MUSCAT: Oman’s Ministry of Labour has unveiled a new promotion system for Omani employees in units of the State’s Administrative Apparatus, setting out eligibility criteria, a 100-point assessment mechanism, tie-breaking rules, promotion committees and twice-yearly promotion decisions.

The details were announced during a media briefing organised by the Ministry in Muscat on Monday to explain the new framework, which the ministry said has begun to be implemented for Omani employees in government administrative units from 2026.

Under the system, promotions will follow three tracks: fast-track promotion based on performance, flexible promotion based on merit, and a special track for employee retention and talent attraction.

For fast-track promotion, an employee must have completed at least three years from the date of occupying the grade immediately preceding the grade to which they are seeking promotion.

The employee must also have received an “Excellent” rating in three job performance evaluation reports under a single performance management system.

Promotions cannot take an employee beyond the final grade permitted under the applicable career progression structure in the job classification and ranking system issued under Civil Service Council Chairman Decision No. 10/2010. Employees must also have no impediment preventing their promotion.

Flexible promotion based on 100-point system
Under the flexible promotion track, eligible employees will be ranked in descending order under a scoring system carrying a maximum of 100 points.

Job performance accounts for up to 75 points, calculated on the basis of three-quarters of the average of the employee’s three highest job performance evaluation reports in their current grade.

The remaining 25 points are allocated to individual competency. Up to 12.5 points will be awarded for an assessment of the employee’s readiness to assume a higher-level position, while another 12.5 points will assess the development of their skills and capabilities in their field of work.

Where candidates receive the same overall score, priority will first be given to the employee with the higher combined score in their two most recent performance evaluation reports.

If they remain tied, the employee with the higher score in the most recent performance report will take priority. A further tie will be decided in favour of the employee who has occupied their current financial grade for longer, followed by the employee with the earlier appointment date. If candidates remain tied, priority will go to the older employee.

Promotion committees in every government unit
The Ministry said a promotion committee will be established in every government unit by a decision of the head of that unit.

Each committee will comprise an odd number of members, with no fewer than three. Its chairperson must hold a position of at least director-general level. A secretary will also be appointed but will not have voting rights.

The committees will receive promotion applications from the relevant departments and verify that nominated employees meet the required conditions, standards and controls.

They may also seek clarification from the senior official or direct supervisor on the reasons and basis for nominating an employee when the documents submitted do not provide sufficient justification.

The committee will then submit its recommendations on employees eligible for promotion to the head of the government unit, subject to available financial allocations.

Eligible employees to be identified annually
The human resources department of each government unit will prepare an annual list of employees eligible for promotion, based on staffing and job-budget records.

The list must be prepared before the end of January each year and include employees who meet the promotion requirements.

Promotions twice a year
Promotion decisions will be issued by the head of each government unit twice a year, taking effect on the second day of January and the second day of July, according to the Ministry.

Where a single decision promotes more than one employee with the same effective date, their seniority will be determined according to their length of service in the grade from which they were promoted.

Cases that prevent promotion
The Ministry also set out circumstances in which employees cannot be promoted.

An employee cannot be promoted while serving a prison sentence.

Employees who have been suspended from work or referred for administrative disciplinary or criminal proceedings cannot be promoted while the suspension or referral remains in effect. Their eligible job grade will, however, be reserved during that period.

If proceedings end without a penalty, or result only in a warning or a salary deduction not exceeding five days, the employee’s promotion can be backdated to the date on which it would otherwise have taken effect, subject to the stipulated conditions.

An employee will also not be eligible for promotion if their most recent performance evaluation carries a “Weak” rating.

The Ministry also outlined waiting periods following certain disciplinary penalties. An employee who receives a salary deduction of more than five days and up to 15 days cannot be promoted until six months have elapsed.

Where the salary deduction exceeds 15 days, or the employee’s salary is reduced by up to 10%, the waiting period increases to nine months before the employee can be considered for promotion.

RO 10 million allocated, amount could increase
The government has allocated RO 10 million annually to fund promotions under the new system.

The Director General of Administrative Review and Follow-up at the Ministry of Labour said the annual allocation is not fixed and could be increased whenever the government considers it necessary.

The Ministry said the distribution mechanism is intended to ensure fairness among government entities. Each unit’s share will be directly linked to its number of employees eligible for promotion, using a unified formula that can be applied and verified across entities of different sizes.

Government units with a larger number of eligible employees will receive a proportionately larger share, with the full RO 10 million allocation distributed among the entities covered by the system.

The flexible merit-based route will operate within the financial allocations remaining after fast-track promotions.

The third route covers promotion for employee retention and talent attraction. The prescribed sequence of the promotion tracks should generally be observed, although the special retention and attraction route may be applied by a decision of the head of a government unit when required by work needs and subject to the stipulated conditions.

The new framework establishes a structured mechanism for government promotions, combining performance evaluations, competency assessments, length of service, disciplinary status and workforce requirements with committee-level oversight.