OMR 10 million allocated for new civil service promotions scheme in Oman

Muscat: The Ministry of Labour has launched a media briefing detailing a new promotion system for Omani civil servants across the state’s administrative apparatus, supported by a total financial allocation of OMR 10 million. Under the new framework, funds will be distributed among state entities through a proportional mechanism based on the number of eligible employees within each organisation. To determine each allocation, the overall number of eligible staff is summed across all entities, and a specific organisation's share is calculated proportionately based on its total eligible workforce out of the overall budget pool. Career advancement will follow three distinct pathways: a "fast track" for exceptional performance, a "flexible track" based on comparative assessment, and a "special track" aimed at talent retention and attraction. The fast track takes priority, with any remaining funds subsequently rolled over to fund the flexible track. While adherence to the first two tracks is mandatory, the special track remains discretionary and subject to approval by the head of the entity, depending on operational requirements and track-specific criteria.To qualify for the fast track, civil servants must have served at least three years in the grade immediately below the target promotion level, received three consecutive "Excellent" ratings under the "Ejada" performance management system, and have no disciplinary or administrative impediments. Furthermore, the promotion must comply with the maximum limits of the job progression scale set out in Civil Service Council Decision No. 10/2010 on job classification and ranking.Promotions under the flexible track will be awarded by ranking candidates based on a total score out of 100 points. Job performance accounts for up to 75 points, calculated as three-quarters of the average of an employee’s top three performance evaluations in their current role. The remaining 25 points evaluate individual competency, divided equally with up to 12.5 points awarded for readiness to step into a higher-level role and up to 12.5 points for active skills and capability development relevant to the position.