Doha, Qatar: The Civil Service and Government Development Bureau (CGB) has outlined a training framework for Qatari government employees seeking promotion, placing greater emphasis on leadership, behavioural and technical competencies, as well as performance evaluation results.
In a post on its X account, the bureau explained key provisions of Decision No. 11 of 2026, which specifies the training courses and alternative training methods prescribed for Qatari employees covered by the Human Resources Law and eligible for promotion up to the Excellent grade. The framework shifts the focus of employee training away from the financial grade an employee belongs to and toward the skills, competencies, and performance needed for career development. It also gives employees a role in selecting their developmental programmes in coordination with their direct managers.
According to the bureau, employees are expected to identify suitable development programmes as part of their individual development plans, which are prepared in consultation with their direct managers within the performance management cycle.
The programmes are drawn from a range of training opportunities offered by the Institute of Public Administration under the annual National Training and Career Development Plan.
The approach aims to align professional development more closely with employees’ individual needs, job responsibilities, and future career progression.
Government entities will be responsible for monitoring whether employees complete the required training hours through the Mawared human resources system, providing a mechanism to track compliance with the prescribed training requirements. These include 20 hours of in-person training courses, 10 hours of e-learning through the Kafa’a platform, and 20 hours of alternative training methods.
CGB also noted a requirement involving 60 hours of in-person training programmes during 2026 for employees who did not complete the required training hours in the previous financial year. The accompanying note states that employees who completed the requirement during the previous period may fulfil the annual training requirement without additional hours.
Employees should consult their government entity’s human resources department to establish which requirements apply to their circumstances, as the applicable training obligations may depend on their previous completion record and the relevant annual plan.
CGB stated that the use of Mawared to monitor training hours provides government entities with a central mechanism for tracking employees’ completion of prescribed programmes and alternative activities. It said the framework supports the development and readiness of national talent, in line with the objectives of Qatar National Vision 2030.
The decision aims to strengthen the skills and capabilities of Qatari government employees and ensure training is an integral part of professional growth and preparation for promotion.
