Latest news with #Ejada
Observer
3 hours ago
- Business
- Observer
‘Ejada Week' kicks off in Salalah
SALALAH: The 'Ejada Week' officially began on Monday in the Wilayat of Salalah, organised by Dhofar Municipality in partnership with the Dhofar Governor's Office and the Ministry of Labour. The event runs until August 14, featuring participation from more than 15 government agencies and three private sector entities. Held under the theme 'Partnership in Performance and Excellence in Results', the programme highlights efforts to develop and enhance the Ejada system, share successful experiences and showcase best practices. It aims to foster a culture of quality and excellence, improve the efficiency of national talent and support the objectives of Oman Vision 2040. Dr Ahmed bin Mohsin al Ghassani, Chairman of Dhofar Municipality, described 'Ejada Week' as a platform for strengthening public-private partnerships, exchanging expertise, and encouraging innovation and continuous improvement in individual and institutional performance. Mohammed bin Mubarak al Kalbani, Director-General of the General Directorate of Development and Quality Assurance at the Ministry of Labour, said the activities are designed to develop methodologies and processes for implementing the 'Ejada' system, which will enhance institutional competitiveness over the long term. The week's agenda includes specialised workshops, panel discussions and interactive presentations. Monday's sessions focused on 'The Ejada System for Measuring Individual Performance' and 'The Institutional Excellence System' with its related indicators. - ONA
Observer
27-07-2025
- Business
- Observer
Minimum periodic increment for Omani workers in pvt sector
The Minister of Labour has issued a ministerial decision setting the minimum periodic bonus (salary increment) and regulating its disbursement to Omanis working in the private sector. An Omani worker will be entitled to a periodic increment on January 1 of each year, provided that he has been employed in the establishment for at least 6 months, according to the result of his evaluation in the performance report (Ejada), and as a minimum, as follows: Four percent of the basic wage if the worker receives a very good evaluation. Two percent of the basic wage if the worker receives an acceptable evaluation. Five percent of the basic wage if the worker receives an excellent evaluation. Three percent of the basic wage if the worker receives a good evaluation. The worker is not entitled to a periodic increment if he receives a (poor performance report. Decision The Minister of Labor issued Ministerial Resolution 317/2025 on Sunday regarding setting the minimum periodic allowance and regulating its disbursement to Omanis working in the private sector. Based on the Labor Law issued by Royal Decree No. 53/2023, and Ministerial Resolution No. 541/2013 specifying the minimum periodic allowance for Omanis working in the private sector and the procedures and conditions for its disbursement, and based on what the public interest requires, it is decided. Article 2 Without prejudice to any better benefit granted to the worker, the Omani worker is entitled to a periodic bonus on the first of January of each year, provided that he has been appointed for at least (6) six months in the establishment, according to the result of his evaluation in the performance report and as a minimum as follows: - (5%) five percent of the basic salary if the worker receives an excellent evaluation. - (4%) four percent of the basic salary if the worker receives a very good evaluation. - (3%) three percent of the basic salary if the worker receives a good evaluation. - (2%) two percent of the basic wage if the worker receives an acceptable evaluation. The worker is not entitled to a periodic bonus if he receives a 'weak' performance report. In all cases, the worker has the right to file a grievance against the results of his evaluation in the performance report with the relevant administrative division in the Ministry. Article Three In applying the provisions of Article (50) of the Labor Law, the establishment in which the worker spent the longest period of one year is responsible for preparing a performance report on him, and the establishment to which he is transferred is obligated to pay the periodic bonus due to him. Article Four The employer may reduce the periodic increment if the establishment proves that there is an economic reason, provided that the committee stipulated in Article 45 of the Labor Law approves. Article 5 The employer may stop the periodic bonus in the following cases: 1 - If the worker is accused of committing a misdemeanor or felony within the workplace and is referred for investigation by the competent authorities, and in the event that a final judgment is issued acquitting him, the establishment shall be obligated to pay the periodic bonuses that were suspended, in accordance with the provisions of this decision. 2 - If the worker spends unpaid leave under the provisions of Articles (80, 83) of the Labor Law or is absent from work for a period exceeding (6) six months in the year in which the periodic bonus is calculated. Article 6 The periodic increment shall continue to be paid to the worker after the reason for the reduction or suspension has been removed, under the provisions of this decision. Article Seven An administrative fine of RO50 shall be imposed on every employer who violates the provisions of this decision, and the fine shall be multiplied by the number of workers involved in the violation. Article Eight Ministerial Resolution No. 541/2013 referred to herein shall be cancelled, as shall anything that contradicts this resolution or conflicts with its provisions. Article Nine This decision shall be published in the Official Gazette and shall take effect from the day following the date of its publication.
Muscat Daily
07-05-2025
- Business
- Muscat Daily
Ejada system boosts govt efficiency
Muscat – Ejada (Excellence) system has improved government performance, reducing employee resignations by 72% and increasing strategic partnerships by 233%, officials said on Tuesday. The updates were shared at a ceremony marking institutional excellence for 2024, held under the patronage of H E Dr Mahad bin Saeed bin Ali Baowain, Minister of Labour. The system has also strengthened leadership capabilities, with 45% of supervisory roles now qualified or in the process of qualification under the 'second line' leadership strategy. In total, 64% of government employees, or 111,475 individuals, have benefited from competency development programmes. Inter-agency collaboration has grown sharply, with partnerships and cooperation agreements rising to 2,579, while the value of funds disbursed to small and medium enterprises increased by 111% to over RO152mn. The system has also improved operational efficiency, with 4,863 business procedures streamlined, while innovation funding increased by 153% to more than RO45mn. Complaint handling has improved, with the average index reaching 94%, while environmental and community engagement initiatives surged by 247% and 642%, respectively.
Observer
06-05-2025
- Business
- Observer
17 outstanding entities feted for excellence
MUSCAT: The Ministry of Labour honoured distinguished entities for their institutional excellence in 2024 during a ceremony held on Tuesday evening, recognising their efforts in enhancing operational efficiency and advancing the ministry's goals of fostering a culture of continuous development and improving competitive benchmarks. The event was held under the auspices of Dr Mahad Said BaOwain, Minister of Labour. Sayyid Salim Musallam al Busaidy, Under-Secretary of the Ministry of Labour for Human Resources Development, emphasised that the initiative aims to institutionalise best practices for improving work environments, streamlining procedures, and driving teams towards tangible outcomes that benefit both employees and service recipients. He noted that the awards prioritise innovative thinking over routine procedures and reward mature institutional behaviour rather than temporary achievements. The Ejada (excellence) system has encouraged government units to adopt practical mechanisms, programmes, and methodologies that promote innovation and improve service quality for individuals and society. It has also strengthened institutional performance culture and fostered healthy competition among units. The system evaluated 61 government administrative units starting from January 1, 2023, analysing over 14 million data points, including fixed indicators, employee feedback on administrative practices, job satisfaction surveys, and insights from 170,000 beneficiaries across 700 government service centers in units were assessed based on their annual performance progress across seven key criteria. Seventeen high-performing government units were honoured, with selection considering institutional size - noting an inverse relationship between size and ease of performance improvement. — ONA
Observer
06-05-2025
- Business
- Observer
New HR reform to power Oman Vision 2040 goals
MUSCAT, MAY 6 Taking a bold step towards attainment of the national objectives of Oman Vision 2040, the Ministry of Labour unveiled a major programme of human resources reform under the 'Ejada' system. The programme is one of the strategic pillars of the government's broader agenda to build a knowledge-based economy powered by skilled and able national human capital. Underlying this effort is the creation of the 'Ejada' Human Resources Management Matrix, a planning framework designed to improve public sector performance by introducing international best practices in human capital management. Through aligning human resources development with international best practice, the Ministry hopes to improve the efficiency, flexibility, and sustainability of public institutions. The Initiative directly covers some of the central topics of Oman Vision 2040, including the prioritization of building human capital, institutional performance, and the establishment of an agile, empowered administrative system. Officials of the ministry unveiled the vision, mechanisms, and next steps for the new model in a recent stakeholder presentation to implement in government institutions. One of the most important aspects of the reform is the application of the internationally recognised Nine-Box Talent Model, which classifies staff by performance and potential. This allows for targeted development, succession planning, and strategic workforce placement — essential to building a dynamic, forward-looking civil service. Dr Mohammed bin Mustafa al Najjar, Director General of Training at the Ministry of Labour, said: 'The basis of the new HR grid 'Ejada' comes from unambiguous strategic direction, as well as Royal instructions to establish a robust and sustainable governmental framework on the basis of national talent.' 'Humanity is at the centre of this transformation,' Dr Al Najjar stated, 'To ultimately realise the ambitions of Oman Vision 2040, we must embrace modern, forward-thinking methods that go far beyond traditional practices. Our vision is to equip government organisations with the tools and frameworks needed to unlock the full potential of Omani capabilities and build a future-proof public service.' Critical, though, is that the initiative is grounded in Royal directives and national policy recommendations to create a professional, value-based public sector. It encourages innovative, unconventional HR practices to replace traditional systems with practices that promote continuous development and institutional excellence. Since Oman Vision 2040 set clear goals for government performance and human capital competitiveness, Ejada is a milestone response to those national appeals.
