Umm Al-Qura University

Umm Al-Qura University

Department of Job Performance Management

- 2021/03/05


To organize the evaluation of employees according to clear scientific bases, and to increase the efficiency and productivity of the employees of Umm Al-Qura University.


  • Apply the job performance management process in accordance with the King Salman Program for the Development of Human Resources.
  • Apply scientific foundations to the process of managing job performance.
  • Establish performance rules and annual employee assessment criteria.
  • Provide a clear, flexible, and fair system to regulate job performance assessment procedures.
  • Raise the efficiency and productivity of university employees.
  • Open direct means of communication between the employees and their immediate boss.
  • Present workshops for university staff to introduce job performance management and how to implement it.

Key Tasks and Responsibilities:

  • Applying the system, rules and procedures of job performance management, in accordance with the by-laws, regulations and manuals of the Ministry of Civil Service.
  • Planning and advertising the annual job performance management management cycle (course) at the university.
  • Reviewing and verifying the performance charter, and formulating substantive and smart career goals for employees which are in line with the university's objectives.
  • Participating in the committees related to job performance management in the university.
  • Announcing the results of the annual job performance management cycle.
  • Receiving complaints and referral requests from employees on the results of job performance, while ensuring transparency and objectivity, and then referring them to the competent committees.
  • Providing the necessary support for the different colleges, deanships, institutes and departments of the university in order to implement the procedures of the job performance management system.
  • Following up, coordinating and ensuring that the department heads evaluate the performance of their staff regularly, objectively, and fairly.
  • Preparing periodic reports and statistics on the university staff's annual performance evaluation.

Phases of the Job Performance Evaluation:

First: the planning phase

  • The goals and relations between employees and their immediate boss are discussed and set out.
  • This is carried out in the first two months of the performance cycle.
  • This stage makes use of the performance charter model.

Second: the review stage

  • This takes place in the sixth and seventh months of the performance cycle.
  • The performance assessment model is used.

Third: the assessment stage

  • The performance of the employee is evaluated based on the performance charter.
  • It is carried out in the last two months of the performance cycle.
  • The evaluation aims at identifying the strengths and weaknesses of employees
  • The performance assessment model is issued.


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