To describe the policies, responsibilities, rules and procedures for setting employee rates of pay at time of appointment or reappointment and when moved from one position to another.

Rates of pay for employees when , initially employed or reemployed and when promoted, reassigned or demoted will be set equitably and in conformance with this regulation.

1. The Civil Service Bureau is responsible for setting policy and for providing guidance and assistance to ministries in setting or recommending employee rates of pay.

2. Ministries and Independent Offices are responsible for setting or recommending employee rates of pay in accordance with this regulation.

1. Appointment.
   1. The rate of pay at time of appointment is normally set at the minimum step rate of the grade.
   2. A Director or higher level official at the Ministry may recommend to set the rate of pay of an exceptionally well qualified candidate at any step rate up to step 5 of the grade.

2. Reappointment. As a general rule, the rate of pay for arm employee returning to the Government service following a break in service is established at the minimum step of the grade to which appointed.

   Upon recommendation by the Minister or Head of an Independent Office of the employing organization and approval by the Civil Service Bureau, the step may be adjusted to any step above the minimum when the candidate possesses qualifications, service years and experience related to the work that merits reappointment at a higher rate.

3. Reassignment.

   1. The rate of pay of an employee-moved from one position to another in the same grade of the same pay plan is set at the same step. This includes movements between regular and shift pay schedules of the same pay plan.

   2. The rate of pay of an employee moved to a position at an equivalent grade in another pay plan is set so that there is no reduction in the basic rate of pay. If the employee’s current rate equals a rate of the grade in the new pay plan, the pay is set at that rate. If the employee’s current rate falls between two rates of the new grade the pay is set at the higher of the two rates.

4. Promotion.

   The rate of pay of an employee whose position is reclassified upwards or who is moved to a higher graded position in the same pay plan, or to a position at a higher grade in another pay plan, is set at the lowest rate that is at least two step rates of the new grade above the current pay, except that the top step rate of the new grade will not be exceeded.

5. Change to Lower Grade.
   1. The rate of pay of an employee who due to unsatisfactory performance is moved to a lower graded position in the same or in another pay plan is set at the step in the lower grade which most nearly equals but does not exceed the current rate of pay.

   2. When an occupied position is reclassified downwards through no fault of the employee and there is no available position at the higher grade to which the incumbent may be reassigned, the position is reclassified downward but the employee retains his grade and salary. The ministry and the Civil Service Bureau will make continuing efforts to reassign the employee to an available vacant position properly classified to the employee’s current grade.

6. Special Rates of Pay. The Civil Service Bureau in coordination with the concerned ministries may establish special rates of pay for positions in hard-to-fill categories. Special Appointments to these positions will be made at the special established rates.

The responsibility for setting the effective dates of personnel actions rests with the Civil Service Bureau. Bahrainis and locally hired candidates must have actually entered on duty on the appointment date set by the Civil Service Bureau. No appointment action will be made effective retroactively. The effective date of appointment for contract employees is that specified and approved by the Civil Service Bureau on the employment agreement. Promotions, reassignments and changes to lower grade will be effective at the beginning of the month following the month in which they are approved by the Civil Service Bureau.

1. The rate of pay of an employee determined in accordance with the above will be indicated in the appropriate spaces of the CSB Form 52 requesting appointment or position change.

2. For appointments at a step rate above the minimum in accordance with paragraph 4a.2) above, the recommending official may sign the CSB Form 52 or a separate statement.