Decision No. (109) of 2011 Concerning the Palestinian Monetary Authority Employees System

Reference No.: 92-12-2011: 108
Issue No. 92 | Date: 2011/12/25
Decision No. (109) of 2011 Concerning the Palestinian Monetary Authority Employees System

After reviewing the amended Basic Law of 2003 and its amendments, and the Palestinian Monetary Authority Law No. (2) of 1997 and its amendments, particularly Article (18), and based on the proposal of the Board of Directors dated 6/13/2010, and based on the powers delegated to us, in pursuit of the public interest, we have issued the following system:

Chapter One
Article (1) Definitions
The words and expressions appearing in this system shall have the meanings assigned to them below, unless the context or circumstances indicate otherwise:

• Authority: The Palestinian Monetary Authority.
• Board of Directors: The Board of Directors of the Palestinian Monetary Authority.
• Governor: The Governor of the Palestinian Monetary Authority.
• Job Classification (Al-Malik): The approved scale of categories, grades, and permanent positions within the Palestinian Monetary Authority, as endorsed by its Board of Directors.
• Employee: Any person appointed to a permanent position within the Authority, as approved in the Job Classification, by the competent authority, regardless of that position, category, grade, or title.
• Fixed-Term Employee: An employee appointed to a position that is temporary by nature, or where work conditions necessitate creating it for a fixed period, such that the maximum duration of a fixed-term contract does not exceed two consecutive years, including renewal cases.
• Basic Monthly Salary: The basic monthly salary entitled to and received by an employee in exchange for performing the duties of their position, as stated in the salary tables approved by the Board of Directors. It does not include allowances and other benefits, regardless of their type.
• Total Monthly Salary: The basic monthly salary, plus the allowances and benefits stipulated in this system, excluding those paid as compensation for actual expenses or wages due for overtime work.
• Employee's Family: The employee's spouse and dependent children who are fully supported until completing 18 years of age, or completing post-secondary education, or marriage (whichever is earlier), as well as disabled children and unmarried non-working daughters.
• Approved Medical Authority: The physician(s) or hospital(es) approved by the Authority.
• Year: For the purposes of applying this system, a year is considered 365 days, starting on January 1st and ending on December 31st of each year.

Article (2) Scope of Application

1. This system aims to determine the principles, controls, and standards concerning employee affairs, their rights and duties, regulating their employment relations with the Authority, as well as their internal relations and all interactions with external parties.
2. This system determines work controls, behavioral standards, and ethical principles that must be adhered to by all employees of the Authority. Explicit approval of its provisions and commitment to them constitute fundamental bases and conditions for appointment at the Authority, while continuous compliance forms one of the most important criteria for performance evaluation and promotion.
3. The provisions of this system, and any amendments arising therefrom, shall be the primary reference for all employees in the Authority regarding their professional conduct. These provisions also serve as ethical standards expected by external parties during any interaction with the Authority and its employees.

Article (3) Duration/Effectiveness of the System

1. The provisions of this system apply to employees appointed in any position within the Authority's Job Classification.
2. The provisions of this system do not apply to contractors appointed under special contracts, or consulting/technical service provision contracts, or fixed-term employees, who are subject to the provisions and conditions of the contract by which they were appointed, while observing the work controls and behaviors stipulated in this system.
3. The provisions of the Civil Service Law or the regulations issued thereunder do not apply to employees in the Authority, or contractors appointed under special contracts, consulting/technical service provision contracts, or fixed-term employees.

Article (4) Application of Work Ethics and Conduct Standards

1. Role of Authority Employees:
   a. The employee is committed to consolidating work standards, controls, and behavioral ethics within the Palestinian Monetary Authority, by consistently acting with high professionalism and full awareness of these standards. b. The employee in a supervisory position is committed to exercising the highest degree of caution and attentiveness, consistently acting according to work standards, controls, and behavioral ethics, thereby serving as a model for their subordinates.
2. Office of Work Ethics:
   a. An Office of Work Ethics and Conduct is established within the Authority as an independent entity not affiliated with any department, office, or other administrative unit. It reports directly to the Board of Directors, is independent of the executive staff, and works to disseminate professional behavioral principles among employees, safeguarding the Authority's reputation, integrity, and honesty. It specializes in providing neutral opinions on professional and ethical violations, consistent with professional ethics and work regulations, investigating and verifying any breaches of internal behavioral codes, and assisting in resolving them impartially. b. Any employee may consult the head of the Office of Work Ethics and Conduct as needed for inquiries or to file complaints regarding these controls and standards.
   c. The Governor issues executive regulations organizing the work of the Office of Work Ethics and Conduct, as well as executive regulations determining work ethics standards and controls.
   d. Work controls, behavioral standards, and ethical principles are published and circulated to all employees for compliance. Each employee who violates a provision or commits prohibited acts is subject to disciplinary procedures, in accordance with the approved disciplinary measures of the Authority.

Chapter Two
Article (5) Appointment of Employees - Conditions for Appointment
The following conditions are required to appoint an employee at the Authority:

1. Having completed 18 years of age.
2. Being free from physical and mental illnesses or disabilities that prevent them from performing their duties, or limit such ability, as certified by the Approved Medical Authority. The Governor may appoint persons without full physical capacity in special cases or if prevailing laws require it, provided the disability or illness does not hinder them from performing their assigned duties and is consistent with occupational health and safety conditions at the workplace.
3. Having good conduct and reputation.
4. Not having been dismissed or suspended as a disciplinary penalty from any previous employment.
5. Enjoying full civil rights, and not having been convicted of a felony or misdemeanor involving theft, fraud, embezzlement, forgery, bribery, breach of trust, false oath, or any other offense affecting honor and public morals, or having received a disciplinary penalty for reasons touching upon honor and dignity.
6. Not holding any other public or private position, unless with the Governor's written consent and in a manner consistent with work interests.
7. Holding at least the minimum qualifications and experience specified for the position according to the following table:
8. Having completed all appointment procedures and justifications, in accordance with the systems and regulations in force at the Authority, and successfully passing any tests deemed necessary by the Authority.

Article (6) Special Cases for Appointment
In special cases, an employee may be appointed at the Authority according to the following conditions:

1. With Board of Directors' approval based on the Governor's proposal, if the applicant possesses distinguishing skills, capabilities, and qualifications that benefit the Authority.
2. If the vacant position has been advertised internally and in local newspapers at least, and no person with suitable experience and qualifications is found.

Minimum Qualifications	Minimum Years of Experience
Master's degree in a field related to the position / Bachelor's degree in a related field	1S, 1C: 8 years / 2S, 2C: 5 years
Bachelor's degree in a related field	3S, 3C: 4 years
Bachelor's degree in a related field	4S, 4C: 2 years
Bachelor's degree in a related field	5S, 5C: None required
General Secondary Certificate + Vocational/Technical Qualification	1GS: 2 years (or 1 year) in a related field
General Secondary Certificate + Training in the job field	2GS: None required
Training in the job field	3GS: None required

Article (7) Approval of Job Classification, and Abolition/Creation of Jobs

1. The Board of Directors has the authority to approve the creation or abolition of positions, endorse the Authority's Job Classification, and approve related budgets.
2. Appointments may only be made in newly created or vacant positions within the Job Classification and the annual budget approved by the Board of Directors.
3. The Board of Directors may approve the creation of positions not included in the Job Classification and annual budget, based on the Governor's proposal.

Article (8) Appointment Procedures
Subject to this system, appointment at the Authority is based on competitive principles ensuring the selection of the best candidates. The Authority announces vacant positions through local newspapers, internal bulletins, and the official website of the Authority, or through solicitation of applications.

1. Priority for filling positions within the Authority is given to its employees in cases where the qualifications, skills, capabilities, and experience of the internal candidate equal those of the external candidate.
2. Candidates for vacant positions may be recruited from all categories through solicitation (at least 3 applications) without prior advertisement, subject to the Governor's approval and provided it serves the Authority's public interest, with written justification documented.

Article (9) Candidate Selection Mechanisms
The relevant Department Manager, in coordination with the Human Resources Department Manager, determines the necessary mechanisms to select the most suitable candidates for vacant positions from applicants. This includes conducting initial interviews, necessary tests, and utilizing external experts for final interviews, as appropriate.

Article (10) Appointment Decision
Subject to this system, employees are appointed in vacant or newly created positions based on the proposal of the relevant Department Manager and the Human Resources Department Manager's verification of the procedures followed:

1. By decision of the Board of Directors for Category One positions.
2. By decision of the Governor for Category Two and Three positions.

Article (11) Appointment and Grading
The employee is appointed at the Authority and graded within its structure according to the position type, category, and grade they are entitled to under this system.

Article (12) Determination of Salary Value
The salary of an appointed employee within a single grade range is determined according to the following combined factors:

1. The candidate's personal skills and experience, and their distinctiveness.
2. The availability of qualified individuals in the local or external market, and ease of recruitment.

Article (13) Salary-related Terms in Appointment Decision
Subject to this system, all appointment decisions are issued with the following terms:

1. Basic salary.
2. Job title, allowances, and benefits.
3. Grade, affiliated department, and direct supervisor.
4. A job description attached to the decision.

Article (14) Probation Period

1. Upon appointment, the employee is subject to a probation period of three months, with the Authority's right to renew it once only, such that the total duration does not exceed six months maximum. The employee becomes confirmed in service automatically from the end of the probation period, provided no decision to terminate their services is issued by the competent appointment authority during or upon expiration of the probation period. The probation period is considered part of the employee's actual service, and they are entitled to the employment rights stipulated in this system.
2. The employee's services may be terminated during the probation period by a decision from the competent appointment authority, with no right to claim compensation. They cannot be reappointed subsequently.
3. The employee may request termination during the probation period by written notice to the relevant manager.

Article (15) Employment of Fixed-Term Employees
Subject to this system, the Governor may employ fixed-term contract employees to meet special or temporary needs in positions that are temporary by nature, or where work conditions necessitate creating them for a fixed period, such that the maximum duration does not exceed two consecutive years, including renewals. The Governor also determines their contracting conditions according to work interests.

Article (16) Contracting with Trainees

1. Exception to Article (8), the Governor may permit a specified number of qualified individuals to train at the Authority, provided they are top graduates from local universities or other educational/training institutions.
2. The announcement of training, selection method, and number of trainees is determined by the Governor's decision, in accordance with executive regulations issued by the Governor.
3. The training period is determined at six months maximum, during which accepted trainees receive a monthly allowance valued as decided by the Governor, not exceeding the minimum salary grade for positions equivalent to those being trained.
4. At or during the end of the training period, a number of trainees may be appointed to vacant positions at the Authority as needed, in accordance with this system, supervisory recommendations, or relevant manager recommendations.

Article (17) Commencement of Work
The employee's service at the Authority begins, and they are entitled to their salary and all prescribed benefits, from the date of commencing work.

Article (18) Specified Duration for Commencement of Work

1. The employee whose appointment decision is issued must assume their position from the agreed commencement date.
2. If the employee does not commence work within 15 days from the agreed date, they lose their right to the position, unless they present a valid excuse within this period. In all cases, the employee must commence work within one month from the agreed date. The employee's salary is calculated only from the actual commencement date.

Article (19) Documents Related to Appointment

1. Educational certificates upon which appointment is based must be issued by officially recognized educational institutions, authenticated according to regulations. The Authority may request the original certificate if deemed appropriate.
2. In special cases, an employee may be appointed before obtaining all required certificates and documents, provided they commit in writing to completing them within three months of commencing work.
3. The Authority obtains information regarding the candidate's performance, service, and relevant experience from institutions where they previously worked, after obtaining the candidate's written consent.
4. The appointed candidate must sign prescribed forms and commitments, along with any attached documents, before commencing work. After completing appointment, they are committed to notifying the Authority immediately of any changes in the data provided at appointment. The employee bears full responsibility for negligence or omission, and the attached violations and penalties regulations apply to them.
5. If appointment is due to providing incorrect data, declarations, or certificates, or concealing data whose disclosure would halt appointment procedures, the employee's services are terminated immediately and by law without notice.

Chapter Three
Article (20) Types of Jobs and Category/Grade Scale

1. Positions in the Authority are divided into three types as follows:
   a. Basic Positions: Positions directly responsible for achieving the Authority's objectives according to law, including technical positions in the following departments: Research and Monetary Policies Department, Monetary Operations Department, Supervision and Inspection Department, Payment Systems Department, Market and Consumer Behavior Department, and any other departments the Board of Directors decides to establish in the future to achieve the Authority's objectives in ensuring financial and monetary stability. b. Supportive Positions: Positions providing support to the departments mentioned in (a), including positions in the following departments and offices: Information Technology Department, External Relations and Communications Department, Finance Department, Human Resources Department, General Services Department, Governor's Office, Security and Safety Office, and independent office positions (except those hired under special contracts).
   c. Service Positions: Positions falling within the approved structures of the departments in (a) and (b).
2. The category/grade scale for each type of position mentioned in paragraph (1) is determined according to the following tables:

Category	Grade	Rank
Category One: Supervisory Technical / First Advisory Positions	1C	Department Manager / Advisor
	2C	Deputy Department Manager
Category Two: Technical Positions	3C	Senior Professional
	4C	Professional
	5C	Junior Professional

Category	Grade	Rank
Category One: Supervisory Supportive / First Advisory Positions	1S	Department Manager / Project Manager
	2S	Deputy Department Manager
Category Two: Supportive Positions	3S	Senior Professional
	4S	Professional
	5S	Junior Professional

Article (21) Classification of Categories and Grades

1. The classification of categories and grades in the Authority applies to all employees in its Job Classification.
2. The minimum and maximum limits for salaries of different grades are determined in the salary tables specific to each type of position. These tables are adjusted at the beginning of each year as approved by the Board of Directors, in accordance with economic variables and labor market developments.

Article (22) Cost of Living Allowance
The Board of Directors may decide at the beginning of each year to grant Authority employees an increase on their basic salaries. This is determined considering the percentage increase in the Consumer Price Index as specified by specialized authorities. This increase constitutes an adjustment to the Authority's salary tables, with a uniform percentage applied to the basic salary of all employees across all types, categories, grades, and appointment dates.

Article (23) Job Evaluation and Reclassification

1. The position of each approved job within the Authority's structure is determined among the categories in this system based on the job's value, which is calculated according to the following combined factors:
   a. Depth of technical/specialized knowledge, scientific skills, and breadth, plus the required academic degree. b. Extent of the job's impact on achieving the Authority's objectives.
   c. Volume of administrative and supervisory responsibilities associated with the job.
   d. Communication and relationship-building skills required to achieve job objectives. e. Degree of complexity, density, and analytical capabilities required to analyze and solve job-related problems. f. Volume of authorities associated with the job, and level of supervision or guidance provided.
2. In special cases, a position's grade may be reclassified to a higher grade if the nature of its duties changes due to technical, procedural, or work requirement changes. The Board of Directors issues a reclassification decision based on the Governor's proposal, including promoting the incumbent employee or opening it to competition, in accordance with this system's provisions for appointing employees to similar grades after reclassification.

Chapter Four
Article (24) Allowances and Benefits

1. Authority employees are granted the following allowances and benefits in addition to their basic salary:
   a. Family Allowance: Paid as follows:
   • The employee receives an allowance for their non-working spouse. This allowance is suspended for widowed or divorced employees from the date of death or divorce, respectively. A second wife is treated like children under this article.
   • The employee receives an allowance for each child until they complete 18 years of age, obtain a post-secondary certificate, or marry (whichever is earlier).
   • The allowance is paid to disabled children and unmarried non-working daughters, regardless of age.
   • The family allowance is not paid in the following cases:
     • For female employees regarding their children if the father is working and responsible for supporting them.
     • For any child after completing 18 years of age or obtaining a post-secondary certificate (whichever is earlier), and for married sons/daughters from the date of marriage.
       b. Other Allowances: Granted as decided by the Board of Directors; payments are suspended when the reason for granting them ceases. Conditions for payment are specified in executive regulations issued by the Governor, applying from the date of Board approval.
       c. Transportation Allowance: Considered compensation for actual expenses. Paid to each employee based on their residence or work-related transfers, according to the Civil Status Register records and actual working days in the month.
2. The values of allowances and benefits are determined as decided by the Board of Directors.
3. The employee is not entitled to any allowances or benefits other than those stipulated in this system.

Article (25) Performance Evaluation System
The Authority operates according to a specified mechanism for evaluating employee performance, considering the following principles:

1. The evaluation process aims to identify and strengthen employee performance strengths, and identify weaknesses and ways to address them.
2. Evaluation results are documented and preserved in the employee's file after verifying that the employee has reviewed and discussed these results.
3. Performance evaluation criteria for each employee are determined at the beginning of the calendar year with their participation and review, serving as the reference for measuring performance.
4. Each employee is formally evaluated at least once a year by their direct supervisor, who continuously reviews and guides the employee's performance to serve work interests throughout the year.
5. The employee is formally evaluated by their direct supervisor at the end of the probation period, and the department manager recommends to the competent appointment authority whether to confirm or terminate the employee's services.
6. Performance evaluation results are used as a basis for decisions regarding merit increases, training, development, promotion, and continued employment.
7. Performance evaluation results determine the value of merit increases added to basic salaries, varying by employee and grade, annually according to evaluation results. The Board of Directors annually determines the total budget allocated for merit increases in the Authority.

Article (26) Employee Promotion

1. An employee is promoted from Grade 5S or 5C to 4S or 4C, or from 4S/4C to 3S/3C, by the Governor's decision, according to the department manager's recommendation and Human Resources Department Manager's verification of procedures. The following conditions must be met:
   a. The employee has completed at least one calendar year of actual service in the Authority. b. Promotion is clearly and documentedly linked to increased responsibilities and duties.
   c. The employee has received a performance rating qualifying them for promotion, according to executive regulations issued by the Governor.
   d. The employee has not been penalized with a penalty exceeding warning or reprimand, according to disciplinary procedures stipulated in this system, during the year preceding their promotion nomination.
2. Promotion to a supervisory position in a grade higher than 3C or 3S is decided by the Board of Directors based on the Governor's proposal, according to competition results for vacant supervisory positions among internal and external applicants, in accordance with this system's provisions for appointing employees to such positions.
3. Subject to this system, promotion to Category One technical advisory positions is decided by the Board of Directors based on the Governor's proposal, without competition. The following conditions apply:
   a. The employee has completed at least one calendar year of actual service in their grade and position before promotion. b. The employee has received a qualifying performance rating, according to executive regulations issued by the Governor.
   c. The employee has not been penalized with a penalty exceeding warning or reprimand, according to disciplinary procedures stipulated in this system, during the year preceding their promotion nomination.

Article (27) Entitlement to Allowances and Benefits upon Promotion
The promoted employee is entitled to the salary, allowances, and benefits of the promoted grade from the date stated in the promotion decision.

Article (28) Barriers to Promotion
The employee is not nominated for promotion despite meeting required conditions in the following cases:

1. If under investigation or trial, until a verdict is reached.
2. If absent from actual service in the Authority for any reason exceeding three months during the year preceding their promotion nomination.

Article (29) Working Hours

1. The total weekly working hours in the Authority for each employee category are determined as decided by the Board of Directors, not exceeding 39 hours for any of these categories.
2. Matters concerning working hours and daily work hours for each employee category are managed by executive regulations issued by the Governor.
3. The Governor or their delegate may split official working hours for some functions whose nature does not strictly adhere to them, and approve a shift system. The employee in this case is entitled to the official salary not worked if their work nature requires working outside official hours.
4. If the employee is compelled to miss work, they must report absences through the mechanism specified in executive regulations concerning working hours.
5. Absence reasons are examined and audited, and if it is established that there is no acceptable excuse for the absence,