preparation of the Individual Development Plans;
b. implementation of the Individual Development
Plans; and
c. evaluation and measurement of the impact of the Individual Development Plans.
b.
The Procedural Manual will establish the detailed procedures applicable
to the stages and levels of the learning and development plans referred to in
paragraph (a) of this Article, and any other stages deemed appropriate by the
DGHR based on the requirements for implementing these learning and development
plans.
a.
An
Employee who is enrolled in a Development Programme or a Training Programme implemented
during official working hours, for four (4) hours or more a day, will be
granted training leave to attend that programme.
b.
An
Employee who is enrolled in a Development Programme or a Training Programme
implemented during official working hours, for less than four (4) hours a day,
will be allowed to leave the workplace early to attend that programme.
c.
The
Department may grant an Employee, who is enrolled in a Development Programme or
a Training Programme implemented outside official working hours a short break
of up to two (2) hours per day to attend that programme.
d.
An
Employee who is enrolled in a Training Programme implemented during official
holidays or weekly rest days, for four (4) hours or more, will be granted
one-day compensatory time-off to be used within one (1) Year from the date of
attending the Training Programme.
a. Where an Employee fails
satisfy the requirements of a Training Programme or fails to complete that
programme successfully, he must reimburse the Department for the relevant
Training Costs it has incurred, excluding the salaries disbursed to him.
b. Where an Employee fails to attend a Training
Programme in which he is enrolled without a prior permission from, or a valid
reason acceptable to, the Department, he must reimburse the Department for any
Training Costs it has incurred. This will not preclude taking any of the
disciplinary actions stipulated in the above-mentioned Executive Council
Resolution No. (4) of 2019.
c. Where the service of a
Non-UAE National Employee enrolled in a Training Programme is terminated under
a disciplinary decision or a court judgement, or due to absence from work, he
must reimburse the Department for the Training Costs it has incurred by the
date of the end of his service, in proportion to the period of service that he
fails to complete in satisfaction of his obligation under sub-paragraph (5) of
Article (8) of this Resolution.
d. Where the service of a UAE National Employee
enrolled in a Training Programme ends as a result of resignation, he must
reimburse the Department for the Training Costs it has incurred by the date of
his resignation, in proportion to the period of service that he fails to
complete in satisfaction of his obligation under sub-paragraph (5) of Article
(8) of this Resolution.
e. The Director General may, based on valid
reasons, exempt an Employee from his obligation to reimburse all or any part of
the Training Costs where he fails to satisfy the requirements of, or
successfully complete, the Training Programme, or where his service ends as a
result of resignation, as stipulated in paragraphs (a) and (d) of this Article.
f. Where an Employee is
transferred to another Department in exceptional circumstances under the
provisions of the above-mentioned Decree No. (60) of 2023, he will be exempt
from the obligation to reimburse any Training Costs.
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 15 December 2023
Corresponding to 2 Jumada al-Thaniyah 1445 A.H.
©2024 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.