Monday 28 / September / 2026
Muscat: The Ministry of Labour in Muscat has launched a media briefing detailing a new promotion system for Omani civil servants across the state’s administrative apparatus, supported by a total financial allocation of OMR 10 million. Under the new framework, funds will be distributed among state entities through a proportional mechanism based on the number of eligible employees within each organisation. To determine each allocation, the overall number of eligible staff is summed across all entities, and a specific organisation's share is calculated proportionately based on its total eligible workforce out of the overall budget pool.
Career advancement will follow three distinct pathways: a 'fast track' for exceptional performance, a 'flexible track' based on comparative assessment, and a 'special track' aimed at talent retention and attraction. The fast track takes priority, with any remaining funds subsequently rolled over to fund the flexible track. While adherence to the first two tracks is mandatory, the special track remains discretionary and subject to approval by the head of the entity, depending on operational requirements and track-specific criteria.
To qualify for the fast track, civil servants must have served at least three years in the grade immediately below the target promotion level, received three consecutive 'Excellent' ratings under the 'Ejada' performance management system, and have no disciplinary or administrative impediments. Furthermore, the promotion must comply with the maximum limits of the job progression scale set out in Civil Service Council Decision No. 10/2010 on job classification and ranking. Promotions under the flexible track will be awarded by ranking candidates based on a total score out of 100 points, comprising up to 75 points for past job performance (calculated as three-quarters of the average of an employee’s top three performance evaluations in their current role) and up to 25 points for individual competency, split equally between role readiness and skills development. Employees whose most recent performance evaluation is rated "Poor" are strictly ineligible for promotion.
Clear legal and administrative boundaries govern promotion eligibility. An employee cannot be promoted while serving a prison sentence, during a period of work suspension, or while subject to ongoing administrative or criminal proceedings. However, to safeguard the employee's rights, the target post grade will be reserved for them during proceedings. If the employee is cleared of wrongdoing, or if the resulting penalty is limited to a formal warning or a salary deduction of five days or fewer, their promotion must be granted retroactively to the date it would have taken effect had the proceedings not occurred.
Promotion decisions will be issued by the head of each administrative unit twice a year, taking effect on the second day of January and July. In instances where a single promotion order covers multiple employees taking effect on the same date, individual seniority within the new grade will be determined according to their existing seniority in the grade from which they were promoted.
