Authority : Minister of State for Cabinet Affairs Resolution No. (1) 1981 regarding policy & Procedures for Organization & Manpower Management.

Purpose: To implement the organization and manpower policies of the Bahrain Government and to establish procedures for processing requests from Government ministries to establish and / or change organizations; and to determine appropriate manpower levels required to operate the Government.

1. Objectives
a. We organization structure and manpower levels of the Government of Bahrain are established in consideration of the following objectives:

1. To develop and maintain an optimum Government or organization structure which operates effect­ively, with the least expenditure of manpower resources
2. To insure that manpower resources are alloca­ted to organizations and functions on the basis of demonstrated need and that these resources are fully employed.
3. To standardize, as far as possible, the structure of organizations which have similar or identical functions and responsibilities, e.g. administration and finance sections and directorates.
4. To keep pace with technological advances, new concepts of operation, and requirements for new, or expanded, Government services.

b. Manpower requirements for all directorates will be determined on the basis of current workload and workload anticipated for near-term future programs or projects which are clearly defined.

c. Manpower allocations for all directorates will be determined by documentation furnished by the request­ing ministry arid by C.S.B. manpower studies.

d. Regular manpower allocations are based on workload factors requiring trained, fully productive, full-time employees.

e. Each ministry will be assigned an annual manpower ceiling which establishes the maximum number of permanent arid temporary government employees who may be on the payroll at any one time.

3. Responsibilities
a. Ministries:

1. Insure that their organizations function in accordance with the approved organization and manpower chart and that the assigned manpower ceiling is not exceeded.
2. Evaluate and document the effectiveness of organizational elements under their jurisdiction.
3. Submit all proposed reorganization and significant manpower changes well in advance to the C.S.B. to insure that proposed effective dates for implementations will be met.

1. Assist ministries and directorates to prepare proposals for reorganization by providing available C.S.B. data and expertise in assembling the necessary documentation.
2. For proposals concerning Under Secretary or Assistant Under Secretary positions or new directorates, evaluate and provide a report of recommendation to the Council of Ministers. Develops Organization & Manpower chart based on decision by the Council.
3. Review and approve organization structures in the government ministries and offices below directorate level an issue Organization & Manpower chart.
4. Authorize all employment requests and approve the methods through which employees are employed by the Government, whether by appointment in Civil Service, by contracts for personal services, by secondments , by assis­tance provided by other governments or international agencies, and irrespective of whether such personnel are paid directly or indirectly by the Government of Bahrain.
5. Assign each ministry an annual manpower ceiling which establishes the maximum number of permanent and temporary employees who may be on the payroll at any one time.
6. Conduct a complete manpower management study of each government organization at least once every three years (or other date determined appropriate).

1. One copy of the current approved organiza­tion & Manpower chart and two copies of the proposed chart.
2. Functional statements for changed or new organizational elements.
3. Position descriptions for all new positions.
4. Supporting workload data for each new position proposed.
5. A complete explanation of the proposal including benefits to the government and to the public. Increased costs, including additional manpower spaces, Must be justified in detail. A statement that funds are available to support additional positions is essential.

c. After being reviewed and completed by the C.S.B. Organization and Manpower Section, including revisions coordinated and agreed upon by appropriate officials of the requesting ministry, the new Organization & Manpower Chart and position listing will be forwarded to the ministry for signature by an Assistant Under Secretary or higher. The documents will then be returned to the C.S.B. for the final approval and signature of the Executive Director.

d. Requests for additional manpower spaces to add new positions without organizational change will be submitted in approximately the same format as described above, including workload data and full justification.

e. Specific personnel actions on individual employees will be taken only after final approval of the new Organization & Manpower Chart. Exceptions may be made by the C.S.B. only when an emergency situation is determined.

Explanation of Terms

a. Organization and Manpower (O & M) Charts: an official document maintained by the C.S.B which displayed organization structure of each Directorate and its subdivisions, lists the numbers of manpower spaces assigned to each element, and the approved positions by number title, series, and grade.

b. Functional Statement: a description of the responsibilities programs , projects and tasks assigned to a specific orgaoizatioria1element. it must be broad enough that established parameters will avoid overlapping functions of other organizational elements specific enough to determine manpower requirements for staffing the organization.

c. Manpower Management Study: The primary method of determining the manpower requirement of each directorate of the Government. The study is scheduled every three years or as deemed necessary, and evaluate every aspect of manpower management ; planning productivity , scheduling, utilization, controls ,training needs , work methods , and work flow. The progress the Bahrainization program and the use of contractors employees is reviewed as a part of the study.

d. Reorganization Request: a written proposal by government ministry to the C. S.B. to establish a new organization chart or to change the functions or relationships of an organization to the extent the current official Organization & Manpower would be modified. Changes in tasks and it responsibilities of individual positrons not constitute organizational changes.

e. Manpower Ceiling: a personnel control published annually by the C .S.B. which establishes the maximum number of permanent and temporary employees who may be on a ministry’s payroll at any one time.

f. Temporary Position: a position established for no more than one year to replace permanent whose absence would adversely affect the mission or to accomplish special tasks or projects. Temporary positions count against a ministry’s approved manpower ceiling.

g. Part-time Position: authorized for regular job than require less than a full work week to meet short time peak workload demands , to cover requirements for unusual working hours , and to provide specificlized services which are not required on a full time basic. Such positions count against the manpower ceiling in proportion to man hours used. For example, two part-time positions require one manpower space.

h. Training counterpart position: special authorized positions which duplicate positions already approved. They introduce Bahraini employees into positions occupied by non- Bahraini for the purpose of training and development , especially in professional , technical and key administrative positions . When the Bahraini employee is fully qualified, he/she will replace the expatriate employee and the training positions will be deleted.