1. Ministries:
   1. Organize work and assign duties and responsibilities to positions in a manner that will provide the most efficient, effective and economical use of available manpower and other resources.

   2. Describe the assigned duties and responsibilities in a formal job description, and

   3. Identify any unique knowledge, skill ability or other characteristic, Over and above the basic qualifications for this type of position, and essential for full performance of the specific position.

   4. Initiate timely actions on Form 52 to establish the classification of new or proposed positions, and to reclassify existing positions that have changed substantially or to the extent that assigned titles or grades are no longer accurate.

   5. Cooperate with classification officials by providing all relative data necessary for making accurate classification decisions.

   6. Work with the Civil Service Bureau staff in the development of Career ladders to provide logical advancement opportunities for employees.

   7. Provide each employee with a copy of his official Job description and disseminate information concerning the classification program to assure that employees understand their assignment and the basis for the classification of their positions.

   8. Comment on classification decisions when there are disagreements

2. Civil Service Bureaus
   1. Develop and implement appropriate classification plans covering all positions in Government.

   2. Establish and maintain a coding system that identifies every position by pay plan, occupational category and grade.

   3. Develop and maintain classification standards and guidelines that define grade ranges and classification factors for establishing the appropriate classification of all positions.

   4. Assure that each position is properly evaluated and classified, in accordance with standards and other established guidelines.

   5. Take appropriate action in conjunction with the Ministries to assure that all positions are covered by accurate and current Job descriptions.

   6. Provide advice and guidance to supervisors at all levels to promote an understanding of the classification program, how it functions, and the management responsibilities essential for its Success.

   7. Conduct classification surveys so that each position in the Government is reviewed on a planned periodic cycle.

   8. Assist management officials in the development of career ladders to provide for orderly career progression through the use of bridging Jobs, and application of job engineering and position management techniques.

   9. Review recommendations regarding proposed titles, series and grades on individual position requests and discuss significant differences in the technical classification determination to assure clear understanding and correct classification.

The process starts when there is work to be performed and positions are authorized on the organization chart, to accomplish the work. The manager organizes the work and assigns specific duties to positions. Lower level duties are assigned to what will be lower grade level positions and high level responsibilities are placed in higher grade level positions.

When the manager has organized the duties of the position, and prepares a position description, it is ready to be forwarded through channels for official classification by the Civil Service Bureau Classification Section.

The Classification Section (classify) group positions so that comparable level of duties and responsibilities will be given the same pay treatment. This grouping involves a complete analysis of all factors making up the position, and comparing the factors with the classification standards. Through this process the Position Classification Specialist selects the classification Plan, Occupation Series, Position Title, and Grade that correctly identifies a given position.

It is obvious from the above that the position, rather than the person, is classified in the process. This means that comparable positions are given the same or equal treatment, regardless of the qualifications, experience or degree of performance of the person in the position.

All positions below the Minister are placed into one of the following position classification plans.

1. General. Includes technical, administrative, support, trade and craft and all other positions not specifically covered by another classification plan.

2. Professional. Includes specific professional occupations with positive university degree education requirements. These are professionally recognized by local and/or international organizations through a series of licensing and examinations processes. The initial application of this plan was approved by the Council of Ministers, and included Doctor, Dentist, Engineer, Accountant, and Lawyer positions. The CSB will technically evaluate other proposed occupations, that may be added to this plan in accordance with criteria used in the initial application, to determine whether or not they can be added to this plan.

3. Judges. Includes all judges in the Bahrain Judicial system.

4. Executive. Includes positions such as Undersecretaries, Assistant Undersecretaries and Directors, and those positions of a managerial, consultative, or of advisory nature whose scope of operations and responsibilities exceed the highest level of the General classification Plan.

5. Academic. Includes all positions of teachers and other academic staff where teaching education and experience are positive requirements and the employees are engaged in the formal education of students to achieve a specific educational objective. The plan is not applicable to the in-service training and development of employees either. in a classroom or on the job where specific educational objectives are not involved.

Positions are identified by a coding system, to’ show the appropriate Classification plan, occupational family, title and grade level. Information regarding specific coding can be found in the classification manual. It includes definition of occupational grouping categories as well as rules and procedures for adding, deleting, updating and also information on use of Occupational coding.

A system of uniform official titles has been established to standardize the process. Titles are indicative of the duties and responsibilities, supervisory nature, and to some extent the organizational location. Titles may be proposed by Ministries for review, and if appropriate, authorization by CSB. Whenever a new title is authorized it will be used for similar positions. Only the official authorized title will be used for position Classification, pay, training, recruitment, and other personnel actions.

A position description must contain accurate description of assigned duties and responsibilities because it is the official documentation of the employee assignment, and establishes the basis for all pay and personnel actions. A standard position description can be used for positions having the same general duties and responsibilities to warrant the exact same occupational category title, grade and pay plan.

As a minimum, the position description must contain accurate and specific information on: the organizational location of the position; the purpose of the positions the principal duties to be performed; the responsibilities and authorities assigned and the supervision and guidance received. Duties are listed either according to their importance or sequence of operation.

The description needs to include the percentage of time required to perform major duties.

The classification manual includes details on preparing job description.

There will be cyclic reviews of all positions in the Government service, by organization, to verify whether each position has a current and accurate description of, assigned duties and responsibilities. Where changes have occured, either in the position or classification standards, a new determination must be made regarding official classification. Tentative results of each classification survey will be reviewed in detail with the appropriate management official to explain the results and assure that all job related factors have been given full consideration before effecting the results of the survey.

When there have been substantive and significant changes in duties, and responsibilities from what is described on the existing position description, the supervisor submits a request ,through the Ministry Director of Administration & Finance or comparable office to the Civil Service Bureau to review or audit the position. The supervisor must prepare and provide, alone with the request on Form 52, a revised copy of the position description reflecting the new or changed duties and responsibilities. Requests for upgrading will be throughly reviewed and justified at all levels of management before actions are processed. Civil Service Bureau will desk audit a position, before a promotion action is granted final approval, if necessary, to assure that assigned duties and responsibilities carried out by incumbent.