1. Training and education at government expense is authorized for Bahraini employees to achieve the following objectives:

   1. To provide knowledge and skills that relates to the employee's job require­ments.

   2. To provide skills and knowledge needed to cope with reorganization or changing technology, missions or equipment.

   3. To provide training for employees who have demonstrated potential for advancement and ability to perform increased responsibilities.

   4. To support self-development activities undertaken by employees themselves that directly relate to the employees current or planned future work in the government.

   5. To develop skilled manpower to meet ministry staffing needs.

2. While the employee’s desires for training and education may be considered, the government will pay for the cost of the training or education only when such programs meet the needs of the ministry concerned and the requirements of the position to which the individual is, or will be assigned. Sponsorship of an education program for a degree is authorized only when the degree is required by the employee’s current or projected position.

   New government employees, both Bahraini and non-Bahraini will receive orientation and job induction with the objective of helping them adjust and become fully productive as quickly as possible

1. Ministries:

   1. Ensure that training and development programs are established and maintained effectively to meet ministry needs.

   2. Designate an employee whose primary duties are to direct, coordinate and monitor the ministry training and development programs.

2. Managers/Supervisors:

   1. Determine training and development needs, priorities, and budget costs.

   2. Plan and conduct training activities necessary to identified training needs.

   3. Identify subordinates who demonstrate potential for higher level responsibilities and develop Individual Development Plans for such employees.

   4. Nominate and schedule employees for training and development.

   5. Motivate employees to attend and complete training, and assure they attend training as scheduled.

   6. Ensure that training and development activities are accomplished economically, effectively and according to priorities.

   7. Encourage employees to engage in self-development activities.

   8. Evaluate results of training completed by subordinates and assure training completed is applied and utilized on the job.

   9. Provide job induction orientation for new employees.

   10. Assure that trained employees train other employees.

3. Civil Service Bureau (CSB):

   1. Assist ministry managers to determine training needs and to accomplish the training effectively and economically.

   2. Approve ministry training and development requests including selection of nominees and use resources.

   3. Prepare the government master training plan based on needs reported by ministries.

   4. Assist ministry managers to locate resources and to meet training needs.

   5. Arrange for or conduct training designed to meet the common needs of the government.

   6. Conduct general orientation for new employees.

   7. Prepare reports on government training and development activities.

   8. Assist ministries managers in determining training budget to fulfill training needs.

4. Employees:
   1. Attend training activities as scheduled , study diligently and utilize and share with fellow employees new knowledge and skills learned through training.

   2. Engage in self-development activities designed to increase their knowledge and skills.

   3. Participate in evaluation of training programs.

Once each year, Ministries will conduct a systematic review to identity training and development needs. This survey will provide the basis on which the ministries will plan, fund, schedule and direct training and development activities during the ensuing training cycle.

1. Each Manager/Supervisor:
   1. Analyses the skills and knowledge required and compares these requirements to the capabilities and performance of each person under his or her direct supervision. This analysis and comparison may be made by using training charts, job descriptions and task lists, Individual Development Plans and similar devices.

   2. Holds individual or group discussions with subordinates related to missions and performance requirements. These discussions enable the supervisors to obtain employees opinions about training and development needs.

   3. Considers problem areas and projected missions, staffing and equipment changes.

   4. As input to the annual ministry training need survey, prepares and submits the consolidated training needs of his or her subordinates to the person designated in the ministry to handle training matters. The information submitted is to be specific regarding what training is desired, objectives to be achieved, priority and when training is desired, recommended resources to conduct the training, and employees to be trained.

2. The ministry training official will then consolidate the ministry needs by priority, and submit the results to the Civil Service Bureau. Priority guidelines are reflected below:
   1. Priority I:
      Training that is immediately essential and must be required meet critical mission requirements. Delay beyond one year will adversely affect accomplish of the mission.

   2. Priority II:
      Training or education that must be initiated to:
      1. Meet specific personnel (staffing) requirements of the Ministry, or

      2. Bring employees performance efficiency up to satisfactory level, or

      3. Prepare the individual for higher level responsibilities of a specific target position.

   3. Priority III:
      
      1. Is required by an employee who is currently performing satisfactorily but the training or development would increase his or her efficiency, knowledge, productivity, or

      2. Would assist or support the individuals self-development, and

      3. May be accomplished after priority I and II needs have been met.

3. The Civil Service Bureau will prepare the government Master Training Plan based on the needs and priorities submitted by the ministries. This plan would be used to administer and evaluate the overall government program during the ensuing training cycle.

1. Selection Factors: Such factors as the following will considered when nominating employees for training and development:
   1. Degree of employee's need for training and length of government service.

   2. Potential of employee for advancement.

   3. Ability of the employee to train others, upon return to the job.

   4. Training opportunities previously provided to the employee by the government.

   5. The employee's interest and effort to improve his/her own knowledge and skills.

   6. The extent to which the mission of the ministry will benefit from the training.

   7. Comparison of the prerequisites for the program with the employee's abilities , skills and background.

   8. How the employee's new knowledge and skills will be utilized after the training or development.

2. Length of Service Criteria:
   1. One year of government service is required before a ministry may sponsor an employee for a non-government training program exceeding 30 days. This requirement also applies to higher educational programmes.

   2. Employee must have two years of government service after attaining a Bachelor's degree sponsored by the government of Bahrain before ministries may sponsor the employee for graduate or post graduate level programmes of six months or more.

   3. There is no service requirements for training conducted by the government or non-government training of 30 days or less duration. However the assignment of new employee to an out-of-country training program should not be made until the employee's probationary period has been completed.

3. Government Training Service Agreement:

   The agreement required by Article 10 of the referenced resolution will be completed after the proposed program is approved by the Civil Service Bureau and prior to the program initiation.

   1. The training Agreement (original, and two copies) will be signed by the employee and the sponsoring Minister/Undersecretary.

   2. The three copies of the signed Agreement will he submitted to the Civil Service Bureau. The CSB will retain the original copy of the agreement in the employee’s official personal folder. Remaining copies of the approved agreement will be returned to the sponsoring ministry, one copy for the file and one copy for the employee.

   3. The Civil Service Bureau and the sponsoring ministry will retain the Training Agreement until the agreed upon period of employment after training has been completed by the employee.

4. Employee Counseling:

   Managers/supervisors who select individuals for government sponsored training or education programmes will counsel the individual regarding the conditions and service requirements involved prior to the initiation of the program. (CSB Training section will extend assistance to ministries when needed).

1. The ministry supervisor or manager will prepare a request for each employee to attend a training or education program. These requests will he submitted for approval through ministry channels to arrive in the Training and Management Develop went Directorate, Civil Service Bureau, at least six weeks in advance of the proposed program.

   Firm commitments to employees and initiation of a program will not be made before the required approvals are obtained.

   1. Training/education requests and requests for extensions of previously approved programs must be fully justified. Justification will include:

      1. Title, content, length, cost and location of program.

      2. Objectives to be achieved by the program, Explain how the training is expected to improve job performance or meet the need.

      3. How the individual will be utilized after completion. This will include information on future assignment (including proposed target position, grade, and date of assignment) and whether the individual will train others upon his/her return from training.

      4. That ministry funds are avail­able to support the cost of the program.

      5. Priority of the training /education program.

   2. For programs 30 days or over in duration Form No. 3300-1, Request for Full Time Training, will he prepared (original and three copies). Attach program details to the form. All other requests may be submitted by letter which includes the above information.

2. Analysis of Training requests:

   Training or education requests received from ministries will be reviewed and evaluated by CSB training specialists using such questions as:

   1. Can the problem be solved or the need actually be met by training? Can it be met more advantageously in some other way?

   2. Are the training objectives clear and realistic? Are priorities realistic?

   3. Will the proposed program satisfy the training needs? Does it comply with government policies?

   4. Do the nominees meet the program prerequisites, language proficiency requirement, and government service requirements?

   5. Is a more economical means of providing the training available?

   6. Is there a plan for utilizing the employee after training?

   7. Are any needs similar; can they be grouped and met in the same manner at the same time?

   8. Is there a plan for evaluating the training or development program results?

   Following the analysis, the specialist will recommend action to be taken regarding the request to the ministry and Civil Service Bureau officials as appropriate.

Each employee is primarily responsible for his/her self-development.

1. If the employee’s self-development activity is determined to be directly related to the employee’s current or future work in the government, the ministry may support such activities by:
   1. Releasing the employee from work without charge to annual leave in order to participate in the development activities, and/or

   2. Paying all or part of the training or education. Requests to provide such support will be justified by the appropriate ministry official and submitted for approval to the Training and Management Development Directorate, Civil Service Bureau.

2. Employees may request leave of absence (leave without pay) from their ministry to pursue further studies at no cost to the government. Ministries recommending approval will submit such requests for approval to the Civil Service Bureau under the provision of Paragraph 7 (i), Civil Service Bureau Regulation 603. The period of time involved in such study will not be considered service with the government nor does such study period count towards leave entitlement.

1. Requirements for Evaluation:
   1. Training and development activities will be assessed or measured to determine the extent to which the training objectives have been met. As a minimum, the evaluation should include an analysis of the extent to which the specific training program produced the desired changes in employee knowledge, skills, attitude or performance.

   2. Evaluation of the results of training or development is an inherent responsibility of a management or supervisory position. This responsibility is also shared by the employees who attended and the training specialist of the Civil Service Bureau. The Civil Service Bureau training specialist assists the supervisor and management officials in planning and making evaluations and in interpreting the results.

2. Planning and Completing the Evaluation:
   1. The supervisor/manager that requests or plans the training will also prepare the plan for evaluating the results considering such methods as:
      1. Direct observation of the employee on the job and/or inspection of work completed by the employee.

      2. Oral or written tests.

      3. Evaluation report of training from the employee.

      4. Analysis of records such as and safety or other related production, inspection, data.

   2. Evaluations by supervisors or managers are to be completed 90 days after the training or education program is completed. A copy of the evaluation will be sent through ministry channels to the Training and Management Development Directorate, Civil Service Bureau.

   3. Immediately upon return from a training program, the employee will prepare a written report regarding the content and benefits of the program, recommended changes, etc. Such, reports will be submitted to the employee’s supervisor who will use the report as a part of the overall evaluation of the program or course.

3. Use of Evaluation Data: Information and data obtained will be used to:
   1. Improve the training course. The data provided a basis for making course or program changes such as eliminating training of little value, changing content or methods, revising objectives and emphasis.

   2. Provide information to top management, Evaluations for this purpose, should include narrative summaries of trainee and opinions and evidence improvements and other savings or benefits realized from the training.

1. Each ministry will prepare and submit to C.S.B. an annual report which will, include the training and development activities completed or initiated during the calendar year.

2. Service Bureau will issue specific regarding the report due date, content The ministry reports will be utilized the government annual training and report.

The Forms and Records described here are intended for use in documenting the development of employee.

1. Form 3300-1 Request for full time training. This form is primary means of requesting approval for full time training and development for an employee. This form may be purchased by ministries from support Section of the Civil Service Bureau.

2. Record of completed Training Civil Service Bureau Form 18. This Form is to permanently record training and development programmes completed by an employee. The form is filled out by the Training and Development Directorate. The original is filed in the employee’s official Personnel Folder in Civil Service Bureau

3. Training Chart, Civil Service Bureau Form 22. This form (currently being developed) may be used by supervisors and managers as a tool to identify Training needs and record progress in training of their employees.