Qatar has introduced new training requirements for government employees nominated for promotion, offering alternative routes to meet professional development needs.
The Civil Service and Government Development Bureau (CGB) issued Decision No. 11 of 2026 to strengthen employee competencies and improve performance. The framework links training requirements to job skills and performance appraisal results.
The decision applies to Qatari government employees covered by the Civil Human Resources Law who have been nominated for promotion. It sets out three training pathways, including formal courses, online learning and practical workplace experience.
Qatar sets three training pathways for promotion candidates
Under the decision, eligible employees can follow one of three training routes:
- 20 hours of in-person training through classroom-based courses.
- 10 hours of online training through the Kafaa platform.
- 20 hours of alternative training through practical development activities.
The alternative pathway includes job rotation, on-the-job training, developmental secondment and job attachment. These options allow employees to gain experience beyond their current roles.
For example, job rotation can expose employees to different functions, while on-the-job training helps them develop skills through practical assignments. Developmental secondment and job attachment can also provide experience in other work settings.
The framework gives employees different ways to build the competencies needed for greater responsibilities. However, the specific pathway available may depend on the applicable training requirements.
Decision sets 60-hour requirement for some employees in 2026
The decision also addresses employees who did not complete their mandatory training hours during the previous interim period.
These employees must complete 60 hours of in-person training during 2026. Those who have already met the required training hours only need to fulfil the annual training requirement.
This distinction sets out separate obligations based on employees’ previous training records. It also clarifies the additional requirement for those who have outstanding hours.
The decision does not specify further details on deadlines, exemptions or how employees should select an alternative pathway in the reported announcement.
Professional development linked to career progression
The new framework places training completion within Qatar’s government promotion process. It also links professional development with competency requirements and performance assessments.
For government departments, the different pathways offer a way to support employee development through both formal learning and practical experience. Meanwhile, employees can build skills that relate more directly to their roles and future responsibilities.
The approach also reflects a wider workforce development priority: preparing employees for progression through structured learning and practical exposure.
The impact will depend on how government entities implement the requirements and assess the skills employees gain through each pathway.
