MUSCAT: Oman’s Ministry of Labour has announced that dedicated promotion committees will be established across units of the State’s Administrative Apparatus as part of a new system governing career advancement for Omani employees.
Each committee will be formed through a decision issued by the head of the respective government unit and will comprise an odd number of members, with no fewer than three, according to details announced by the Ministry.
The committee must be chaired by an official holding a position of at least director-general level.
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A secretary will also be appointed to manage the committee’s proceedings but will not have voting rights.
The committees will receive promotion nominations from the relevant departments and review whether candidates meet the conditions, criteria and controls prescribed under the new promotion framework.
Where the documents supporting an employee’s nomination do not provide sufficient justification, the committee will be able to discuss the nomination with the senior official or direct supervisor, as appropriate, to establish the reasons and basis for recommending the employee.
After completing its assessment, the committee will submit recommendations on employees eligible for promotion to the head of the government unit.
Promotions will be subject to the financial allocations available to each unit.
The Ministry has separately said human resources departments will prepare an annual list of employees meeting promotion requirements, based on staffing and job-budget records, before the end of January each year.
Promotion decisions will be issued by the head of each unit twice a year, taking effect on the second day of January and the second day of July.
The committee mechanism forms part of Oman’s new government promotion framework, which introduces three routes for career advancement: fast-track promotion based on performance, flexible promotion based on merit, and a special route for employee retention and talent attraction.
The government has allocated RO 10 million annually for promotions under the new system, with funding distributed among covered entities according to their share of employees eligible for promotion.
